The result of our efforts is that today we are
CASE STUDY:
Organization Behavior in
MITCHELL’S
Executive Summary:
This case study will discuss about the
employees behavior and what is the
Organization Behavior towards their
employees like, Culture, Harassment, turnover
and absenteeism, Discrimination, Promotion
and Recruitments Process. We will discuss
factors that urge employees to leave the
organization or to bind them with the
organization. While it is also discussed the
facilities, benefits, allowances and bonuses
which are enjoyed by the employees in this
case study.
MITCHELL’S Fruit Farm:
Introduction:
Mitchell’s is the oldest food company in
Pakistan. It was established in 1933 by Francis J.
Mitchell under the name of Indian Mildura Fruit
Farms Ltd. After the country gained
independence in 1947, the company's name
was changed to "MITCHELL’S Fruit Farms Ltd."
with the brand name of "MITCHELL’S".
Since its inception, Mitchell’s has gone from
strength to strength, not only expanding its
product line but also maintaining quality
through the years to become one of the largest
food companies in the country. From the
procurement of best quality raw materials,
fresh from our own farms and orchards to the
adoption of latest production techniques,
Mitchell’s has been in sync with the evolving
times.
among the market leaders in all our product
categories. Not only that, but our products are
also gaining a market abroad with exports to
several parts of the world including UK, USA,
Canada, the Middle-East and South-West Asia
where already Mitchell’s is a name to reckon
with.
Background:
Francis J. Mitchell arrived in Bombay from
Scotland at the end of World War I. He had
been invited by his brother who was already
established in North Western India as
contractor to the government for construction
of the railway network. At that time, an
opportunity came to his way in the form of the
emerging irrigation system being laid out in the
canal colony districts of West Punjab. He was
successful in obtaining the lease of 720 acres of
agricultural land in the Montgomery (Later
Sahiwal but now it is in Okara District premises)
district. He initiated the business of growing
grapes for eventual sale as dried raisins and
sent his younger son Richard to Australia for
training at Mildura which was well known as a
center of specialization in the field of
horticulture.
The Company, with Francis Mitchell as its
Governing Director and his two sons Leonard
and Richard as Directors, was incorporated in
1933 and given the name Indian Mildura Fruit
Farms Ltd. The North Western Railway had
opened to traffic a few years before the
acquisition of the land by the Mitchell family.
Francis Mitchell was asked by the railway
authorities to propose a name for the adjoining
station. Hence the word "Kissan" which
subsequently became a familiar brand name.
As a sequel to Independence in 1947, Indian
Mildura Fruit Farms Limited lost nearly 75% of
its Indian market. The company's name was
changed to "Mitchell's Fruit Farms (Pvt.) Ltd."
and the brand name "MITCHELL'S" became the
exclusive property of the Pakistani company.
Likewise, the Indian company acquired
exclusive use of the "KISSAN" brand name.
Francis Mitchell died in 1933 and his elder son,
Leonard, became Chairman. After his brother's
tragic death in an air accident, Richard took
over the chairmanship in 1949 and continued in
this capacity until his death in 1987. The family
sold its shares gradually, having inducted
Pakistani shareholders in 1957, and retired to
Eastbourne, U.K., in 1959. Richard's wife, Betty,
retained her links with the Company in the
capacity of Director until 1991. She died in
1995.
Products:
The Company has well-known brand name with
loyal followings in grocery products. From the
very onset, Mitchell’s makes efforts to extend
its products’ length & breadth by introducing
new varieties of food products used in
breakfast, dinner and other servings. Recently,
the company launched three new variants of
fruit juices and four new products in the
confectionery category. Cumulatively, the
company offers 140 products in nine categories
catering to the middle to upper class. The
product portfolio of the company ranges from
fruit juices, squashes, tomato ketchup & sauces,
pickles, canned fruits & vegetables, jams &
jellies, candies, toffees, chocolates and drinking
water. Surprisingly, despite the fact that the
company offers 32 confectionery products out
of a total 140 products, confectionery product
lines constitute 42% of the total gross sales
revenue on the back of higher turn-over than
groceries items.
Recruitment:
First and foremost important function of the
HR is Recruiting and Selection. Whenever any
position becomes vacant or some new staff is
required in the organization, Human Resource
Department is informed by the department
heads. Then, Human Resource Department
advertises it in different print media to invite a
sufficient pool of candidates.
After this, Candidate submits their Curriculum
Vital in Mitchell’s CV Pool and they invited for
test and who pass their test they called
shortlisted candidate for interview are
conducted by HRM with Department manager
in which short listed candidates are evaluated
against some specific parameters, After that
Final interview conducted by CEO of Mitchells
and who passed that interview called for joining
MITCHELL’S.
Culture:
Mitchell’s culture is good and comfortable for
the executives employees and as well as for
labor’s. Internal culture of Mitchell’s Fruit Farms
is very friendly and cooperative. It is a common
thing that employees face a lot of problems
about their job, task assign to them, or their
domestic matters. During the job, conflict can
arise between the parties or workers. In hour of
needs it is necessary to ask their top
management for their permission in some
matter or advise to solve a problem. At
Mitchell’s Fruit Farms’ Human Resource
Department, all employees of the company are
free to coordinate with Assistant manager
Human Resource. They can discuss any mater
related to their job and environment of the
organization with the assistant manager
without any hesitation and fear. Everyone is
cooperative with each other and they give
parties and arrange orientation for the new
employees for their motivation, job description
and introduce the new employees to the
executives and other employees.
Decision Making Module:
The board of governors governs Mitchell’s fruit
farm governs the Mitchell’s. All the operational
responsibilities, decisions about operations,
productions, employees etc. are done by the
CEO / MD. CEO is fully responsible and
authorized independently about the
organization. Advisor plays a role of a
communicator between the CEO and the board
of governors. Board of governors takes
decisions related to top-level matters like
investment etc. under the CEO there are
different department. CEO controls these
departments through their Heads namely
called HOD i.e. Head of Department.
Absenteeism & Employee Turnover:
There is very low absenteeism rate in the
company, and the reason of that low absence
rate is the attendance allowance, which is
provided to the employees when they don’t
exceed the limitation. So most of the
employees focus on the attendance allowance
and follow the holidays limit to capture that
specific attendance allowance. It means the
Absenteeism rate in the Mitchell’s is very low
and they don’t need to worry about that.
In the Farm, there is an employee turnover in
the organization is average, because most of
the employees need rapid growth and power in
the organization. Organization can’t fire their
employees, employees left the organization
due to some reasons. There are several reasons
behind it and some of these are explaining
below:-
Reason:
The first and very important reason of the
employee turnover is the growth. Because
employees feel there are low growth
opportunities. Everyone need growth and
power in the any organization and want goes to
upward and take better allowances from the
initial and this is the main reason and make
great impact on employee’s turnover.
Another reason of the employee turnover is the
salary package which is providing to the
employees. They have relatively less salary
package as compared to the other companies.
Promotion:
Performance appraisal is being done on yearly
basis against some specific parameters for
workers and executives separately. According
to this performance appraisal, salary
increments and perks are rewarded to
employees. In performance appraisal,
behaviors, task outcomes, improvements
potential and training needed is checked. By
this performance appraisal employees get
promotion. Some Employees are happy with
this or some are not.
Discrimination:
In Mitchell’s fruit farm, there is not totally fair
discrimination means that in our point of view
every organization does discrimination among
employees in some content. But in Mitchells
Organization do discrimination in just giving
promotion.
Benefits and Facilities:
Inside Fruit farm there is a clubs for the
enjoyment of the employees, in which there is
badminton, table tennis and other indoor
games can be played. Also there is lot of
ground for outdoor games and that is because
for the fitness of the employees.
There is housing facility for the outsider
employees as they got the Resort providing by
the Mitchells, where they can spent their days
and nights, apart from the work. It is one of the
best facility and benefit for the employees in
the greenery and fresh environment and in this
resort they give all housing equipment and
cook and servant for the families, and Individual
don’t want resort there is separate room and
cook and the dining hall for these employees.
Medical, they have medical facilities for the
family of employees and that is outdoor/indoor
medical facilities and they take the medical bill
and give the money to them. But this facility is
only for family of those employees not for their
parents, and in the limited form.
Tanning and development, recent researches in
the field of human resource have been proved
that training and development plays a vital role
in the progress of the any organization and
investment in these returns back. HRD of the
Mitchell’s also understand the importance of
the training and development. Different
departments send their workers name which
needs trainings. Then according to that HRD
devise a plan to deliver trainings. Trainers from
others organizations are also invited to impart
trainings.
Allowances:
There are different and variety of allowances
which are providing by the Mitchell’s to their
employees to change the attitude of the
employees towards their organization and
getting their attention and loyalty, which add
to their salaries and covered a good part of
their salaries. The details of those allowances
are given below:-
Travelling and Driving Allowance, they give this
allowance to their sales and marketing
employees for increasing sales and to get the
feedback of their customers and to get the
order from their different distributor. And this
allowance is so good in quantity.
Attendance allowance, the person who come
regular and can’t do any holiday they give some
allowance to them for rewarding.
Eid allowance, on the Eid, the Mitchells
employees gets especially amount of money in
the term of the Eid allowance.
Bonuses, they give yearly bonuses to their
employees in form of their salaries.
Conclusion:
Mitchell’s are providing several types of
allowances, facilities and benefits to their
employees working in their Organization and
have a great culture for employees they had
control the absenteeism of their employees
very well with their attendance allowance and
environment, but on the other hand they are
unable to control the Employee turnover due to
low growth opportunities.
Recommendation:
Decrease the discrimination thought from the
mind of their employees, increase the
limitation in medical and develop a growth
opportunities for their employees. Although
they are decreasing day by day in the market
they should have to do and hire some
experience staff and should have to focus on
their weakness and eliminate their threats and
convert opportunities to strengths.

They are thinking still same now which they

think in early 20’s.Thing are change and they
should have to change, and focus on market
and pay correct attention on their employees
work and performance, and they should have
to do right decisions for this well-known
company.

In the End, No doubt they are doing well for the

employees but they should have to hire caliber
and experience staff for to stay in the market
otherwise in coming years our point of view this
organization will be dissolved. Now again no
doubt they are doing so well for their
employees but they are doing for wrong
employees.

---------------------------------------------------------