REPORT: SANA SAFINAZ

Table of Contents
Introduction.........................................................................................................................................3
History..................................................................................................................................................3
How would you partition work?.........................................................................................................3
Order passing:.....................................................................................................................................4
In case you've submitted something and couldn't satisfy it then, at that point, ensure that you give
significance to the client. Client disappointment has extensive impacts on your...................................4
Quality:.................................................................................................................................................4
Prerequisite:.........................................................................................................................................4
Advancements And Job Section:........................................................................................................5
Workers' Old-Age Benefits Institution:.............................................................................................5
Inspiration and motivation:................................................................................................................5
Efficiency:............................................................................................................................................5
Significance Of Data:..........................................................................................................................5
Activities on Quality Sana safinaz......................................................................................................6
For a Better Working Environment...................................................................................................6
Occupational Safety.............................................................................................................................6
Compliance..........................................................................................................................................6
Staff Skill Development & Motivation:..............................................................................................7
HUMAN RESOURCE........................................................................................................................7
Training and Development:................................................................................................................7
Labor and Management Relations:....................................................................................................7
Corporate Governance........................................................................................................................7
Business Risk Management System...................................................................................................8
Quality Management system (QMS):.................................................................................................8
Environmental Management system (EMS):....................................................................................8
Occupational Health and Safety Management System (OHSAS):...................................................9
Sana Safinaz is.......................................................................................................................................9
Goals:....................................................................................................................................................9
Contemporary issues:..........................................................................................................................9
Developing plans:................................................................................................................................9
International market:........................................................................................................................10
Communicating effectively with customers:....................................................................................10
INFORMATION TECHNOLOGY:................................................................................................10
FORMAL & INFORMAL COMMUNICATION:.........................................................................10
BARRIERS TO EFFECTIVE COMMUNICATION:....................................................................11
Work Specialization:.........................................................................................................................11
Chain of command:...........................................................................................................................11
Unity of command:............................................................................................................................12
Formalization:...................................................................................................................................12
Mechanistic Organizations:..............................................................................................................12
Compressed workweek:....................................................................................................................12
GROUPS AND GROUP DEVELOPMENT:..................................................................................12
TYPES OF GROUPS:.......................................................................................................................12
STAGES OF GROUP DEVELOPMENT:......................................................................................13
WORK GROUP PERFORMANCE AND SATISFACTION:.......................................................13
GROUP STRUCTURE:....................................................................................................................14
Maslow’s hierarchy of needs.............................................................................................................16
MCGREGOR’S THEORY X AND THEORY Y............................................................................17
HERZBERG’S TWO FACTOR THEORY.....................................................................................18
McClelland's Theory.........................................................................................................................18
Introduction
Sana Safinaz is part of SSFR (PVT.) LIMITED. Established in 1989 Sana Safinaz, founded
by Sana Hashwani and Safinaz Muneer, is an established fashion label and one of the most
prestigious and diversified in Pakistan. 
Sana Safinaz are true innovators and trailblazers in all their business and creative endeavors
and have set the bar high for the business of fashion in Pakistan. Apparel collections include
but are not limited to Pret, Diffusion and Bridal Couture lines. Included on the apparel side is
the brand’s latest venture in retail. 
They are the only premier luxury retailer offering elegant ready-to-wear & fashion fabrics,
tastefully printed and embroidered along with avant-garde silhouettes for the modern woman.
A chain of Sana Safinaz retail outlets opened in 2013 across Pakistan providing the latest in
trendy and contemporary ready to wear clothing of both western and eastern aesthetic as well
as unstitched designs, accessories and footwear.

History
Sana Safinaz was founded by Sana Hash and Safinaz Muneer in 1989 with seed investment
of a few thousand rupees.
In 2014, they celebrated their Silver Jubilee on completion of 25 years of their retailing
history. In 2021, "Mahay" collection, broke all records ever made in fashion industry with
ever highest sales worldwide. Article 16 A/B and 6A/B became bestsellers.
Sana Safinaz is an eminent clothing brand worked quite a long time back by Safinaz Munir
and Sana Hashwani. Today it has in excess of 30 retail locations all over Pakistan. These 2
architects made this brand well known with their persistent effort and devotion.
Consistently they concoct new plans as per the current design. It produces sewed, un-sewed,
Formal, casual dresses and is giving extreme rivalry to the contenders. They likewise do
worldwide transportation, because of which they have acquired tremendous names globally
as well. The primary branch is in Karachi.

How would you partition work?

We interviewed Sana Safinaz branch senior manager Maqbool and Hashmat.,it depends that
the individual ought to be identified with that particular leave. Once in a while do individuals
pick things. An individual having a place in another field can't deal with the undertaking
you're allotting him,Assuming that an individual is an advertising expert he was unable to
deal with the administration or the sales.
Order passing:

President delicates the work to the GM. It relies upon the undertaking and the work required.
It relies on the check and equilibrium you're keeping up within your organization. Sana
safinaz executes an aiding climate and acknowledges great and new changes on the lookout.

Level of discipline:
Discipline is essential and is an absolute necessity. employees are well disciplined and
trained. Deals during busy times get high. Deals are not equivalent consistently. The
administrator let us know that accomplishment isn't significant yet the nature of work is. For
instance, productivity is focused on the organization first. The spines of the organization are
the deals and the promoting division.

Situational Approach:
In case you've submitted something and couldn't satisfy it then, at that point, ensure that you
give significance to the client. Client disappointment has extensive impacts on your

business since clients won't disparage brands that they don't confide in. More than
influencing your deals and income, client disappointment can likewise prompt helpless
brand notoriety which affects your image. Contenders are there on the lookout.

Quality:

The GM let us know that they aren't answerable for the quality and surfaces. These works are
dealt with by the producers. The principally producing office keeps up with the quality,
Crafted by the advertising and sales reps is just to fulfils the clients. They are answerable for
managing them from that point to the last.

Prerequisite:

Least experience, client dealing with, and graduation. Savvy managers utilize an
application for a business that is finished up by each possibility for a specific work. Bosses
overall utilize the application to assemble reliable information about imminent workers.
Advancements And Job Section:
An arrangement letter is sufficient. At the point when a worker advances to a place that is
arranged at a more significant pay grade, or in specific conditions, an affirmation of huge
more prominent obligations inside a similar grade.

Workers' Old-Age Benefits Institution:

About EOBI. A commitment equivalent to 5% of least wages must be paid by the

Employers of the relative multitude of Industrial and Commercial Organizations where the
EOB act is pertinent. Commitment is equivalent to 1% of least wages by the representatives
of said Organizations.

Inspiration and motivation:

Orchestrate to parties and speak with the workers. Worker correspondence is crucial for the
well-being and strength of an organization. It spurs them to serve best and to work
considerably more difficult to keep up with the standing and class of the firm. Without it,
chiefs would not have the option to appropriately lead the workers they oversee. The more
viably a business can execute a worker correspondence methodology, the more effective it
will be.

Efficiency:
Efficiency is critical to an organization's benefit and long-haul achievement. It estimates how
much yield an organization can deliver from assets like work, capital, or unrefined
substances. On the off chance that an organization works on its usefulness, it can produce
additional yield from its assets

Significance Of Data:

Data helps you understand and improve business processes so you can reduce wasted money
and time. Every company feels the effects of waste. It depletes resources, squanders time, and
ultimately impacts the bottom line. For example, bad advertising decisions can be one of the
greatest wastes of resources in a company.
Annual Report Data:

Activities on Quality Sana safinaz

Group will develop and produce high quality products which customers can use in relief and
will provide after-sales services considering customers’ safety and security with first
priority. If by any chance a quality related problem occurs, Safinaz Group will devote its
sincere efforts to react on customer’s voice, grasp the problem at an early stage and take
measures with thorough investigation into the causes so that the customer can continue
using Sana Safinaz products in relief.
 We will never neglect any quality related problem on our product that
may affect our customers’ safety or security, noticed during development,
production or after-sales service.
 We will never lead to a conclusion in our own favour when reacting to
indications from our customers related to the quality on our products.
 We will treat aforesaid quality related problems and customers’
 indications on quality with utmost sincerity, and will devote our best
efforts not to spoil customers’ trust.

For a Better Working Environment

Respect for Human Rights
Safinaz Group will be aware of international norms on human rights and respect fundamental
human rights concerning laws in each country or region.
by providing the worker with just and favorable conditions of work, in particular to safe
working conditions, the right to form trade unions, and the right freely to choose and accept
work.

Occupational Safety

 We will strictly obey rules related to safety so that we can maintain safe
workplace and prevent occurrence of occupational injury.
 We will immediately report to our supervisors for improvement when we notice
any problem related to safety at our workplace.
Compliance
While Sana Safinaz Group acknowledges the existence of difference in laws related to
competition such as Antitrust Law and laws related to fair trading by each country or region,
Sana safinaz Group will grasp the difference and carry out training on employees to observe
laws and societal norms in their respective countries and regions.
We will observe the content of the guidance and training provided by the
company on laws and societal norms.

Staff Skill Development & Motivation:

Employee development refers to initiatives taken by organizations to constantly enhance their
employees' skills and upgrade their existing knowledge with time. Employees as a result of
trainings can deliver their level best and contribute more effectively towards the organization.

HUMAN RESOURCE
The company’s employees are not only part of the Sana Safinaz Family but are also
considered the backbone of the Company’s efforts in achieving and maintaining the highest
standards of productivity, work ethics, and a conducive environment. The company is
committed to providing an environment that facilitates the employees in performing to their
maximum potential while maintaining the required amount of work-life balance.

Training and Development:

The company strives to provide its employees with inspiring training and education
experiences that broaden and enhance skills and uncover new concepts and ideas. During the
COVID-19 pandemic, the company continued efforts to equip & upskill employees through
enriching their Learning & Development portfolio. HR Department added LinkedlnLearning
through which employees can access a wide range of renowned e-trainings from anywhere &
at any time.
 
 
 

Labor and Management Relations:

At Sana 
Safinaz, Labor-Management relations 
aim to protect 
the interests of labor and management, hence strong and cordial relations between labor and
management are considered as key for a conducive environment and essential for moving
towards for achievement of desired goals.
 
 
Corporate Governance
This statement is being presented by complying with the code of corporate governance
(CCG)contain under the rule book Pakistan stock exchange limited to establish a framework
of good governance, Directors are pleased to state as follows:
 The company has prepared a “code of conduct” and ensured that appropriate steps have
been taken to disseminate it throughout the company along with its supporting policies and
procedures.
 
 No casual Vacancy occurred on the board during the year
 
 The board has developed a vision/mission statement overall corporate strategy and
significant policies of a company.
 
 
o There are no doubts about the Company’s ability to continue as a going
concern.
o An appropriate whistleblower protection mechanism is in place.
o The company places priority on the safety and health of its employees.
Provide proper medical cover and carry out periodical medical screening of
employees.
o There has been no material departure from the best practices of corporate
governance, as detailed in the listing regulations.

Business Risk Management System

A formal risk management framework is in place to assess the risks faced in the context of
the broader political, operational, and macroeconomic environment. The risk management
system identifies risks related to broader business operations. The purpose of risk
management is to make informed decisions regarding risks and have processes in place to
effectively manage and respond to risks in pursuit of a Company’s objectives by maximizing
opportunities and minimizing adverse effects.
 
 
 

Quality Management system (QMS):

Sana Safinaz Quality Systems is a leading certification, training, auditing, assessment &
consultancy providing company with having clients in Pakistan, the United Kingdom,
Bahrain, UAE & Saudi Arabia. We have been working in a wide variety of businesses, in
both private & public and Industry & Services sectors and also working as a BDSP with
doner agencies funded projects for the development of SMEs as well as developing the
supply chain of international retailers and brands. This means we have the knowledge and
experience to provide your organization with a bespoke service that supports your specific
business strategy as well as the exact demands of your customers and other stakeholders. We
give the clients what exactly they ask for.
 
 
 

Environmental Management system (EMS):

Sana Safinaz is committed to improve environment by Increasing Environmental
responsibilities on part of the management to comply with environment protection and
pollution control legislations and escalating environmental compliance and remediation costs,
has created a need for effective Environmental Management System (EMS).The focus of
EMS is to conserve input resources and to protect the environment.

Occupational Health and Safety Management System (OHSAS): 

Sana Safinaz is committed to provide a system that helps in eliminating unsafe & unhealthy
work conditions. Hazard identifications and risk assessment are being performed, reviewed
and all necessary preventive measures are taken to minimize the accidents. The purpose of
the Occupational Health & Safety management system is to focus on the employees’ Safety
and Health at workplace and ensure the best.

Goals:
Pakistan, known for its expansive mountain ranges, fast fashion exports, and top-notch carpet
weavers, is hardly the first place that comes to mind when it comes to high fashion. Turning
to the power of digital, Sana Safinaz used Google ads to drive more traffic to its website—
and it worked.“We just love what we do," says Sana Hashwani, as she sits down with a cup
of black coffee. "Every day we have so many new goals and so many new challenges and so
many new avenues we keep embarking on. So, you know, everything excites you."
 

Contemporary issues: 
While these objections are not without substance, the criticisms are levied onto their
campaign. This is not the first time Sana Safinaz has been criticized for its poor choice of
campaigns. In 2012, the brand was criticized for a ‘poverty chic’ campaign that established
similar visuals, laden with problematic class and power dynamics, between glammed-up
models and train coolies.
Sana Safinaz has recently come under fire for an alleged racist campaign following the
launch of its 2018 Spring-Summer collection.
Developing plans:
Sana Hashwani, spokesperson for the design house Sana Safinaz, claims that fashion weeks
are a valuable opportunity for young designers who do not have the market reach as
advertising is very expensive. This platform allows them to get exposure through media,
facilitating buyers all over the country to view their designs. Fashion weeks also give senior
designers a chance to showcase their seasonal trends encouraging buyers viewing these
shows to book orders on the current season’s collections.
 
 

International market:
The fashion house has signed up with a textile mill in India, and further, down the road,
Hashwani says she would like to see their studios open in the East and possibly even the Far
East. In efforts of supporting indigenous crafts, Sana Safinaz is working towards reviving
chikankari in their future collections.

Communicating effectively with customers:

Sana Safinaz communicates effectively with the customers and with the help of loyalty
programs they maintain their organization in touch with their customers and keep their
relations friendly and positive with their customers so that their customers will keep
interacting with their organization in any required things Their delivering of service is great
for customers that will also help their customers to maintain interaction with them. Overall
they have a professional strong service culture in their organization, which is the major part
of the success of their organization. 

INFORMATION TECHNOLOGY:
IT is also the major sector in any organization nowadays. Sana Safinaz has also a very
professional and developed IT system. It helps the organization to build the records and
performances of their employees to test their abilities more accurately and decisively. It also
helps a lot in a way for making decisions in any kind of work. It helps Sana Safinaz to share
the latest and vast kind of information with their employees and customers, which will help in
decision making. This sector also helps the organization to maintain effectiveness and
efficiency in their decisions in any kind of works. It creates vast decision-making and works
in Sana Safinaz. 
FORMAL & INFORMAL COMMUNICATION:
Sana Safinaz following both the formal and informal communication network they are always
trying to communicate formally and informally with their customers. Sana Safinaz is always
eager to introduce faster and innovations to their brand and products. Sana Safinaz follows
these communication types successfully so that’s why they have good customers
communication relations.

There are different levels and types of communication i.e. downward communication, upward
communication, horizontal communication, and diagonal communication. Sana Safinaz
follows and implements all these types of communication for a successful organization. Sana
Safinaz implements communication that are flowing from manager level to employee level.
They also direct and coordinate employees. This type of communication is called downward
communication. They also implement the communication type that flows from employee
level to managers level to keep aware of employee needs and their necessities and can also
view them about what can be improved and also helpful in build climate of trust and belief.
This type of communication is called upward communication. Similarly, Sana Safinaz also
follows and implements the communication type that surrounds the employees in the
organization to save time and to more facilitate the coordination in the organization. This
type of communication is called Horizontal communication. Sana Safinaz also follows the
communication which cuts across the organization levels and work level to the interest of
efficiency and speed. This type of communication is called Diagonal communication. 

Overall Sana Safinaz implemented successfully these communication types and networking
that’s is the major reason behind the successful running of the organization. Sana Safinaz is
the major brand of the world because of all these
communication networks and relations. 

BARRIERS TO EFFECTIVE COMMUNICATION:

Sana Safinaz following and implementing also these types of communication barriers to stay
connected and maintain their communication effectively and efficiently. They are
professionally managing different kinds such as emotions, working loads, natural cultures,
language, and other kinds of barriers effectively by the proper management system and
implementing successfully and permanently across the organization and through the people
of the organization. This is also the major reason for the success of Sana Safinaz among the
different brands worldwide. Overall Sana Safinaz follows these types of barriers. 

Work Specialization:
It is also known as the “division of labor”. Mr. Hashmat told us that their employees are
given jobs according to their appearance which they can do more efficiently.
Chain of command:
Sana Safinaz’s chain of command relies on the upper level to the lower level of the
organization, because it helps employees with questions such as “Who do I report to” or
“Who do I go to if I have a problem?”

Unity of command:
They have a unity of command which means that a person should report to only one person.
Without it, conflicting demands from multiple bosses may create problems.
Span of Control:
 When job positions are not properly designed, a confusing situation might emerge where a
person has two or more bosses. This is important to avoid since it creates conflicts within the
structure and guidelines become unclear for the subordinate. A clear definition of the span of
control allows the manager to plan, organize and divide the workload among his team
according to his work method, assigning each team member the duties he thinks they are
capable to handle, according to their skills,

Formalization: 
It is a highly formalized organization, there are explicit job descriptions and clearly defined
procedures covering the work process. Employees have little discretion over what’s done
when it’s done and how it’s done.

Mechanistic Organizations:
Sana safinaz is a mechanistic organization, it is the result of all combining the six elements of
the structure. 

Compressed workweek:
Mr. Hashmat told us that their employees work longer hours per day but fewer days per
week.

GROUPS AND GROUP DEVELOPMENT: 

Group means two or more interacting and interdependent individuals who come together to
achieve particular objectives and Group Development means, forming the association of
people to work as a group and direct their actions towards the accomplishment of a common
goal. In Sana Safinaz we met Mr. Hashmat who told us about the company’s groups and
teams and how they manage it. 
        

TYPES OF GROUPS:

1. FORMAL GROUP:
        A formal group is a collection of persons, who came together for achieving a specified
goal. In Sana Safinaz employees are divided into groups to get work done efficiently.

1. INFORMAL GROUP:
An informal group is not organizationally determined or influenced and usually formed by
the members themselves in response to the need for social contact. Sana Safinaz allows staff
to get along so they can coordinate with each other on their level of understanding.

STAGES OF GROUP DEVELOPMENT:

1. FORMING STAGE:
The first stage is forming, In Sana Safinaz, members within the team first come together to
meet. It can be considered the period of orientation when everyone is getting to know one
another and becoming acquainted.

 
1. STORMING STAGE:
According to Mr. Hashmat Stage two of five is considered the most critical but also the most
difficult to go through. It can be riddled with conflict as the individual personalities and work
styles clash within the team.

1. NORMING STAGE
During the Norming stage, in Sana Safinaz members shift their energy to the team's goals and
show an increase in productivity, in both individual and collective work. The team may find
that this is an appropriate time for an evaluation of team processes and productivity.

 PERFORMING STAGE: In the performing stage, it's time for the group to get things done.
Members are motivated to work together as a cohesive group and they find ways to solve
lingering or new disagreements. In this stage, group morale and loyalty are high, and the
group is characterized by trust, experience, intimacy, and competence.
1. ADJOURNING STAGE:
the adjourning stage is the fifth, and final, stage of group development that occurs when a
group wraps up its work and then dissolves. At this time, it is important for members of the
team to get appropriate closure as well as recognition for the work they accomplished.
WORK GROUP PERFORMANCE AND SATISFACTION:
GROUP MEMBER RESOURCES:
The knowledge, skills, and abilities of its individual members plays an important role in
determining the group’s success and their ability to achieve set targets effectively and in
synergistic manner. They comprise of conflict management and resolution skills,
collaborative problem solving abilities, and effective communication skills.

GROUP STRUCTURE:
1. ROLES:
In Sana Safinaz Groups are restricted by rules. These rules originate through a common
understanding of all members or through imposition by an authority.

1. NORMS:
Norms stand for what the group sees as normal behavior. These are generally not formally
expressed. They are simply understood or intuitive by all members.

1. CONFORMITY:
Members of a group are unique individuals. As members of the group, they are required to
conform to rules, common understanding (norms), and the expressed values or interests of the
group.

1. STATUS SYSTEM:
Formal and informal groups have internal status systems. This means that individual
members assume or achieve levels of authority, respect, and influence within the group. This
creates an informal status system that may be completely separate and unique from any
formal hierarchical levels.

1.  GROUP SIZE: 
When groups are part of an organization, the size of the group is dictated by the demands of
the task or situation to be addressed by the group.

1. COHESIVENESS:
Group members naturally form personal bonds with other members. Cohesiveness relates to
the extent to which members are collectively bound by loyalty and duty to other members of
the group.

1. LEADERSHIP:
Leadership in business is the capacity of a company's management to set and achieve
challenging goals, take fast and decisive action when needed, outperform the competition,
and inspire others to perform at the highest level they can.
  GROUP DECISION MAKING:
Group decision making is a type of participatory process in which multiple individuals acting
collectively, analyze problems or situations, consider and evaluate alternative courses of
action, and select from among the alternatives a solution or solutions.

 CONFLICT MANAGEMENT:
Conflict management is the practice of being able to identify and handle conflicts sensibly,
fairly, and efficiently. Since conflicts in a business are a natural part of the workplace, it is
important that there are people who understand conflicts and know how to resolve them. This
is important in today's market more than ever. Everyone is striving to show how valuable
they are to the company they work for and at times, this can lead to disputes with other
members of the team.

 GROUP TASKS:
The impact that group processes have on group performance and member satisfaction is
modified by the task the group is doing. In Sana Safinaz the group leader creates team task
lists to capture tasks that need to be completed by group member. Any member working that
day can complete the tasks or specific tasks can be assigned to a member

 TURNING GROUPS INTO EFFECTIVE TEAMS:

A team consists of people who depend on each other to achieve a common goal. People in a
team DONT need to share the same skills. Teams and Groups can contribute a lot to
organizational effectiveness. In fact, the grouping of people into teams by an organization can
greatly improve the effectiveness of an organization. Sana Safinaz are using team-based
structures because they’ve found that teams are more flexible and responsive to changing
events than are traditional departments or other permanent work groups.

 DIFFERENCE BETWEEN GROUP AND TEAM:

Nowadays, group or team concept is adopted by the organization, to accomplish various
client projects. When two or more individuals are classed together either by the organization
or out of social needs, it is known as a group. On the other hand, a team is the collection of
people, who are linked together to achieve a common objective. Sana Safinaz applies the
same strategy to get work done on time and become more efficient.

 CONTEMPRORY CHALLENGES IN MANAGING TEAMS:

MANAGING GLOBAL TEAMS:
Sana Safinaz is a large organization and provide shipping globally according to Mr. Hashmat
Global teams often consist of employees who work remotely across different countries and
time zones to maintain clear lines of communication and make contributors outside the office
feel valued, it’s critical to hold regular meetings with them. Sana Safinaz makes employees
feel like they’re part of the team by instilling a spirit of shared purpose. Sana Safinaz take
advantage of the variety of tools and technologies that are at your disposal. Sana Safinaz 
Maslow’s hierarchy of needs
Maslow's theory depicts a pyramid-shaped hierarchy of requirements, with fundamental
needs at the bottom and more high-level, intangible needs at the top. When a person's
fundamental needs have been met, he or she can move on to addressing higher-level
requirements.

Physiological requirements:
Physiological requirements are the first of Maslow's hierarchy's id-driven bottom demands.
Food and water, enough rest, clothes and shelter, general health, and reproduction are among
the most fundamental human survival needs. These basic physiological demands, according
to Maslow, must be met before people may progress to the next stage of satisfaction.
When we inquired about how it is applied in the firm, he said, "It is implemented in the
company." Sir Hashmat, the branch manager, responded that the organisation meets the
Physiological needs of its employees in accordance with its qualifications and skills.
Furthermore, the organisation guarantees that employees are paid enough to meet their
fundamental necessities.

Safety requirements
Safety requirements are next on the list of lower-level requirements. Protection against
assault and theft, mental stability and well-being, health security, and financial security are all
important aspects of safety.
Sana Safinaz guarantees that their employees receive incentives, security deposits, and
insurances from the corporation and third-party companies in order to implement it.

Needs for love and belonging include:

The third level of Maslow's hierarchy, social needs, are concerned with human connection
and are the last of the so-called lower requirements. Friendships and family bonds—both
biological and chosen family (parents, siblings, children)—are among these requirements
(spouses and partners). In order to achieve a sense of enhanced kinship, physical and
emotional closeness, ranging from sexual partnerships to intimate emotional attachments, is
necessary. Membership in social groupings, from belonging to a team of employees to
forming an identity in a union, club, or group of hobbyists, also contributes to satisfying this
requirement.
Sir Hashmat informed us that the firm holds seminars and workshops on how to connect,
engage, and create high-quality relationships with one another in order to put the plan into
action.
Needs for esteem:
The higher needs, starting with esteem, are ego-driven. Self-respect (the notion that you are
valued and deserving of dignity) and self-esteem are the two most important components of
esteem (confidence in your potential for personal growth and accomplishments). Self-esteem
may be divided into two sorts, according to Maslow: esteem based on others' respect and
acknowledgement, and esteem based on your own self-assessment. This form of self-esteem
gives rise to self-assurance and independence.
We inquired as to how it was implemented. Sir Hashmat said that the organisation recognises
and applauds the outstanding achievements of its staff. Furthermore, if the employee did not
do adequately, they would not publicly humiliate him.

Self-actualization requirements:
Self-actualization refers to realising one's full potential as a human. Self-actualization needs,
also known as self-fulfillment needs, are at the top of Maslow's pyramid. Education, skill
development—the honing of abilities in fields like music, athletics, design, cuisine, and
gardening—caring for others, and bigger ambitions like learning a new language, travelling
to new places, and winning prizes are all examples of self-actualization requirements.
Sana Safinaz encourages its staff to participate in workshops and seminars to help them
realise their true self. It also encourages employees to try different things so they may learn
what's healthy for them and what's not.

MCGREGOR’S THEORY X AND THEORY Y

Theory X supervisors have a gloomy attitude toward their employees, assuming that they are
innately uninspired and detest their jobs. Organizations that use a Theory X strategy,
according to McGregor, tend to have numerous layers of managers and supervisors to
supervise and guide personnel. As a result, they believe that team members must be
continually reminded, rewarded, or penalized to perform their jobs.
Managers are more authoritarian and interfere more frequently to ensure that tasks are
completed.

Theory Y managers have a good attitude toward their employees and employ a decentralised,
participatory management style. Employees at Theory Y firms are also given regular
opportunities for advancement. Managers push employees to enhance their abilities and
recommend improvements as they take on more responsibility. Consider employment to be
both rewarding and demanding. Workers are happy to work on their own initiative, according
to this management style.
This motivates managers and their team members to work together more collaboratively and
trustingly. Appraisals are held on a regular basis, but they are intended to foster open
dialogue rather than to manage employees, as they are in Theory X businesses. Solve
challenges in a unique and inventive manner. They take pride in owning their work. Seek and
take responsibility, and require some guidance.

Sir Hashmat told us tthat Sana Safinaz by defaiult implement theory Y but in some cases it
implements theory X also. The copany believes that hiring ambitious and disciplined
employess would more beneficuial. Because it will require less investment of time and
recourses.
Despite the fact that Theory X management has generally gone out of favour in recent years,
the Company may discover that adopting it is necessary owing to the vast number of people
they employ and the tight deadlines they must fulfil.

HERZBERG’S TWO FACTOR THEORY

Motivating Factors

The presence of motivators causes employees to work harder. They are found within the
actual job itself.

Hygiene Factors
The absence of hygiene factors will cause employees to work less hard. Hygiene factors are
not present in the actual job itself but surround the job.
According to Sir Hashmat, the firm strives to establish a balance between the two criteria.
Employees are supplied with good policies, competent supervision, pleasant working
conditions, remuneration, and security in order to fully satisfy their needs.

McClelland's Theory
According to McClelland's Human Motivation Theory, each individual is driven by one of
three basic motivators: the desire for accomplishment, affiliation, or power. These motivators
do not come naturally to us; we acquire them as a result of our culture and life experiences.
Achievers like solving challenges and achieving their objectives. Those who have a strong
desire for connection don't want to stand out or take risks, and they place a high importance
on relationships. Those with a high power motivator like being in charge and controlling
others.
When we inquired about the situation, he said, "It's impended." He stated that the
organisation takes this into account when employing new personnel. The employee is then
placed according to his or her motivational requirements.

Our Team