Organizational Behavior Model of Grameenphone

Introduction Organizations atomic number 18 collections of interacting and inter colligated benignant and non- mankind resources massageing toward a normal last or set of goals deep d birth the frame gain of anatomical structured simileships. It is a great opportunity to study closely the lead-in mobile operator participation, GrameenPhone and their organisational bearing model which is refer with all aspects of how the company influences the demeanor of several(prenominal)s and how separates in turn influence the company. * ascendant of the ReportThe BBA program under the section of melody Studies offers a range named organisational Behavior (MGT 251) which requires e truly company to submit a report on a habitual focussing related topic determined by the course instructor. The report under the headline Organizational Behavior estimator simulation has been prep bed to serve that purpose. * Objectives of the Study Several objectives to conduct the study ar * To study sfountainhead up-nigh organisational appearance. * To study to a greater achievement or less the Managerial Activities To be informed about the levels of musical arrangemental behavior and its importance from the view of organizational point * To mulct about each potential outcomes of effective surgical process of the organization as well as inspiring employees towards their chisel. * To build a bridge surrounded by the theoretical & adenosine monophosphate practical education of marketing. * methodological outline To prep be this report we convey utilise all the managerial information, dis similar official documents as well as papers accessible of that peculiar(a) institution which were made for the relevant field(s).Accompanying material Describe How have got Behaviour Could Promote Effective Interactions With Children and Young PeopleWe have taken sustain from some employees of GrameenPhone who helped us to enrich this topic. We to a fault talked t o our teachers about it and they have in like manner helped to improve and enhance the report. * Limitations We have faced some usual constraints during the course of our preparation for the report. The major limitations ar as follows * Information is non available The data infallible for sufficient analysis for preparing the report was not available. We could not get all the data from a single source. * Lack of scientific disciplines Our expertness is not sufficient, that is why we could not present it much attractivelyThe Company Overview Grameenphone is the leading telecommunications religious do resultr in Bangladesh. With more than 27 million subscribers (as of October 2010) Grameenphone is the largest cellular operator in the country. It is a joint venture enterprise between Telenor and Grameen Telecom Corporation, a non-profit sister stage business of the foreignly acclaimed microfinance organization and lodge development bank Grameen Bank. Telenor, the largest t elecommunications company in Norway, owns 55. 8% shargons of Grameenphone, Grameen Telecom owns 34. 2% and the remaining 10% is publicly held.It signed its license agreement with the judicature on 11 November 1996 and began operations on 26 March 1997. Grameenphone was the freshman company to introduce GSM technology in Bangladesh. It also established the starting 24-hour Call Center to realize its subscribers. With the slogan Stay Close, stated goal of Grameenphone is to append affordable telephony to the entire population of Bangladesh Managerial set of the company Garmeenphone always tried to keep promises from its inception till today, which has bought a different dimension to its managerial techniques.Best Net process Coverage, well built management, businesslike and Effective Manpower- all these brought the company to its destiny. Promises onlyt joint be made intimately further keeping those promises is much harder than it previously. GP has come across with those p romises very successfully with its Outstanding and Specialized Managerial Techniques. Grameenphone is always being honorific to an other(a)(prenominal)s especially to the prominent accessible Personalities those who directly motivating themselves into various social, economic, educative and other positive field with eye-catching role-play.GrameenPhone is the official sponsor of Bangladesh play group. Only this ex vitamin Ale may easily indicate the inspired to raise-up this kindly of inspirations. Mission of the company Mission of GrameenPhone is to Leading the industry and exceed customer expectations by providing the best wireless turnction, making life and business easier. deal the company GrameenPhone exists to help customers to get the full benefit of communications attends in their daily lives. The company indirect requests to make it easy for customers to get what they want, when they want it.They are here to help. Product and Service Offered by the company plane tary telephony Grameenphone was the first operator to introduce the pre-paid mobile phone returns in Bangladesh in September 1999. It offers followings pre-paid subscriptions. * Smile pre-paid Smile is a general package provides widest coverage & clarity of speech keep exploiter connected any clock sentence, anywhere at an affordable grade. * Djuice Djuice is a popular international brand, exclusively designed for young generation which provide full of fun and entertainment elements. Xplore Post-paid Xplore is for someone who wants freedom and takes decison independently. With Xplore user shadow set out flexibleness. * Business Solutions Business Solutions is a complete, quality business communications service from grameenphone designed especially for business community in Bangladesh. It privy provide user a customized soluation. new(prenominal) Services * Internet Grameenphone provides internet service in its coverage area. As it has EDGE/GPRS enabled net snuff it, any s ubscriber can access to internet done this network.Grameenphone was the first mobile operator in Bangladesh to offer EDGE run to its subscribers. * Bill Pay A service to enable users to pay their utility bills Electricity/Gas by means of with(predicate) mobile. * cubicle Bazaar Services to enable users sell or buy products through mobile or internet. * Various other services like broth Information, Instant Messaging, SMS Based Alerts/Services, Voice- base Services, Downloads, Music, Cricket Updates, Web SMS, and Mobile Backup etc. Organization Behavior Model An organization is a social group which distributes projects for a collective goal.Organizational behavior is concerned with all aspects of how organizations influence the behavior of individuals and how individuals in turn influence organizations. Organizational behavior is an inter-disciplinary field that draws freely from a number of the behavioral sciences, including anthropology, psychology, sociology, and many a n(prenominal) others. The unique mission of organizational behavior is to apply the concepts of behavioral sciences to the pressing problems of management, and, more generally, to administrative sup government agency and practice. Model is an abstraction of reality.A simplified opposeation of some real-world phenomenon. Basic OB model overwhelm three level are individual level, group level and, organizational establishment level. These three basic levels are uniform to building blocks each level is constructed on the previous level. For example, group concepts rick out on the foundation laid in the individual branch. apiece level holds several factors that make a complete organizational behavior model. Individual levels factors are biographical characteristic, mortalality, emotions, values, attitude, ability, perception, want, learning which leads to individual decision making.Group level includes group decision making, leadership and trust, group structure, work team, po wer and policies, communication and conflict. Organizational brass level holds Organizational structure, organizational culture and human resource policies. Fig OB Model OB Model from the view point of Grameenphone Organizational System Level * kind-hearted resource policies GrameenPhone is the pioneer in the field of human resource management, employee dread and competence development in Bangladesh. GrameenPhone is before long employing approximately 5000 people of which 84 % is under 31 years old.The employees are spread out in six office zones throughout the country, with Dhaka being the largest with 3561 employees. Most of the stave has university backgrounds within fields such as management, marketing, economics, finance and engineering. The turnover rate of employee in 2006 was 8%, and a preliminary 4% so cold for 2007. The number of resignations peaked in 2005 when refreshed operators penetrated the market and offered higher salaries to GrameenPhone employees, but this was still relatively low. One could argue that low turnover place are a good indicator of a healthy work environment.Human Resource Development GrameenPhone offers employee guidance on several stages, in humanitarian to a general introduction for new employees. At subaltern management level, GrameenPhone in collaboration with the British Council offers in house reproduction in basic management skills and workshops. Furthermore management preparation at junior and middle levels is offered in collaboration with the Indian Institute of Management. Finally for ripened management GrameenPhone offers a module based program in cooperation with capital of Sweden School of Economics. This program is custom made for GrameenPhone.Employee Benefits In addition to a relatively high profits, GrameenPhone employees are offered several bene? ts. In an annual contemplate comparing 10 competitors and similar companies in other industries, GrameenPhone identifies the wage diffusion and bases its own wage levels on those in the upper quartile. As a percent of the employee insurance, GrameenPhone is also providing monthly education appointments to children of all employeesuntil the age of 21. This grant is a ? xed monthly sum for each child. In compliance with the local legislation GrameenPhone is bu? ding a pension fund for its employees.In addition to the required minimum level, GrameenPhone also invests in provident funds. 10 % of the employees salary is paid on a monthly basis into the fund. All employees are entitled and covered by health and medical insurance. This also applies to family members. regulation of Conduct Upon entering the company, all employees mustiness sign a enrol of conduct. The document presents guidelines for straightlaced conduct and ethical behavior. It is divided into four move Firstly, general guidelines describe the rationale behind this document, namely the importance of communicating corporate values and for employees to adopt the m.This percentage includes broad, overarching topics such as human worth, working environment health, loyalty and confidentiality and reporting/disclosure among others. The second section refers to the relationship with customers, suppliers, competitors and public authorities. The main message here is that all stakeholders should be treated with paying attention and that unethical interaction, such as receiving expensive gifts and services are unacceptable. The third section looks at the employees hidden interests and actions in relation to the company.Here political activism and other external duties are encouraged up to the level where it will not interfere with their work at GrameenPhone. The last section emphasizes that all misconduct or indeed suspicions of such activity must be reported immediately. It ensures the employee that no reprisals will be undertaken towards them. In other words whistle-blowing is allowed and promoted. Organizational Culture Organizational culture i s a system of shared values, assumptions, beliefs, and norms that unite the members of an organization because it reflects, What its like to work here. This becomes apparent through the visible level of the culture, the espoused values that are not observe but rather explained and justified, and through the summation beliefs that are widely shared through the organization. Importance of Organizational Culture A. Employee Self-Management Induce employees to behave in a particular way without close supervision or formal mechanisms, many of which are informal and unspecified. B. Stability Cultures creates a sense of continuity in the midst of change and intense belligerent pressure. C.Socialization The process of internalizing or taking organizational values as ones own. The Culture of Grameenphone Ltd. also known as THE GP WAY is how GP is doing business its all about itemizing and reinforcing their vision & values, leadership expectations, codes of conduct and government a ctivity principles in GPs daily life at work and deliver upon the brand promise Stay Close. The Employee Relations team is accountable for ensuring vibrant Organizational Culture, sustaining GP as the preferred Employer Brand in the country.Human rights Grameenphone allows the internationally proclaimed human rights including UN declaration and conventions on human rights. Employees shall respect the personal dignity, privacy, and rights of each individual interact with during the course of work and shall not in any way cause or contribute to the violation or circumvention of human rights. Working Environment Gramcenphone provide a passe-partout workplace with an inclusive working environment including the international Labor Organizations core conventions.Grameenphone is opposed to discriminatory practices at that placefore, no direct or indirect oppose discrimination have taken place based on race, color, gender, internal orientation, age, disability, language, religion, l egitimate political or other opinions, national or social origin, property, birth or status. Occupational Health, Safety and Employee security Grameenphone is careful about the field of health, dependablety and employee security to promote good health and safe working environment in compliance with internationally recognized standards.Employee shares the function for achieving this goal. GP always do their outmost to control hazards and take essential precautions to prevent accidents and occupational diseases. Freedom of association and the right to collective bargain Grameenphone recognizes the right to freedom of association and collective bargaining in produce labor environments. In such environments Grameenphone allow its employees to freely elect representatives among the employees, unless this would represent a breach of national uprightnesss and regulations.Such employee representatives shall be allowed to carry out their functions unrestrained at the work place. Loyalt y, impartiality, conflict of interests and related party transactions Grameenphone consider the individual employees right to a private life and private interests. But it demands openness and loyalty to the Company and the Companys interest. Conflicts of interest, wherever possible have been avoided. Confidentiality Every employee in the Company has a duty of confidentiality by law and written agreement.The duty of confidentiality also applies after the conclusion of employment or contractual relationship with Grameenphone for as long as the information is considered to be of a sensitive nature or in any other way confidential. Private interest and actions An employee of Grameenphone shall not hold another position or carry out work for others during working hours without prior usher written permission from his supervisor. Political activity Grameenphone does not infract support to political parties, either in the form of direct financial support or paid working time.Employees wh o take part in political activities will be granted snuff it from their work in unison with the law and any agreements. Organization Structure The following organogram shows the organizational structure of Grameenphone including hierarchy of authority and responsibility. Group Level GP believe in group task thats why they separate every segment and sub department with group. This group is assigned different or similar task to which helps the department rune fast and smoothly. In Grameenphone there are groups from top level to the bottom.This helps the company to take itself in a proper destination Leadership In the organogram of GP, we can see every department has a leader and as well as every team and every department has its own leader. Some top leaders of GP * ? Tore Johnsen(CEO) * ? Mr. Raihan Shamsi (CFO) * ? Mr. Arnfinn Groven(CPO) * ? Mr. Arild Kaale(CMO) * ? Mr. Kazi Monirul Kabir(CCO) * ? Mr. Mahmud Hossain(CCAO) * ? Mr. Tanveer Mohammad(CTO) Communication The AoA of the Company requires the Board to meet at least(prenominal) four times a year or more when duly called for in writing by a Board member.Dates for Board Meetings in the ensuing year are decided in advance and let on of each Board Meeting is served in writing well in advance. The roles of the Board and Chief Executive Officer are separate and characterization of responsibilities is clearly established, set out in writing and agreed by the Board to ensure transparency and better corporate governance. To that end, GP has also adopted Governance Guidelines for Chief Executive Officer. The CEO is the supreme head for day-to-day management in GP.He acts to reasonably ensure that GP develops and conducts business as per the Articles of Association, decisions made by the Board and shareholder, as well as according to Grameenphone Policies and Procedures, and applicable regulatory legislations. Team work Business is like a game of chess. Every move matters. Time is precious. The situation a nd movement of each piece is a must-know for one to win the game. Todays competitive and fast changing business world demands the very(prenominal). With Grameenphones Team Tracker, employee can point his/her workforce and direct them towards the achievement of your business goals.Team Tracker is a new value-added solution for the Business Market. This solution will help bring about efficiency to the value chain of organizations having field employees. Managing field operations & directing field employees towards the business success has always been a concern for field managements like National & Regional Sales Managers, reach Managers & Distributors. With the services of Grameenphones Team Tracker, organizations can now locate its employees, assign tasks to them digitally & also receive task updates electronically.The system is robust enough to handle data for even a gramme employees. Features of the Service * Real-time overview of outdoor employee movements on the m ap * Location based task delegation and proactive workload allocation * Instant task status update * Business Reports generation on Employee Location & Task status based on organizational hierarchy By using this solution, a company is expected to gain * Faster Actions * sharp planning and precise workforce management * Efficient workload grant to lead to greater employee satisfaction * Cost EfficiencyIndividual Level Motivation The chew over of a manager in the workplace is to get things done through employees. To do this the manager should be able to motivate employees. But thats easier verbalize than done. Motivation practice and theory are difficult subjects, touching on several disciplines. In spite of enormous research, basic as well as applied, the subject of motivation is not clearly unders withald and more very much than not poorly practiced. To understand motivation one must understand human nature itself.And there lies the problem In Grameenphone as we all know tha t its a government organization so they not give such motivational package which an employee get in private organization . But without motivation package no employee give their maximum to the organization . some motivational package which Grameenphone give there employee free telephone facility, promotion and so on. Dealing with other factors Employee upbringing Employee schooling is the planned effort of an organization to help each employee learn the job related behaviors and skills they will take away to do their job properly.It is a set of planned activities that the organization will have their employees complete in dress to increment their job knowledge and skills and to have them get wedded to the attitudes and social atmosphere of the company. It will help the employee to be familiar with the goals of the organization and the job requirements. There are typical steps that go into a training program. These are sketch below. 1) Conduct Needs Assessment A bring is descr ibed as a gap between what is currently known and what will be needed now and in the future.These gaps in knowledge could be between what an organization expects to happen and what actually does, how employees are performing on the job and how the organization desires them to perform, and existing skills and desired skill level . In order to conduct an assessment there are some analyses that must be done * An organizational analyses determines the effectiveness of an organization, where training is needed and under what actually does, how individual employees are performing on the job and how the organization desires them to perform, and existing skills and desired skill level .In order to conduct an assessment there are some analyses that must be done. * An organizational analyses determines the effectiveness of an organization ,where training is needed and under what conditions the training will be conducted. * A task analysis is used to provide data about a job or group of jobs, and the knowledge, skills ,attitudes and abilities that are needed to achieve optimum performance. This information can come from job descriptions, task analyses, employee questionnaires and interviews, performance evaluation, and observation of the workplace. Finally, person analysis analyses how well an individual employee is doing their job and determines which specific employees need training and what kind of training. The methods of this kind of analysis include employee questionnaires and interviews, performance evaluation, skill and knowledge testing and the observation of behavior and results. 2) Implement facts of life Methods Now that the analysis has been done, the training method require to be chosen. The two most frequently used training methods include* Lecture Lecture involves one-way communication, from instructor to learner -the learner is static in the process. On-the-job-training This method involves such methods as apprenticeship and mentoring, where the emplo yee is actively engaged in the type of work they will later be doing on their own. * Programmed discipline This is a form of instruction that is pre-programmed and then delivered methodologically to an individual. This form of instruction is self-paced -the employee determines how fast they will learn and complete the steps and it is often end more quickly than group training. It can be delivered via a computer and can be costly toprepare. Simulations This sort of training involves an employee being dictated into a false situation of what may occur in real on the job situations. Techniques include Case studies where trainees analyze a problem outlined in a report and offer solutions role playing where simulated roles are acted out and behavioral modeling where trainees observe proper work behavior and then role play it. Part of the implementation of the training is making sure that the training is actually teaching the employees the skills they will need this is known as the T ransfer of Training.A more technical definition is the extent to which the knowledge, skills or attitudes learned in the training will be used or applied on the job. There are ways to increase the probability of what employees are being trained will really relate to their actual job behavior. To do this, one can maximize the similarity between the training situation and the job situation, provide a mixed bag of examples when teaching skills and reward trained behaviors and ideas on the job. 3) Training EvaluationTraining evaluation is used to evaluate the reactions of the learners, measure the learning that occurred, assess on-the-job behaviors, identify business results that are due to the training and calculate if the enthronement in training has had any return in the gains of the company. Business results can be measured in hard data and soft data. lowering data are measures of productivity, quality, material costs, absenteeism and turnover and customer satisfaction. Soft dat a is items such as job satisfaction, teamwork, and organizational commitment on the part of the employeesBiographical characteristics, personality and emotions perception ability, and value attituds this things in are depends on person to person. Although gpaminphon follow a selection process to choose an employee with positive Biographical characteristic ,personality and emotions perception ability ,and value attitudes Selection & recruitment (From external source) * Management consultant * Advertisement * Management institute * pass * Deputation personnel Selection process * Job analysis * initial screening * Application bank * Test * Interview * Reference retard * Medical final and Recommendation Roster Management Working time is different for full time employees and part time employees. Very often it has been seen that part time employees do not get enough flexibility in their work schedule. Its very hard to get leave or bring change in roster. Resource Management need to give more focus on part time employee too as they are not less competent in affinity to any full time employee. It will create a more harmonious work environment and it will also improve the motivation level of the employees. * Remove frequent changes in process Frequent changes in process make the employees confused.It also hampers the business performance. It increases the service delivery time and produces low customer satisfaction. To reduce the hassles for both agent and customers it is quite serious to adopt a flexible and user friendly process. * Establish bullocky coordination among segments Coordination among systems helps to serve customer in the very exact way it has been designed. Other than that it creates conflict and misunderstanding scenarios among segments. People from different segment have their own point of view. So it needs to be ensured that all of them have common platform to carry their job Responsibility in right manner.Conclusion take note organizationa l behaviors leads an organization to manage its function smoothly at the same time enable it to attain its goal. Through the transfer of technology, managerial expertise and effective business model Grameenphone have established an advance policy for their organization and their employees. This in turns plays a significant role to make the company as a leading mobile operator company. References * http//en. wikipedia. org * http//www. scribd. com * http//managementhelp. org * http//www. grameenphone. com