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K&N’S [ORGAINATIONAL BEHAVIOUR PROJECT]
[DOCUMENT SUBTITLE]
Table of content
Executive summary
Introduction/background
Proposal
Goals and objectives to the project
Findings and Analysis
Recommendations
Conclusion
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K&N’S [ORGAINATIONAL BEHAVIOUR PROJECT]
A brief description in the picture about all the K&NS products and distributing.
Executive Summary:
K&NS is the foundation pillar and bacon of poultry industry in Pakistan. KHALIL SATTAR, a
college student independently began a small boiler farm with 1,000 chicks in 1964. Now at that
time K&NS is a multinational company and a wide range of stores and outlets in all our the
country .At the start company faces a lot of problems related to cultural environment and
distribution but now it’s running successfully as organizational behavior students we conducted
research within the organization and we find different problems faced by the employees as there
is departmentalization in the organization so the employees are not satisfied with their leader or
department head some of them think that the leader has biasness within the department and those
only people enjoy the more companions . Employees are de motivated due to their own thinking
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that the leader just give compensation and increase in salary to only those people who is the in
group of leader at the end of performance appraises. The one problem is that the employees are
not satisfied with the compensation given to them because as the compensation increased their
needs also shift to other needs. So in short every organization has to face some problems and
phalanges which are not in the control of the higher authority some are just the rumors created by
Basically the Pakistan Poultry industry was started in 1964 with a single minded objective of
providing better nutrition for health and happiness of the nation.K&NS is the foundation pillar
and bacon of poultry industry in Pakistan. KHALIL SATTAR, a college student independently
began a small boiler farm with 1,000 chicks in 1964. At that time in Pakistan there is no
commercial portray. All chicken were backyard poultry known as DESI, grown mainly by
Pakistan was a young independent nation, and malnutrition was a major problem with one out of
four children was dying before the age of five poultry would provide the quickest and least
expensive source of the problem needed to improve nutrition and KHALIL SATTAR had the
vision to see this potential. His first flock was reared in a spare shed at their family edible oil
business. His success in selling this broiler to the local hotels encouraged him to expand his
farming activities. Co folding the perception at that time that farm grown chicken was inferior
to the backyard poultry or birds bought at the roadside and slaughter under Halal rules in front of
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the customers. However this was a start up venture from Khalil. In1974 he decided to move in
breeding and regarding eggs as the best form of portion. His initial venture with layers too he to
In 2000 K&NS acquire the BLAJUM base company named as VALUE CHICKEN, because
the value chicken is failed to understand the culture and the taste of Pakistanis nation and their
company was going in the loss continually. For this purpose K&NS import more machinery
from TURKEY AND GERMANY.COMPITOTERS of K&NS are Menu and Mano salwa.
Products:
Mainly the K&NS markets layers and broiler hatching eggs, layer and broiler, day old chicks,
poultry feed, processed chicken and ready to cook & fully cooked food. We are selected only
ready to cooked product which is tempora nuggets, kofta, burger patties, combo wings, fun
nuggets.
Proposal
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K&N’S [ORGAINATIONAL BEHAVIOUR PROJECT]
Proposal
method. Like other organizations, in this organization we found many cases and problem that
employees are facing for certain time. And with the help of given theories we identified problem
and apply theories according to the situation and problem within the organization.
The major goal and objectives of the project is to identify the problems facing in the organization
related to leadership styles, attitudes and behaviors and less motivation among the employees.
We use survey method and tool is questionnaire and interview and with the help of applying
PROBLEMS
Problem no: 1
The main problem is that the employees facing is they giving very low salaries according to their
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Theory which is applicable in the above problem is Maslow need of theory because there basic
need of employees are not fulfilling then they not proceed forward to the safety.
Problem no 2:
The problem of baseness by leaders is also prevailing in the organization. Leaders support those
Theory of leader member exchange (LMX) is applicable here because this theory also indicates
the baseness. Leader supports those employees in terms of promotion, gives business party
invitation, also does baseness when favorite employees do mistake or not working. Leaders
highlight them as an important member of the group in the subordinates. That person who has
less or no interaction with leaders is not giving performance according to the mark and leader
also used harsh words with them which results in the lack of motivation. So employees who lack
Problem no 3:
(vertically) but members of the organization are not satisfied with this mode of communication
they want to participate in the decision making process to give better suggestions to the
organization. Subordinate also want to interact with higher authority to solve their problems
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directly regarding serious issues which is not addressable to lower level of the managerial
hierarchy.
This theory indicates that all channel communication flow is the best network if leader wants
higher member satisfaction and chain is also very important for high communication flow
accuracy
Problem no 4:
We conduct survey in lower employees of both categories including theory X and theory Y
In order to understand we must have to study the theory X and theory Y studies.
Theory X: The assumption that the employees dislike work are lazy, dislike responsibilities and
Theory Y: The assumption that the employees like work are creative seeks responsibilities and
According to research we understand that there are both type of employees relating Theory X
and Theory Y. and both categories of employees behaving at the same level by organization.
There is equality in organization. Some of the employees do not perform work according to
requirements of organization but they are also getting same salary and on the other hand who
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The organization should not behave both categories of employees at the same level. Theory X
related employees should be treat strictly and their salary should be less or cut if they if they
show irresponsibility. And theory Y related employees should be motivated more because they
Problem no 5:
60% of employees say that there department head does not care about their emotions and feeling
he just concerned about the work done and productivity nothing more than this.
In this case the Ohio state theory is applied in this theory there are 2 styles the one is initiating
structure and consideration is 2nd one. At that time the organization is working on the initiating
structure means he is concern about that the work done should be completed at the given date or
deadlines . Leaders are not concerns about emotions and have no trust on employees and about
this problem. This same thing is also mentioned in the theory of university of Michigan’s. In this
these are production oriented rather than employees oriented. A leader should understand and
Problem no 6:
Most of the employees said that their organization has set goals and objectives which they have
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In this case the path goal theory is related and in this case leader to be supportive because
employees have to compete the give work so they need to be motivated that they should
appreciate the employees when they are performing the structural task.
Recommendations:-
According to our research we have found that there is a wheel type of communications in which
all channels should be involved so that there should be trust among employees and a leader
should understand the feeling of their employees and should trust on them and help and support
them in structural task. Organization has set goals and objectives .In the article it is written that
leaders should not be biased to his employees because it demotivates the employees and
Bernard M. Bass2
http://jom.sagepub.com/content/16/4/693.short
Conclusion
This is all, the companies which face different problems related to the leadership style,
communication, innovation every country have set role and regulation if the employees have to
stay he/ she should compromise and full fill the roles and regulation of the organization. In
K&NS we search the problem of leadership employees are not satisfy with the leadership style
they think that their leader is biased, task oriented etc. but a leader should not be biased and also
think and feel about the problem and emotions of the employees.
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Appendix:
Questionnaire
Yes no maybe
Did you satisfy with the promotion on the bases of performance appraisal at
department level?
Yes no may be
Yes no maybe
Yes no maybe
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Yes no maybe
Yes no maybe
Yes no maybe
Yes no maybe
communication?
Yes no maybe
Locations:
Mainly the K&NS business is located in Karachi and Lahore but working in other
cities too.
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COOPERATE OFFICE: 2nd Floor, Business center, Shad man Market Lahore,
Pakistan.
WEBLINKS: WWW.KandNs.com
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