1. Southeast Bank: a bank with a vision
Southeast Bank Limited was established in 1995 with a dream and a vision to become a pioneer banking institution of the country and contribute significantly to the growth of the national economy. The Bank was established by leading business personalities and eminent industrialists of the country with stakes in various segments of the national economy. The incumbent Chairman of the Bank is Mr. Alamgir Kabir, FCA, a professional Chartered Accountant. Mr. M. A. Kashem a member of the Board and Mr. Yussuf Abdullah Harun were past Presidents of the Federation of Bangladesh Chamber of Commerce and Industries (FBCCI).

Southeast Bank is run by a team of efficient professionals. They create and generate an environment of trust and discipline that encourages and motivates everyone in the Bank to work together for achieving the objectives of the Bank. The culture of maintaining congenial work - environment in the Bank has further enabled the staff to benchmark themselves better against management expectations. A commitment to quality and excellence in service is the hallmark of their identity.
Southeast Bank takes pride for bringing women into the banking profession in a significant number for gender equality. At present, 32% of SEBL's employees are women that will rise to 45% over the next five years.

2. Organizational Overview
As a service industry in the banking sector of Bangladesh, Southeast bank have a glorious organizational history in this country. Their motive is clear and that is to understand the need of the customer and give the best support they can. Infect this bank is mostly known for their gender equality and woman empowerment activities. Even at their workplace their emphasize on this particular matter. They have their own mission, vision, aim and clearly clarified customer commitments.

i. Aim: The aim of Southeast bank is to be best banking service provider in the banking history of Bangladesh and earn the most of customer satisfaction.

ii. Mission: The mission of the Southeast bank is to provide- a) High quality financial services with state of the art technology. b) Fast customer service. c) Sustainable growth strategy. d) Follow ethical standards in business. e) Steady return on shareholders’ equity.

f) Innovative banking at a competitive price. g) Attract and retain quality human resource. h) Commitment to Corporate Social Responsibility.

iii. Commitment to Clients: ❑ Provide service with high degree of professionalism and use of modern technology. ❑ Create long - term relationship based on mutual trust. ❑ Respond to customer needs with speed and accuracy. ❑ Share their values and beliefs. ❑ Grow as our customers grow. ❑ Provide products and service at competitive pricing.

iv. Core competencies and core strengths: ❖ Knowledge. ❖ Experience and Expertise. ❖ Customer Focus. ❖ Transparency. ❖ Determination. ❖ Zeal for Improvement. ❖ Reliability. ❖ Pursuit of Disciplined Growth Strategy. ❖ Transparent and Quick Decision Making. ❖ Efficient Team of Performers. ❖ Satisfied Customers. ❖ Internal Control and Compliance. ❖ Skilled Risk Management. ❖ Diversification.

3. Introduction of the study
The topic we have chosen for our report is basically on how an organization can gain the best output form its mamagers and how they do ot. Often we heard about that this organization is very much succesfull. This is actually the achievement of the employee of the organization who are behind it and obviously they manintain some principles to gain it. As a prominent bank in the Bangladesh banking history Southeast bank also carry the

same morale for their employee as well as their employee maintain the same perception about the organization.

The main objective of our report is to understand how a Bangladesh service company,particularly Southeast bank is maintaining this thirteen principles. As a well known organization this how this orgazaniton is manintaining their employment security,how selective they are regarding their recruiting process, what are wages system in their company. It also includes what are their incentive pay system, what are the current situation of their employee ownership if there is any. How well employye knows about the information sharing system, most importantly how well the employee of Southeast bank participate and being empower in any kind of managerial decision. Are they familiar with self managed teams, how is their training and development proecess, How they work in a cross functional teamand how employees are being given promotion.

4. Scope of the study
We have made this report on the basis of personal interview from the employee of Southeast bank. We have vsisted the Banani branch of Southeast bank. We asked them the relevant question regarding the thirteen practices of management and on the basis of the conversation and views we have prepared this report. Their views,perception and oral statement helped us to define how Southeast bank manages this thirteen principles.

5. Methodology
For conducting this research we went through some specific methods. For collecting primary and secondary sources we went through the following procedure:

❖ Primary sources:
Primary data and information was collected through observing the employees behaviour, and by oral investigation of the students. Majority of information was collected in a structured questionnaire and interview of the employee of Southeast bank.

❖ Secondary sources:
Secondary data was collected from different published sources like newspaper, journal, and internet. The secondary data was scrutinized after compiling from the sources.

6. Limitation of our study
The first and foremost problem we faced while making this report was the implication of all the thirteen principles in this company is not maintained. So we have to figure out which topic’s are relevant with our study. The next thing is not all the relevant information of the company is not exposed to us. So in some cases it is very much difficulty for us to managed all the related information. Another problem we faced which is the respondents on which we had taken our survey through questionnaire they are also very much compliant to the organization. As a result not all information may be is not that much accurate. But we have tried our best to overcome this problem as much as we can.

7. Analysis and discussion
After collecting required data those data it was tabulated and it was analyzed by different statistical tools such as average, percentage and ratio analysis. It was fruitful for us while interpreting this data.

This analysis was made with careful observation and while doing this statistical analysis we used manual and automated tools for our work.

Now let’s turn our attention towards the analysis part of our research.

i. Theory related with our topic:
There is trend to believe that effective and efficient managers mostly practice some common practices. Though is an arbitrary matter but the exact number is always determined by 1 to 13. To characterized a company whether they are doing their business is going effectively or not these thirteen principles is kind of determinant.
Though it is said that it very much hard to follow all the principles side by side , it is for sure that to make an organization effective and what are the current scenario of it this thirteen principles are a benchmark. Now let us have a summarized look of these thirteen principles.

Employment security:

To have good and secure relationship with the employer as well as with the origination employment security is very much important. Employment security increases the trust and belief of the employee for their own respective organization. Whenever an employee can see any kind of distrust and neglecting attitude regarding his job security, for sure the commitment and loyalty for his organization will be automatically decreased. It clearly stated that this understanding between employee and employers will surely be beneficial for the organization.

Ensuring the employees job is some assurance the employment relationship will be sufficient duration to earn a return on time and resources expended in skill development.

Selectivity in recruiting:

Taking the right people in the right place is also a very important task for the organization. The people whom assigned as self paced workers and when they are given their self paced jobs the differences should be seen. Their job position should be a reflection for those who are less productive. Many world known companies such as Southwest Airlines is very much concern about recruiting their people. Sometimes to hire a good employee they also use their existing customer experience.

Many company in Japan specially the automobiles manufacturing plants they use extensive screening of employees to have the best one. If a haphazard recruiting process is going on employee may think that he is now in an elite environment. So for the betterment of the organization recruiting should be done properly.

High wages:

To recruit the outstanding people and to attract the outsider people the organization always try to focus on higher wages. Higher wages always help the organization to find the right people. Though it is said that higher wages is not always necessary, it is sometimes a clear cut message for the employees that organization value its employees. Employees can perceive that this extra income as gift and as result they can work more effectively. Higher wages is always a reward and motivation for those employees who are dedicated to their company.

Incentive pay:

A very financial motivational factor is incentive pay. Employees of the organization sometimes gets discourages though organization is taking care of them. In this incentive pay is a great motivational factor. People are more motivated in some ways which works more than money like recognition, security and fair treatment. Sometimes monetary term is also there. By giving incentive pay employees are highly motivated and they are boost up for doing any work.

Employee ownership:

Employee ownership has a great impact on the organization. There are two advantages of employee ownership. The employees who have some common interest in organization they will obviously pay more attention to the organization. By making employees kind of a shareholders organization put more emphasize on employees. Employee ownership puts stock in the hands of people, employers who are more inclined to take a long term view of the organization. Although employee ownership is totally dependent on how it is implemented, the existing evidence is consistent with the view that employee ownership has positive effects on firm performance.

Information sharing:

In today’s world to gain competitive advantage, clearly sharing of information is very much necessary. In many organization, there total information sharing is done through new and diversified technology. Though it is said that there are some risk involve with it. That is information can be leaked and it could reach at the hand of competitors. So organization should observe that any kind of important information is not going outside the organization.

Participation and empowerment:

In a organization participation from the employees while making decision is very much important. In some cases giving employees the power to make their own decision is also very much effective. In many situations this idea works very nicely. When employees will see that they have been prioritize and given power to make decision they will be motivated. Nordstrom they emphasize to present employees own idea, concerns and suggestions.

Self-managed teams:

Organizations which normally give the power to the teams usually achieve excellent results. When a team is given to manage their own, peer monitoring and working in hand to hand really works. This self-managed team is normally responsible for all the hiring, purchasing, job assignments and other staffs. Before a certain project normally employers implemented this self-managed concept.

Training and skill development:

Training and development is certainly a very important issue for the organization. If employees are given proper training and if it is implied in the organization for sure the organization will do good. Sometimes after a

well structured training, it is seen that there is no effect of it. It is because organization should improve both the skill of employee and managers. Then it will be effective.

Cross-Utilization and Cross Training:

Having people do multiple jobs has number of potentials benefits. It is seen that those who are doing multitasking, they are more productive than others. The most obvious that doing more things can make the work of employees interesting. Multi skill is also very important to adjunct policies that promise employment security. In some cases it is easier to keep people at work who have multiple skills.

Symbolic Egalitarianism:

This practice refers that to have a equality in the organization. In the organization when there is equality with in everyone then all of the related staffs and employees are motivated by that. They became more dedicated and closer to the organization. Discrimination often increase the distance of the employees. If equal employee commitment and cooperation is there, than organization will surely meet its goals.

Wage compression:

Wage compression it totally different then incentive pay. Incentive pay simply means that people are being rewarded in a large or small amount. Wage compression can have a number of efficiency enhancing properties for organizations. When task are somewhat independent and cooperation is helpful for accomplishment work, pay compression by reducing interpersonal competition and enhancing cooperation can to efficiency gains.

Pay compression obviously have some economic benefits. Employees are not frequently worried about their payments and all. By helping de-emphasize pay. It can enhance other bases of satisfaction with work and build a culture that is less calculative in nature.

Promotion form within:

Promotion is always regarded as motivational tool to boost up employees. It is also a reward to those who have work hard. It facilitates decentralization, participation and delegation because it helps promotes trust in different hierarchical levels. Perhaps most important is it provides a sense of fairness and justice in the workplace. One of the advantages of promotion is it secure those people who actually know something about the organization.

So, to have successful organization and to run the business smoothly these thirteen principles are very much important and they should be maintained perfectly.

ii. Thirteen management practices and Southeast bank:
Southeast bank is an organization with equal priority for all of their employees. In the banking sector of Bangladesh definitely this bank carries a good name for itself. Beyond their success at this sector they obviously have some principles to follow by which they gain this enormous success. They always try to manage their employees with care as much as they can. They know that employees are the lifeblood of their organization and they try to maintain this principle.

With more than 2000 thousand employees at their organization Southeast bank always put emphasize on employments security, they are selective for hiring the right person, they gave the best salary for the employees. Not only that they are caring about the incentive pay, information sharing, employee ownership, employee’s participation in decision making, self-managed environments, even they provide a wide range of training and development programs for their employees. A very interesting about this organization has to be noticed that is they really believe in equality and there are no gender discrimination in this organization. They are also careful about those people who deserve a promotion for their excellent performance and they do act according to that.

Now when we took our survey we took 10 respondents for our survey to be conducted and we provide them 10 questions regarding their organization which is relevant with the thirteen principles. Lets have a look what are the results of the survey!

➢ Satisfaction regarding employment security Q.1 Do you think southeast bank ensure the security of you and others? a. Yes b. No

|Yes |90 |
|No |10 |

Answer:

Explanation:

From our survey we can conclude that almost the employee of the Southeast bank is satisfied with their employment security program. 90% employee says they are secured and another 10% said they still are not secured with their employment security program.

➢ Selectivity in Recruiting Q.2 Do you think Southeast bank always have the right people at the right place? a. Definitely b. Not always c. Never

|Definitely |70 |
|Not always |30 |
|Never |0 |

Answer:

Explanation:

From our survey we can conclude that almost the employee of the Southeast bank is satisfied with their employment program. They believe that the company is hiring and recruiting the right people at the right position. 70% employee said definitely Southeast bank is good at recruiting and another 30% said that it is not always the fact.

➢ Wages and salary Administration Q.3 Are you satisfied with the wages and salary administration of Southeast bank? a. Definitely b. Moderately satisfied c. Not at all satisfied

|Definitely |90 |
|Moderately Satisfied |10 |
|Not at all satisfied |0 |

Answer:

Explanation:

From our survey we can conclude that almost the employee of the Southeast bank is satisfied with their salary and wages. 90% employee believes that definitely they are being well paid and another 10% employee believe that they are not being well paid.

➢ Incentive pay Q.4 Do you think that Southeast bank’s incentive pay is fair enough for you? a. Agree b. Moderately agree c. Disagree

|Agree |90 |
|Moderately Agree |10 |
|Disagree |0 |

Answer:

Explanation:

From our survey we can conclude that almost the employee of the Southeast bank is satisfied with their incentive system. 90% employee believes that definitely their incentive system is good enough for them and another 10% employee believe that it should be more improvised.

➢ Positive ownership attitude Q.5 Do you have a positive ownership attitude towards this organization? a. Definitely b. Not always c. Never

➢ Information sharing Q.6 Do you think southeast bank have the perfect information sharing system? a. Yes b. No

➢ Empowerment and decision making Q.7 Do you think this organization empower you and your participation in any kind of managerial decision making?

➢ Self-managed teams Q.8 Do you have a experience to work here in self-managed teams? a. Definitely b. Not always c. Never

➢ Training and development program Q.9 Do you think Southeast bank gives you and the other employees the adequate training they need? a. Yes b. No

➢ Equal ownership Q.10 Do you think this company hold a promise of equal ownership for you? a. Definitely b. Not always c. Never

8. Major findings about the analysis
What we have found out from the analysis is very much interesting and the findings are truly a practical fact. The major findings are:

➢ Southeast bank is very much caring regarding their employee. As they truly follows that employees are the lifeblood of the organization. But some dissatisfaction is still there with in the employees. ➢ The recruiting processes in some cases are not always reliable and valid in some extent it is the perception of the employees. ➢ Regarding the wages and salary administration some employees are still not satisfied. They think it should be improvised. ➢ Employees think that the incentive system is very much fair with them. ➢ Majority of the employee believe that they have positive mindset about the organization. ➢ The information sharing system is mostly perfect among all the employees. Some discrepancies are still there though but employees are good with it. ➢ In many managerial and organizational decision making employees are being given priority. Their opinion carries a very high value for the organization. ➢ Not in all cases but employees have a practical experience to work in self managed team for the company. ➢ Training and development program is properly given in this organization. ➢ Equal ownership as we have said earlier is always being prioritized.

9. Recommendation
From a very practical point of view and from our opinion we have some recommendation regarding this organization. They are:

➢ Southeast bank should strengthen their employment security program more and more so that employees are satisfied about it. ➢ Recruiting process should as neutral as they can. Any kind of biasness should be avoided. ➢ Wages and salary administration should be more organized and for more betterment they should used a well structured performance management system. ➢ Incentive system is fair enough for all the employees So southeast bank try to keep it up. ➢ Because there are some discrepancies within the employees, it should be removed and company should be more focused on regarding the positive ownership of the employee. ➢ Southeast bank has the right people to maintain the information sharing system. So it should be given more significance. ➢ More and more decisions and opinions should be taken from the employees so that they empower themselves more and more for the betterment of the organization ➢ More practices of self-managed teams should be build up for the good of the company as well as for the employee. ➢ In their and development program they can improvise it. ➢ Equal ownership regarding work and gender should be promoted more and more within the company.

10. Conslusion
As a well known and prominent organization in the banking history of bagladesh Southeast bank is truly making a milestone. By giving proper service and earn customer satisfaction this bank is doing their responsibility beyond anything. Southeast Bank is run by a team of efficient professionals. They create and generate an environment of trust and discipline that encourages and motivates everyone in the Bank to work together for achieving the objectives of the Bank. The culture of maintaining congenial work - environment in the Bank has further enabled the staff to benchmark themselves better against management expectations. A commitment to quality and excellence in service is the hallmark of their identity. From the very deep of our heart we wish this bank all the best and wish they will do excellent in future.

11. References

The references we used to make our research are given below:

Interviewee

Questionnaire

Field survey

12. Bibliography

http://www.sebankbd.com/profile.php

http://www.sebankbd.com/conventional_banking.php

http://www.sebankbd.com/islamic_banking.php

http://www.sebankbd.com/loans.php

http://www.sebankbd.com/upload/report/ten%20years.pdf

www.sebankbd.com/branches.php

www.southeastbank.net/2198/mirror/onlinebanking.htm

bdjob.blogspot.com/2009/05/southeast-bank-limited.html

www.bizjournals.com/southflorida/stories/2001/.../story8.html

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Fig 1: Employment Security

Fig2: Selectivity in Recruiting

Fig3: Satisfaction regarding salary and wages administration

Fig4: Satisfaction regarding incentive system