P r o f i l e o f a M a n g e r ’ s O b s e r v a t i o n s

Page 1

Introduction:

Overview of Company:

Renata Limited is one of the top ten pharmaceutical manufacturers in Bangladesh. It

mainly deals with manufacture and marketing of human pharmaceutical and animal

health Products. Beside, it also manufactures animal therapeutics and nutrition products.

The company started its operations in 1972 as part of Pfizer (Bangladesh) Limited .It

continued its operation as a subsidiary of Pfizer Corporation until 1990s until Pfizer had

changed its business style from formulations to research. Therefore, in 1993, Pfizer

transferred the ownership of its Bangladesh operations to local shareholders, and the

name of the company was changed to Renata Limited. Its head office is located in

Mirpur and it currently employs 2,623 employees.

Our Vision

“To establish Renata permanently among the best of innovative branded generic

companies.”1

( Source:Website of Renata Limited Company)

Our Mission

“To provide maximum value to our customers, shareholders, colleagues, and

communities where we live and work.”

( Source:Website of Renata Limited Company)

P r o f i l e o f a M a n g e r ’ s O b s e r v a t i o n s

Page 2

Product & Services:-

It has its products in two categoies pharmaceuticals and animal health.

Some of the pharmaceutical products are:-

Anti-bacterial Preparations

Anti-hemorrhoidal Preparation

Anti-allergic Preparations

Cardiovascular Preparations

Hemostatics Preparation

C.N.S. Preparations

Anti-diabetic Preparations

Anti-pyretic/analgesic Preparations

Animal health products are divided into four categories:-

Poultry products

Animal Health Products

Imported Products

Aqua Products

Organizational Structure

Renata company overall has a matrix structure division. It combines both product and

functional division together. This helps to at the same time organize part of a company

along product or project lines and part of it around functional lines to get the advantages

of both. Within the Renata’s matrix, there are two groups of products Pharmaceuticals

and Animal health products, which would intersect with each of the functional group

showing a direct relationship between product teams and administrative divisions.

P r o f i l e o f a M a n g e r ’ s O b s e r v a t i o n s

Page 3

The name of the current Board Members of Renata Limited are:-

Syed Humayun Kabir

Chairman of the Board of Directors since 1972

Syed S Kaiser Kabir

Managing Director since 2002

Dr. Sarwar Ali

Board Member since 1994

Sajida Humayun Kabir

Board Member since 2000

Hasanat Khan

Board Member since 2000

Md. Shafiul Alam

Company Secretary since 1998

Mr. Manzoor Hasan

Board Member

Mr. Md. Fayekuzzaman

Board Member

The names of the current members of Management team of Renata Limited are-

Syed S Kaiser Kabir

CEO & Managing Director

M. Alamgir Hossain

General Manager, Operations

Khalil Musaddeq

National Sales Manager, Pharmaceutical

P r o f i l e o f a M a n g e r ’ s O b s e r v a t i o n s

Page 4

Md. Jubayer Alam

Human Resources Manager

Dr. Sayma Ali

Head of Manufacturing

Monowarul Islam

Marketing Manager, Pharmaceutical

Misha Ali

International Business Manager

Khokan Chandra Das

Head of Finance

Md. Sirajul Hoque

National Sales Manager, Animal Health

P r o f i l e o f a M a n g e r ’ s O b s e r v a t i o n s

Page 5

Background of the Manager

Personal Information:-

Name- Mohammad Jubayer Alam

Age-45

Date of birth- June 20.

Nationality – Bangladesh.

Hometown –Sylhet.

Family:-

Wife- Mrs. Saima Alam

Education- MSC in Botany, Dhaka University.

Occupation- House Wife.

Children- Faiyaz Alam

Age-8

Occupation- Student, Maple Leaf International School.

Education

MBA ( Major in HRM ) with CGPA - 3.85 (2007), Stamford University

MBA ( Major in Marketing ) with CGPA - 3.85 ( 2006 ), Stamford University

Masters in Psychology, ( Major in Industrial Psychology ), University of Dhaka

(1993)

BBA (Major in Marketing), Shajalal University, Sylhet (1986)

Work experience

P r o f i l e o f a M a n g e r ’ s O b s e r v a t i o n s

Page 6

Human Resource Manager, Renata Limited, (2006 –Present)

Training Manager, Renata Limited, (2003 - 2006)

Regional Sales Manager, Novartis (Bd) Limited (2001 - 2002)

Territory Manager, Novartis (Bd) Limited (2000 - 2001)

Sr. Medical Information Officer, Novartis (Bd) Limited (1999)

Medical Information Officer, Novartis (Bd) Limited (1997 – 1998

P r o f i l e o f a M a n g e r ’ s O b s e r v a t i o n s

Page 7

Breakdown of a Typical Day’s Work:-

As a human resource Manager, Mr. Md. Jubayer Alma has to go through variety of jobs,

which often cut across various departments. These jobs are of different types, which

require his supervisions, skills and jobs. These jobs can be break down into three types:-

1) Daily routine jobs- These are the jobs as a human resource manager, he has to

perform every day. If he does not perform them regularly, then the office cannot run

properly.

Networking- Everyday the first thing he has to do is to check mails and see if any

important mails have arrived. This does not take much time but he has to check

his mails regularly every day.

Employees grooming- It also the human resource manager’s job to make sure

that everyone in the organization from staff to line employees is properly

groomed

Reception Supervision- The first impression of an office comes from the

presence of the reception itself. It is also the human resource manager’s job to

make sure that everything is running efficiently.

Human resource information system management- It is important Maintain

smooth running of the Human Resources Information System daily. Beside, the

human resource manager has to daily motor the timely update of personnel

records related to employees on a daily basis.

Daily Car Supervision- Everyday how many cars should be used for which

purposes is also decided by the human resource manager, Md, Zubayer Alam.

Cleanliness Supervision-Under the strict supervision of the manager, everyday

office is cleaned and presented nicely.

Providing lunch for employees-It is human resource manager duty to make sure

everyone is getting good and healthy lunch every day.

P r o f i l e o f a M a n g e r ’ s O b s e r v a t i o n s

Page 8

Providing transport for employees-It is also human resource manager’s duty to

see that transport is available for each employee so that they do not suffer any

inconvenience.

2) Situational jobs- Jubayer Alam is such a dependent and hard working manager that

sometimes the boss also relies on him for jobs which does not fall into his job

requirements. Besides, there are other jobs in the category, which arises when a problem

occurs, and a solution need to be recommend to resolve it.

Negotiating with Union- Jubayer Alam has to deal with the labor union by

listening to their problems and coming with desired solutions while keeping

company’s interest in mind.

Periodic health checkup of employees- Renata provides employee with free

medical se under

Medical bills signing and checking- Zubayer Alam verifies and check these

medical prescriptions and receipts of employees.

Resolving other department conflicts- When there are department conflicts or

problems, it is resolved by Md. Zubayer Alam.

Overseeing purchase of land and other assets- Sometimes the manager has to

go out of city and visit other places when company purchase expensive assets.

Arranging passes for CEO for important functions- Zubayer Alam is very

social and he has to have a good network so that in case of emergency he can

collect passes and information for CEO for important events.

P r o f i l e o f a M a n g e r ’ s O b s e r v a t i o n s

Page 9

3) Periodic Jobs- Some jobs are not situational neither they are done daily. These are

important activities which are done periodically and requires planning:-

Recruitment & selection- The recruitment and selection process is one of the

main tasks of human resource department done under Md, Jubayer Alam.

Employees are recruited periodically through newspapers, company contacts

and third party referrals. Human resource manager also selects the content of

interview and employee selection test

Employee Orientation- The human resource department periodically provides

current and prospective employees with information about policies, job duties,

working conditions, wages, and opportunities for promotion and employee

benefits.

Performance evaluation of employees – This is done in Renata on a six

month basis by the human resource manager through human resource

management information system

Budgeting- Under human resource manager, the budgeting is done every six

months considering all departments achievements. Budgeting also takes into

consider employees bonus, incentive and expansion plans.

Employee performance reward system- It is human resource manager’s

duty to check the performance of the employee and to reward or punish them

based on their performance.

Employee training programs- As a human resource manager, Md Jubayer

Alam also designs and decides training programs for employees to improve

their performance and skills.

Check every department performance- Human resource manager also

regularly checks performance of each department. If any department falls

behind, solutions are recommended and provided.

Rules & Policies- The human resource manager periodically recommends for

improvement of organization's personnel policies and practices.

P r o f i l e o f a M a n g e r ’ s O b s e r v a t i o n s

Page 10

Percentage of work

Daily routine jobs

Periodic jobs

Situational Jobs

Breakdown of human resource manager’s job by daily, periodic and

situations jobs is shown by the pie chart.

P r o f i l e o f a M a n g e r ’ s O b s e r v a t i o n s

Page 11

SWOT Analysis of the Manager

The SWOT analysis is a useful tool, which will help to identify the strengths, weakness,

opportunities & threats of a manager. A manager is likely to succeed if he or she uses its

strengths to full potential and know what his or her weaknesses are. These strengths and

weakness also help a manger to identify the opportunities and threats.

Strengths:-

Social- As a human resource manager, MD Juabayer Alam is very social. He

regularly goes to various clubs and has membership in some of the Dhaka’s most

affluent clubs like Dhaka Club, Regency Club and everything. This helps him to

develop relationship with other and grow his network. He is also able to help his

company in their bad times. In case a CEO needs pass for any festivals, he is able

to arrange them easily. This social skills skill of him also helps to manager good

relationship with the employees.

Calm & Patient - Human manager has to everyday resolve conflicts among

employees, balance works among departments, listen to employees and motivate

them. As a human resource manager, he does that very efficiently because he is

very calm and does not get angry easily. This helps him to deal with even difficult

people very easily. Beside, as he is very patient, he can come to a good decision

by thinking clearheadedly.

Multi-talented- One of the biggest advantages of the manager is that he is well

educated and has variety of degrees. This means he has a wide knowledge about

many things. He can also understand human behavior, and know how to market a

plan and can talk about change in laws which affects a company. This helps him

to perform and maintain his jobs efficiently and effectively.

P r o f i l e o f a M a n g e r ’ s O b s e r v a t i o n s

Page 12

Influential- As a human manager, Md. Jubayer Alam knows very well what

motivates employees and what makes them tick. He is also very sensitive to

people feelings and ideas. It is very important to first listen to people to influence

them and he does that by understanding a person very clearly. Therefore, Jubayer

Alam believes in building rapport and relationship with people to influence them.

Weakness

Indecisive – Mr. Jubayer Alam is very patient so before coming to any decision

he takes his time. However, sometimes he cannot come to good decisions quickly

when required. This can harm him reputation and hamper some important daily

activities, which requires instant solutions.

Too agreeable- One character of Mr. Jubayer Alam is that he is nice and

agreeable. If anytime, anyone asks him for an help he is ready to do it anytime.

Therefore, sometimes he is overloaded with work even from manager CEO”s

personal requests. Beside, this also means that he sometimes does not have his

own voice or optinion in important matters.

Autocratic- Although being autocratic has its advantages, Jubayer Alam actually

works too much and does not like to share his power and works with others.

Therefore, he delegates less works to employees and tries to keep the power to

himself. This lack of participative management can decrease employees’

motivation and decreases efficiency of the organization.

Opportunities

Opportunity to develop a global career- As a human resource manager, Jubayer

Alam has the chance to develop his career globally. Everyday he meets new

suppliers, imports products to outside countries and also go into variety of tours

P r o f i l e o f a M a n g e r ’ s O b s e r v a t i o n s

Page 13

on companies behalf. This helps him to meet important people around the world

and have many career opportunities.

Opportunity to expand network- Renata Limited Company is a very successful

company which deals with many important political parties, members of press and

other successful companies on a daily basis. Therefore, as a human resource

manager, Jubayer Alam also meets them regularly which helps him to increase his

network. .

Opportunity to grow career - Renata Limited is a successful company, which

deals with many important businesses, and as a manager, he also deals with

important people regularly. This increases Jubayer Alam chance to expand his

career through increased network.

Opportunity to do business with many vendors- Due to increase network and

connection with many people, Jubayer Alam can also can do business with other

suppliers through pharmaceutical companies. He can do some small business

along with his job with company’s permission which can also help the company

itself.

Threats

Competition for jobs with many skilled professional- There is intense

competition for jobs in this century. As a successful company, Renata Limited

also has a very competitive environment for employees. Employees are always in

their toes so that nobody can outperform them. As a successful manager in a

renowned company like Renata Limited, Md. Jubayer Alam faces competition not

only from those people in the organization but also those outside his or her

organization. In addition, as a successful company, Renata has wide varieties of

option of hiring many talented employees which increases competition even

more.

P r o f i l e o f a M a n g e r ’ s O b s e r v a t i o n s

Page 14

Rivarly- In a successful company to be a successful manager, Md Zubayer Alam

had to outperform many employees who were his or her juniors. Sometimes, he

also has to fire employees a based on their poor performance and deal with many

uneducated workers in his office. This increases his rivalry with many people

despite his faults. Therefore, Jubayer Alam has to be very careful nor people

might take their revenge from him by doing something very dangerous.

Negotiating with third parties- As a human manager, it is very natural to

negotiate with suppliers, presses and other companies with variety things.

Sometimes these create tension between the human resource manager and other

third parties. As a spokesperson, the human manager is always the one to deal

with third parties and if the communication goes go wrong it may lead loss to

both company and manager’s reputation.

Strengths

Social

Calm & Patient

Multi-skilled

Influential

Honest

Weakness

Indecisive

Too agreeable

Autocratic

Opportunities

Opportunity to develope a global career

Opportunity to expand network

Opportunity to do business with many vendors develope a global

Opportunity to have grow career

Threats

Competition for jobs with many skilled employees

Rivarly

Negotiating third parties

SWOT ANALYSIS

OF Jubayer Alam

Figure- Swot Analysis of the human resource Manager, Mr. MD. Jubayer Alam.

P r o f i l e o f a M a n g e r ’ s O b s e r v a t i o n s

Page 15

Manager’s Personality Characteristics

Personality is made up of the characteristic patterns of thoughts, feelings and behaviors

that make a person unique. The word personality describes the growth and development

of a person’s whole psychological system. Rather than looking at parts of one’s life, it

looks at some aggregate whole that is greater than the sum of the parts. In other words, it

is the sum total of ways in which an individual’s reacts to and interacts with others. In

addition to this, personality arises from within the individual and remains fairly

consistent throughout life.

Personality is the result of the individual’s interaction with his or her surroundings. Along

with the environmental factor one’s heredity also shapes and influences one’s personality.

One’s personality traits mean the characteristics that describe one’s behavior. There have

been so many researches to assess individual’s personality traits. One of the most

effective and popular assessment models is “Big Five Model”. These five categories

broadly explain individual’s characteristics. However, a person can belong to several

categories at a time.

Mr. Md. Jubayer Alam, the Human Resources Manager of Renata Limited, is a very

social, friendly, hardworking person. In this report we will try to explain his personality

characteristics using theories and models.

Big Five Model:

Extraversion: It is the degree to the extent one is comfortable in terms of

maintaining relationships with others. The person, who is extravert, tends to be

assertive, sociable, gregarious etc. One, who scores high in extraversion, has

positive attitude towards life. Mr. Jubayer is a very cheerful, fun-loving, social

person. He is friendly and outspoken with his family members, friends and as well

as colleagues and subordinates. As a human being he is very optimistic in nature.

His every activity shows positivity towards life. He believes that high amounts of

emotional expressiveness help to build network with people. According to him,

P r o f i l e o f a M a n g e r ’ s O b s e r v a t i o n s

Page 16

being jovial and affirmative to the highest extent and hostile to the least extent

assist an individual to construct and enjoy relationship with others. All of his

characteristics show sign of extraversion in his personality.

Agreeableness: It refers to an individual’s propensity to defer to others. Persons,

who score high in agreeableness, are cooperative, warm, and trusting. Persons,

who score low in agreeableness, are cold, agreeable, and aggressive Mr. Jubayer

scores moderate in agreeableness. He believes that, his opinion, thoughts and

ideas are different than others. He can explain and share his thoughts very clearly.

But he doest not feel it necessary to agree or disagree with others opinion all the

time. According to him, one’s opinion can very distinctive, but one should

express that only if one’s surrounding environment let one to do so.

Conscientiousness: It is the measure of responsibility. It can be measured by the

number of goals one takes at a time. One, who scores low in conscientiousness,

takes too many jobs at a time and becomes unable to finish them properly. The

person who scores high is responsible, dependable and organized. Mr. Jubayer is

a very responsible person. He does not take too many jobs at a time, so that every

job can be done properly. He is a perfectionist. He is organized in every span of

his life. In addition to these, he is extremely achievement oriented.

Emotional Stability: It is the degree to the extent someone can handle stress and

anxiety. People who score high are happier than who score low. People with

positive emotional stability tend to be calm, self-confident and secure.Mr. Jubayer

is very positive and optimistic in his thinking. He believes that, being in a position

of Human Resource Manager, one can never be anxious and nervous about any

issue. According to him, he has great control over his emotions. Therefore, his

P r o f i l e o f a M a n g e r ’ s O b s e r v a t i o n s

Page 17

confidence level is always high even if he has to face and resolve any serious

problem like “issues of union leaders”.

Openness to Experience: It addresses the degree to the extent someone enjoys to

learn and try new things. The people who score high in openness are creative,

curious and artistically sensitive. On the other hand, who scores low is

conventional and feels uncomfortable with unfamiliar.Mr. Jubayer scores high in

openness to experience. He always shows curiosity in new things. Although there

is less scope in his jobs to be very creative, he tries to present the routine jobs in a

creative and artistic way. He is comfortable with the familiar as well as the

unfamiliar, which helps him to enhance his knowledge.

Locus of Control: It is a social psychology that refers to the extent to which

individuals believe that they can control events that affect them. It refers to an

individual's perception about the underlying main causes of events in his/her life.

Whether a person believes in internal source or external source can be determined

by this theory. People, who believe in external source, tend to be very dependent

on others and prefer to do routine jobs. On the other hand, people who believe in

internal locus of control prefer challenging jobs. Mr. Jubayer believes in the

internal source of control. His personal perception is that he has control over those

things which he is capable of influencing. He believes that it is the human being

who changes his own life not the fate. He always prefers challenging, creative,

unusual jobs over easy jobs. According to him, he has a realistic sense of his

circle of influence in order to experience 'success'. Since he believes in internal

locus of control, he is achievement oriented. He takes responsibility for his

actions, is not easily influenced by the opinions of others, and tends to do better at

tasks when he can work at his own pace.

Machiavellianism: It is a person's tendency to manipulate other people for their

personal gain. An individual high in Machiavellianism is pragmatic, maintains

emotional distance, and believes that ends can justify means. High Machs

manipulate more, win more, are persuaded less, and persuade others more than do

P r o f i l e o f a M a n g e r ’ s O b s e r v a t i o n s

Page 18

low Machs. Mr. Jubayer belongs to the “High Mach” category. He is good in

tough negotiation and bargaining with familiar and unfamiliar people. He can

persuade others easily. He believes it is fair to manipulate people if the situation

demands so.

Personality types:-

There are two types of personality found in people:-

Type A Personality: A person with a Type A personality is aggressively

involved in chronic, incessant struggle to achieve more and more in less and less

time. They always move, walk and eat rapidly. They feel impatient with the rate

at which most events take place. They strive to think or to do two or more things

at once. Type A’s operate under moderate or high levels of stress.

Type B Personality: Type B personality holders are rarely harried by the desire

to obtain a wildly increasing number of things or participate in an endless

growing series of events in an ever-decreasing amount of time. They never suffer

from a sense of time urgency with its accompanying impatience, can relax

without guilt. Mr. Jubayer is a person with Type B personality. He never takes too

many jobs at a time. He talks, walks, and does his routine and also unusual jobs in

a relax way. He focuses more on the quality of the work rather the quantity. Since,

he doesn’t do his jobs very fast, takes brilliant managerial decisions while solving

problems.

From the above discussion it can be said that, Mr. Jubayer is a social, friendly and fun-

loving person. He is extrovert in nature. He is a trustworthy and responsible person. He

loves to experience the challenges of life. He is a sensible, realistic and creative human

being. He makes good decisions even in tough situations. In a word, he is a great

manager as well as an excellent human being.

P r o f i l e o f a M a n g e r ’ s O b s e r v a t i o n s

Page 19

Leadership Style

Leadership is the process of influencing an organized group toward accomplishing its

goals. It is the process whereby an individual must gain the voluntary participation of

subordinates with the goal of attaining corporate objectives. It can be exercised through

giving direction, motivating people and implementing plans.

There are number of studies and considerable knowledge on leadership style. We will

review some of the studies to have an idea about Mr. Jubayer Alam’s leadership style.

IOWA Leadership Studies: The study was conducted by a pioneer name Kurt

Lewin. This research focused on the Leadership Style and its relation to

aggressive behavior. It included Authoritarian Style, Democratic Style and

Laissez-faire Style. The study found out that, Authoritarian Style and Laissez-

faire Style produce greater number of aggressive behavior from employees, which

results in frustration among the employees and makes them less productive. Mr.

Jubayer believes in democratic leadership style. He thinks, if a leader encourages

group discussion and decision making among employees, it increases their care

for their work and also for the organization.

OHIO State Leadership Studies: The research was conducted in 1954 at Ohio

State University. The goal of the study was to analyze leadership in numerous

types of situations and groups. The factors of leadership found in this study are

task or goal orientation and recognition of individuals’ needs and relationships.

Mr. Jubayer believes that to be a good leader, one need to set up one’s goal first.

One has to have a clear idea about what one wants one’s employees to do. While

directing the employees toward the achievement of the goal, he considers his

subordinates needs also.

Early Michigan Studies: The study introduced “job centered and employee

centered” leadership. The researchers found that, supervisors of high-producing

P r o f i l e o f a M a n g e r ’ s O b s e r v a t i o n s

Page 20

sections are significantly more likely to be general rather than close in their

supervisory styles and be employee centered. On the other hand, supervisors of

low producing sections are more close than general. Mr. Jubayer is an employee

centered manager rather than a job centered manger. He clearly specifies his

objective to his employees. He builds effective work groups, which are aimed for

high performance.

Trait Theory of Leadership: This theory is known as “great person theory of

leadership”. It suggests that leaders must have met some crucial criteria. Leaders

should have capability to drive their employees. They should be able to motivate

their employees. Along with these, leaders should have integrity, self-confidence,

intelligence and knowledge. A goal can be very difficult to be achieved. But to

achieve that tough goal Mr. Jubayer has definite objectives. He is efficient enough

to drive and motivate his employees to achieve that goal. He is intelligent and has

extreme self-confidence.

Contingency Theory of Leadership: Fiedler's theory of contingency talks about

the relationship between leadership style and the favorableness of the situation. It

posits two classifications of leaders: (1) those motivated by the need to

accomplish assigned tasks (task-orientated); (2) those motivated by close and

supportive relations with members of the group (people-orientated). The

effectiveness of the leader is contingent upon both the leader's personality and the

characteristics of the leadership situation. The manager Mr. Jubayer, is a people

oriented manager. According to him, the leader-subordinate relationship is the

most critical variable in determining the situation’s favorableness. He thinks,

employees are able to be more productive when situation is favorable. Therefore,

to make situation favorable, it would be more appropriate to work on building

relationships with subordinates.

P r o f i l e o f a M a n g e r ’ s O b s e r v a t i o n s

Page 21

Path-Goal Theory: The theory attempts to explain the impact that leader

behavior has on subordinate motivation, satisfaction and performance. This theory

suggests four leadership styles for managers. Directive Leadership, Supportive

Leadership, Participative Leadership, Achievement Oriented Leadership are the

four types of leadership suggested by this theory. Mr. Jubayer has a mixture of

Participative Leadership and Achievement Oriented Leadership style in his owns

leadership style. He often asks his employees to participate in critical decision

making. He uses the suggestions of his subordinates while making decisions. At

the same time, he is used to set challenging goals for his employees. He believes

that, setting up challenging goals and showing confidence about the employees’

achievement helps to motivate employees.

Charismatic Leadership Theory: In charismatic leadership, the leader puts in

energy and enthusiasm into the project of the team. Leaders motivate and help

employees. Although he may, at times, tend to boast much about his leadership

skills and capabilities. Here, leaders are characterized by self-confidence and

confidence in subordinates. Mr. Jubayer has high expectations about his

employees. He has confidence on himself and on his subordinates. But he does

not think himself as a charismatic leader. He believes, he has less exceptional

insight and extraordinary accomplishment.

Transformational Leadership Theory: In transformational leadership, the

leader provides motivation to his team, to perform tasks for the on-time

deliverable of the project. It is defined as a leadership approach that causes

change in individuals and social systems. It creates valuable and positive change

in the followers with the end goal of developing followers into leaders. Leader is

a role model for followers that inspires them. Mr. Jubayer is a great manager. He

can motivate his subordinates to achieve defined goal. He can create value and

P r o f i l e o f a M a n g e r ’ s O b s e r v a t i o n s

Page 22

bring positive changes in them. But he is not determined to change his employees

every time. He does not think himself as a role model for the employees.

The above discussion tells us that Mr. Jubayer is an employee centered manager, who

follows participative management. In addition to this, he follows democratic leadership

style. He has tremendous confidence on his subordinates. Therefore, he sets up

challenging jobs for them. He motivates his employees in every step of their works. He

supports them in achieving their set objectives. But his personal opinion about himself is

that, he is not a star to his employees. He wants to encourage and lead employees through

cooperation and support, rather applying super extraordinary techniques.

P r o f i l e o f a M a n g e r ’ s O b s e r v a t i o n s

Page 23

Motivational Techniques:

The most effective ways of motivating a team is to ensure that they understand and

appreciate the aims of an organization and are supported by their managers in working

towards the achievement of those aims. There are a range of motivational techniques that

can be used to improve productivity, reduce workplace stress and increase self-

confidence. There are a number of ways of inspiring and motivating a team and these

include the use of:

Positive Imagery

Posting motivational themes and messages, in the form of slogans or quotes, can

help to positively empower a team. By enabling them to visualize success,

through the words of celebrities or industry professionals, they are more likely to

be able to imagine similar success for themselves thus motivating them to

improve their performance.

Team Building Activities

Renata’s encouragement of its employees to work together outside the office

environment can be a definite advantage. They can encourage healthy

competition and give each member of staff the opportunity to be on the winning

team. Improving team relationships can result in increased productivity and

morale, and can lead to a much happier and healthier working environment. It is

important that all team-building exercises are carefully balanced to ensure that

they do not play to the particular strengths, or weaknesses, of employees but are

designed instead to give everybody a chance of success.

Participative Management

At Renata, employees share some degree of power in the decision making process

with their supervisors. Although the targets are set by the top management, but

P r o f i l e o f a M a n g e r ’ s O b s e r v a t i o n s

Page 24

the employees views about the consequences, extent and feasibility of the target

are discussed with them. They have a union system where the representatives are

chosen democratically and those representatives work as bridge between the

management and workers. They are the ones to negotiate the workers rights and

benefits with the company’s management.

Training

People can be taught to become more motivated by showing them how to

deconstruct tasks and challenges, and how to feel less intimidated by their job

roles. Demonstrating to them how to cope in the workplace can lead directly to

improved motivation. Renata does this thing very efficiently.

Motivational Schemes:-

Renata devised many motivational schemes for its employees. These schemes are

controlled, evaluated, monitored and implemented by the HR department. As the head of

HR, Mr. Md. Jubayer Alam has to keep a close eye on the effectiveness and efficiency of

these schemes. Some of the schemes to motivate employees in Renata are as follows:

Profit Sharing Scheme: All employees of share 5 percent of the company’s

annual profit based on their positions and responsibilities he/she had to undergo.

This is an important motivating factor as the employees’ effort and hard work are

valued by the company’s directors and shareholders. Employees are always keen

to perform well and get promoted because their income will increase by

significant amount.

Performance Bonus: Apart from profit sharing scheme for all employees, Renata

offers special monetary rewards for the outstanding performer of each department

based on their activities in the organization. This bonus is applicable to all

employees regardless of their position, but the extent of this bonus is defined. The

top management get 5 to 8 times of their basic salary, the middle management get

P r o f i l e o f a M a n g e r ’ s O b s e r v a t i o n s

Page 25

3 to 5 times of their basis salary and the lower management get 1 to 4 times of

their basis salary every year based on their performance.

Recognizing the future leaders: In Renata, management is keen to find out

employees who will the part of the company’s top management. The employees

with outstanding performance are nurtured by the organization. They are provided

with counseling, training and higher responsibilities to prepare them for the

uncertain future. The employees are valued by the company and to ensure their

retention competitive remuneration and fringe benefits are provided to them.

Recognition: The top performers are given recognition in front of the whole

organization. For the sales division only, the best performer of the month is given

some incentive bonus and his picture is posted in front of the entrants of the major

operations sites.

Pleasure trip: The employees especially involved in projects are offered with

free tour sponsored by the company for meeting the deadlines and targets.

Scholarship for Meritorious Students: HOPES (Helping Organization for

Promising and Energetic Students) runs a scholarship program for meritorious

students. Renata Limited sponsored students for studying Medicine under the

aegis of this program.

Healthcare for Employees and their Families: The Renata health program

covers all permanent employees, their spouses, and children. This comprehensive

program includes surgery, hospitalisation, as well as routine doctor visits.

Long Service Program: At Renata, employees are recognized for their services

for expandable period of time. There service awards for every five years period of

intervals of their service period.

P r o f i l e o f a M a n g e r ’ s O b s e r v a t i o n s

Page 26

Communication Styles

Communication is the activity of conveying information. Communication requires a

sender, a message, and an intended recipient, although the receiver need not be present or

aware of the sender's intent to communicate at the time of communication; thus

communication can occur across vast distances in time and space. Communication

requires that the communicating parties share an area of communicative commonality.

The communication process is complete once the receiver has understood the sender.

Mr. Md. Jubayer Alam is the head of HR Department in Reneta Limited. HR is service

department and its function to maintain liaison with other departments. Human resources

is the name of the function within an organization charged with the overall responsibility

for implementing strategies and policies relating to the management of individuals. For

this he has to be well informed about the activities that are going on the organization and

one of his major duty is to check emails as most of the information passed to him from

other departments is through mails. An integrated system is maintained by Renata

Limited where the activities of each department are conveyed to the department heads of

all functions.

The mostly used communication medium used by Mr. Md. Jubayer Alam is email,

telephones and memos. During our interview period, we have observed that he has used

each of the medium several times and later he has also commented the same. His job is to

maintain a healthy working environment within the organization. From our observation

there an issue related to an employee’s dissatisfaction with the organization and he has

threatened that he will call a press conference. The HR manager tackled the situation very

smartly in our presence by talking first with the M.D. and then with the union leader.

The database of Renata’s HR or other function is electronic databases. Most of the

communication takes place between the top management is with the aid of computers.

P r o f i l e o f a M a n g e r ’ s O b s e r v a t i o n s

Page 27

They have special software for each department to carry out their operations. As Mr. Md.

Jubayer Alam occupies the highest position of HR, he is responsible from hiring of

employees to terminating or retirement of employees. The core HR activities can be

mainly categorized in the following ways:

Hiring Employees: Requisition papers for hiring employees are sent to the HR

department by the department heads. The criteria for employees are already set by

the top management for every position.

Training: When the employees are hired it is the job of the HR to introduce the

business culture to the new recruit. It is the general discussion about the

organization and its norms. Other trainings related to his function are organized

by the department.

Nurturing: The employees in the organization need to be properly nurtured for

delivering towards the organizational success. Their performances need to

monitored from time to time and based on their performance, HR department

should decide on the remuneration packages and other fringe benefits programs. If

they failed to deliver the expected performance, they are given warnings and in

worst cases they are terminated from the organization.

All the above activities of HR needs high level of communication and interaction with

other department and Mr. Alam has to play the most vital role in the core activities of

HR.

Communication method:-

The communication method used in Renata Limited is both upward and downward

communication. The top management along with the work councils (union

representatives) first determines the targets. The targets are then communicated to all

employees using the formal line of communication.

Some of the communication mediums widely used in Renata are listed below:

P r o f i l e o f a M a n g e r ’ s O b s e r v a t i o n s

Page 28

Email: This is mainly used by the top and middle management of the company.

All sorts of detailed information sharing and communication among them are

done using this medium.

Memos: All formal requisitions are conducted using this medium and it

authorized by the appropriate officials.

Telephone: This is another vital medium of communication and it includes not

only the land phones but also the mobile phones. It is the easiest way to reach the

employees in case of urgency.

Bulletin Board: There are bulletin boards in front of major places in the

organization like factory and office entry, and cafeteria. Major news regarding the

company affairs are posted in those boards. Mr. Alam said he has only allocated

the bulletin board for the union election campaigns which going to be held very

shortly. He told the interested parties to write about their issues in the bulletin

board only and he is not going to tolerate employees wasting their working time

discussing about the election.

Suggestion Box: There is suggestion box for employees’ complaints. These

complaints are sent directly to the top management and they deal with the issue.

So an employee of any position can reach the top management at their will.

Exit interview: At Renata there is norm for interviewing the employees quitting

their jobs. The main reason for conducting such interview is to find out the reason

for his leaving whether it is for dissatisfaction or for better opportunity.

P r o f i l e o f a M a n g e r ’ s O b s e r v a t i o n s

Page 29

Manager’s Recommendations to future leader:

In his interview, Mr. Jubayer Alam gave some fantastic idea for the future leader from his

own experience, which will be very important note and guideline for anyone who wants

to be a leader. The manager`s recommendations are as follows: -

Goal : Goal is the most important thing that a person have to have while working

in an organization. In addition, this goal has to be clear, specific and achievable.

During his interview, Mr. Jubayer Alam said: "Goals provide a sense of direction

and purpose.” So leader should know what his goal is and make his employee

know about it, so that both can work on it properly and achieve success.

Target: Setting target is another precious thing for leaders. Leader should target

as maximum as he can do. The target should be set with in his limitation. This

means the target should be difficult but still achievable. The most important thing

is that leader should set his own target which should not be set by the boss.

Sincerity: A manager should sincere and expressing sincerity will enhance the

interpersonal communication between employees and managers .If an employee

see you are working sincerely than he or she will be motivated too. Effective

sincerity in the workplace means apologizing when you have made a mistake and

you know it, complimenting a colleague when you really mean it, and being

honest about your strengths and weaknesses.

Honesty: A leader has to be honest to himself, to his work, toward his employees.

An honest leader can change the atmosphere of an organization. Mr. Jubayer

Alam said “Not only can a man be honest and grow rich, but it is almost

impossible for a man to grow rich unless he is honest."

: Respecting everyone & Bonding: According to Mr. Jubayer Alam, one should

see the organization like his own family .In the family no one is underestimated.

In the organization, same thing should be applied. It is important for leader to see

to honor everyone form upper level to lower level. If a manager respects his

colleagues & employees then he or she will be respected too.

P r o f i l e o f a M a n g e r ’ s O b s e r v a t i o n s

Page 30

Conclusion

After analyzing everything, it can be said the overall Mr. Md. Jubayer Alam is an

extremely talented and skilled manager. Human resource manager is the one who

connects all the departments in an organization together. Due to Mr. Jubayer Alam’s

dedicated, cooperative and leadership skills, he is able to motivate all the employees and

maintain good interpersonal relations with other departments too. The organization and

the CEO depend on him for day-to-day small activities. Mr. Jubayer also is an asset for

the organization who also help his company during bad times and able to grow the

company’s business with his network. Due to his hardworking nature, he puts extra effort

for the organization so that company can achieve its milestone. He also goes out of his

way to do the works for the company, which does not fall into his job categories. In the

end of the day, he does all his work with smiling face. Such ability of him to enjoy his

work is a remarkable thing. Still one of his major problems is that due to his hardworking

nature, he is unable to delegate works to other employees, which decreases participative

management. If he just can relax a little bit and share his works with other employees, he

will just become the complete perfect manager. However, overall, it can be said that Mr.

Jubayer is a really skilled and professional human resource manager and a manager like

him is difficult to find in today’s world.

P r o f i l e o f a M a n g e r ’ s O b s e r v a t i o n s

Page 31

Bibliography

Books:

1) Alan, Murray .The Wall Street Journal Essential Guide to Management

Harper Paperbacks; 1 edition (August 10, 2010)

2) Martin Chemers. An Integrative Theory of Leadership

Psychology Press (June 1, 1997)

3) Stephen P. Robbins and Timothy A. Judge, Organizational Behavior.

Prentice Hall; 11 edition (2005)

Journals:

1) Solansky, Stephanie T Leadership Style and Team Processes in Self-Managed Teams

<www.sagepub.com/northouse5e/study/articles/pdfs/11-Solansky.pdf>

2) Kendra, Cherry. The "Big Five" Personality Dimensions.

< http://psychology.about.com/od/personalitydevelopment/a/bigfive.htm>

3) Julian Rotter, Locus of Control- Personality Theories, Internal and External

< wilderdom.com/personality/LocusOfControl.html >

4) Floyd H. Allport and Gordon W. Allport, Personality Traits: Their Classification and

Measurement

< http://www.dominiopublico.gov.br/download/texto/ps000006.pdf>

P r o f i l e o f a M a n g e r ’ s O b s e r v a t i o n s

Page 32

Interview:

1) Mr. Jubayer Alam, Renata Limited, Personal Interview, 31 March 2011.

Website:

1) Renata Limited Company

<www.renata-ltd.com>

P r o f i l e o f a M a n g e r ’ s O b s e r v a t i o n s

Page 33

Appendix

P r o f i l e o f a M a n g e r ’ s O b s e r v a t i o n s

Page 34

Group Picture

From Left to Right: Nazia Zainab Quraishi, Plabita Bhowmik, Mohona Dutta, M Mahbub

Hasan, and Shanian Tanim.

Shanian Tanim,

P r o f i l e o f a M a n g e r ’ s O b s e r v a t i o n s

Page 35

Group Picture with Manager

From Left to Right: Mohona Dutta, Plabita Bhowmik, Md. Jubayer Alam (Human Resource

Manager), Shanian Tanim, and M Mahbub Hasan.