“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