Choose any company you would like to use as an example and r

Choose any company you would like to use as an example and respond to the following: State the name of the company you have chosen and include a summary paragraph of your findings.

What does this company do to motivate their employees or squash their good efforts?

Solution

Company name - Procter and Gamble (P&G)

Procter and Gamble (P&G) is a world wide leader in the Fast Moving Consumer Goods (FMCG) products industry. P&G has presence in multiple number of countries and is the market leader in most of these marketplaces. The management of P&G credits its success mainly to its human resource strategic teams spread around the globe that recruits the most talented people in the industry and brings out the best of them through comprehensive and innovative employee motivation programmes. Even in the times of adversity, P&G has been able to cope with the temporary meltdowns only because of its diverse yet unique motivated workforce. That is why, keeping the employees motivated is a very important aspect in P&G’s success. Discussed below are the various motivational strategies and reward system that P&G incorporates in its strategic management.

Rewarding the employees: The management of the P&G gives importance to both monetary as well as non-monetary rewards to motivate their employees and enhance the value of the firm. The top performing employees of P&G are rewarded with stock options where the employees can conduct the stock exchange at a privileged price. Stock options are made a part of the remuneration package for the P&G employees that acts as an additional monetary benefits other than salary, housing allowance, medical and health insurance, etc.

Access to world class training programmes: The employees at P&G, irrespective of their position in the organisational hierarchy, have the access to the best of the training programmes in the world that are a part of the non-monetary award that human resource team at P&G deploys to keep the employees motivated and updated with the recent developments in their field of work. The need for the training programmes are regularly accessed and is in accordance with the nature and uniqueness of each employee’s work. The management trainee and future leadership programmes train employees to hold the positions of leadership in their future in the company.

Setting realistic targets: The team leaders and their sub-ordinates at P&G work in tight cooperation towards setting achievable and realistic targets to improve the performance of the team. When the goals are achievable and mutually beneficial for both the employees and the team leaders, it triggers off the motivation of employees geared towards organisational objective. P&G claims to have succeeded in most of the markets because of its strategy to use co-setting organisational goals and providing performance-based rewards to its employees.