1.

STAKEHOLDERS

Suppliers: Cooperation with peers, business partners and suppliers are required for achieving

company-wide impact. Manulife is committed to stimulating responsible practices of

business within the industry, as an endorser to the “Principle for Responsible Investment

(PRI)”. Manulife works with partners and suppliers to handle risks and moreover ensure that

high ethical standards of Manulife are adhered to.

Employees: Manulife focus on inclusion, diversity, wellness, and professional development,

to retain and attract the brightest and best. Giving an outstanding experience of worker

supports extraordinary customer service. From a well-structured performance management

program, all employees of Manulife get the advantage, including professional development

plans, goal-setting, and annual reviews. To cultivate leadership skills, Manulife offers a range

of learning courses and programs. Topics vary from problem-solving, creative thinking, and

effective strategizing to leading, building and coaching teams. The employees of Manulife

make sustainability vision of company a reality. Involving employees on sustainability

notifies them of practices and commitments of the company and empowers them to share and

build expertise and moreover, creates a sense of resolution.

Communities: Manulife supports non-profit organisations, community organisations, and

local charities. Manulife is the communities’ active member where they function. Around

43.7 million dollars were donated by Manulife in the year 2017 to the community

philanthropy and partnerships. Programs are volunteered by Manulife employees that

increase their impact in the community and also offer employees the opportunities to give

their efforts to the company.

Customers: Tenants of Manulife is provided with sustainable, healthy, and high-quality

workspaces and best-class services. Manulife constantly involves with their tenants to ensure
long-lasting relationships and high customer satisfaction. Manulife believes in sustainability

and for their business tenants being an active part of the community is important.

2. ORGANIZATION DESIGN AND STRUCTURE

The organisational structure could be defined as a system which highlights how specific

activities are focused to achieve the company goals. These activities could comprise of

responsibilities, roles and rules. Manulife has an operational structure within a company

wherein employees are gathered based on their specialization area. A functional manager

supervised these people who have expertise in a similar field.  A functional manager uses his

expertise to utilize effectively their employee skills that help companies ultimately in

achieving the objectives of the business. In this type of organization structure, employees are

categorized according to the work they perform in the company. For a functional company

structure, the organizational chart shows the administration, customer service, sales

department, finance department, vice president, president, etc. All the departments have a

head who would manage the performance of employees in his department. This company can

control the uniformity and quality of performance. Sometimes these departments are called

“silos”, which means that the system is disconnected and vertical. By the heads of

department, the communication flows to the upper management of the company.

Furthermore, all the authorities (for example, decision making, resource allocation, budget

allocation, etc) stay with their functional managers.