This document summarizes a study on human behavior and its impact in the logistics industry, using DTDC Courier and Cargo Ltd. in Kolkata as a case study. Key findings include: most employees are satisfied with their jobs and the organizational culture, transformational leadership style is most common, and performance is the main criteria for promotion. Recommendations include increasing employee engagement and training to improve efficiency.

1. HUMAN BEHAVIOUR AND ITS IMPACT IN LOGISTICS
INDUSTRY
WITH REFERENCE TO DTDC COURIER AND CARGO
LTD, KOLKATA
Presented By,
Nilanjan Paul

2. SAMPLING PLAN BASE POINTS INFORMATIONS
SAMPLING UNIT 30
SAMPLING TECHNIQUE RANDOM SAMPLING METHOD
RESEARCH INSTRUMENT QUESTIONNAIRE
CONTACT METHOD DIRECT
SAMPLING PLAN

3. DATA ANALYSIS
STRUCTURE
LEADERSHIP
CULTURE
MOTIVATION
PARAMETERS LEADERSHIP
Transformational leadership 53.33%
Transactional leadership 26.67%
Laissez faire 20%
PARAMETERS MOTIVATION
Highly Self Desired 56.67%
Average Self Desired 43.33%
PARAMETERS ORGANISATIONAL
STRUCTURE
Satisfied 58.33%
Dissatisfied 41.67%
PARAMETERS ORGANISATIONAL CULTURE
Satisfied 67.5%
Dissatisfied 32.5%

4. 5
17
3
5
Recognition
Monetary Benefit
Growth Opportunities
Gifts/Awards
The kind of motivation generally given to
employees
 Most employees are
satisfied with Monetary
benefit.
 Followed by Recognition
and Gifts/Awards
 Growth opportunities is not
of utmost priority for
employees.

5.  Security is the primary
factor that employees
consider most important.
 Training opportunities is
their next priority.
 Preferable working
condition is given third
most priority.
 The other factors may
include Vacation leaves,
Convenient locations and
Retirement benefits.
10
5
2
5
7
1 Security
Preferable Working
Hours
Vacation Leaves
Convenient
Locations
Training
Opportunities
Retirement Benefits
Reasons for which employees prefer their
present job

6.  Most employees have said
that job rotation is not
familiar.
 Meanwhile few have said
that it is never practiced.
 Whereas a small portion of
people
7
18
5
Never
Not Very Often
Often
How often employees shift in practice
from one role to another

7. 10
2
4
14
Safety and Assurance of
Goods
Focusing On the
Development of its
Workforce
Developing Existing
Transportation Mode
Ensuring Fastest Delivery
 Most DTDC seeks to
achieve productivity by
ensuring fastest delivery.
 Followed by Safety and
assurance of goods and few
other mediums.
Medium through which DTDC tends
to achieve higher productivity

8. 14
13
7
5
0
Transformational
Instructive
Sedation
(collaboration)
Transactional
Consultative
Declarative
 Most of the respondents
have replied that DTDC
follows Transformational
Leadership.
 Followed by Transactional
Leadership.
 And finally by
Consultative, Sedation and
Instructive
The manner in which DTDC characterizes
their style of leading in their organization.

9. 10
2
2
16
Result / Output
Competency
Work Experience /
Seniority
Performance
The basis of promotion policy adopted
by DTDC
 DTDC promotes mainly on
the basis of Performance.
 Followed by Result/output.
 And finally by Competency
and Work Experience.

10. Whether the organization gives importance
to employee’s needs/suggestions
26
4
YES NO
 DTDC gives importance to
employees needs.
 Whereas very few do not
give importance to
employees needs.

11. INFERENCES
 Job accomplished is recognised through various
HR initiatives.
 Quality Circle & Management.
 Business process is Decentralised.
 Matrix Organisational Structure.
 Good span of control.
 Resistance to Change
 Failure of Motivation
 Job Security

12. RECOMMENDATION
 Introduction of Flex-Time.
 Promoting “Stress Management Programmes”.
 Increasing Supporting Staff.
 Rigorous training to avoid human errors.
 Emphasis on incentives and increment policies.
 Employee Engagement.

13. CONCLUSION
 There is a scope for capacity creation and efficiency
improvement in logistics performance index (Time and
Cost).
 The opportunity in both sectors is enormous and they
have eventually set ambitious targets for expanding
these capacities significantly over the planned period.
 Employees effective and efficient work outcomes.
 Motivational policy.