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Dr Aliya Irshad

Dr. Sobia SiddiquiSana Mohammed Salim

Shafaq Iqbal

Uzma Naeem

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AGA KHANUNIVERSITY HOSPITAL

KARACHI

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FATIMA HOSPITAL

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JINNAH POST

GRADUATE MEDICAL

CENTER

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Job satisfaction survey

No actual policies

Evaluated by behaviors

No actual policies

OBJOB

SATISFACTIONSATISFACTION

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0

10

20

30

40

50

6070

80

90

AKU Fatima M M

atisfied

ot Satisfied

JOB SATISFACTION

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Absenteeism and turnover rates are very high

in all organizations

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STEPS TO OVERCOME

ABSENTEEISM

Incentives like holiday on their religious

occasions and advance salaries

Warning letters and salary

deductions

Leaves (sick, earned, maternity, studyand casual)

Salary deduction on three late

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ABSENTEISM AND TURNOVER

0

5

10

15

20

25

30

35

AKU ati a NM M

Absenteeism

Turnover

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PERFORMANCE

EVALUATIONPerformance appraisal

Three monthly performance appraisal

Appraisals depend on government

announcements

Annual pay increment on basic salary from 10-

20%.

Verbal evaluation

salary increment 10% yearly

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TEMPORARINESS

Clinical and research laboratories with the

ongoing technological advancement

Departments are well equipped with latest

technology

Very dynamic and well-equipped with advance

technology

In process of development

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EMOTIONS AND MOODS

Employee Assistance Programme (EAP)

Key Principles of EAP (Confidential, free,

professional and voluntary)

Unions and student parties are involved to

handle emotions of employees, students and

doctors as well.

Handled by incharges and counseling is

provided according to their complaints

and grievances.

No data available

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LEADERSHIPAKUH believes in equality at all levels.

The founders of Baqai are source of inspiration as they

work day and night for the development of theorganization.

Executives are the source of inspiration for

helping patients

Executives in the organization lead by example

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CONFLICT MANAGEMENT

Mostly line managers identify the issues and

than they are resolved through mutual

consensus

Issues are reported to head of the department

and Medical Superintendent and managedaccording to the situation.

Paramedical unions , student federations and

doctors associations in JPMC

Incharge HR department Administrator

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POLITICAL INFLUENCES

No political influence

98% political

influence

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0

20

40

60

80

100

120

AKU t NMC J MC

P l t c l

Influ nc

POLITICAL IN LUENCES

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ORGANISATIONAL CULTURE

Orientation program

Mentorship

Learn through practice and experience

Support and follow open-door policy

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Performance Appraisal formshould be reviewed as

employees are not satisfied

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Restructuring of the Human resource

Department policies.

Emphasis on the health policies, visionand mission and its implementation.

Salary and Grade appraisal should

depend not only on the seniority and

experience but also on the workperformance

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Organizational policies Restructuring

Accountability

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Attitude Surveys which should beperiodically

welfare or counseling officer to

resolve financial issues andproblems that the staff faces.

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