BUS 520

Section: 01
Team: Trailblazers

Assignment (Draft): Organizational Behavior and Practices by

Bashundhara Group (Paper Sector)

Submitted to:
Dr. Mohammad Thoufiqul Islam

Submitted by:

Name ID
Nymur Rahman 1635016060
Dip Das 1825055660
Md. Minhajul Alam 1825178660
Prianka Islam Naz 1835038660
Abu Saleh Mohammad Nasim 1835123660

Date of Submission: 9th December, 2018

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 Name Content Covered
Nymur Rahman: ✓ Mission, Value, Vision, Products (Pg.3-4)
Dip Das: ✓ Disciplinary Action (Pg.4)
✓ Challenges (Pg.7)
✓ Code of Ethics and Business Conduct (Pg.04)
Prianka Islam Naz: ✓ Policy to Manage People (Pg.8)
✓ Team Works in the organization (Pg.10)
Md. Minhajul Alam: ✓ HR Practices and Implementation (Pg.12-17)
✓ Employee Benefits (Pg.17-21)
✓ Organizational Culture (Pg.2-24)
Abu Saleh Mohammad Nasim: ✓ Structure of the Organization (Pg. 01)
✓ Dependent and Independent variables influence (Pg.23)
✓ Employee Service Book (Pg.22)
✓ Privacy Policy (Pg.22)
✓ Dynamism (Pg.22)
✓ Conclusion (Pg.24)

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 1. Organization Structure:

Our targeted organization is the paper sector of Bashundhara Group. The paper sector consists
of two sister concerns of Bashundhara Group- Bashundhara Paper Mills Ltd. (BPML) and
Bashundhara Multi Paper Industries Ltd. There are several departments of each of the
concerns- Marketing, HR, Finance and Accounting, Sales, Branding, Share division,
Litigation, IT, etc. Each department consists of several officers and the officers are
Management Trainee Officer, Assistant Executive, Executive, Senior Executive, Deputy
Manager, Assistant General Manager, Deputy General Manager, General Manager, Head of
Department, Executive Director, Deputy Managing Director, Senior Deputy Managing
Director, Director and Managing Director. All members work together as a team and they give
their feedback to their manager.

2. Missions

They are Passionate about helping the World Excel in Education, Communication, Business
and Solitariness by Offering Eco-Sustainable Paper-Based Solutions.

3. Values

Their Values form the acronym SPIRIT and it is the SPIRIT in which they operate. The word SPIRIT
stands for SOUL, ESSENCE, LIFE, and ATTITUDE. This is the Spirit that nourishes the SOUL of
the people of ‘Bashundhara Paper’; it is the ATTITUDE and the ESSENCE that gives LIFE to their
winning culture.

▪ Supportive – They value, respect, develop, reward, appreciate and empower each other and
help each other to grow to their true potential
▪ Passionate – They love their company and they love winning
▪ Integrity – They listen to their conscience and do the right thing all the time
▪ Responsible – They are responsible to all their stakeholders
▪ Ingenuity – They are always ahead through innovation and operational excellence
▪ Togetherness – They are stronger when they work as one team

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 4. Vision:

In 2022, their stakeholders will see Bashundhara Paper as a company driven by a passionate
team of employees, operating in a professional manner, guided by a powerful mission.

5. Products:

Bashundhara Paper Sector including different grades of White Writing & Printing Papers,
Carbonless Paper, Colored/ Offset Printing & Wrapping Papers, Color Ledger Paper, Sticker
Papers, Cigarette Papers, OGR Paper, Exercise Books, A4 Paper, Paper Sac, offset paper,
Newsprint Rolls, White Writing and Printing Paper, Duplex Board, Liner Paper, Kraft Paper,
Art Card, Art Paper, Facial Tissue, Pocket Tissue, Napkin Tissue , Kitchen Towel Tissue,
Toilet Rolls, Clinical Bed Sheets, Wet Tissue ,MG Hard Tissue, Baby Diaper, diapant, Hand
Gloves, Cotton Bud, Drinking Straw, Tooth Pick, Paper Carton Container, MG Poster Paper,
Ledger Print Paper, Color Printing Paper (Pink, Yellow, Green, Blue), Liner Paper, Manifold
Paper (White, Pink, Yellow, Green, Blue), Plug-wrap Paper, etc.

6. Disciplinary action of Bashundhara Paper Mills Ltd. & Bashundhara Multi Paper
Industries Ltd.:

Discipline at paper sector, BG shall be progressive, depending on the nature Indiscipline

behavior. Its purpose is to identify unsatisfactory performance or unacceptable behavior. The
stages may be Verbal reprimand, written reprimand, Dismissal on the ground of misconduct.

7. Code of Ethics and Business Conduct:

To ensure a safe and happy working environment for all employees, the rules of conduct must
be followed at all times.

Misconduct/ Poor Behavior:

✓ Misuse of company property.

✓ Unauthorized absence/ habitual absence from work.

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 ✓ Habitual late attendance, habitual negligence of work.
✓ Theft, Dishonesty, including falsification of Company business/ property, documents,
or misrepresentation of any fact.
✓ Willful Insubordination, failure to comply with any work or instructions given by
supervisors with the authority to do so.
✓ Taking bribe in connection of providing job in the company.
✓ Fighting, disorderly conduct or any other behavior which is dangerous or disruptive.
✓ Possession of weapons, firearms, ammunition, explosives, or fireworks on Company
premises.
✓ Failure to promptly report a workplace injury or accident involving any of the
Company’s employees, clients, equipment, or property.
✓ Willful neglect of safety practices, rules, and policies.
✓ Speeding or reckless driving on Company business.
✓ Commission of a crime or other conduct which may he reputation of Company.
✓ Use of profane language while on Company business.
✓ Unauthorized use of the Company’s or its client’s name, logo, funds, equipment,
vehicles, or property.
✓ Interference with the work performance of other employees.
✓ Failure to cooperate with an internal investigation, including, but not limited to,
investigations of violations of these work rules.
✓ Failure to maintain the confidentiality of trade secretes or other confidential
information belonging to the Company or its customers.
✓ Failure to comply with the HR policies and rules of the Company.

Physical contact:

When most people think about physical contact with a co-worker, their first thought is about
sexual harassment.

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While most workers know the rules about inappropriate or offensive touching in the workplace,
many people don't think twice about other forms of physical contact with co-workers like
handshakes or pats on the back.

"In fact, because a person's individual sensitivities and need for personal space varies so
widely, inappropriate touching -- from a happy slap on the back to a welcoming kiss on the
cheek to an angry pointed finger in someone's chest -- are all the subject of complaints to
management."

1. Hands off:

"It seems too obvious to say, but it's a lesson some still need to learn: The No. 1 rule is to keep
your hands off your own or anyone else's private parts in an office. Even as a joke; even 'man-
to-man.' You'd be surprised how many people think it's hilarious to reach out and grab
someone. NEVER, NEVER, NEVER do that."

2. Know your audience:

"Any touching -- even a pat on the back -- before you know someone is too personal for
strangers. So make sure that you really know your co-worker before engaging in any physical
contact, even a high five."

3. Think about hygiene:

"Don't ever shake hands with someone in the bathroom before you've washed your hands. Don't
cover your mouth when you cough or sneeze and then shake someone's hand. They don't know
how to handle it. And remember that in the swine flu frenzy, a warm smile and a nice greeting
('I'm so glad to see you!') without touching might serve you better in the long run."

4. Remember than not all offensive touching is sexual -- sometimes it's just hostile

"Bullies don't just exist on the playground. Poking someone in the chest while making an angry
point, grabbing someone's arm or any other touching done when angry can lead to dismissal if
your action is seen as physically threatening."

5. Be sensitive to others' sensitivities toward touching

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"Do they lean in when you go to kiss their cheek or do they grimace and move backward? Do
they initiate pats on the back or is it only one-sided? You don't need people to avoid you in the
hallway because they fear the dreaded 'man hug' you give."

8. Challenges of Bashundhara Paper Sector:

Pulp and paper sector in Bangladesh is used to get less importance in comparison with that of
other sectors related to socioeconomic development of the country. Bashundhara Paper Mill
integrated pulp and paper industry in Bangladesh still in operation. Recently, almost hundred
paper mills are erected and most of those are in operation and producing varieties of papers.
This article deals with the problems in operating the mills and makes suggestions to improve
its operation and productivity. The major challenges in paper sector and the scope of
development is discussed.

Paper provides the means of recording, storage and dissemination of information; virtually all
writing and printing are done on paper. It is the most widely used wrapping and packaging
material, and is important for structural applications. New specialty products are continually
being developed. The Pulp & Paper Industry provides employment for a vast number of people
and plays a vital role in the overall economy of the world. The significance of paper and paper
products in modern life is obvious to everyone.

Later part of the twentieth century has seen the rapid refinement and modification of the early
and rather crude technology, along with the development of such techniques as drum-
debarking, refiner/mechanical pulping, continuous cooking, O2-Delignification, continuous
multistage bleaching, ECF/TCF bleaching concept, energy efficient Kraft Mill concept,
minimum effluent pulp mill, effluent treatment system, closing the system, efficient recovery
system, gasification concept, high speed paper machine, Fourdrinier to twin-wire former, gap-
former, roll/roll-blade former, wide-nip press, soft calendaring, on-line super calendaring, on-
line coating and advanced controls, diversity in packaging industries, etc.

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 9. Policy to Manage People at BPML/BMPIL:

BPML/BMPIL provides a caring, supportive work environment for employee that they
consider as key to everything and they hope and believe they are accomplishing here. They
strive to promote respect, integrity and compassion among themselves. The Paper Sector,
Bashundhara Group wishes to maintain a work environment that fosters personal and
professional growth for all employees. Maintaining such an environment is the responsibility
of every member of the BG team. Because of their role, managers and supervisors have the
additional responsibility to lead in a manner which serves an environment of respect for each
person. They try to ensure that employee responsibilities as following –

• Work and enjoy with harmony by living the values, vision and mission of Paper Sector,
BG.

• They must need to treat each other in a fair manner with dignity and respect.

• Promote harmony and teamwork in all relationships.

• Strive for mutual understanding of standards for performance expectations and

communicate routinely to reinforce that understanding

• Encourage and consider opinions of other employees or members and invite their
participation in decisions that affect their work and their careers

• Encourage growth and development of employees by helping them achieve their

personal goals at the BG and beyond

• Seek to avoid work place conflict and if it occurs respond fairly and quickly to provide
the means to resolve it.

• Administer all policies equitably and fairly, recognizing that jobs are different but each
is important that individual performance should be recognized and measured against
predetermined standards and that each employee has the right to fair treatment

• Recognize that employees in their personal lives may experience crisis and show
compassion and understanding

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They claim that our team member satisfaction rating grows by at least 10 % per year as we
help employees, our greatest resources to live their dreams in a happy work place governed by
supportive HR policies and processes.

Managing people is an important role in the organization. In BPML/BMPIL line managers,

supervisors and team leaders have greatest influence on employee performance and
engagement to their workplace.

• Supervisor give regular feedback to the employee about their work so that good work
is recognized and support is given if needed for improvements

• To manage people BPML/BMPIL ensure that tea members have the accurate
equipment to do their job in a most efficient manner. They provide all the facilities to ensure
the health, safety and wellbeing of their employees. The company takes every reasonable
precaution to ensure that employees have a safe & secure working environment. Safety
measures and rules are in place for the protection of all employees.

• They have the policy to ensure that team members need to aware of their employment
rights. They provide leave facilities to the employees and make sure that employees are taking
their annual leave. They have Casual leave, Earned/ Annual leave, Festival leave, Maternity
leave, Compensatory leave.

• They develop team and groups. Like formal and informal group both. They try to
maintain a good relationship with each other through collaborative work. Try to solve issues
that may arise so that it doesn’t affect the performance of the team.

• BPML and BMPIL is an equal employment opportunity and does not unlawfully
discriminate against employees or applicants for employment on the basis of an individual’s
race, color, religion, creed, sex, age, disability, marital status or any other status protected by
applicable law. This policy applies to all terms, conditions and privileges of employment
including recruitment, hiring, placement, compensation, promotion, discipline and
termination.

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• BPML / BMPIL has non – harassment policy /non – discrimination policy to manage
people. Paper sector, BG wants to provide a harassment – free environment for its employees.
Mutual respect, along with corporation and understanding, must be the basis of interaction
between members and staff. BG will neither tolerate nor condone behavior that is likely to
undermine the dignity or self-esteem of an individual or create an intimidating, hostile or
offensive environment. Sexual harassment is any unwanted attention of a sexual nature such
as remarks about appearance or personal life, offensive written or visual actions like graffiti or
degrading pictures, physical contact of any kind or sexual demands. Paper sector has zero
tolerance limit with regards to harassment and violence. Employees engaging in either
harassing or violent activities will be subject to discipline, which may include termination of
employment and possibly criminal charges.

• The company has an open-door policy and takes employee concerns and problems
seriously. The company values each employee and strives to provide a positive work
experience. Employees are encouraged to bring any workplace concerns or problems they
might have or know about their supervisor or some other member of their team.

10. Team Works at Bashundhara Paper Mills Ltd. and Bashundhara Multi Paper
Industry Ltd.:

Better Teamwork through better workplace design:

Employees cannot give their best, if they do not have better workplace design. Employees
should have workstation, rooms equipped with technology and group spaces for co-creation.
BPML/BMPIL provides all the necessary equipment and resources for collaborative work.
Employees share their ideas, thoughts and problems with each other and take decisions or solve
matters. It also involves knowledge exchanges, brain storming and etc.

Empowering Team and Communication:

BPML/BMPIL put great emphasize on how to communicate that is how employees

communicate within a team and they strictly follow the policy.

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Supportive:

BPML/BMPIL value, respect, develop, reword, appreciate and empower each other and help
each other to grow to their true potential.

Togetherness:

They always feel that they are stronger when they work as one team.

Share Clearly Defined Team Objectives:

Team members need a clear direction for work. When the team as a whole has clear team goals
to achieve and gets regular feedback, their performances and overall effectiveness improves.
It works for all as motivator. However, in Paper sector, BG top management gives the works
to the managers, supervisors and they assign the works to their subordinates. Subordinates can
do any discussion only with their direct supervisor.

Promote Efficient Team Meeting:

They try to make sure efficient team meeting and ensure these meetings are productive. In the
meeting they discuss about the issues that arises and take necessary actions to solve those
problems. Team leader or supervisor monitor the performance of the individuals.

Avoiding Social Loafing:

They try to make individual work progress visible to the whole team. They are very aware
about this. For this they try to dependent on each other plans because BPML/BMPIL think that
if they get involved with each other plans and progress then the social loafing can be
eliminated.

Encourage to Work in a Team:

BPML/BMPIL allows team members to take more risks because team members have the
supports of the team in case of any failure. They try to dependent on each other and share their
success as a team to increase bond. If they value each other, their brainstorming sessions will
produce revolutionary ideas without hesitation.

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Getting the most out of the work Team:

To get the work done from the team BPML/BMPIL ensure that supervisor give positive and
focused feedback all the time that will motivate employee to perform well. And give negative
feedback by asking team members to assess themselves that is where they went wrong and
how they will fix it. They develop their people by Training and development programs. That
makes team members more effective in leadership, innovation, team work. They recognize and
genuinely praise team members for their effort and their contribution. BPML/BMPIL
appreciate their work by giving rewards. Company empowers team members by providing best
technology and environment.

11. HR Practices and Implementation:

Recruitment and Selection

In Bashundhara Group, the process of recruitment and selection are comprised of the steps
below-
1. Human Resource Planning
2. Specific Request to the Manager
3. Job openings identified
4. Job analysis
5. Recruitment
6. Selection
7. Training and development
Some facts about Bashundhara Group Human Resources
• Bashundhara group believes that they offer candidates a strong company reputation and
high-quality benefits and learning opportunities.
• Bashundhara offers a positive environment and thus has more satisfied employees and
is more successful than other companies at retaining them.
• Bashundhara group gives emphasis on developing its own human resources department
providing training and other facilities.

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Recruitment and selection process
i) Selection and recruitment framework
a) Identify Vacancy and ensure adequate funding
b) Draft the advertisement and select the advertising media
c) Design the selection process Screening Applications
d) Selection Test and Interview
e) Validate references, qualifications and background checks
f) Make appointment
g) Supervisors and Department Directors hold the responsibility for ensuring this framework
is followed. Human resources and Employee Development are available for advice and will
assist in general administration of the recruitment
process.
Identify Vacancy and ensure adequate funding

Upon the resignation, transfer, retirement, or the authorization of a new position, the ” selection
and Recruitment ” procedure begins. This is an opportunity to review position responsibilities
and the way in which the position contributes and promotes unit, department objectives.

1) Authority or Supervisors need to consider the following issues:

2) Is the Job Still necessary?
3) How will the post be funded?
4) Does the job description updating?
5) If so, the grade for the job and the person specification may need to be re-evaluated. The
Human Resources and Employee Development Team is available to provide advice on
constructing both job descriptions and person specifications and advising on grading issues.
6) What type of employment could be offered?
7) Full-time, part-time?
8) Is job-sharing an option?
9) Permanent or fixed term contract? Uses of fixed term contracts are most appropriate for

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covering a particular task/project/item of work or an interim appointment. They should not
normally be used to fill permanent posts.
10) If the decision is to hire for the position, it is the responsibility of the Supervisor/Director
to ensure that the Position Management Form is completed and sent to Human Resources and
Employee Development as soon as possible.

Draft the advertisement and select the advertising media

When advised of a vacancy, the Human Resources & Employee Development will review the
existing job description, making the necessary corrections through discussing with the
respective department. After finalization of job description and responsibility the human
resource department may publish the advertisement through different Print media, Electronic
media as well as Internet. So, for maximum awareness about the announcement the company
may publish their advertisement in various local job site like bdjobs, prothomalo jobs, jobsbd,
JobsA1 etc.

Screening Applications

Read all applications submitted. The selection of the top candidates for interviewing must be
based on the Job Description and specifications. New criteria cannot be introduced to assess
the candidates at this stage as it would be unfair.

The beginning salary for classified personnel shall be determined by the job

classification of the vacant position and the associated pay grade. Employing departments
should consult the Human Resources Employee Development on classification issues and
salary issues before posting the position. Most importantly the dep’t should consult with
Human Resources & Employee Development before making any salary commitments.

Selection test and Interview

Selection Test

Where selection tests are a valid method of assessing a candidate (i.e. effectively measures the

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job criteria, is relevant, reliable, fair and unbiased – also considering the predictive capacities
of tests), they are an extremely useful tool and are recommended for use. Supervisors should
seek advice from Human Resources and Employee Development on the use of such tests.
{

Interview
The persons responsible for the interviews is responsible for scheduling dates and times for
interviews directly with the short-listed candidates and notifying the candidates of any
selection tests that will be used. Interviewing guidelines are provided to the employing
department upon referral of applications. To assure consistent treatment of each applicant, a
patterned interview might be developed by the department. Such might include specific
questions of job-related functions, skills required, and how the applicant’s educational
background, previous experience, etc. might be useful in the position if selected for
employment.
The purpose of interviewing is to appoint the best person for the job based solely on merit and
suitability. Recruitment and selection process achieves this using method that are systematic,
thorough, fair, unbiased and based on rational, objective, job related criteria.
At the interview, each candidate should be treated consistently. To achieve this panel should:
Ask the same initial questions of each candidates supplement their understanding of the
candidate’s responses by following up questions as appropriate, be consistent in allowing
access to presentation material, notes and so on. Not allow any discriminatory questions,
harassment, or any other conduct which breaches the equal opportunities policy or code of
conduct.

Ensure that in the case of disabled candidates, the necessity for any ‘reasonable adjustments’
that would be required on the job are explored in a positive manner. Assessment of disabled
candidates should be based on their expected performance in the job, given that any reasonable
adjustment required was provided.

Keep in mind that information obtained throughout the selection process is treated as
confidential and is known only to parties involved in the selection process
Keep records of interviews and the reasons for decisions – each question should receive a
grade, and a grade for overall impression. The candidates will be ranked from highest to lowest

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based on the scores given and the position negotiated or offered to the highest-ranking
candidate. The scoring sheets and all documentation of the interviews must be given to Human
Resources and Employee Development for filing
Panel members must be aware that it is their responsibility to ensure recruitment/interview
documentation is stored securely and confidentially whilst in their possession. Validate
references, qualifications and background checks

Validate Reference

As part of assessing the merit of each candidate, persons selecting candidates must satisfy
themselves that the information the candidate gives is authentic, consistent and honest. This
includes being satisfied about information regarding the candidate’s:
application — work history qualifications (where a qualification is a requirement, supporting
evidence or certification must be obtained from the candidate and recorded)
evidence presented at interview reference checks; references must be called and information
recorded for the file identify yourself immediately, explain your position within the
organization and tell the person why you are calling about the applicant.

Ensure confidentiality
1) Ask if he or she is free to discuss the situation
2) Try to establish rapport
3) Tell the person the position the candidate is being considered for
4) Let the person talk feely
5) Ask the references the same questions for each of your candidates
6) Always end the call with: would you rehire this person?”
7) Should any of these not meet the required standards, Human Resources & Employee
Development must discuss the issue with the Supervisor/Director.

Background check

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In an effort to provide a safe and secure workplace, Employment shall be conditioned upon the
execution of a consent form for criminal record disclosure and upon consideration of one’s
criminal history.

Drug screening

Any candidate selected for a covered position must submit to the pre-employment drug test
prior to commencing employment or within ten days after commencing employment. The cost
of pre-employment drug test will be borne by the employing department. Failure to report
positive test results shall disqualify the candidate from employment for a period of two years
from the test offer of administrative date.

Make an Appointment

Having completed the interviewing process, an offer of employment may be extended by the
employing department. However, the dept head must advise the candidate that the offer is
conditional pending the results of a criminal background check.
Successful Candidates should only be contacted by the hiring administrator after the interview.
The initial notification of selection may be oral, but the official offer should be in writing and
should include the specific terms of emergency.

12. Employee Benefits:

Salary:

To compare with all the local banks BASHUNDHARA GROUP pays relatively so high to
their lower level employees. It is done due to grab the potential employees from the market.
Actually, there are few companies in the market to pay such a high basics to their employees
for which BASHUNDHARA GROUP is still is the first choice of new comers. This is the area
in which BASHUNDHARA GROUP has done marvelous job because now-a-days employees

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are more concern of their basics. BASHUNDHARA GROUP has successfully adapted this
change. It has been seen that employees of BASHUNDHARA GROUP are highly satisfied
due to the convenient salary structure as other company in the market are not paying like this.

Moreover, BASHUNDHARA GROUP used to review its salary once in a year. For an instance
every December, the salary of the employee review based on the performance which is key
motivating factor to perform well. Another thing that is to mention that BASHUNDHARA
GROUP conducts performance evaluation twice in a year according to that they are to review
the salary.

The overall pay structure of the employees varies in different layers which are shown below: -

Motivation and Compensation:

BPML and BMPIL motivates their key employees by providing monetary compensation and
motivates them by giving promotion. The entry level post in the company is “Management
Trainee Officer.” A management Trainee Officer enters into the company with 6 months
probationary period. In this probationary period the management will observe and assess the
skills of candidates based on different tasks. In this 6-month, management can fire the
candidates any time without notice if any discrepancy occurs. After successful completion of
the probationary period, management promotes the candidates based on the skills, capabilities,
and availability of the posts. A candidate can be promoted till Head of the department.

Salary Payment:

The most important thing about the payment of the salary of BASHUNDHARA GROUP is
that it clears all the salary payments within 25thof each month which is quite absent in other
companies. The employees are paid their every month salary on their accounts which they have
to open while joining in the company. It is good in such way that all the tax and deductable
income are cut by company itself and the employees get those amounts withdrawn the money
from their account as a whole.

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Bonus:

Like the other banks, BASHUNDHARA GROUP provides two festival bonuses to their
employee’s one is in Eidul- Fitar another one is Eid-ul-Azha. The bonus is equivalent to the
basics of the employees. Moreover, there is another provision regarding the bonus which is
based on the performance of the employee. But it actually depends in the performance of the
branch which means if a branch does well as a whole then all the employee.

Food and Transport Facility:

The BPML and the BMPIL provide subsidy for each of the employees regarding the daily
lunch and office bus for take and drop facilities. The companies provide 65% costs of the food
and transport facilities and the rest of the cost are paid by the employees. Although it is not
mandatory for everyone to pay for these facilities, only those who need the facilities they will
pay for the facilities.

Performance Bonus:

If the bank makes profit, the employees will be entitled to 3% of pre-tax profit as performance
bonus. Fifty percent of such bonus distributed on the basis of basic pay of an employee, and
balance fifty percent on the basis of performance of individual employees. Performance
appraisal for the purpose made on the criterion set by the management time to time.

Provident Fund & Gratuity:

The employees are also entitled with provident fund in BASHUNDHARA GROUP. Actually
10% of the basic are deducted from each employee for the provident fund along with this 10%
another 10% provided by the company total 20% is installed as the payment of provident fund.
This fund is given to their employees at the end of their service. If any employees leave the
organization before completing three years of employment, he will get the provident fund
induce from the 10% of the basic that will be calculated upon his service period which means
those employees will not be able to claim the other 10% provided by the company. In addition,
BASHUNDHARA GROUP also provide gratuity to their which has a handsome amount apart

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from the basics. The employees who complete 10 years are used to get a gratuity equivalent to
the basic of 3 months.

Annual Increment:

There is a provision of annual increment of BASHUNDHARA GROUP which is 10%

increment based on the

performance. It works as a motivating factor for the employees to perform well. Therefore,
each employee tries their best to make it happen so that their base salary having well shaped
structure.

Travel Allowance:

The Bashundhara group also provides travel allowance to their employees. If any employee
travels any place in Bangladesh regarding company’s prospect, they will get the money or
remuneration that is cost by them but the cost that is spent is verified by the HR personnel and
after that they got the requisition of the money.

House Rent Allowance:

The company also provides house rent to their permanent employees who are in the managerial
level. Each employee in the managerial level gets 55% of their basic as house rent. This
encourages the potential candidates in the market to work for BASHUNDHARA GROUP.

Employee Loan:

Unlike other banks, BASHUNDHARA GROUP provides a great scheme of loans to their
employees. First of all, the permanent employees get loans from their provident fund at a cost
of 10%. They can use their money for several purposes. Secondly, from the executive level the
employees are qualified for home loans, car loans and others at a cost of 8% where it is around
15% for the customers so it an extra benefit consumed by the employees.

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Medical Facilities:

The medical facility provided by BASHUNDHARA GROUP is quite different from other
Companies. BASHUNDHARA GROUP has their own medical team to look after their
employees in case of any medical assistance. They have their nursing home as well. Therefore,
employees of BASHUNDHARA GROUP do not have the opportunity to enjoy life insurance
which means BASHUNDHARA GROUP does not provides life insurance policies to the
employees.

Welfare Funds:

Every year 200 taka for each employee is deducted to count in the employee welfare fund.

The money induced from the welfare fund is used for the welfare for the employees when they
are in trouble or in emergency. This money is totally distributed to the employees so that they
feel safe at their emergency period.

Earn Leave:

The employees who complete one year of service without any unusual leave, get 30 days for
earn leave in a year. It means their paid equivalent 30 days of compensation.

Disability Leave:

If any employee faces unusual accident or physical challenge, then they are provided leave
granted by the company which is called disability leave but for this leave the salary of them
will not be deduced which means these are paid leave.

Maternity Leave:

Maternity leave may be granted by the competent authority to an employee for a maximum
three months period at a time. This flexibility is provided considering the labor law made by
the government. This is also a paid leave.

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 13. Employee Service Book:

Bashundhara Paper Mills Ltd. And Bashundhara Multi Papers Industries Ltd. Are the two sister
concerns of Bashundhara Group who are known as BPML and BMPIL. BPML and BMPIL
are called the Paper and Hygiene products’ sector of Bashundhara Group. In the paper sector,
there are about 600 employees work in the headquarter and almost 800 employees and workers
work in the production factory. BPML and BMPIL keep record of all the details of each and
every member of the companies. The companies maintain an intranet which only can be
accessed through the companies’ Internet Service Provider. Employees may check and keep
record of their important information such as leave record, attendance record, different
approval, conveyance bills, adjustments, performance feedback etc. it also provides the
employers a quick view of the nature of a particular employee. The Human Resource Division
of the BG’s paper sector maintains all the work regarding the intranet. They named it as HR-
Today. The HR department keep the records manually as well. They maintain personal file
(PF) with a unique identification number for each of the member and evaluate their
performance time to time with the consent of the department head.

14. Privacy Policy:

Bashundhara Paper sector follows the same rules for maintaining their privacy policy. Each
and every department has sensitive documents, information, data, etc. The member of the
sector ought to take oath before they join and the reflection of the oath occurs as they keep the
confidential information into themselves. However, the management always keep their eyes
on every member and if they find any leakage of sensitive information or misuse of intellectual
property, they take legal action against them. ‘

15. Dynamism:

The Board of Directors of BPML and BMPIL are smart and highly qualified. They have the
proper knowledge of local and foreign market as they visit to different countries for business
purpose. Their dynamic knowledge reflects the company as they share their ideas and views to
the employees and direct them towards the way of success.

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 16. The influence of Dependent and Independent Variables in Bashundhara Group
(Paper Sector):

The above-mentioned benefits are the independent variables regarding organizational behavior
of Bashundhara Group (Paper Sector). In addition to that, Individual variables include Basic
individual characteristics, which are simply part of the employees of Bashundhara Group, who
bring them with themselves into the organization. The most familiar examples are demographic
characteristics like age, ethnicity, formal education level, marital status, religion, etc. Also,
decision making ability, employee perception, attitude, decision making abilities and
motivation factors are the independent variables of Bashundhara Group. These independent
variables influence some dependent variables that exist in Bashundhara Group such as lower
employee turnover, higher job satisfaction, higher productivity in factory as well as
headquarters, good behavior, etc.

17. Organization Culture Practices by Bashundhara Group

✓ Bashundhara Group practices the culture of interpersonal relationship because here an

individual spends around eight to nine hours in the organization and it is practically not
possible for him to work all alone. Human beings are not machines who can work at a
stretch. They need people to talk to and share their feeling. They are social animals and
they need friends around. An individual working in isolation is more prone to stress
and anxiety. They hardly enjoy their work and attend office just for the sake of it.
Individuals working alone find their job monotonous. It is essential to have trustworthy
fellow workers around with whom one can share all his secrets without the fear of them
getting leaked. They must have friends at the workplace who can give them honest
feedback.
✓ A single brain alone can’t take all decisions alone. Employees need people to discuss
various issues, evaluate pros and cons and reach to solutions benefiting not only the
employees but also the organization on the whole. Employees of the organization do

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 brainstorm together and reach to better ideas and strategies. Strategies must be
discussed on an open platform where every individual has the liberty to express his/her
views. Employees call for meetings at least once in a week to promote open
communication. Interaction on a regular basis is important for healthy relationship.

✓ Interpersonal relationship has a direct effect on the organization culture.

Misunderstandings and confusions lead to negativity at the workplace. Conflicts lead
them nowhere and in turn spoil the work environment.

✓ Employees of Bashundhara group have people around who can appreciate their hard
work and motivate them from time to time. It is essential to have some trustworthy co-
workers at the workplace who not only appreciate them when they do some good work
but also tell them their mistakes. A pat on the back goes a long way in extracting the
best out of individuals. One needs to have people at the workplace who are more like
mentors than mere colleagues.
✓ In Bashundhara group an individual need to get along with fellow workers to complete
assignments within the stipulated time frame. An Individual working all alone is
overburdened and never finishes tasks within deadlines. Support of fellow workers is
important. One just can’t do everything on his own. Roles and responsibilities are
delegated as per specialization, educational qualification and interests of employee.

18. Conclusion:

Bashundhara Group is one of the largest conglomerates in Bangladesh. The Group has got vast
popularity because of their diversified product lines and quality. Paper and hygiene products
are the most popular products of Bashundhara Group. Bashundhara Paper Mills Ltd. (BPML)
and Bashundhara Multi Paper Industries Ltd. (BMPIL) are the two concerns of Bashundhara
Group where the paper and hygiene products are manufactured. The company has strong
department and skilled employees which lead them towards achieving the goals of the
organization. The corporate culture and organizational behavior are mostly a combination of
local and multinational orientation. The companies of Bashundhara group are combinedly
trying to do better for the society and the country at large.

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