Final Project

Interviews of the managers

Submitted by:
Hamza Bin Khalid Ansari
L1F17BBAM0374
Ahmar Naveer
L1F17BBAM0372
Taimoor Ahsan Butt

Submitted to:
Waqas Zaki

Submission Date:

17-06-2019
Introduction:
METRO opened its first cash & carry wholesale center in Pakistan in 2007 & expanded to 5
wholesale centers in a short span of 18 months. In July 2012 METRO and Makro-Habib combined
their wholesale business in Pakistan marking the beginning of a long-term partnership to the
mutual benefit of both companies. The merger allowed METRO and Makro-Habib to combine
resources and gain the financial strength to lead and grow in a challenging environment and to
gain synergies targeted to generate value for our customers and suppliers alike. Today the company
is operating 9 wholesale centers in Lahore, Karachi, Islamabad & Faisalabad.
METRO-Habib Cash & Carry Pakistan is part of METRO GROUP’s sales division METRO Cash
& Carry, the international leader in self-service wholesale. The company operates more than 750
stores in 25 countries in Europe, Asia and Africa and has a workforce of over 107,000 employees.
Sales in 2016/17 were approximately 37 billion Euro.

Concept:
The company has a simple and efficient business concept, which is defined through its customer
base: we cater to Business Customers and End Consumers. We welcome both families and
business owners to our stores every day and serve them with all our expertise.
Supporting Local Businesses:
METRO serves as a catalyst for growth by implementing a modern trade infrastructure along the
entire value chain: they offer local businesses like small retailers and restaurants a reliable supply
source of up to 90 % locally procured goods as well as services to increase their competitiveness.
At the same time they implement a modern agricultural supply chain resulting in reduction of
wastage and better quality produce. In Pakistan METRO e.g. established collection centers for
local farmers providing them with the opportunity to sell their produce directly at a fair market
price. Through efficient post-harvest handling methods introduced by METRO a 95 %
improvement in availability and quality was achieved.
Helping Pakistan Tap into Export Markets:
While growing its business METRO-Habib will also enlarge its win-win relationships with its
suppliers: they reach out to local farmers and producers by providing them with customized
training programs to address gaps in knowledge and technical skills helping them to grow in
national and international markets. Already 56 Pakistani companies underwent training in the
scope of the companies Star Farm initiative, resulting e.g. in 20 traceable products “Made in
Pakistan”, that have been developed to promote local produce for export.
Motivation:
Basically behind the motivation are several factors behind motivation but the two major factors
are monetary benefits and non-monetary benefits. In monetary benefits as you can say the cash.
As in monetary benefits as you know everyone works for some benefit. The 99.9% people work
for the money thing as you know but this was only a single content in actual it was just a single
bonus. As you observe there are meny factors behind motivation as we say them non-monetary
factors which includes your behavior your boss’s behavior your collegues behavior with you
culture of company non-monetary benefits, is it open policy or not?You go to another department
for example can you talk to HOD or not? We have open door policy I can freely walk to Merick’s
room I can walk to our HOD’s room I can straight walk to HR director’s room I can walk to
Finance head’s room so basically it was very open it was freedom for this. It was very good culture
so culture is very important and boss is very important also. There is a theory of management is
that there are two types of people one is theory x and other is theory y. Theoy X says that employees
have to be forced to work coercively so they would demotivate easily Even it here if you give
anyone some quick job to do although he have very high capability he will get bored very easily
so we care for this that our employee always stay motivated and we provide him goals on daily
basis so that he will grow always. Basically it was not on daily basis but there are projects and
plans and task oriented as for example I worked in this organization for two years. Different tasks
are delivered to perform. Once a circle is completed I have been moved to some position as it was
observed that I want to learn something. For this I was transferred to post for recording sales so It
takes time it takes time to understand the process. There becomes new challenges there comes new
questions and issues so we as a firm care about this that there is no stagnant growth for any
employee. Basically it is very important aspect and ensure that employee are mainly motivated
because if they are not motivated then you will not get the quality you are expecting from them for
this i think you must see what kind of personality an employee has first of all and then you also
ensure that you also keep that employee fed up and we prefer that experience of your employees
should be enhance that they are happy with the same work and they want to carry on you have to
look that in which category your subordinates fall in my opinion you should be challenging them
and you have to make sure that their learning should not be stopped their learning flow should go
on you should not stop them so this is how the employees are motivated if you ensure these things
then your employees can gain the unspecified and competitive goals but in case if any employee
is stuck or their routine is so tired then you to apply the same management theory for the change
you can do some things like you can replace the employee with other department so that he or she
can have something new to work on because change is inevitable it’s a part of a life so this is how
you motivate your employees as far as the motivation is concerned you should grow your
employees and appreciation is very important. To manage people is the most difficult thing that is
actually realize with the passage of time with your experience because you will find strategies how
to attain a goal, how to attain sales things like that but the most difficult part is how to motivate
people because its more over intangible thing. In such a way that every person is has his own
motivation factors, and someone which find them for him its difficult task, Now I need to
understand to manage thing in this way that the team attain a single goal , so this is really difficult
to manage because a person is not a tangible thing and what we see is 5 to 10 percent is with
appearance and 5 percent more by interacting but what is with in you in your mind what motivate
you that stands and that is difficult part to do .
So how we do over here by combination and combination, how people like it to be so the idea
taking from people, so we do promotional activity the previses is more to do let go out side some
like it, some like it not let watch a movie that’s be a healthy activity. For some its boring but some
like it a lot the idea was having motivational gathering everybody gather over there the will is that
everybody come to know each other well.
Environment:
As the rest of our organization. Basically we have to phases before merger and after merger with
metro. Both phases have different culture. Change of culture is not an overnight process. It was
very difficult to change culture permanently. As far as metro culture we trust in our people we
trust in growth of our people. We care to invest in our culture. Metro wants to give opportunities
to our people to grow. It was very strong culture embedded in Metro that it is not possible that
someone from low end came forward and bring change to culture. Culture is not liquid. But when
a higher rank person or top management’s person is replaced it was also very timetaking for him
to change culture for example Merick is replaced by someone. So it’s a timetaking process for
sure. Here we have very strong and positive culture. We want our employees would grow not only
our organization also with employees grow too. We want to keep our employees motivated so he
would grow. Basically it all depends on culture, if the culture is stronger than the environmental
forces will be stronger and if the culture is weak than obviously your environment will also be
weak there will be grouping in the organization and the group is who is stronger will dominate
over the other and the politics also begin to start and there are some people in the management
who favors them this where it shows your weak culture but as far as METRO is concerned it culture
is so strong, their culture is strong in this way that their indoor policy, door to door policy you can
communicate with anyone using any sources easy access to anyone in the organization. In the
company where in the top management form a culture who knows how to things are done then yes
policy are done very strong and they are strong in Metro. So, this mean that if there is a volition,
then that volition is same for everyone it doesn’t matter if a person is setting in store is associate
or setting as a tope’s level so that come from your core culture then it is implied into your country.
So, in Metro you find process of everything that have to much process sometimes it taken as a
delay processing but ok I have to do know 2 t o 3 step over there and 4,5,6 step over there which
is actually delay the process. I would have been done in quicker way but this actually show that
you do the things right in right manner so to much policy are not much good but yes, its more over
thing which is driven your culture
Hiring:
The management is very much focus to recruit to very good individuals in the quality of education
there focus is not the quality of education but also strong academic background with great
interpersonal skills. Basically the top universities are selected of overall in Pakistan and
recruitment drive is executed and through that an assessment Centre is built for selection and then
candidates are selected as a management trainee. If this is about the hiring then it depends overtime
sometime you have to hire the trainees and sometime the trained professionals and for that we have
a different procedure as far as hiring and operational training we do recruitment drive and we short
list the people before hiring based on interviews and then you finalize the batch but nowadays
people hire the trainees and train them in their organization so that trainee get its time to get trained
and absorb the culture of the organization. We have that for that we have to develop a culture from
management train officers. This idea is actually building core competence in very being of the
institute. You take people from bigger institutes try to many understand the business we do so take
someone from the institutes mean that the skill and willingness to do thing is already there what is
need to teach them more and more rules to do the business.
Leadership:
Be visible I would say Be yourself third I think is Believing yourself to achieve something.
I personally advised that:
You should prove yourself you need to be a hard worker
You need to invest in the basic knowledge that you are getting in your institute, the thing that
happen is when you graduate you think you’ve done a lot but technically you’ve not, so basically
the training is very important it doesn’t matter how much qualify are you where you are from
because your knowledge would never be able to beat the experience of the people already have in
that organization so you’ve to give the importance and consideration to the people already working
in that organization
You should be willing to do anything you are ask to do there is no big or small job so even if you
sorting the paper, cleaning the tea cups in the kitchen all of this contributes and it collides and then
the organization works actually your personality is flexible but there are some rigid peoples and it
is difficult for them I’ve work with many organization and I have also worked abroad and every
organization has its own demand so you need to be flexible.
The best example is be yourself never every try to copy anyone when actually you try to copy
anyone you leaving your own core competence because someone good in number but you are good
at delivering lecture like motivation everyone has its own core competence.
Never underestimate anyone never say you are the only to do that task. what I did I do thing by
myself what I was missing is delegation by myself I was to much in the fact that if I was giving
that task to person a or b I don’t think they are able to do that thing but when I realize that the
person does that thing in better way I did and in the lesser time also
Being a leader don’t choice a thing that you won’t choice for yourself mean if you couldn’t go
that path you let anyone else to go that path just to see he felt or not

Goals:
Will learn the things as much as possible and what my skills are recently is used to contribute in
the organization and develop myself as I am in my professional studies when I joined here not
qualified completely so learn things side by side and qualified while doing job and then try to
implement the studies while developing others. Basically our KPIs some are common and some
are job oriented. Common KPIs are coming top down as we move and some are due to rank of an
employee. For example here when I am Supplier Accounts Manager I have to stream line
operations but how? When I have to record and when not is basically done by commonly. So
generally goal is translated to objectives but the difference is goals are not measurable and
objective are measurable because I think goal is a bigger terminology. As we are ordered to some
of objectives but our goal is same as our vision is same. We are branched in 25 countries and our
vision is to support other business as our concept is B2B so we try to look after other business.
Basically it’s up to you, you set your own goals the organization do not set goals for you. When
you are hire in the specific position you are hired up for somethingd so if you do not do that work
you will remain where you are so it is up to you to set your own goals if you want to be recognized
then you definitely have to put extra effort and you would have that thing in your mind so it
depends, there are some people who are satisfied being a manager the other wanted to be a director,
CFO etc. so they put their due effort in it, so if you set a high target you also need put a lot of effort
in it and you will be deal accordingly.
When you join in you come with an idea that will go to the tops level or to the top management.
These basic goals you are something that you are attain from vary base level those people who
have these bases you will find setting on the best position because actually they are following their
dreams and by doing, they also face bad phases. so, this thing starts from every core what you want
to be the most people who actually come at vary top position how start with the base idea who
actually work life for them and then achieve that goal. And by setting the goal for some department
its direct task but for other there is a process way to attain that goal so each department thing that
the goal is set how we can help to achieve that profit number. So, it more over dynamic way to
achieving goal.

Culture:
Basically culture is controlled by recalling the employees and public that what our values thorough
training are. What we believe what we want to achieve as it is very important for us. For instance
my training for job compliance which was held last year was also been held this year. What was
the purpose for this? Purpose is to evoke this that is your mistake and that’s how you could
overcome it. It was told once but why again? I believe that humans are needed to recall things
again. As we often prayer 5 times a day and recite Alhamdulillah why is this repetition. So it is
necessary to recall the culture, recall values, as our culture is the growth of employees. That is my
opinion.
Basically its not that easy to control the culture of the organization because no one is controlling
it. Basically it’s HR who defines the culture basically it’s up to them they control the culture even
if you are employee you cannot control the culture and it takes time for example if there is one
employee and get into the organization and he want to change the culture it may take him a years
to change it, I think that it’s not something that you must be concerned of changing the culture
unless you are a HR person or it’s your duty or you are assigned to change that culture so it’s not
easy you need to have power for that like I have been from the different organization I cannot
change the culture so it’s not up to the one person and it’s not easy.
Culture is actually control by top management as I say walk the talk is osmeterium because
everyone who is reporting to someone is actually looking at his head as one of the leaders in his
mind this the way organization are structured.

Conclusion:
As we have conducted interviews from the three different manager we have come to know one
thing in common that the Culture of the METRO is so strong means that they have the door to
door policy, open door policy and they have easy access, anyone from the employee can go to any
manager room without taking permission first from their assistants. METRO is a well-known
organization in Pakistan and have thousands of employees working in it they have a very strong
culture as compared to any organization their management is very effective as we have conducted
the interview we come to know that they have launch the recruitment drive for the university
students and they hire the trainees as well as they also have the trained professionals now the metro
is going towards its success level and it is dominating the markets of wholesale its competitor was
hyper star before but now it has been acquired by Carrefour so now the main competitor will be
Carrefour and METRO have already began to look towards it.