TERM PAPER: ORGANIZATIONAL BEHAVIOR MODEL IN THE CONTEXT OF TELECOM SECTOR IN BANGLADESH

March 20,2015
Rumana Afroze
Senior Lecturer
Management-251
Department of Business Administrations
East West University

Subject: Term Paper on” OB model in the context of Telecom sector in Bangladesh”.
Dear Madam,
It is an opportunity for us to submitting the report on “OB model in the context of telecom sector in Bangladesh” to you. We think that this is quite challenging for us in many aspects, but it was a good experience for us to learn something new which will help us to improve our skills.

When we worked on this report we strictly followed on the topic and tried to give our best effort to collect all information. For making an excellent term paper we collect much information from books, journals, articles and internet.

We are thankful to you for giving us the opportunity to do an assignment on this topic. This report gives us some new experience which will help us for our future life

Truly yours,
______________________
Aftab Uddin Niloy Natasha Khan
2012-2-14-062 2013-1-13-010

Asma-ul-Husna(Sanju) Sharmin Alam
2013-1-10-024 2013-1-10-113

Md. Tanvir Ibn Aftab
2012-3-10-153
Address: Plot:A/2,Jahurul Islam City, Aftabnagar, East West University,Dhaka

First and above all else, we would like to pay my deepest gratitude to the almighty Allah who has helped us through all the difficulties in our life and showed us the right path. It is Allah who had made our journey into the vest sea of knowledge smooth and easier.

The special thank goes to our helpful madam Rumana Afroze the supervision and supporting that she gave us truly help the progression and smoothness of the assignment. The co-operation is much indeed appreciated.

The grateful thanks go to Sazzad (senior brother) who brief us cordially about the assignment so that we can collect the data & make our assignment successful. A big contribution and hard work from him is very great indeed. All projects during the program would be nothing without the enthusiasm and imagination from him. Besides, this assignment program makes us realized the value of working together as a team. Challenges come to us every minute but we were able to overcome everything because we all are together to complete this report. Great deals appreciated go to the contribution of my faculty – Department of Business Administration. We would like to thanks our honorable Dean Sir and all the teachers of the department of business administration. Thanks also go to Teachers Assistant of urs. That patient in helping us completes this assignment.
When conducting the study, we had visited many websites, journals, newspapers and magazines to prepare a resourceful term paper.

Banglalion Communications Ltd and Robi Axiata Ltd. are among the greatest service providers in their respected field. They have some differences also. In the term paper we discussed mainly about two organizations OB Model and its variables in the context of telecom sector in Bangladesh..We did our research about organization’s history, vision,mission,goals,limitations. From newspaper articles we provided literature review also. Both are a reputed company for sure but apart from being two different business, they do have many similarities and dissimilarities in their policies that impacts their OB Model as well as working output.

TOPIC PAGE
Letter of transmittal…………………………………………………………………...... 1
Acknowledgement………………………………………………………………………. 2
Executive summary…………………………………………………….......................... 3
Table of contents……………………………………………………………………….. 4-5
Background of the study………………………………………………………………. 5
Objectives of the study………………………………………………………………… 6
Methodology of the study……………………………………………………………….6
Scope of the study……………………………………………………………………….7
Limitations of the study………………………………………………………………..7
History of the organization,Vision,Mission,Goal..…………………………………………………. 8-10
Contribution to the economy…………………………………………………………..10
Literature review……………………………………………………………………….12-15
OB Model………………………………………………………………………………16-17
Dependent variables of Robi………………………………………………………... 18-23
Independent variables of Robi………………………………………………………23
Dependent variables of Banglalion………………………………………………….24-25
Independent variables of Banglalion………………………………………………26
Analysis………………………………………………………………………………26-27
Comparison………………………………………………………………………….27
Conclusion……………………………………………………………………………28
Recommendation…………………………………………………………………….28
Sources of information………………………………………………………………29 Appendix
Background of the study Organizational behavior is one of the compulsory studies of business. The importance of organizational behavior rests in understanding how individuals, groups, and organizational structures interact and affect one another. A manager's job is to manage people, who constitute the "organization". If he can't understand these people (i.e. their behavior), how can he manage them? According to Stephen Robbins "Organizational behavior is a field of study that investigates the impact that individuals, groups and structure have on behavior within organization for the purpose of applying such knowledge toward improving an organization's effectiveness."So, as long as organizations are consisted of individuals, it is very important to know and learn about these fundamental elements of the firms. And that is the reason the concept of organizational behavior is a major field of study these days. Each person has an inherent need to understand and predict the world because much of each individual's time is spent working in or around organization, Organization Behavior theories are particularly helpful in satisfying this innate drive to make sense of the workplace and help in creating an internal environment whereby an individual’s work together in groups to accomplish their group goals efficiently.
For learning this course to the proper depth, we are deciding to analyze the OB Model of “Banglalion” and “Robi” in the context of Telecom sector in Bangladesh.

Objectives of the study
The primary objective of this study is to critically analyze the basic OB models which are adopted in the selected organizations. As a subjective perspective we are trying to attain the following specific objectives: 1. To Understand OB model practiced in the corporate world. 2. To find why OB is important in the organizations. 3. To discover how the managers of “Banglalion” and “Robi” are satisfying their customers as well as their employees. 4. To understand the social system in the organization. 5. To know the motivation level of the employees. 6. To realize encouragement of the people, to work enthusiastically in the organization. 7. To create an environment is how important for the development of effective leadership. 8. To develop effective group behavior among the employees. 9. To find out the reasons for frustration and reduce or eliminate the reasons. 10. The moral of employees of the organization. 11. To how maintaining the organizational environment favorable for the work. 12. To find out the ways for effective organizational development.

Methodology of the study
This part will describe the approach to the project. The ambition is to describe the process of the gathering and compiling information for the project work as clearly as possible, in order to enable a critical review of the credibility of the final results. The choice of methodological approach depends upon the nature of the investigation to be carried out, its purpose and problem statement. For this project, the main approach is mainly determined by the guidelines for the task. The problem statement and purpose that iscomposed for the project in the beginning has guided the work from collection of information to analysis of Findings in relation to theory.

Primary research: For primary research we are going to take help from the employees of Banglalion and Robi. We will try to talk with them according to the provided questionnaire.
Secondary research: Secondarily weare going to take help from some reliable websites, article and newspapers for collecting more information.
Analysis and interpretation: At last we willgather all the information together and analyze all information, filter unnecessary data, sort and arrangeall data suitably. Then we will come to a conclusion.
Scopes of the study
Though there are a lot of scopes of studying The OB model on the context of telecom industry through “Banglalion” and “Robi”, some of the scopes of the studies are mentioned below: * Job-related attitudes and emotions * Leadership * Counterproductive work behavior * Managerial decision making * Employees Motivation * Avoiding employee mistreatment and abasement supervision * Incivility etc.

Limitations of the study

Limitations mean the influences that the researcher cannot control. They are the shortcomings, conditions or influences that cannot be controlled by the researcher that place restrictions on your methodology and conclusions and we have also faced some problems while doing this assignment. There is a list of those limitations:

1. Collecting data may not that easy because of lack of information and misrepresentation. 2. Depth of this study is too deep that time is always in a shortage. 3. The companies never want to disclose their maximum details so it can cause more boundaries.

4. Questionnaires are based on the perceptions of the research subjects and therefore increase the chances of subjectivity when completing the questionnaires can curve.

History of Robi : Robi Axiata Limited is a joint venture company between Axiata Group Berhad, Malaysia and NTT DOCOMO INC, Japan. It was formerly known as Telecom Malaysia International (Bangladesh) which commenced operations in Bangladesh in 1997 with the brand name AKTEL. On 28 March 2010, the service name was rebranded as ‘Robi’ which means Sun in Bengali.
Vision of Robi:
To be the most preferred GSM cellular service provider in Bangladesh.
Mission of Robi:
To provide total customer satisfaction as the company strives to become the most preferred GSM cellular service provider in Bangladesh. TMIB will achieve this through developing people, products, and services of the highest quality and meeting the needs of its employees, shareholders and the nation.
1) Total quality objective
2) Total commitment to the needs of our customers,
3) Following the highest ethics standards,
4) Continual improvement of all work processes,
5) Permanent improvement of all the employees knowledge and skills,
6) Securing quality of the service to match the quality of services offered by the world’s most successful companies in the field
7) Preserving the Company’s leading position in the national market of mobile telecommunications.

HISTORY
Banglalion Communications Ltd is a private limited company incorporated in Bangladesh on 5 Nov 2008 under the Companies Act, 1994.[1] Banglalion Communications Ltd (Banglalion) is the largest 4G Wireless Broadband operator in Bangladesh which is using WiMAX technology at present and obtained nationwide license from BTRC to provide Broadband Wireless Access services. Banglalion license covers Data, Voice and Video. Banglalion now covers 7 divisional headquarters and 30 major districts of Bangladesh and expanding rapidly with a goal to cover the whole country by the end of 2012. Banglalion is currently the largest 4G network of Bangladesh in terms of coverage, subscriber number and revenue.

Mission

* Bring increased access to information. * Enable greater options for connectivity through mobility. * Empower more people to embrace a knowledge-based lifestyle. * Encourage development and dissemination of local content.

Vision

Banglalion strongly believes that subscribers are their most valuable assests. We strive to be the most preferred wireless technology solutions provider to delight users for the fastest access to information, entertainment and voice for knowledge based prosperous community. We will continually push the boundaries of internet experience for speed and services and we will be the most valuable company in Bangladesh

Goals
Discover WiMAX in Bangladesh.To employ resources as incendiary for the growth of ISP sector.To provide service for the parties involved and invention of the necessary newservice dimension.To search for new buyers for investment and help to develop products to suit such needs.

Contribution to the economy of our country : (Robi,Banglalion and whole telecom industry)
This is born out by key economic indicators. "The inflow of foreign direct investment (FDI) grew by 26 per cent with telecommunication sector making highest growth in the 2008-09 fiscal years over that of the previous fiscal. A total of around US $ 430 million was invested in the country's telecommunication sector, particularly by fast-growing mobile phone companies in FY 09," a recent study of Bangladesh Bank reveals. Investment from this industry as of December 2008 stands around BDT 30,000 (Thirty Thousand) crore.
Contributions of mobile industry to the National Exchequer are worth more than BDT 20,000 (Twenty Thousand) crore, as of December '08. It has generated direct and indirect employment of 6,75,000 (six lakh seventy five thousand) people till 2006-07 FY which has increased further in recent years.

The mobile phone sector has also made possible the availability of data enabling services across Bangladesh. Mobile internet has helped, and will likely continue, to bridge the digital divide between people with access to information and services, and those without paving the way for materializing the dream of "Digital Bangladesh". This is especially also given the greater mobile coverage reaching 97% of the population which extends into areas beyond the fixed-lines network. It was estimated that there were over 5 million mobile internet users. Geographic location as a result will become less of a barrier to social and economic inclusion, especially amongst those within the rural areas, helping support local development, avoiding unnecessary migration and improving socio-geographic structure.
"The average tariff of a pre-paid mobile in Bangladesh is the lowest in the world," the ICT Development Index 2009 of International Telecommunication Union reveals.
The cellular industry has influenced everyday-life of the millions and made communication easier which has great impact on the economy of the country. As of today, the industry, all by itself contributes 8% of the National Revenue (2008) and invested highest amount of FDI (59%) as per the Bangladesh Bank report (2008).
Following are some highlights of the contributions of the telecom sector of Bangladesh:
Growth over a decade - from 1997 to July'09: * Access to telecom was only four lac people, tele-density less than 0.4% in 1997 * At present about 47.97 Million (4.7 crore) people have access to affordable telecommunication services and tele-density is more than 32%.

It is widely accepted that telecommunications as a part of infrastructure as well as a component of information communications technologies (ICTs) are essential to countries’ economic development. Obviously, investing in telecommunications infrastructure does itself stimulate economic growth because its products (like cable, switches) lead to increases in the demand for the goods and services used in their production. However, the economic returns on telecommunications infrastructure investment are much greater than the returns on just the telecommunications investment itself, because telecommunications are connected to other sectors of the economy through back-up and forward-linkages, having spillover effects on these sectors and creating externalities.

Article: Robi Records 6pc revenue growth in Jan-Sept
Source :The Independent
Author: Staff Reporter
Date: November25,2014
Summary: Robi Axiata Ltd, one of the leading telecom service provider in Bangladesh, posted 6 per cent growth in its revenue, along with 100 per cent data revenue growth, in the first nine months of 2014 compared to the same period of the last year. It was disclosed at a press conference on “Quarterly (July-September) Business Update of Robi” at Cirdap in the capital The press conference was attended by Robi’s chief executive officer and managing director Supun Weerasinghe, chief operating officer Mahtab Uddin Ahmed, chief financial officer Yap Wai Yip and other senior executives of the company. Robi’s data revenue growth was propelled by the significant investment in network to drive 3.5G and 2.5G data usage. due to lower voice revenue from falling usages amid seasonality whilst data revenues recorded a growth of 31 per cent driven by increased adoption of Robi data services.

2)Article : Ollo operating illegally: Banglalion Source: News Network Author: admin of news network Date: September 3,2013 Summary: Internet service provider Ollo is running illegal business and tarnishing the image of legal Wimax operators, alleged Banglalion on Monday. In a press release, the company said that some corrupt official of Bangladesh Telecommunication Regulatory Commission was planning to give Ollo the Wimax licence violating the standard procedure.

3) Article:Banglalion to set 300 base stations in capital
Source: Wireless Bangladesh
Author: Hamidur
Date:June 9,2009

Summary: Banglalion ,one of the wimax provider in Bangladesh has announced they will set 300 tower in capital.”Initially we will deploy 15 – 20 towers in Dhaka to cover certain area” Victor Neuton D’Cruise, operations manager of Banglalion said. “Surroundings around Prime minister’s office along with some major places are our primary targets. Around 300 towers are required to cover the capital while one single tower will cover up to nine km. Samsung will carry out the project”. Within next three years, it is possible to provide network coverage all over the country, he said. Banglalion will manage 100 % local backbone to deploy the network. New WiMAX providers don’t have any backbone of their own. While replying to a question of how it is possible to provide internet service in such a short time without a backbone, Major Rakib said, “Nationwide backbone is already established by several other companies. That is enough for a small country like Bangladesh. We asked them to deploy network within five years all over the country. At least 85% of the areas should be under coverage. Otherwise fines will be imposed. So we advised them to share network with already established companies to ensure coverage.”

But sharing the network will add to the burden of WiMAX operators. To be profitable, in that case, they have to add the additional cost of backbone with the bandwidth price. At this time, constructing a nationwide backbone may be costly and time consuming, but it can be fruitful in future.

4) Article:Employees stage sit-in in front of Robi office
Source: Dhaka Tribune
Date: september1,2013
Author: Muhammad Zahidul Islam
Summary: Agitated employees of country’s third leading mobile phone operator Robi staged a sit-in front of its corporate office on Sunday evening protesting the termination of six officers. Sources said the angry employees took to the street at about 6pm to protest the sacking of six officers and specialists earlier that afternoon. Robi said all employees save 71 had contractually agreed to the change. Robi said employees who did not agree to move to BICL had been informed that they could not be absorbed, since the company no longer had an infastructure division. Robi faced similar personnel difficulties last month after firing seven employees who disagreed with decision of contracting Genex, an independent third party firm, to maintain the operations. Employees of Robi’s customer care helpline they stopped attending calls and staged a demonstration on August 23 on the road behind Mascot Plaza in Uttara.

5)Article: Robi opens day care centre
Source :Reflextion news
Date: November 21,2013
Author:Admin of Reflextion News

Summary: Country’s mobile phone operator Robi opened a daycare centre for its employees with a conducive-work environment, by caring for their little ones in a nurtured and safe environment while they are at work.The Robi Day Care Centre, located close to the Robi Corporate Office has all facilities for the kids of every Robi employees, said a press release. Parents drop their children before coming to the office and collect them by 6 o’clock in the evening. Under the care of 10 nannies and three teachers, parents are ensured that their offspring get enough attention and care. Besides assuring the employees a safe and learning environment for their children, Robi Day Care provides the children with socialization opportunities – as they are all exposed to children from different backgrounds. To avail this excellent service, Robi employees are not required to pay any fees. It is a company initiative to support employees in balancing the job and family life together.

DEFINITION: The study of the way people interact within groups. Normally this study is applied in an attempt to create more efficient business organizations. The central idea of the study of organizational behavior is that a scientific approach can be applied to the management of workers. Organizational behavior theories are used for human resource purposes to maximize the output from individual group members.

Graph:

Robi At a glance:
It is a joint venture company between Axiata Group Berhad, Malaysia and NTT DOCOMO INC, Japan. Axiata (Bangladesh) Limited, formerly known as Telekom Malaysia International (Bangladesh) .Its journey started in 1997 under the brand name AKTEL & later, on 28th March, 2010 the company started its new journey with the brand name Robi. Axiata (Bangladesh) Limited is a dynamic and leading countrywide GSM communication solution provider. It has the widest International Roaming coverage in Bangladesh connecting 553 operators across 207 countries.

Dependent variables:
Productivity:
Productivity is a dependent variable. Company’s productivity depends on many variables like Capital, Raw materials and also related with employee’s behavior. In Robi Company they trained the employee and motivated the employee so that their productivity will increase. They give financial and non financial benefits. Robi gives flexible Working hour good working environment training good Equipment. Robi Axiata Limited has been awarded as the 5th Best Employer of the Year at the 22nd World HRD Congress, 2014.

Robi developed an HR strategy that addressed Resourcing, Talent Management, Performance Management, Integrity and Ethics, as well as Employee Engagement. In 2010, Robi charged forward, with an average of 20% revenue growth. They regained their No. 2 position in terms of revenue. They have been identified as one of the top three employers of choice in the country. They have been awarded with the Emerging Market Service Provider of the Year Award at the 10th Frost & Sullivan Asia Pacific ICT Awards. All these things help to Robi to increase their productivity.

Absenteeism:
Whey employees are de-motivated that’s time they remain absent. But in Robi Company they give many type of benefit so those employees give their best output. Robi AXIATA usually awards two bonuses in a year on occasion of EID/Christmas/, as Festival Bonus. The amount of bonus is normally equal to basic salary. They are also offering other variable bonuses like; performance bonus (related with individual performance) & company performance bonus (special bonus for company performance/success) to the employees. The contribution in Provident fund is 10% of basic salary from both sides. Employee will be eligible for company contribution after 5 years of the membership of the fund. They also give non financial benefit like traing,good environment etc. For all these thing in Robi Company employee satisfied and they always try to give their best output.

Turnover:
Losing a single employee can cost tens of thousands of dollars, which means a wave of employee turnover can quickly run up costs ranging into the hundreds of thousands. No one can afford that kind of hit financially or to productivity, yet it so commonly happens, causing employee turnover rates for some companies to spike as high as 30-40% annually. Turnover two types;

Voluntary turnover: When employee switching one organization to other organization it’s known as voluntary turnover. For making this term paper we talked Robi’s Employees. Most of the employees are satisfied with their job. But in Robi getting promotion is very difficult so some employee switch the company.

Involuntary turnover: When company fired the employee that is known as involuntary turnover. For many reason company fired the employee like Work force reduction, restructuring the company and disciplinary reasons. But in Robi Company they terminate many employees. Some Robi Employees protest for this termination

Some disgruntled employees of Robi demonstrate in front of the telecom operator’s corporate office in Gulshan in Dhaka yesterday. Photo: Star. After protest transferred Robi its employees to BICL as it is a fully-owned subsidiary of Robi,”

Deviant Workplace Behaviour: Workplace deviance can take the form of aggressive behavior. Common examples include sexual harassment, intimidation and showing open hostility toward co-workers. In diverse work environments, deviance may occur when employees display intolerance of co-workers of different nationalities or cultures. In work situations where safety is paramount, such as on construction or highway repair sites, aggressive behavior can result from workers performing in a reckless manner that endangers the safety of coworker. Robi Company designed their employee benefit in such a way that ensures the employee and employee’s family wellbeing. If any employee do this kind of behavior in the Robi Company supervisor observe the behavior and try to know why the employee do this kind of behavior. And the supervisor tries to solve those employees problem.

Organizational Citizenship Behaviour:
That is not a part of regular activities. When employee doing more task than their regular activities that is called organizational citizenship behavior. It is very positive sign for the organizarion. Robi company gives increment on the basic of performance. In Robi company always try to satisfy the employee.

Job Satisfication:

It’s your attitude or positive felling about your job. It is a very important factor. Robi company they measure employees satisfaction in a single global rating. Here one example of their employee satisfiaction level. When we talked to the Robi’s employees we found that there most of the employees are satisfied with their job.

| Very satisfied | Somewhat satisfied | Neutral | Somewhat dissatisfied | Very dissatisfied | N/A | Salary | | | | | | | | | Benefits | | | | | | | | | Frequency and amount of bonuses | | | | | | | | | Connection between pay and performance | | | | | | | | | Security and administration of your 401(k)/stock options/pension plans | | | | | | | | | Workload | | | | | | | | | Flexibility of work hours | | | | | | | | | Physical working environment | | | | | | | | | Opportunity for advancement | | | | | | | | | Job security | | | | | | | | | Ability to influence decisions that affect you | | | | | | | | | Ability to influence day-to-day company success | | | | | | | | | Opportunity to use new technologies | | | | | | | | | Opportunity to work on interesting projects | | | | | | | | | Access to company-sponsored training and seminars | | | | | | | | | Communication with your supervisor | | | | | | | | | Recognition received from your supervisor | | | | | | | | | Your supervisor's management capabilities | | | | | | | | | Your supervisor's active involvement in your career development | | | | | | | | | Your overall relationship with your supervisor | | | | | | | | | Your relationship with your peers | | | | | | | | | Your relationship with customers/clients/end users | | | | | | | | | Your understanding of the business mission | | | | | | | | | Your overall satisfaction with your company | | | | | | | | | Overall satisfaction with your job | | | | | | |

Independent variables:

Bottom of Form
Individual Level variables:
Apart from the measurable dependent variables, an organization must work with the person’s individual level. It’s all about a person’s personality, perception of work, common attitude, behavior, intellectual ability, unique psychology are all part of an employees’ Individual Level variables. The more personal the problems are, the obvious it is to immediately deal with.

Group Level:
When a bunch of different people work in a group, they all try to work in their own way. The complexity is increased when we recognize that people behavior when they are in groups is different from their behavior when they are alone. Therefore, the next step in the development of an understanding of OB is the study of group behavior that is also comprised of Company policy, HR policy and other conflicts.

Structural Level:
Organization Systems Level is one of the most important variable that impacts the OB model consisting the culture, the policy within and other practices.

Organizational Behavior of Banglalion:

Banglalion At a glance:

Banglalion Communications Ltd (Banglalion) is a leading internet bandwidth service provider of in Bangladesh who started their journey in 2008. Introducing the 4G Wireless Broadband service using the WiMAX technology in Bangladesh, they are a supreme service provider of the coutry in present time. With a mission to expand their area of services as well as reaching out the masses, Banglalion spreads their reach every second to accomplish the task of connecting people.

Dependent Variable
Productivity:
A company’s productivity depends on many variables elements like Capital, Raw materials and it is also related with employee’s behavior and performance. Banglalion trains their employees and motivates them often so that their productivity may increase. They give many financial and non financial benefits, so that the staff gives their best effort to increase productivity. Though they do not have the practice of sharing annual profit, there are reward programs for best performer who is awarded with certificate and voucher. In Banglalion, productivity is generally measured by the department’s line manager and in overall it is measured on yearly basis. But for the salesperson it is determined through monthly reports. Sometimes they organize abroad training for the employees to cope up with the competitive world.

Absenteeism:
Whenever the employees are de-motivated they remain absent. But in Banglalion, they offer many advantages to their team members to get the best output from them. Banglalion usually awards two bonuses in a year on occasion of EID/Christmas/Pooja as Festival Bonus which is normally equal to basic salary. They are also offering other variable bonuses like; performance bonus (for individual performances) & company performance bonus (special bonus for company performance/success) to the employees. For reducing absenteeism rate they usually provide 13 annual, 10 casual and 13 days for sick leave. For these incentives, Banglalion has managed to satisfy their ever efficient, hard-working team and they always try to give their best output.

Turnover:
The annual turnover rate in Banglalion is ever changing. It can suddenly go upward from a downward graph. Unexpected turnover can be negative for an organization and losing a single working hand can even cost a fortune. So, a wave of employee turnover can quickly run up costs ranging into the hundreds of thousands. No one can afford that kind of hit financially or to productivity, yet it happens very frequently, causing employee turnover rates for some companies to spike as high as 30-40% annually. Turnover two types:

1) When an employee switches organization, it is a Voluntary turnover. For making this term paper, we talked with several Banglalion employees to know more about this topic. Some career oriented employees are not satisfied with their job and getting a promotion is quite difficult in Banglalion with less future opportunity. 2) When the employees are fired by the company then it is an Involuntary turnover. For many reasons like like Work force reduction, restructuring the company, misconduct and disciplinary actions, Banglalion fires the employees. But such rate is very low in Banglalion. If any employee does any kind of financial mismatch or create any critical issue, on that case he or she will be fired.

Deviant Workplace Behavior: Workplace deviance can take the form of aggressive behavior. Common examples include sexual harassment, intimidation and showing open hostility toward co-workers. In diverse work environments, deviance may occur when employees display intolerance of co-workers of different nationalities or cultures. In work situations where safety is paramount, such as on construction or highway repair sites, aggressive behavior can result from workers performing in a reckless manner that endangers the safety of coworker. Banglalion has designed their employee benefit in such a way that ensures the employee and employee’s family wellbeing. If any employee displays this kind of behavior in workplace, then a supervisor observe the behavior and try to know the reason behind it to solve the problem. Organizational Citizenship Behavior:
When an employee performs more task than their regular activities, that is called organizational citizenship behavior and it is not a part of regular activities. It is a very positive sign for the organization. Banglalion gives increment on the basic of performance to try and satisfy the employee and encourage them.

Job Satisfaction:
Job Satisfaction is the attitude or positive felling about your job and it is a very important factor. Banglalion measures employee’s satisfaction in a single global rating. They provide mobile and internet bills, vouchers and sometimes abroad training for creating job satisfaction for the employee. Other than that, Banglalion offers flexible hours and night shifts complied to employee needs.

Independent Variable
Individual Level:
Apart from the measurable dependent variables, an organization must work with the person’s individual level. It’s all about a person’s personality, perception of work, common attitude, behavior, intellectual ability, unique psychology are all part of an employees’ Individual Level variables. The more personal the problems are, the obvious it is to immediately deal with.

Group Level:
When a bunch of different people work in a group, they all try to work in their own way. The complexity is increased when we recognize that people behavior when they are in groups is different from their behavior when they are alone. Therefore, the next step in the development of an understanding of OB is the study of group behavior that is also comprised of Company policy, HR policy and other conflicts.

Structural Level:
Organization Systems Level is one of the most important variable that impacts the OB model consisting the culture, the policy within and other practices.

After reviewing the term papers on Dependent and Independent Variables of Organizational Behavior Model of both Robi Axiata Ltd. and Banglalion Communications Ltd, a small analytic result were found that can give us a better understanding of their OB Model.

* In Robi, the productivity of employees is very high. * They do have a rising turnover rate but it’s mostly Involuntary turnover by Robi. * Due to various positive factors, their Job Satisfaction is quite high. * The tendency of Absenteeism in the organization is low. * Working effort on Individual Level is satisfactory. Employees works for their own and institutional development. * Some great effort in Group Level is also shown. * As they offer a great career and other benefits, Organizational Citizenship Behavior is very good and remarkable. * As part of the previous point, Deviant Workplace Behavior is next to low. * Unlike the high productivity of Robi, Banglalion has it in the medium scale of productivity. * The Absenteeism tendency is low on Banglalion. * The turnover rate in Banglalion is unstable as it fluctuates from high end to low all time of the year. * Due to a good working environment, they do have a high Job Satisfaction rate among the employees. * Banglalion does not offer a progressive career like and therefore, Organizational Citizenship Behavior is very low.

Banglalion Communications Ltd and Robi Axiata Ltd. are both two different companies working to provide different types of services to their customers. Where the former establishes a network of 4th generation wimax internet service, the latter is offering their expertise in telecom service. Whereas, the Robi team works to ensure maximum productivity, Banglalion hardly makes it to a medium grade. Though they deliver Job Satisfaction to their workers, there are other factors like independent variable elements on Individual, Group and Structural Level that needs to be worked out. If those issues are taken care of, Banglalion can easily expect better Organizational Citizenship Behavior like Robi. Both are a reputed company for sure but apart from being two different business, they do have many similarities and dissimilarities in their policies that impacts their OB Model as well as working output.

Organizational behavior is the study of the way people interact within groups. Banglalion Communications Ltd and Robi Axiata Ltd. are both two different companies that have invidual ob model. If they can fulfill all the requirements of organizational behavior model surely they will automatically improve to an impressive level which will bring more stability in telecom industry.

Banglalion Communications Ltd and Robi Axiata Ltd. are among the greatest service providers in their respected field. Yet, they have some issues to work out for an even better output. As in, Banglalion needs to focus on the fact that Robi has a better productivity rate as their medium level output. For that, more trainings and motivations can be proven helpful. Both of the companies have a turnover issue that Robi can sort out by controlling their involuntary turnover on employees and Banglalion should focus on their team members’ compensations and benefits to tame down the voluntary turnover rate. They have done a great job reducing the Absenteeism rate among their employees but increasing a few more days of leave wouldn’t hurt. And last but not least; if both of the companies can resolve their problematic elements, the work effort will get better in both individual and group level as well as the Organizational Citizenship Behavior among the workers will automatically improve to an impressive level. For that, they can offer more attractive incentives and develop a progressive career path for their working hands to build a secure future.

http://www.slideshare.net/IIUC28A9/internship-report-on-grameen-phone-internet-service http://www.asaub.edu.bd/data/asaubreview/v7n2sl16.pdf https://raihanhasnain.wordpress.com/2010/10/12/grameenphone-internet-and-mms-for-android/ http://www.telenor.com/media/articles/2014/grameenphone-reaches-50-million-customers/ http://www.writing.utoronto.ca/advice/specific-types-of-writing/literature-review http://maxwellsci.com/print/ajbm/v3-91-97.pdf http://en.wikipedia.org/wiki/Robi http://en.wikipedia.org/wiki/Banglalion http://www.ilshs.pl/wp-content/uploads/2013/10/ILSHS-6-2014-60-731.pdf http://www.wseas.org/multimedia/journals/economics/2013/5707-121.pdf http://scholar.lib.vt.edu/theses/available/etd-041999-142711/unrestricted/Waskiewicz.final.pdf http://www.investopedia.com/terms/o/organizational-behavior.asp http://wirelessbangladesh.blogspot.com/2009/06/banglalion-to-set-300-base-stations-in.html http://reflectionnews.com/robi-opens-day-care-centre/ http://www.dhakatribune.com/business/2013/sep/01/employees-stage-sit-front-robi-office http://news.org.bd/news/business/ollo-operating-illegally-banglalion/ 1) Do you have fixed rate for hiring employees? * Yes * No

2)Do Mid level and lower level can participate in decision making? * Yes * No 3)What method you use for measuring job satisfaction? * Single global rating * Summation score

4) What is the time zone to judge the employee productivity? * Monthly * Half yearly * Quarterly * Yearly 5) Do you provide motivational facilities? * Yes * No

6) initiatives for reducing turnover – * Giving pressure * Increasing facility

7) What can be the reasons of absenteeism? * Increasing salary * OCB * Poor salary * Giving motivation 8) Methods for solving deviant workplace behavior? * 1 to 1 session * Monitoring

9)Do you have any trainng program? * Yes * No 10) What is your preference for lower level employees? * Fresher * Experienced 11) What is male female ratio in your organization? * 50-50 * 40-60 * 20-80 * 35-65

12) Do you have any fixed rate for hiring female employees? * Yes * No 13) What is the method of measuring job satisfaction? * Single global rating * Summation score

14)Do you maintain POS(Perceived Organization Support) ? * Yes * No 15) Do you have any medical check up facility? * Yes * No
16) What is the percentage of satisfied employee? * 95% * 100% * 80% * 85%
17) Which is the intellectual ability course? * Brand management * Negotiation skills 18) Which one is the reward for excellent performance * Controlling more * Gift voucher
19) Which one is the punishment for the inverse performance? * Warning letter * Increasing salary

20)What is the procedure to find out dissatisfaction? * Observation * Motivating

21) How many people are selected on intellectual ability? * 15% * 55% * 0% * 45% 22) Does company provide job security for employees? * Yes * No 23) Which is the benefits that company provides ? * Pick and drop facility * Training 24) Is the company providing frequent training? * Yes * No
25) What is the step to reduce the turnover rate? * Improving work environment * Giving autocracy

1) Do you have fixed rate for hiring employees? * Yes * No

2)Do Mid level and lower level can participate in decision making? * Yes * No 3)What method you use for measuring job satisfaction? * Single global rating * Summation score

4) What is the time zone to judge the employee productivity? * Monthly * Half yearly * Quarterly * Yearly 5) Do you provide motivational facilities? * Yes * No

6) initiatives for reducing turnover – * Giving pressure * Increasing facility

7) What can be the reasons of absenteeism? * Increasing salary * OCB * Poor salary * Giving motivation 8) Methods for solving deviant workplace behavior? * 1 to 1 session * Monitoring

9)Do you have any trainng program? * Yes * No 10) What is your preference for lower level employees? * Fresher * Experienced 11) What is male female ratio in your organization? * 50-50 * 40-60 * 20-80 * 35-65

12) Do you have any fixed rate for hiring female employees? * Yes * No 13) What is the method of measuring job satisfaction? * Single global rating * Summation score

14)Do you maintain POS(Perceived Organization Support) ? * Yes * No 15) Do you have any medical check up facility? * Yes * No
16) What is the percentage of satisfied employee? * 95% * 100% * 80% * 85%
17) Which is the intellectual ability course? * Brand management * Negotiation skills 18) Which one is the reward for excellent performance * Controlling more * Gift voucher

19) Which one is the punishment for the inverse performance? * Warning letter * Increasing salary

20)What is the procedure to find out dissatisfaction? * Observation * Motivating

21) How many people are selected on intellectual ability? * 15% * 55% * 0% * 45% 22) Does company provide job security for employees? * Yes * No 23) Which is the benefits that company provides ? * Pick and drop facility * Training

24) Is the company providing frequent training? * Yes * No

25) What is the step to reduce the turnover rate? * Improving work environment * Giving autocracy

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