List of contents

1. Definition of organizational behavior

2. Implications
3. O.B practices at Mobilink
4. Conclusion
5. Recommendations
 Communication:

Communication is the process of sending and receiving the message.

Mobilink strongly believes that communication has to play a vital role in the
whole process of information flow throughout the organization. Type of
communication at Mobilink is formal and directed downwards which means
that information flows from managers to employees. Managers and team leader
are well trained so that they can communicate the policy and strategy clearly to
the employees. Role of the managers and team leaders over Mobilink is to
assign tasks and goals to the teams, provide job instructions to the newly hired
employees. They also tell them about the problem that organization is facing
and also ask the employees to provide with feed back that would enable to
bitterly solve the issues faced by the organization.

Open Door Policy:

Mobilink has an open door policy regarding the communication.

They welcome the ideas of employees so that that they can have diversity
among the ideas regarding their work and operations. This also provides them
with a opportunity to learn.

Employee involvement programs

For getting the maximum employee involvement in the work activities Mobilink
uses:-
1. Participative management

2. Quality circles

Participative Enquiry:

Participative enquiry is most widely used O.B tool by the managers at

Mobilink. Managers at Mobilink are well trained and they know the importance
of good relations with the employees. Manager and team leaders actively seek out
cooperation of the employees so that they can take advantage of their capacity and
skills. This is basically done to boost up the morale of the employees by making
them a part of decisions. This also plays a vital role in boosting up the
productivity of the employees and making them feel that they are part of
organization.

Quality Circles:

Quality circles are a work group of employees to meet regularly to discuss

quality problems, investigate causes, recommend solutions and take corrective
action. Here they have made a team of 8-10 people who meet up regularly and
 discuss all the problems. They share the responsibility to make the operation
smooth.

Leadership

Leadership is the manner and approach of providing direction, implementing

plans, and motivating employees in the organization.
Leadership is very much important because it leads to increased employee
turnover it helps to reduce absenteeism and enables to satisfy the costumer.

Types of leadership at Mobilink

There are three types of leadership practiced at Mobilink:

1. Task Oriented
2. Employee Oriented
3. Participative

Task-Oriented

A manager has work results as his major concerns and therefore, he will
lead the subordinates to reach the preferred results.

Employee Oriented

A manager’s objective is to improve the employee’s confidence and influence

them to work jointly and to resolve the problems.

Participative

The leader involves one or more employees in the decision making process,
determining what to do and how to do it.

Power and politics

Power and politics has to play a great role in any organization and Mobilink uses
it to fully to maximize the control and smoothness of the operations.
 Types of power Practiced at Mobilink

1. Formal power
• Legitimate power
• Reward power

2. PERSONAL
• Expert power

Formal power:

It is based on the power a person receives as a result of his or her position in the
organization. As mentioned earlier it that communication is downward so it also shows
that the power exercised at Mobilink is formal and chain of command starts from the top
management. Team leaders and managers mostly exercise power over the employees.

Legitimate power:

The authority to control and use the organizational resources. Managers are given rights
and access to all resources as per required by them and project. They have legal right to
handle the resources of the organization to achieve the organization.

Reward Power:

Reward power is one of the biggest powers in the hands of the managers at Mobilink.
This leads to employee satisfaction and motivates them to work more efficiently so that
they can gain more reward.
Cash bonuses are given to the employees twice a year on regular basis to each
employee regardless of employee performance. On special performance of team or
individual cash reward is also given.
Promotions are granted to the employees as per there performance and looking at
their team work and their contribution toward the company.
On the basis of their leadership skills and interaction with the fellow members in
the department they are made team leaders.
Increments are allotted to the employees yearly and amount of reward added to
their basic salary is decided on the basis of their productivity, skills etc.
Mobilink also provides it employees with home allowance, car allowance, health
allowance etc.
 Expert power

It is the influence based on special skills, knowledge or expertise. As we have learned

that now in this globalized world we need to have expertise to have influence on others so
that we can become essential for the particular task. Expert power is also important
because it helps in increasing our efficiency in our tasks. And as an expert we can
influence different sections of work so Mobilink strongly believes to have an expert
power that can really show some reality in the work.

TEAMS

Mobilink uses following types of teams:

 Self-Managed Work Teams

 Cross -Functional Teams

Self managed teams:

10-15 employees who are highly interdependent and take on responsibilities of

former supervisors

 They plan and schedule work, Assign tasks to members, Make operational
decisions, Take action against problems, Work with suppliers and
customers

 These teams are totally independent and they have legitimate power to take
actions while accomplishing a task. They decide how to complete the task
and when to complete the task. They decide on what resources they are
going to use. They even decide the sites, the labor they are going to use and
even the vendor for services.

Cross functional teams:

It brings people from different departments to accomplish a task

 They:

 Exchange information
 Develop new ideas
 Solve problems
 Co-ordinate complex projects
 The basic purpose behind making cross functional teams is to induce special
skill in a team. Different people from different departments come together and
they share their knowledge and skills with each other and as mentioned above that
expertise are crucial to make decisions in a particular situation whether to do it or
not and only a special person can assure what should be done to cope up with the
situation

Guidelines for Team Leaders

 Communicate frequently so that employees know what has to be done and

why?
 Arrives at decision by consensus, where appropriate to gain team
commitment.
 Is supportive of the team/Individuals that help in overcoming problems to
achieve targets.

Conflict Management

To resolve the issues between the management and the employees team
leaders play vital role. The team leaders act as CBA (Collective Bargaining
Agent). They act on the behalf of the people so that the issues are resolved.

Performance Appraisal

1.Leadership
2.Communication Skills
3.Team work and cooperation.
4.Flexibilty
5.Customer focus
6. Problem solving and Decision making

Conclusion
 Setting goals according to the Competition

 Participative Management
 Focus on Rewards

 Competitive Salary Package

Chance to Underperformers

 Autonomy to employees

 Stress level high (Counseling)

 Communication high

Creativity and Innovation

Recommendations

 Concentrate on verbal rewards

 Managers need to:

 make the job more interesting

 provide recognition
 support employee growth and development

 Promotion opportunities

 Participation in decision making

 Specific job related training

 Professional Counseling Programs