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SUMMARY From the inception in 1958, Square pharmaceutical has today burgeoned into one of the top line

conglomerates in Bangladesh. Square Pharmaceuticals, the flagship company, is holding the strong leadership position in the pharmaceutical industry of Bangladesh since 1985 and is no on its ay to becoming a high performance global player. !he company"s mission is to pro#ide quality $ inno#ati#e healthcare relief for people, maintain stringently ethical standard in business operation also ensuring benefit to the shareholders and other sta%eholders. !he ob&ecti#e of this research pro&ect is to find out the organi'ational beha#ior practices in Square Pharmaceuticals and analy'e a problem faced by the organi'ation. Beha#ior of the employees is one of the most important aspects in any organi'ation. (n this pro&ect e)plained some aspects of organi'ational beha#ior li%e di#ersity, employee po er distance, re ards, e ha#e or% life balance,

or%place de#iant beha#ior, *motion and moods and *motional ritten policy for recruiting di#ersified employee. !hough they

intelligence in regards of pharmaceuticals company+,Square Pharmaceuticals-. .urrently Square Pharmaceuticals does not ha#e di#ersify their are not facing that much difficulty for lac% of di#ersity, they are trying their le#el best to or%force in the areas of /ender, 0eligion and 1isability. (n Square or% life balancing. Besides to moti#ate the Pharmaceuticals, employees are facing trouble in

employees Square Pharmaceuticals regularly ta%es feedbac% from the employees, promotes them basing on the performance, pro#ides yearly salary increment, arranges different inspirational training session, and allo s career aspiration. Square Pharmaceuticals also pro#ide benefit li%e Pro#ident fund, life insurance etc to the loyal employees. !he po er distance is moderate bet een the hierarchies. !hey maintain the professional distance in management. !he human resource management of Square Pharmaceuticals e#aluates the emotional condition and moods of the employees in an efficient formal ay. !he company is highly responsi#e for bad emotions of its employees. !hey pro#ide paid holiday facilities to its employees hen they face difficult situations in their personal and academic life. 2t present Square Pharmaceuticals does not ha#e any formal process to e#aluate the emotional intelligence during the recruitment, but the *( is tested during the inter#ie session of recruitment. !hey ha#e a ritten policy to e#aluate or%place de#iant beha#ior and penalty for that.

3e ha#e collected both primary and secondary data for the research. !he primary data collected through questionnaires and secondary data report of Square /roup and brochures of the company. (n the questionnaire e had time constraints. 4ur sample for sur#ey %no ledge of *nglish and this is hy e questions in a straight for ard manner. 4ur findings as comprised of people

as

as gathered mainly from internet, annual e ha#e mainly ith minimum

as%ed descripti#e and causal questions. 3e needed to finish the sur#ey ithin a specified time as orded our questionnaire in simple forms and as% the

ere mostly specific as general employees almost unanimously shared the same anted to s itch their &ob. !he reason can be the laborious hy no specific hich ma%es it #ery hard for employees to continue o#er a life time and as a ith age of 5P4s and tendency to s itch &ob. 3e also found that

opinions. 5ost of the employees nature of the &ob

result employees of all ages ha#e the tendency to s itch this &ob and this is relationship could be found

most of the employees are not treated fairly by their super#isors though there is no communication gap bet een them. 5ost of the employees &oined the company %no ing the hardship of this &ob mainly to support their family or because there as no other &ob option a#ailable to them. !his means that this &ob is not at all attracti#e to the employees. 6a#ing no fi)ed holiday is the ma&or dra bac% of this &ob. !he !erritory 5anagers en&oy more holidays than their 5edical Promotion 4fficers in all o#er the country hich is a de+moti#ating factor for the 5P4s. *mployees do not lea#e the &ob only because of the hardship of the &ob but because of personal reasons too. !hose ho are from a ell+off family tend to s itch their &obs more than others. 2lso, because family members do not get to spend time ith these employees, they are not happy about this &ob and as a result their tendency to s itch the &ob increases. .hemists play an important role in the operation process of the 5P4s and as a result if they do not ha#e good relationship ith the chemists then their performance le#el decreases hich means lo ith their &ob ith commission for them. For this reason those ho do not ha#e good relationship

chemists try to s itch &ob. (ncreasing the amount of salary

ill increase the retention rate of

5P4s as most of the trainees said that they ould be attracted to a similar type of ne

more salary. 3or%ing en#ironment is more important to most of the employees than more salary.

3e offered a #ariety of recommendations to correct these problems. (n short, 5P4s should be gi#en at least one day of ee%ly holiday so that they can get rest as this is a #ery laborious &ob. ith their family members hich ill 2lso, by ha#ing free time they can spend more time

increase their family members7 happiness and #ice #ersa. .ompany should ha#e strict policy to maintain fair treatment by the super#isors so that they cannot e)ploit their po er of authority. !he company should do sur#ey on the !erritory 5anagers so that 5P4s can gi#e their feedbac% on ho they are treated and company can ta%e action on the !5s ho misuse their po er. or% schedule ee%ly holidays (ncreasing the amount of salary may pre#ent the employees from lea#ing their &ob. 2s or%ing en#ironment is more important to employees than salary, ma%ing the more fle)ible ill gi#e the company more benefit. (f the company cannot gi#e then they should ha#e at least a fi)ed daily hour of or%ing schedule for the 5P4s.

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