ORGANIZATIONAL

ASSESSMENT OF PRIVATE
DENTAL COLLEGES IN
KARACHI AND HYDERABAD
 TEAM MEMBERS
DR. SAYEEDA AMBER HASSAN
ADNAN AHMED
IMRAN ALI
NADEEM ZIA
DR.ZIA AMIR CHANNA
FATIMA JINNAH DENTAL
COLLEGE
 ORGANIZATION PROFILE
Established in 1992
Located in korangi Creek
Busiest dental hospitals in the city. Since it caters
primarily for the middle and lower class.
Run by Fatima Jinnah dental College and hospital
trust, founded by late Syed Hashim Raza
Degree awarded BDS, and also sponsor students
for MS, M Phil and Ph.D.
Fund generated majority of its income from
students fee, though significant contributions also
come from national and international funding
agencies as well as well-wishing philanthropists.
 VISION AND VALUES
Vision is to produce high quality
dental graduates.
Values focused at FJDC
includes:
Experience
Punctuality
Discipline
 ORGANIZATION STRUCTURE
Vertical hierarchy
Skill workers shortage is catered by
hiring experienced people.
Remuneration is compatible with other
medical institutes
Annual Evaluation of employees for
appraisal
Huge communication gap between
top management and employees
Autocratic style of leadership.
ISRA MEDICAL UNIVERSITY
(DENTAL UNIT)
 ORGANIZATION PROFILE

Isra University is an autonomous and

privately owned institution
located atHyderabad.
Parent organization is the
Isra Islamic Foundation. Founded by The
Imam of Haram-al-Makki in 1986.
Dental Unit: is established in 2002 and
its well equipped.
Funds are generated from students fee.
 VISION AND VALUES
Vision is to provide students with
education of the highest quality and
to groom their personalities.

Values focussed at Isra university are:

sense of responsibility,
confidence,
commitment &
dedication.
 ORGANIZATION STRUCTURE
Vertical hierarchy
Sindhi culture is dominating in the whole
University.
Remuneration is less than the medical
institutes in metropolitan cities like
Karachi.
Performance appraisals are totally
dependant on personal liking of Top
management.
Huge communication gap
Directive style of leadership
ORGANIZATION
ASSESSMENT
/SURVEY
 THE BEST PRACTICES
FJDC ISRA
Ethical Not much concerned with They always propagate
Behavior ethical issues ethical behavior.
Employee Quarterly teaching training Recently started
Developm session and IT workshop. management training
ent program.
Selection Main factor is Pay Scale According to HR, its need of
Factor but Experience is given a vacancy and according to
preference in some cases employees its SIFARISH.
Stress No stress management Planning to start stress
Managem program management program.
ent
Exit It is not done formally but It is not done formally
Interview informally HOD ask the
s reason of leaving
Handle Mediator is selected for Management is not
Conflict resolving conflicts. concerned
Kind Of Directive and Authority Directive and Authority
Leadershi leadership style is followed leadership style is followed
 EMPLOYEE ENGAGEMENT
FJDC
Improvem IT Skill work shops and
ent in presentation skills are
People developed by training.
skill
Stimulatin Reliance on their own
g conventional method
innovation
Work life Working hours are 6 hours
balance a day, for five days a
week.
Lower staff work 9 hours
a day and for 6 days a
week.
Mostly indoor works are
assigned.
Job Design Rotation is done on need
basis.
Enhancement is done
according to the skill level
and experience of
ISRA
No standard procedure to
improve people skills,
employees have to learn
ISRAs ways of working.
Top management decide
the change and employees
have to follow.
8 working hours from 8am
to 4pm for management
and teachers.
Mostly indoor works are
assigned.
No job rotation
Job enhancement and
enrichment are applied on
the employees who willing
to take more tasks
 EMPLOYEE
ENGAGEMENT
FJDC ISRA
Employee Management is not very Some people feel
feelings much concerned with proud working for ISRA
that. and some are just
doing it for money.
Employee Recommendation are Final decision lies with
involvement only taken up during bi- management,
quarterly meetings sometimes opinion is
among the head of seeked.
departments.
Employee Not encouraged Not encouraged
Initiative
 CHANGE MANAGEMENT
FJDC ISRA
Organizati Change just pass on to the ISRA management just
onal employees w/o any formal gives orders to their
Change training. employees .

Managing 5 year BDS program. 4 years BDS program

change

Complianc FJDC follows rules and ISRA follows rules and

e with regulations implemented regulations implemented
Standards by PM&DC. by PM&DC
Globalizati Send their employees for According to them
on higher education in KU, globalization challenges
and UK. doesnt affect them.
 GAUGING BEHAVIOR
FJDC ISRA
Employee Measure through their According to management
Attitude work performance all employees have very
positive attitude.
Job Management is not They are in process of
Satisfactio concerned with developing systems to
n employees job measure job satisfaction
satisfaction
Salary A slab wise package for Salary structure is known to
Structure employees every one.
Task Meeting deadlines Employees does not cut
Completion depends on the behavior corner to meet the targets
of HODs and deadlines
Absenteeis To cater absenteeism Deduct salaries of
m and Turn they give prior notice and employees to cope with
over cut salaries. absenteeism.
To cater turnover they To cope with turnover they
hire more staff and hire more staff and keeping
keeping potential potential candidates in
candidates in pipeline pipeline
 GAUGING BEHAVIOR
FJDC ISRA
Emotions Management is not very Management is not
and much concerned. concerned.
Moods
Issues Respective head of the According to HR, they
down the departments solve the handles the issues as they
line issues. arise.
Political Strictly non political According to HR there is no
influence organization political influence
Respect Employees show and According to HR ,employee
respect each other. respect each other
Feeling Employee take it as their According to HR, they
about Job temporary job. presume that employees
are happy there.
Cooperati Senior cooperate with Senior cooperate with
on among newer members just to newer members to reduce
employee reduce their work load. their work load.
s
Executive Executive are just According to HR that
CRITICAL ANALYSIS
 RECOMMENDATIONS
Staff at all levels should be included in
planning and decision making process.
Role clarity and cooperation in job
tasks.
There should be training programs
for new employees .
Recruitment should
be based on person-job fit.
CONCLUSION