[Organizational Behavior Report]

Muhammad Jalaluddin 27571

Ahmed Yar Khan 28106

Faeez Khan

[Organizational Behavior]

[Shagufta Rafi]

[Date]
HISTORY OF NICVD:

The company that we have chosen is NICVD which emerge from

the small central heart clinic in ward 10 of Jinnah postgraduate
medical center (JPMC) in 1956. NICVD has been the heart care
provider for all the Pakistanis for over 50 years. With the
support and help of the government of Pakistan, the NICVD
became a fully functional tertiary cardiac care center on 14
august 1971. For 8 years the NICVD was a non-governmental
organization but in 1979 it was nationalized by the government
of Pakistan.

The current Governing body of NICVD goes under the

Government of Sindh with the honorable Chief Minister of Sindh
as the chairman of the Board of Governors. The Executive
Director of NICVD keeps up with the job of Secretary of the
Board of Governors and Chief Executive Officer of the Institute
and chairman of the Academic Faculty.

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Mission statement of NIVCD is to deliver patient care and commitment
to training, research and development in cardiology, as they strive to
the hospital for patients who suffer from heart diseases and for medical
professionals.

DIVERSITY PROBLEMS:

Although we have many benefits to the diversity but bringing diverse

group of people in the same roof can leads to many challenges and

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problems. Those problems which every organization faces are
communication issues, cultural misunderstandings, discrimination,
inequitable inclusion and many more.

As we discussed in the interview, we see that the first problem which

NICVD is facing is that they are trying to create a family environment in
the organization but they have some workers who are not used to that
environment or they can't accept the change because the world is
changing at a faster pace and we see a lot of advancement in the
technology so not everyone can adapt that and they face a lot of
hurdles regarding the advancement in the technology and other sectors
as well. NICVD is trying their best to solve these issues.

The second problem NICVD is facing is regarding the fairness of the

workers, they are trying to maintain equilibrium among all the workers
but sometimes the situation gets tough because NICVD deals in the
public sector so they bear a lot of political pressures and issues among
the organization, they are trying to overcome this issue but sometimes
they deal with the workers who has political background so it gets
challenging for them.

As we discussed in the interview that NICVD main focus is diversity but

as we've already mentioned that when environmental issues, cultural
differences or political issues arises then the things gets tough for
NICVD. Another problem NICVD is facing is regarding the biasness
because NICVD is a public sector organization and they have many

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workers with different cultures and political background so sometimes
biasness occurs in the organization but NICVD is focusing to take steps
against the biasness and to create an environment where everyone can
work without any problem.

The Course Theoretical Concepts

being applied to this Subject:

The organizations like these are quite vulnerable to issues and

challenges but it depends entirely on the people to achieve their goals
despite the obstacles. Issues that have been faced by the organization
are stated above and taking OB model into consideration we can find
the root cause of the problems.
OB model is used to show the relations between variables at different
levels in the organization. Organization analyzes behavior of employee's
basic levels known as OB model. To illustrate this point further we have
attached a photo of the OB MODEL below and will be linking it to the
findings we have conducted in our research.

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The model proceeds from left to right, with inputs leading to processes
and processes leading to outcomes. Notice that the model also shows
that outcomes can influence inputs in the future.

DIVERSITY IN AN ORGANIZATION:
Diversity in the workplace refers to an organization that intentionally
employs a workforce comprised of individuals with a range of
characteristics, such as gender, race, religion, ethnicity, sexual
orientation and other attributes.
The problems occurred in our selected organization clearly indicated
lack of above stated attributes. Despite the efforts, NICVD could not
promote diversity among its members.

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 1. CAUSE OF THE PROBLEM:
NICVD wants to create a diverse environment within the organization
but could not achieve the desired results. The reason for the constant
issues could be that organization hired employees on the basis of
surface level diversity. They focused on the information that was
readily available but it did not reflect the ways people think or feel.
Another theory that can be applied to the cause is motivational theory
of self-determination. NICVD is a government organization, and people
are expected to be well-paid. Hence, many people working in the
organizations are tempted by extrinsic factors. Employees are
extrinsically motivated by tangible rewards (money) or fear of losing
the job.

IMPLICATIONS:
Firstly, NICVD when hiring people should consider deep level diversity
than surface level diversity. It promotes work performance by giving
opportunities to interact with people of different personalities, religion,
ethnicity and culture. With reference to OB model, diversified people
are emotionally motivated. They respect differences in values, beliefs
and personality and work with dedication and are job satisfied.
Organizations should implement diversity management strategies. Ads
posted by organizations should focus on deep level diversity and
personality traits. If the aim is diversity but there are no diversified
people look for hidden barriers within the organization.

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 2. CAUSE OF THE PROBLEM:
The second problem faced by the organization is fairness among the
workers. As the management thrives to treat its employees fairly but
being dealt with public sector, they had to endure many unfortunate
circumstances. The problem could have arisen due to lack of
organizational culture. The culture to the organization is always
brought by its founding members. The organization is high on outcome
orientation, as focus less on input and processes. They care to maintain
the namesake of the organization which could help them gain
honorable affiliations. Another theory that can be implied is Equity
Theory. Individuals tend to compare the value of themselves to others
in similar work situations based on their inputs and outputs. In an
organization like NICVD, employees are hired on formal requests or
recommendations, this could be one of the many reasons of unfairness.
They receive a better treatment and distributive justice.

IMPLICATION:
Organizational culture refers to a value system shared by its members
and Institutionalization. Outcome oriented organizations hold
employees as well as mangers accountable for success and utilize
systems that reward employee and group output. Low outcome
orientation would be highly beneficial for the organization. Be fair in
terms of policies and have a transparent attitude towards every
employee. The organization needs to attain procedural justice and must
treat everyone equal in terms of rewards and respect. In regards with
the OB model, all the above discussed issues and implementations, if
the inputs are assigned right, it will motivate employees and they will

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be motivated by intrinsic rewards which can help increase productivity
and ensure the survival of the organization

Some Recommendations We May Provide:

After viewing the many aspects of this very prestigious company we
identified a problem of diversity pertaining in this company. Here are
some ways we can counter this problem and be able to provide a better
workplace for the employees:

NICVD Hospital being a government operation has a huge pool of

candidates that can be allowed in to diverse the organization however
one problem arising from this could be the fact that there is a language
barrier being created as people come from all over Pakistan with their
unique skills and more items to offer, this is where an opportunity for
us may be created in order to make recommendations as to how to fix
this problem within the organization. NICVD can start highlighting on
their website how much they are in support of diversification of the
workplace this will allow workers from other places to even check out
the organization and try to be part of it due to the fact that they are
allowing for diversification.

Another recommendation that can be provided in order to increase the

overall diversification of the organization would be by celebrating
employee differences such as giving holidays to employees of different
sects or religions on the day of their religious beliefs for example Holi.

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NCVID can also incorporate diversity into its company policies and
practices by doing these and allowing for amending of the policies to be
more diversity friendly and hiring practices to performance reviews,
performance standards and benefits. Also putting women in more
established positions of the company and giving them maternity leaves
when they are pregnant, this will also break the gender barrier within
the company.

Some other implications that may be used are to increase overall

motivation of employees by offering them jobs that they are more
interested in and getting them involved with top tier management
decisions this will allow the employees to feel that they are valued and
will increase the overall atmosphere of the workplace. Thus, improving
the overall culture of the organization and when new workers who will

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be hired will see this, they will be easily integrated into the general
atmosphere of the company.

I believe these are some recommendations which can be offered that

will then allow the workers to feel more enhanced in the jobs that they
will carry out and also this will allow for NICVD to become a more
complete organization.

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