Organizational Profile of Bangladeshian Mobile Companies

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Grameenphone is the largest mobile phone company in Bangladesh with 20.84 million customers as of August, 2008. It is also one the fastest growing GSM -based cellular telephone network in Bangladesh.

Grameenphone started operations on March 26, 1997, the independence day of Bangladesh. It is partly owned by Telenor (62%) and Grameen Telecom (38%).

Over the years, Grameenphone has always been a pioneer in introducing new products and services in the local market. The name Grameenphone was kept as part of the new identity because the name Grameenphone carries with it all of the heritage, success and values of the companies past.

Grameenphone's stated goal is to provide cost-effective and quality cellular services in Bangladesh. It is originally offered a mobile-to-mobile connectivity (widely known as GP-GP connection), which created a lot of enthusiasm among the users.

Product Offered

Grameenphone offers subscription in two categories, Prepaid Subscription and Postpaid Subscription.

Prepaid subscriptions are sub-divided into three plans:

â-  smile (mobile to mobile connectivity within Bangladesh),

â-  smile PSTN (nationwide and international mobile and land line connectivity)

â-  djuice (a youth based mobile to mobile connectivity within Bangladesh).

Postpaid plan:

â-  xplore (nationwide and international mobile and landline connectivity).

Grameenphone also offers different value-added services including SMS, MMS, Welcome Tunes (Ringback Tones), Voice SMS, SMS Push-Pull Service, Voice Mail Service (VMS), and Fax and Data among others. Grameenphone was the first mobile operator in Bangladesh to offer EDGE services to its subscribers.

Evaluation of Long Term Business Strategy and HR Duties

Grameenphone's long term strategy is to continue to place value on employee training and to integrate this value into the culture of the organization. They are using this approach to maintain their competitive edge. The value that is placed on HR demonstrates commitment from the top levels of the organization to training. Grameenphone's intentions are to maintain this increased emphasis on staff training and to integrate this learning fully into the organization. There is constant reviewing of the intervention, and make adjustment were necessary.

This research's study of Grameenphone's HR policies revealed that by introducing a higher level of training to all employees it has an affect on the bottom line. When the employees are trained and demonstrating a higher commitment to the organization they feel part of the overall strategy. This leads to employees feeling valued and therefore a more committed work force. This is then felt by the consumer, with a higher level of service, which gives the organization added value.

The entire organization is involved in training. This training is offered at all levels within the organization, Managers and facilitators are developed to deliver this intervention. Employees have control on their training after the initial induction process. This allows employees control of their career path, with the choice of whether they want to move up the ladder or not.

There is conflict within the majority of organizations in the Bangladesh as to how much of the resources will be dedicated to training. This buy off for the economic resources, can prove short sighted in the long term. Training has always been the first cost cuts in times of recession. Yet with today's environment, organizations need to train the work force to survive. Whereas organizations that embrace knowledge and learning satisfies the physiological contract and helps to retain and nurture employees. The cost of not developing employees in the long term is far greater than the cost of developing them.

The HR department in Grameenphone is proactive, not getting caught in the every day administrative function. Their model of HR is one of best practice and high commitment. This has allowed the organization to focus on the human resource with such practices as training issues. This focus on HR is vital to the success of the organization, without commitment, it would amount to a waste of resources.

Grameenphone is a very successful Bangladeshi organization. They have increased their market share and retail units over the past five years. This has been achieved partly through a fully integrated HR department. Although this is not the only factor to their success, it has certainly been a major factor in it.

Other organizations could benefit from reviewing Grameenphone's policies. They have demonstrated a model implementation of HR. This has been a contributory factor to their increase in profits. Competitors will need to review their training policies, to reduce Grameenphone market share. Training as an intervention has been a successful policy in the organization, the evidence points to increased profits from training.

Mission Statement of the company

192 countries agreed to a set of 8 promises in the united Nations Millennium Declaration to reduce poverty and improve the lives of the most vulneriable in the world.

Banglades took the pledge of achieving the Millennium Development Goals by 2015 along with other nations. That implies a promise to:

â- Eradicate extreme poverty and hunger

â- Ensure universal primary education

â- Ensure gender equality and empowerment

â- Reduce child mortality

â- Improve maternal health

â- Prevent HIV/AIDS, Malaria and other diseases

Financial performance

Bangladesh's mobile sector is estimated to have contributed BDT 260,000 million to the economy in 2007, representing 6.2% of GDP. This was an increase of 4.1% on 2004."

Grameenphone has been able to maintain its leadership position in the industry by both continuing to deliver innovative and relevant products and services to its customers, and providing a quality network with the widest coverage.

Organization Structure


2. Task Environment

My position in the company

I work for a company named 'Grameenphone Limited' as a Jr. Manager at marketing department. It's a leading mobile phone company in Bangladesh. I enjoy my work very much because I am satisfied in my position and without job satisfaction it's very hard to continue to work. I am the responsible person of the company.

Roles and Responsibilities

â-  Preparing Sales & Marketing materials

â-  To provide marketing support to Area Managers

â- To support the marketing team in delivering marketing campaigns.

â-  Work with marketing manager in assisting with the planning and implementation of the company's strategies, dealing directly with agencies and lead generation.

â-  Established and enhanced customer relations by liaison and developing partnerships.

â-  Supervising displays

â-  Producing reports and statistics.

â-  Reporting into a Marketing Manager

â-  Add new clients on to the company database.

Getting and providing report

â-  I get daily sales report from the marketing representatives.

â-  I have 50 subordinates. They are working under my supervision.

â-  I am reporting with Marketing manager and Grameenphone Management Team.

Company Expectation

â-  Increase sale and make more profit: Grameenphone management wants to increase sales and make more profit. That's why they give me target to increase sales.

â-  Customer Service: Grameenphone wants me to provide better

customer service. I took initiative such as make a manager promotion, discount, give extra offer for customer product.

â- Team management: Grameenphone management wants me do manage a team. Every works as a team.

â-  Honest and hard working: The employee should do hard work

and honest with this company.

â-  Flexibility: Be adaptable, flexible, and open to wearing many hats.

My expectation

â-  Promotion : I always expect they promote me as well they encourge my initiative and hard work.

â-  Training : I always hope they provide me lots of training to

gain business knowledge.

â-  Salary : They give me a good salsry for my post. I hope every year they will increase my salary and bonus.

Career Expectations

My career goal is to be a Senior Marketing Manager of Grameenphone Limited Bangladesh.

In order to perform the functions of a Senior Marketing Manager and to assume multiple roles, I need to have strong analytical and leadership skills. Robert Katz identified three managerial skills that are essential to successful management: Technical, Human, and Conceptual skills.

Areas I need to be knowledgeable about

â-  Strategic Planning,

â-  Methods and techniques in accounting and business

â-  systems thinking, emotional intelligence and skills in influence and negotiation

Skills I need to Possess

â-  Excellent Interpersonal skills

â-  Committee skills, including chairing board meetings

â-  Market Research Capabilities

â-  Conceptual skills


3. Learning styles

A Learning styles is an educational practise, particular to an individual, who is prepared to learn and want to be the best in his chosen skill. It is commonly believed that most people favour some particular methods of interacting with, taking in, and processing stimuli or information.

At the end of this study on Learning Style, I will be able to do the followings:

â-  Seek out experiences that draw the strength of my approaches.

â-  Adopting my speaking, writing, thinking, and listening to the approach to learing of other people. This can enhance my effectiveness at all levels.

â-  To make a conscious attempt to develop my skills at other approaches to learning.

There are many theories surrounding learning styles. I would like to discuss two learning styles one is -

Honey and Mumford (1986) - LSQ and another one is Klob's Learning Styles

Honey and Mumford (1986) developed a Learning Style Questionnaire building upon Kolb's work.

3.1 Honey and Mumford- LSQ

They identify four different characters with quite different preferred learning styles---.

Activities (Do)

â- Immerse themselves fully in new experiences

â- Open minded, enthusiastic, flexible

â- Act first, consider consequences later

â- I thrive on responsibility

â- I prefer to be the centre of attention

Reflectors (Review)

â- Stand back and observe

â- Cautious, take a back seat

â- Collect and analyze data about experience and events, slow to reach conclusions

â- Use information from past, present and immediate observations to maintain a big picture perspective.

Theorists (Conclude)

â- Think through problems in a logical manner, value rationality and objectivity

â- Assimilate disparate facts into coherent theories

â- disciplined, aiming to fit things into rational order

â- Keen on basic assumptions, principles, theories, models and systems thinking

Pragmatists (Plan)

â- Keen to put ideas, theories and techniques into practice

â- Search new ideas and experiment

â- Act quickly and confidently on ideas, gets straight to the point

â- Are impatient with endless discussion

3.1.1 David Klob Learning Styles

David Kolb published his learning styles model in 1984. The model gave rise to related terms such as Kolb's experiential learning theory (ELT), and Kolb's learning styles inventory (LSI).

Kolb's learning theory sets out four distinct learning styles, which are based on a four-stage learning cycle or training cycle.

Kolb's model and Learning styles works on two levels - a four-stage cycle:

â- Concrete Experience - (CE)

â- Reflective Observation - (RO)

â- Abstract Conceptualization - (AC)

â- Active Experimentation - (AE)

Kolb Learning Styles Model

The four Kolb learning styles are follows:

â-  Diverging (feeling and watching - CE/RO)

These people are able to look at things from different perspectives. They are sensitive. They prefer to watch rather than do, tending to gather information and use imagination to solve problems.

Kolb called this style 'Diverging' because these people perform better in situations that require ideas-generation, for example, brainstorming. They are very broad in knowledge, due to information gathered by looking at other people doing the job.

â-  Assimilating (watching and thinking - AC/RO)

The Assimilating learning preference is for a concise, logical approach. Ideas and concepts are more important than people. These people require good clear explanation rather than practical opportunity. People with an Assimilating learning style are less focused on people and more interested in ideas and abstract concepts. They are also very good thinkers.

â-  Converging (doing and thinking - AC/AE)

People with a Converging learning style can solve problems and will use their learning to find solutions to practical issues.

They prefer technical tasks, and are less concerned with people and interpersonal aspects. People with a Converging learning style are best at finding practical uses for ideas and theories. They can solve problems and make decisions by finding solutions to questions and problems.

â-  Accommodating (doing and feeling - CE/AE)

This type of learning style is 'hands-on', and relies on intuition rather than logic. These people use other people's analysis, and prefer to take a practical, experiential approach.

They are generally not good in researching, but depend mainly on others. They like to work as a team in other to get things done. They set targets and actively work in the field trying different ways to achieve an objective.

3.2 Suitable Learning Style for my Role and Why

After discussing two learning styles I believe the Honey and Mumford learning style is suitable for me because-

â-  Pragmatist- I got my score is 59

â-  Theorist --- I got my score is 55

â-  Activist ---- I got my score is 57

â-  Reflector --- I got my score is 53

I am a pragmatist. I like to solve problem. I enjoy improve my techniques. I work well to my deadlines. Even I always expect to make a practical decision.

In my current role, I do not only master a lot of basic marketing skills but also learned to tailor the use of these skills to specific situations, targeting different customers with different sales schemes. In addition, such experiences taught me the value of perseverance in pursuing one's goals as well as the importance of commercial credibility. Out of my business and management experiences, I developed a keen interest in accounting and a powerful desire to become a Marketing manager of Grameenphone Limited.

But I have so far not had an opportunity to obtain comprehensive training in either accounting or business management.  I believe that a combination of formal education and role play would provide me with an in-depth knowledge of business management which can give me a firmer grasp of the company's operations and there by exercise more control over the company's directions

As well I believe I found some other positive quality from learning style inventory. Which is Activist?

I found I am enthusiastic person. I enjoy facing challenge. I like to work with team and I love role playing. Even in my work place I worked with responsibilities.  But I don't like long term implementation because I always change quickly. I am trying to finish quickly.


4. Preparing a Personal Development Plan


Personal development is a lifelong process of nurturing, shaping and improving ones skills, knowledge and interests. The aim of personal develooment is to enhance ones effectiveness and adaptability, and minimise the chance that ones skills might become obsolete or s/he might be made redundant. Personal development does not necessarily imply upward movement, rather it is about enabling one to improve and use his/her full potential at each career stage.

For the purpose of this research, a Personal Development Plan (PDP) is defined as one that involves establishing what I want to achieve, where I want to go, and when I want to do it. It includes short and long term aims, identifification of my needs in terms of skills, knowledge or competence. It also defines the development that is appropriate to meet those perceived needs. In developing a personal development plan, scheduling and timing (planning) are important, but should not be too regimented.

Benefits of having a PDP

A PDP provides the structure of a schedule, facilitates motivation, and offers a framework for monitoring and evaluating achievements. It can be the basis for:

â-  reappraising where you want to go and how you can get there

â-  revitalising technical skills that date very quickly

â-  building up transferable skills

â-  lifelong learning

â-  gaining satisfaction from a sense of achievement

â-  ensuring your employability and survival in an age where fewer jobs will be the same five from now

â-  taking advantage of opportunities that may arise, or that you can create

4.1 Steps followed in creating my PDP

Before making my personal development plan I ask myself three questions…….

What am I good at?

â- Good interpersonal skills

â- Sound IT skills

â- Fair organizational skills

What do I need to work on?

â- Limited qualifications

â- does not like formal exams

What could help me along?

â- Attending promotion course soon

â- Plenty of exciting projects underway at work.

What might stop me?

â- Change to organization imminent

â- possible detachment

â- Lack of resources (money/time)

Where do I want to be?

I may find the following questions provoke thought in many areas……

What do I like doing?

In my job, as a hobby

What is my motive for learning?

Promotion, Personal Improvement, Overcome a Learning Difficulty

What qualifications and/or experience do I already have?

Some of these may be transferable.

What method of study would suit me best?

Part-time, Distance Learning, E-learning

How much time do I have to complete my learning?

Be realistic, development takes time.

What is my ultimate goal?

A qualification, personal fulfilment, career development.

How will I measure my success?

Recognized qualifications, personal goals

Where can I get help and advice?

My employer, Friends, Training Centre

How can I get there?

I have now identified my Learning Gap. This is a good way to plan effectively without losing sight of my overall aim, and will motivate I to continue as I achieve small victories on my way to completing the final goal.

Before making my career objective, I would first carry out a skill audit and a SWOT analysis to help me point out my weakness which I would work to overcome.

4.1.1 Skill Audit

In executing my responsibilities as a junior manager, I came to realize that one of the most important skills a manager need is knowing how to negotiate and knowing how to pick your market. Some of the other skills a manager would need are good numeracy, good people skills and to be a very fair person. In Grameenphone, strong analytical skills are valued as much as, if not more than, effective managerial and leadership skills. In to achieve my ambition, I would need to demonstrate a superior combination of leadership, managerial, and communication skills. As a result of my good interaction with both my subordinates and customers, I learned several important lessons and tools that I used on subsequent projects to improve my effectiveness as a senior manager.

â-  Communication Skills

Communication skills are the key to executing good management skills. Working closely with my senior manager, I realized that I need to prove out to be a masterful communicator to succeed in being a senior manager. He gave me consistent and constructive feedback, importantly, both positive and negative. Such feedback not only provides clear developmental objectives, but also signals to me that he values my contributions. This type of balanced and open communication quickly forms the foundation of mutual trust and respect. With his feedback and guidance, I excel in the art of negotiation and debate.

I however need to work on stating my points with remarkable precision and also improve at remaining objective and recognizing all sides of an argument. And, regardless of my volatility of a situation or the strength of my feelings, I should be able to listen to all positions patiently and effectively control my demonstration of emotion, thereby gaining the respect of others and lending additional credibility to my position.

â-  Leadership Skills

With my experience in the job as a junior marketing manager, I also came realize that I needed to demonstrate true leadership skills and exhibits courage and dedication. A powerful trait rarely found in the realm of business, courage is unique in its ability to unify and motivate people. Moreover, such courage should be balanced appropriately with professionalism, strong values, and humility. I also need to be sensitive to others' feelings and recognize that different people require different types of direction and treatment in order to be an effective Manager. Furthermore, I also need to excel at establishing priorities and proactively setting direction to be an effective senior marketing manager.

â-  Planning Skills

Planning is important task for any organization where managers established goals and employee worked according to management planning to hit the target. Planning helps the organization to define its purpose and activities. It enables performance standard to be set so that result can be compared with the standard to help the managers to see how the organization is progressing towards its goal. Plan must be flexible to cope with changing environment. It should be based on clearly defines objective, be precise, tractable and simple to understand and operate.

â-  Decision-making skills

To be a successful senior manager, I also need to learn the importance of flexibility and to become more comfortable providing feedback and directing the work of others. Furthermore, through his example, my senior manager taught me the importance of objectivity and the utility of several effective communication techniques. For example, I should learn to use my sense of humor as an effective tool to persuade, others.

Early in my career at Grameenphone, I had several rare opportunities to lead client teams. In part due to the lessons I learned from my senior manager, these projects were a great success. As a result, I went on to manage a half dozen diverse and difficult client teams that ranged in membership. With each project, I further refined the lessons I learned from him and developed new techniques for leading and managing teams. Due to my rapid development, I was promoted to senior manager. Although I realize my tool kit is far from complete, these skills will be invaluable both in business school and beyond.

4.2 My SWOT Analysis

My SWOT analysis is a powerful technique for identifying my Strengths and Weaknesses, and for examining the opportunities and Threats I face.

It will also help me to develop my career in a way that takes best advantages of my talents, abilities and appointments.


â-  Good communication skills

â-  Good organizational skills

â-  Punctual, a good listener, reliable and hard working

â-  Good knowledge of business and IT skills.

â-  I am innovative, dynamic and confident.

â-  I am persistent, determined, motivated and goal-oriented.


â-  Lack of management knowledge and self-management skill.

â-  Lack higher level business and accounting related qualification

â-  Average presentation skills at board meetings

â-  often get distracted.

â-  Lack assertiveness in some situations


â-  Team work allows sharing of resources and abilities.

â-  Current employment allowing me to develop new skills.

â-  I work in a learning environment.

â-  My employer is financially supporting me for my MBA degree.


â-  Losing sight of goals and objectives.

â-  My immigration status (student visa) my limit my chances of being promoted to a very sensitive position as that of area manager.

â-  Lack of understanding of the value of the information.

â-  Too much competitors.

4.2.1 My Career Objectives:

â-  To maintain knowledge of current management issues

â-  To develop good managerial and leadership skills

â-  To improve business and accounting skills

â-  To improve presentation skills

â-  To be more confident in providing feedback

â-  To be Senior Manager in 5 years' time.

What do I need to get there?

Long term (5 years)

â-  Management training, Investigate possible courses available, especially one with a recognized certificate at the end.

Medium term (2 years)

â-  Improve time management skills

â-  Improve assertiveness

â-  Possible sources of material to be investigated

â-  Short term professional courses

â-  Distance learning packages

Short term (1 year)

â-  Improve presentation and public speaking techniques

â-  Look out for any training relating to business and accounting

On going

â-  Keep abreast of good practice relating to business and environmental issues

â-  Follow the progress of others.


5. Implementation of personal Development plan

â-  Financial Resources to implement the plans

I work in learning environment and my employer is very supportive. My employer is supporting me for my MBA degree. To undertake the short technical course I will ask my employer for financial support. If I am not able to get it, I go for a bank loan or I will take support from my family members.

â-  Career action plan

A Career Action Plan is a road map that takes me from choosing an occupation to becoming employed in that occupation to reaching my long-term career goals. It is also referred to as an Individualized Career Plan or an Individualized Career Development Plan.

â-  Develop my personal Action Plan

Everyday we make decisions that have an impact. How we treat other people, what we buy and the resources we use all have an effect. It is essential to set goals and always work toward them in order to ensure my impact is a positive one.

Every great action begins with a single step. As i begin my action planning, the best place to start is with myself and personal actions that i can take.

â-  Time and Self Management Skills

Self-management is the art of time management. When we learn what is important to us and how to organize the culture and the values of our workplace to support us, we feel much more in control.

Skills that everyone needs to excel in the work place and to get along with co-workers are Self Management Skills. These skills include decision-making, learned willingness, self-resistance, (Cologne, 2000).

These stress assessment, self-discipline, self-marking, and skills are known as "Soft Skill" (Cologne, 2000). We know and use these skills everyday they are also referred to as social skills. "The skills include personality traits like emotional maturity, eagerness to learn, and willingness to share and embrace new ideas," (Cologne, 2000).

I will emphasis on my willingness to learn about new skills and absorb new ideas that could be proposed by other team members. I will embrace new ideas. Self- assessment is something that I will do to assess my own performance.

â-  Mastering Technology through technical skills

In today's business environment, changes occur rapidly, and the rate of technological advancements that impact how people work is increasing with each passing day. It's effectively and efficiently so that we can technology important to learn to utilize the available be productive and valuable assets to our employer.

It is in our best interest to stay a few steps ahead of technological changes that affect our job, rather than finding ourselves in the unfortunate position of lagging behind the curve.

â-  Reflective Supervision

Reflective Supervision is to support, develop, and ultimately evaluate the performance of employees through a process of inquiry that encourages their understanding and articulation of the rationale for their own practices. This process will to measure the status of my performance.

â-  Monitoring

Monitoring to promote an individuals awareness and refinement of his or her own professional development by providing and recommending structured opportunities for reflection and observation. I will monitor myself by reviewing my recent activities for professional and personal development.

â-  Commit to Life-long Learning

I will be committed to life-time learning process. If I really want to distinguish my self in my career, it's important to commit to constantly striving to increase my knowledge and improve my skills. Employers value those workers who constantly strive to become experts in their fields

Continuing to grow and develop through my career is essential for personal job satisfaction as well as for capitalizing on opportunities for professional advancement.

5.1 Conclusion

In order to gain benefit from the training needs analysis we need to be able to provide appropriate methods of learning for the different individuals in Grameenphone. As people tend to learn more effectively in different ways (referred to as learning styles) we need to identify the styles of different people to try and match their style with an appropriate form of training.