The incremental change in traditional banking

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The incremental change which they started gradually but effectively put a lot of pressure on the traditional method of their banking system. Traditionally, the bank functional relationship was strong and was fully based on reciprocal understanding and faith amongst their employees regardless of the hierarchical structure.

The hierarchical structure was inflexible but very effective with high morality of the employees but the employee turnover is low. These were the basic barrier which made it difficult for the organization to make the changes.

"Survival is always of the fittest and who survive the change, Rules."

According to Erdener Kaynak (2007),The driving factors of the changes were very strong as contrast to its stability like the continueous changes in the business environment, globalization era and the involvement of latest technology.

DBBL examined carefully its strengths and its limitations inside its organization and studied/ evaluated the macro environmental elements for its threats and opportunities.

The most effective and efficient result of outcome of the change was the new structure of banking. The change was not that easy and got a lot of resistance from employees whom they overcome by organizing regular meetings and training development programme.


3.1 Purpose

The purpose of this review is to analyze the changes which Dutch bangla bank ltd gone through within its past ages. The catalyst of this change is supposed to be globalization, technological advancement innovation, competition and other macro environmental factors which stimulated this organization.

As a result of these changes, this organization not only survived but also proven its expansion of operation nationally and internationally on a great scale. From the continuous study and survey, I found out that it's difficult for its competitors to replicate its services and surrounded culture which makes this organization strong with its own core capabilities.   According to Harald Bekkers (2003) growing dependence of public banks are the reason for this enormous organizational change.

Here I also try to examine the factors which provide us view of change problems that need to be rectified and also by identifying forces for and in opposition to the change. These forces can be called as -

Forces which is pushed

Against forces

The forces pushed

Against Force / Resisting

For ethically obtaining perfect result organization working hard

faithfulness and commitment of employees

Determining alternative requirements and potential flexibilities.

Motivation and support

Working on the staff survey feedback - staff want changes in how they are treated

Pushing staff to work in an effective way.

Participation in the continuous alteration process.

Traditional structure policy.


Difficulty of work during phase of changes

Cultural blame

Communication problem inside the organization at any departments.

3.2 Scope        

The scope of the review will also represent the market standing position of this financial institution compare to its private rival competitors those who are not only equipped with the technology but also with fully monitory funds. Reason of strong unfavorable circumstances and consequences DBBL not only worked on its central core values but also build its long term strategy in which they fully achieve its desired goal.

According to Das and T.K(2001), their view of treating the business from profit oriented (i.e. by not caring for the customer but the money) to customer oriented which job now mainly done by the most of the private banks. Not only they have changed these traditions but also introduced the latest inventive technology.


The objective of this review will be to:

Investigate and discover the flow of this organization's survival and expansion keeping in mind the globalization time period.

Finding the advantages and disadvantages of this change process.

Research the positive and negative consequence and changes in its culture and organizational structure.

Finding out the outcome of these changes and how small changes led to the big changes?

The method and the series of strategy decision making for obtaining this changes.

The obstacles to this changes, was that the hierarchical management structure of the bank?


During the process of liberalization in 1991, banking has gone remarkable series of changes. According to Rao Nageshwar, Tiwari Shefali, (October 2008-March 2009),The main purpose of these changes to make the organization into profitable efficient and be on the competitive side. These reforms become the basics of the Bangladesh economy and transferred the operating environment of the banks and financial institution in the country.

During the possession of pre-liberalization banking system were Marjory handled by government fiscal and development polices. It opens the bank to diversify its opportunity to credits cards, insurance, investment banking, mortgage financing and depository services etc.

4.1 Company's Background.

The birth of Dutch bangle bank limited was in 1991. Dutch-Bangla Bank Limited (the Bank) is a major public commercial bank. The Bank was established under the Bank Companies Act 1991 and incorporated as a public limited company under the Companies Act 1994 in Bangladesh with the primary objective to carry on all kinds of banking business in Bangladesh. Dutch-Bangla Bank Limited (DBBL) is Bangladesh's most innovative and technologically advanced bank. DBBL stands to give the most innovative and affordable banking products to Bangladesh. Amongst all of the banks, DBBL is the largest donor in to social causes in Bangladesh. It stands as one of the largest private donors involved in improving the country. DBBL is proud to be associated with helping Bangladesh as well as being a leader in the country's banking sector. From the onset, the focus of the bank has been financing high-growth manufacturing industries in Bangladesh. The rationale being that the manufacturing sector exports Bangladeshi products worldwide. Thereby financing and concentrating on this sector allows Bangladesh to achieve the desired growth. DBBL's other focus is Corporate Social Responsiblity (CSR). Even though CSR is now a cliche, DBBL is the pioneer in this sector and termed the contribution simply as 'social responsiblity'. Due to its investment in this sector, DBBL has become one of the largest donors and the largest bank donor in Bangladesh. The bank has won numerous international awards because of its unique approach as a socially conscious bank.

The main purpose of Dbbl was not the profit but to support and establish strong banking in Bangladesh.

Today, DBBL of Bangladesh has spreads its arms around the world and has became largest bank in Bangladesh.


Major Activities:

Dutch Bangla bank administrative structure is well equipped to oversee the large network of branches in Bangladesh and abroad. The Dutch bangle bank limited has 18 local head offices and 38 zonal offices which are located at important cities spread throughout the country. Dutch Bangla bank limited has also foreign offices in some countries across the globe. The corporate accounts group is a strategic business unit of the bank set up exclusively to fulfill the specific banking needs of top corporate in the country.

The main activities of are into-

Personal banking.

Foreign remittance services.




Domestic treasury.


My research is an academic activity which deals with the long term changes taken into consideration in the Dutch bangle bank limited which is the largest public financial institution in Bangladesh.

My research consist of of studying the company's history and analyze its banking system to reveal many driving and hindering force responsible for its transitional change at a large scale.

My analysis is also added support by quantitative analysis using the latest PESTAL and other relevant models to reach my project to its desired goal for analyzing organizational change.

To make sure what is going to present, the case of change is viewed from outside the organization and also from its macro environment. I am not actively involved in this change but by observing and gathering all the information and data from various significant resources and also from the people who are the employee or in other words anyhow directly or indirectly involved with this organization during the whole tenure of Responsible for this changes.

5.1 Approach

I understand the concept of this topic will going to take all major approaches to make the project successful and knowledge worthy. The question and the guidelines are carefully chosen and sentenced so that I can get perfect information required for this project.

The following methods are chosen for gathering information:-

Personal interviews

Telephonic interviews

Electronic media( TV, radio, internet, online journal articles)

Mail and e-mail

Newspaper, articles, business magazines

Group discussion.

Observation and experience


I am going to generate a debate in a class to find out more on this subject of basic changes in Dbbl financial institution. An Argumentative discussion is most welcome. I want my proposal to be challenged.

  5.2 Limitations of this Proposal

My research is basically concentrated on the DBBL banks and its alliances which is the largest public sector bank of Bangladesh. So we cannot evaluate all about the other banking system on the base this research.

Being such a great organization which has spread its arms nationally and internationally, it's hard for the research to take into account all of the other variables of its different branches at different locations.


In order to provide an analysis of myself as a leader, I understand this proposal contains a drawback of not involving actively in the organization. But as a customer, I have observed the trends and culture from its prevailing environment. It has taken a lot of effort to find out, why and how they brought the changes in the system and what are the impacts of the changes on society and on the organization. Being a leader, I tried to appraise these changes and drawn a conclusion of its advantages and disadvantages.

According to Richard Kauffman & Barry Howcroft (2003),Leader always back up the changes for its positive effect and keep him focused and involved for core values of the changes. He is solely responsible for his own behavior and actions. Comprehensive approach has been taken to each and every point of this proposal and studied the concept in depth.


Based on our personnel research and study I found that public sectors are not that much efficient in comparison with the private sector. Still they have to go a long way to improve their capabilities.

They also look forward to put into practice the training requirements for the existing and new employees to make the system more efficient and increase the knowledge to use the advanced technology altering with time.

They should also need to create a culture of sharing knowledge among the other colleagues so that they would be able to build trustworthy and strong team and should also encourage teamwork. Therefore, the public sector banks must put emphasis on on change management.

This whole proposal state that DBBL has emerged as a bright leader who has rectified its weakness and worked on its strength and reduced its threat and take hold of the opportunities.


After carefully considering the diagnosis of the organization which has gone through the tremendous change, I concluded that it was necessary to do so and Dbbl have done it very carefully after examining the whole situation which involved its major competitors, political, economical, legal, environmental, social and technological and its own structure and culture.

I also felt proud to do this proposal of this great organization because it not only survived during the critical transformational change but also in strategic decision making by winning with flying colors. It is one of the largest network organizations in the present time giving edge of competition to its competitor and new entrants.

Its capabilities, competence and diversity are the focus of this whole change which was not only about the top managers but also about the junior employees who showed the eagerness towards this structural and cultural change. The company, not only, empowered the top level but also the lower level employees to bring this successful change.

The size and complexity was a major concerned of this change in where the organization didn't show any sign of disinclination to invest and understand the lack of urgency.

I also tried to put efforts to see its culture web which include stories like celebrating its success, spreading the good news about people and what they are doing, thanking and rewarding people and the mistakes they have made and learn from them. The paradigm of this organization show us valuing diversity, learning culture, strong working etical values, loyalty commitment and outward innovative thinking.