Acknowledgement

First of all we are very much thankful to Al-Mighty Allah who gave us health and
ability to analyze and write this report. After that we would like to thank our
respected teacher Mr. Khalid Mahmood who gave us this assignment, which
provided wonderful opportunities to learn and also opened a different dimension of
thinking.

Last but not the least we would like to thank Mr. Syed Farooq Ali & Usman
Tabbasum for their tremendous support, patience and their semi-infinite number
of help that was more essential in the completion of this report.

It is all about teamwork and coordination, that we have been able to achieve our
goal.
 Executive Summary

TCS Courier Company has been working since1983, serving customers across
the globe. They are very much concerned about their customers. They want to
build leadership in the market, and give best service to their customers across
the boundaries in a short period of time. They want to grow as a regional and
global player, with emphasis on Europe, Middle East and North America. By
keeping in mind their responsibility as no 1 courier company they are also social
responsible. They do not only courier logistic but they have other services too to
facilitate customers such as MMS, OCTARA, SENTIMENTS EXPRESS, and
VISA FACILITATOR.

To Continually Strive To Achieve Excellence both On & Off the Job TCS need a
good leadership for their company growth and also maintaining their position in
the market in TCS men and women both are working together to archive
company goals in TCS women are working in high position and they will provide
a better future for TCS

TCS has continually added products and services for its customers so that it has
become the complete delivery solution provider. Today they have the capacity to
handle all consumer requirements from the rapid delivery of a single envelope
through General Courier to cargo weighing hundreds of tones. TCS is an
organization with its vision and continuously working to achieve it. They are
giving their services across the globe. Due to their trust and reliability and
effective service the word courier has been replaced by TCS. They are building
the relations with customers
1.0 Introduction

1.1 Origin of Report

This report is generated under Professor Khalid Sultan Anjum,Department of

Business Administration.This Report is prepared as the requirement of
Organizational Behavior Course. The Topic is Women in high Position in
Organizations?
I collected my data from TCS company by interviewing their company
official,studying their culture,communication style,behaviors and more different
things.

1.2 Objectives of the Report

Broad Objectives :
The main objective of the study is to provide information about women who
are working in high Position and we have to determine how women leadership effect
the organization .

Specific Objectives :

Identify its____

Leadership style of women

culture
How women effect the organization
Future of company

Problems faced by women

Women in high Position through Theory X and Theory Y
Social psychologist Douglas McGregor of MIT expounded two contrasting theories on human
motivation and management in the 1960s: The X Theory and the Y Theory. McGregor promoted
Theory Y as the basis of good management practice, pioneering the argument that workers are
not merely cogs in the company machinery, as Theory X-Type organizations seemed to believe.

The theories look at how a manager's perceptions of what motivates his or her team members
affects the way he or she behaves. By understanding how your assumptions about employees
motivation can influence your management style, you can adapt your approach appropriately,
and so manage people more effectively.

Theory X('authoritarian management' style)

This assumes that employees are naturally unmotivated and dislike working, and this encourages
an authoritarian style of management. According to this view, management must actively
intervene to get things done. This style of management assumes that workers:

Dislike working.

Avoid responsibility and need to be directed.

Have to be controlled, forced, and threatened to deliver what's needed.

Need to be supervised at every step, with controls put in place.

Need to be enticed to produce results; otherwise they have no ambition or incentive to work.

X-Type organizations tend to be top heavy, with managers and supervisors required at every step
to control workers. There is little delegation of authority and control remains firmly centralized.

McGregor recognized that X-Type workers are in fact usually the minority, and yet in mass
organizations, such as large scale production environment, X Theory management may be
required and can be unavoidable.

Theory Y('participative management' style)

This expounds a participative style of management that is de-centralized. It assumes that
employees are happy to work, are self-motivated and creative, and enjoy working with greater
responsibility. It assumes that workers:

Take responsibility and are motivated to fulfill the goals they are given.

Seek and accept responsibility and do not need much direction.

Consider work as a natural part of life and solve work problems imaginatively.
This more participative management style tends to be more widely applicable. In Y-Type
organizations, people at lower levels of the organization are involved in decision making and
have more responsibility.

1.3 Methodology
The study is based on the TCS Multan known as Transam Courier Service Company.
Data received from internet and company prospectus.
Used MS word.

Primary Information:
I have visited and interviewed company working staff. TCS company Office Tareen Road
Multan and I have collected information relevant to the topic that was assigned to me.

Secondary Information:
TCS publish a wide variety of materials for the benefit of existing and potential customer. It
includes press releases,articles,websites etc. For the study on TCS I have used that data and get
information from those sources.

To understand the position of women in managerial working environment we first need to

understand what Organizational Behavior....is
What is Organizational Behavior
Organizational behavior studies the impact individuals, groups, and structures have on human
behavior within organizations. It is an interdisciplinary field that includes sociology,
psychology, communication, and management.
Organizational behavior complements organizational theory, which focuses on organizational
and intra-organizational topics, and complements human-resource studies, which is more focused
on everyday business practices.

The goals of the organizational behavior are as follow.

01- The employee absenteeism, productivity and turnover are emphasized.

02- The employee performance is determined by the organizational citizenship concept.
03- Attitudes consist of evaluative statements that are favorable or unfavorable and concern with
people, objects or events.
04- The attitude is formed from three basic elements that are cognition, effect & behavior.
05- The beliefs, knowledge, opinions & information possessed by a person constitute the
cognitive element of that person.
06- The feelings or emotions constitute the effective element of the attitude.
07- The intention to act in a specific way represents the behavioral element of the attitude of a
person.
08- There are three major job related attitudes which are job involvement, job satisfaction &
organizational commitment.

1.4 Limitations of the Study

There are few women who are working in high position
Person I in interviewed didnt provide the exit information that I need.
In Pakistan because of culture difficulties it is heard to collect data.
This study needs much more deep observation on a high level.
Shortage of time.
Limited data provided from the company
 INTRODUCTION
Now in its 30th celebratory year of successful operations, the TCS brand has evolved into a symbol of
trust and reliability. TCS provides domestic and international express services to consumers, corporate,
SMEs and households alike with pickups and deliveries crossing over 100 million shipments annually.
This it does, through a nationwide network of 250+ offices, making TCS the biggest such network in
Pakistan. TCS operates with over 8,000 professionals, 24/7 state-of-the art call center, 650 plus
conveniently located Express Centers, dedicated chartered Being 737 aircraft, 2000+ on-line and offline
locations, 375 plus satellite tracked delivery vehicles and a proficient team of 4000 couriers dedicated to
providing you the best of service and reliability in the industry. With a view to enlarging its presence in
the global village, TCS operates in international territories through its business partners in Dubai and
London, providing access to its customers in over 3,500+ destinations worldwide. TCS Visatronix, a
division of Intiana Private Limited, extends booking facilities for visa applicants in the non-immigrant
(work, visit, study) categories for applicants all over Pakistan for Canada, India, Spain, Malaysia, Egypt,
Tunisia, Italy, Malta and South Africa, and UAE. Applications are booked on a "Return Service Basis" at
selected TCS Express Centers in all major cities. TCS has achieved many milestones by investing into its
business model that continues to grow stronger. Realizing the customer needs and expectations have
always been the driving principles in the milestones that TCS has achieved over the years. This has
resulted in setting benchmarks to improve the overall quality and standards of the express courier
industry.TCS achievements have led to a case study, undertaken by Harvard Business School in 2003 for
'International Entrepreneurship' course of MBA. TCS has been mentioned in the textbooks used by
Harvard Business School as a model of highly effective company from the developing world. A case
study on TCS has also been included in Philip Kotlers latest South Asian edition of Principles of
Marketing which is being taught at the best and the biggest Business Schools across South Asia.
 Our Purpose
To continually strive to achieve excellence - both on and off the job.

Mission Statement

To direct all our organizational efforts at building upon the existing organizational
strengths and brand recognition to achieve enhanced levels of profitable growth in the core
business, and diversify into new areas that complement and supplement the core business, with the
diversification aimed at achieving excellence and industry leader status in the new areas. The TCS
People will however be encouraged to be open to unconventional ideas and services and recognize
new trends at very early stages

Vision Statement
Delivering Beyond Customer Expectations
Core Values
Enable our people to align their personal goals with their career aspirations.

Do more with less.

Build a team of passionate people!.

Give it all you got and be fearless.

What you do is more important than who you are.

Trust and empower people.

Make life simple, convenient and easy for our people and customers.

Create happiness for self and others.

Embed ethics and transparency in everything we do.

Be humble and respectful

2.2 Services Include
CONSUMER

Domestic Express
Hazir
Hazir SubKuch
Home Movers
Overland Express
Visatronix

CORPORATE

Mail Management System

Supply Chain Advisory
Cool Control
ECOM Solutions
Warehousing & Distribution
Passport Express

INTERNATIONAL

International Express
International Tariff

TCS E-Com
Yayvo
Sentiments Express
2.0 Findings & Analysis

Women in High positions are women who hold an occupation that gives
them great authority, influence, and/irresponsibility. Historically, power has been
distributed among the sexes disparately. Power and powerful positions have most often
been associated with men as opposed to women. As gender equality increases, women
hold more and more powerful positions, due to policy and social reform

Accurate and proportional representation of women in social systems has been shown
to be important to long-lasting success of the system. Additionally, a study shows that
absence is not merely a sign of disadvantage and disenfranchisement, but the
exclusion of women from positions of power also compounds gender stereotypes and
retards the pace of equalization"

Position of power
Occupational power refers to power over coworkers in the field. Positions of power can
exist in almost any setting, from small scale, unofficial groups or clubs, all the way to the
obvious leaders of nations or CEOs of companies. These more official situations are
found in many areas, such as government, industry and business, science and
academia, the media, and many other sectors.

Gender as a factor
Positions of power and gender are very intertwined. As one study pointed out, Power
differences frequently underlie what appear to be gender differences in behavior; as
society is currently configured, power and gender are never independent". As such,
gender relates to power in the different ways power is acquired, used, and manifested.
A 1988 journal article summarizes this relation between gender and power: "the idea
that women and men differ in power motivation is reinforced by history and culture. In
the history of the west, certainly, women have had less access to most forms of power
than have men. Many people believe that men are interested in power and getting
power while women are not. Others hold that men and women differ in the ways that
they establish, maintain and express power". Additionally, studies have shown that
increasing womens participation in leadership positions decreases corruption, as
women are less involved in bribery, and are less likely to condone bribe taking. A
study on gender and corruption from 2000 also found that cross-country data show that
corruption is less severe where women hold a larger share of parliamentary seats and
senior positions in the government bureaucracy, and comprise a larger share of the
labor force.

Other factors
In addition to the male-female split in the distribution of positions of power, many other
factors play a role in who has power. Race, class, sexuality, age, and other factors all
play a significant part in who is in control. These factors play in especially when coupled
with the gender difference: research from the Journal of the National Association of
Social Workers has found that the double burden of racism and sexism exacts a toll on
their mental health and restricts their opportunities. Additionally, according to another
study, "the degree to which a system successfully includes women can indicate a
propensity for the system to include other disenfranchised minorities".

Traditional roles and stereotypes

Traditional roles for men and women in most cultures have relegated women to working
in the home primarily. This traditional role of fostering and nurturing others ensued from
various sources, but the results are a decrease in the value of work done by women and
a decreased ability to work outside the home. This is paired with the societal
expectation of the woman to take care of the home and family, and with that the lack of
male support in the caretaking of the home. This all leads to the expectation that women
have responsibilities in the home and often plays a part in occupational sexism.

Other traditional views of women relegate them to certain occupations. The view of
women as caretakers of the family extends beyond the familial unit to others. Women
have traditionally been seen as caretakers, of both people and other beings and
things However, this caretaker occupation has most often been a subordinate one,
under the direction of a superior, usually a man. The example of the vastly female-
dominated nurse occupation, 95% women as of the 2000s, reflects this, as it is the
doctors that ultimately are in charge and have the power in the nurse-doctor
relationship.

Traditional stereotypes of women make them out to be much more emotional and
irrational than men, and thus less suited for many important jobs. However, it has been
found that while there is some basis to the stereotype, it does not hold true universally
under statistical scrutiny. One survey based in South Africa found that "over 30 per cent
... are of the opinion that women are too emotional to be able to handle high level
leadership positions evidently, stereotypes persist and still take effect.

Studies show that "it is common for stereotypical ideas about women's abilities to
perform well in leadership positions to inform people's perceptions about women
leaders".

Government
For many years and in most regions of the globe, politics had not allowed women to
play a significant role in government. Even in the early 1900s, politics were viewed
almost exclusively as the domain of men. However, womens movements and culture-
changing events such as World War II gradually increased womens rights and roles in
politics. Many factors go into the degree of female participation in governments across
the world. One 1999 study found: "[the] electoral system structure, left party
government, the timing of women's suffrage, the share of women in professional
occupations, and cultural attitudes toward the role of women in politics each play a role
in accounting for variation in the degree of gender inequality in political representation
around the world. Even still, there are many other factors that play a serious role in
female participation in government. There is a significant perceived liability to a party
of having a female candidate for office, according to a 2005 study. Even today, no
country in the world has 50% or higher female participation in a national legislature, and
73% of countries have less than 20% female participation.

There are multiple levels of power positions in the government from the local level to the
national level. Accordingly, there are different degrees to which women partake in these
different levels. For example, studies have found in India that "large scale membership
of women in local councils" can be more effective in exerting influence, such as over
crime rates, than "their presence in higher level leadership positions"However, it is
important to have women at all levels of government to ensure the representation as
well as enacting of women's interests.

Industry and business

Most top and high-power positions in businesses and companies are held by men Women
currently hold 4.4 percent of Fortune 500 CEO roles and 4.4 percent of Fortune 1000 CEO
roles. Research has shown a consistent difference favoring men in accessibility to, and utility
of, resources for power. Thus, business and industry worldwide still sees a harsh split between
the genders in terms of who has control.

However, having women in leadership positions in can be in the companys best

interests. Studies have found that gender diversity in top-level boards means broader
perspectives and opinions, which result in more comprehensive outcomes. A study on
firms in Denmark found that the proportion of women in top management jobs tends to
have positive effects on firm performance, even after controlling for numerous
characteristics of the firm and direction of causality. Additionally, a 2004 study from
Bottom Line found that: Companies with the highest representation of women on their
top management teams experienced better financial performance than companies with
the lowest womens representation.

In order to try to achieve greater gender equality in workplace leadership positions, the
European Union established a goal to have 40% women in non-executive board-
member positions in publicly listed companies by 2020.

During the 1980s, many pushed for pay equality for women. Unfortunately, this did not
lead to greater employment of women in higher roles. New tactics need to be enacted in
order to give employers incentives to hire more women, specifically for management
and executive roles. Women make up less than 5% of CEOs at Fortune 500
companies, hold less than 25% of management roles, and just less than 19% of board
roles globally. While CEOs of companies are working toward creating more female
employees as leaders, the root of the problem is often not addressed. Discrepancies
often occur between qualities of leaders and qualities of women as leaders. Once
women are respected and given credibility in the workplace, they will have the ability to
occupy higher positions. A significant body of research shows that for women, the
subtle gender bias that persists in organizations and in society disrupts the learning
cycle at the heart of becoming a leader. Once this bias is rectified, women will be able
to gain leadership positions in their companies and/or organizations.
FACTORS that effects women in high position
In order to understand the position of women in TCS we have to know and
understand the following factors

Cultural
TCS is the company of Pakistan and according to culture of Pakistan mostly
women work in indoor environment (office job). TCS is a Courier Service company
so TCS mostly provide office jobs for women. So culture difference effect the
working women.

Empowerments of men
Pakistan is mail dominated country mostly in all working Areas high to low mens
are working as work force from ECO to Peon mens are dominated in our society.
Also in tcs there are only few women who are working in high Position one of
them is ASMA SHAIKH (Chief people officer)

Participation Process

What is Participation?
Joint consultation in decision making, goal setting, profit sharing, teamwork, and other
such measures through which a firm attempts to foster or increase its employees' commitment to
collective objectives.

Importance of Participation

Participation tends to improve performance and job satisfaction

 Increase the productivity of firm.

Provide power opportunities earlier to minority workers in an increasingly diverse workforce

Mostly women work as house wifes so women dont participate in field work
women are given team task to achieve women are not fully trained for field
work

Acceptance
Mens dont accept women as their boss mostly mens dont like to work under
women supervision. TCS is changing there working style of their company. They
are now giving many jobs to women but it will take time to change the working
style.

Hard workers
Women are consider hard works then men in TCS women as office works work more effective
then mens.

Some example of women workers is as following

Asma Shaikh
Chief People Officer

Asma Shaikh is a seasoned HR professional with over twenty years of

overall experience in banking, pharmaceutical, energy, health care and
education sectors. She has to her credit over fourteen years of experience
of HR leadership roles with leading banks locally and globally.

She has recently joined as Director - Human Resource at TCS Holdings

Private Limited, spearheading the Human Resource function.

Prior to joining TCS Holding she was working as Group Head Human Resources at NIB Bank
Limited and was a key contributor to many of the organizations most important achievements.
As Head of Human Resources Asma worked very closely with the CEO and the Board of
Directors in playing a pivotal role in the rapid transformation of the HR Function and the
Organization as a whole.
Arshi Saleem
started her TCS Franchise on the 1st of October 2008 having joined the company on the 1st of
February 2004 as Retail Sales Officer. In the short period that her franchise has been in
operation she has doubled the sales, and is intent upon further improving the targets given to
her by TCS. Arshi is in her elements running her own business which she does with the help of
her two brothers. The territory that she is servicing is known to her intimately, being the
neighbourhood that she has spent the last 24 years of her life in. Alongside she is studying for
her Masters degree in Islamic History. The business is my familys bread and butter, and we
put in a lot of hard work into it with the expectation that it will grow and flourish and enable for
us a better standard of living, says Arshi for whom her academic pursuits provide her with a
well earned relief from the drudgery of work while developing her mental horizons.
Recommendations

TCS should arrange training programs specially for women to

train them and give them expertise for high posts and field work.
They should done hiring of Women on High Positions on Quota
bases.
Women as overall work on their skills for eligibility of High
posts regarding of cultural issues.
TCS should give special facilities to Working Women for their
encouragement.
Conclusion

TCS is Pakistans Largest Courier delivery service company. AS of

Pakistans biggest, they have a responsibility to give diverse
opportunities to Women. As women have grown in different fields of
work, they have shown it by their hard work, good commitment towards
work and from research it is proved that they are very good in
communication fields. SO They should get more opportunities in
Organizations regarding of Culture issues.

Some of the examples are in front of everyone That Women are good in
High Positions which are Hilary Clinton, Angelique Kerber German
Chancelour, Benazir Bhutto etc.

SO I conclude my report on this note that Women have high demand on

High Positions in Future because of Diversity, Creativity and good
command on Communication skills.