Company Name: Grey Developers

Course: Management and Organization Dynamics

University: Institute of Business Management
Course Instructor: Dr. Sania Usmani

Group Members:
M.Shaheer-Uz-Zaman 20211-29618
M Saud khan 22021-29988
Noman Khan 20211- Submission Date-
1-12-2021
Acknowledgement:

It was a good experience while working on our project. We experienced a lot of difficulties but
Alhamdulillah we succeed in completing our project.

Aside from the endeavors of myself, the accomplishment of any venture relies generally upon
the consolation and rules of numerous others.

We make a move to offer my thanks to individuals who have been instrumental in the effective
finish of this venture.

We might want to show my most noteworthy appreciation to Mr. Kaleem-Uz-Zaman (CEO) And
Mr. Farooq-Uz-Zaman (Director) Of Grey Developers.

We can't say thank you enough for his colossal help. We feel propelled and energized each time I
go to his gathering. Without his consolation and direction this task would not have appeared.

The direction and backing got from every one of the individuals who contributed and who are
adding to this task, was fundamental for the accomplishment of the venture.

I'm appreciative for their consistent help.

Executive summary
Problem Statement
In recent customer feedback sessions, Majority of customers have expressed a need for a simpler
and cheaper version of our Services. In surveys of customers who have chosen competitor
Projects, price is mentioned 87% of the time. To best serve our existing customers, and to branch
into new markets, we need to develop some economical range construction projects that we can
sell at an appropriate price point for this market.

Proposed Solution
Our new projects will begin 20% more cheaper than our current cheapest option, with the
potential for 40%+ cheaper options depending on material and movement. In order to these
prices, Grey Developer will do the following.

- Offer Project in new Societies. Including good Infrastructure.

- Use good quality construction Material without compromising in quality.
- Introduce some customizable Apartments and flats, with a focus of customer choice and
luxury.

Value
With new offering that are between 20% to 40% cheaper than our current cheapest option we
expect to be able to break in to some new economical project option which is based on down
payment method. Which will help us hit our objective Expanding business.

Early customer feedback session indicate that cheaper option will not impact the value or
prestige of the luxury service.so that is a risk that should be factored in during economical
projects. In Order to mitigate that risk, the marketing team will begin working on their go-to-
market strategy six months before the launch
Final Thought & Next steps
Economical projects offerings not only allow us to break in to the new market- It will also
expand company in a positive way. with the attention from these new offerings, plus the
anticipated demand for some economical residential projects, we expect to increase market share
by annually 2%.

Introduction about Grey Developers.

 The company “GREY DEVELOPERS” is a name of a brand in construction industry.

 Its current and ongoing businesses and projects are Grey Noor Tower & shopping mall,
Grey Horizon & Grey Hayat.
 Grey Developers operates in construction industry as well as real estate industry.
 Grey Developers offers Sale of residential flats and shops in a large median with all
facilities to overcome its customers. The company’s main acid is their regular customers
who believe in the quality and reliability of the project.
 The founder of Grey Developers was (Late) Mr. Shareef Uz Zaman. Who developed this
company and work hard for boosting up the company’s name.
 The partners/owners of this company are Mr. Kaleem Uz Zaman & Mr. Farooq Uz
Zaman.
 Grey Developers had completed almost 12 projects and is developed since 1996.
 Grey Developers Head Office is in Main Shah re Faisal and site offices in Scheme 33 &
Surjani.
 Grey Developers involves purely in Construction Industry.
 Its competitors are Saima Group, Kings Group, Royal Builders, Rufi Builders, Chayel
Developers etc.
  Grey Developers that involve in the industry is now the backbone of our country for the
rise of employment opportunities.
 Grey Developers is a legal entity formed by a group of individuals to engage in and
operate a business enterprise in a commercial or industrial capacity.
 Grey Developers may be either public or private; the former issues equity to shareholders
on an exchange, while the latter is privately-owned and not regulated.
 Grey Developers is generally organized to earn a profit from business activities.
 Grey Developers are an important contributor to the health of an economy as they employ
individuals and attract disposable income to spur growth.
 Grey Developers execute the building and infrastructure work.
 Whatever is there on drawing sheets, they make it real by constructing it for an amount
agreed upon before their clients—construction companies concerned with
building buildings, bridges, dams, etc.
 Our company works in building high-rise Structures and Skyscraper.

PLANNING:

Mission:

Grey Developers is dedicated to providing quality, honesty, highest level of professionalism and
fairness in our relationships with our valuable customers.  We are proud of meeting customers’
expectations, on-time completion of projects within a specified budget and succeeding graph of
progress day by day.

The Grey developers deliver design, construction, and peace of mind to customers that all risks
have been managed and all reasonable contingencies planned for. We will ensure that our
customers receive real and measurable value from more than 10 years of experience working
with private and Government sectors from around Sindh.

In order to attain all our specified objectives and goals, we understand the complete requirements
and perform quality assurance techniques for excellent customer experience. We lead a culture of
excellence where integrity, commitment, teamwork, sustainability, and open communication are
our core values.

It is dedicated to acquiring and accomplishing large-scale construction, producing quality

projects and services, and ensuring safety through all the process while achieving a reasonable
return on investment.

Vision:

Grey Developers is to become a unique and leading construction company of Karachi providing
reliable, innovative, World-class construction services to satisfy customers through continuous
improvement with the help of the latest technologies by the integrity and creativity of our
workers. We are committed to be the nation’s market leader in construction industry and to be
recognized globally; to be the employer of choice by people who seek career growth and great
challenges.

Goals and plans:

The goal & core objective of Grey Developers is to make a new face of Pakistan in
building & construction industry by way of delivering the new concepts of working with
an enormous strength of employees, associates, engineers, architects etc. Owning the
related (building & construction / development) machinery worth 100s of millions and
owned properties thereby making the impossible tasks possible with new and speedy
concepts / Hi-Tech services & unmatched quality – workmanship. Of course, with
commitment & sheer customer satisfaction!

Trust worthy
Value for Money
Commitment
Reputation
Owned / Executive Elite Properties
24 x 7 Support
Customer Satisfaction
Set Safety Standards for Each Project
Evaluate Your Company’s Communication and Teamwork
Create and Follow a Strategic Plan
Make and Communicate a Succession Plan

Strategies:

One of the top recruitment strategies for our company is to plan ahead. We should know if their
business is picking up, or change is happening. We also look at the upcoming project schedules
to ensure they have enough laborers, managers, and staff for all upcoming projects. Companies
have more fruitful searches when they have time to do a complete search. When companies have
a strict hiring deadline, they tend to hire the first available person rather than the most qualified
person. Planning ahead isn’t stressful or difficult and with these easy steps, can help improve the
overall quality of new hires.

Core Competency and Sustainable Competitive Advantage

A Core Competency is a deep proficiency that enables a company to deliver unique value to
customers. It embodies an organization’s collective learning, particularly of how to coordinate
diverse production skills and integrate multiple technologies. Such a Core Competency creates
sustainable competitive advantage for a company and helps it branch into a wide variety of
 related markets. Core Competencies also contribute substantially to the benefits a company’s
products offer customers.

To develop Core Competencies a company must take these actions:

 Isolate its key abilities and hone them into organization-wide strengths
 Compare itself with other companies with the same skills to ensure that it is developing
unique capabilities
 Develop an understanding of what capabilities its customers truly value, and invest
accordingly to develop and sustain valued strengths
 Create an organizational roadmap that sets goals for competence building
 Pursue alliances, acquisitions and licensing arrangements that will further build the
organization’s strengths in core areas
 Encourage communication and involvement in core capability development across the
organization
 Preserve core strengths even as management expands and redefines the business
 Outsource or divest noncore capabilities to free up resources that can be used to deepen
core capabilities

SWOT Analysis

SWOT analysis of Grey Developers analyses the brand by its strengths, weaknesses, opportunities &
threats. In Grey Developers SWOT Analysis, the strengths and weaknesses are the internal factors
whereas opportunities and threats are the external factors.

SWOT Analysis is a proven management framework which enables a brand like Grey Developers to
benchmark its business & performance as compared to the competitors. Grey Developers is one of the
leading brands in the real estate and construction sector.
The table below lists the Grey Developers SWOT (Strengths, Weaknesses, Opportunities, Threats), top
Grey Developers competitors and includes its target market, segmentation, positioning & Unique Selling
Proposition (USP).

Grey Developers Brands Analysis

Parent Company Grey Developers

Category Development and sale of residential, commercial, retail property

Sector -Real Estate and Construction

Unique Selling point Affordable housing and trusted brand

Grey Developer STP

Segment Projects in Major Areas in Karachi.

Target All sections of society from mostly urban and semi urban areas

Positioning Affordable and quality property.

SWOT Analysis of Grey Developers

Below are the Strengths in the SWOT Analysis of Grey Developers.

 Strong brand value and presence.

Strong proven track record for quality and commitment

Well diversified portfolio of the company

Grey Developer Strength
Strong customer Satisfication value

Here are the weaknesses in the Grey Developers SWOT Analysis.

Grey Developer Weakness Political intervention affecting growth of the company

 Some of the commercial projects are not strategically located

Following are the Opportunities in Grey developers SWOT Analysis

Grey Developer oppurtunities Tax reform i.e., GST will streamline more focused growth
with better tax management.
Opportunity for growth in other cities of Pakistan.

The threats in the SWOT Analysis of Grey Developers are as mentioned

Grey Developer Threats Rising Inflation

Economic slowdown
Stringent Government and Environmental norm and regulation
Immense competition

Customer Analysis/Target Market

Every business is different but there’s one thing we all strive to do – make the clients or customers
happy. It’s no different with the construction industry.
A good project manager understands that good customer service is imperative even for the
construction industry. Happy clients bring in a lot of benefits to the company, more than just money.

Section 4:
1.Organizing

ORGANOGRAM

No. of employees and departments

A Single Project Consist of Around 80 Employees Per Project.

1) Recovery Department:
Manager Recovery
Assistant Manager
Auditor
Data Entry

2) Accounts/Finance Department
Manager Finance
Assistant Manager
Auditor
Data Entry

3) Store Department
 Manager Stores
Store Keeper
Data Entry

4) Engineering Department
Project Manager
Assistant Manager
Site Engineers
QA Supervisor
Supervisor
Technical Staff
Labor

5) HR Department
Manager HR
Assistant Manager

6) Purchasing Department
Manager Purchasing
Assistant Manager
Riders

7) Administration Department
Manager Admin
Assistant Manager
Lift Operators
Electricians/Plumbers
Security Guards
Housekeeping

Culture (customer responsive/ethical/innovative/spiritual)

Some parts of the construction industry have an ethics dilemma. It’s not just the contractors
either. Clients also contribute to this problem.

When contractors get shady reputations, it is difficult to find clients or employees. Clients have
trouble finding a reputable contractor to handle projects. More importantly, innocent bystanders
get hurt.

Biggest Construction Ethical Issues

 In many industries, there are just a few major types of ethics issues, but the construction industry
is fraught with problems. Before trying to solve the dilemma, it’s a good idea to know what’s
going on. Some of the most common issues include:

 Charging for superior materials, but using sub-par materials

 Padding timesheets
 Skimping on safety, for employees and clients
 Changing salary terms
 Bribing inspectors and potential clients/representatives
 Treating workers unfairly
 Not following environmental regulations
 False variation claims

 Type of structure design

1. HIGH RISE BUILDINGS RCC SKYSCRAPPERS.

2. POWER PLANTS

3. RESIDENTIAL BUILDINGS.

4. INDUSTRIAL STRUCTURES AND FACTORIES.

5. ROADS

6. PEDESTRIAN BRIDGES & OTHER HEAVY BRIDGES.

7. FLY OVERS & UNDERPASSES.

8. OFFICES.

9. HOSPITALS & PHARMACEUTICALS.

10. INTERIORS
  Structure elements (use the 6 elements to define the structure in the organization)

The six basic elements of organizational structure are:

Departmentalization

Chain of command

Span of control

Centralization or decentralization

Work specialization

The degree of formalization

 Which of the five forms of departmentalization is used in the company

There are basically five types of departmentalization in organizations. The five types of
departmentalization are: functional, product, customer, geographical and process.

Functional departmentalization

The companies practice functional departmentalization. An example is the HR department,

Accounts department, Marketing department and IT department.
Product departmentalization

When a company has a wide range of products, product departmentalization is a logical choice.
Each product cluster has its own manufacturing plant, research and development, and marketing
team. Likewise, in the company has different types of Residential and Commercial Flats for sale.

Customer departmentalization

When a company has different customer bases, customer departmentalization allows better
customer servicing. A industry can have one team taking care of corporate customers, and the
other team taking care of walk-in retail customers.
Geographical departmentalization

Geographical departmentalization is good for a multi-national company. The company can hire
local employees to serve different customers from different geographical locations.

The different offices in different countries usually report to a regional headquarter. For example,
the regional headquarter for Asia is in Singapore, and the regional headquarter for Europe is in
London. But this company operates in Karachi only.
Process departmentalization

Process departmentalization is practiced in many factories with assembly line. The employees
are grouped into a team to take care of a specific process.

Section 5:

2. Leading

 How to motivate people (Incentives/ Bonus/ Benefits)

 Diversity (Male/female ratio, how many cultures and religions and ethnicity do
they belong)
 Leadership style (democratic, autocratic, laissez faire OR directive, analytic,
conceptual or humanistic)
 Human Resource Policies related to recruitment and selection; training and
development; compensation and benefits; performance appraisal etc