Maqsood Khan was the internal audit officer in Bank-e-Mille on 2012. I was the internal audit manager at the same bank, and his was working under my supervision. Bank-e-Mille internal audit department had one chief internal auditor, three audit managers, and seven internal audit officer. Every audit manager was responsible of different section of audit. For example, one manager and two officers were auditing the bank’s branches in Kabul and other provinces of Afghanistan. The second manager along with two officers were responsible of finance department audit. While three other officers and I were auditing all other departments of the bank. Maqsood Khan was one of the officers who was working with me. He was graduated from Islamia University
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According to Maslow’s hierarchy of needs, it seems that he had esteem problem. The Maslow’s hierarchy of needs esteem is about internal factors such as self-respect, autonomy, and achievement, and external factors such as status, recognition, and attention ( ). In his case, he was not given attention and being recognized for his achievements. His status of being a man also stopped him from working under a woman’s supervision. He also lacked the self-efficacy which made him believe the he is not capable of performing his job …show more content…
Since Maqsood Khan was not the only person who wanted to leave the bank, many other employees were also looking for a new job. Even some of the employees only would work for bank for three months and then would resign. The reason behind the high turnover was favoritism. Some employees were treated so well while others were not even paying attention to. The bank adopted a bad culture of hiring and promoting only those employees who were related to the CEO or other management team. The was the reason that I also resigned from that bank since an unfair judgement was made while promoting an audit manager to chief internal audit deputy manager. In this case, the main problem was not Maqsood Khan’s behavior, it was the management of the
According to Maslow’s hierarchy of needs, it seems that he had esteem problem. The Maslow’s hierarchy of needs esteem is about internal factors such as self-respect, autonomy, and achievement, and external factors such as status, recognition, and attention ( ). In his case, he was not given attention and being recognized for his achievements. His status of being a man also stopped him from working under a woman’s supervision. He also lacked the self-efficacy which made him believe the he is not capable of performing his job …show more content…
Since Maqsood Khan was not the only person who wanted to leave the bank, many other employees were also looking for a new job. Even some of the employees only would work for bank for three months and then would resign. The reason behind the high turnover was favoritism. Some employees were treated so well while others were not even paying attention to. The bank adopted a bad culture of hiring and promoting only those employees who were related to the CEO or other management team. The was the reason that I also resigned from that bank since an unfair judgement was made while promoting an audit manager to chief internal audit deputy manager. In this case, the main problem was not Maqsood Khan’s behavior, it was the management of the