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Performance and Organizational



Course Title: Organizational Behavior

Course Code: MGT-251
Section: 02
Date of submission: 02-12-2015
Submitted To:

(Senior Lecturer)
Department of Business Administration
East West University

Submitted by:

Amrin Rahman
Seheli Chowdhury Meem
Nusrat Jahan
Afroza Mohal
Munaib Ahmed Saad
Shoaib Islam


Letter of Transmittal
Senior lecturer

Department of Business Administration

East West University
Subject: Report on factors affecting the employees job performance and organizational
Dear Madam
It gives us an immense pleasure in submitting to you the report on Factors affecting the
employees Job performance and Organizational commitment of INCEPT and ACME
companies in the context of pharmaceuticals sector in Bangladesh. which is the topic of our
observation. While preparing the report, we closely focused on the topic & tried to collect
most complete information available. We believe that it will provide you a clear concept
about their employees job performance and organizational commitment.
We thank you for giving us the opportunity to do a report on the above mention point. This
report will definitely give us experience in our professional life. We will be always available
for any further query and to answer any questions on this report.
Thank you.
Yours obedient Pupil ,
7. Amrin Rahman
8. Seheli Chowdhury Meem
9. Nusrat Jahan
10. Afroza Mohal
11. Munaib Ahmed Saad
12. Shoaib Islam


Student of Section 2 (MGT 251)

Department of Business Administration
East West University

At first we would like to give thanks to Almighty Allah for successfully making the term
paperof practicing the factors affecting the employees Job performance and Organizational
commitment of INCEPTA and ACME, the two pharmaceuticals companies.

Then, we would like to express our gratitude to our honorable teacher, Rumana Afroze(Senior
lecturer, EWU) for her continuous inspiration, direction, and patience. Without her caring
guidance and lovely support, it would not have been possible to complete the whole task.
My sincerest thanks go to our group member who were involved and helped directly and
indirectly in preparing this report as well as the faculty of business administration for all the
support as well as giving us the opportunity to prepare this report as a part of my BBA
program. Finally, we would like to thank our family for their numerous support in both
financially and mentally which helps us lot to finish our entire term paper successfully.

Executive Summary
The purpose of this assignment is to learn about the factors affect the job performance and
organizational commitment by comparing the strategies of two companies from the same
industry. The strategies of INCEPTA and ACME have been compared from the
perspective of organizational behavior.INCEPTA and ACME both are specializing in
medicines manufacturer in Bangladesh. The topics in this assignment cover critical incidents

of both INCEPTA and ACME that occurred in the past and the comparison between both
their strategies as well their future plans. This assignment shows us the influence the strategy
has on the success or failure of companies and how companies craft sustainable strategies that
help them to retain their position in the market. It also shows us the factors that affect the
employees organizational commitment.





Chapter-2(Company Overview)


Chapter-3(Literature Review)








Chapter-7(Conclusion &






1. Introduction:
1.1 Background of the study:
This term paper is prepared as a requirement of the course curriculum of Factors affecting
the employees Job performance and organizational commitment by studying organizational
behavior practice in ACME and INCEPTA. After studying on those two companies, we
came to know about various factors of employees organizational commitment and Job

1.2 Objective:
The objective of our study is to find out the comparative differences between two major
Pharmaceutical companies of our country. These two companies are: - INCEPTA
Pharmaceutical and ACME Pharmaceutical. The study is focused on the following aims:
To identify the specific goals of these companies.
To achieve knowledge about two Pharmaceutical companies profile.
To know about the present business scenario of these companies.

To know the level of the employees job satisfaction and performance.

To analyze these companies affecting job satisfaction and job performance.

By evaluating these topics we will identify the distinctions between these two companies:

1.3 Methodology:
There are two types of sources of methodology. One is primary and another is secondary
sources while conducting the study both primary and secondary information were explored.
But hardly any primary information could be found. In the absence of primary information
the majority of the study has been based on secondary information. We went for the answers
in the analytic point of view, which provides the mitigation of our requirements. For the
procurement of data, we had to take support of some specific methods as follows:

Interviewing: Sometimes we went for personal interviews of some of the personnel who are
treated as essential supporters in respective assignments. They assisted us with primary and
secondary information and otherwise showed us clues for where about of our requirements.
We Use both of the two sources for collect data.
The Primary sources are as follows:

Face to face conversation with the officer and employees.

The Secondary Sources of data are:

Website of ACME and INCEPTA

Various articles.


1.4 Scope of the Study:

This study will aid us to compare these two Pharmaceutical companies about their job
satisfaction and job performance .We also cover/study the other arena such as their
background, mission and vision ,present scenario ,contribution to our economy and some
articles on job satisfaction and job performance.
1.5 Limitation:
When we prepared the report of INCEPTA and ACME, we had faced so many problems
because of some specific information were not available in their websites. The workers of
these companies were too busy of their work. For this reason, they did not have sufficient
time to fulfill our queries and some of them neglected us to cooperate .It was quite difficult
for us to represent all information properly to complete accurate report. But we tried our best
to find the maximum information possible.

2. Company overview:
2.1.1 History of INCEPTA:
In 1999, INCEPT Pharmaceuticals Ltd started its journey. It is now the 2nd largest company
of the country and recognized as the fastest growing of the top line manufacturing company
in the country. Currently, the Zirabo plant consists of several buildings with state of the art
technology. All the products are coming from the plant at Zirabo. Dedicated cephalosporin
manufacturing building for the production of lyophilized products, insulin and amino acids
and newly builds liquid and manufacturing building and largest warehouse is also in
operation. Another building for housing Research and Development operation. It operated
from 19 different locations throughout the country. A most dynamic skilled and dedicated
marketing team comprising of pharmacists and doctors are at the core of the marketing
operation. These highly skilled professionals play a crucial role in providing the necessary
strategic guideline for the promotion of its product.

2.1.2 Vision, Mission, Goal of INCEPTA:

Provide people globally with high quality health care products at affordable prices in
order to improve access to medicine and to provide employees an enabling environment that
facilitates realization of their full potential.
Get a position in top 10 Pharmaceutical Company in the world in between 10 years.

2.1.3 Present scenario of INCEPTA:

INCEPTA Pharmaceuticals has been launching drug products in the Bangladeshi market. The
company produces various types of dosage forms which include tablets, capsules, oral
liquids, ampoules, dry powder vials, powder for suspension, nasal sprays, eye drops, creams,
ointments, lotions, gels, prefilled syringes, liquid filled hard gelatin capsules, lyophilized
injections, and human vaccines. INCEPTA also conducts research and development in order
to fulfill unmet needs of the medical community in Bangladesh and abroad. The company
sells its products in Bangladesh and also has begun exporting to both developed and
developing countries around the world.

2.2.1 History of ACME:

In 1954, ACME started his journey. It faced many difficulties in that time. Entrepreneur was
very much difficult in that time. But due to courage of Mr. Hamidur Rahman Sinha
together with his ardent desires undoubtedly continued support and co-operation of
Mr. Sinha's wife Late Nurjahan Sinha, was a fundamental source of inspiration. After
liberation war,the factory of ACME had to transfer to Dhaka for an interim period with
a view to eventually transfer in a large location outside Dhaka city. In 1976, the
ACME was converted into a Private Limited Company for giving it perpetual shape
and eventually in 1983 the ACME's place was transferred into Dhamrai. At that time
MrMizanur Rahman and MrAfzalur Rahman were the Deputy General Managing
Directors of the company. After Mr. Hamidur Rahman's death, his son Mr. Nasir-UrRahman became chairman of the company. In that crucial time, Mizanur Rahman
played an important role of the company. In 2011, ACME Laboratories converted into
Public Limited Company. In 2014, Mr Nasir Ur Rahman retired from the post of
chairman and Mr. Afzalur Rahman got that position.
2.2.2 Mission, Vision, Goal of ACME:
The holistic approach is to ensure Health, Vigor and Happiness for all by manufacturing
ethical drugs and medicines of the highest quality at affordable price and expanding in the
local and global market. They view themselves as partners with the doctors, healthcare
professionals, all other customers, their employees and harmonize with environmental issues,
to ensure health, vigor and happiness for all.
The main objective of the company is to achieve the maximum market share along the whole
country within very short time by utilizing good reputations and providing better quality
2.2.3 Present Scenario of ACME:
The ACME Laboratories Ltd. is a leading company for manufacturing world-class and topquality pharmaceutical products in Bangladesh. We are currently producing more than 500
products in different dosage forms covering broader therapeutic categories which include
anti-infective, cardiovascular, ant diabetics, gastrointestinal, CNS, respiratory disease etc.
among many others. The success in local market prompted us to explore the international
market and over the years we gained a firm presence in South East Asia, Africa and Central
America and continuously discovering new horizons to improve the quality of life for
patients, to further the success of our customers and to help meet global challenges. Through
the outstanding knowledge, professionalism and commitment of more than 7,000 employees,
we are consistently building upon our facilities, capabilities and also portfolio to meet the
growing health care needs.


2.2.4 Contribution to the Economy of INCEPTA:

Incepta is guided by its export mission to improve the health and well-being of people
worldwide. Its corporate philosophy is to create new value around health-related products
through science and advanced technology. Within nine years of starting export operations,
Incepta now sells its products in 47 countries. This has become possible due to an intellectual
pool of some of the best minds in the country. Starting in 2006, Incepta already has
registration of more than 300 products in different countries around the globe. Further
negotiation with possible business partners and product registration is going on to further the
presence of the company in many more countries. In January 2008, the company received
"Certificate of GMP compliance" from European Union which basically opened the door to
the European market for Incepta.Incepta currently sells its product in many countries of Asia,
Africa, and Central America has started to sell in Latin America and Europe. Incepta is taking
special efforts to ensure presence in the rest of the globe. Currently the company is exploring
distributorship, contract manufacturing, in licensing, technology partnership and many other
forms of cooperation. Companies around the world can benefit from partnership with Incepta
as the company offers a very large portfolio of generic products to choose from. Focus on
ensuring high quality and cost effectiveness makes our portfolio more attractive to potential


Beginning in 2000, Incepta has been launching new and innovative products at a faster pace
than its competitors.
Up to December 2014 it has already launched 399 generics with a total of 706 presentations.
The company produces a wide variety of dosage forms covering nearly all the major
therapeutic classes.
During the last 14 years of operation Incepta launched as many as 140 new generics for the
first time ever in Bangladesh. High focus on quality and timely introduction of much needed
essential medications previously unavailable in the country has enabled Incepta to become


2.2.5 Contribution to the Economy of ACME:

The success of The ACME laboratories Ltd. in the domestic market prompted it to explore
the International market as well. In 1995, it started its first journey to international operation
by exporting medicines to Bhutan. Since then it has been expanding worldwide. The volume
of sales increased substantially with an average growth rate of 50% almost every year. The
ACME Laboratory Ltd is exporting medicines to several countries in neighboring South-East
Asia, Africa, Middle East and the EU. Sales wise Afghanistan is the top among the 11
Countries. The ACME Laboratories Ltd is exporting at a growth rate of 55%. Regular Export
Markets are Myanmar, Nepal, Sri Lanka, Pakistan, Afghanistan, Philippines, Hong Kong and
Vietnam. Irregular Export Markets are East Timor, Gambia, Uzbekistan, Bhutan, Yemen,
Malta and Cambodia. Developing Markets are Ethiopia, Taiwan, Myanmar, Yemen,
Cambodia, Kenya, Nigeria (Vet).

Exporting Medicine among the medicines exported Antibiotic, Antihypertensive, Antiulcer

ant and Vitamins are remarkable. The international marketing section is active in exploring
the joint venture production possibilities, establishment of pharmacies, agents or distributors
in the Central Asia, the Middle East, Africa and other parts of the world.


3. Literature Review:

Job Performance: Employee performance appraisals have come in for much criticism, and
managers continue to have a love-hate relationship with them. What is interesting is that the
different schools of thought regarding the measurement of people are tied to very different
worldviews, or belief systems. And this affects the success rate of different approaches to
performance appraisal in different organizations.

Should You Measure Individual People's Performance?, by Stacey Barr

Job performance: Im a big fan of positive feedback. That's why I filter my email so I only
see messages that include phrases like "great job," "really enjoyed that" and "you're as
talented as you are handsome." Unfortunately, negative feedback or "constructive
criticism," as it's sneakily described can't be entirely avoided, particularly during an
annual performance review, an event that generally ranks right below "submerged into tub of
disoriented swordfish" on the things-we-don't-like scale.
Negative feedback and why we hate it, RexHuppke


Organizational Commitment: The article investigates the relationship between the

attitudinal dimensions that characterize professionalism and several organizational outcomes
in the employment of professionals. The study examines the impact of the perceived use of
professional reward criteria on the professional-organizational interface. Also included are
descriptions of a number of methods used to measure levels of professionalism. The author
discusses a number of factors pertaining to the various dimensions of professionalism.

Professionalism as A Predictor of Organizational Commitment, Role Stress, and Turnover: A

Multidimensional Approach, by Kathryn M. Bartol

Organizational Commitment: This study examined the contribution of two concepts to the
conventional view of commitment: foci of commitment, the individuals and groups to whom
an employee is attached, and bases of commitment, the motives engendering attachment.
Commitment to top management, supervisor, and work group were important determinants of
job satisfaction, intent-to quit, and presidia organizational behaviors over and above
commitment to an organization. Compliance, identification, and internalization as bases of
commitment were unique determinants above and beyond commitment to the foci.

Foci and Bases of Commitment: Are They Distinctions Worth Making?, by Thomas E. Becker

Organizational Commitment: Using a role and exchange theory framework, this study
examines the commitment to their organization and to the federal service of 634 managers in
71 federal government organizations. Results indicate that certain role factors such as tenure
and work overload and personal factors such as attitude toward change and job involvement
are strong influences on commitment. Implications of the findings and the need for further
theoretical and methodological refinements are discussed.

Assessing Personal, Role, and Organizational Predictors of Managerial Commitment, by

John M. Stevens, Janice M. Beyer and Harrison M. Trice

4. Theoretical Background:

4.1 Organizational Commitment: organizational commitment is a state in which an

employee identifies with a particular organization and its goals, and wishes to maintain
membership in the organization. Organizational commitment is therefore, the degree in
which an employee is willing to maintain membership due to interest and association with the
organizations goals and values.

4.1.1 Factors affecting Organizational Commitment: There are a variety of factors that
shape organizational commitment. Such factors include the following: job-related factors;
employment opportunities; personal characteristics; positive relationships; organizational
structure; and management style.

Job-related factors: Organizational commitment is an important job-related outcome

at the individual level, which may have an impact on other job-related outcomes such
as turnover, absenteeism, job effort, job role and performance or vice versa (Randall,
1990). The job role that is ambiguous may lead to lack of commitment to the
organization and promotional opportunities can also enhance or diminish
organizational commitment. Other job factors that could have an impact on
commitment are the level of responsibility and autonomy. Baron and Greenberg
(1990, p 174) state that the higher the level of responsibility and autonomy
connected with a given job, the lesser repetitive and more interesting it is, and the
higher the level of commitment expressed by the person who fill it".

Employment opportunities: The existence of employment opportunities can affect

organizational commitment (Curry et. al., 1996). Individuals who have a strong
perception that they stand a chance of finding another job may become less
committed to the organization as they ponder on such desirable alternatives. Where
there is lack of other employment opportunities, there is a tendency of high level of
organizational commitment (Vandenberg he, 1996). As a result, membership in the
organization is based on continuance commitment, where employees are continuously
calculating the risks of remaining.

Personal characteristics Organizational: commitment can also be affected by the

employee's personal characteristics such as age, years of service and gender (Meyer &
Allen, 1997). Baron and Greenberg (1990, p 174) state that "older employees, those

with tenure or seniority, and those who are satisfied with their own levels of work
performance tend to report higher levels of organizational commitment than others".
This implies that older people are seen to be more committed to the organization than
other age groups. Another personal characteristic that may affect organizational
commitment is associated with gender (Meyer & Allen, 1997). However, it is argued
that gender differences in commitment are due to different work characteristics and
experiences that are linked to gender.

Work environment: The working environment is also identified as another factor that
affects organizational commitment. One of the common working environmental
conditions that may affect organizational commitment positively is partial ownership
of a company. Ownership of any kind gives employees a sense of importance and they
feel part of the decision-making process (Klein, 1987). This concept of ownership
which includes participation in decision-making on new developments and changes in
the working practices creates a sense of belonging (Armstrong, 1995). A study
conducted by Subramanian and Mia (2001) also indicates that managers who
participate in budget decision-making tend to have a high level of organizational
commitment. Another factor within the work environment that may affect
organizational commitment is work practices in relation to recruitment and selection,
performance appraisal, promotions and management style (Meyer & Allen, 1997).
Metcalfe and Dick (2001, p 412) in their study conclude that the low level of
organizational commitment of constables could be attributed to inappropriate
selection and promotion which lead to the perpetuation of managerial style and
behavior that has a negative effect on organizational commitment of subordinates.

Organizational structure: Organizational structure plays an important role in

organizational commitment. Bureaucratic structures tend to have a negative effect on
organizational commitment. Zeffanne (1994, p 991) indicates that "the removal of
bureaucratic barriers and the creation of more flexible structure are more likely to
contribute to the enhancement of employee commitment both in terms of their loyalty
and attachment to the organization". The management can increase the level of
commitment by providing the employees with greater direction and influence (Storey,

4.2 Job Performance: Job performance assesses whether a person performs a job well. Job
performance, studied academically as part of organizational psychology a part of Human


Resource Management. Performance is an important criterion for organizational outcomes

and success.

4.2.1 Factors Affecting Job Performance: There are some factors that affect job
performance of the employees in an organization.

Ability :
Skill :

The capacity to learn and perform the tasks required

Expectations to achieve and guidelines by which to achieve them

Feedback :



The information and expertise necessary to perform the job

Feedback from management that effectively communicates the
status of the persons performance, based on measurable
guidelines and tools
Acceptable working conditions, such as enough time and
equipment to perform the job effectively
Incentives in place that positively reinforce good performance

Although all of these factors are crucial to an employees success on the job, only one aspect
knowledge and skillcan actually be improved by training.

4.3 Link between Job Performance and Organizational Commitment:

In organizational commitment, an employee identifies with a particular organization and its
goals and wishes to remain a member. Most research has focused on emotional attachment to
an organization and belief in its values as the gold standard for employee commitment. 16
A positive relationship appears to exist between organizational commitment and job
productivity, but it is a modest one. 17 A review of 27 studies suggested the relationship
between commitment and performance is strongest for new employees and considerably
weaker for more experienced employees. 18 Interestingly, research indicates that employees
who feel their employers fail to keep promises to them feel less committed, and these
reductions in commitment, in turn, lead to lower levels of creative performance. 19 And, as
with job involvement, the research evidence demonstrates negative relationships between
organizational commitment and both absenteeism and turnover. 20 Theoretical models
propose that employees who are committed will be less likely to engage in work withdrawal
even if they are dissatisfied, because they have a sense of organizational loyalty. On the other
hand, employees who are not committed, who feel less loyal to the organization, will tend to
show lower levels of attendance at work across the board. Research confirms this theoretical
proposition. 21 It does appear that even if employees are not currently happy with their work,
they are willing to make sacrifices for the organization if they are committed enough.


5. Analysis:
5.1 Job Performance of ACME:
The people of ACME are like assets for them. They always try to do something for their
people for retaining them. More job performance means more productivity. So for the better
productivity they need high job performance. So they provide high salary, transportation
system, and better working environment with advanced technology. They measure the job
performance of the employees based on gender especially for those, working in the
production department and they think that the male employees are more efficient than the
female members but they also included that the female employees in the R&D department are
better performed than the males since some recent years.

5.1.1 Factors that affecting the Job Performance of ACME:

Gender: They measure the job performance of the employees based on gender
especially for those, working in the production department and they think that the
male employees are more efficient than the female members but they also included
that the female employees in the R&D department are better performed than the males
since some recent years.
Salary Scale: They consider the salary as a big factor can affect the job performance
of the employees. Low salary can de motivates the employees. So they can be
dissatisfied and switch the company.
Relationship between the supervisors and subordinates: Though this is a big factor
for an organization but heads of ACME think that they are so motivating and maintain
a friendly relationship with the employees. But some of the employees slightly
disagree with this factor. So this can be an affecting point for the job performance.
Working Schedule: Most of the pharmaceutical companies have a hard working
schedule. So that can also be a factor of low job performance.
Financial Reward: Financial reward system can also influence the job
performance .Bonus, incentives, insurance for the lifetime after retirement on the
basis of performance.


5.2 Organizational Commitment of the employees of ACME:

As they ensure benefits, healthy salary, good environment and other facilities to the
employees for better performance for efficient productivity so they consider these factors as
the organizational commitment of those employees. That means their employees are highly
loyal to the company. But sometimes absentiseem and turnover rate become high. So they
also mentioned some factors that affect their employees job performance.

5.2.1 Factors that Affecting the Organizational Commitment of ACME: Those factors
that affecting the job performance of the employees mainly that factors are also the cause of
affecting organizational commitment of the employees. The factors are extreme pressure of
work, strictness in following the rule and regulations by the employees, the location of the
factory also a reason of high absentseem and turnover because most of the people do not
prefer to work outside the city. Most of the female employees are not committed to the
So they are working on those factors to retain their employees. They try to link up the job
performance and organizational commitment by providing some extra benefits. They believe
that extra facilities can make the people more loyal to the company and thus their job
performance will be automatically high.


5.3 Link between Job Performance and Organizational Commitment of ACME through
these factors:

Different types of Training: They believe in nurturing their people and ensuring their
growth, alongside the growth of the organization. Their people are at the heart of their
business. They are responsible for having taken their organization to the heights that it
has versioned. They are preparing themselves for their next big leap by providing
various internal, external training programs and guiding them into a diversified
Modern HR Environment.
Performance Management System: Human Resource Development team believes in
a performance-oriented culture. Employees are recruited, rewarded and given
opportunities in the organization, purely based on their merits. The backbone of this
culture is the Performance Management System, the aim of which is to evaluate
employees performance in a fair and transparent manner.
Talent-Pool review Mechanism: It is a process of measuring the potential of the
employees. The objective is to build a robust talent pipeline by evaluating readiness of
employees for identified roles. Employees are mapped on the potential framework so
that different types of groups are managed with different approaches. In this way, they
are able to differentiate across varied kinds of talent within the organization.
Pay, Packages and other Benefits: They provide their employees opportunity to
learn, contribute and grow, besides offering a competitive overall pay package with
other benefits. They also strongly believe that the competent people are the key
driving force behind an organizations growth and success. Their reward concepts
thus establish strong linkages between performance and pay, clearly recognizing the
impact of individual excellence on business results.


6. Findings:
From this study we have gotten some findings by analyzing this report.
These findings are completely from our personal points of view. Those are
given below:

These companies provide people globally with high quality health

care products at affordable prices.
They provide employees an enabling environment that facilitates
realization of their full potential.
Conduct research and development in order to fulfill unmet needs of
the medical community in Bangladesh and abroad.
They explore distributorship, contract manufacturing, in licensing,
technology partnership and many other forms of cooperation.
Focus on ensuring high quality and cost effectiveness makes our
portfolio more attractive to potential customers.
Incepta always prefers young and energetic group of people for their
companys mid-level and worker-level management and ACME has
designed their mid-level management with experienced people,
along with young employees.
These companies dont have any gender discrimination at their
midlevel management.
Incepta motivates their employees by their brand value on the other
hand ACME motivates their employees by showing concerns towards
employees psychological issues.
There are specific training departments for employees and
executives in these companies.
Important decisions are taken by the companys top level
They give various performance appraisals to their employees, such
as monetary and psychologically.
Recruit their top and mid-level management from internal and
external sources.
There is a significant of job satisfaction on job performance of
Employees of higher and mid-level have more job satisfaction.


7.1 Conclusion:
Its a commitment to the society that the company donates medicine to the Government
Relief Fund during natural disaster. Incepta also provides financial assistance for expensive
treatment including heart and cancer and disburses its corporate Zakat for relief of distressed
people every year. Acme & Incepta also produces life-saving "import-substitute medicines" at
affordable price for the people of Bangladesh as an expression of true love and compassion
for the people. They strongly believes that commitment towards people and the society as a
Employees are the core capital of Acme & Incepta Pharmaceuticals Ltd. They continuously
nurture and motivate our human assets. A career with Acme & Incepta means an opportunity
for ample learning & growth. Both of the Company provides diverse opportunities,
professional management, and competitive salaries along with special rewards. At Acme &
Incepta Pharmaceuticals, you will get to meet some of the finest brains in the pharmaceuticals


7.2 Recommendation:
The development of Pharmaceutical industry in Bangladesh dates back to early 50s
When several national companies started operation and now there are lots of opportunities for
this sector and entrepreneurs are being more encouraged in this sector. INCEPTA&ACME
Company strives to support community where they live and also the nation as far as possible
in times of need. Here are some overall recommendations for INCEPTA Pharmaceutical Ltd:

INCEPTA Pharmaceuticals Ltd. &ACME pharmaceuticals Ltd. should presence more

in the district town and in some important rural areas as these markets are still

Looking for cost effective sources of raw materials to bring down the product cost.

They can provide fund in educational initiatives in therapeutic area, disease


INCEPTA&ACME industry should play an important role in educating healthcare

practitioners on emerging treatments and technologies.

In addition to broader educational initiatives, it is also recommend that they can use
their CRS funding for education directed at the local community level

More emphasis on service oriented approach to overcome price objection by doctors

through relationship building.

More strategies collaboration with other foreign manufacturers is needed to gain

access to technology and resources.

More flexible functional policies are needed to match the changing environment of
the industry.

They can take initiative for field activities among younger generation of prescribers
which will help to build potential future prescribers.

Make public all results, including negative or unfavorable ones, in a timely fashion
while avoiding redundancy.

Transparently report statistical methods used in analysis.


Book Reference:

Judge,NeharikaVohra (15 Edition)




Visited Website:


N.B: The original copy of the questionnaire which was used for data collection
Questionnaires on
Employees Organizational Commitment and Job Performance
1. Which factors you consider for the job performance of your employees?
2. Are all the employees committed to the company?

What are the performance appraisal tools your company uses for measuring the job

4. What are those factors that are affecting the employees loyalty?
5. What type of working environment is followed by your organization?

Do you think environment, salary, these factors are important for your employees job

7. How does your company compensate the employees?


Does your company provide any training to the employees for improving their job


Do you think that these all additional things that your company providing to the
employees are enough for them to be committed to the company?

10. Are there any financial aid system for the employees in their emergency situation?
11. Do the employees are highly satisfied with the companys policies and facilities?
12. Are the company is satisfied with the employees performance?
13. Do you think employees commitment to the company is influencing their performance?


Contributions of the Team Members:

Amrin Rahman
Seheli Chowdhury
Nusrat Jahan
Munaib Ahmed




Shoaib Islam


Overall Help(Slides
making, presentation
Overall Help(Typing &