BANGLADESH INSTITUTE OF MANAGEMENT (BIM)

(Ministry of Industries)
4 Sobhanbag, Mirpur Road, Dhaka
www.bim.gov.bd

Post Graduate Diploma in Human Resource Management

(PGDHRM)

(Academic Year-2023)

Term Paper Proposal

On
Organizational Culture and it’s Influence on Employee Job
Satisfaction

Submitted to Submitted By
Aklima Zaman Md. Mohiuddin
Management Counsellor Roll: 23DH521
Consultancy & Productivity Division PGDHRM, Day Batch-I
Bangladesh Institute of Management (BIM)
 30th July, 201_

Table of Contents
1. Title of the Study:.........................................................................................................1
2. Background of the Organization:.................................................................................1
3. Importance of the study:...............................................................................................1
4. Objectives.....................................................................................................................2
Broader objective of the study.........................................................................................2
Specific objectives...........................................................................................................2
5. Scope of the study:.......................................................................................................3
6. Methodology:...............................................................................................................3
a. Phase- I.....................................................................................................................3
b. Phase- II:...................................................................................................................3
c. Phase-III: Data Collection Tools and Techniques:...................................................3
7. Activity Schedule:........................................................................................................4
 PROPOSAL

1. Title of the Study: Organizational Culture and it’s Influence on Employee Job
Satisfaction
2. Background of the Organization: Grameenphone Ltd. is a joint venture enterprise
between Telenor (55.8%), the largest telecommunications service provider in Norway with
mobile phone operations in 12 other countries, and Grameen Telecom Corporation (34.2%), a
non-profit organization of Bangladesh. The other 10% shares belong to general retail and
institutional investors. The technological expertise and managerial expertise of Telenor has
been instrumental in setting up such an international standard mobile phone operation in
Bangladesh. Being one of the pioneers in developing the GSM service in Europe, Telenor has
also helped to transfer this knowledge to the local employees over the years. 1Telenor is
emerging as one of the fastest growing providers of mobile communications services
worldwide with ownership interests in 12 mobile operators across Europe and Asia. Telenor
is organized into three business areas; Mobile operations covering 12 countries, and Fixed-
line and Broadcast services covering the Nordic region.

 The Telenor Group

 More than 150 million mobile subscribers worldwide
 Strong subscription growth, particularly in our Asian operations
 Listed as No.1 on Dow Jones Sustainability Index 2008
 Ranked as the world's seventh largest mobile operator
 Revenues 2007: NOK 105 billion
 Workforce 2007: 35 800 man-years
 Listed on the Oslo Stock Exchange, with headquarters in Norway

3. Importance of the study: Organizational culture is a system of shared assumptions,

values, and beliefs, which governs how people behave in organizations. These shared values
have a strong influence on the people in the organization and dictate how they dress, act, and
perform their jobs. Every organization develops and maintains a unique culture, which
provides guidelines and boundaries for the behavior of the members of the organization.
Every company has its own unique personality, just like people do. The unique personality of
an organization is referred to as its culture. In groups of people who work together,
organizational culture is an invisible but powerful force that influences the behavior of the
members of that group. Moreover, it also has a strong influence on employee’s job
satisfaction.2

Characteristics of Organizational Culture

1
http://m.grameenphone.com/about/corporate-information/ownership-structure
2
http://study.com/academy/lesson/what-is-organizational-culture-definition-characteristics.html

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The seven characteristics of organizational culture are:

1. Innovation and risk taking: The degree to which employees are encouraged to be
innovative and take risk.
2. Attention to detail: The degree to which employees are expected to exhibit precision,
analysis and attention to detail.
3. Outcome Orientation: The degree to which management focuses on results or outcomes
rather than on the techniques and processes used to achieve those outcomes.
4. People Orientation: The degree to which management decisions take into consideration
the effort of outcomes on people within the organization.
5. Team Orientation: The degree to which people are aggressive and competitive rather than
individuals.
6. Aggressiveness: The degree to which people are aggressive and competitive rather than
easygoing.
7. Stability: The degrees to which organizational activities emphasize maintain the status
quo in contrast to growth.3

The sustainability of organizational culture depends on how the organizations practice and
maintains their unique style. How it response towards changes over time? As it has a very strong
impact on employee job satisfaction; today it has become more competitive. It is also very
important as it is an invisible force with a very bold influence on employees’ performance and
job satisfaction.

As a Participant of BIM in the course of PGDHRM, we acquired knowledge in different types of

subject, which is actually theoretical knowledge in different types of subject, but it is an
opportunity to implement the theoretical knowledge in practical study. The main importance of
this study is to produce knowledge that can be applied outside a practical setting. The purpose of
the study is to apply the tools, techniques of research and knowledge of human resource
management.

4. Objectives

Broader objective of the study:

 To examine the impact of cultural practices on employees’ job satisfaction.

Specific objectives: The specific objective of the study will be:

 To understand and find out the relationship between organizational culture and
employee job satisfaction.
 To see Employees Perception towards organizational culture.
 To oversee the employee responsiveness towards their job environment

3
Robbins P. Stephen and Judge A, Timothy,"Ogranizational Culture",13th edition(2010-2011),pg. 585-586

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5. Scope of the study:

The study is specifically limited to organizational culture and employee job satisfaction. It is
discussing only a smaller side of organizational cultural influence. Through knowing the
relationship among these two areas it is possible to take necessary steps to retain the potential
employees. Job environment is an important factor behind organizations high turnover rate. This
study can facilitate the participants who have the intention to work in the same field and other
who are working in this sector. This can also be used as a reference in any relevant study in
future.

6. Methodology:

This term paper aims to study Organizational Culture and its influence on Employee Job
Satisfaction. Data will be collected through structured questionnaire, organization visit, group
discussion, personal interview. Data will collect from Customer Services Department,
Commercial Division of Grameenphone Ltd Dhaka. The reasons to choose this sector are that
they have a very strong and unique cultural practice. As it is a multinational company it has a
world class working environment. We will get a number of survey participants. We will get an
access to a huge collection of data to ensure more authentic statistical analysis.

a. Phase- I:
In the first phase theoretical study will be carried out to understand the organizational culture,
characteristics and its types, factors associated with employees’ job satisfaction, their
perspective regarding job environment and unique cultural practices.

b. Phase- II:
1. With the theoretical understanding some employees will be interviewed with selected
questionnaire to know their level of understanding of organizational culture and its
importance. The participants of this survey will be answering some close ended
questions. These arranged questions will automatically find out the satisfaction level of
the participants on their job.
2. After collecting their opinions through the questionnaire, some open ended questions will
be asked for own understanding of the surveyor. This will be followed by some formal
and informal discussions.

c. Phase-III: Data Collection Tools and Techniques:

Sampling:
For the convenience customer service department will be chosen. The cultural practice is same
for all the departments of Grameenphone Ltd.

Sample Size:
The sample size for the study will not be large one. The sample size will be 40 with
representation of the management and front line employees concerned.
Sampling Scheme:
Having fixed up sample extent, sample size and sample units, it will take 04 days to complete the
task of collection information.

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Source of Information:
Both primary and secondary data will be used to reach a convincing result;

a. Primary Data:
Primary data will be collected through Structured Questionnaire, Personal Interview and
group Discussion.

b. Secondary Data:
 Secondary data will be collected from the team leader of CS of the organization
by physical observation and record review.
 Official website of the company.

Data Processing Method:

Collected data will be coded and verified. Moreover data will be processed by making
consistency checking with the help of computer and relevant knowledge on the subject as well as
the knowledge and application of statistical tools. Some manual techniques will be applied during
the collection of opinion through the questionnaire.

7. Activity Schedule:

This study will be accomplish between November 23rd to 31st December 201_, the study
duration is six weeks- days=

ACTIVITIES 1st Week 2nd Week 3rd 4th 5th Week 6th
Week Week Week
LITERATURE 10
REVIEW
QUESTIONAIRRE
44
DESIGNING 44
PRETESTING OF
QUESTIONNNAIRE 3
(correction if any)
DATA
COLLECTION 4
DATA ANALYSIS
10
REPORT WRITING
6
PRINTING & 4
SUBMISSION
da
ACTION BY THE SUPERVISOR: Approved __________
Disapproved __________
Approved with Revision __________

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Introduction: Existing healthcare organizations are expanding by opening
hospitals in new service areas and new organizations entering with state of
art equipment’s, latest technology and marketing strategies. Consequently,
competition in the healthcare sector is on the rise. Increased incomes and
awareness levels are driving the customers to seek quality healthcare. The
providers in turn need to be more innovative in their approach and offer
quality services at competitive price. All this necessitate the systematic
Human resource Management by trained and professional managers and
administrators. To ensure the proper customer satisfaction, the hospital
management has to employ the right people in right place. Prior to this a
detailed job Analysis is almost essential. With Job Descriptions and a
sophisticated Job Evaluation system, management will be able to recruit and
determine pay levels better, determine the types of training the hospital staff
should go on and have a basis to appraise them. Job Descriptions furnished
by business units are current and accurate so that the Job Evaluation exercise
will produce the desired outcome. With proper Job documentation, HR will
be able to integrate their initiatives towards the personal and career
development of employees. Greater organizational efficiency can be
expected when everyone is clear about their roles, responsibilities, and
accountabilities to the Company

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Organization Profile: The Ibn Sina Trust started its journey in June 1980 with a
noble vision “To serve the humanity”. The trust has agreed upon to provide healthcare
service to the people of Bangladesh at affordable cost. At the early of its commencement,
few dedicated social workers of Bangladesh came together and had been united with a
strong determination to serve people of the country, the compatriots. That ambition was
materialized in the form of “The Ibn Sina Trust”.
At the time of launching, the trust was an institute of 13 employees including Physicians,
Technical and Administrative staffs. Over the period of time, by the grace of almighty
Allah Subhanahu Wa Tala, the Ibn Sina Trust is now a name of ‘TRUST’ in the sector of
health care in Bangladesh and is one of the largest health service provider in South
Asia.The trust is now serving the people of Bangladesh by providing health facilities
through a reputed Medical College, a renowned Nursing Institute, a specialized hospital
with 300 beds along with other two general hospitals consist of 300 and 50 beds. Besides,
the Ibn Sina Trust is more famous in the sector of diagnosis and investigation. It is an
ISO certified organization and has one of the equipped laboratories of the country.The
laboratory and imaging reports of Ibn Sina Diagnostic centers are well accepted in
Singapore General Hospital, Mount Elizabeth Hospital Singapore, Bumrungrad
International Hospital Thailand and other reputed hospitals of Asia. It has been possible
because of using latest analyzer and imaging machineries of medical science in Ibn Sina
Diagnostic Centers. Well educated and the most experienced reporting consultants are
working hard here to verify the reports.It is our pride to mention that our consultants have
authority on their respective area of expertise with European and North American
degrees. The Ibn Sina Trust is enthusiastic to introduce the latest inventions of medical
science of Germany, Europe and North America. Our laboratory has 3 Tesla with
Biometric MRI, 128 slice CT scan machine and other latest imaging and laboratory
machineries. It won’t be excess to mention that we have introduced these machines well
ahead of other countries of South Asia. World famous Siemens-Germany, General
Electronic-USA, Olympus Japan, Kiazon Japan, Nihonkoden Japan, and Fuji Japan are
our proud suppliers.

The HRM audit provides a means for managers to evaluate their firms' HRM practices
and to assess how these HRM activities are contributing to their organizational
objectives. The results obtained serves to encourage managers to develop a strategic
approach to managing

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Recommendations: HR practices in health care aims at achieving utmost utilization
of potential human resources through excellence in individual and organizational
performance. It is of high relevance to the hospitals in order to survive in the competitive
market. After completing data analysis, I have come up with some suggestions which Ibn
Sina Hospital can use for their advancement. IBN SINA Hospital should restructure their
salary & other benefits They should increase leave facility The compensation package in
IBN SINA Hospital is not as much as attractive. So they should restructure their
compensation package IBN SINA Hospital should improve their promotional process As
there is competency gap in employees of IBN SINA Hospital, that’s why they should
increase employee training and other development programs to develop employee’s skill.
Employee should maintain a positive attitude with coworkers and as well as with
management and with others departments. Tactful discipline is required in order to
implement sound human resource management system The skill set should be the
minimum what is required for the proper functioning of the position.

Conclusion: Hospital industry possesses a vast growing potential in Bangladesh

business sector. Corporate Hospital is a relatively new entrant to this private dominated
industry. Severe competition in the market compelled the hospitals to strive for survival.
As a consequence the idea of health care HRM emerged. IBN SINA hospitals Dhaka,
though it is a small venture compared to the large potential market, has proved its
competence and secured a prominent place in the health care scenario of Bangladesh as
well as the learning paradise especially for the HR practitioner. The success of a hospital
is largely determined by its management ability to lead the human resource in most
productive manner. Hence the recommendations are to give conscious efforts to rectify
the defects in HR practices and to make the HR department performance oriented in order
to attain better results. The study identifies that apart from the HR department the whole
organization is responsible to set up the prescribed practice. It is highly appreciable what
the HR department has done so far. But there is unlimited scope of development which is
still remained untouched. We will need to attain that extent of progression, pave the way
of further development. We can incorporate those components for provide more
comprehensive service measurement plan in health care.

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