ORGANIZATIONAL BEHAVIOR

Organizational Behavior is field of study that investigates the

impact that individuals, groups and structure have on behavior
within organization. It is the study and application of knowledge
about how people act within organizations. It is a human tool for
human benefit. It applies broadly to the behavior of people in all
types of organizations, such as business, government, schools
and services organizations. It covers three determinants of
behavior in organizations: individuals, groups, and structure. OB is
an applied field. It applies the knowledge gained about individuals,
and the effect of structure on behavior, in order to make
organizations work more effectively. OB covers the core topics of
motivation, leadership behavior and power, interpersonal
communication, group structure and process, learning, attitude
development and perception, change process, conflict, job design
and work stress.
OB "studies three determinants of behavior in organizations:
individuals, groups, and structure. In addition, OB applies the
knowledge gained about individuals, groups, and the effect of
structure on behavior in order to make organizations work more
effectively"
Organizational Behavior focuses on the best way to manage
individuals, groups, organizations, and processes. Organizational
behavior is an extensive topic and includes management, theories
and practices of motivation, and the fundamentals of
organizational structure and design.
From the smallest nonprofit to the largest multinational
conglomerate, firms and organizations all have to deal with the
concept of organizational behavior. Knowledge about
organizational behavior can provide managers with a better
understanding of how their firm or organization attempts to
accomplish its goals. This knowledge may also lead to ways in
which a firm or organization can make its processes more effective
and efficient, thus allowing the firm or organization to successfully
adapt to changing circumstances.








CHANGING TRENDS OF ORGANISATIONAL BEHAVIOR



Organizations have witnessed a great development from the olden
times particularly in respect of structure, operations and people.
There is a considerable change in the cross- culture environment,
influence of MNCs, growth in the technical know-how and quality
management, which has provided different environment in the
modern organizations. Some of the important trends observed are
mentioned below:
Globalization
Emerging employment relationships
Changing workforce
Knowledge Management
Human Resource Management and OB




GLOBALIZATION
Globalization, as a concept, refers both to the "shrinking" of the world
and the increased consciousness of the world as a whole. Globalization
has made the world closer , there is a rapid change in society due to
which there is a dramatic increase in cross broder trade , investment
and cultural exchange . Globalization has created corporate
competition, which cradled performance and cost pressure. It created
ripple effect on people and their behavior at work . Companies need
talented and skilled workforce. Nowadays firms have become market
oriented. The focus of firms have shifted to customer consumptor est
rex, consumer is the king. Companies, now put a lot of emphasis on
prioritizing quality products, services and delivering consumer
satisfaction .Technological advances has gulped the product life cycle
and cut throat competition prevails in the company .So there is the
constant need of change in organizational environment which influences
performance of an employee .the academic discipline of Organization
behavior can provide considerable guidance in helping managers create
a friend zone . A place which is friendly, courteous, accessible, prompt
in responding to customers needs and willing to do what is necessary to
please the customer (Robbins, 2007)

Managing Workforce Diversity : Diversity is defined as diversity
is generally defined as acknowledging, understanding, accepting,
valuing and celebrating differences among people with respect to
age, class, ethnicity, gender, physical and mental ability, race,
sexual orientation, spiritual practice and public assistance status
The emergence of globalization has increased the need for
effective diversity management and the task became highly
challenging and demanding to the corporate world as the
heterogeneity of the workforce increasing day by day. People from
different countries and cultures bring in different dynamics to
workplaces. Dealing with such diverse groups and behaviors and
build sound interpersonal relationships that encourage teamwork is
an important challenge. Hence effective handling of diversity issue
can result in competitive advantage.
Human Resource Management and organizational behavior
Organizational behavior serves as the basics of Human resource
Management system which now emerged as Human
empowerment Management*. Organizational behavior covers a
wide variety of topics like Diversity, values and personality,
leadership, motivation, group behavior, team behavior which
serves as a foundation of human resource management. Human
resource management deals with the practical aspects of
Organizational Behavior.
Knowledge management: Knowledge management (KM) is the
process of capturing, developing, sharing, and effectively using
organizational knowledge .It refers to a multi-disciplined approach
to achieving organizational objectives by making the best use of
knowledge.
Knowledge management efforts typically focus on organizational
objectives such as improved performance, competitive advantage ,
innovation, the sharing of lessons learned, integration and
continuous improvement of the organization. KM efforts overlap
with organizational learning and may be distinguished from that by
a greater focus on the management of knowledge as a strategic
asset and a focus on encouraging the sharing of knowledge .It is
an enabler of organizational learning.



NEED TO STUDY ORGANISATION BEHAVIOR

The basic objective is to enhance the organizational effectiveness
and there by OB is expected to address various issues of diverse
nature. Traditionally the scope of OB is confined to three domains
and they are Individuals, Groups and Structure. That is, OB
applies knowledge gained with respect to individuals, groups and
the effect of structure on behavior in order to make organizations
work effectively. Whatever be the type of an organization,
whatever work happens, the basic OB position is that all of such
organizations represent a dynamic interrelation between
individuals, groups and the larger elements of the organization.
This means that a valid understanding of OB requires not just an
individual or group focus and inquiring as to how they behave at
work, but also the characteristic patterns of organizational actions
over time, which reflect that organizations knowledge, values and
goals, the kind of people, the system and the control methods it
employs, as well as the socio-political and economic context in
which those actions occur (Parikh and Gupta 2010).
The focus of organizational behavior as a field of study can be
classified into two broad groups as Micro OB and Macro OB. The
dynamics of individual and group behavior within organizations are
the concern of micro OB, while the macro OB, which is often
referred as Organizational theory focusing the whole organization
and studies how they adapt and analyses the strategies and
structures that guide them.



































KEY TO TERMS USED IN THE REPORT




Diversity: Diversity means variation and a clear difference. In
the study of organizational behavior it means different people
working in a group and organization. As in todays environment
people come from different countries and regions with different
cultures, races, languages, values and norms so we say that
todays firms and organizations have become diverse. Another
face of diversity means that people of different age groups (young
and old) and both genders (male and female) work in the same
organization. This Diversity makes the organizations a mixture of
different people. So this has become a challenge and test for the
management to manage this diversity to make the organization an
efficient one. There are two types of diversities :


1. Surface level diversity
2. Deep Level diversity



REASONS FOR DIVERSITY
Some of the reasons for diversity in organizations all over the
world and particularly in India are Legislations and laws,
competitive pressures, desire and need for more diverse
viewpoints, rapidly growing international business, and changing
work force demographics.

Laws and Legislations: The most important reason for the
diversity in organizations is laws and legislations. The political and
legal systems have compelled organizations the organizations to
hire more broadly and provide equal opportunity to all the
employees regardless of their gender, race or color.

Competitive Pressure: Today all the organizations compete with
each other and to cope with this pressure organizations hire more
diverse work force to have an edge over their competitors and to
make use of the talents and capabilities of their diverse work force.

Desire for diverse Viewpoints: In the process of management,
one point of view can not be effective an as useful as many
thoughts and viewpoints. So if organizations have people with
different cultures and backgrounds so they will have difference in
behavior and thinking and their ideas will differ from one another.
And this is one strong reason for the diversity of organizations.

Globalization: Globalization has made the world closer.
International companies have their operations in many countries
and the number of international companies increases day by day.
So the diversity in these companies and firms also increases, as
people form different parts of the world come together to work in
one group and organization. Therefore, rapid and fast growing
international business is another factor for the increase in diversity.
Workforce Demographics: Workforce Demographics means the
knowledge and information about the characteristics like age,
gender, income, race, religion, education, lifestyle, language and
ethnicity any population in an area. The following characteristics of
work force demographics will give us an idea about the diversity in
organizations.


J ob Satisfaction: Job Satisfaction can be described as positive
feeling about ones job resulting from an evaluation of its
characteristics.

Organizational commitment: The degree to which an employee
identifies with particular organization and its goals and wishes to
maintain membership in the organization.

Employee Engagement: An individuals involvement with,
satisfaction with , and enthusiasm for the work he or she does.

Absenteeism: Absenteeism is a habitual pattern of absence from
a duty or obligation.

Personality: Personality is defined as enduring characteristics
that describe an individuals behavior.

Values: Basic convictions that a specific mode of conduct or end
state of existence is personally or socially preferable to an
opposite or converse mode of conduct or end state of existence.
Motivation: the process that account for an individuals intensity,
direction, and persistence of efforts towards attaining a goal.
Leadership: the ability to influence a group towards the
achievement of a vision or set of goals.





















OBJECTIVES OF THE STUDY


The objective of the study is the purpose for which the study is
conducted and is undertaken. The objective decides the procedure
and the path, which will be taken for the study. The objective is the
based on which the foundation of study is built. The objective
should be decided with utmost concentration and due
consideration.

The objective of our study is:

To explore the practical aspects of Organization Behavior.

To analyze the employee engagement techniques of different
organizations.

To analyze Job satisfaction, Motivational tools used by
different organizations.






LITERATURE REVIEW

Organizational behavior (OB) is a field of study devoted to
recognizing, explaining, and eventually developing the attitudes
and behaviors of people (individual and group) within
organizations. Organizational behavior is based on scientific
knowledge and applied practice. According to Kaifi (2010), the
RED Analysis can be applied by practitioners and researchers for
understanding organizational behavior issues:
R- Recognize
E- Explain
D- Develop
Managers who understand human resource management and
strategic management are able to influence specific behaviors that
help shape the culture of an organization. Influencing specific
behaviors in an organization can be a difficult task to undertake for
a number of reasons. The most obvious reason is that humans are
unpredictable and have unique attitudes and perspectives. When
they enter the workforce, they also bring their expectations and
experiences to the workforce, which many not correlate with the
organizations mission. This creates an instant dilemma that can
be contagious to others. Controlling such organizational ills is a
battle with no end, which accurately explains why the study of
organizational behavior is so important. Being able to diagnose
those issues and responding with well-formulated solutions is what
many organizational behavior researchers and managers strive
for. The three primary outcomes of organizational behavior are job
performance, organizational commitment, and quality of work life
(QWL).
Although organizational behavior is an applied discipline, students
are not trained in organizational behavior. Rather, they are
educated in organizational behavior and are a co-producer in
learning. The study of organizational behavior requires a
rudimentary understanding of psychology, anthropology, sociology,
philosophy, and axiology. From a psychological perspective,
human behaviors and mental processes dictate how organizations
perform; from an anthropological perspective, the culture,
language, and beliefs of each individual dictate how organizations
perform; from a sociological perspective, the development of
human and social behavior dictate how organizations function;
from a philosophical perspective, the morals and ethics of an
individual dictate how organizations function; and from an
axiological perspective, an individuals values dictate how
organizations function.






























RESEARCH MEATHODOLOGY



A total of 15 managers working for different organizations were
interviewed. Also, a total of 5 employees working for the
organizations were the part of survey. This strategy allows for a
more comprehensive study that illuminates the perspectives of
both managers and employees and helped us explore the practical
aspects of organization behavior.














MEATHODS OF DATA COLLECTION


Primary data : Data observed or collected directly from first-hand
experience .Primary sources of data includes
1. Personal Interview : A personal interview with 15 people
were conducted . Respondents were asked certain
questions.
2. Recording: Data was recorded as video along with a hard
copy is prepared.

3. Telephonic Interview: The information is collected from
respondent by asking questions on phone.

















COMPANY PROFILE

Wills Lifestyle has been established as a chain of exclusive
specialty stores providing the Indian consumer a delightful
shopping experience through world-class ambience, customer
facilitation and clearly differentiated product presentation. Our
stores have established themselves as preferred shopping
destinations in the prime shopping districts across the country.
At Wills Lifestyle, customers can browse at leisure, and shop in a
relaxed and pleasing atmosphere. Wills Lifestyle was named
Super brand 2012 by the Super brands Council of India. Wills
Lifestyle has also been declared one of 'Asias Most Promising
Brands by the World Consulting & Research Corporation.
Wills Lifestyle is the title partner of the country's most premier
fashion event - Wills Lifestyle India Fashion Week. Taking the
celebration of the event to its stores, Wills Lifestyle has partnered
with several leading designers including Ritu Kumar, Rohit Bal, JJ
Valaya, Ranna Gill and Rohit Gandhi - Rahul Khanna co-creations
are now available at Wills Lifestyle stores.

An interview with Ajay Singh Tomara , Store manager Wills
Lifestyle.
Interviewer: Sir, Can I know a brief profile of yours?
Ajay: I am MBA in HR & FINANCE. Currently I am Handling
Operations of my store.
Interviewer: What are your managerial roles?
Ajay : My role is not just limited to my profile . I see
operations, sales, HRM at my store.
Interviewer: How you deal with demotivated employee?
Ajay : It solely depends upon the situation . Sometimes
the employee is demotivated because he is not getting
recognition, sometimes due to personal / family problem .It
may result because of the discord between two employees.
Sometimes I make employees sales on my account to make
them assured, sometimes I talk to them, I always prefer
making employees so comfortable that they share all the
information, problems with me. Here, communication skills
and empathy comes to rescue.
Interviewer: What is your leadership style?
Ajay : I do not believe in autocrative style of leadership. I am
liberal. I always believe is keep the employee free, happy.
Take your team along with you and never impose orders on
them.

Interviewer: How you deal with different people as
personalities of people differ?
Ajay: It is easy to handle different people when you know
what the problem is. But the real problem arises what you
dont know the problem. Real challenge is changing the levels
of people .

Interviewer: Sir, Is it possible for you to give a chance to
budding managers of our college to work with you , on a live
project or internship.
Ajay : Yes , You just write a mail before you guys need a
project . I need to take prior permission from headquarters.

Interviewer: Sir, What is your message for upcoming Human
resource managers?
Ajay: WELL, you need to be good at Law, because you need
it in day to day business life like P.F, SALARIES, etc.. You
need to have a good command on communication skills. Be
friendly and humble. Read all Human resource periodicals
that come to you way. Professional word is not fancy world.
You must be that passionate for your job that you can make
one love with your job provided he/she doesnt like your field.

Conclusion: As we always thrive for knowledge this interview
added the knowledge segment to our pool of knowledge tank.
We learnt how professionals communicate, how organization
behavior is different in organizations from the one we read in
books. We also learn various concepts like value the
employee, Be a friend to them , motivation techniques ,
negotiation skills .












PIZZA HUT

Company profile: Pizza Hut is an American restaurant chain and
international franchise known for pizza and side dishes, it is now
corporately known as Pizza Hut, Inc. and is a subsidiary of Yum
Brands, Inc., the world's largest restaurant company. Pizza Hut is
split into several different restaurant formats; the original family-
style dine-in locations; store front delivery and carry-out locations;
and hybrid locations that offer carry-out, delivery, and dine-in
options. Many full-size Pizza Hut locations offer lunch, with "all-
you-can-eat" pizza, salad, bread sticks, and a special Additionally,
Pizza Hut "Bistro" locations are "Red Roofs" which offer an
expanded menu and slightly more upscale options. A new, upscale
concept was unveiled in 2004, called "Pizza Hut Italian Bistro".
Unveiled at fifty locations nationwide, the Bistro is similar to a
traditional Pizza Hut, except that new, Italian themed dishes are
offered, such as penne pasta, chicken pomodoro, toasted
sandwiches and other foods.




An Interview with Manager, Pizza hut

An interview was conducted with Mr. Ram Kumar, manager of
Pizza hut.

Interviewer: Sir can you share a brief profile of yours?
Ram: I am Mba in Human resource and currently working in this
store from past 3 years.
Interviewer: Sir what are the pre-requisite qualities required by a
professional to enter your field?
Ram: This industry is hospitality industry. It required a lot of
physical hard work and patience. You need to handle everything
with a lot of patience.
Interviewer: How you handle grievances, as much of your job is
consumer driven.
Ram: Again I say it require a lot of patience. Even if the customer
abuse you cannot loose your temper. There is absolutely no space
for reactions. All you need to focus is Customer is the king and
you need to please the king.
Interviewer: Sir, Can we have a visit to you kitchen to understand
the actual process that a pizza undergoes before it transforms into
yummy, delicious food.
Ram: Yes, sure
Interviewer: What is the typical process of making pizza? Can u
describe the organizational structure in your organization?
Ram: The moment you enter the kitchen you are supposed to
wash your hands. You are supposed to wash your hands for 3
minutes and follow the instructions at wash desk.
As you move further there is a cold storage room. Temperature in
this room is kept low. It is generally, 6-10 degree Celsius.
Our cold storage room contains stocks of ice cream , non veg
items , vegetables etc.
We also have a storeroom in which all the stocks are kept.
TYPICAL PROCESS OF MAKING PIZZA :
1. Dough Preparation: Fresh dough is prepared daily .For
fermentation bacillus is kept at a desirable percentage. We
prepare everything in kitchen. It takes 1- 1.5 in preparation of
dough .
2. Preparation of pizza base: Pizza base is prepared by
putting the dough in big ovens at 180 degree Celsius of
temperature .It takes almost half and hour for the base to get
ready .
3. Grilling: Pizza is then grilled according to the needs of
customers.
4. Package: Pizza is packaged for home delivery or served
hot for dine-in at this stage.

Interviewer: Which method of inventory management do
you follow?
Ram: We follow First In First out method. In the kitchen too it
is used, although at a micro level.
We have 3 stacks of stock container. First we use third one,
as it is the oldest then the other one is used.

Interviewer: What is your message for the upcoming
managers?
Ram : Work smart and enjoy your work .
Interviewer: Thank you sir, It was pleasure meeting you.




HR- TALK WITH GAZAL SHEIKH, HR MANAGER WILLIS

COMPANY PROFILE: Willis is a multinational risk advisor,
insurance brokerage company with its roots dating to 1828, Willis
operates today in every continent with more than 18000
employees in over 400 offices .It is the worlds largest insurance
broker when measured by revenues. Willis acts as an intermediary
between its cliently and insurance carriers , advising its clients on
risk management requirements, helping them determine the best
way to manage risk and negotiating and placing insurance risk with
insurance carriers .It has major clients in aerospace , marine,
construction and energy industry.

Vision: We thoroughly understand our clients needs and their
industries. We develop client solutions with best markets, price
and terms. We restlessly deliver quality client service.
We get claims paid quickly with integrity.

Interviewer: What are your roles in your organization ?
Gazal : I am handeling core human resource . My roles are
diverse, Starting from recruitment , joining formalities, Induction
Program, Performance management , Compansation and training
and development , employee engagement , employee relations ,
Employee engagement, Payroll etc.
Interviewer: What are your administrative roles?
Gazal : mm It is such a tricky question. I must call it intelligent too.
As far as my organization is concerned, I take care of
transportation facilities ,P.F, leave records, Food facility, security of
employees, absenteeism, travel management.
See, there is no fixed role of human resource manager .It
depends upon what situation is and you have to work accordingly .

Intervieviewer: Can you explain a typical day you spend in you
office? Does your job require Personal sacrifices. Do you miss the
part of life pertaining to the schedule of job?
Gazal : I leave from home at 7.00 am . I take office cab to reach
my workplace, which is 35 kms away from my home. I reach office
around 8.45 am. After reaching office I first check my mails for the
appointments and meetings I have. Then I quickly have a look on
the newspaper to know , what is happening in the world around me
. then I make a to do list .I leave for the breakfast at 9.15 and join
back at 9.25 am approx.. I generally have meetings from 10am-
2pm , 5pm- 8 pm . Meanwhile I handle new joinees, taking
decisions of employee training, transfers. Sometimes A little
negative too .I fire my employees. I generally reach home by
10.pm. regarding sacrifices I will say, Welcome to the professional
world. I do make a lot of personal sacrifices pertaining to the
schedule of office. My son is just one year old and I am missing
every moment of his childhood. This is the only moment I miss a
lot. But I dont regret is because what I do is work life balance.
Interviewer: Is your organization following the diversity patterns?
Gazal: It is difficult to tell the exact ratio but we do .You can take
the rough figure as 40:60.

Interviewer: What are the leave norms of your company .Are they
rigid, moderate , or liberal ?
Gazal : Rigid, my manager is never happy when it comes on to
leave.

Interviewer: Can you tell the recent job engagement programs of
your company?
Gazal: Recently my company is having a program to check health
efficiency of the employees. Run as many step as you can up to
5000 meters.

Interviewer: How do you deal with an employee who is low on job
satisfaction?
Gazal: We map the employees according to their personalities;
even if the problem arises we analyze the root cause, and try
rectifying the problem area.

















American Tourister
Company Profile : American Tourister started in 1993 when Sol
Koffela put his life savings on the line to start a luggage company
in province , Rhode Island .His dream was to built a suitcase that
could sell for a dollar American Tourister is a brand of Samsonite
Corporation.
A telephonic interview with Shikha Nagpal , Financial
manager, American Tourister.

Interviewer: Can I know a brief profile of yours?
Shikha: I am Shikha Nagpal.I have completed my MBA in finance
from Bharti Vidyapeeth.Currently I have 3 years of Experience .I
am seeing Industrial relations and operations in my company .

Intterviewer: It is good to know about you maam.
Shikha : Thank You.

Interviewer: What are verticals of your company?
Shikha: The verticals consists of :

1. Production 2. Administration
3.Operations 4.Sales and marketing
5. Human Resource 6. I.T
7.Content and development.

Interviewer: Define diversity management concept with respect to
your organization
Shikha: Well, the diversity management concept cannot be defined
but you can relate it to various incidents.

Shikha: Let me narrate you two incidences .We have 60-70 % old
employees.

Interviewer: What are your strategies for new comers or the new
joiners of the company?
Shikha: We have six month internship for the new joiners, First
they are made adaptable to the organization .We, with our friendly
environment create a comfort zone for employees, it increases
adaptability. Then we map them to different areas and
responsibility. An induction, which is more a classroom session, is
then conducted.

Interviewer: Do you agree Personal values help the employees to
work effective If yes, up to which extent?
Shikha: Yes,I agree Personal values helps in managing employee
work efficiency. If I value work my work will fall under time
efficiency no matter what situation is.
Interviewer: What are leave norms of your company ?
shikha: Leave norms in my company is moderate .We have 4 sick
leaves and 4 casual ones.
In the case of emergency senior management takes the call of
exception and grants the leave.
There are separate leaves for festivals and occasions.

Interviewer: What is your organizational commitment
Shikha : As our job is customer driven we put a lot of emphasis on
quality assurance , Brand management ,Loyalty.

Interviewer: What is your message for the upcoming managers
Shikha: There is no shortcut to success .Try to imbibe the soft
skills which are best fir for the Industry.





Levis
Company Profile : Levi Strauss & Co. is a worldwide corporation
organized into three geographic divisions: Levi Strauss Americas
(LSA), based in the San Francisco headquarters; Levi Strauss
Europe, Middle East and Africa (LSEMA), based in and Asia
Pacific Division (APD), based in Singapore .The company employs
a staff of approximately 10,500 people worldwide.

An interview with Amit chowdhary, Store manager Levis

Interviewer: What are your managerial roles?
Amit Chowdhary: right from opening of store to its close I see
every activity here.
We work for 7 days a week .Only 4 leaves are allowed with no
bonus.
Conclusion : He was not clear with the roles so no further
interview was conducted.




FBB
Company Profile: FBB has been satisfying the fashion enthusiasts
of India with modern and trendy apparel since the past seven
years. With one specific idea of making India thoda aur stylish,
they have made their mission to provide stylish quality fashion at
pocket friendly prices. Bringing global trends to Indian homes at
inexpensive prices is what FBB is all about.


An interview with Store manager , FBB
Interviewer: Sir can you share a brief profile of yours?
Ankit: I am the whole and sole of team , I handle operations.
Interviewer: Is their any diversity management in your
organization?
Ankit : Yes, we have 20% old employees . We also value gender
diversity he have a separate department, which is run by ladies
only.
Interviewer: What are the verticals of your company?
Ankit : WE have 3 divisions
MENS
WOMEN
BABY BOOMERS.
Interviewer : What is your leadership style?
Ankit : Leadership is a positive behavior, which means
being innovative, proactive and discovering new ways
of doing new things and taking ownership. It instills
confidence in teams , is approachable , is respected
and not feared, influence in a positive way. First to
implement new and innovative ideas and takes
responsibilities for action , thats what a leader is .

Interviewer: What is your work culture?
Ankit : Respect inviduals and value the work
environment.

Interviewer: What according to you is a manager ?
Ankit : A manager is the one who manages well. The
one, who respect point of view of others, is
compassionate. Understands and accepts the fact that
multiple realities can co-exists. The one who respects
individual values at work environment.




Nidhi Dubey Head beautification
An interaction with Head Beautician(mgr), Belleza

Interviewer: Maam can you please share brief profile
of yours?
Nidhi- I am Mba in fashion from polo technique
college.
Interviewer: What are your managerial roles?
Nidhi :I handle clients. employees, cater to their needs,
want and demand.

Interviewer : What are your leave norms?
Nidhi : Four leaves a month .

Interviewer: What is the basic hurdle you face in job .
Nidhi Habibs affect us the most. As our job is service
orientely we try to deliver fast and total satisfaction.




Pantaloons

Company profile :Pantaloons Fashion & Retail Limited is an
Indian premium clothing retail chain. The first Pantaloons store was
launched in Gariahat, Kolkata in 1997. As of November 2013, there
are 76 Pantaloons stores in 44 cities. Pantaloons was previously
controlled by Future Group, but has now been taken over by Aditya
Birla group.
An Interaction with Abhishek, Kokas,Store Manager,
Pantaloons
Interviewer : Can you share a brief profile of yours
Abhishek : I am store manager at pantaloons , I have done my
MBA from Nagpur university.

Interviewer: What are your managerial roles?
Abhishek : I handle store operations, Shrinkage control,
budgeting and entire store operation . I have 12 years of
experience.
Interviewer: Is your schedule hectic?
Abhishek : Student think this to be very fancy but the field
require lots of physical handwork and dedication.My job is not a
white collar job.


Interviewer: What do you think is most important for
organization?
Abhisheik : Manpower is the biggest assets to organization. If
they are happy you can reach success soon.














KHETAN
Company Profile:
From its modest beginning under the pioneering of the l
Late Shree Purna Mal Bihari Lal Khetan, today there are very few things
beyond the scope of Khetan Group. In growing from
Strength, Khetan Group has gained the faith of people alike.
Today Khetan Group, under the leadership of, Mr. Shailesh Khetan,
strives to fulfill its commitments towards quality products and services.
With its evergrowing list of ventures and services all over Nepal,
Khetan Group today, looks ahead confidently to consistent and stable growth.
The Group has interests in the field of mining, fast moving consumer goods
like beverages, food stuff and service industries like insurance,
banking/financial services, telecommunications, IT, real estate, INVESTMENTS
Energy etc. It has its mother unit at Nimrani , and other units are in Rajasthan ,
Chhatisgarh, Uttar Pradesh ,Dahech.







An interview with Axay Dubey, Senior Human resource Manager .
Interviewer: Sir , can you share a brief profile of yours ?
Axay : I have done my graduation in science , Then I did my law,
Pgdm(Marketing). I spent almost 32 years in industry and
academy .In first 20 years I spent with the industry, and then
began the journey of academics. I grew over time over the period. I
was organization head in many organizations. I was the executive
director of OTG groups, I was CEO of Indore management
association which started management learning in Central India. I
have taught in many universities .Some of them are Kalinga
University, ICFAI, Sanghavi university. I was director in Swami
vivekanand University.. Currently I am working In Khetan Chemical
and fertilizers. As General manager , Human Resource. My
objective in life is to facilitate people at work .

Interviewer: What are the various departments of your
organization?
Axay : Various departments of my organization are :
1. Accounting operations

3.Production
4. Finance
5. Human resource management
6. Procurement
7. Audit
8. Administration.
Production is our basic focus and we put a lot of emphasis on
maintaining good environment may it external or internal.

Interviewer: What are your Managerial roles?
Axay : Under my areas, Hr , I.R , Pr comes . My job is to maintain
cordial relations between employers and employee. I facilitate
person and process. My work gets successful when happiness
prevails in my organization.

Interviewer : How you handle dissatisfaction ?
Axay : Dissatisfaction is the deadly .It can hold you back .I
believe in solving the problem at the time they arise. With time
problem go worse. So the problems should be resolved the very
time they arise. To handle the grievances we conduct Monthly
meeting process. Every employee get chance to get heard. When
employees get heard It creates belongingness in them.
Interviewer: How you handle Absenteeism at work?
Axay : First I try to check Absenteeism by personal counseling .If
nothing works I need to cut pay or fire the employees , depending
upon what situation is .
Interviewer: How you engage people at work?
Axay : WE plan manpower at par. We follow the concept of Job
rotation. Employees are oriented for different field. The feeling of
learning new, keep them engaged.
Interviewer: Sir, what is your message for upcoming managers?
Axay : Books widens your way of thinking. By reading we acquire
knowledge, put it in the right use it becomes wisdom.
Life is a boomerang. Keep doing your good. In a day you must be
adding a plus values to someones life. Be in the habit of writing
.Write positive .At your level be more understanding
,accommodating,compassionate,emphathic, put yourself in the
shoes of others while taking decision. Interact with people of your
domain area and try imbibing their success skills.





Interpretations
Q.What is your leadership style?



Q.What are your managerial roles?


0
2
4
6
8
10
12
14
leadership syle autocrative liberal
Series1
0
1
2
3
4
5
6
7
8
managerial roles entire store specific unclear role
Series1
Q.Are you satisfied with your job?


Q.How is your work schedule?





Job satisfaction
high
low
workpressure
hectic
easygoing
Conclusion
We discovered various practical aspects of organization
behavior.
We learnt about various concepts like job engagement,
motivation, job satisfaction, values , work pressure,
absenteeism in organizational settings.