Organization Behavior practices of

RFL

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 Term Paper On:
Organizational Behavior Practices of RFL

Submitted to:

Engr. Kamrul Hassan

Assistant Professor
Department of Business Administration

Submitted by:

Name ID
Imrul Hasan Arnab 2014-3-10-074
Faisal Md Abdullah 2016-3-10-090
Lamisa Ahmed 2017-1-10-266
Anika Tahsin 2016-3-10-133

Course Code: MGT 251

Section: 02

Date of submission: 3rd December, 2019

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 Letter of Transmittal

3rd December, 2019

Kamrul Hassan
Assistant Professor,
Department of Business Administration
East West University

Dear Sir,
It is an immense pleasure for us to submit the term paper on “Organizational Behavior Practices
of RFL”, which is prepared for the requirement of course named “Organizational Behavior” of
BBA program under Department of Business Administration, East West University.
This study has given us the opportunity to learn more about how organization follows and
practice various Organizational Behavior.
The report is prepared based on organizational data collected from interview and questioner,
and various other websites and forums and other related information and the documents
collected from internet. We would be happy if you read the report carefully and we will be
trying to answer all the questions that you have about the term paper. We have completed the
report as a team with great willingness and tried our level best to complete this term paper
authentic and accurate, as much as possible.
We tried to take all the related issues and responsibilities in the report within several limitations.
We sincerely hope and believe that these findings will be able to meet the requirements of the
study.
Therefor we would like to place this report for your measurement and valuable suggestions.

Sincerely yours,

Name Signature

Imrul Hasan

Faisal Md Abdullah

Lamisa Ahmed

Anika Tahsin

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 Table of Contents

Letter of Transmittal ......................................................................................................................................... 3

Table of Contents ............................................................................................................................................. 4
Acknowledgement............................................................................................................................................ 5
Executive Summary ......................................................................................................................................... 6
Origin of the Report ......................................................................................................................................... 7
Background of the Study .................................................................................................................................. 7
Objective of the study ....................................................................................................................................... 7
Broad Objectives ......................................................................................................................................... 7
Specific Objectives ...................................................................................................................................... 7
Scope ............................................................................................................................................................... 8
Methodology .................................................................................................................................................... 8
Primary Research Methodology ................................................................................................................... 8
Secondary Research Methodology................................................................................................................ 8
Limitations ....................................................................................................................................................... 8
History of the Organization............................................................................................................................... 8
Mission, Vision, Goal & Strategy ..................................................................................................................... 9
VISION ....................................................................................................................................................... 9
MISSION .................................................................................................................................................... 9
AIM ............................................................................................................................................................ 9
CORE VALUES........................................................................................................................................ 10
SWOT ANALYSIS ON RFL GROUP ............................................................................................................ 10
Organization Structure and Size ...................................................................................................................... 11
Products of RFL ............................................................................................................................................. 12
Services ......................................................................................................................................................... 13
Customers and markets................................................................................................................................... 13
Future Plan of the Organization ...................................................................................................................... 13
OB Practices of RFL ...................................................................................................................................... 14
Information on selected OB Topic .................................................................................................................. 16
Organizational Culture ............................................................................................................................... 16
Organizational culture practiced by RFL .................................................................................................... 16
Roles of Organizational Culture ................................................................................................................. 17
Major Findings ............................................................................................................................................... 17
Conclusion ..................................................................................................................................................... 18
Recommendation............................................................................................................................................ 19
References ..................................................................................................................................................... 20
Photos ............................................................................................................................................................ 21

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 Acknowledgement

First of all, we would like to thank our respected course instructor Engr. Kamrul Hassan for
being patient until we knew what to do and for being helpful for completing our report on the
topic “Organizational Behavior Practices of RFL”. Without his proper guidance we would
not be able to complete the report successfully. We would also like to thank our parents for
providing financial support which was required to buy things that are related to this project
work. Moreover, the advices of our family members and were of a great help. Internet was a
huge part of the sources of this project. Then we would like to express our honor to RFL
company for giving us time for their busy schedule and for providing us important information
related to our course and for helping us in every way possible. They helped us to find out
valuable information about different variables and let us know various OB practices that the
use in their organization. Last but not the least, we, the group members who are doing this
paper as a team and we thank to each other for being extremely co-operative and for sharing
ideas with one another.

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 Executive Summary

This research has been carried out for the achievement of understanding and figuring out the
various organization behavior terms that are practiced by RFL. A successful organization
always has its own culture and this culture build and inspire to practice some specific
behaviors. These behaviors define the organization and the way it runs the organization and
its employees.
RFL is a multinational company who has a very organized process of official works. We
have collected proper data collection of how they outsource their works, their objectives,
mission, vision, limitation of the company, their organizational culture, how they satisfy their
employees, the behavior structure they follow within the organization etc. And we had some
questions which was answered by an employee and based on the answer we analyzed some
data and find an approximate basic thought of their organizational behavior practice.
Here we focused on their organizational behavior practice and how they established their
culture. We have also focused on some other factors as well.

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 Origin of the Report

We would like to express our cordial appreciation to all those who provided us the possibility
to complete this report. A special gratitude we want to give to our course instructor, “X” who
contributed useful suggestions and encouragement, helped us to coordinate our paper
especially in writing this report.

Background of the Study

This study shows the Organizational behavior practices in the RFL. This study reflects the
behavior practice, organizational culture, business structure, environment etc. of RFL. This
study gives a clearer vision about how the organization perform and works and reflect their
culture that they have established over this long period of business.

Objective of the study

Broad Objectives
Broad objective is to present and submit the term paper in a proper way and also within in a
specific period of time for this “Organizational Behavior” course.
Specific Objectives
These are the purpose or intent of the study which are expected to be achieved or attained at
the end of the study. The objective of the study as follows:

• To study the ideas and methods used in RFL Group.

• To evaluate the competing process and other programs of RFL Group.

• To know the marketing strategies of RFL Group.

• To know the position of RFL Group nationally and internationally and to understand
the contribution of RFL in the economy of Bangladesh.

• To learn how RFL Group makes the best use of domestic resources.

• To observe how to be the market leader by making the best uses of opportunities,
Obstacles and Challenges.

• To understand whole Operation & Supply chain setup, Quality & Service setup of RFL.

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 Scope

As we all know RFL is a very large company. There are many products in this company. So
this is a very difficult task to cover everything about RFL. But we tried to cover as much as we
could. We basically covered the organizational structure, SWOT analysis, products, what type
of customer they target and others. We tried to give a descriptive over view of RFL.

Methodology

In order to know the secret ingredients of RFL group, which makes them one of the most
successful companies of Bangladesh, we follow few methods and through which we come to
know them more deeply and elaborately.

Primary Research Methodology

We visited different Walton stores to know more details about their quality, standard and health
value of RFL products. We also questioned them about service, concept, advertisement, ideas
and concerns of RFL. That was all about our field research.
Secondary Research Methodology
We take the help of internet and websites to know more elaborately about RFL Group. We
went through different types of newspapers, articles, business papers etcetera to gather as much
information as we can of RFL to make our Assessment more informative and richer.

Limitations

There were some limitations while doing this report. As mentioned earlier, RFL is a very large
company. It is difficult to cover everything. There were some problems of finding some
information because of lack of time constraint, some information was confidential. Due to
secrecy of business strategy, the authority of RFL Group didn’t disclose much in-depth
information regarding organization. In spite of this, we tried to make it as much accurate as we
could.

History of the Organization

RFL (Rangpur Foundry Ltd.) started its journey with cast iron (CI) products in 1980. It started
with a vision to leveraging the farmer in irrigation through cast iron products like centrifugal
pump as well as ensuring drinking water through Tube well. The initial main objective was to

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ensure pure water and affordable irrigation instruments for improving rural life. Today the
company has its wide ranges of CI products like pumps, tube wells, bearings, gas stoves etc.
and has achieved the prestige as the largest cast iron foundry and light engineering workshop
in Bangladesh. With a vision to serve the common people of Bangladesh with quality necessary
products, RFL diversified its operation into PVC category in 1996 and in plastic sector in 2003.
At present it is market leader in all these three sectors-cast iron, PVC and Plastic in the country.
Sizeable amount is also exported to different countries.
It is equipped with in-house R & D facilities to design and develop new products. A well-
organized owned testing laboratory is used to ensure quality products. RFL has been awarded
with BSTI certificate and IS09001 Certificate for its strict compliance with the standard set by
both the organizations.
The factory sites are company owned industrial parks of 500,000 sq. meters, which is fully
equipped with state-of-the-art injection molding machines, extrusion with Conversion capacity
of over 20,000 tons per month.
RFL currently utilizes 2000 molds through 500 machines, 04 foundries and 250 extrusions
machines having own tool facilities.
RFL group is a very strong organization consisting of 25 individual companies and 12,000
employees dedicated to supplying customized and quality plastics, PVC & CI products.
RFL has become a benchmark for competitors on the lines of quality by manufacturing
premium quality products to give clients excellent services and true value for money. The
unmatched products have given a big name in the domestic market. This is possible because
the company is professionally managed and promoted by people who ensure creativity.

Mission, Vision, Goal & Strategy

VISION
“Poverty & Hunger are Curses.” The organization thinks that poverty and hunger is a curse
for nation and they are trying to overcome the poverty.

MISSION
“Improving Livelihood.” Improving the people living standard in society and create the
respects and prosperity for the nation.

AIM
RFL’s aim is to Generate Employment and Earn Dignity & Self Respect for our Compatriots
through Profitable Enterprises.

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CORE VALUES
RFL believes in providing quality by considering the customers’ demands and expectations.
Continuous innovation and improvement is the motive of this organization by focusing
customers and tries to maintain fairness and transparency in all segments. The corporate
values for RFL are-
• Consumer care
• Supplier care
• Employee care
• Trade care.

SWOT ANALYSIS ON RFL GROUP

In Bangladesh RFL is one of the most successful company as well as organization. This group
is trying to achieve a good position in local and global market. So, they have to analyze the
SWOT matrix. SWOT analysis is a planning tool used to analyze an organization’s Strength,
Weakness, Opportunities & Threats. Strength and weakness are organizations internal
factor. Opportunities and threats are organizations external factor. Now the SWOT analysis of
RFL is given below:

Strength
• Treating Shareholders Fairly
• Transparency
• Large company and organization
• Experiences
• Superior source of finance
• Better control over sources and raw material
• Financial support
• Vast distribution network
• Good reputation.

Weakness
• Unequal promotions strategy
• Lack of first mover’s advantages

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 • Lack of good control
• A lot of distance and a huge amount of transport cost
• Internal promotion
• Internal media planning
• Unpreserved item
• Limited product range

Opportunities
• Demand in global market
• Large demand in local market
• Domestic natural resources
• Cheap labor
• Ethnocentrism
• Government incentives
• Cash incentives

Threats
• Huge competition
• Competition in market price
• Lack of benefits
• Strict health and technical standard
• Changing choice of customers
• Foreign competitor
• Weak distribution
• Changing market

Organization Structure and Size

RFL follows bureaucratic structure as the fully developed bureaucratic mechanism compares
with other organizations exactly as does the machine compare with the non-mechanical modes
of production. Precision, speed, unambiguity, strict subordination, reduction of friction and of
material and personal costs- these are raised to the optimum point in the strictly bureaucratic
administration. This type of structure is perfect for big organizations because,

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This structure helps RFL in:

• Clearly defined roles and responsibilities

• A hierarchical structure
• Respect for merit

In terms of size RFL is one of the largest organizations of Bangladesh with 14 sub brands,
50000 employees and 5000 types of product.

Products of RFL

• PVC House Pipe:

1. Suction Hose Pipe
2. Electric Hose Pipe
3. Braided Hose Pipe
4. Garden Hose Pipe

• Building Material
1. PVC Door
2. PVC Sheet

• Agricultural products:

1. UPVC Class Pipe

2. UPVC Small Filter
3. UPVC Non-Class Pipe
4. UPVC Bigger Filter
5. PVC Suction Hose Pipe
6. PVC Garden Hose Pipe
7. La Flat Hose Pipe
8. Water Pump
9. Centrifugal Pump
10. Tube Well

• Sanitary ware and fitting:

1. Bathroom Filling (APS)
2. Soap Case
3. Towel Hanger

• Kitchen room utilities:

1. Kitchen Sink
2. Gas Stoke
3. Topper Cookware

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 • Electronics Home appliance: Vision LED TV, Micro oven, Iron, Refrigerator,
Blender, and Rice cooker.

• Click electronics accessories: CFL, SWITCHES, and CABLES.

• RFL Plastics:
1. RFL Mug
2. RFL Bull
3. RFL Jug
4. RFL Laundry Basket
5. Boost Water Bottle
6. RFL Bucket

• RFL Furniture: Chair, Table, Bed, Wardrobe, showcase.

Services

RFL brand of items offer a 24-hour emergency service program that gives particular help
anytime. Our client assistance group is committed to supporting our clients' needs by giving
brief reactions to request and convenient after-deals field support. We are always striving to
accomplish the most possible levels in client service satisfaction. They give benefits after the
product is conveyed, introduced in the product the completed conveyed, we will send
specialists and clients trade and preparing, to clarify the utilization of lifts, the everyday
management attention matters. RFL branded products come with a standard one-year warranty.
The warranty period begins from the date of the equipment shipment. After the guarantee time
frame has expired, out-of-guarantee fix is performed exactly the same as warranty repair, with
the exception of there is a fix charge. All segments replaced on fixed things will be covered
under guarantee for one year from date of fix.

Customers and markets

The essential objective of marketing of RFL is to assemble and keep up a base of committed
customers who are productive for the association. The two gatherings in the customer firm
relationship can profit by customer maintenance. Our interest is to build and maintain a loyal
customer base and customers themselves also benefit from long-term associations. The social
class of the target respondents was determined by their income or taking from family. RFL is
a low involvement product and it is good enough to consume by upper and middle class.

Future Plan of the Organization

• Expanding business
➢ Add new product and services
➢ Sell more products and services to existing customers
➢ Target new customer market
• Entering into new marketplace
➢ Define the market
➢ Perform the market analysis

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 ➢ Assess internal capabilities
➢ Prioritize and select market
➢ Develop market entry options
• More customer-oriented business innovation
➢ Valuable resource
➢ Developing customer intimacy
➢ Improve firm effectiveness through increasing revenue

OB Practices of RFL

Organizational Behavior Practices are located immediately outside of the Core Culture. They
are not the elements of Core Culture. Instead, they are the behaviors that convert ideals to
actions. To sum up, they keep the culture alive.

Organizational Behavior Practices are either Internal – within your organization – or External
– with others outside the organization. The organizational practices that are performed by RFL
are given bellow:

Organizational Structure: RFL follows bureaucratic structure as the fully developed

bureaucratic mechanism compares with other organizations exactly as does the machine
compare with the non-mechanical modes of production. Precision, speed, unambiguity, strict
subordination, reduction of friction and of material and personal costs- these are raised to the
optimum point in the strictly bureaucratic administration. This type of structure is perfect for
big organizations because,
This structure helps RFL in:

• Clearly defined roles and responsibilities

• A hierarchical structure
• Respect for merit
Process of doing work: RFL believe in team work. They believe that team work can improve
efficiency and productivity. They believe that working in team can generate more ideas and
can bring new products.
Training and Development: RFL believe that by providing specific and required training
organization can bring the best out from employees. That’s whgy they arrange training program
based on employees need. Based on various factors like what type of job the employee is
performing, what skills he possess, what task he have to full fill, employees weakness etc. the
organization can arrainge and tailor a training program based on each employees need.
Performance Management: RFL promotes performance management through continuous
feedback conversations; one-on-one feedback sessions; performance evaluations; and
recognition, appreciation, and celebrations. It gives an employee a specific goal or objective.
Which improve performance as it influences motivation.

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Business Environment: RFL offers a dynamic work environment where people from different
backgrounds and expertise work under the same umbrella. This is a diversified work place
where people from different industries, culture and backgrounds work together for the greater
goal. This multi-cultural environment cherishes its diversity and works to synergize them. RFL
culture offers the non-compromising result-oriented environment. In this dynamic culture
results, speak for the efforts given. A lot of scope for personal and career development in the
organization is evident. The core values of RFL include integrity, trust and ownership which
paint the way of success for them.
Recruitment and Selection: RFL is looking for top-caliber people who want the flexibility and
resources to grow in their career. If someone is that kind of person who has always stood out,
they offer a place where one can continue to excel. RFL has thousands of diverse people from
different cultures and backgrounds working in a variety of different jobs in different fields.
RFL doesn’t believe in biasness based on gender, religion, cast etc. They recruit based on merit
and attitude.

Rules and Regulation: Like every other organization RFL have their own sets of rules and
regulations. RFL considers discipline as one of the most essential components of its success.
No organization can function smoothly without discipline. RFL has zero tolerance for
misconduct and policy violation. In RFL, all of their team members are expected to comply
with their disciplinary standards regarding attendance, dress code, punctuality, fairness and
integrity in day to day work. They prioritize discipline over performance. RFL believes success

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can only be recognized with proper discipline and It helps Them to create a sense of prevention
from wrongdoing and inappropriate behavior in the workplace.
Employee Relationships: RFL try to build a strong relationship with employees where they
think about employee’s payroll maintenance, employee database, compensation, benefits,
rewards and incentives. Training team is involved with organizing various training programs
so that we can develop more talents within our origination. The purpose for training program
is to nurture the work skills of their employees and to motivate them and to make them
confident.

Information on selected OB Topic

Organizational Culture
The topic we choose for this part is Organizational Culture. 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.
Characteristics of organizational culture are;

• Innovation (Risk Orientation).

• Attention to Detail (Precision Orientation).
• Emphasis on Outcome (Achievement Orientation).
• Emphasis on People (Fairness Orientation).
• Teamwork (Collaboration Orientation).
• Aggressiveness (Competitive Orientation).
• Stability (Rule Orientation).

Organizational culture practiced by RFL

RFL’s ensuring quality among other people is one of the core competencies that they conquer
with pride. Their culture drives these potentials in them. They offer transparency in
communication process. From top management to entry level anybody is answerable to
everybody. Sense of ownership enhances with proper accountability of work. They believe in
open door policy. They encourage involvement of employees and appreciate their participation.
RFL’s culture characteristics:
• RFL follows a perpetual innovation in their product.
• RFL follows aggressive strategy in the market.
• RFL has a stability in the market
• RFL encourage teamwork
• RFL give emphasis on people

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 Roles of Organizational Culture

▪ Culture unites (brings together) employees by providing a sense of identity with the
organization.

▪ An informal control mechanism.

▪ Facilitation of open communication.

▪ Culture enables organizations to differentiate themselves from one another.

▪ Culture often generates commitment, superseding personal interests.

▪ A shared understanding.

▪ Enhanced mutual trust and cooperation.

▪ Fewer disagreements and more efficient decision-making processes.

▪ A strong sense of identification.

▪ Assisting employees in making sense of their behaviors by providing justification for behaviors

Major Findings

• We have founded from the BCG matrix’s that few valuable products are in primary
level and have better chance to become stable in the market, such products are UPVC
Product, Building Materials, Spice, and PET Bottle.
• PRAN-RFL Company has some products on which it is now stable in the market such
Products are Hot Filled PET Bottle, Pure Drinking Water, Sauce, Ketchup and Paste.
• As a well-established company, it has some strength by which it competes in the market
and try to become unique to those areas’ Strong distribution channel, Human resource,
Wide drinks category, the have their own factory, dairy and manufacture.
• For future, better success company has some lucrative opportunities such as Export Tie
up with multinationals, Strong brand image, Competitor’s weak distribution channel,
Franchise business all over the world.

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 Conclusion

In Bangladesh we are honored with such a significant number of characteristic assets. We are
really farming based nation. A large portion of our nourishments are created by our country
ranchers. PRAN-RFL from the outset found a way to build up our rustic and agrarian part with
new thoughts of DAIRY-HUB, Contact-Farming and Agro Food Processing idea. Presently
they are the biggest Agro-nourishment processor organization in Bangladesh. They send out a
ton of items in different nations including Europe, USA, Canada and Indian Subcontinent. So,
at long last we can say that they contribute a ton to our economy and perceive our rich
wellspring of ranch to the world.

As being a very successful organization and there flawless management system has enabled
RFL group to enjoy economies of scale through their profit maximization but as being a part
of the culture of Bangladesh through their share of quality products they should also emphasize
more on products that are within in the purchasing power of the general people of Bangladesh
and ensure that products should be of quality that equal in aspects to compete with the
international standards.

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 Recommendation

Effectively communicated organization’s mission, vision and values; cultivating strong

relationships between co-workers and encouraging collaboration between them to reinforce the
idea that they are a team; embracing autonomy and transparency with strong leadership, but
flexibility of workers in mind; promoting positive team atmosphere based on equality and
collaboration, just to name a few. If you will go more into depths of this topic, I would most
definitely recommend you to go through the following publications as they will provide you
with a more comprehensive insight.
Trust among connecting parties is the establishment of viable connections and associations can
receive rewards from fortifying it. To help build up a positive, trust-based hierarchical
atmosphere, supervisors must become initiators of trust and assume a focal job in deciding the
two its general level and explicit desires in singular work units. The capacity of administrators
to build up, develop, broaden, and reestablish trust ought to be viewed as a key administrative
competency. In reality, some state that broadening trust is the primary employment of any
supervisor, to be directed in manners that discharge the ability, innovativeness, limit, and
commitment of people and groups and empower them to give their best in cooperative energy
with others. Consequently, the obligations of directors, on the side of which they should outfit
clear and convincing correspondences, should cover at any rate five zones: vision, values,
workplace, staff, and remuneration.
Prepare a code of conduct, Train all employees, Reward ethical behavior, Punish unethical
behavior, Allow whistle- blowing, Handle grievances, Make structural additions (an ethics
officer responsible for investigating claims of unethical behavior and for training employees
about ethical behavior; an ethics committee consisting of highly respected senior managers for
the purpose of considering findings which are in reports provided by the ethics officer and
making formal judgements about offences; to create a strong board of directors, from outside
the company who have no ties to top managers etc. And be good role models.

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 References

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Photos

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