1. ORGANIZATIONAL BEHAVIOUR
By:Q. Muhammad
Shahzad Khalil

2. Contents
1. Company Profile
2. Vision, Mission & Values
3. Structure
4. Human Resource Management
5. Best Practices
6. Employee Engagement
7. Change management
8. Evaluation and recommendations
9. Tapal Tea Bag Ad

3. 1. Company Profile
HISTORY OF THE COMPANY
• In 1947, Tapal started out as a family concern
under the supervision of its founder, Adam Ali
Tapal.
• Initially, Tapal started with a single unique blend
of tea, named FAMILY MIXTURE.
• It had just 1 outlet in Jodia Bazar, Karachi.
• Its distribution channel spread across the country
under the leadership of Faizullah A. Tapal.
•Currently, company is achieving new heights
under the leadership of founders grandson, Aftab
A. Tapal.

4. 1. Company Profile
BRANDS
• The company has 10 brands under its umbrella.

5. 1. Company Profile
OPERATING REGIONS

6. 2. Vision, Mission & Values
Vision Of Tapal
• To act locally, but think globally
• To Provide information & trainings to employees
for their development and improvement
• To indulge in environment friendly business
activities that generate positive influence to society
• To produce environment friendly product

7. 2. Vision, Mission & Values
Mission Of Tapal
“To satisfy our stakeholders and as a guiding
principle to our business; be a benchmark for
Quality, Creativity and Ethical values Achieve
leadership in all categories of our core business
and diversify in areas which compliment the core
business.”

8. 2. Vision, Mission & Values
Values At Tapal
• Trust in each other
•Outstanding Quality
•Passion for creativity
•Leadership and role model for others
•Together, everyone achieve more

9. 3. Structure
Culture and Environment
• Friendly environment with respect for each team member
of organization
• Healthy culture of mutual trust and openness
• Comfortable work area with international standard facilities
• Diversified with both male and female workforce
• Tapal is networked organization which allows people to
communicate and work together
•Tapal does not face any ethical or cultural issues

10. 4. Human Resource Management
Labor Management
• All governments’ regular labor laws are being
followed
•The calculation of man-power requirement is
done on annual basis.
•Multi-skilled Employees so that replacement can
be found incase of skilled worker absenteeism
•In Tapal there is no gender bias or gender
discrimination.

11. 5. Best Practices
Succession Policy
Tapal has a succession policy, every manager
has a successor who can replace him in times
of need.
Development of Human Resource
Providing trainings, skills development and
inculcating performance management culture.
Stress and Conflict resolution
Employees are comforted by being listened
and then most feasible solution is advised.

12. 5. Best Practices
Situational Leadership
Situational Leadership is used for shaping up
strategic Management Culture.
CSR – Corporate Social
Responsibility
All expectations of stakeholders are kept in
consideration with national and moral
obligations realization potential the organization
overall believes in making a difference.

13. 6. Employee Engagement
Skill Improvement through Training
• On Job trainings for employees
• In-house trainings on leadership, team work and
communication improvements
• Special workshops for executives
• Evaluation is done before and after the training

14. 6. Employee Engagement
Increasing Employee Motivation
• Job enrichment and job enhancement
procedures.
• Employees are provided with flexi timing so they
can balance their work as well as personal lives
• Right to express opinion and ideas
• Challenging and meaningful work with
opportunities for career advancement
• Open door policy of communication

15. 6. Employee Engagement
Increasing Employee Involvement
• Employees are
encouraged to take
initiative and bring in new
ideas for work
improvement.
•They are given ownership
and responsibility of their
work.
• Appreciation on
achievement
•Cordial relationship with
bosses and co-workers

16. 7. Change Management
Through communication
• Change is managed through effective
communication
• Abortion of Labor union:
• Reason and strategy conveyed through
meetings
• Change communicated to all through mails,
memos and chairman’s speech
• Change implemented with approval of all
members of management

17. 9. Evaluation
ORGANIZATIONS PHILOSOPHY
EVALUATION: Firm organization policy based on
respect for people and betterment of society.
RECOMMENDATION:
• Policy, values and vision of the company should
be comprehended by all employees.
• All business practices should be based on these
values.
• Deviant behaviors should be identified and
erected

18. 9. Evaluation
ORGANIZATIONAL CULTURE
EVALUATION: Work environment is comfortable,
friendly and enjoyable with international
standards and facilities
RECOMMENDATION:
• The culture and environment should be
maintained

19. 9. Evaluation
HUMAN RESOURCE
MANAGEMENT
EVALUATION: Human resource practices of
Tapal are satisfactory
RECOMMENDATION:
• There is no policy of short term incentives or
rewards inform of cash or gift items.
• Such a policy like rewards for creative
suggestion should be introduced to promote the
“small steps make great difference” philosophy

20. 9. Evaluation
RELATIONSHIP OF EMPLOYEES
WITH ORGANIZATION
EVALUATION: In general, employees are
satisfied to be working with Tapal. They are proud
to be associated with the company and are loyal
to it.
RECOMMENDATION:
• Employee motivation and loyalty to the company
should be maintained by continuing its policies.

21. “Tapal has successfully invested in the area
of Personal management of its employees
and has reaped extensive benefits in terms
of profits and a renowned brand, with all
embracing employee loyalty”
Thank You All 

22. Tapal Tea Bag Ad
• http://www.youtube.com/watch?v=2qXS7eYbuX8