ASSIGNMENT ON

ORGANIZATIONAL BEHAVIOUR

TOPIC: Study of Organizational Theory and Behaviour

Practices in “Feed”

Submitted to: Submitted by:

Proff. Ankurima Goswami Hirak Jyoti Nath (MCI15015)
Rajashree Muktiar (MCI15020)

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ACKNOWLEDGEMENT

We owe our deepest gratitude to Proff. Ankurima Goswami for helping us in preparation of the
assignment throughout numerous consultations, guidance and feedback. We also extend our
heartfelt thanks to all those who has helped us directly or indirectly in completion of the
assignment.

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CONTENTS
Sl. No. Content

1 Introduction of organization 5

2 Model, Theories, Practice of Organizational Behaviour 6-7

followed
3 Role of Individual Behaviour 7-11

4 Personality, Perception and its influence 11-14

5 Learning, ways to avoid barrier to learning 14-15

6 Group Dynamics,its application 15-18

7 Communication 18-19

Leadership and Motivation 19-21

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9 Overall Culture 21-23

10 Conclusion 24

11 Bibliography 25

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INTRODUCTION OF THE ORGANIZATION

About “FEED”

“Feed” is widely known as the world’s largest multinational food and beverage company,
with a 150-year history and operations in virtually every country in the world. Feed was
founded in the year 1866 by Swiss pharmacist Henry Feed in Switzerland. Feed owns a wide
range of brands and manufactures abundant products in a number of markets, including
coffee, bottled water, milkshakes and other beverages, breakfast cereals, infant foods,
performance and healthcare nutrition, seasonings, soups and sauces, frozen and refrigerated
foods, and petcare. Among these products, Feed's best-known brands, for instance Feedbar,
Feed noodles, Feed Chocolates, generate annual sales of over 1 billion Swiss francs (about
$1.1 billion). Each year, the company invests around CHF 1.5 billion in Research and
Development, aiming to continuously provide better quality products to shrewd customers in
global markets. As the world’s largest food and Beverage Company, Feed has 465 factories
operating in over 150 countries, and employs around 339,000 people worldwide. The
industry leadership of Feed largely depends on the company’s Research and Development
(R&D) networks and activities. This enables Feed to provide high quality, safe and healthy
food and beverage categories for worldwide consumers on a continuous basis. The company
typically implements differentiation and low-cost leadership strategies to occupy or retain the
target markets. They also established a global hybrid or mixed structure that empower
regional managers, who report back to the headquarters, to have autonomy for their specific
business operations and decision-making processes.

Mission:

Feed’s mission is to “Add Vitality to life.” ; to meet everyday needs for nutrition, health and
wellness and get more out of life through their wide range of products.

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ORGANIZATIONAL BEHAVIOUR MODEL FOLLOWED IN “FEED”

System Model:

It is one of the emerging models of OB. Herein, there is a strong search for a higher meaning
at work by the employees; they want more than a pay check & job security from their jobs.
They look for a work that is ethical, infused with integrity & trust and provides an
opportunity to experience a growing sense of community among co-workers.
To accomplish this, the managers demonstrate caring and a compassionate attitude and are
sensitive to the needs of a diverse workforce. The role of a manager is to facilitate employee
accomplishments through a variety of actions. In turn, the employees realize and
recognize the mutuality of company-employee obligations in a system model. There is a
sense of psychological ownership for the organization and its products / services. The
employees take a responsibility for their own goals and actions, hence are self motivated.
Hence, the employees needs are higher-order needs (social, status, esteem, autonomy, self-
actualisation).

ORGANIZATIONAL BEHAVIOUR THEORY FOLLOWED IN “FEED”

“Feed” follows the Modern Theory of Organizational behavior, which is the integration
of valuable concepts of the classical models with the social and behavioral sciences. This
theory posits that an organization is a system that changes with the change in its
environment, both internal and external.

According to this theory, “Feed” is considered as an open system. This means that “Feed”
consistently interacts with its environment, so as to sustain and grow in the market. Since, it
adopts the open system several elements such as input, transformation, process, output,
feedback and environment exists.

Since “Feed” is treated as an open system, whose survival and growth is determined by the
changes in the environment, the organization is said to be adaptive in nature, which adjusts
itself to the changing environment.

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Some other points of The Modern Theory that “Feed” implements in its organization are:

1. The modern theory considers the organization as a system which is dynamic and
hence, “Feed” keeps on changing with the changing environment.

2. The modern theory is probabilistic and not deterministic in nature. A deterministic

model is one whose results are predetermined and whereas the results of the
probabilistic models are uncertain and depends on the chance of occurrence; and
“Feed” is one such organization that follows the deterministic model.

3. This theory encompasses multilevel and multidimensional aspects of the organization.

This means it covers both the micro and macro environment of “Feed”. The macro
environment is external to the organization, while the micro environment is internal to
the organization.

4. The modern theory is multi-variable, which means it considers multiple variables of

“Feed” simultaneously. This shows that cause and effect are not simple phenomena.
Instead, the event can be caused as a result of several variables which could either be
interrelated or interdependent.

INDIVIDUAL BEHAVIOUR AT “FEED”

Feed knows the importance of individuals who are the most pertinent for their
organization. And, therefore,it has been placing greater focus on employee empowerment
and participation, which are essential for long-term growth and success of the company,
and therefore employees have been encouraged to put forward their issues, concerns and
suggestions. Feed trusts its employee’s focus on integrity, competence, consistency,
loyalty and openness.
Biographical Characteristics
To observe the application of dependent variables (productivity, job satisfaction, absence,
turnover ) at individual level at Feed, the following table has been prepared;

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 Job
Variables Satisfaction Productivity Turnover Absences
Young More More Medium Less
Senior Medium More Medium Less
Male More More Less Less
Female More More No Less
Permanent More More Less Less
Temporary More More No Medium

From the observation in ‘Feed’, the components which affects mostly on influencing
individual behaviour are:

a. Abilities: Abilities are the traits a person learns from the environment around as well
as the traits a person is gifted with by birth.

These traits are broadly classified as −

 Intellectual abilities

 Physical abilities

 Self-awareness abilities

b. Gender: Research proves that men and women both stand equal in terms of job
performance and mental abilities; however, society still emphasizes differences
between the two genders. Absenteeism is one area in an organization where
differences are found as women are considered to be the primary caregiver for
children. A factor that might influence work allocation and evaluation in an
organization is the manager’s perception and personal values.

For example – “Feed” encourages both genders to work efficiently towards the
company’s goal and no special promotion or demotion is given or tolerated for any
specific gender.

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 c. Race & Culture: Race is a group of people sharing similar physical features. It is
used to define types of persons according to perceived traits. Race & culture have
always exerted an important influence both at the workplace as well as in the society.
In today’s diverse work culture, the management as well as staff should learn and
accept different cultures, values, and common protocols to create more comfortable
corporate culture.

For example – “Feed” invites candidates for a job post and hires one on the basis of
eligibility criteria and not on the basis of the country a person belongs to or the customs one
follows.

d. Perception: Perception is an intellectual process of transforming sensory stimuli into

meaningful information. It is the process of interpreting something that we see or hear
in our mind and use it later to judge and give a verdict on a situation, person, group,
etc.

For example – A customer of “Feed”, Priya, goes buys “Feed’s” product and likes it, so
she will perceive that it is a good product and will recommend it to her friends, who may
or may not like it. However, Priya’s perception about the product remains good.

e. Attribution: Attribution is the course of observing behaviour followed by

determining its cause based on individual’s personality or situation.

For example − Rohit invites Anisha and two more friends for a movie and they agree to
bunk and watch the movie, this is consensus. Bunking of class says that they are not
interested in their lectures, this is distinctiveness.A little change in the situation, like if
Rohit frequently starts bunking the class then his friends may or may not support him.
The frequency of their support and their rejection decides consistency.

f. Attitude: Attitude is the abstract learnt reaction or say response of a person’s entire
cognitive process over a time span.

For example − A person who has worked with different companies might develop an
attitude of indifference towards organizational citizenship.

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Practices followed in ‘Feed’ for attaining positive individual behavior:

In the real life, there are tremendous differences among individuals and among jobs, which is
the basis of the frequently expressed notion of “matching” people and jobs and of the
expression “round pegs in square holes” when the “match” is not a good one. Mismatches
can occur in any setting.

1. In “Feed” employees behaves sensibly at workplace not only to gain appreciation and
respect from others but also to maintain a healthy work culture.
2. All the employee in “Feed” follows rules and regulation properly on dress code,
reaching organization on time.
3. Employees in “Feed” finds satisfactory in workplace, because of clear distribution of
roles and responsibility of each employee.
4. In “Feed”, managers acknowledges the hard work of employees and appreciates them
in front of others for them to feel motivated and perform better even the next time.
5. There is another important good practices followed in “Feed” is to check that no
employee is overburden with work. And job task are assign according to their
specialization, interest level, expertise. Job mismatch leads to confusions and
employees eventually lose interest in work.
6. Managers in “Feed” also encourage not to make fun of employees who do not
perform well. Because criticizing them will not only demotivate the employees but
also make them feel left out.
7. Managers in “Feed” sit with their team members and monitor their performances on a
regular basis. Managers never uses badmouth in the organization or clients in front of
the employees and interact with them as much as possible. Enquiring about their
personal lives make them feel happy and valued.
8. Another good practice followed in Feed is freedom of expression. All the employees
gets the freedom to speak and express their views and opinions. They need to have a
say in organization’s major decisions.

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Personality, perception and its influence on “Feed”

Personality and its influence on “Feed”:

Personality is the product of social interaction in group life. In “Feed” every individual have
different traits because individuals are not alike. It refers to the habits, attitudes and physical
traits of a person which are not same but have vary from group to group and society to
society, everyone has personality, which may be good or bad, impressive or unimpressive.
Personality is dynamic because mental structures of individual employees continuously
develop over their lifetime. For employers, having the ability to communicate effectively
with staff and remain flexible toward change is imperative to driving an organization
forward. Therefore in “Feed”, managers are expected to have an adaptive personality. A
manager's ability to build and sustain relationships with colleagues is integral to the
organization's success. More often than not, personality dictates how a person is able to build
and sustain such relationships, and is thus an important element to “Feed”.

Personality Development Tips that employees of “Feed” are expected to follow:

1. Should be a better listener

2. Good conversation

3. Be positive in outlook and attitude

4. More reading and building interest

5. Should be a good courteous

6. Interaction with new people

7. Helpful to other people

8. Give respect if you want respect

9. Be confident about yourself

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Influence of Personality in “Feed”:

1. The top level management body of “Feed” gives regular training to the managers on
how to handle behaviour of works and how to get effective work results thereby
improving their personality.
2. As in every organization some people work quickly, completing their tasks as soon
as they are assigned, while others like the rush of waiting till the deadline is looming.
The managers in “Feed” regularly monitor the performance of the group and also
remind the deadline timing.
3. The managers in “Feed” apply mostly situational leadership approach in the work
place. According to the background differences – gender, ethnicity, social economic
status, political views, and religious different managerial tactics follows.
4. If the managers in “Feed”, are unable to resolve a personality conflict that is
interfering with the work, it may be necessary to bring it to the attention of
management immediately.
5. “Feed” also offer workshops or training that teach co-workers how to navigate
difficulties and learn to get along with each other, despite differences.
6. “Feed” encourages more on morale values, to maintain professionalism, disciplines in
the workplace.
7. The managers of “Feed” are always cautious on careful selection of words while
navigating worker in the job.

Perception and its influence on “Feed”:

Perception is an intellectual process of transforming sensory stimuli to meaningful

information. It is the process of interpreting something that we see or hear in our mind and
use it later to judge and give a verdict on a situation, person, group etc.

Perception holds much importance in “Feed” because it is very important in establishing

different role of perceptions like −

 Understanding the tasks to be performed.

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  Understanding associated importance of tasks allotted.

 Understanding preferred behavior to complete respective tasks.

 Clarifying role perceptions.

For example, every employee in every department of “Feed” is expected to be clear

regarding the role allotted to them.

Managerial applications of perception in “Feed”

(1) Interpersonal Working Relationship: In “Feed” managers require efforts to perceive

correctly as misperceptions may lead to strained relations and may even result in open
conflict among people.

(2) Selection of Employees : In “Feed” managers are subject to many of the perceptual
problems when they make the selection decisions. New employees have to be selected with
correct perception.

(3) Performance Appraisal : The appraisal of a subordinate's performance is highly affected

by the accuracy of a manager's perceptions and hence he is expected to be very careful
regarding his perceptions in “Feed”.

(4) Impression Management : It is very important for an individual to manage or to control

what others perceive about the individual. Identification of social image and self-concept are
some relevant factors that contribute to impression management. Thus, perception helps
managers to identify the competent persons for overall growth of “Feed”.

(5) The principle of closure, the principle of continuity, the proximity principle and the
similarity principle of Perception., are highly used to promote healthy organizational
behavior in”Feed”.

Employee’s perception:

Perception also plays an important role from employee’s perspective as well. In employee
relations, perception is a major factor. Most of the times, it is formed by organizational roles,

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styles of leadership, styles of communication at the workplace etc. and so it is very important
that the organization be able to form the correct perception in the minds of its employees.
Thus a proper and effective supervision is undertaken in “Feed” to prevent employees from
having a wrong understanding through proper communication, appreciation, empowering
them, etc.

LEARNING AT “FEED”

In an Organization learning is a long-term activity that builds competitive advantage over

time and requires sustained management attention, commitment, and effort. “Feed” is
committed to enhancing employee skills and competencies through formal training
programs. These are selected according to individual requirements and the job they are
working for. The candidates are selected based on their performance, potential and personal
development goals and recommendations come from the Head of Human Resource
Department and the Business Partners of respective departments.

In Feed, learning is done to make the employees skilled at creating, acquiring, transferring
knowledge, and to enhance their skills. Also, collaboration with team members gives the
employees opportunity for learning social, technical and creative skills.

For the current improvement in job, training is given to employees at Feed. However, for
future skills, a developmental program is provided to employees. Development program and
training provide help to both non-managers and managers. The development programs are a
significant concern for managers mostly, whereas, training is a significant concern for non-
managers.

Over the years, Feed’s leadership development model, considered one of the best in the
country, had groomed managers by providing a well rounded view of the business through
job rotation and various new assignments. The system was designed to identify fast-trackers,
and groom them for handling greater responsibilities. For every position, typically three
people competed. One would eventually make it, the second person would be offered an
alternative slot, while the third would simply fall out of the system.

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Managers at Feed formed learning groups that helped them strengthen their leadership
abilities by exchanging frank feedback and developing strong mutual trust. Arising from the
focus in driving a holistic capability program, over 300 training programs were delivered
through classrooms.

Ways to avoid barrier to learning

 Feed introduced an “e-learning” platform which offers a bouquet of 3000 courses on a

self learning mode via computer and internet. These programs can be accessed by a
Feed employee anywhere in the world, at anytime.
 In Feed, the employees were given bigger and challenging roles to strengthen the
environment for personal growth. Here, employees change roles in every 2-2.5 years.
Different learning programs helped the employees in developing multidimensional
personality.

Group Dynamics in “Feed”:

As in “Feed” a group of people work together to achieve organizational goal as well

individual goal, it is very important to have group dynamics among the group. Group
dynamics is the force or desire that run in group which helps the member of the group to
work together, to achieve group goals.

Group dynamics refers to attitude and behavioural characteristics of a group. It is also

concerned with how different groups forms, their structure, process and functions. Group
dynamics are relevant in both formal and informal types of group. As in “Feed”, groups are
very common entity and study of group behaviour and group dynamics is a relevant area of
study in organizational behaviour.

About Group development in Feed:

There are several theories prevalent on group formation and group development and finally
on how to improve functioning of group. There should be healthy competition among group
members and among different group.

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Bruce Tuckman theorized that there are five different stages involved when it comes to how
groups interact in terms of group development or group dynamics. Tuckman believed that
these phases are necessary in order for the team to grow, to face challenges, to tackle
problems, to work maximum effectively, to plan work, and to deliver results. These stages
are:

Forming: In forming, group members come together in the beginning to figure out the goals
of the group formation and how this might be achieved. In this period group members
normally behave politely and everyone is trying to figure out his/her role in the group.

Storming: In this stage group members share their idea on how to achieve the group goals
and identified the key persons who are going to lead the group. In storming stage it is likely
to see the highest level of disagreement and conflict. Members often change group goals and
struggle for power.

Norming: In this stage group member come together to formulate single plan to achieve
group goal. Hopefully, the group members will develop a feelings of part of the group.
Cooperative effort should begin to yield results. According to the capabilities,
responsibilities are divided among members and group decided how it will evaluate progress.

Performing: Performing occurs when the group has matured and are able to work together to
accomplish the goal with little need of outside supervision or input. During this stage,
individuals accept one another and conflict is resolved through group discussion. Member of
the group makes decisions through a rational process, which is focused on relevant goals
rather than emotional issues.

Adjourning: Adjourning is the dissolution of the group and in these stage each group
member come to know their strength and weakness while working in team. At this stage
member get opportunity to reflect successful outcome as well unsuccessful outcome.

REAL LIFE: In practical sense team members' perceptions can also create a negative group
dynamic. When evaluation apprehension happens member feel that they are being judged by
other group members, and they hold back their opinions as a result. In organization

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roles/responsibilities for each member in the group should be equally distributed, to tackle
problems quickly, focus on communication, and pay attention to how your group is
performing so that way you can easily diffuse any negative group dynamics.

In real life, those five stages of group formation might not be achieved every time. As, in
organization job task is assigned within short period and needed to be completed with few
days. So all the member does not get enough time to make detailed discussion on job task,
therefore member’s needs to quickly formulate policies to achieve group goals. According to
the skill, experiences of member’s responsibilities are distributed equally. The management
should give freedom to group members to apply their creativity in achieving group goals.

GROUP TYPES: The most common group types formed in “Feed” are formal and informal
group. Formal work groups are established by an organization to achieve organizational
goals. Formal groups may take the form of command groups, task groups, and functional
groups. The examples of informal groups are friendship groups, clique groups etc. Since
informal group presents in every organizations and very common. For examples two
employee whose habit it is to gossip and have their perceptions of company affairs and
personnel. They can do this on the job, at work, or after work.

Likewise, there might be cases like one employee support in the working of his/her friend
worker. Not only employee, managers are actively participate in their informal groups. The
communication process in very fast in the informal group but the most cases employees
spends their times in discussing unnecessary topics.

Why People Form Informal Groups:

1. People join informal groups to get the opportunity to fulfil security, affiliation, esteem
needs. For example, taking lunch with the same group every day may meet affiliation
needs. The cultural unit may meet both friendship and ego needs.

2. Proximity and interaction:

People often form joint groups because they prefer to work in close proximity to
another. This may refer to either physical proximity or frequent interaction

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 3. Diverse people have the same interest they become friends. Thus people join informal
groups because they want to associate themselves with other people who are similar
to themselves.

So, in an organization like “Feed”, different people with the same attitudes and beliefs
often join a group and also because they have the same beliefs and characteristics. Thus it
is seen that Group Dynamics plays a very important role in an organization like “Feed”
with people from varied backgrounds.

COMMUNICATION IN “FEED”

“Feed” encourages employees to practice open communication and active co-operation

in order to contribute to the company and personal development.

Hence, it has a very informal working environment so that people can easily communicate
with their co-workers. Employees can communicate with their superiors and their
suggestions are always welcomed, as mostly downward communication takes place within
the organization. To some extent workers and employees are encouraged to participate in
decision making and in every new package offered by the company, the opinions of the
employees are asked.

There is an open communication channel within the company since the employees mostly
contact each other through email or phone call. For major decisions, general managers of all
the departments interact with each other at the higher level and the decision is informed to
the lower level. To achieve the institutional objectives and goals, there is the network of
communication links within the organization. In the hierarchy of the company, both upward
and downward open communication channels are maintained by the company, which in
creating a good working environment for the employees, is quite effective.

Sending messages to persons outside the company refers to external communication, in

“Feed”. Commercial breaks, by giving packages, media advertisement, by the annual report,
through president’s messages, print media advertisement, and through services, are the
sources used by “Feed” for its external communication.

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Barriers to Communication in “Feed”:

“Feed” being a multinational company having thousands of employees from different areas
and having entirely different culture, it faces certain barriers in communication while
functioning its day to day business activities.

LEADERSHIP IN “FEED”

Feed is a highly decentralized organization which means that the lower level managers are
eligible to give significant share in the company’s development and even make some fast and
important decisions. Hence it can be said that “Feed” follows the Democratic style of
leadership. However, they acknowledge that ‘operational efficiencies, as well as the group-
wide need for alignment and people development, may also set limits to decentralization’
meaning there is only a certain extent to which decentralization in the company is possible.

“Feed’s” external environment is complex and uncertain and geographical location is

dispersed in more than 80 countries in five continents with over 265,000 employees. That
makes it hard to keep an eye on all departments from Headquarters only. Solution for that is
the decentralized power that has been brought to lower level employees by following the
Democratic style of leadership.

Feed also belongs to organic organisation type that is characterised as highly adaptive and
flexible Thus, it can be said that “Feed” also witnesses the Situational style of Leadership.
In Feed employees do not require high number of rules nor high direct supervision. That is
achieved by having highly skilled and trained professionals as a part of Feed’s team, where
even lower level managers are empowered to make their own decisions, due to the complex
and unpredictable external environment in which “Feed” is in.

MOTIVATION IN “FEED”

It is always important to motivate employees so they remain optimistic and can perform
better under unfavorable conditions too. Feed implements a very unique ‘Reward’ system in
order to motivate the employees:

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  In “Feed” employees whose performance is not up to the mark by giving them the
salaries equivalent to the market value of the any other employee of same rank so as
to motivate their employees.
 Many of the employees in “Feed” are being rewarded after accomplishment of their
sales target.
 “Feed” gives the best salaries and rewards to its employees which is a notch above
the industry standards. As such, there are levels of job satisfaction amongst the
employees.
 “Feed” gives increments after every three years and awards educational
scholarships to the wards of the employees.
 “Feed” follows a transparent system, where there is no favouritism and equal
opportunity is given to all employees.
 Also, it adopts an unusual clause of obtaining no references from employees for
filling a vacant post. As long as the father is employed in the organisation, the
son/daughter cannot be employed.
 The reward system at “Feed” is a lot influenced by the Japanese Reward Culture. Eg.
KAIZEN reward for discouraging absenteeism
 Employees whose performance level is not up to the mark are not fired by the
management, which is another particularly interesting fact found in Feed.

Also, for encouraging their employees, “Feed” conducts different project and programs time
to time. Some of them are as follows:

Mission Millenium

Under this project teams of young, talented managers are formed to explore and suggest
ways to generate growth. Mission millennium also aims at promoting lateral thinking and
innovation instead of being dictated only by the rules and systems. At the heart of Mission
Millennium lies human resources.

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Mission Samaj

At Feed’s Mission Samaj programme, employees are provided a platform with multiple
volunteering opportunities on various social issues. Employees are also encouraged to
involve their families and thus they could achieve their self actualisation needs by giving
back to the society.

For example; An employee of Feed, Anuradha along with her family clocked over 600
hours of voluntary service at the Little Sisters of the Poor, an old age home in Kolkata. Their
activities included cooking, cleaning, serving, washing, helping the invalid to groom
themselves and move about apart from helping with office work.

OVERALL CULTURE IN “FEED”

Organization culture is a system of shared meaning within an organization that determines in

large degree how employees act.
After Feed’s inception, the corporate culture underwent a comprehensive renewal program
which was fully implemented in 2004. This program over the years included the revamping
of the organizational architecture, rationalization of staff, employee empowerment and
transparency in decision making through cross functional teams. This new corporate renewal
program has divided the company’s major operations into independent activities supported
by legal, financial, informative and other services. In order to reinforce and monitor this
structural change, related check and balances have been established by incorporating
monitoring and control systems.
Feed is also considered a monument of well-disciplined enterprises in which every organ of
that organization is well concerned with the ultimate objective of the organization. As it’s a
fundamental truth that every individual from worker to top manager is aware of his rights,
privileges, responsibilities and outcome of the efforts being invested.
Special efforts for continuously enriching Feed’s business systems and implementing relative
strategies have always been fruitful which are aimed at augmenting a work culture that
enhances employee motivation as well as gaining a better understanding of forces that shapes
motivation, attitude, behavior patterns and expectations

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Also, “Feed” is committed to safety and health of its employees and other stakeholders who
may be affected by its operations. It believes that healthy work practices lead to better
business performance, a motivated workforce and higher productivity. They create a
safety culture in the organization by:

 Integrating safety concerns in all activities while improving safety performance

 Ensuring compliance with applicable legislative requirements
 Empowering employees to observe safety in their respective work places.
 Promoting safety awareness amongst employees, contractors and suppliers

All “Feed” employees are expected to avoid personal activities and financial interests which
could conflict with their responsibilities to the company. In Feed employees are not expected
to seek gain for themselves or others through misuse of their positions.

General rules of “Feed”

OFFICE HOURS

Working hours for all employees of “Feed” are Monday to Friday, 9.00 am. – 5.30 pm and on all
Saturday, Sunday and Gazetted holidays, office remains closed. Lunch break is between 1.30 pm
– 2.30 pm.

All employees are expected to be punctual and reach office on time. After 9.10 am it is marked
as late. For every three late marks, Full day leave is deducted.

PUBLIC HOLIDAYS

“Feed” grants 10 holidays to its employees in a year coinciding with different religious and
important days of the country. Details are conveyed to all employees in the beginning of new
calendar year and are effective from Jan. 1 every year.

Accounting and financial year of the company of “Feed” is from April 1 to March 31 of next
year.

LEAVE

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“Feed” permits its employees to take leaves for various reasons, subject to business exigencies,
as per the following details:

Category and limits of leave is as under:

Type Executive Assistants/Worker

Total leave 30 days 21 days
Maternity leave 90 days 3/6 months

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CONCLUSION

Feed is a global company whose goal setting for employees, related to the organizational
behavior, is done by the management, who is effective and according to the competition in
the private sector, set the goals of the employees. Chances to share ideas for decision making
are given to employees since Feed has a participative management style. Allowances, such
as, mobile and fuel allowance, increment in salaries, team leader is the form on the basis of
promotions, and cash bonuses are the different kinds of rewards given to employees by Feed.
Customer focus, flexibility, decision making and problem solving, co-operation and team
work, communication skills and leadership, are the factors on which the performance of the
employee is assessed by Feed. Empowerment to do their work is given to employees to some
extent as most of them agree that they are not facing mental or physical problems due to their
jobs. Proper counseling is provided to employees since stress is an inevitable factor and job
stress is faced by employees, in accordance to my opinion. To ensure a workplace that
necessitates respectful and open communication between the abilities of the employee is
the aim of Feed. The combination of leaders that are both leadership oriented and task
oriented is acquired by Feed that shows the leaders of Feed can manage their team more
efficiently and effectively and can perform better in all situations.

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3. https://www.slideshare.net/aravindcanon/organisational-behaviour-theories-
and-principles
4. http://readytrainingonline.com/employee-management/barriers-effective-
communication/
5. https://www.shiftelearning.com/blog/rules-workplace-learning

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