ANALYZING ORGANIZATIONAL BEHAVIOR

OF SHAN FOODS LIMITED

Zubair Ahmed BBA IV (013-18-0227) –Team Leader

Nimrta Rani BBA VI (013-18-0231)
Sooraj Kumar BS (CS IV) (023-18-0110)

Program and Semester

BBA-IV and BS (CS)-IV

Submitted to
Mr. Faisal Qamar

SUKKUR IBA UNIVERSITY

KANDHKOT CAMPUS

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 ACKNOWLEDGMENT

Thanks to Almighty Allah-The Creator, The Supreme, The True Judge, The Perfect and
Purest for all. Defiantly, He is the Creator and Commandant, and gave us the strength to
accomplish our assigned management project.

History of all great work is to witness that no great work was ever done without the support
of your delegating hardworking team efforts.

We are submitting our generous gratitude to our instructor Sir Faisal Qamar, Assistant
Professor at Sukkur IBA, University Kandhkot Campus, for his sincere and great efforts to
guide and make us able to complete this project. We warmly send special thanks to Mr. Atif
Siddiqui, Sales capabilities manager at Shan Foods Ltd, who gave their precious time for the
interview and appreciate every question which was placed before him.

I would like to appreciate my teammates with my heartiest expressions for their useful work,
references and suggestions for this project. However, it would not have been possible without
the support of our teachers Mr. Faisal Qamar who guided us about how to conduct
interviews.

Finally, we would like to especially thank to CDC who arranged this interview for us and
made it possible on giving time.

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 Table Of Contents
Executive Summary_________________________________________________________________5
Rationale__________________________________________________________________________6
Chapter I - Introduction of the Organization_____________________________________________7
History of Shan Food Company______________________________________________________7
Vision___________________________________________________________________________7
Company Mission Statement________________________________________________________7
Product Line/ Brand/Business_______________________________________________________8
Head office______________________________________________________________________8
Plant of factory___________________________________________________________________8
National/Global business___________________________________________________________8
Export__________________________________________________________________________8
Chapter II - Diversity in Organizations___________________________________________________9
Gender Diversity:_________________________________________________________________9
Ratio of Females at Top Management Level____________________________________________9
Age Diversity_____________________________________________________________________9
Cultural and Ethical Diversity________________________________________________________9
Attitude towards Diversity__________________________________________________________9
Discriminatory and Anti-Discriminatory Policies_________________________________________9
Employees with Disabilities and Way of Treating Them___________________________________9
Critical Analysis__________________________________________________________________10
Chapter III - Attitudes and Job Satisfaction______________________________________________11
Employees’ Overall Feelings, Work, Pay, Benefits, Career Growth, Supervisors and Coworkers:__11
Job Satisfaction__________________________________________________________________11
Valuing Employee Contribution and Employee Well-being________________________________11
Organizational Commitment_______________________________________________________11
CSR Initiatives and Contribution to Job Satisfaction______________________________________12
Critical Analysis:_________________________________________________________________12
Chapter IV – Emotions and Moods____________________________________________________13
Emotions and Ethicality at Work____________________________________________________13
Emotions and Rationality at Work___________________________________________________13
Feeling Positively or Negatively About Work___________________________________________13
Feeling Angry at Work____________________________________________________________13
Regulating Emotions at Work:______________________________________________________13
Emotions Regulation is Important for Professionalism:___________________________________13

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 Critical Analysis__________________________________________________________________13
Chapter V – Personality and Values___________________________________________________15
Employee Behavior at Workplace___________________________________________________15
Organizational Core Values_________________________________________________________15
Any other principals of Organization other than core values______________________________15
Quality at Shan Food______________________________________________________________16
Hiring at Shan Food_______________________________________________________________16
Hofstadter’s Cultural Dimensions____________________________________________________16
Power Distance at Shan Food_____________________________________________________16
Individualism Vs Collectivism_____________________________________________________16
Masculinity Vs Femininity________________________________________________________16
Uncertainty Avoidance__________________________________________________________16
Long-Term Vs Short-Term Orientation______________________________________________16
Critical Analysis__________________________________________________________________17
Chapter VI – Perception and Individual Decision Making__________________________________18
Organization-wide Positive or Negative Stereotypes_____________________________________18
Types of Decision Making__________________________________________________________18
Creative ideas at workplace________________________________________________________18
Creative individuals are valued or not________________________________________________18
Code of ethics___________________________________________________________________18
Decisions during the pandemic, COVID-19_____________________________________________18
Policies Governing Ethical Violation__________________________________________________18
Critical Analysis__________________________________________________________________19
Chapter VII – Leadership____________________________________________________________20
Professionalism and Vision of Top Management________________________________________20
Leadership style in Shan food_______________________________________________________20
Involvement of employees in decision making_________________________________________20
Trust Relationship between leader and employees._____________________________________20
Who is leader according to respondent?______________________________________________21
Inspiration from Leadership Style____________________________________________________21
Critical Analysis__________________________________________________________________21
Conclusion_______________________________________________________________________22
Management Team________________________________________________________________23

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Executive Summary:
We always have been with academic project to learn the different aspect of the subject. So
this was intended to be an industrial visit as a team project of OB by which we have to learn
the activities as practically. But unfortunately pandemic situation occurred we switch to
online mode. And conduct an interview with professional of company. The project was
assigned to student of BBA – IV and BS (CS) IV as major and elective course of the students.
The team of composed of three people and which include one leader and tow team members.
The main purpose of the project learns difference of theoretical concepts and practical real
industrial life. And to analyze the organizational behavior. In addition to know that how an
organization work in terms of diversity, emotion and moods. Job attitude and leadership
concepts and the organization do take decision making in real practical life. The purpose was
that are these things are existing in organization or only we read in books. So lastly it was
structured interview arranged by the management of university and assigned by our worthy
teacher to get practical touch of exposure of organization. In the making of project report we
have been covered first seven chapters of our subject book form organizational behavior. And
for interview taking we have made modified questionnaire for the interview.
The company in which we take interview was Shan food Pakistan limited Shan Foods
initially started its operations in a single room, in the house of its present owner and CEO
Sikandar Sultan. The initial concept of Shan masala was to provide the people of Pakistan
with a quality Brand in masala industry. Its initial customers were family members, friends,
close relatives and other known people. As time passed new and complete strangers started
come for the Shan masala. This was the time when real production started at Shan. It was
established in1981 in the servant quarter of Mr. Sikandar Sultan’s house. The route from a
one room company to a multinational firm is slow but successful. It took Shan Foods 25
years to be, what it is today. A Shan food was initially marketed in 1983, two years after it
was founded, and that was the official launch of Shan Foods in Pakistan. Shan stated its
exports in 1984 in which they had tremendous success. The company is at area of 100,000sp.
Ft. and is equipped with the latest and state of the art laboratories which testes and analyzes
each product right from the ingredient to the finish stage. Shan offers a great range of
products to its customers. Shan Foods sells over 70 different types of spices and also sells
over 70 different types of Mixed and ready recipes in 9 different heads. The company has 374
distributors within Pakistan and 60 distributors across 45 countries.
They have been showing that each table of the house should be have Shan food products and
their employees know the vision and mission and they want to be dominant recipes product
and try to make diversified product portfolio. The organization is highly formalized and
follows the core values of the company. Developing high trust relationship between the
employees and leaders and top managements.
The project report consists of first part as history and introduction of the company and then in
second part it consists of diversity in organization and then job attitude and satisfaction and
as well till the leadership. In the online interview we have faced some huddles and problems
in terms of network issue and network bend with.

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Rationale:
Learning in the class is a good activity in its own but having a practical industrial exposure
by arranging a meeting with a professional, plays a very important role in the career of
student a professional degree. It is considered as a part of University curriculum and
objectives of meeting with an industrial professional is to provide students an insight
regarding internal culture of companies.
As we know that theoretical knowledge just provides us the concepts of Organizational
Culture and its structure and management. But having a detailed discussion with a
professional can really pay off for future and professional development of a student. This
interaction gave the students an exposure to current work practices similar to possibly
theoretical knowledge being taught at University. For meeting challenging market needs,
students must be able to create a link between theory and practice. In this situation of
pandemic, managing and attending these meetings was a challenge but as an academic
project, students learn how to do these even when the situation is unfavorable.
The rationale of the event is to assess the organization culture, learn organization behavior in
organizations and understanding different aspects in OB. Such meetings with professionals
and academic projects improve the quality of education and help students develop practical
skills and thorough understanding of industrial practices. Besides, these projects help us to
improve our interpersonal skills. Over all it was a wonderful learning to have in this stage of
the degree as well as career.

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Chapter I - Introduction of the Organization
History of Shan Foods:
Shan Foods initially started its operations in a single room, in the house of its present owner
and CEO Sikandar Sultan. The initial concept of Shan masala was to provide the people of
Pakistan with a quality Brand in masala industry. Its initial customers were family members,
friends, close relatives and other known people. As time passed new and complete strangers
started come for the Shan masala. This was the time when real production started at Shan. It
was established in1981 in the servant quarter of Mr. Sikandar Sultan’s house. The route from
a one room company to a multinational firm is slow but successful. It took Shan Foods 25
years to be, what it is today. A Shan food was initially marketed in 1983, two years after it
was founded, and that was the official launch of Shan Foods in Pakistan.
Shan stated its exports in 1984 in which they had tremendous success. The company is at area
of 100,000sp. Ft. and is equipped with the latest and state of the art laboratories which testes
and analyzes each product right from the ingredient to the finish stage. Shan offers a great
range of products to its customers. Shan Foods sells over 70 different types of spices and also
sells over 70 different types of Mixed and ready recipes in 9 different heads. The company
has 374 distributors within Pakistan and 60 distributors across 45 countries.
Shan has won many awards for providing superior quality products to its consumers globally.
On May24th, 2010 Shan Foods won one the most significant awards in the culinary industry,
‘The Superior Taste’ award given by iTQi International Taste and Quality Institute, Brussels
and became the only food company in Pakistan to ever achieve this landmark. They believe
they have a unique and comprehensive brand portfolio, which has become an important face
of their consumers’ daily lives. They have the industry’s leading resources and assets through
their extensive R&D network. This enables them to translate the consumer insights swiftly
into successful commercialized products; thus leveraging the rapid progress in science and
technology. Furthermore, they have well managed quality of product to sale and satisfy the
costumers. It is another key factor for the company to differentiate your product from the
competition. Higher quality helps the brand to make a stronger relationship between the
brand and the target audience which ultimately helps the brand to increase the market share
and brand equity.

Vision:
To be globe leader in food product and socially responsible company that attains its quality
standards so that Shan stands for tradition, trust and good taste.

Mission Statement:
To continuously develop and produce quality products that meet the customers and markets
demands, compatible with applicable regulatory requirements. To be a consumer oriented
company with keen insigne of food products ensuring quality panty consistency and authentic
taste to operate with state of the art technology to obtain optimum results and retain highest
quality standard thrived efficient and motivation human resource and inculcate in them a
sense of participation and proved for personal goals and development.

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Product Line/Brand/Business:
• Biryani products
• Stir fried food
• Lavish fried food
• Chat Masala
• Sumptuous BBQ
• Pickle products
• Deserts
• Plain spices
• Garlic paste

Head Office:
The head office of the Shan food company is at Korangi town, Karachi

Plant of factory:
Also the pant and factory of Shan Food Company is at Karachi in national wise and also in
other countries like in Saudi Arabia.

National/Global Business:
The Shan food company has a both business in national level and at global level likewise they
have selling Shan foods products in different countries of the world globally.

Export:
Yes, Shan food company do export there in the worlds different countries aside likewise
England, Saudi Arabia, India and Bangladesh and else.

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Chapter II - Diversity in Organizations
Gender Diversity:
Shan foods are more of large organization; they have more than 2000+ employees. Females
are preferred on specific areas like sorting of spices, their arrangement. Males are dominant is
labor work. The ratio of males and females is 20:80, it means more of a male organization
and they hire competent are skillful person.

The Ratio of Females at Top Management Level:

As such, there is no policy of not allowing female in higher positions, their head of HR is
female, in marketing there is 40% Female, in finance there are few. So, it depends on job
requirement and quality of human resource available.

Age Diversity:
There is a mixed age-group person in Shan Foods, there is complete variety of employees in
terms of age, because they prefer right-job fit person so they ignore if he is old, young or
mid-aged. Usually skilled people are preferred, because quality of human resource is not
available in abundance.

Cultural and Ethical Diversity:

Shan foods have completely cultural and ethnic diversity, because they have all sorts of
employees and their business is spread internationally i.e. U.K, U.S.A, Canada, Saudi Arabia
and in other countries. So, there is complete diversity of people. They ignore race, color,
ethnicity, if you know how to work, you are more than welcome in organization.

Attitude towards Diversity:

In today’s date, every organization prefers diversity because they tend to learn different
things from each other. Employees are encouraging towards diversity, they quoted, and HR is
limited so there is no insecurity that one can eat another’s contribution, so they are very
positive.

Discriminatory and Anti-Discriminatory Policies:

Shan foods support highly multicultural inclusivity, they have different people from every
nook and corner of country and they think innovation is the fuel to success and innovation is
possible when you have different minds and different ideas.
They are encouraging towards diversity, Mr. Atif quoted allocating quota is simply creating
discrimination. So, there are equal opportunities for everyone deserving the post.

Employees with Disabilities and Way of Treating Them:

Yes, Shan Foods retains disabled employees also, they are differently able people, just
different in regular abilities. They have quota available for disabled employees i.e. 0.5
disabled quota.

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Disabled employees are treated similar to others although for them enabled workplace is
designed. For them, wheelchairs, ramps are available. They are not discriminated at all. Just
same as other employees.

Critical Analysis:
Shan Foods has presence in over 80 destinations covering five continents with over a
thousand people working across the globe. This diverse reach calls for a dynamic workforce
that can drive to meet milestones and have the determination to reach greater heights while
striving to become better versions of themselves.
Shan provides an engaging, inclusive and safe working environment for its employees where
there is freedom of speech and the liberty to take initiative to achieve excellence. They are
always in search of individuals who have exemplary integrity, the passion to succeed and the
commitment to do a little bit more.
They consider their people to be our biggest assets as without them they are incomplete.
Therefore, they continuously invest in the development of their employees and believe in
taking special care by nurturing their personal as well as professional growth. This serves as
an excellent opportunity for potential employees to hone their skills and take their careers to
the next level.
The company dedicates all of its successes to the people who collectively make this
organization, ‘The Shan family’ and welcomes all those who are willing to help make it
bigger, better & stronger.

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Chapter III - Attitudes and Job Satisfaction
Employees’ Overall Feelings, Work, Pay, Benefits, Career Growth, Supervisors
and Coworkers:
a) There is variety of tasks available for them. It depends on the employee how he
finds his task, because he might possess expertise in one domain and assigned task
of different level. So, it depends on the nature of work and employees how they
find it. But there are mixed results, some are interesting and challenging while
others are boring. Because we are different in nature, so our preferences.
b) Salaries offered to the people in Shan foods are generally market-based; it helps
them to retain their experienced employees.
c) Shan Foods give allowances to its employees that are market competitive; again
there was same reason because the loss of skilled and experienced employees cost
enough to any organization.
d) Shan Foods helps employees equipped with the new knowledge and technology
by giving them trainings, sending employees to visit plants out of Pakistan.
e) Overall career growth opportunities are rated excellent, if you want to work. Any
employee who works for 10 years in organization so for him organization is far
better, but if there is an employee, inexperienced and wants promotion so it’s not
possible, everything is earned with efforts.
f) The behavior of supervisors with employees is according to situation, different
hats act differently.
g) Workforce is not overstaffed in Shan Foods, so there is very less chance of
jealousy, there behavior is neutral, everyone is concerned with their own work, no
interference in each other’s affairs, although workplace politics exist everywhere.

Job Satisfaction:
The respondent was quite satisfied with his job, and he rated it in term of percentage i.e. 85%.
The job conditions and pay are quite satiating for employees.

Valuing Employee Contribution and Employee Well-being:

Shan Foods value its employee’s contribution, by giving pay for performance, increments,
bonuses etc. Sometimes appreciate and applaud in front of other employees.
Shan Foods cares a lot for its employee well-being, in this pandemic they have issued policy
of working from home. Working in diversified teams and some in groups and some
individually but all virtually.

Organizational Commitment:
Those who are stars, they are highly committed to the organization, and some are those who
just meet deadlines, deliver their work and some are dissatisfied. You cannot satisfy or make
happy everyone so, it’s on employees how they feel to work for organization.

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CSR Initiatives and Contribution to Job Satisfaction:
Yes, a lot. They have worked with various NGO’s like Edhi, JCD foundation. Watch Mariam
Rashidi/Qureshi profile on LinkedIn. Their CSR activities are present there.
Yes, somehow, these CSR activities contribute to the employee job satisfaction.

Critical Analysis:
As we talk about the mentalities of the representatives what we saw in conversation with the
respondent, workers are a lot of comprehension and aiding at Shan Foods. We learned three
segments about mentalities in our course reading, which are intellectual, full of feeling and
conduct. The executives at Shan Foods were glancing exceptionally vital as far as these
components. How? We realize dedicated individuals requests for advancement. Isn't it so?
Indeed, it is about insight. On the off chance that the association doesn't advance these
representatives, they will consider elective associations. Respondent disclosed to us that Shan
Foods consistently adores its workers and supports inventive thoughts. Meriting people
groups are urged to time by time at Shan Foods gathering of organizations.
CSR exercises were at a top in Shan Foods, yet the association was inadequate in a certain
something. CSR exercises assume a critical job in representatives' activity fulfillment. These
exercises inspire the assurance of the workers. I am not saying these exercises add to all
workers' activity fulfillment, however for the most part CSR exercises are invited decidedly.
Nonetheless, the respondent was informed that there is by one way or another connection to
CSR exercises with workers. Shan Foods is simply sharing foundation to government
assistance associations not more than that. We have learned through a course reading that
CSR exercises have a solid relationship with work fulfillment for millennial. We know CSR
exercises permit representatives to fill a more serious need. Individuals who see their work as
a feature of a higher use frequently acknowledge higher occupation fulfillment. Thusly, we
discovered this disparity in Shan Foods.

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Chapter IV - Emotions and Moods
Emotions and Ethicality at Work:
We are overly emotional being, one who doesn’t have control on his emotions, can never be a
good leader-said respondent. Yes, Shan Foods says its right to keep emotions of yours and
your employees while making decision making but getting overly involved is not good. For
example: You made a negotiation with any Chinese company, and in excitement you start
jumping, so he would get suspicious either something is wrong in this deal.

Emotions and Rationality at Work:

Rationality is preferred on every stage. If I am attached or affiliate two of my workers, so I
would rate them high because they are near me and I know their work personally, so
eliminating this bias is very important. For this different control mechanisms are prepared
and work in collaboration, to keep employees neutral.

Feeling Positively or Negatively About Work:

Respondent said, I am happy when I go to work because I am satisfied with my work,
colleagues, supervisors and authorities. My salary is also good enough to keep me motivated
throughout the course. He was very optimistic towards his work and organization.

Feeling Angry at Work:

Rarely, because family and domestic issues are kept personal, and when we come to work we
come with a mindset to work, not to pour out our heart. Organization doesn’t pay us for our
unusual, rude behavior, so we have very les exposure of angry faces at work.

Regulating Emotions at Work:

Our respondent shared his experience, as when he was working in nestle Karachi, there was a
lot of political interference and any day any political party calls strike, roadblocks. So, life
was not content and everything was disturbing. The need to regulate the emotions is high at
workplace because when you are relaxing you work great.

Emotions Regulation is Important for Professionalism:

It’s actually behavioral learning, acquired and learned by the time. Yes, it’s true to a word
when our emotions are regulated we are good to go for work. When you are frustrated, got
into fight while coming office, so these hassles would disturb your internal state.

Critical Analysis:
Emotional labor is highly effective for the productivity and performance of the organization.
we know emotional labor is employee’s expression of organizationally desired emotions at
workplace. Emotional labor at Shan Foods was at peak. Respondent told a very useful advice
that, one who hasn’t control over his or her emotions, cannot be a good leader and we felt
that. These are basically displayed emotions. Respondent told us that sometimes we hide our
true emotions in front of coworkers and customers.

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Hiding inner feelings and emotions is not good in my point of view. Every employee is
different from one another. It is seen most of the employees who are at higher level position
don’t give smile to lower staff. Smile is the gesture of peace. They feel that we have worked
hard for this designation; our reputation should be shown widely. Everyone thinks about it.
Respondent told us, what if your employee is sick and doesn’t come to work and texts you I
am ill, cannot come office today. So instead of writing him your message received, you say
get well soon or take good care of yourself. How nice it would be and employee will think
you care form him.

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Chapter V – Personality and Values
Employee Behavior at Workplace:
Human beings are very emotional. And Employees need to regulate the emotions in the
different situation. Every Organization has employees with different nature (i.e. agreeable,
emotionally stable, extravert etc.) so are the Employees at Shan Food. They are not specific
to one category like emotionally stable, agreeable etc. They have a variety and mixture of
employees with different behaviors at workplace. Some people are extravert; some are
agreeable and so on.
People always learn from the others. Different mindset people learn from each other well.
They learn and develop the skills of being better and better gradually. Any positive emotion
like emotionally stable, is not by birth, it is learnt gradually. So it is positive to have different
people with different behavior at workplace, said the respondent.

Organizational Core Values:

Core values of the organization like Shan Food are:
• Honesty
• Trust
• Integrity
Honesty: Employees are strictly bound to follow the policy of Honesty as every organization
wants its employees to be true to their work.
Trust: Employee (be it higher position or lower) must have trust on each other because Shan
Food is an organization where there are multicultural people. They all need to maintain trust
on each other.
Integrity: Integrity is the practice of being honest and showing a consistent and
uncompromising adherence to strong moral and ethical principles and values. Respondent
said that integrity is highly and strictly followed. If anyone breaks the rules that are against
integrity then there will be strict action against him/her. Respondent also quoted an example
of recently fired employee due to breaking rules that were against integrity of organization.

Any Other Principals of Organization Other Than Core Values:

Shan Food is Sharia-compliant organization. And it doesn’t do any interest based landing
from banks. Shan Food doesn’t take any loan. It is purely equity based organization that
means it has same rules and core values for employees and top management.
Likewise, Shan Food has policy for employees who are taking loan. It provides interest free
loan to their employees. Furthermore, Shan Food employees have proper Namaz breaks on
timings. There is no discrimination as the Sales Capabilities Manager stated “The same food
that is served to high authorities and top management, is served to labors as well in same
cafeteria”. These shows the positive core values at organization.

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Quality at Shan Foods:
Quality is most important factor for Shan Food. Shan Food has become such a big
organization just because of the quality. Quality cannot be compromised at any cost, said
respondent. The organization has very strong measurements of quality. They have world class
labs, testing equipment and best human resource, to ensure the quality. Shan Food secret
behind its success is Quality. Shan Food is certified at global level in aspect of quality.

Hiring at Shan Foods:

Shan Food hires employees on the basis of matching criteria. They sort out the best
candidates within budget and hires them.

Hofstadter’s Cultural Dimensions:

Power Distance at Shan Food:
Power distance is low in Shan Food. Respondent said that they serve same food to the top
management and their staff. This show that they have low power distance. Every one’s
opinion is important to them, added respondent. One of the recent ideas in the time of this
pandemic were given by Employees and they valued and implemented that as well.
Individualism Vs Collectivism:
Respondent said that it depends on nature of projects. Some projects are team oriented and
some are individual oriented. It depends on the job nature.
Masculinity Vs Femininity:
There is no rule for assigning the project on gender basis in the organization. If you have
good resource and capability, then you are assigned the project and are paid well, said the
respondent. Respondent also added that some projects are assigned based on gender as well
like sorting of colors and ingredients may be preferable for females. But nevertheless, there is
no gender discrimination for assigning the projects.
Uncertainty Avoidance:
Shan Food takes moderate risky decisions. The organization take decisions which has
calculated risk and is safe to go because Shan Food is manufacturing organization not a
service based organization. If they take high risk and invent a random product which may not
be high in demand for sale because it will be new for customer, they might face a huge loss.
Long-Term Vs Short-Term Orientation:
Both (long and short term decisions) are highly encouraged. It depends on the situation as
well stated Sales Capabilities Manager. For example: Due to COVID-19, work from home is
a short term decision.

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Critical Analysis:
In books, we study about the different personalities and values of people of different culture
or geographical areas. Same was the situation here, Shan Food has grown over the years and
it’s become multicultural organization. It has employee with many cultures, religions, and
personality. And they welcome different cultures because they believe, more the culture,
more will be the innovation and invention of foods and new products.
Moreover, Shan Food does not discriminate between staff and top management. It is plus
point there that there is low power distance at Shan Foods. The culture was highly people
oriented, outcome oriented as well as very strong and well-disciplined along with
socialization and training oriented programs in order to create awareness to the employees.
Shan Foods doesn’t compromise on the quality and that has made it really great organization
and employees are happy to work at this organization.

Page 17
Chapter VI – Perception and Individual Decision Making
Organization-wide Positive or Negative Stereotypes:
Organizations usually provides trainings regarding stereotypes and they have controlled
mechanism and policies as well regarding stereotypes. Organization tries its best to control
the stereotypes perception in order to prevent any negative impact.
Shan Food has no stereotypes. It has multicultural environment. It has Hindus, Christians,
and Muslims employees at head office and at the good positions. Organization chooses the
best person fit for the job irrespective of their religion, race and culture.

Types of Decision Making:

It depends on the personality of the manager. Some manager prefers to go for the best
solution and some prefer to go for the good one. Some manager take decisions based on gut
feeling and some using the exact calculations while taking a decision. This is personal and
individual trait
Managers are also human beings and they are also affected by environmental factors that may
affect their decision making approach, respondent stated. Respondent also added that
managers at Shan Food mostly use rational decision making and bounded rationality
approach to take any decision. They also make decision based on Intuition sometimes (in rare
case).

Creative Ideas at Workplace:

Yes, Creative ideas are highly welcomed at Shan Food. They help organization grow and
make them on next level, said respondent.

Creative individuals are valued or not:

Creative ideas have multiple benefits for Shan Food. Respondent said, “In recent days, we
have been using technology to increase the sales and market their products. We have been
using Bikea and Careem as well. These were all employees’ ideas. And we highly encourage
creative employees’ ideas.”

Code of Ethics:
Yes, Shan Food has proper code of ethics as every organization has. Respondent added that
recently one of the employee practiced an act that was prohibited and he/she was fired from
job. Shan Food highly follows the code of ethics and organizational goals are first priority.

Decisions During the Pandemic, COVID-19:

Shan Food has taken really brave decision during this COVID-19 situation. It has moved
from formal 9-5 job to work from home during this pandemic. It has allowed more medical
leaves to the employees during this pandemic.

Page 18
Policies Governing Ethical Violation:
Yes, there are strict policies for that, according to the respondent. Shan Food also has
committee for that. Committees handle all these issues and take immediate action on a
complaint.

Critical Analysis:
When it comes of decision making of the organization, the organization takes decision on the
basis of the situation. They prefer both long and short term decision (depends on personality
of manager as well as situation). Shan Foods take moderate level risky decisions.
Moreover, there were no stereotypes at Shan Foods because they have trainings and seminars
on these. The code of conduct was well structured and is strictly followed at Shan Foods.
There are committee to resolve any issues regarding policies. Shan Foods takes care of their
employees. The creativity and innovation is a plus point in the company. They welcome
creative individuals.

Page 19
Chapter VII – Leadership
While we were asking about the question from the responded during the interview about the
leadership and top management his answer was always positive and interesting about
leadership.

Professionalism and Vision of Top Management:

In the Shan food Pakistan limited they have very professionalism leadership and they have
been following the contingency situational leadership approach. In addition, as per the
discussion with respondent of Shan food company. He told us that most of the times leader
has put the decision on the basis of situational approach. Mean what does situation is saying
how to deal with problem and decision making with logically.
One of the major thing he shares that about the leadership and top management that they are
highly supportive with the employees and subordinate and also the do take care of them.
Furthermore, he stated that the main reason of the Shan food has achieved his double profit
and running of business very rapidly because of their top management and high intuitive
leadership and by being high in performance. In the Shan Food Company is the best in to
encourage the employees not at work force by internally they motivate their employees to get
high retained and credibility from them that’s why they run their business in the world
different countries at least 60 countries.

Leadership Style in Shan Foods:

In the Shan food company limited they have both leadership style Task oriented and
Relationship oriented in the organization. And the interviewer has told us that in their
company they leadership style sometimes depends upon the situation and the relation of
subordinate with the leader. They have been giving free will to their employees and freedom
but they done by them. And the leader has charismatic approach to encourage and do care
about the employees.

Involvement of Employees in Decision Making:

The Shan food company management sometimes involve their employees in the decision
making. Likewise, he gives example that they want to organize cricket tournament they will
ask from all the employees. And in upper level decision making they involve them but
sometimes not always.

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Trust Relationship Between Leader and Employees:
According to the respondent in the Shan food company they have high trust relationship
between the employees and they do encourage and motivate their employees. He stated that if
someone’s employees get late in office they he straight forward will say that he is late and
leader will understand the he is not telling lie. And moreover he said that if a employee get ill
if will text a message about leave in replying he will get positive reply by saying take rest
instead of just OK. That’s why they developed high trust relationship between the leader and
employees.

Who Is Leader According to Respondent?

When we asked him about the leader that who is leader. He responds very interestingly and
very well way. He said that a leader is who which knows the way who show the way and who
goes the way. According to him he said a leader is who differentiate form other. A leader is
who support and encourage their employees and get trust relationship between employees and
leadership.

Inspiration from Leadership Style:

He shared his experience with us how he inspires from his leader. He said that the person
who inspired me in my life is my current boss he said he is my inspiration. He said his boss
was in Nestle and I also was there with him when switch to Shan food he also switches to
Shan food. He talks about his leader that he is very much encouraging and supportive for
each employee. He knows that how to deal with different employees like if someone is
depressed he will motivate him/her. And he gives direction to achieve the goals.

Critical Analysis:
As we know that the leadership is inspirational activity and being leader means being
supportive and encouraging with people. And the leader is who inspire and the leader is who
different from other and who show the way who knows the way and who goes the way. It all
about to create trust relationship between the employees. In the Shan food company
leadership is overwhelming to get high performance in task oriented and relationship oriented
within the organization. And they do motivate and involve them in decision making to get
credibility.

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Conclusion:
We are thankful to Sir. Faisal Qamar for organizing such as informative event for us in
crucial to develop our practical skills and exposure regarding management practices in
organizations. While going through the entire session online, the co-operation is found to be
very well organized developed and most ideal industry in every phase of its production,
administration and management aspects.
As we interviewed a Sales Capabilities Manager at Shan Foods, we have experienced and
gained the knowledge about the industry and practical implementation of Organizational
Behavior. In books we acquire only theoretical knowledge, but in actual, the pragmatic
implementation of the same, can be grasped by meeting a professional who has been working
there. We have learned that how managers are able to manage an industry at a large scale. We
came to know that how we implement our ideas in practical way and how industry handles
employees and makes decisions. We learnt that how organizations like Shan Foods have
highly structured code of ethics that is strictly followed. Sales Capabilities Manager was very
friendly. He provided the best knowledge to us.
We came to know that how Quality can make an Organization to touch the skies. Shan Food
is highly focused on Quality. It has World Class Labs and Human Resource for Quality
Control. It provides best to its customers.
We hope we get more chances further to have such wonderful and informative sessions
online with professionals or we will have experiences of visiting different industries
physically when this pandemic ends.

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Management Team
A project “analyzing the organizational behavior” was assigned to students of BBA-IV and
(CS) IV for academic purpose. The project was consisted to make a report of Shan Foods
Pakistan Ltd. The students were assigned different roles and responsibilities.
• The project was managed by three students of BBA-IV and BS (CS) IV lead by
Mr. Zubair Ahmed, Ms. Nimrta Rani and Mr. Sooraj Kumar.

• The above most challenging responsibility of leading the whole team was given to
Zubair Ahmed who worked very hard to bring the team on single page and spent a
lot of efforts for getting the favorable outcomes of the project.

• Nimrta Rani and Sooraj Kumar were assigned the task of jotting down the main
points and relevant data for the project explained by respondent of the company
(Shan Foods Pakistan Ltd.). Both of the team members performed exceptionally
well during the interview session.

The management team was responsible for smooth and successful execution of the project.

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