Organizational Composition And Specialisation

In organizational structure we organise people into categories and different departments. Organizational structure provides the pathway for the system of coverage that drives a business, dividing it into areas or departments that are accountable for certain areas of the organization's goal.

An group divides jobs among employees to accomplish their goals better. There will vary key factors which will help us to set-up an organization composition. we will discuss them below

Work specialization:

When a person perform certain job several time on daily bases, that individual get habitual to that specific task and be experienced by doing that process again and again, this is named as work expertise.

Advantages: Through work field of expertise level of efficiency raises in employees.

Disadvantages: Employees can become bore by doing same task over and over. Lack of interest might increase by doing same process over and over.


Departmentalization is the blend of four departments functioning department, marketing office, HRM team and finance office. This is the process of performing different jobs, advertising products, controlling resources (employing employees, machinery etc) for different responsibilities and providing costs for performing different of different departments.

Functional departmentalization

Product departmentalization

Geographic departmentalization

Process departmentalization

Customer departmentalization

Functional departmentalization:

"In efficient departmentalization individuals are grouped mutually according to the work they specialize". Groupings of men and women then perform similar jobs and uses similar materials. Groupings are then further split into sub departments.

Advantages: Efficiency of employees rises by doing same work over and over. Hiring/firing and training of employees gets easier. Each team will be responsible for their jobs.

Disadvantages: With this structure communication, coordination is poor and accountability becomes quite difficult in this composition.

http://static. flatworldknowledge. com/sites/all/data/imagecache/book/27984/fwk-collins-fig06_008. jpg (htt)

(Figure showing practical departmentalization)

Product departmentalization:

In product departmentalization work is grouped on the basis of made goods they produce. Example Nestle firm uses product departmentalization way of their wide selection of products. Nestle produces different products like Nestle food, Nestle Beverages, Nestle Baby maintenance systems etc is handled by executives who've full responsibility for his or her products.

http://www. emeraldinsight. com/content_images/fig/3300080301004. png (htt1)

(Figure showing product departmentalization)

Geographic departmentalization:

In this kind of composition departmentalization occurs on the basis of region, area. Example Standard Chartered Lender has their branches almost in every city of Pakistan. Like mind division of Standard Chartered Bank or investment company is within Karachi and their branches are spread over all other locations of Pakistan.

Advantages: Services can be easily available for employees. Employees' satisfaction increases by giving them services atlanta divorce attorneys city.

Service of 1 department in a single city can be different from another department in another city. This may create some problems.

Duplication of resources insurance firms lots of managers and staff. Insufficient communication with hq is the drawbacks.

Process departmentalization:

In process departmentalization section are organize to perform particular job. The customers of personnel are grouped alongside one another to concentrate on specific job. In process departmentalization field of expertise increases because staff member has to give attention to single task.

Example: Making Passport, Identification Card etc.

Chain of order:

A string of command setup the type of authority within the business. It helps employee that to whom they'll be responsible. Its you start with the table of directors and extended down through the many level in hierarchy to the stage where basic function of the business completed.


Centralization is a procedure where top professionals take decision; in centralization power and power stay with high-class professionals. Lower level staff are not significant that much important.


Decentralization is the reciprocal of centralization. Here planning and decision-making are distributed among employees. Decentralization has many perks compare to centralization

Employees get determined by involving them in decision making

Decision making get faster. coordination improve through organization

Matrix structure:

Matrix structure is combination of a number of different designs want to incorporate their benefits and avoid there drawbacks. Employees have to responsible for two bases.

Organizational Culture:


"A particular system of jogging, controlling which presents and distinguishes an organization from another group"


"Physical image of a business that is values, understanding, frame of mind, norms of a business"

Characteristics of corporation culture:

Organizational culture takes on major role in the introduction of an organization. Its gives specific value to group, it smoothen path for invention and risk taking, it provides stability to corporation. Some more characteristics of business structure are discussed below.

Dominant value:

As the name reveals dominant principles are specific characteristics of your person or an organization. Major beliefs of a business or person are called as dominant value.


Complete framework of a business for new coming employees and also to the prevailing employees. All employees must obey all the guidelines and legislation of an organization. Example, what time, when to leave, what to do and what not do etc.

Organization local climate:

Is physical design of a business that is the way the building of a business, is it well adorned, how are employees of group, their dress their attitude toward clients etc?

Example: Standard Charted Loan provider. When we go there we will notice that building would be very well embellished, all the employees will have proper uniform etc which is the physical representation of Standard Chartered Bank


As we realize for a business costumers are king because without costumer organization cannot run. School of thought is the main characteristic of an organization culture because here we emphasis how to treat customers and the way to respond costumers.

Team orientation:

Team orientation is another salient feature of organizational culture. Individuals or groups of individuals are grouped together to execute different activities of an organization.

Innovation and risk taking:

Working on new thing is named as innovation, no doubt invention is quite dangerous but it can be very useful for a business.

https://static. flatworldknowledge. com/sites/all/data/imagecache/book/30774/fwk-carpenter-fig08_005. jpg (htt2)

Example viewing business culture:

Mobilink GSM: culture of Mobilink GSM is to totally gratify customer and shareholders wants, their dominant worth include business brilliance, self confidence & honesty value for public, corporate sociable responsibility.

Sub Culture:

Sub culture is basically a culture with in a culture, like every group has its specific culture then in organization every division has its own culture that is design of working controlling of marketing team differs than finance office and similarly culture of HR team is different that marketing division.

Developing Organizational Culture:

While developing a culture there are some factors which influence organizational culture at a great, which some are explained below.

Economic conditions:

Economic conditions has great affect on corporation culture because if enough time for an organization is prosperous so definitely organizations will be looking for improvements, new ideas etc but on the other side if time is not successful, there are inflations for an organizations so without doubt corporation will face a great deal of problems.


Formation or composition means how are duties ordered. In flexible structured organization employees are determined by giving them rewards etc. Employees are given good working condition. On the other hand if the framework of company is stressful so definitely employees will be demotivated this will decrease their interest degree of work.

Leadership style:

Leader must implement such guideline and regulations that happen to be both convenient for employees to follow as well as profitable for group. It really is up to the first choice how he control buttons an organization.

Changing Culture:

Changing organizational culture is huge hard task corresponding to expert it takes 8 years for an organization to change their culture all together, but generally organizations change their negative culture. Change in culture can be produced by changing mission and eyesight of a business etc. Some factors which are playing great role in changing firm culture are defined below.

Mission and Eyesight:

In order to improve organizational culture changes must be made in the quest and vision statement of firm. As objective and perspective is communication goal to stakeholders, objective and eye-sight for an organization should be properly selected.

Alteration from top to down:

While changing organizational culture it is important that whatever changes are created by a business it should be accompanied by top level professionals as well lower level managers and employees since it is apparent if top managers are putting into action new rule plus they them self not next guideline changing of culture may not be possible.

Physical signal of culture:

New culture must be in physical form noticeable that is style of working, dress of employees and frame of mind toward stakeholders etc must match the modified culture.


Leader provides movement for ethnic alteration. It is the leader who will guide about new alteration of culture plus head is person who will use new culture.

Importance of culture:

Culture affects over all activities of a business. It is the culture which symbolizes organizations that that they perform their different jobs. Culture plays lively role in the motivation of employees and culture of an organization is the communication goal to other stakeholders like customers, competitors etc. Some of the salient factors of culture are explained below.


Culture of an organization helps in the desire of employees because if the culture of a business is versatile employees will be inspired they will be interested in organization, similarly if the culture of a business is not gratifying employees demand definitely it will have bad impact on success of an organization.

Image of an organization:

It is culture gives an organization a distinctive image. Culture presents an organization that is how is will an organization perform their activities how is there frame of mind toward customers, employees and other stakeholders.


As mentioned above culture takes on great role in communication to customers and other stakeholders. Working style, building style and their behaviour appeals to customers.


Culture provides flexibility in an company giving value to customers and having friendly working condition for employees and managers etc.

Kinds of culture:

There are different types of culture, that happen to be indicated below.

Power culture

Role culture

Task culture

Person culture

Task for P2:

Relationship between company framework and culture:

Organizational composition is the system by which initiatives and works are coordinated with guidance to create the results that are hoped from organizational culture. One of the most crucial features in marriage between organizational structure and culture is the fact that it offers clear picture to the employees about their restrictions and responsibilities and so never to concern about the problems that are beyond their range of expectation this can help employees to work better. An effective coalition between business structure and culture gets people closer to achieve organizational end goals better.

Affect of composition on group:

Structure has a great influence on the performance of firm. If the composition of a business is flexible the employees of this business will be encouraged and they'll perform their activity willingly. Structure of a business helps in preserving communication and strains on coordination. Mainly there are two kinds of constructions which are given below.

Tall framework.

An organization which have tall framework will have lower period of control that will there be will be lots of hierarchy of director is high.

Advantage: low level of period of control, determination of employees, good coordination.

Disadvantage: expensive because so many professionals required for an organization, distraction of accountability, one task is handed down from so many individuals in organization, gradual decision.

Narrow composition:

According to specialists one individual can handle well 8 individuals. In narrow structure of an organization there exists high course of control, that hierarchy of professionals is lower as compared to tall structure.

Advantages: less expensive because low amount managers, decision making is fast, good communication among employees.

Disadvantage: high period of control that is pressure on administrator will be a lot.

Example: We frequented Mobilink GSM Peshawar, we'd an interview with CUSTOMER SUPPORT Department. Corresponding to them composition of Mobilink GSM is decentralized credited to which employees are satisfied from organization structure because they are involve in decision causeing this to be really motivates customers which leads to improvements as well.

Affects of culture on business:

Culture has a great impact on organization. In the event the culture of an organization is good commercial culture employees will be motivated and they will work efficiently and it is also the communication purpose to other stakeholders like customers, shareholders, and authorities etc. Some salient characteristics of organizational culture receive below.

Organizational culture is the physical image of a business.

Helps in making good image of an organization.

It is the communication purpose to stakeholders.

Example: Mobilink GSM has great friendly environment. When we went to Mobilink GSM we feel our selves like we are home we were asked about what to consider and what to eat, this really fascinated us and sensed us happy. Employees are encouraged by various methods specially by awarding them and Mobilink GSM provides their workers with requirements of life like they have air condition system in whole organization in summer months while in winter they may have heater system plus they provide employees caffeine breaks etc which boost the level of hobbies of employees.

Task for P3:

Individual behavior at the job:

According to psychologist understanding human psyche is very tough job as we realize behavior of 1 person will be different from another. Behavior of individual varies matching to conditions around.

Interpersonal manners are altered from individual behaviours, that is when one is together his/her personality changes as compared to when a person is with other individuals.

On the other hand group behavior differs from social or individual tendencies. Example person known as Ahmed sets along with his colleagues, Ahmad's frame of mind, style and other activities which are concerned with his personality will be changes when compared with when Ahmad is by themselves.


Personality is the general model of a person's beliefs, feelings, and behaviors which represents design of individual's concerning to the surroundings. Personality of any person requires person's level, weight, frame of mind, fashion, thinking etc. factors which have an effect on personality receive below.

Heredity: It requires attitudes, feelings, considering and behavior etc that you study from your parents, siblings etc. It is not 100% sure your personality will resemble to your parents and siblings it could vary.

Environment: Your personality changes regarding to environment you living.

If an individual is the owner of good personality that having positive attitude, good manifestation etc definitely that individual's habit at work would be appreciative.


Is a way in which specific get in-coming information using their surroundings and then arrange and build out these to comprehend in a particular manner. Each in-coming information or going on going on nearby of individual is perceived in a particular style by every person. Therefore perception is a center for the communication of the person with its environment both at job or other place.

Perceptual selectivity:

Human minds are attacked by different information all the time. What quite simply perceptual selectivity means is the fact selecting of information by our head to understand, it isn't under the control of individual. Further the different parts of perceptual selectivity are.

Context 2. Dynamics of stimuli 3. Internal factors 4. Dread and trauma


It is basically the response of a person to all the actions happening in surrounding to it. Frame of mind is very important since it is attitude which signifies you that is how you perform different job and how you deal things occurring around you.


Ability of an individual is inborn quality it changes which duration of time like when an individual perform some process again and again a time may come that person will perform activity effectively. Ability of an individual in organization must obtain certain goals and aims.

Task for M1:

Culture and framework of selected group:

The organization that i have selected is Mobilink GSM, Pakistan.

About Mobilink:

http://upload. wikimedia. org/wikipedia/en/7/7a/Mobilink. jpg

Mobilink GSM began its business as the primary GSM cellular cellular phone services inside Pakistan through MOTOROLA Inc in 1994, afterward Mobilink GSM was purchased by Orascom Telecom Positioning (OTH) which is the first multi-national company of Egypt. Mobilink GSM, a subordinate of the Orascom Telecom Holding, is Pakistan's main mobile and Blackberry service supplier. Having more than 31. 5 million clients, Mobilink keeps market control through progressive designed expertise, the strongest trademark and the major range of value added services in the business. (Wikipedia, 2011)

Mobilink Mission Affirmation:

"The business enterprise is specialized in give its stakeholders highest degree of satisfaction

through admirable services and show that people as a firm achieving our commercial

as well as moral aims, in ways that a regular sensible communal prospects of

accountable cellular corporations. " (Mobilink GSM, 2011)

Culture of Mobilink GSM:

Complete purchaser authorization:

According to Mobilink GSM clients are fundamental to their accomplishments. Mobilink GSM says that costumers has expectation from us and they are doing to the best of their capability to provide them quality, services more that what they have expected. We will surely work matching to needs of the clients.

Business brilliance:

Mobilink GSM struggle to provide the best quality to our clients. Furthermore Mobilink seek to the uppermost requirements and search to identify costumer needs every day. This leads Mobilink GSM to advertise leading company and gives satisfaction to the stakeholders.

Confidence & credibility:

Mobilink GSM gets arrogance in working the very best moral principles within an available and frank environment, and by devoting their assurances.

Value for general public:

Mobilink GSM operates its business by its connection with individuals. Mobilink GSM gives its importance to its employees and other stakeholders and Mobilink GSM believe in cooperation.

Value for employees:

Mobilink provide good, adaptable and friendly working environment because of their employees. Mobilink GSM treats their employees and managers perfectly and provides them good amount of salary along with security.

Corporate Friendly Responsibility:

Mobilink GSM feels that costumers and companies are in relationship with one another. They may be interdependent to one another. Being good commercial business Mobilink not only focuses on earning profit from society nonetheless they also spend in the success of societies. (Mobilink GSM, 2011)

Mobilink GSM's organizational Framework:

We been to Mobilink GSM, we conducted an interview with their Customer Care department and also with HR section. According to Customer Care department and HR division organizational composition of Mobilink GSM is "Decentralized". This means that Mobilink GSM consists of their lower level professionals and employees in decision making.

Advantages of the structure: Due to this structure employees are encouraged they consider firm as their family they then work successfully. This structure brings about new inventions because employees of Mobilink GSM advised us in interview that employees can give their suggestions and feedback every time they want, and feedbacks of employees receive great attention. When their ideas are liked by the top managers, employees receive different rewards even some employees were given Dubai return tickets.

(Figure exhibiting Organizational structure of Mobilink GSM) (Source: Interview)

Strategic decision making:

Strategic decisions of Mobilink GSM are created by Chief Executives (Presidents) in Islamabad. Other decisions are created by directors of each department affecting their lower level managers and employees as well.

Task for D1:


When skills of employees boosts salary should be increased as well.

In order to keep employees motivated and efficient they should be given training repeatedly.

Giving prizes on good performance to employees should be managed this will establish competition among employees.

Keeping at heart conditions of Khyber Pukhtoonkhwa employees should be provided good security.

Each department should have emergency alarm and flames distinguisher which would be use in case there is emergency.

They should provide pick and choose and drop system this will entice employees from competitors.

Customer Care Division should be increased because too much customers are dissatisfied using their company work.

Customers are not satisfied from the mistakes of billing division.

As compared to rivals prices are high and customer is dissatisfied with the product quality as well.

Outcome 2nd

Task for P4:

Organizational or managerial theories:

Before we discuss organizational ideas it is important first to know very well what management is.

Management: The art work of taking work from employees or people effectively and efficiently.

Effectiveness means doing exact work as told.

Efficiency doing work with less possible type and even more possible end result.

History: The word manage originates from Italian phrase (maneggiare) and (maneggiare) itself is derived from Latin expression (Manus) which means hand. Later on, in 17th and 18th ages, French expression (Mesnagement) inspired in meaning of the British expression (Management)". .

Ranks of management:

There are three ranks of management, high-level professionals, middle-level professionals and lower-level managers. Each get ranking has its own authorities in group, which is discussed below.

High-level managers: This consists of board of directors, presidents, vice presidents and key executives. They often make top decisions. They are simply accountable for the exterior image of organization.

Middle-level managers: This normally includes basic managers, department managers etc. They may be responsible to high-level professionals. They basically works like interpreters, they identify information of high-level managers to lower-level managers.

Lower-level professionals: They are simply managers who've direct connection with employees, lower-level manager's offers job to employees and requires work from them. In short its lower-level managers who run company on daily bases.

Development of management thought: how exactly does management start that which steps an organization should carry to be able to control organization

Different organizational ideas are of which some are talked about below.

Scientific Management:

"To convert your short skilled labor into successful employees". This may happen giving your employees good training that is how to execute different process and by increasing their salary this increase their curiosity about work.

Explanation: medical management is also called Taylorism. It had been developed by Frederick Winslow Taylor, he said that organization cannot be monitored by hazy ideas it should be managed by prepared rules.

Principles of Scientific Management:

>> Employees should be teach for more improvement and they should be motivated by giving prizes etc to employees.

>> Recruitment should be completely bottom on merit (scientifically).

>> Boss should not be so demanding so that employees become nerve-racking nor should the manager be so friendly that employees do not perform their jobs effectively.

>> When sales boosts, salary should be increased as well. This will likely encourage employees a lot.

>> There must be possible minimum work pressure on employees so that they can perform their jobs well.

Human Relations Approach:

"This process emphasize on, that individual should not be regarded as machines, they should be given proper relationship and breaks when working"

Explanation: This process was first launched by George Elton Mayo. He was the first person who talked about individual relationships way. He said that humans become uninterested when take action for very long time without proper breaks, they should be given breaks, they should be provided food, normal water etc while working in organization.

Salient top features of Human Relationships Strategy:

>> Employees should be encouraged favorably not by push.

>> Employees should not be considered as "rational", they must be given breaks while employed in organization.

>> This approach stresses on team work, because by team there is low degree of work pressure on employees plus when several folks are grouped together to solve specific problem they will do it more effectively when compared with an individual who is by themselves.

Classical Supervision:

Henri Fayol introduced classical supervision. Henri Fayol was suburb of Turkey who was simply born in 1841 and was French mining engineer. He provided 14 principles of management. Which can be discussed below.

Division of work: To train employees in order to make them more efficient.

Authority: Managers should have the power take work from employees. That he/she should be able to make employees to obey their requests.

Discipline: There should be proper rules and regulations in organization and all employees must follow them. Example: putting on proper uniform, approaching on time and leaving on time etc.

Unity of command line: Employees should be responsible to one employer because the number of boss in group is several this will cause confusion for employees.

Unity of direction: to avoid distraction employees must continue one plan that is one route.

Subordination of person pursuits to the common interest: Interests of group must get top priority.

Remuneration: There should be extra plans for employees in business. Employees should be given good wage.

Centralization: It means making of decisions by professionals.

Hierarchy: They are the managers to whom employees are accountable.

Order: To put right person the task that is everyone should be given task according to the work they is an expert.

Equity managers shouldn't be cruel or bad with employees they must be friendly with employees.

Stability of staff: There should not be surplus of employees not shortage of employees in organization.

Initiatives: Organization should concentrate on innovation, they must take risk in making new things.

Esprit De Corps: To are team because it will ease job for every employees. (Wikipedia, 2011)

Function of management:

Managing almost atlanta divorce attorneys organization assists with attaining organizational goals and aims, it brings employees deeper that is strains on team work. Management performs great role on motivating employees. There are different functions of management which are organizing, arranging, leading, coordinating and managing.

Planning: For attaining company goals and objectives planning is done. That how will a business achieve their goals and targets. Planning further includes objective, goals, objectives, practices, budgeting and technique.

Mission: It's the very reason of presence of a business.

Goals: Are the long term intentions, what an organization wants to be in future.

Objectives: Are short-term intentions of an organization.

Tactics: Are methodologies used to achieve objectives (short-term focuses on).

Strategies: Are game programs which are being used to achieve long term targets of a business (goals).

Budgeting: Amount of capital (money) necessary for attaining specific goal is called as budgeting.

Procedure: Is the specific way of doing some activity. "OR" Regulations to do some work.

Organizing: Collecting the best resources to achieve different goals and targets of a business, which is having good equipment, skilled employees and managers etc.

Leading: guiding employees how to execute tasks in organization, how to respond clients etc.

Coordinating: Providing team work place, which is helping one another in organization in order to be successful.

Controlling: to screen how are duties going on and is it going based on the plan or not.

Motivation: Without motivating employees taking work from them is so difficult. Employees should be encouraged because then they can do their work effectively and efficiently and with interest. Employees can be determined by regarding them in decision making and giving them reward etc.

Managerial Functions:

"Responsibilities or tasks of administrator in organizations". Manager of a business should know how to run an organization. Henry Mintzberg grouped jobs of supervisor into 3 categories. They are simply explained below.

Interpersonal jobs: As the name indicates how physique of director etc is.

Figure brain: What are skills of director and exactly how is physique if manager. Director ought to know how to set up different organizational occasions and ceremonies.

Liaison: Manager if the capability to forecast. Supervisor must have good communication with outside agents, this also contains attitude of director with outside providers.

Leader: Control is the inborn quality of administrator. Manager is person who possesses influencing capacity. Manager also needs to find a way how to motivate employees or subordinates.

Informational roles:

Monitor: Managers ought to know about everything taking place in organization, observing and checking etc. Managers monitor organization this is the tasks occurring regarding to plan or not.

Disseminator: Administrator is one who receives information and provides information.

Spokesperson: Manager must have the ability to speak on behalf of organization. Manger should have potential to answer the questions of outsiders.

Decisional functions:

Entrepreneur: Manager must have the capability to run whole business that is director should have ability to incorporate four procedures and take work from them.

Disturbance Handler: Professionals are one who has the capacity to deal with clashes or disruption occurred. Managers solve clashes.

Resources Allocator: Managers are accountable to allocate resources for different departments that employing right employees, machinery etc.

Negotiator: Managers should have the capability to deal and discuss problems of one team with other and find solution for this to solve problems and benefits business.

Managerial Authority:

Legal rights of managers to control corporation are called as managerial expert. These rights are given to professionals by who owns the business. Managerial authority is the power of taking work from employees.

Task for P5:

Summary of Case Studies

Summary of circumstance 1st: Controlling and calculating organizational culture:

The culture of the business was suffering from critical condition and there is breakdown in team at every level, employees were dissatisfied, employees' responses was almost never given attention objection of employees were highly criticized.

It had taken two yr for management and consultants to change the prevailing culture of the business giving them proper training and team building.

Executives of the organization were given trained for communication skills and were trained for how to act in response for critics of employees.

After two years research specialist needed interview with almost every individual of the organization from top level professionals to lower level employees and likened the altered culture to days gone by culture of the business and they find that the organization culture was transformed positively.

Great positive change in culture took place. They noticed good flow of communication, positive attitude. Employees were satisfied from the advanced managers. There is decrease in suffering leaves which preserved financial cost of the business.

There were some great implications credited to culture change. In organization communication started flowing, employees were satisfied by the professionals discovered how to react to the critics of employees.

Three components are necessary for good corporate culture circulation of communication, cultural interaction and motivating head who leads the complete organization.

Summary of case 2nd: Matrix framework and conflicts:

In matrix structure each administrator is accountable for his/her department. This will likely lead toward conflicts, because manager of every department will focus on his/her division.

Research and Development team discovered that employees were accountable to two different managers, functional administrator and project administrator. Information was gathered by research and development team by interviewing with 46 peoples including all managers of the business.

As specialist was similar with each section, they used to change business norms and rules and regulation every time they wanted without properly informing employees of the organization. Because of research and development team managers adopted democratic style of leadership. Proper decisions were created by involvement of both the departments of the business. Tasks were evidently identified and employees started out knowing to whom they can be accountable.

Power and power should be smartly allocated in matrix structure. In organization political action should be destructed from grass main level, because political behavior within an group creates problems. Appropriate management style should be followed by the professionals.

Task for M2:

Organizational theories used by Mobilink GSM:

Different organizational theories are implemented by Mobilink GSM which is talked about below.

Mobilink GSM and Man relations approach:

Working environment of Mobilink GSM is flexible and friendly. They provide their workers breaks during working hours. Example Mobilink GSM provides tea, caffeine and lunch to their customers. Mobilink GSM prices their employees because Mobilink GSM believes employees as key to the organizational goals and objectives since it is employees who run and control overall activities of Mobilink GSM.

Motivation of Mobilink GSM employees:

Mobilink GSM motivates their workers by involving them in decision making and by rewarding them on doing good performance. We been to Mobilink GSM, we conducted interviews with some employees they informed us they have been awarded many times on best performance.

Team work in Mobilink GSM:

Mobilink GSM strains on team work because problems are resolved easily in team work. New ideas are developed from educated of different individuals in team. Mobilink GSM have team innovator in every office that leads them.

Mobilink GSM and Scientific strategy:

In order to increase level of efficiency in employees Mobilink GSM provides proper training to their employee's proper training. Recruitment in Mobilink GSM is totally based on merit.

Recruitment in Mobilink GSM:

According to the interview that we conducted with the team leaders of different departments of Mobilink GSM they told us in interview that Mobilink GSM has multi cultured employees environment. Which means that there are different people who participate in different civilizations, religions and competition they all are given chance to work in Mobilink GSM, this really implies that Mobilink GSM's recruitment plan is totally based on merit.


When sales boosts Mobilink GSM boosts wages of employees too. This really motivates employees which lead to effective work.

Leadership design of employer in Mobilink GSM:

Head of every division is very friendly with their employees because Mobilink GSM considers that strictness of manager increases lack of involvement in employees which in exchange can be huge loss for the Mobilink.

Task for D2:

Recommendations how Mobilink GSM can improve Management:

Students when go to Mobilink GSM to perform interview to be able to acquire information they may be rejected several time.

While performing interview with employees we witnessed that most of employees do not know about the plans of the business.

In order to improve customer service office Mobilink GSM increased duty of 50 paisa on per call to customer care which is not treasured by customers.

Employees in Mobilink GSM are working as time passes. Example coming period to office is 8:00am to 5:00pm, almost all of the times employees working time goes to 8:00am to 6:00pm.

Meeting with Customer Care Department is very hard without good research. Example they rejected us for interview several times.

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