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INTRODUCTION
The project aims to analyze the organizational behaviour of. Pakistan International
Organizational Behaviour has been carried out in the report. This has been done to analyze
the impact of individuals, groups and structures on behaviour within the organization for
Thus, the report evaluates the organizational culture, leadership styles, employee
BOARD OF DIRECTORS
Ch. Ahmed Mukhtar
Minister for Defence and Chairman - PIA
Mr Mubashir Iftikhar
Mr Husain Lawai
Mr Salman Siddique
Federal Secretary Finance
Mr Muhammad Shuaib
Secretary-PIA
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MANAGEMENT
Managing Director
Captain Mohammad Aijaz Haroon
Chief Financial Officer
Mr. Arif Majeed
Director - Corporate Planning
Mr. Shahnawaz Rehman
Director - Engineering and Maintenance
Mr. Maqsood Ahmed
Director - Finance
Muhammad Ziyad A Syed
Director - Flight Operations
Capt. Shuja Naqvi
Director - Information Technology
Mr. Shahid Sarwar
Director - Human Resource & Administration
Mr. Hanif Pathan
Director - Marketing
Mr. Salah uddin
Director - Precision Engineering Complex
AVM Muhammad Kamal Alam Siddiqui
Director - Procurement, Logistics and Food Services
Mr. Imran Ahmed Khan
Director - Training and Development
Mr. Dilawar Farid Baig
Director
Mr. S. Kamran Hasan
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HISTORICAL PROFILE
Pakistan International Airlines (PIA) is a national airline, operating passenger and cargo
services covering eighty-two domestic and foreign destinations. Established in 1955, PIA
has a vast experience in the airline industry of Pakistan with a large fleet of aircrafts. The
PIA is a huge corporation with more than 17,000 employees. This organization is divided
Assurance.
The organogram of the organization follows, with the Chairman at the top and directors of
departments reporting to him. The structure is centralized with the top-level management
Marketing
Corporate Planning,
Information Services,
Finance
Flight Services
Flight Operation
Engineering
Customer Services
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CULTURE
The distinguished culture is determined by the vision and values communicated
throughout the structure and amongst people. Since Pakistan International Airlines is a
Vision of PIA
‘To be a world class airline exceeding customer expectations through dedicated
Corporate Mission
As a Symbol of National Pride, We aspire to be a Choice Airline, Operating Profitable
on Modern Commercial concepts and Capable of Competing With the Best in the
CHARACTERISTICS PIA
INNOVATION AND RISK TAKING Low
ATTENTION TO DETAIL Low
AGGRESSIVENESS Low
STABILITY High
The results show that PIA focuses more on the goal rather than means to achieve it the
characteristics and values form the organizational structure which determines the
Values of PIA
Revenue composition
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MAJOR COMPITITORS
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Strengths
Leading Market Position
Brand Recognition
Superior Operating Structure
Network Presence
Hub airport at Karachi
Weakness
Opportunities
Threats
the skills of employees while the scope for enhancing their attitudes (beliefs and
They have one of the most advanced Airline training infrastructures approved by local and
Functions:
Training has been offered for PIA employees as well as for other airlines' staff intending
to work, or already working as members of the cockpit and flight service crew, as
passenger service and marketing staff, and as mechanics and engineers, etc. It was in 1960
that all training was amalgamated under one roof at the Hotel Midway House, Karachi.
Details:
Specialist instructors are assigned at the Centre for imparting rigorous training to those
who fly, and to those who service and maintain various types of aircraft (B-747-200, A-
310, A-300, B-737, F-27, Twin Otter, B-777). The training aids and equipment used are
the latest. The methods of knowledge and skill transfer, adopted at the PIA Training
Centre, are varied all pragmatic and useful. Classroom lectures are augmented by group
number of PIA facilities are regularly conducted and seminars on topics of general interest
During the past, for many years the PIA Training Centre has also been instrumental in
Traffic and sales personnel from over 30 airlines and associated agencies worldwide,
We offer the highest standard of aviation training at very economical terms and even the
Training includes:
Customer Service
Flight Service
Marketing
Marketing Cargo
Passenger Service
Flight Operations
HR Management
Time Management
HR Productivity Management
Stress Management
Change Management
Crisis Management
Risk Management
Conflict Management
Mind Mapping
Problem Solving
Decision Making
Team Building
Negotiating Skills
Effective Delegating Skills
HR Budget
Industrial Engineering
Quality Management System
Organization Development
Safety Management System
Policies & Procedures
Airline Security
Cost Control
Six Sigma
Record Keeping & Office Management
Office Management
Emotional Intelligence
Skills in Supervision
Performance Appraisals
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Employee Attitudes:
attitudes and avoid behavior which clashes directly with the organization’s interest. In
case of deviant workplace behaviour, administrative action is taken against the employee
All human resource issues are dealt in accordance with the POLICIES AND
PROCEDURES MANUAL VOL. I & II, which deals with every aspect of employee
behavior.
Employee Dissatisfaction:
If PIA believes that dissatisfaction or absenteeism is affecting the productivity level of
employees, then the root cause of such factors is identified. If a genuine reason emerges,
the employee is assisted in rectifying the situation; if not, then the employee might get a
letter of warning.
Employees at PIA can express dissatisfaction through the ‘Suggestion Boxes’ located at
various sites of PIA. Furthermore, quarterly employee co-ordination meetings are held
where all employees can share their views with their bosses and subordinates.
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Department. Decisions are taken by the top management of PIA regarding the attributes
personality, skills and qualifications, is used to evaluate a candidate. The verdict of the
management is forwarded to the recruitment division which then initiates the procedure of
After difficult circumstances the Human Resource Department is now fully functional and
policies and procedures are now in place. New recruitments with clearly defined levels of
skill and competence in all areas are being made. New inductions both on the management
side and specifically the operational side of cockpit crew, cabin crew and ground
engineers will continue at regular intervals so that the shortages experienced in these areas
are fully taken care. The policy is to promote people from within the airline at all levels.
However, where PIA does not find the relevant competencies they hire people from
outside which is based on market salaries. Salaries of all the employees including
operational crew have been considerably enhanced in an effort to align PIA salaries with
Employee Promotion
During promotions experience, skill, education and past performance of the employee are
considered, however, experience takes precedence over all other deciding factors. PIA
believes that experienced employees have the knowledge and expertise, gained over years,
Communication
The organizational structure of PIA is centralized, therefore decision-making is a time-
that the current Chairman is inclined towards a decentralized system, the effectiveness of
essential in an organization like PIA due to its large size and expanded network. It is
necessary that people from various departments communicate between each other to have
an overall uniformity. Previously fax was widely used to transmit information, however,
with the technological advancement e-mails are used for this purpose. Another mode of
Feedback:
Employee feedback is considered important in PIA to an extent as it enables the
management and the human resource department to have an insight on the needs and the
employees’ necessities which have led to decisions being made in the favor of the
employees in the past and has also improved overall system of the organization.
Apart from this, any striking idea from employees, if it actually suits the organization
interest is soon adopted and the employee is given due credit for that in either monetary
terms or promotion. This shows the high employee involvement in the organization
culture.
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Job Rotation:
At PIA, employees are not rotated amongst various departments unless they request for a
rotation.
Monetary Rewards:
Amid a highly competitive environment, PIA needs to motivate its employees. For this
purpose, ‘Promotion Boards’ are held twice a year. ‘Extra-mile Awards’ are handed over
opportunity to be vociferous regarding their issues. The three best suggestions are given
Apart from the basic salary, fringe benefits are in the form of Medical Entitlement,
Free/Rebated Air Tickets, Utility Allowance, Rent Allowance and Meals at discounted
rates.
Employee Satisfaction:
Employee satisfaction is essential for the retention of competent employees at PIA. The
management strives to achieve this by promoting employees in next pay groups (move-
over), giving monetary rewards (bonuses) and transferring employees to foreign posts.
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Sharing information
Efforts are made by PIA’s management to ensure that employees are exposed to
Information in a manner which minimizes uncertainty amongst them so that they are not
TEAMWORK
In an airline industry almost all tasks are performed through team work and PIA is not any
different. From ticket reservation to the landing of the plane team work is the decisive
factor. Employees work in various teams such as ground staff, cabin crew, flight
attendants, office staff etc. All these teams have different sets of tasks to perform but
cohesion among these teams is necessary to run the day to day operations. Considering the
diverse nature of employees PIA has, it is difficult to make team work efficient so it is
FORMAL GROUPS
under the policy of the government. Disagreement among employees is resolved through
applications and appeals. Some cases may be dealt by the ELT (Employee Leadership
groups at PIA. The informal groups influence the overall decision making process to some
extent due to the nature of the workplace. These informal groups are formed because
many employees have been there in the organization for several years and they share
common interests..
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CONCLUSION
Organizational Behavior forms an integral part of any organization for prosperity. Greater
because in the present dynamic environment employees are the key to success in any
organization.
This is mainly due to the varying structures and leadership styles. As mentioned on
various accounts, PIA has a centralized structure. This has caused higher conflicts and
poor management of employees as decisions are made by the top level management
without involving the employees. In addition, this leads to complexities in employee tasks
as it takes more time to reach the information from top to bottom. Due to this bureaucratic
nature of PIA, inefficiencies have crept in and morale of the employees has plummeted
Delegation of tasks is minimal at PIA. The current status of employees is less control and
authority over different tasks apart from their own assigned tasks, so employees feel
distant as far as other issues and problems of the departments are concerned.
However, PIA emphasizes on experience. Therefore, the organization has young and
active employees who may lack in experience but not competence. This has increased
The meetings and suggestion boxes at PIA are ineffective; employees feel reluctant to
voice their concerns in a meeting amid others and complaints in the suggestion boxes take
It has been observed that Pakistan International Airlines fears change. They fear that the
system will become unstable, their security will be lost, and they will not understand the
new process, therefore, will not know how to respond to the new situations. PIA turned its
RECOMMENDATIONS
• DECENTRALIZATION
PIA should decentralize is its structure that would lead to the easy management,
increased motivation, easy access to information and resolution of the conflicts (as
they would be resolved by the immediate manger time span would then reduced).
• EMPLOYEE EMPOWERMENT
PIA should make efforts towards empowering the employees that is going to lead
to more employee participation in the decision making process and also result in
more employee satisfaction and enhanced motivation. Apart from this, employees
would feel more independent to discuss the issues explicitly without hesitation.
This would also enhance team work process at PIA as quality team and cross-
functional teams. The employees will work with more commitment and dedication
and every employee would work to his/her fullest due to increased motivation.
Check’’ on them to ensue the correct usage of power delegated to every employees
• OVERHEAD COSTS
PIA should also reduce its overhead costs that are it should mange its resources:
labour more effectively, so that with less input, more out put can be achieved and
the saved resources can be utilized in other areas such as introducing more training
courses for the employees so that the quality of the workforce could be increased.
Hiring the services of expertise can improve the efficiency of their services, so by
saving the overhead costs, they can utilize that money for the expertise services.
So by analyzing the various segments of the organization and making the right
• TWO-WAY COMMUNICATION
The suggestions of the employees can prove to be very effective in improving the
operations as they are the ones who manage them. Therefore, a top-down approach