Md. Abu Bakar Siddique ID: 19DH292 Batch: Evening-04

Term Paper Report on
IMPACT OF MONETARY AND NON-MONETARY INCENTIVES ON EMPLOYEE’S

MOTIVATION: A CASE STUDY ON BENGAL POLYMER WARES LIMITED
Prepared for
Eng. Md. Mehboob Hasan Kallol
Senior Management Counsellor
Bangladesh Institute of Management
Prepared by
Md. Abu Bakar Siddique
ID: 19DH292
Batch: Evening-04
Bangladesh Institute of Management (BIM)

4 Sobhanbag, Mirpur road, Dhaka-1207
Date of Submission: 04-08-2019

Table of Contents
Chapter Description Page Number
Title of the Study
Background of the Organization
Importance of the study
Objectives
Broader objective of the study
Specific objectives
Scope of the study
Methodology
a. Phase- I
b. Phase- II
c. Phase-III: Data Collection Tools and Techniques
Activity Schedule
PROPOSAL
1. Title of the Study: Organizational Culture and its Influence on Employee Job
Satisfaction
2. Background of the Organization: Grameenphone Ltd. is a joint venture enterprise
between Telenor (55.8%), the largest telecommunications service provider in Norway with
mobile phone operations in 12 other countries, and Grameen Telecom Corporation (34.2%), a
non-profit organization of Bangladesh. The other 10% shares belong to general retail and
institutional investors. The technological expertise and managerial expertise of Telenor has
been instrumental in setting up such an international standard mobile phone operation in
Bangladesh. Being one of the pioneers in developing the GSM service in Europe, Telenor has
also helped to transfer this knowledge to the local employees over the years. 1Telenor is
emerging as one of the fastest growing providers of mobile communications services
worldwide with ownership interests in 12 mobile operators across Europe and Asia. Telenor is
organized into three business areas; Mobile operations covering 12 countries, and Fixed-line
and Broadcast services covering the Nordic region.
 The Telenor Group

 More than 150 million mobile subscribers worldwide
 Strong subscription growth, particularly in our Asian operations
 Listed as No.1 on Dow Jones Sustainability Index 2008
 Ranked as the world's seventh largest mobile operator
 Revenues 2007: NOK 105 billion
 Workforce 2007: 35 800 man-years
 Listed on the Oslo Stock Exchange, with headquarters in Norway
3. Importance of the study: Organizational culture is a system of shared assumptions,

values, and beliefs, which governs how people behave in organizations. These shared values
have a strong influence on the people in the organization and dictate how they dress, act, and
perform their jobs. Every organization develops and maintains a unique culture, which
provides guidelines and boundaries for the behavior of the members of the organization.
Every company has its own unique personality, just like people do. The unique personality of
an organization is referred to as its culture. In groups of people who work together,
organizational culture is an invisible but powerful force that influences the behavior of the
members of that group. Moreover, it also has a strong influence on employee’s job
satisfaction.2
Characteristics of Organizational Culture

1
http://m.grameenphone.com/about/corporate-information/ownership-structure
2
http://study.com/academy/lesson/what-is-organizational-culture-definition-characteristics.html
Page |1
The seven characteristics of organizational culture are:
1. Innovation and risk taking: The degree to which employees are encouraged to be
innovative and take risk.
2. Attention to detail: The degree to which employees are expected to exhibit precision,
analysis and attention to detail.
3. Outcome Orientation: The degree to which management focuses on results or outcomes
rather than on the techniques and processes used to achieve those outcomes.
4. People Orientation: The degree to which management decisions take into consideration
the effort of outcomes on people within the organization.
5. Team Orientation: The degree to which people are aggressive and competitive rather than
individuals.
6. Aggressiveness: The degree to which people are aggressive and competitive rather than
easygoing.
7. Stability: The degrees to which organizational activities emphasize maintain the status
quo in contrast to growth.3
The sustainability of organizational culture depends on how the organizations practice and
maintains their unique style. How it response towards changes over time? As it has a very strong
impact on employee job satisfaction; today it has become more competitive. It is also very
important as it is an invisible force with a very bold influence on employees’ performance and job
satisfaction.
As a Participant of BIM in the course of PGDHRM, we acquired knowledge in different types of

subject, which is actually theoretical knowledge in different types of subject, but it is an
opportunity to implement the theoretical knowledge in practical study. The main importance of
this study is to produce knowledge that can be applied outside a practical setting. The purpose of
the study is to apply the tools, techniques of research and knowledge of human resource
management.
4. Objectives
Broader objective of the study:
 To examine the impact of cultural practices on employees’ job satisfaction.
Specific objectives: The specific objective of the study will be:
 To understand and find out the relationship between organizational culture and
employee job satisfaction.
 To see Employees Perception towards organizational culture.
 To oversee the employee responsiveness towards their job environment
3
Robbins P. Stephen and Judge A, Timothy,"Ogranizational Culture",13th edition(2010-2011),pg. 585-586
Page |2
5. Scope of the study:
The study is specifically limited to organizational culture and employee job satisfaction. It is
discussing only a smaller side of organizational cultural influence. Through knowing the
relationship among these two areas it is possible to take necessary steps to retain the potential
employees. Job environment is an important factor behind organizations high turnover rate. This
study can facilitate the participants who have the intention to work in the same field and other
who are working in this sector. This can also be used as a reference in any relevant study in
future.
6. Methodology:
This term paper aims to study Organizational Culture and its influence on Employee Job
Satisfaction. Data will be collected through structured questionnaire, organization visit, group
discussion, personal interview. Data will collect from Customer Services Department,
Commercial Division of Grameenphone Ltd Dhaka. The reasons to choose this sector are that
they have a very strong and unique cultural practice. As it is a multinational company it has a
world class working environment. We will get a number of survey participants. We will get an
access to a huge collection of data to ensure more authentic statistical analysis.
a. Phase- I:
In the first phase theoretical study will be carried out to understand the organizational culture,
characteristics and its types, factors associated with employees’ job satisfaction, their
perspective regarding job environment and unique cultural practices.
b. Phase- II:
1. With the theoretical understanding some employees will be interviewed with selected
questionnaire to know their level of understanding of organizational culture and its
importance. The participants of this survey will be answering some close ended
questions. These arranged questions will automatically find out the satisfaction level of
the participants on their job.
2. After collecting their opinions through the questionnaire, some open ended questions will
be asked for own understanding of the surveyor. This will be followed by some formal
and informal discussions.
c. Phase-III: Data Collection Tools and Techniques:
Sampling:
For the convenience customer service department will be chosen. The cultural practice is same
for all the departments of Grameenphone Ltd.
Sample Size:
The sample size for the study will not be large one. The sample size will be 40 with
representation of the management and front line employees concerned.
Sampling Scheme:
Having fixed up sample extent, sample size and sample units, it will take 04 days to complete the
task of collection information.
Page |3
Source of Information:
Both primary and secondary data will be used to reach a convincing result;
a. Primary Data:
Primary data will be collected through Structured Questionnaire, Personal Interview and
group Discussion.
b. Secondary Data:
 Secondary data will be collected from the team leader of CS of the organization
by physical observation and record review.
 Official website of the company.
Data Processing Method:

Collected data will be coded and verified. Moreover data will be processed by making
consistency checking with the help of computer and relevant knowledge on the subject as well as
the knowledge and application of statistical tools. Some manual techniques will be applied during
the collection of opinion through the questionnaire.
7. Activity Schedule:
This study will be accomplish between November 23rd to 31st December 201_, the study
duration is six weeks- days=
ACTIVITIES 1st Week 2nd Week 3rd 4th 5th Week 6th
Week Week Week
LITERATURE 10
REVIEW
QUESTIONAIRRE 44
DESIGNING 44
PRETESTING OF
3
QUESTIONNNAIRE
(correction if any)
DATA
COLLECTION
4
DATA ANALYSIS
10
REPORT WRITING
6
PRINTING & 4
SUBMISSION
da
ACTION BY THE SUPERVISOR: Approved __________
Disapproved __________
Approved with Revision __________
Page |4
Page |5

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Term Paper Report on

IMPACT OF MONETARY AND NON-MONETARY INCENTIVES ON EMPLOYEE’S

Bangladesh Institute of Management (BIM)

Date of Submission: 04-08-2019

 The Telenor Group

3. Importance of the study: Organizational culture is a system of shared assumptions,

Characteristics of Organizational Culture

As a Participant of BIM in the course of PGDHRM, we acquired knowledge in different types of

Broader objective of the study:

 To examine the impact of cultural practices on employees’ job satisfaction.

Specific objectives: The specific objective of the study will be:

c. Phase-III: Data Collection Tools and Techniques:

Data Processing Method:

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