........................................................

3
Report:.....................................................
to Course and
vIntroduction

TERM REPORT OF
ORGANIZATIONAL
BEHAVIOR
(HELIX PHARMA PRIVATE LIMITED)
GROUP MEMBERS NAME:
Tabassum Manzoor (02-111211-152)
Sitara Hameed (02-111211-150)
Hammad Gohar (02-111211-062)
Muneeb Farooq (02-111211-136)
Imam Jan (02-111211-251)

COURSE INSTRUCTOR:
Ma’am Ayesha khan Dalwar

Interview given by:

Mr.Ashfaq (product manager of helix pharma private limited.)
Contents:
1. Introduction to course and report………………………………
2. Introduction of company …………………………………………..
3. Organizational structure…….……………………………………..
4. Diversity………………..…………………………………………………
5. Culture……………………….…………………………………………….
6. Conflict management………………………………………………..
7. Employee motivation………………………………………………..
8. Retaining the best employee……………………………………..
9. Innovation ………………………………………………………………
10. Flexible work hour……………………………………………………
11. Work life balance ……………………………………………………..
12. Work place environment ………………………………………….
13. Work place stress………………………………………………………
14. Integration of new employees ……………………………………
15. Learning opportunities ………………………………………………
16. Challenges and opportunities………………………………………
17. Employee satisfaction ……………………………………………..
18. Emotional labor ……………………………………………………….
19. Personality and values ………………………………………………
20. Perception and decision making…………………………………
21. Power and politics ……………………………………………………
22. Conclusion………………………………………………………………..
ACKNOWLEDGEMENTS:
For the successful accomplishment of our task, we are firstly thankful to ALMIGHTY ALLAH
for his blessings upon us. We are also thankful to our course instructor (Ma’am Ayesha Khan)
who provided us with all those guidelines necessary for the accomplishment of our task and
within the lights of his supervision we were able to understand the objectives necessary for the
task. Organizational Behavior provided us with the platform of giving better understandings
about the Organizational Behavior. We were assigned with the group work for our final project. It
was based on the interaction with any organization and conducting their interview. The report
work is totally based on the interview conducted. The report being submitted is a result of
collective effort. Throughout the semester our respected instructor has given us advices and
helped us for this project execution. I on behalf of my team members convey our sincere
gratitude to our competent instructor (Ma’am Ayesha khan). Without her help and guidance and
the help of my team members it wouldn’t have been possible to accomplish this report and
project work. We would like to express our special thanks of gratitude to our (Ma’am Ayesha
Khan) who gave us the golden opportunity to do this wonderful project which also helped us in
doing a lot of Research and we came to know about so many new things we are really thankful to
them.
1. Introduction to course and report:

Organization Behavior (OB) is a management course which looks at the emotions

And interactions people in an organization experience and other aspects of work
Related importance focusing on motivational and leadership theories and how we
can apply them in practice. The course highlights the importance of healthy
Relationships between employees and the management as an important factor for
the success of the organization altogether. The course also details leadership,
Motivation and productivity maximizing techniques which may boost the
Organization’s performance and enable it to grow further. For the term report, we
Have chosen the organization heading the helix pharma private limited under the group
of hakim sons. The organization incorporate many areas which we have studied in the
course and displays effective management skills.

2. Introduction of company:
Name of organization: Helix pharma private limited under the group of hakimsons.

Organization’s history: helix pharma private limited is a Pakistan based pharmaceutical

company incorporated in the year 1960, members of the hakimsons group established
since 1921, principally engaged in the manufacture of life saving drugs, a technical
collaboration in 1965 with Takeda pharmaceutical company of Japan was forged to build
a world class pharmaceutical factory. The group’s journey in the last 100 years has been
one that has gone through many political and economic cycles and has stood witness to
change in the regulations that primarily govern the pharmaceutical industry.

PORTFOLIO

Pharmaceuticals: In addition to an extensive range of branded generics that cover 75% of all
therapeutic classes and products manufactured under license, we have a range of imported
biologicals and oncology drugs. Herbals / Nutraceuticals: Our range of nutraceutical/herbal
proprietary formulations has been developed, tested and marketed with an aim to capture the
growing and promising area of Alternative Medicine.

Then have the authority to select their own members to build the team. The project has its
own separate management system Including its personal sales team, accounting,
Construction, maintenance, and security departments. All departments have their
Own separate heads and lead their own work for which subgroups are made to undertake
each task.

Sustainability
 Our commitment to preserving the environment and our support to local communities
through health and educational initiatives affords us an opportunity to give back society in
the spirit of compassion and shared human values.

In order to reduce our carbon foot print we are in the process of converting 80% of the
electricity needs of all our industrial and commercial facilities to renewable energy. In the
next seven years we anticipate our complete fleet of vehicles will go electric.

Several government registered local charities are recipients of our grant that include
hospitals, school, blood banks and other special interest initiatives.

Collaboration Worldwide:
• Asia & Far East
Partnering with one of the best distribution house, Sri Lanka will soon be 3rd base camp for
Helix alongside with Pakistan & Afghanistan.

Helix is building a strong Sales, Marketing & Business development network in the region
to cater the Pharmaceutical & Nutraceutical needs of doctors, pharmacies & end user- the
patient.

At present Helix is operating in Cambodia & Laos.

Helix has completed the business development process in Philippines and soon the selected
brands will be launched through reliable partners.

• Africa & Around

Helix is operating in Kenya with major supplies to MEDS & government hospitals in the
region along with reasonable presence in commercial markets also.

Helix has started its product registration process in Uganda, Rwanda & Burundi.

In Western Africa- Francophone Region Helix also has gained GMP acceptance from
Ivory Coast and participated in Official Tenders & Trade Markets in Senegal, Mali,
Niger, Burkina Faso, Gabon, Congo & Cameroon. Helix will be initiating its Commercial
Operations in Ivory Coast & Senegal earlier than soon.

3. Organizational structure:

The organizational structure is based on a top hierarchy management made of managers,

supervisor, regional heads and employees grouped in to themes to undertake specific
project. There is a satisfactory extent of decentralization in the organization as the team
heads for Individual projects are selected by the top management and these team heads
 then have the authority to select their own members to build the team. The project has its
own separate management system Including its personal sales team, accounting,
Construction, maintenance, and security departments. All departments have their
own separate heads and lead their own work for which subgroups are made to undertake
each task.

4. Diversity:

Karachi, being Pakistan's largest metropolitan city, is packed with diversity, as people all
around Pakistan come here to find work, better opportunities and build their future. The
organization we have chosen is a true representative of this diversity as can be seen by
their workforce. People from the many different ethnicities such as Sindhi, Baloch,
Pathan, and Urdu speaking are all represented by the workforce. The sales department
has Urdu speaking as well as Sindhi members. Pathans are highly focused in the labor
force and the security system has the most diverse workforce as different visitors or
potential customers are comfortable with different people.
The project head believes that the main issue with having a diverse workforce is
managing and integrating the people to be effective team members and part of the
organization. However, diversity isn't very difficult to manage as people are promoted
mostly based on their capabilities and education background.

5. Culture:

Our interviewee described his organization in 3 words as very dynamic, creative, and
hardworking.
DYNAMIC
CREATIVE
HARDWORKING

The organization's culture is mainly team based. Teams are made on the capabilities of
their members and no biasness occurs in the selection process.
Yet, for some important tasks, team members with more experience are more highly
valued. This does not hinder the participation of new employees though, as eagerness,
motivation and responsiveness are all important qualities managers look at when creating
the teams. This strong team culture requires a high level of cooperation between
employees, decentralization of decisions to the team heads and effective communication
between the top and bottom hierarchies.
 EXPERIENCE
EAGERNESS
MOTIVATION
RESPONSIVENESS

6. Conflict management:

Weekly meetings take place in which problems are identified and solutions to counter
them are proposed. Employees may be penalized for negative workplace behavior such as
laziness, inability to complete projects on time, etc. But this is a rare incidence.
Company's responsiveness to change:
Main changes of this organization is the increased competition and use of new
technologies. The company believes that it has to be very responsive to change in the
market situations, be it regarding new technology or ideas.
The organization has the market leaders and the competition is tough therefore they have
to be on the lookout for creative and new ideas to eliminate the threat of losing their
market share.
Mr. Ashfaq, says they need to hold meetings every day and train their sales staff too to
adjust to the customers. He says the customers are now fully aware of technology, prices
and everything. He believes in truthfulness and gives his employees the same lesson; to
not misguide the customers and give them correct information.

7. Employee Motivation:

The organization believes that employee motivation as really important and it has
different ways to do that. They give out bonuses and commissions to their team. The
team is also given certain targets that they need to achieve. The recovery team is also
given recognition and there are prizes for the top three employees. The first gets 20,000
extra, the second gets 10,000 extras and the third gets 5000 extras. The company also
takes out the employees for dinners, lunches and iftaar and sehri, during Ramadan. These
are the tactics used to motivate employees.

8. Retaining the best employees:

The organization 'spoils' their employees with monetary perks that they do not want to
leave this organization and work for someone else. Mr. Ashfaq says that when he started
 this project, the workers would come on motorcycles and now they each have a car to
themselves. He claims that the employees are too happy to leave him.

9. Innovation:

"Innovation is the lifeline, without it, we are dead,' says Mr. Ashfaq, on the importance of
innovation. He says that the organization is always looking for innovative ideas as it
needs to keep up with the industry and changing times. He says the industry is booming
as is at par with other countries as international travel has become very accessible.

10. Flexible work hours:

The sales staff is given flexible work hours and is allowed to be late as the clients are late
themselves. However, the construction team has to be punctual and work from 8-5. The
organization believes that the sales team is very happy as they can come in late and they
have no issues staying in till late.

11. Work-Life balance:

The organization pushes its employees to go on vacations as it helps relieve stress. One
example, Mr. Ashfaq gave an example of his employee whose wife was sick and after
coming from a picnic, she was doing better and was healthy. There are also certain
employees that have not gone outside Karachi and he pushes them to go out because he
thinks it is necessary for a better mind.

12. Workplace environment:

Work environment is beliefs and values that exist in long-term organizations, employee's
faith and expectations of work that can affect employee's attitude and behavior.
Administrators generally fulfill their mission of coordinating leadership actions and
potentially affecting employee job satisfaction. Therefore, it is important to understand the
relationship between employee working environment and occupation satisfaction. The
environment within the organization is very important and plays an important role in a happy
and healthy environment. The environment is very relaxed and open. Mr. Ashfaq, says his
office doors are always open for anyone and anyone can come in and have a meeting with
him.

13. Workplace stress:

Mr. Ashfaq says that they are working on a very big project and that if there is ever a tense
situation, they go for a walk! If there is an argument with a client, the person Involved gets
 up to leave for a walk and another staff member deals with the customer meanwhile. This
helps reduce tension and handle conflicts better.

14. Integration of new employees:

New employees adjust in to the organization's culture in their own time but their own
willingness is alone of the leading factors for effective integration.

15. Learning opportunities:

Fresh graduates, mainly in the medicine discipline are taken for the internship programs
available in the projects. They are provided a transport fee to facilitate their travels them
and the learning experience and skills they gain through the internship further empower
them to progress and get a head start in the industry.

16. Challenges and opportunities:

OPPORTUNITIES:
1. the pricing committee include representatives of ministries of investment, trade and
supply and faculties of medicines and pharmacies.
2. Common technical documents.
3. The national research institute has better resources to conduct research.
4. Their teams are big and multidisciplinary.
5. Biosynthesis is an easier method “we could synthesize some drugs in the labs of
school of pharmacy during study year.

Challenges:
No doubt that the Pakistan pharmaceutical market is growing at a steady rate but there are
certain challenges which pose a great threat to the industry.
.
1. The first major challenge which the pharmaceutical
industry faces is the total government control on the prices of all the
enlisted products.

2. Import of raw material which cost a lot of

precious foreign exchange.

3. Rapid devaluation of the rupee against the

major currencies, due to which the profit
margins are shrinking.

4. Increasing cost of manpower and energy.

 5. Low R&D expenditure, which can lead to the
suffering of the masses for not conducting
sufficient research on the newly emerging
diseases in the Pakistani environment.

17. Employee Satisfaction:

The more widely accepted relationship is the relationship between employee satisfaction and
employee turnover. Employee conversion model almost universally shows a negative correlation
between satisfactions and split-up. The first step to increase the staff retention rate is to manage a
satisfaction survey, often designed to measure employee attitudes. In this interview, employees
need to evaluate wages, supervisors, colleagues, opportunities for promotion and satisfaction of
the operations themselves. The intention of employment is to be affected by satisfaction of
employees who are greatly affected by unsatisfactory jumps, bringing about a statistically
significant change with attention paid to the average intention of continuing employment while
being influenced up to pleasure it was. Therefore, the reason for employee satisfaction and pleasure
helps to develop a plan for improving employee's consolation remuneration. Employee satisfaction
is the degree that individuals are satisfied with their work. This is an embarrassing aspect of
employment, but any work is a very important part. It is important for companies to monitor and
understand their satisfaction, and there are good reasons. The level of employee satisfaction is
directly related to the work efficiency of employees. It took a long time now. It affects the culture
of a group of companies.

18. Emotional labor:

Negative emotions are common among workers in service industries. Individuals who work
in manufacturing rarely meet their customers face-to-face. If they’re in a bad mood, the
customer would not know. Service jobs are just the opposite. Part of a service employee’s
job is appearing a certain way in the eyes of the public. Individuals in service industries are
professional helpers. As such, they are expected to be upbeat, friendly, and polite at all times,
which can be exhausting to accomplish in the long run. Humans are emotional creatures by
nature. Mr. Ashfaq says: In the course of a day, we experience many emotions. Think about
your day thus far. Can you identify times when you were happy to deal with other people
and times that you wanted to be left alone? Now imagine trying to hide all the emotions
you’ve felt today for 8 hours or more at work. That’s what cashiers, school teachers, massage
therapists, fire fighters, and librarians, among other professionals, are asked to do. As
individuals, they may be feeling sad, angry, or fearful, but at work, their job title trumps their
individual identity. The result is a persona a professional role that involves acting out feelings
that may not be real as part of their job.

19. Decision making in helix pharma:

Helix pharma decision making and do not much differ from that of other similar organizations.
The process of making decisions begins with the CEO and other executive officers who develop
the strategy of the company and set goals and directions. Then, the task of the heads of the
departments is to apply these goals to their areas of responsibility. The task of managers is to
explain these goals to the employees so that they start working on their achievement. The
communication system is mainly formal; therefore, the tasks are assigned gradually from top to
bottom, and the employees communicate mostly with their direct superiors
The organization decision-making process consists of the following steps:
❖ Setting a direction and the development of the overall strategy of the company.
❖ Identifying problems and obstacles.
❖ Finding solutions and alternatives.
❖ Implementing the chosen strategy.
❖ Evaluating the outcomes.

Additionally, the company’s decision-making process comprises the following aspects:

The design of product and services:

❖ Quality management.
❖ Process and capacity design.
❖ Location strategy.
❖ Layout design and strategy.
❖ Human resources and job design.
❖ Inventory management.
❖ Scheduling.
❖ Maintenance

20. Personality and values:

Following personality traits that required to work in helix pharma:
Emotional intelligence:
It’s no secret that the finance industry can be a high-pressure environment. To be successful
in this line of work, one needs to be personable and have strong emotional intelligence.
Recruiters in helix pharma don’t just examine your CV, but are looking for candidates who
can interpret not only spreadsheets, but human behavior, too.

Adaptability:
In a constantly changing environment, the ability to adapt and be resilient is crucial. As the
sales management and investment industry move at a very fast pace due to emerging
technologies and rising interest rates, employees need to learn how to keep up and adjust to
every new condition. Learning on-the-go and demonstrating that you can grow alongside
 these changes will go a long way in this sector. While you can’t always control the market
changes, you can control the way deal with it.

Communication skills:
While analyzing markets and spreadsheets is a key component of the job scope in the management
company, being able to foster long-term relationships with clients and coworkers is equally
important. Most recruiters and hiring managers in helix pharma will look out for candidates that
are capable of both being an effective listener and someone who can explain complicated processes
in an easily understandable manner.

Vision:
Our commitment to preserving the environment and our support to local communities through
health and educational initiatives affords us an opportunity to give back society in the spirit of
compassion and shared human values.
In order to reduce our carbon foot print, we are in the process of converting 80% of the
electricity needs of all our industrial and commercial facilities to renewable energy. In the next
seven years we anticipate our complete fleet of vehicles will go electric.
Several governments registered local charities are recipients of our grant that include hospitals,
school, blood banks and other special interest initiatives.

Loyalty:
The financial sector has been fighting off a bad image thanks to the last global financial crisis,
and loyalty remains an important character trait that recruiters are looking for. Helix pharma
don’t look for people who want to earn a quick buck but are looking for individuals who can
grow and learn together with the business.

21. Power and politics:

A word taboo word for some people. It’s a pervasive thing at any workplace. In its simplest
form, the politics is simply about the differences between people in the field force; differences in
opinions, conflicts of interests are often manifested as politics. It all goes down to human
communications and relationships.

As Mr.Ashfaq says: There is no need to be afraid of this politics in a pharmaceutical industry.

Top performers are those who have mastered the art of winning in this sort of politics. As I
worked in pharmaceutical industry in this article I’ll mainly focus on the politics related to the
pharmaceutical industry. The major objective of the management in the pharmaceutical industry
is to develop the Quality of performance at every level. On the basis of this evaluation system the
politics at the grass root level in the field force is often absent.
Some smart guys often try to play politics but the managers are trained to an extent that such
type of politics often becomes harmful for the players.

During my 35 years of experience in the field I have never come across any type of thing in my
job which can be termed as politics. This is due a singular fact that everything is transparent.
People responsible for the job are well equipped with the skills. No one is afraid of that someone
will through his or her manipulation will harm his or her career. In a National pharmaceutical
company the things are almost different. The major evaluation criterion is the Quantity. The field
force is supposed to make the sales through hook and crook. The field force is neither qualified
for the job, nor the management is bothered to train them.

Conclusion:

Pakistan’s pharmaceutical sector has not been competitive within the export market, falling
sharply behind comparators. Our examination of the rents associated with pricing, poor-quality
drugs and government procurement processes reveal several preliminary policy implications.
Incentives are misaligned with regards to the pricing of medicines. In an effort to keep prices
affordable, the Pakistani state enforces strict controls. However, these have the adverse effect of
either restricting availability of essential drugs due to shortages, or increasing out of-pocket
expenditures for patients because newer and higher priced drugs enter the market. Sometimes
patients face both. Incentives need to be restructured to correct this. The procurement of
medicines by provincial governments has steadily improved over time, with rents being reduced,
but there are opportunities for further improvements. The competition between provinces,
induced by institutional changes, has improved procurement systems over the last decade or so.
However, there is still significant scope for improvements and for this competition to be made
explicit, particularly with regards to the procurement and pricing of essential medicines. The
next stage of our research will look to frame these emerging policy implications within the wider
political settlement of Pakistan and its pharmaceutical sector. This additional analysis, along with
focus-group discussions with relevant stakeholders, will then be used to generate feasible anti-
corruption strategies to reduce developmentally damaging rents.
 GROUP MEMBERS

“Stay away from those people who try to disparage your

ambitions. Small minds will always do that, but great minds
will give you a feeling that you can become great too.”