Professional Documents
Culture Documents
ORGANIZATIONAL BEHAVIOR
GROUP MEMBERS
SHAHMIR 20201-27921
Table of Contents
INTRODUCTION.............................................................................................................................................................. 3
EXECUTIVE SUMMARY................................................................................................................................................ 4
CULTURAL ANALYSIS.................................................................................................................................................. 5
Vision statement....................................................................................................................................................... 6
Mission statement.................................................................................................................................................... 6
Values at Faysal bank............................................................................................................................................. 6
Threshold values........................................................................................................................................ 6
Differentiating values.............................................................................................................................. 7
DIVERSITY IN THE WORKFORCE AND RELATED POLICIES.....................................................................9
Discrimination:................................................................................................................................................ 9
(i) Exclusion:................................................................................................................................................ 10
(ii) Discriminatory policies and practices:...................................................................................10
(iii) Mockery and insults:......................................................................................................................... 10
MOTIVATION PROGRAMS IN THE ORGANISATION.................................................................................. 12
(i) Content theories:........................................................................................................................................ 12
(a) Maslow’s hierarchy of needs............................................................................................................ 12
(b) McGregor’s Theories X and Y:.......................................................................................................... 13
(c) Herzberg’s Motivation-Hygiene Theory:..................................................................................... 13
(d) McClelland’s Needs Theory:.............................................................................................................. 13
(a) Expectancy theory:............................................................................................................................... 14
(b) Equity theory:......................................................................................................................................... 14
(c) Reinforcement theory:........................................................................................................................ 15
(d) Locke’s goal-setting theory:.............................................................................................................. 15
ATTITUDE....................................................................................................................................................................... 18
Leadership:................................................................................................................................................................. 19
ORGANIZATIONAL CHANGE.................................................................................................................................. 21
CONCLUSION.................................................................................................................................................................. 24
RECOMMENDATIONS................................................................................................................................................ 26
REFERENCES.................................................................................................................................................................. 27
INTRODUCTION
Faysal bank limited was made part of Pakistan’s public limited company on 3 rd October
1994 under the Companies Ordinance, 1984. Therefore, the shares of the bank are listed
on the Pakistan Stock exchange. Faysal bank has been carrying out banking facilities of
many types including Commercial, Retail, Corporate, and Islamic banking activities.
As of now, Faysal bank has widened its operational scale in more than 200 cities with a
number of at least 550 branches that include its 414 Islamic branches too. The net asset
worth of the bank is over PKR 601.974 billion that making its standing worthy in the
banking industry of Pakistan. The major corporate objective of the bank is to attain
leadership in offering banking products and services to the customers that truly comply
Faysal bank Limited was licensed as an official Commercial Bank in Pakistan by the
State Bank of Pakistan authorities (SBP). The bank has been working tirelessly to
convert its entire banking system inclusive of its branch network in into a fully
incorporated Islamic bank. This includes their conventional banking branches too; 141
branches in total.
The ownership of the bank is with shareholders; NIT, the general public, and other
Pakistani institutional bodies. Despite that, Ithmaar Bank of Bahrain is the major owner
business responsible to deal with customers daily. This report contains information for
Faysal bank based on the six parameters taught during class lectures and has an
1. Cultural analysis: what is the culture of an organization and its various types.
2. Workforce diversity and the company diversity policies: what diversity is and its
various kinds?
5. Leadership: basic leadership information. Big five personality traits and other
leadership theories.
The parameters are explained first with a theocratical approach and then
elaborated with respect to operations and culture prevailing in the Faysal bank
limited.
organization, the overall group norms, the values part of the organization’s practice
organization helps to differentiate an entity from another. Every entity has their core
values on the basis they have a culture and every practice reflect those values. There are
organization is. In short, how well an entity moves towards stable growth in all
Innovation: it defines how much an organization can take risks to bring about
advantage.
much are they willing to strive to get their tasks done just the way that it’s
needed to be executed.
fair with employees, keep their morals and development in mind when making
any decision.
Emphasis on the outcome: this defines how task-oriented an organization is
and how well do they bring about fruitful output instead of concerning over the
Faysal bank complies with certain values and codes of conduct in their operations.
Vision statement
Mission statement
customer care and employee focus at the heart of our business ethos together
The daily code of conduct is explained the eight core values of the organization
Threshold values
The organization function as a team. they cooperate within the functions and
collaborate between the functions to produce maximum synergy. And with both aspects,
At Faysal bank, customers, investors, and even the regulators are highly respected and
organization well.
The Faysal bank management ensures that they are experts in their field, with a proper
understanding of the banking services and ensuring compliance with the regulatory
obligations imposed.
Faysal bank is known for its reliability, credibility, and character. They ensure that they
bank’s activities reflect honesty, truth, and transparency in what they do and how they
do it.
Differentiating values
The culture in Faysal bank promotes enthusiasm in banking work to ensure that
customers are given what is best suited for them. They are even ready to go an extra
The management of Faysal bank reflects innovation in their working solutions to the
problem and are vigilant in promoting a culture that accepts and promotes
improvement along with modern procedure in the business operations. Making sure
that the change they bring about is original and not copied thus remaining a pioneer.
Responsiveness – our responsiveness, our strength
proactive and preempts the changes in their customer's needs and wants beforehand.
The culture of Faysal bank is take into account the likely concerns of their employees,
communities, customers, and the country too that sets them distinctive from all other
along.
DIVERSITY IN THE WORKFORCE AND
RELATED POLICIES
between employees working in an organization. These include but are not limited to
those related to race and ethnicity, religion, sexual orientation, etc. (Saxena, 2014). The
them are allotted to the first level- i.e., the surface level- of diversity.
principles, and work preferences among employees. These allow the employees in the
work environment to identify with those that share similar traits as them on a level that
the same based on one or more characteristics and treating them differently
related to jobs, social events, and networking, and excluding them when it
(iii) Mockery and insults: this refers to making jokes about or fun of people
referred to as “Pakis.”
evaluations based on their work. This means the capacity to perform physically
(i) Attracting, choosing, and maintaining employees who are respectful and
diverse.
are taught the legal basis for an equal employment opportunity and the
company takes place based on the guidelines and policies provided by the State Bank of
Pakistan. This means that all employees hired are done so based solely on their merit,
It was emphasized that factors such as religious and/ ethnic backgrounds are not
eliminated. This also means, concerning the course material studied, that lack of regard
for individuals’ religions allows for religious diversity within the organization, making it
more inclusive.
Moreover, Faysal Bank has recently started recruiting employees who are differently-
abled, or those with physical disabilities to further diversify the organizational culture
practices within the company as well, the bank has a special department, called the
behaviors towards one another, to once more prevent discrimination from occurring.
This department is also responsible for holding seminars, training sessions that include
on mutual respect, sensitivity, and tolerance towards one another. This is known as
diversity management.
MOTIVATION PROGRAMS IN THE
ORGANISATION
Motivation is a process that aids individuals in goal attainment through the processes of
Theories of motivation can be divided into two main groups: content and process
theories.
(i) Content theories: These provide explanations for how specific needs of
individuals and their fulfillment or lack thereof motivate them towards goal
needs fall into the categories of physiological, safety, love and belonging,
the individuals must be fulfilled to move to the next stage in the hierarchy,
stage, the individual experiences the urge to become the best version of
The second component of this, theory Y declares that workers enjoy work
liberty as well.
through this theory why job satisfaction does not result in improved
three main groups that can be acquired throughout their lives: The first
assigned tasks that require responsibility and the third is that for
and try to match rewards with the needs of employees such as their
(ii) On the other hand, the process theories of motivation focus on the actual
individuals. People make decisions based on how likely they are to succeed
and are dependent on the outcome. But for motivation to occur, the two
(b) Equity theory: Here, the primary concept that is emphasized is that workers
believe they should be rewarded according to their efforts and will compare
their rewards to those of their colleagues and those around them. Inputs are
rewarded, they are less likely to put in the effort as compared to when they
are sufficiently rewarded, which is why rewards and outcomes should mirror
employee inputs.
(c) Reinforcement theory: This theory argues that acts of punishment, reward,
and extinction can be used to alter behavior and implement the desired one.
In the case of a behavior a manager wishes more of, they will reward their
approve of, they will punish the employee by removing their days off from
work, for example. This will lead the employee to change their behavior and
behavior to be extinct.
(d) Locke’s goal-setting theory: this theory proposes five goal-setting principles
challenge, and feedback. All of these if borne in mind by managers, can help
In terms of motivation within Faysal Bank, the employees are kept motivated daily
through verbal appreciation expressed by their superiors were deemed fit for everyday
tasks. In the long run, however, the work and progress of each employee are closely
monitored and assessed by their respective managers designated for each department.
Apart from this, the KPI (key performance indicator) for all workers is kept in mind
when promotions are offered to star employees based on their exceptional and note-
the company policy, appraisals are offered on a yearly or quarterly basis when the bank
Bearing in mind the above, Maslow’s hierarchy of needs can be linked to the motivation
practices at Faysal Bank. As previously stated, the managers offer motivation in the
Being motivated at work through praise means that employees would feel safe and
secure concerning their employment, in the workplace. This falls in the second level of
Maslow’s hierarchy- called the safety level. This in turn means their esteem needs will
be met since they will be provided with encouragement for their work- this is the third
level of Maslow’s hierarchy. When these esteem needs are met too, the individual can
move to the next level of the hierarchy and finally attain self-actualization and reach
This highlights the importance of the motivation that is provided by managers in the
workplace.
Moreover, getting promotions and yearly appraisals and bonuses can motivate
Herzberg’s theory of motivation and called hygiene factors that are external factors
linked to the process theories of motivation. the expectancy theory, for example, states
that both internal and external factors work together to motivate employees. If
employees are encouraged by their superiors, they will feel self-confident and capable,
which will increase their self-esteem. These traits will be internalized and work with
external factors like bonuses and promotions to help employees work better.
The rewards in place, that is the appraisals and bonuses, will be the external factors
Similarly, the reinforcement theory implies that for people to learn or better themselves
at a certain behavior, rewards can be used. In the situation above, the rewards are in the
beliefs.
judgment.
formed.
Types of Attitudes:
2) Job Involvement: The individual has abilities so when they found a job related to
it their interest and then this interest is turned into a passion when you get the
right opportunities.
organization.
the firm
iii. Normative Commitment: The individual’s values and norms are aligned
contributions are valued and that the company is concerned for their well-being.
E.g. If the boss values, the feedback of employees and be concerned about the
positive criticism, feedback, good reward system, individual growth system are
of an individual.
Faysal bank employees are very much satisfied and are positive towards their job
bonuses. Every individual in the organization gets a chance to express their ideas and
have freedom of speech which gives an upper hand to employees this shows the firm is
committed to their employees. Regular feedback is also given with multiple chances of
Leadership:
As per the Big Five Model, leaders should have the following characteristics:
and stress
Charismatic Leaders: Such leaders who do use their persuasion skills to establish
employees. They have exceptional listening abilities. They are foresighted and
Transactional Leaders: These leaders define their objectives and set out a
strategy for achieving them. They use rewards to keep their workforce
motivated.
subordinates. They motivate them to work for the good of the company and
Somewhat, charismatic and transformational leadership styles are just the same.
decisions at right time. Managers of Faysal bank collaborated with their employees they
give timely feedback with a push of motivation. They also are very dependable, helping
enterprise alters the main factor of its organization which includes its culture,
strategies, technologies, structure, etc. Nevertheless, one thinks that organizations are
enduring systems in a converting and upgrading society. However, the fact is that
changes like switching their name which imposes an enormous impact on it.
through the satellite, networking, etc. Providing more comfort to the consumers.
Strategic Change
Structural Change Structural changes are the one’s adjustments made to the
organization's structure that would stalk from inner or outside elements and
Faysal bank provides a learning and development department which is for all workforce
departments including employees. It deals with all the innovative and technological
programs and conducts several sessions for employees to understand the organization’s
diversity.
‘With the belief in core Islamic Values of equality, Faysal Bank values diversity and
inclusivity as its primary driving force to become the employer of choice, where we hold
Organizational change
Characteristics
depending on their criteria and performance-based. The line manager sets the
bonus for all individuals working and if one’s not matching the work performed
up to the mark, he/she shall be excluded from the bonus list. In the Faysal bank if
you’re a permanent employee they won’t be providing any bonus but gives
special gestures such as dinners, lunches, etc. The organization also gives
organization. Though, sometimes the change in organizations fails due to the execution
stages. A study by Robert Half Management Resources shows that the failure occurs
transforming their business models to updating business systems and looking for ways
to enhance productivity. While change is never easy for a company, it’s even harder for
employees.”
Having common goals, working together in groups, organizing the same events, pushing
Pakistan. They aim to make all their Banks shariah-compliant and provide Islamic
banking services for those who prefer it, and currently, they are headed in the same
direction: 414 branches of their 550 branches are already those that provide Islamic
banking.
They are not only expanding in terms of their availability throughout Pakistan but also
aim to do so in terms of diversity within the organization. Their diversity policies aim to
limit any discrimination in the workplace and are in compliance with the guidelines
Moreover, Faysal Bank prides itself on its values that include respecting those within
What helps Faysal Bank stand out from its competitors- its differentiating values- are
Employees are driven and motivated to work give their best through bonuses and
promotions that the Bank offers to acknowledge the efforts of employees who work
with excellence.
The Learning and Development Department at Faysal Bank ensures that employees are
made aware of the latest changes that take place in the world of technology and
innovation, and are equipped to deal with them too. It is also responsible for holding
seminars and training sessions such as sensitivity training and information sessions
regarding diversity and tolerant and respectful attitudes and demeanor in the
workplace.
There are however some recommendations for Faysal Bank that could help them build
upon their success further, including globalizing their operations and diversifying their
strategies.
RECOMMENDATIONS
Faysal bank limited has undoubtedly outperformed itself to create the vision and
withstands on the grounds of values that ensure that customers are catered as the top
priority. This is the reason why the business reflects such an objective in catering to the
However, there are some aspects that the bank must cater to well for better growth.
They should speed up their conversion to a complete Islamic banking system from the
conventional one to lead in the banking industry of Pakistan as of now, meezan bank is
Furthermore, they should invest well in the marketing of the banking services via
They should try to globalize their operation and is the holding company of Ithmaar
bank, it will not be difficult to cater to overseas customers too. Since middle eastern
customers require reliable banking bodies that reflect the shariah rulings in their
transactional policies. This operational scale growth would benefit them in terms of