Made by : Mahnoor Malik Quaid-i-Azam University Islamabad

1. DEVALUATION OF PAKISTANI RUPEE
MAHNOOR MALIK
04151713070
BSBA-4B
PAKISTAN ECONOMY
QUAID-E-AZAM SCHOOL OF MANAGEMENT SCIENCES
QUAID-E-AZAM UNIVERSITY ISLAMABAD

2. IN DEPTH ANALYSIS OF ORGANIZATIONAL BEHAVIOUR OF MOBILINK
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o. TOPIC Page No:
01 Executive Summary 03
02 Introduction 04
2.1 Company Profile 04
2.2 Vision Statement 05
2.3 Mission Statement 05
2.4 Mobilink’s values 05
2.5 Coverage 06
2.6 Goals And Objectives 06
2.7 Mobilink 3G 07
03 Leadership Styles 08
04 Job Design 09
05 Job Redesign 09
06 Job Rotation 09
07 Job Satisfaction 10
08 Innovations And Entrepreneurs 10
09 Working Environment 10
10 Decision Making Process 11
11 Training Programs 11
12 Diversity 11
13 Task Planning Strategies 12
14 Direct Competitors 12
14.1 Competitive Edge 12
15 Problems Observed 12
15.1 Solutions 12
16 Conclusion 14
17 Questionnaire
18 Survey Results
19 References

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EXECUTIVE SUMMARY
The topic of our research report is the study of Organizational Behavior of
MOBILINK. The purpose of conducting this research is to study in-depth the
organizational behavior, problems and remedies for the problems of Mobilink. This
report particularly provides the analysis and evaluation of the Organizational
Behavior. We got information from internet by using several search engines such as
Google etc. Method of analysis includes the survey. Questionnaires and interviews
played an important role in gathering the information. Other calculations include
percentage computation and the graphical representation of the estimated
percentages. All calculations can be found in the appendices.
The questionnaire and final results are a part of this report.
We collected data from primary as well as secondary sources. In secondarysources
we got most of the data from internet. The references of the sites from which data
has been collected about the company are given at the end of the report.
2. INTRODUCTION:

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2.1. COMPANYPROFILE:
Mobilink is Pakistan’s leading provider of voice and data services, operating under the parent
company named Vimple Com bringing more people together through service excellence and
product innovation. With more than 38 million subscribers, that has increased to 52 million after
merging with Warid. Mobilink maintains market leadership through cutting-edge, integrated
technology, the strongest brands and the largest portfolio of value added services in the industry, a
broadband carrier division providing next generation internet technology as well as the country’s
largest network with over 9,000 cell sites making everyday a better day for its customers.
Housing Pakistan’s largest distribution and contact center networks and an unparalleled 6,500
kilometers fiber optic backbone, Mobilink has already invested over US $3.9 billion in the country
to date, with another USD 1 billion being invested in network modernization. Mobilink provides
uninterrupted countrywide connectivity, unmatched customer services and international roaming
in over 140 countries. (Slideshare, Mobilink, 2014)
Mobilink merged with Warid and gave confirmation on 6th Feb, 2017.
“Mobilink was a huge company and it had 335 outlets across the country, but Warid had 330 outlets
despite the fact that it was almost one-third of Mobilink, “Mr. Ibrahim said. “So, we have closed
260 outlets, of which 80 per cent are of Warid.” (Junaidi, 2017)
The company says it has more than 49 million subscribers and covers 80pc area of the country.
(Junaidi, 2017)
2.2. VISION STATEMENT:

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“To be the leading Telecommunication Services Provider in Pakistan by offering innovative
Communication solutions that make each day better for our customers while exceeding
Shareholder value & Employee Expectations.” (Slideshare, BC project by Noman, 2014)
2.3. MISSION STATEMENT:
Mobilink aims to be the best employer in Pakistan. An integral part of this ambition is to
provide their employees and customers a safe and healthy work environment, and to achieve this
they use their full resources to prevent accidents and illnesses in the workplace.
2.4. MOBILINK’S VALUES:
 TOTAL CUSTOMER SATISFACTION:
Customers are at the heart of their success. The customers have placed their trust and
confidence in Mobilink. In return, Mobilink strives to anticipate their needs and deliver
service, quality and value beyond their expectations.
 BUSINESS EXCELLENCE:
Mobilink strives for excellence in all that they do. They aspire to the highest standards
and raise the bar for themselves everyday. This commitment to delivering world-class
quality translates into unmatched service and value for the customers and all stakeholders.
 TRUST & INTEGRITY:
They take pride in practicing the highest ethical standards in an open and honest
environment, and by honoring their commitments. Mobilink takes personal responsibility
for their actions, and treats everyone fairly, and with trust and respect.
 RESPECT FOR PEOPLE:

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Their relationship drives the business. They respect and esteem the employees and all
stakeholders. Mobilink believes in teamwork, empowerment and honor.
 CORPORATE SOCIAL RESPONSIBILITY:
As the market leader, Mobilink recognizes and fulfills their responsibility towards the
country and the environment they operate in. They contribute to worthy causes and are
dedicated to the development and progress of the society.
2.5. COVERAGE:
Where other networks fail, Mobilink connects instantly. On highways & byways,
throughout thousands of destinations across Pakistan, only Mobilink has you fully covered. So no
more mixed signals, because only Mobilink talks to you loud & clear.
Mobilink provides the widest coverage network, covering more than 10,000+ cities, towns,
and villages across Pakistan. It connects over 31.6 million family members every second of the
day with exceptional voice quality due to its broad coverage. Mobilink’s coverage is expanding
day by day, and soon, the only other thing covering Pakistan more than Mobilink would be the
clear blue sky.
Along with nationwide coverage, Mobilink also provides true International Roaming in
over 140 countries with more than 300 partner operators worldwide.
2.6. GOALS & OBJECTIVES:
As an organization, Mobilink inculcates a culture of safe work practices. As they want to
be the benchmark company in Pakistan, with a reputation of providing a unique, exciting, safe and
healthy work environment.
The strategy to maintain this program will comprise of the following main points:

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 Conduct business in a manner that protects public and occupational health, the environment
and employee safety.
 Provide employees a secure workplace.
 Strive to eliminate all accidents and environmental incidents in their supply chain.
 Comply with all national and local laws and regulations related to the occupational health
and safety.
 Reduce emissions and waste.
 Use energy and natural resources efficiently and intelligently.
 Working with employees, suppliers, customers, contractors and partners to promote
responsible management of products and processes.
 Encourage constructive communication with all stakeholders about managing Health,
Safety, Security and Environmental issues.
 Inculcate a culture of Safety and awareness in the organization through various activities
and programs.
2.7. MOBILINK 3G:
Mobilink won 10 MHz block for 3G spectrum on 23 April 2014 and has launched its 3G services
in major cities of Pakistan. Mobilink has announced that it will complete the roll out of country’s
largest 3G ready network with more than 9,000 cell sites across Pakistan by July 2014. Mobilink
has the largest market share in Pakistani market today, and its 3G subscriber base will be the largest
in the country.

8. IN DEPTH ANALYSIS OF ORGANIZATIONAL BEHAVIOUR OF MOBILINK
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Mobilink recently broke the ice by introducing the first 3G enabled USB Dongle in
Pakistan. Branded with the name of speed net, the device comes with a free trial for 3G services
and offers high speed internet reaching up to 7.2 Mbit/s. (Mobilink)
3. LEADERSHIPSTYLES:
Leadership is less about your needs and more about the needs of the people and the organization
you are leading.
Some of the following leadership styles are practiced in Mobilink
 Visionary:
This style is most appropriate when an organization needs a new direction. Its goal is to
move people towards a new set of shared dreams. Mobilink recently implemented this
leadership approach when they merged with the Warid Company.
 Coaching:
The Company focuses in developing individuals, showing them how to improve
performance and helps them to connect their goals of the organization.
 Affiliative:
Mobilink’s culture emphasizes on the importance of team work and creates harmony in a
group by connecting people to each other.
 Democratic:
This style draws on people's knowledge and skills and creates a group commitment to the
resulting goals.
 Collaborative:

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The manager invests time to build relationships, handles conflicts in a constructive
manner, and shares control.
In Mobilink, the transformational and collaborative leadership style is used where employees are
motivated with shared vision, mission and statement of the future and all of these are
communicated well to employees. Management inspires their team members because they expect
the best from everyone and everyone is accountable for their actions. In Mobilink, clear goals and
targets are set quarterly and annually and for that reason, it leads to high productivity and
engagement.
4. JOB DESIGN:
The basic function of human resource management is task design and it is related to specific
contents and methods that are used to satisfy technological and organizational needs. Mostly job
design is used by the Mobilink Company in order to reduce the job dissatisfaction and increase the
productivity. (Mobilink)
5. JOB REDISIGNING:
The Mobilink Company gives the responsibilities and roles to the people in which they
have interest and it becomes the source of motivation. These things have a great impact on efficacy
and efficiency of the organization. (Mobilink)
6. JOB ROTATION:
Mobilink mostly uses job rotation in the organization but on the temporary bases. It
enhances the employee’s skills and the employees can see in broader perspective how their
organization operates. This also increases understanding with coworkers. (Mobilink)
7. JOB SATISFACTION:

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Job satisfaction is the extent to which an employee is satisfied from his job. The employees
are free to take decisions; they're given as much flexibility as possible. According to the
interviewee they are allowed paid time off as well as sick/annual leaves. The employees can work
from home in case of any problem or emergency. The employees are provided a choice to opt
among the two working shifts. They can either work in the morning shift or in the evening, as per
their own will. Fringe benefits such as fuel, home allowance, conveyance and medical facilities
(OPD, IPD) are provided. Mobilink Company has reached this far only because of the highly
educated and skilled staff.
8. INNOVATIONS AND ENTREPRENUERS:
A department by the name “Ideas” is made for innovations and entrepreneurs. This
department listens and approves any new ideas made for the betterment of the business. They also
allot a team to the innovator or idea implementer while giving them a good amount of finance to
help them reach their desired goal.
9. WORKING ENVIRONMENT:
"Friendly working environment is a key to organizational success."
The working environment of Mobilink was observed to be friendly. There were no separate
cabins or offices for the employees. People were working together in the same hall; from the senior
manager to the analyst. Nobodywas prioritized on the basis of their position or ranking, everybody
was dealt with equality as each and every individual is uniformly important for the organization.
No cubical structure was observed, there were open work stations and they had an open door
policy.
10. DECISION MAKING PROCESS:

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The information provided by the manager clearly favored Decentralized Decision Making
Process. Each and every employee’s point of view is considered during the process of decision
making. In Mobilink the decision making authority is distributed throughout a larger group. It also
connotes a higher authority given to lower level workers and functionaries.
There are basically two types of decisions, Programmed and Non-programmed. Mostly,
non-programmed decisions are carried out all day by the employees. All the decisions are made
with the customer in mind. Whereas, planned decisions are taken at the top level.
11. TRAINING PROGRAMS:
Mobilink has centers where proper training is provided to the employees for the time span
of 3-7 days. In this process an experienced employee provides proper assistance, guidance, training
and advice to the newly hired employees.
12. DIVERSITY:
Cultural diversity exists in Mobilink, as even the two managers whom we interviewed
belonged to different areas of Pakistan. According to the employees diversity is not a problem as
the medium of communication is English and Urdu and every individual working there is familiar
with these languages. Furthermore they've been divided into groups and teams in order to
accomplish their targets.
With diversity comes creativity, as every individual has his own point of view which leads
to new and unique ideas.
13. TASK PLANNING STRATEGIES:

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Employees working in Mobilink Company are assigned the tasks periodically. Targets are
set either on daily or weekly basis, for that purpose they are divided into groups. Groups are asked
to plan their own strategies to complete their goals and accomplish the targets. This gives a sense
of value to the employees and they consider themselves as part of the organization.
14. DIRECT COMPETITORS:
According to the interviewee the direct competitors of Mobilink are:
 Telenor
 Zong
14.1. COMPETITIVE EDGE:
Mobilink has a strong and better network. Its strong team and executives, and the largest customer
base gives it an edge over its competitors.
15. PROBLEMS FACEDBYTHE ORGANIZATION:
 SHORTAGE OF EMPLOYEES
After the merger of Mobilink and Warid, the company had to face a serious employee
shortage problem. Consequently, it became difficult for the company to achieve the targets.
As a result stress and workload increased at the part of the employees, as they had to
perform a lot of tasks at one time.
 SOLUTION:
1. Recruiting new employees
2. REDEPLOYING SKILLS
3. RETRAININ

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 FAVOURTISM BY MANAGER
Another problem faced by the employees is the favoritism by the manager to some of the
employees in terms of their skills or due to some other reasons. Favoritism is considered
discrimination and discrimination is illegal and immoral. It happens when employers make
job decisions based on employees' protected characteristics that state, governments have
decided should not be the basis of employment actions. This will result in decline
Company’s performance, decrease in Job satisfaction and engagement of the employees
and might also result in the organizational conflict.
 SOLUTION:
1. It is recommended that the organization should introduce or establish a policy
prohibiting favoritism in the workplace.
2. The organization should specify practices that are considered favoritism and indicate
punishment related to favoritism practices.
3. This will lead to the positive impact in the employee’s behavior and also increase the
job satisfaction and improve the relationships between the employees.
 REFRENCES DURING RECRUITMENT
The problem that arises during the recruitment process is that the mangers prefer their
friends and relatives for the specific job without looking to their knowledge and skills. This
will affect the other people who have applied for the job and are more capable. Due to this
discrimination occurs and as a result organizational conflict, resentment and
demoralization and decline in company’s performance increases.
 SOLUTION:
1. The company should hire the employees on merit and fair basis.

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2. Proper job interview and test should be conducted and the recruitment team should hire
the employees that score high for the job.
3. The references and the favoritism should be strictly prohibited so that everyone should
be treated equally.
CONCLUSION
Organizational Behavior forms an integral part of organization for prosperity. Greater emphasis
needs to be laid on controlling and monitoring of organizational behavior because in the present
dynamic environment, employees are the key to success in any organization.
Mobilink is a customer oriented company with only one obsession that is the Customer. The
company wants to satisfy the customer as much as they can but within the limits of the
organizational policies.
“The Mobilink Foundation is a registered non-profit organization, which provides support for the
local community not only financially but also through dedicated volunteer hours. Being a
philanthropic organization, it is purely based on employee volunteerism. No administrative costs
or overheads are incurred age the organization and therefore, every single penny that is donated to
Mobilink Foundation goes directly into making a difference on the ground.” (Mobilink
Foundation, 2013)
The company treats all the employees like their own people hence bringing out the best in them.
This is very useful as the people in the company want to work for long hours and give back to
company as much as the company invests in them.

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A Study Of Organizational Behavior of Employees at MOBILINK.
"SURVEY RESEARCH QUESTIONS"
Gender: Male Female
Age: Below 30 31-40
41-50 Above 50
Work Experience: Below 5 Years
6-10 Years
Above 10 Years
Employee attitude segment:
SA - Strongly Agree
A - Agree
N - Neutral
DA - Disagree
SDA - Strongly Disagree
 Please tick following factors regarding your job

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SA A N DA SDA
1 I get a sense of personal accomplishment from my work
2 The company accepts and is open to change and ambiguity
3 High level of satisfaction towards training facility is provided
by the company
4 Job worries sometimes get me down physically
5 Discrimination exists in the organization
6 High satisfaction towards monetary benefits
7 Promotion is given according to performance of employees
8 I have access to information I need to get my job done
9 Goal, objectives and strategies are clearly communicated
10 Employees at company regularly share and exchange ideas
11 Leadership involves employees when making significant changes
12 Management is flexible and understands the importance of
balancing my work and personal life
13 Employees work well together to solve problems and get the job
done
14 My supervisor motivates others to follow new processes
15 Inter-department’s communication is good
16 I have a sense of security in my job
17 I have felt harassed or bullied due to my gender
18 The organizational culture at the company enhances teamwork
19 The company fosters an environment where diverse individuals
can work together effectively
20 Employees Development is seen as a key to success rather than a
cost to the company
21 The company respects my dignity and recognizes my contribution
22 Work environment is satisfied
23 Company helps to develop the skills
24 I work under a great deal of tension
25 The company respects individuals and values their differences
26 Conflicts are resolved in a positive and constructive manner
27 The leadership is flexible and learns rapidly about the changing
market
28 I receive adequate feedback and guidance
>>>>>> THANKYOU <<<<<<

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References
Junaidi, I. (2017). Jazz-Warid Merger. Islamabad: Dawn News.
Mobilink. (n.d.). about Us. islamabad: Mobilink.
Mobilink Foundation. (2013). Awards and Recognition. Islamabad: Mobilink.
Slideshare. (2014). BC project by Noman. Karachi: slideshare.
Slideshare. (2014). Mobilink. Lahore: Slideshare.
https://www.jazz.com.pk/