ORGANIZATIONAL CULTURE

COMPARISON DOCE VS
MALMO
 GROUP MEMBERS
• Kashif Raza MBS-15-32
• Aamar Hanif MBS-15-30
• Muhammad Ismail MBS-15-37
• Areeb Fatima MBS-14-10
KASHIF RAZA MBS-15-32
 INTRODUCTION OF DOCE FOOD’S
• DOCE first branch is opened in 2001 in Iqbal Town
• It has own production facility in Quaid-e-Azam Street Kot Lakhpat with 123
workers in production area
• 25 branches in Lahore and Kasur
• Provide the good quality food product in Pakistan
• Offer the unique products and interesting service concept
• Respect the customers
• Organic and healthy foods
• Strong relationship with customer
• Use the quality ingredients in our products
• Vision
Our vision is to make Doce a global brand, a brand
recognizable for its uniqueness and quality in ethnic food
market all around the world.

• Mission
Our mission is to offer wholesome organic food products,
promote healthy and sustainable alternative lifestyle choices that others
haven’t even dream of.
 PRODUCTS
Baked Desserts Celebration Items
Plain Cake Live Fresh Pizza
Bread & Rusk Special Pakistani Mithai
Fresh Cream Cake Snacks & Sandwiches
Ice Cream Dry Cake
Nimko Fresh Cream Premium Cake
Sweets Special Cakes
Biscuit Beverages
ORGANIZATIONAL BEHAVIOUR
OF DOCE FOOD’S
Two Major Areas of Organizational Behavior
1. Individual Behaviour:
DOCE FOODS knows the importance of individuals (MAN) who are the main bricks for
organization behavior. DOCE FOODS has been placing greater focus on employee
empowerment and participation, which are essential for long-term growth and
success of the company, and therefore employees have been encouraged to put
forward their issues, concerns and suggestions.
2. Group Behaviour:
Group behaviors which influence roles, team building and conflict. The organization
group behavior is good. Once the individuals are skillful, energetic, responsible,
agreeable etc, then it is easy to make form successful groups.
ORGANIZATIONAL CULTURE
DOCE Sweets and Baker’s make the Corporate Culture renewal
program which is fully implemented in 2004 in this program focus on
these things:
• Revamping of Organizational Architecture
• Rationalization of Staff
• Employees Empowerment
• Transparency in Decision Making
This new corporate renewal program has divided the company’s major
operations into independent activities supported by legal, financial,
informative and other services.
IMPORTANCE OF ORGANIZATIONAL
CULTURE IN DOCE FOOD’S
• According to the opinion of the DOCE FOODS ’s sales officer DOCE FOODS
is a sales oriented company. Strong culture is a symbol of more profit more
earning and sense of responsibility. It is also a monument of well-disciplined
enterprises in which every organ of that organization is well concerned with
the ultimate objective of the organization. As it’s a fundamental truth that
every individual from worker to Top manager is aware of his rights privileges
responsibilities and outcome of efforts being invested.
Aamar Hanif MBS-15-30
DIMENSIONS OF CULTURE
1. Innovation and risk taking:
According to our survey what we have found is that employees are not
much encouraged to be innovative and take risks.
2. Attention to detail:
According to our survey employees has given importance.
3. Outcome Orientation:
The manager’s focuses on both results or outcomes and the techniques
needed to achieve those outcomes.
4. People Orientation:
Management decisions do not take into consideration the effect of outcomes on
people within the organization. They have made their employees a central part of
their culture.
5. Team orientation:
They emphasize on team orientation i.e. work activities are organized around them.
Stability DOCE FOODS is maintaining the status in contrast to growth.
6. Zero Tolerance:
DOCE FOODS have high ethical standards and a ‘Business Principles and Ethics
Policy’ in place. They value, encourage and inculcate corporate reforms, good
governance, best business practices and an environment of continued
adherence to ‘Zero Tolerance’, resulting in the development of our human capital
and meeting all business challenges.
LEADERSHIP ROLE IN ORGANIZATIONAL
CULTURE
In DOCE FOODS 53% of the employees feel that their managers are employee
oriented leaders and remaining 47% feels that their managers are task
orientated leaders. So this shows that the DOCE FOODS has got the
combination of leaders that are task oriented and leadership oriented. This
shows that DOCE FOODS have the leaders that perform better in all situations
and can manage their teams more effective.
• Task Oriented
• Employee Oriented
• Participative
• Power & Politics
• Legitimate Power
• Expert Power
LEARNING
• In DOCE FOODS learning is done to make the employees skilled at creating,
acquiring, transferring knowledge, and to enhance their skills. In an
Organization learning is a long-term activity that builds competitive
advantage over time and requires sustained management attention,
commitment, and effort.
• In DOCE FOODS collaboration with team members give the employees
opportunity for learning social, technical and creative skills. When learning is
effective the organization is highly aware of how to motivate its employees
in the best ways. Rewards, such as education, bonuses are given to motivate
employees.
Muhammad Ismail MBS-15-37
 ANALYSIS OF DOCE FOOD’S
• DOCE FOOD management is effective in goal setting according to competition.
• Participative style management in which employees are given share their ideas.
• DOCE FOODS gives empowerment to their employees to do their work.
• Most of their employees have positive attitude towards their job.
• Employees are fully satisfied with their jobs.
Rewards:
• Cash bonuses
• Promotion make team leader
• Increment in Salaries
• Allowances (fuel , mobile allowances)
LEADERSHIP ROLE IN MALMO SWEETS AND
BAKER’S
• Malmo Sweets and Baker’s success based on ability of leaders
• Leadership reinforces the development of organizational culture
Approaches of leaders in firm:
1. Market Based Management:
Market-based management uses market data to make changes in
management tactics.
2. Result Based Management:
Results-based management focuses on the achievement of desired
outcomes.
EVALUATION AND RECOMMENDATIONS
• Improve the financial performance and quality of products
• Individuals performance increase by effective leadership
• Organizational culture performance can be increase by collaborative
efforts of leaders of all departments
• It is necessary for MALMO to improve the policies and accommodate
diversity
• Improvement in information technologies