motivating employees at proctor and gamble
TRANSCRIPT
“IN THE NAME OF ALLAH,THE MOST BENEFICIENT AND THE MOST MERCIFUL”.
Table of Contents
Acknowledgement …. Page 1 of 18
Introduction to project page 1
Executive summary page 2
Introduction to topic page 2-………..7..
Introduction of the company’s page 8
P&G and training programs page 8
Is diversity cherishd by P&G page 9
Compensation systems at P&G . Page 9…
Relevance of expectancy theory in P&G.page 9…
P&G motivates through employee participation .page 10
P&G motivates through quality of work life programs. Page 10- 11
Employee personal motivation done by P&G…. page 11 .
P&G follows the Mbo style of management. Page 11
Application of theory-X and THEORY –Y in P&G . Page12
Recommendations. Page 12 - 16
Conclusion . Page 17
Bibliography page 18.
ACKNOWLEDGEMENT All the praise is for Allah, the most
merciful and beneficent, who blessed us with the knowledge, gave us the courage and allowed us to accomplish this task.
We are especially indebted to Maam Sobia Shujaat for instilling in us enough knowledge to be able to carry ourselves efficiently during our project.
INTRODUCTION TO PROJECT
Our goal is to select the organization and then anlayze the motivational techniques adopted by it.
Motivation acts as fuel. As a motor can't run without fuel, workers in an organisation need motivation as such to achieve their goals. A positive motivation always work no matter it's an organisation or a personal life.
INTRODUCTION
What Is Motivation?
Definition
Motivation is derived from the Latin word ‘MOVERE’ which means to move.
MOTIVATION means
To stimulate To impel To move To induce
Direction
PersistenceIntensity
Why supervision and motivation?
Expanding task ranges
Increasing task complexity
More Productivity
Work EfficiencyMaintain
consistency
INCREASING NEED FOR QUALITY SUPERVISION AND KNOWLEDGE OF
MOTIVATIONAL THEORY
Theories of Motivation
Maslow’s Hierarchy of Needs Two Factor Theory Theories X and Y (Human
Resources Model) Expectancy Theory MBO
MASLOW THEORY
Esteem
Self-Actualization
Safety
Belonging
Physiological
HERZBERG ‘S TWO FACTOR THEORY
Dissatisfactionand
demotivation
Not dissatisfiedbut
not motivated
Positivesatisfaction
and motivation
Hygiene Factors
•Company policies•Quality of supervision•Relations with others•Personal life•Rate of pay, salary•Job security•Working conditions
Motivational Factors
•Achievement•Career advancement•Personal growth•Job interest•Recognition•Responsibility
Herzberg’s Two-Factor Theory
THEORY X AND Y
Theory X
People basically dislike work and avoid it where possible
People have to be closely supervised and threatened with punishment
Most people prefer to be told what to do, have little ambition, and want security
Theory Y
People respond better with rewards than punishment
People will seek out responsibility
People possess a high degree of imagination
People have high intellectual potential
Company Overveiw
World’s largest maker and distributer of household items and consumer goods
Some of Proctor & Gamble’s “super brands”. Super brand means the product does more than $1 billions in sales in a year. P&G has 21 of these brands.
P &G TRAINING PROGRAMS
Training & Development: A continuous training is conducted inside P&G to improve the performance of the employee. There are two types of trainings conducted at P&G:•In-house Training•External TrainingIn-house training is customized training which is only for P&G employees. External training is carried out through trainers in training institutes. Employees at P&G are usually trained through Rameez Allahwalla (in Karachi), Possibilities and Intec (two well-known training institutes).Before training “Training Need Analysis” (TNA) is conducted by the manager of the department. And after the training feedback from the employee is taken.
COMPENSATION SYSTEMSAT P&G
P&G has initiated new evaluation and compensation systemWith a forward looking perspective.Work is reflected in compensation. This is based on theConcept of contribution= compensation .Performance is reveiwed by managers periodically.
DIVERSITY IS THE VALUE P&G CHERISH
P&G celebrate diversity . Their belief is that everyIndividual’s unique differences combine to give Us the competitive edge , which helps us outshine others.
APPLICTION OF THEORY XAND THEORY Y IN P&G
In P&G usually Theory Y is applied & It resort to poistive reinforcement. After the goals are mutually set, the corporate managers tellTheir employees what they want and how to do it . They believe in their employees hardwork and passion but if rarely some one fails to perform his task perfectly due to his letharjic attitude and after many times continues to perform in the same way , P&G follows Theory X and resort to negative reinforcement.
P&G FOLLOWS THE MBO APPROACH
In P&G organizational and individual goals are shared with Every member of an organization. There is no vertical and horizontal comunication barrier in P&G.Every one knows what is happening in the organization.but gossiping is prohibbited.
Employee’s Personal MotivationDONE BY P&G
We are making a contribution Supervisor’s praise Respect of colleagues and peers Having meaningful & interesting
work
RELEVANCE OF
EXPECTANCY THEORY
•Expectations of the employee determine whether motivation will be high or low•Managers can implement training and good listening skills to enhance employee performance•Employees work harder when they have a good chance of receiving personally meaningful rewards
•Effort Performance Reward
P&G Motivate Through Employee Participation:Participative management is the process of empowering employees to assume greater control of the workplace.I. Open-Book Management•Is the process of allowing all employees to view the financial statements of the company, including education regarding the analysis of the statements•P&G allows each employee to personally see how their involvement affects •corporate success or failure•P&G
Share the key financial dataTeach employees how to interpret the reportsEmpower employees to make decisions for successPay employees a fair share of the profits
Treat others as you would like to be treated”
Self-Managed TeamsSelf-managed teams are work groups that assume management tasks as part of their daily work routine. In P&G such teams consist of five to thirty assigned members, depending on the job assignment.
A.Vertically Loaded Jobs• In P&G non-managerial team members assume duties traditionally performed by managers
&G Motivates through Quality-of-Work life ProgramsL. Flexible Work Schedules The fixed core time is the part of the day in which every employee must be present in the workplace. P&G has a strong believe thatFlexible work schedules provide for better employee and supervisor relationships, reduce absences, and has a selective positive impact on performance. Brings a degree of independence to each employee.
Recommendations
How to Motivate Employees Track project results & celebrate
milestones (keep yourself informed of progress)
Give support and accolades when deserved
Gain respect of peers by …….. Providing diversity if possible,
cross-training Just ask them …………
Staff Motivators
Free candy Paycheck Opportunity to
do good Work with
professionals Good for the
environment
Fulfilling job Peer
recognition Project work Like people &
work Diversity in job Field
opportunities
Top Ten Motivators1. Thanks personally, timely, often & sincerely2. Take time to meet and listen to staff3. Provide feedback4. Encourage new ideas and initiative5. Explain how employee fits into organization’s plans6. Involve employees in decisions7. Provide ownership in their work8. Recognize, reward, and promote based on
performance9. Give chance to learn new skills10. Celebrate successes!!!!
Motivation is a very important for an organization because of the following benefits it provides:-
1. Puts human resources into action.
2. Improves level of efficiency of employees
3. Leads to achievement of organizational goals
4. Builds friendly relationship
5. Leads to stability of work force
Similarly, motivation is important to a business as:
The more motivated the employees are, the more empowered the team is.
Prescription for retention of employees
Simply by making a connection and making them feel connected
Connection results in commitment and will offer extra effort.
You are connecting when you understand the needs of your employees.
Stop using “I” or “my” or “me.” Replace it with our, we, and us.
Involve Employees
When possible include them in the decision making process (even when you may have made the decision)
Change managing style – move away from Theory X and towards Theory Y type management.
One of the most important motivational techniques is to listen to them.
Hire right, hire smart, find the best-matched person for the job, and participate in their success.
CONCLUSION
We can summarize by saying that motivation is important both to an individual and a business.
Presented by1- Muhammad Fahad Shahid2-Shahzeb Rafiq3-Muhammad Faryal azad4- Maria Khan5- Bushra Mumtaz
BIBLIOGRAPHY:•STEPHEN. P ROBINS BOOK OF MANAGEMENT•HR . DEPT OF P&G •P&G WEB SITE•ANNUAL REPORTS