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“ 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 cherishdby 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

ACKNOWLEDGEMENT
 Ø 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.
Ø 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 selectthe
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

Intensity Persistence
Why supervision and motivation?

Expanding task Increasing task More Productivity


ranges complexity

Maintain
Work Efficiency 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
Self-Actualization

Esteem

Belonging

Safety

Physiological
HERZBERG ‘ S
TWO FACTOR THEORY
Herzberg’s Two-Factor Theory

Dissatisfactio Not Positive


n dissatisfied satisfaction
and but and motivation
demotivation not motivated

Motivational
Hygiene Factors Factors
•Company policies
•Quality of
•Achievement
supervision
•Career advancement
•Relations with
•Personal growth
others
•Job interest
•Personal life
•Recognition
•Rate of pay, salary
•Responsibility
•Job security
•Working conditions
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
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 Training
In-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 SYSTEMS
AT P & G
P&G has initiated new evaluation and compensation system
With a forward looking perspective.
Work is reflected in compensation. This is based on the
Concept of contribution = compensation .
Performance is reveiwed by managers periodically.
IVERSITY IS THE VALUE
P & G CHERISH

P&G celebrate diversity .


Their belief is that every
Individual’s unique differences combine to
give Us the competitive edge ,
which helps us outshine others.
APPLICTION OF THEORY X
AND 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 tell
Their 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 letharjicattitude and after many times continues
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 Motivation
DONE

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

•Ef for t 
Perfor mance 
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 data
Teach employees how to interpret the
reports
Empower employees to make decisions for
success
Pay employees a fair share of the profits
Treat others as you would like to be treated”
Self-Managed Teams
Self-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
Programs
L. 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 that
Flexible 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  Fulfilling job
 Paycheck  Peer recognition
 Opportunity to  Project work
do good  Like people &
 Work with work
professionals  Diversity in job
 Good for the  Field
environment opportunities

Top Ten Motivators
1.Thanks personally, timely, often & sincerely
2.Take time to meet and listen to staff
3.Provide feedback
4.Encourage new ideas and initiative
5.Explain how employee fits into
organization’s plans
6.Involve employees in decisions
7.Provide ownership in their work
8.Recognize, reward, and promote based on
performance
9.Give chance to learn new skills
10.Celebrate successes!!!!
11.
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 by
1- Muhammad Fahad Shahid
2-Shahzeb Rafiq
3-Muhammad Faryal azad
4- Maria Khan
5- Bushra Mumtaz
BIBLIOGRAPHY :
STEPHEN. P ROBINS BOOK OF MANAGEMENT
HR . DEPT OF P&G

P&G WEB SITE


ANNUAL REPORTS

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