K&N’S

orgainational behaviour
project

 SABA HANIF L1F10BBAM0240

 HAMZA ASIF L1F10BBA2373
 MANSOOR ZIA L1F10BBAM2272
 MARYIA RAIZ L1F10BBAM0263
 M.HASSAN AKBAR L1S10BBAM2073
 SAAD
SUBMITTED TO:
MAM. RABIHA HASSAN
|

[
C
o
m
p
 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

1|Page
 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

2|Page
 K&N’S [ORGAINATIONAL BEHAVIOUR PROJECT]

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

the people just to fulfill their need and interests.

History of the Organization

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

families in small numbers around their own homes in the villages.

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

3|Page
 K&N’S [ORGAINATIONAL BEHAVIOUR PROJECT]

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

BABCOCKCORPORATION located in LTHACA, upstate NEW YORK. In 2000K&NS

started the food processing plants.

Ready to cook process plant:

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

4|Page
 K&N’S [ORGAINATIONAL BEHAVIOUR PROJECT]

Proposal

We have visitedK&N's organization different departments and conduct research by questionnaire

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.

Goal and objectives of the project:

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

theories with the relevant problems.

Findings and analysis:

PROBLEMS

Problem no: 1

The main problem is that the employees facing is they giving very low salaries according to their

need and position in organization.

5|Page
 K&N’S [ORGAINATIONAL BEHAVIOUR PROJECT]

Theory which is applicable is Maslow’ hierarchy of need:

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

employees who closer or favorite to the leaders.

Theory which is applicable is leader member exchange (LMX):

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

of leader attention become demotivate.

Problem no 3:

There is also a problem of communication. Communication travels from top to bottom

(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

6|Page
 K&N’S [ORGAINATIONAL BEHAVIOUR PROJECT]

directly regarding serious issues which is not addressable to lower level of the managerial

hierarchy.

Theory of Small Group network:

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

employees in order to understand how organization is behaving with employees.

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

must be coerced to perform.

Theory Y: The assumption that the employees like work are creative seeks responsibilities and

can exercise self direction.

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

work perfectly they are also getting same rewards.

7|Page
 K&N’S [ORGAINATIONAL BEHAVIOUR PROJECT]

Solutions of theory X and theory Y:

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

will feel honor and will give more output.

Problem no 5:

Task oriented leader:

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

take care about the problem faced by the employees.

Problem no 6:

Most of the employees said that their organization has set goals and objectives which they have

to meet in given time lines.

8|Page
 K&N’S [ORGAINATIONAL BEHAVIOUR PROJECT]

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

employees lose their attention.

Joseph Seltzer1 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.

9|Page
 K&N’S [ORGAINATIONAL BEHAVIOUR PROJECT]

Appendix:

Questionnaire

 What is your salary in your organization?

8,000 10,000 20,000 30,000

 From how many times you are working in your organization?

5 years 3 years 2 years newly

 Do you satisfy with the compensation?

Yes no maybe

 Did you satisfy with the promotion on the bases of performance appraisal at

department level?

Yes no may be

 Do your department head feels and care about your emotion?

Yes no maybe

 Does there is biasness in your department?

Yes no maybe
10 | P a g e
 K&N’S [ORGAINATIONAL BEHAVIOUR PROJECT]

 Does organization allow his employees to bring innovation?

Yes no maybe

 Does your organization have set goals and objectives?

Yes no maybe

 Do you meet your timelines or work deadlines?

Yes no maybe

 Does leadership behavior change according to the situation?

Yes no maybe

 Does your organization have upward communication or downward

communication?

Yes no maybe

Locations:

Mainly the K&NS business is located in Karachi and Lahore but working in other

cities too.

COPROATE HEADQUATER: K&NS CENTER 160 Bangalore Town, Sahara-e-

Fasial Karachi, Pakistan.

11 | P a g e
 K&N’S [ORGAINATIONAL BEHAVIOUR PROJECT]

Fax: +92 21 34536630 Phone: +92 21 34533623~7

COOPERATE OFFICE: 2nd Floor, Business center, Shad man Market Lahore,

Pakistan.

Fax: +92 42 37585838 Phone: + 92 42 37535839~42

PROCESSING PLANT: 6- KM, Riwind Road Manga Riwind

Fax: +92 42 35392707 Phone: +92 42 35392708~14

WEBLINKS: WWW.KandNs.com

Special discount offer

12 | P a g e
 K&N’S [ORGAINATIONAL BEHAVIOUR PROJECT]

13 | P a g e