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1. 1
DHA SUFFA UNIVERSITY
MANAGEMENT SCIENCES DEPARTMENT
ORGANIZATIONAL BEHAVIOR
MISS SADIA MEHBOOB
TERM PROJECT
Summaiya Amir
Abeesh Sauleh
Asiya Batool
Taimour Abid

2. 2
TABLE OF CONTENT
1. Introduction of company
• Location and contact
• Business
• Product
• Departments
2. Company mission statement and vision
3. Organizational structure
• Hierarchy
• departments
4. Managers roles, responsibilities and functions
5. HR Policies regarding
• Hiring & recruitment procedure
• Training and development
• Benefits and compensations
• Performance evaluation.
6. Approaches Used To Motivate Employees
7. Feedback to check job satisfaction of their employees, ways of grievances
8. Policy regarding
• Working hours
• Pay
• Promotion
9. Policy regarding their
• Health
• Safety
• Welfare.
10. Introduction of HR Personnel Interviewed
11. Duties of the interviewed person
12. Conclusion
13. Weakness you identified
14. Suggestion And Recommendations

3. 3
INTRODUCTION OF THE COMPANY
1. Location and Contact
A) Name: Ideal Supermart
B) Location: Phase 1 Gulshan-e-Hadeed, Karachi, Karachi City, Sindh
1. Pakistan-75010
C) Google map: https://goo.gl/maps/EhkTrxHmBMUGw25C8
D) Phone: (021) 34711313
E) Facebook: https://www.facebook.com/Idealsupermartpk
2. Business
Best Quality With affordable Prices, Grocery Sweets and Fast foods. A complete family
market you can walk in and have a full range of products you want
3. Products
A) Grocery
B) Sweets
C) Bakers
D) Fast Foods
E) Garments.
4. Departments:
A) HR Department
B) Finance Department
C) IT Department
D) Purchasing Department
E) Marketing Department

4. 4
COMPANY’S MISSION AND VISION
1. Mission Statement:
“Ideal mission statement is built on a commitment to provide value to customers as well as
employees.”
2. Vision
Being an autonomous, creative, fair and profitable cooperative in which consumers can
choose at reasonable prices from a wide range of goods. In other terms, being a model enterprise
and a guide in the distribution sector
ORGANIZATIONAL STRUCTURE
1. Work Specialization
Tasks are subdivided into following individual job.
A) Electricians: Their task is to maintain the Electrical Condition at the mart. E.g.
Maintaining Generator, Wiring and Fixing Electrical Appliances.
B) Loaders: To load unload the goods from vehicles on arrival.
C) Drivers: The task of the drivers is to transport goods from one place to another.
D) Salesmen: They sell the product to customers and maintain the shelves.
E) Receivers: To keep check and balance of the Quantity of purchased goods.
F) Store Cashier: To prepare bills for the customers and receive payments by cash and
credit cards.
G) Security Guards: To protect the employees and customers.
H) Ware house keepers: The duty is to take responsible care of the goods left for storage
and to return them.
I) Pharmacist: To sell the pharmaceutical goods.
J) Purchasers: The task is to purchase goods from different suppliers.
K) Brand ambassador: The duty is to represent the brands in a positive light and to
increase brand sales.
L) Gate Keeper (Item Checker): To check the items according to billed slip at the main
gate of the IDEAL SUPER MART.

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2. Departmentalization
Functional Approach: A vertical functional approach is being followed in ideal super mart the
department ask specified according to their functions.
3. Chain Of Command
Top Management:
 CEO
 Co-CEO
Middle Management:
 Head of Department
 HR Department
 Finance Department
 IT Department
 Marketing Department
 Purchasing Department
Front-Line Management:
 Floor Manager, Assistant Manager, Store Manager, Produce Department Manager
 Floor Supervisor
Co-CEO
Purchasing
HR
IT Finance Marketing
CEO

6. 6
4. Span of Control
Ideal Super mart consist of a tall structural span of control.
Span of 4
Employees: 95
Mangers Level (1-6): 12
5. Centralization or Decentralization?
Decentralization: Decision making is in the hands of CEO as well as managers and department
heads are associated with decision making
37
259
60
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16
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95
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8
64

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MANAGERS ROLES, RESPONSIBILITIES AND FUNCTIONS
Ideal Supermarket have 3 managers
 Assistant manager
 Store manager
 Produce department manager.
1. Assistant Manager
Roles, Responsibilities and Functions
A) Supervises employees
B) complies with company rules
C) studies monthly reports
D) orders merchandise
2. Store Manager
Roles, Responsibilities and Functions
A) Lead overall operations of the company
B) Develop policies
C) Keep up to date with the financial state of the business
D) Hire new employees
3. Produce department manager.
Roles, Responsibilities and Functions
A) Supervises material collection
B) plan, prepare and supervise production staff
C) plans distribution times
D) guarantees clear presentation of the goods

8. 8
HR PRACTISES TO HIRE, DEVELOP AND BENIFIT
EMPLOYEES
1. Hiring & recruitment procedure
A) Selection Tool: The mart select skilled employees on merit basis.
B) Salary: Salaries distribution is planned according to the position skills and experience of
the employees. Salaries are paid on time.
2. Training and development
A) Organization Orientation: The employees are informed about the objective, history and
rule of the mart.
B) Work Unit Orientation: The employees are introduced to co-workers and are clarified
how their job contributes to unit goals.
C) Employees Training: Employees are trained according to their task on the basis of
technology and traditional training methods.
D) Career Development: Ideal Super Mart polishes the skills of employees and provide
them quality experience.
3. Benefits and Compensations
A) Advance Salary: Salaries are paid in advance in case of emergency.
B) Bonuses: The reward in the form of bonus is provided in case of showing expertise.
C) Transport: Transport is provides from their doorsteps to mart and vice versa.

9. 9
APPROACHES USED TO MOTIVATE EMPLOYEES
1. According to EGY theory:
A) Existence Needs:The CEO Provides health and security facilities to the employees and
managers inside and outside the mart.
B) Relatedness Needs: The CEO and Co-CEO directs the HR Departments to main the
friendly relationship between the managers and the employees of the mart.
C) Growth Needs: Provide Bonuses and promotion for personal growth and provide
experience to the employees.
2. According to Two-Factor Theory:
A) Traditional View: Employees are satisfied by the CEO and Co-CEO (Motivators) and
also by the environmental condition of the mart.
B) Herzberg’s View: Employees are neither satisfied nor dis-satisfied by the CEO and Co-
CEO (Motivators) and also by the environmental condition of the mart.
3. According to Acquire Theory of Needs:
A) Needof Achievements is full filed
B) Needof affiliation is full filed
4. According to Equity Theory:
In IDEAL SUPER MART individuals are treated fairly which influence their
perception and increase their outputs.
5. Job Design for Motivation:
A) Job Simplification: Each individual s given a specific task to perform. No interference
from other managers and employees is done inside the organization.
B) Job enlargement: The monitory in job is less and quantity of managers and employees is
high due to the increased level of task.

10. 10
FEEDBACK TO CHECK JOB SATISFACTION OF THEIR
EMPLOYEES, WAYS OF GRIEVANCES
1. Organization Communication Strategies
A) Flow of Information:
i. Formal Flow of Information: Upward flow of information from non-management
employees to management employees.
ii. Informal Flow of Information: The employees maintain an informal way of
information between each other.
B) Channel of Communication:
i. Electronic version: WhatsApp Group, Emails and text messages are used to
communicate between management departments.
POLICY REGARDING WORKING HOURS, PAY AND
PROMOTION
1. Working Hours
A) Workings Days:
i. Monday-Tuesday
ii. Friday-Sunday
B) Timings:
i. 9am -7pm
2. Payment or Salary
A) Upper Management: 2,000,00 PKR
B) Middle Management: 40,000 PKR
C) Lower Management: 20k,000 - 25,000 PKR
3. Promotion
Yearly salary increment of 10%

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POLICY REGARDING EMPLOYEES AND CUSTOMERS
HEALTH, SAFETY, WELFARE.
1. Control
Controls to remove the threat involve shifting products with automatic machinery, rather than
manually shifting products.
i. Shop conveyors
ii. Gables to push pallets
2. The load
i. The goods are supplied by suppliers in large, unpleasant or heavy containers / bags but
we negotiate with suppliers for supplies in smaller sizes/weights or more appropriate
containers (e.g. replacing sacks with boxes/containers with built in handles).
ii. Breaking down of the products into smaller loads before movement.
3. Working environment
i. Adequate room for handling items is provided (avoiding over-ordering stock which
affects store storage and handling capabilities and leads to overcrowding of shelves and
floor space)
ii. Ensure that the floor surfaces are maintained in fine, smooth and clean / clear condition to
encourage the effective usage of the trolleys and to avoid slips
4. Administrative controls
Administrative controls are the last line of defense and is not be used for manual task hazards as
the primary or merely control. Administrative reviews cover:
i. Providing preparation, knowledge and supervision
ii. Develop policies and procedures and enforce them
iii. Providing personal safety gear for cool room work, such as coats and gloves

12. 12
HR PERSON INTERVIEWED
1. Personal Information
A) Name: Abdul Latif
B) Position: Head of HR department
2. Duties And Responsibilities
A) He forecast recruiting needs, particularly during peak seasons
B) Create and post work advertising to recruit eligible applicants for junior and senior
positions in the stores
C) He plans flexible incentive arrangements and incentives to improve retention
D) Payroll administration takes into account holidays, flexible scheduling and seasonal jobs
E) Trains team members on strategies for success evaluation
F) Use social networks to explain our entrepreneurial ethos and create a solid workplace
brand
G) Maintain physical and digital records of employees
CONCLUSION
In the end, all team members have come to the conclusion that ideal SuperMart has the
potential to raise to its peak. Given the benefit of the location and less completion nearby while
having a great service and environment it is certain that by making a few alteration the mart
might take behind its best competitors in the whole city. Job seeking individuals and Employees
are attracted towards the Mart as shown in the report. The number of employees in the Mart
shows clearly how the feedback system and other policies have been successful for the business
till now.
WEAKNESSES IDENTIFIED:
1. Their weakness is that both the buildings of the mart are on Rent.
2. The main issue faced by the company is ill-timed deliveries of inventory.
3. Another issue is that, for irrelevant reasons, the sales representative and other staff members
miss their shifts.
4. The markets and operations are affected by unforeseen power failures and load shedding.

13. 13
RECOMMENDATIONS
1. Free Rent
Free rent is a popular promotion for landlords, and rent discount can also be a great
compromise. A landlord may not want to lower the base rent as it may lower the value that future
tenants are willing to pay, but they may still be willing to give you a discount through free rent
period. A single free rental period per year on a 3-year lease will result in a total 8.3 percent
discount on rent, for Example; Ensure that all other expenses (maintenance, utilities, etc.) are
also waived in that month when negotiating free rent periods.
2. Deal With Is Ill-Timed Deliveries of Inventory
A) Collaborate and build strong relationships with your suppliers.
B) Make and maintain reasonable production schedules
3. Prevent Employees Absentees
A) Write Attendance Policy
B) Set Clear Attendance Expectations
C) Reward Good Attendance
4. Solar Generators
The solar generator kit would power the Mart completely, or reduce your electric bills
significantly
Recording Link:
https://www.mediafire.com/file/gdkuh26n5i0xht0/OB_Project_Audio.zip/file