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Term Paper on Unilever Bangladesh Limited

Prepared for

Md. Fazla Mohiuddin

Lecturer
BRAC Business School
BRAC University

Prepared by
(Sec-01)
Md. Mahtab Hossain - 15104126
Amrito Das - 15104122
Nabila Farhin - 15104125
Ninia Akter Papia - 15104118

Submission Date: April 06, 2016

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Acknowledgement
In performing our assignment, we had to take the help and guideline of some respected
persons, who deserve our greatest gratitude. The completion of this assignment gives us
much Pleasure. We would like to show our gratitude Md. Fazla Mohiuddin, Course
Instructor of BRAC University for giving us a good guideline for assignment throughout
numerous consultations. We would also like to expand our deepest gratitude to all those who
have directly and indirectly guided us in writing this assignment.

Many people, especially our team members itself, have made valuable comment suggestions
on this proposal which gave us an inspiration to improve our assignment. We thank all the
members of Group 05 for their help directly and indirectly to complete this assignment.

Above all, we would like to show our gratitude towards the Almighty for his blessing on us
and under his guidance we were able to get done with the term paper.

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April 06, 2016

Md. Fazla Mohiuddin

Department of Business Administration,

School of Business Studies,

BRAC University

Subject: Submission of Term Paper.

Dear Sir,

We would like to submit our term paper on the topic which you have assigned to us. The
knowledge that we have gathered from the course “Organizational Behavior” had help us to
completed our term paper.

We are thankful to that entire people who has helped us to gather all the important
information and gave us valuable advices. Sir, we would be happy if you read our report
carefully and we will try our best answering to all of your questions that you have about the
term paper.

We have attempted our label best to finish this term paper seriously and accurately, however
much as could reasonably be expected. We do accept that our tedious exertion will help you
to excel with this kind of endeavor. For this situation it will be significant to us. In any case,
on the off chance that you require any support in deciphering this task please get in touch
with us without any kind of hesitation.

Thanking you.

Yours obediently,

Group 05

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Table of Contents
Executive Summary...............................................................................................................................4
Introduction...........................................................................................................................................5
The individuals.......................................................................................................................................5
Diversity in organization:...................................................................................................................5
Attitudes and job satisfaction:...........................................................................................................6
Mood and Emotions..........................................................................................................................7
Personality and values:......................................................................................................................8
Perception and individual decision making:......................................................................................8
Motivation concepts:.........................................................................................................................9
The Group:...........................................................................................................................................11
Understanding Work teams:............................................................................................................11
Communication:..............................................................................................................................12
Leadership:......................................................................................................................................13
The organization system:.....................................................................................................................14
Organizational culture of Unilever Company:..................................................................................14
Organizational Change and Stress Management:............................................................................15
Conclusion:..........................................................................................................................................18
Bibliography:........................................................................................................................................19

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Executive Summary

Motivation can also be defined as one's direction to behavior or what causes a person to want
to repeat a behavior and vice versa Unilever is using so many motivation strategies or theory
which enhances the performance and satisfaction among the employees and it also encourage
and prefer the team work. The Unilever has formed The Women Resource Council which
helps women employees to educate and trained about new technologies and it really
motivates and helps them to work with their full efficiency. Unilever employees not satisfied
with their jobs; unsatisfied employees at Unilever are more likely to quit; employees at
Unilever are more than moderately satisfied with workplace conditions and pays and
promotions; employees at Unilever are not satisfied in terms of fair rewarding; and
employees are moderately satisfied with employment evaluations, employee wellness
programs, employee training and development, and perks and benefits. Cross Functional
Teams: The cross functional teams of Unilever is the 'Management teams' and 'Committees'
which are consists of executives who are from different departments and works for
communication and keeping track of work. Organizational Change and Stress Management:
Dove and Sunsilk, Omo and Surf, Rama and Flora were awesome customer items; however
they got to be overall brands due to the capacities of Unilever. Quite a bit of Unilever's
history from the 1960s rotated around the strain between holding the advantages of nearby
market information and choice making, and containing the hindrances of extreme
decentralization and discontinuity. The administrative expenses of an excess of
decentralization, and enhancement into organizations as different as ships and floor covers,
got to be clear as the oil emergency in 1973 changed Unilever's home business sector in
Europe from a quickly developing "Wonder" economy into one harrowed by subsidence and
expansion.

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Introduction

Organizational behavior (OB) is the study of the way people interact within groups. Normally
this study is applied in an attempt to create more efficient business organizations. The central
idea of the study of organizational behavior is that a scientific approach can be applied to the
management of workers. Organizational behavior theories are used for human resource
purposes to maximize the output from individual group members.

The individuals

Unilever Bangladesh Limited (UBL) is the leading fast moving consumer goods company in
Bangladesh with a heritage of 50 years and products that are present in 98% of Bangladeshi
households. Individuals are very important for any organization especially for the
multinational company like Unilever. According to Robbins, Judge and Vohra (2014) the first
level of OB model is the individuals and under this individual level there comes diversity in
organization, attitudes and job satisfaction, emotions and moods, personality and values,
perception and individual decision making, motivation concepts, motivation: from concepts
to applications. Now we are going to explain some of these points which is more or less
relating to Unilever Bangladesh as we are doing research on this company.

Diversity in organization:

Diversity at Unilever is about inclusion, embracing differences, creating possibilities and

growing together for better business performance. Unilever is committed to becoming a truly
diverse and inclusive company. This is not only just the right thing to do, it is crucial to
helping them to reach their target of doubling the size of their business while reducing their
environmental impact. To deliver these business goals, it is vital that they have people with
the right talent, skills and creativity. They believe that having a gender-balanced, engaged
workforce that reflects their consumer base is a critical element of their long-term growth
strategy. Creating an inclusive environment that enables all individuals to perform to their
full potential, irrespective of which they are, will help them win equitably and sustainably.
Unilever embrace diversity in their workforce. This means giving full and fair consideration
to all applicants and continuing development of all employees regardless of gender,
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nationality, race, creed, disability, style or sexuality. Their commitment is to set out in our
Code of Business Principles.

Attitudes and job satisfaction:

Attitudes

According to Robbins, Judge and Vohra (2014) states that attitudes are evaluative statements
or judgments concerning objects, people, or events.

There are three basic components of attitude.

Affective Components: This component includes the feelings of a person about and object.
These feeling could be positive, negative or neutral. While customer service representative
displays positive feelings, a police officer or a bill collector would exhibit negative feelings.
Similarly while discharging administrative duties public servants are required to show neutral
feelings.

Cognitive component: The beliefs and information that the individual has about the object
are the informational component of attitude. Here it makes little difference if the information
is correct or incorrect.

Behavioral component: This component of attitude consists of a tendency of an individual

to behave in a particular way towards and object. Only this component of attitude is visible as
the other two can only be inferred.

Attitudes are related to job satisfaction so it shows that if the employees are satisfied enough
their attitudes are up to the mark according to any company policy.

Job satisfaction

Job satisfaction or employee satisfaction has been defined in many different ways. Some

believe it is simply how content an individual is with his or her job, in other words, whether
or not they like the job or individual aspects or facets of jobs, such as nature of work or
supervision. Others believe it is not so simplistic this definition suggests and instead that
multidimensional psychological responses to one's job are involved. Researchers have also

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noted that job satisfaction measures vary in the extent to which they measure feelings about
the job (affective job satisfaction) or cognitions about the job (cognitive job satisfaction).
Unilever Bangladesh limited strongly focuses on job satisfaction because it is a very
important fact for any company and Unilever gives there employees various facilities like
standard salary, transport facilities, bonus, work environment, power, recognition, work-life
balance etc. Employees are more satisfied with their current job if they see a path available to
move up the ranks in the company and be given more responsibility and along with it higher
compensation. Unilever Company encourages employees to acquire more advanced skills
that will lead to the chance of promotion. Unilever often pay the cost of tuition for employees
taking university courses, for example. During an employee's annual performance review, a
supervisor should map out a path showing her what she needs to accomplish and what new
skills she needs to develop in order to be on a track to advancement within the organization.

Mood and Emotions 

Mood and emotions at work are related to job satisfaction. Moods tend to be longer lasting
but often weaker states of uncertain origin, while emotions are often more intense, short-lived
and have a clear object or cause. Some research suggests moods are related to overall job
satisfaction. Positive and negative emotions were also found to be significantly related to
overall job satisfaction. Frequency of experiencing net positive emotion will be a better
predictor of overall job satisfaction than will intensity of positive emotion when it is
experienced. Emotion work (or emotion management) refers to various types of efforts to
manage emotional states and displays. Emotion management includes all of the conscious
and unconscious efforts to increase, maintain, or decrease one or more components of an
emotion. Although early studies of the consequences of emotional work emphasized its
harmful effects on workers, studies of workers in a variety of occupations suggest that the
consequences of emotional work are not uniformly negative. It was found that suppression of
unpleasant emotions decreases job satisfaction and the amplification of pleasant emotions
increases job satisfaction.

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Personality and values:

Unilever values guide people in their judgments, decisions and actions they take every day.
These values underpin everything people say and do.

Integrity: They are committed to integrity because it creates our reputation, so we never
compromise on it. It defines how they behave, wherever they are. It guides them to do the
right thing for the long-term success of Unilever.

Respect: They are committed to respect because people should be treated with dignity,
honesty and fairness. They celebrate the diversity of people, and they respect people for who
they are and what they bring.

Responsibility: They are committed to responsibility because they want to take care of their
consumers, customers and employees, as well as the environment and the communities in
which they operate. They take this personally and always do what they say they will do.

Pioneering: They are committed to the pioneering spirit because it created them and still
drives us as a business. It gives them the passion for winning and for creating a better future.
It means that they are always willing to take intelligent risks.

Perception and individual decision making:

Perception: Perception is a process by which individuals organize and interpret their sensory
impressions in order to give meaning to their environment. However, what we perceive can
be substantially different from objective reality. For example, Unilever employees in a firm
may view it as a great place to work—favorable working conditions, interesting job
assignments, good pay, excellent benefits, understanding and responsible management—but,
as most of them know, it’s very unusual to find such agreement.

Individual decision making: An unconscious process created out of distilled experience.

Individuals in organizations make decisions, choices from among two or more alternatives.
Unilevers top managers determine their organization’s goals, what products or services to

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offer, how best to finance operations, or where to locate a new manufacturing plant. .
Unilevers Middle- and lower-level managers set production schedules, select new employees,
and decide how to allocate pay raises. Unilevers Nonmanagerial employees decide how much
effort to put forth at work and whether to comply with a boss’s request. Organizations have
begun empowering their nonmanagerial employees with decision-making authority
historically reserved for managers alone. Individual decision making is thus an important part
of organizational behavior. But the way individuals make decisions and the quality of their
choices are largely influenced by their perceptions.

Motivation concepts:

It is the processes that account for an individual’s intensity, direction and persistence of effort
toward attaining a goal – specifically an organizational goal. Motivation is literally the desire
to do things. It’s the crucial element in setting and attaining goals and research shows you can
influence your own levels of motivation and control. Motivation can also be defined as one's
direction to behavior or what causes a person to want to repeat a behavior and vice versa

Unilever is using so many motivation strategies or theory which enhances the performance
and satisfaction among the employees and it also encourage and prefer the team work. There
are some strategies which are considered as the best practice to motivate the employees.

Firstly, The Unilever is the 1stcorporation which introduce the profit share plan with
employees in term of giving them share, bond, bonus share, dividends, store
discount, pension saving account and a part from the net profit. 94.5% of its employees have
healthcare insurance coverage. Kamran Bkar, Unilever’s chairman and MD officer said that
we treat our employees as an equal partner of the corporation. It helps employees to enhance
their work efficiency, to feel secure and valuable.

Secondly, sharing profit and providing ownership are not enough alone to motivate
employees. Mike said we set the goals and encourage competition amongst employees’ in
order to make them very effective. They also use term cross-pollination in which managers

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from different branches switch their job with each-other and those who performed well get
award in term of money, bonus and promotion also for example in 2008-09 The Unilever
awarded near 90000 employees. They spend near $634.4 million on awards and bonus which
was 46% more than 2007-08.

The Unilever sponsored the multicultural festival in 2008-09 for employees. They did
exhibition, fashion show, team drama, Latin dancing and singing which helped employees
who are from different culture to work in a team.

Moreover, The Unilever provides equal rights to women employees. Dottie Mattson, GMM
of Women’s Apparel for The Unilever, There is no differentiation between women and men
employees. Women continue to make growth, progress and promoted at The Unilever.

60% of workforce is women in The Unilever. It stands out as the first choice of women
for doing job. The Unilever has formed The Women Resource Council which helps women
employees to educate and trained about new technologies and it really motivates and helps
them to work with their full efficiency. It was named in 2008-09 one of the best
companies by National Association for Female Executive, America because of women
welfare.

The Unilever is using Maslow’s Hierarchy of Needs theory, for example, they provide good
salaries to the employees and 94% of the employees have healthcare insurance, multicultural
festivals etc. In short, all that was needed to increase the level of motivation of the employee.

The Unilever is using cognitive and goal setting theory. In goal setting theory firstly an
Organization set the goal for employees, encourages them to achieve those goals and those
who work hard, they get reward. As I have mentioned The Unilever also set the goal and
encourages employees to achieve them and those who work hard, they get reward, bonus
and promotion, this is cognitive theory.

However, unilever employees not satisfied with their jobs; unsatisfied employees at Unilever
are more likely to quit; employees at Unilever are more than moderately satisfied with
workplace conditions and pays and promotions; employees at Unilever are not satisfied in
terms of fair rewarding; and employees are moderately satisfied with employment
evaluations, employee wellness programs, employee training and development, and perks and
benefits.

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The Group:

Group is important for any organization especially for the multinational company like
Unilever. When more than one person comes together and works together for achieving
organizational goal that is called group. According to Robbins, Judge and Vohra (2014) the
second level of OB model is group and under this group level there comes communication,
work teams, group decision making, leadership, power and politics, conflict and negotiation
and foundation of organization structure. Now we are going to explain some these points
relating to Unilever Bangladesh as we are doing research on this company:

Understanding Work teams:

We are all aware about the fact that Unilever Bangladesh Ltd. Is one of the largest
multinational company and it is running successfully for many years. There are many reasons
behind this success and one of them is teamwork. They create many teams and do many team
works. By working together they achieve their organizational goals. We are going to describe
those teams how they work, what is their role, various kinds of teams etc.

Works Teams: According to Robbins, Judge and Vohra (2014) states that a group whose
individual efforts result in performance that is greater than the individual inputs. In work
teams members work for a collective performance, have a positive synergy and discussions
are carried out together and the responsibility are both mutual and individual in nature.

Roles of Team: Robbins, Judge and Vohra (2014) say about the key roles of team that are
linker, creator, promoter, assessor, organizer, producer, controller, maintainer and adviser. If
any team wants to be successful they need to fulfill all the rolls. There are many teams where
one member plays multiple roles.

Various teams of Unilever Bangladesh Limited: The name of the teams and their works are
given below:

(1)Problem Solving Team: Unilever has formed ‘Quality Circle’ team for ensuring
productivity, quality and the work environment. These team works as a problem solving team

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where 5-12 hourly employees meet each week for hours to solve the problems of their
organization and improving the condition of it.

(2) Self- Managed Work teams: Unilever has ‘Sales Team’ as self manages work team
which is an independent team. It not only finds solutions for the problems but also
implements it. And also takes the responsibility of outcomes.

(3) Cross Functional Teams: The cross functional teams of Unilever is the ‘Management
teams’ and ‘Committees’ which are consists of executives who are from different
departments and works for communication and keeping track of work because of these team
the productivity increases.

There are other teams in Unilever who are controlling the technologies of this organization
and other departments. However, for any organization team work is important. For this
reason Unilever Bangladesh inspires our young generation to work in teams through
arranging competitions among students of various universities. Team ‘Boom Boom’ from
‘University of Dhaka- Institute of Business Administration’ became Champions of Unilever
BizMaestros 2015, beating 159 teams from campuses across the Country. (“Unilever
Bangladesh,”2015)

Communication:

Communication is an essential tool for getting success in business. It is important from

promoting a product to guide an employee in his/her work which means communication is
needed both outside and inside of the organization. In Business communication goes through
a process. There are two main people in communication one is sender and another one is
receiver. Robbins, Judge and Vohra (2014) mentions the key parts of communication process
and these are (1) sender , (2) encoding , (3) The message ,(4)the channel , (5) decoding , (6)
the receiver ,(7) noise and (8) feedback . How Unilever Bangladesh goes through these
communication processes I am going explain these through an example.

Sender: sender is the person who sends idea or information and it is the source of any
communication. Here Unilever Bangladesh is the sender.

Encoding: Secondly the encoding comes where the idea or information gets symbolic form
which will be transferred to the person whom the sender wants to communicate the idea. In

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that point Unilever advertising agency will give the idea a symbolic form and convey the
message to the audience.

Message: The symbolic form of the idea is the message which will be transmitted through
the media. For example, advertisement of Dove is the message given by Unilever.

Media: Through which the message goes to the actual receiver is called media. In case of
advertising Dove TV, social media, radio etc. Unilever can use as media.

Decoding: The message that is send to receiver needs to be translated into understandable
form which is called decoding. In our example, Consumers watch the advertisement of Dove
and gets the message that was decoded.

The receiver: Receiver is the person who gets information. Here, consumers are the receiver
who watches the Dove advertisement.

Noise: Noise is the problem in communicating the message which changes the actual
message and change it into a different message. This may occur for many reasons suppose the
medium though which consumers watching or hearing the advertisement may have problem.

Feedback: Feedback refers to observing how much we have become successful in conveying
the message. Both positive and negative results can come. It depends on the consumers.

After all these discussion we can say that communication needs to done step by step for an
effective Business communication process. It was an example of outside communication, In
case of inside communication in organization we can use email, telephone, meetings etc. as a
media of communication. However, a multinational company like Unilever cannot deny the
importance of communication because it is one of the roots of their success.

Leadership:

As we know leadership means the ability of a person through which he/she leads a group of
people for achieving organizational goals. Creating goals, motivating and directing
employees are the qualities of a leader. Every organization has a leadership style or model.
Unilever Bangladesh Limited Company is not different from that and they have a leadership
model through which they can take faster decisions. They have Directors, Senior Corporate
Officers and Unilever Leadership Executive. They have five different departments which are
headed directors. As they have a reporting system every manager reports to their respective

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directors. When they need a leader they look the qualities that a person should have as a
leader that are creativity, courage and committed to their work. The leaders of Unilever
Bangladesh company has large responsibilities in their career such discussion about career
development, cross functional and international exposure all these helps them to turn into
strong leaders. “Kamran Bakr is a Chairman and MD of Unilever Bangladesh Company
Limited joined in 1990 and after working in a variety of roles like production, development,
industrial relations as well as short term assignment to central Asia & Middle East Regional
Innovation Center. Then he was appointed as Technical Director in 1997. Later in 2002,
appointed as Supply Chain Director, his role was expanded to include Planning, Procurement
& Distribution aspects of the business “Unilever Bangladesh”. In Unilever Bangladesh
Limited the leadership changes with increasing of the qualification and experience of a
leader. So, we can say that leadership is also important for Unilever Bangladesh Company
like other company.

In conclusion, it is not easy to maintain a multinational company because the structure of this
company is complex. Whatever Unilever Bangladesh is maintaining all their works and
structures properly rather they will not be able to get success in their business. And after the
discussion we also can say that all the points that communication, work teams and leadership
are related to group. So group is a combination of all the things and if they are maintained
properly then the whole organizational structure will be maintained successfully.

The organization system:

Organizational culture of Unilever Company:

Unilever has three cultural characteristics-

1. Focus on execution – singular execution and authoritative execution

2. Focus on quality – nature of yield in all regions

3. Efficiency – effective work through innovation and different apparatuses.

Unilever's authoritative society is centered on execution and quality. This hierarchical society
is detectable in the long history of the organization. The business has developed from a little

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firm to a worldwide powerhouse. Unilever's authoritative society of execution and quality is
showed in the nature of the company's items. These items stay aggressive in the worldwide
business sector regardless of intense rivalry. Unilever has likewise beaten proficiency through
innovation and advancement in its interior business forms.

Administration Reinforcement Culture: Unilever's prosperity is somewhat taking into

account the capacity of pioneers to bolster a society of execution and quality. The company's
pioneers utilize the business sector based and come about based ways to deal with deal with
the firm and drive execution higher. Market-based administration utilizes market information
to roll out improvements in administration strategies. Results-construct administration centers
with respect to the accomplishment of craved results. These methodologies utilized as a part
of Unilever's administration bolsters business uprightness. Honesty is critical in mergers and
acquisitions, where combination is required for effective authoritative blending. Unilever's
authority bolsters respectability for the progression of the authoritative society of execution
and quality even after mergers and acquisitions.

Structure of culture and leadership: Initiative impacts the advancement of the authoritative
society of Unilever. This hierarchical society influences the improvement of human asset
structures and practices. Unilever's authority fortifies the authoritative society of execution
and quality. Such fortification gets through pioneers' standard observing and assessments, and
in addition duty and backing. The aftereffects of assessments are utilized for managing HR
rehearses that strengthen Unilever's hierarchical society of execution and quality.

Performance based culture: Unilever's way of life is a culture of execution. The diverse
segments of the business are centered on enhancing budgetary execution and nature of items.
Through powerful administration, singular execution is bolstered. Through community
endeavors of pioneers from various offices, the firm likewise guarantees an authoritative
society of execution. Consequently, Unilever's way of life of execution is showed at the
individual and hierarchical levels.

Organizational Change and Stress Management:

Dove and Sunsilk, Omo and Surf, Rama and Flora were awesome customer items; however
they got to be overall brands due to the capacities of Unilever. It was not astounding that the
Kbudgetary markets had issues esteeming the business, which appeared on occasion to take
after to a greater degree a holding organization or aggregate than whatever else, nor that most

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purchasers scarcely realized that Unilever accordingly existed. Unilever had, in the first
place, solid abilities in marking and advertising. Unilever's brands were not sufficiently solid
to keep the development of private names in Europe, yet they were adequate to keep up
Unilever's solid position in higher edge items. The frozen yogurt and different nourishments
organizations were manufactured quietly by the obtaining of one nearby firm after another,
and their merging into the Unilever model. The obtaining of Brooke Bond showed that
Unilever could make an unfriendly securing, while the obtaining of Chesebrough-Pond's two
years after the fact demonstrated that Unilever could move rapidly and definitively in the
event that it wished. Unilever's capacity to distinguish procurement targets, and to assimilate
the abilities of gained organizations, got to be one of its central upper hands. Unilever's
principle issue was the time it took to transform experimental learning into effective marked
products. It entered the 1960s with an association that was so decentralized as to be divided.
Fourthly, inspire of the fact that a position of safety partnership, Unilever was installed in
business frameworks and official choice making around the world. Its initial "confinement"
arrangements opened up the most senior positions inside working organizations to nationals,
empowering Unilever to tap astounding staff everywhere throughout the world. A solid
corporate society, which existed together with various subcultures, turned Unilever's
administration into the focal tying power of the organization, keeping it from turning into a
"combination" even at its generally enhanced. There were couple of "irregular" individuals in
the higher positions of Unilever, yet contrasted with most organizations, Unilever was
recognized worldwide by skillful and expert administration. Albeit Unilever had a firmly
organized senior administration, the convention of decentralized power made in a few regards
one of the world's slightest firm substantial organizations and one in which building up needs
in the designation of assets were troublesome. Unilever got itself loaded, particularly in
Europe, with a high cost structure, and the errand of overseeing organizations far expelled
from the assembling and marking of bundled customer merchandise. Quite a bit of Unilever's
history from the 1960s rotated around the strain between holding the advantages of nearby
market information and choice making, and containing the hindrances of extreme
decentralization and discontinuity. The administrative expenses of an excess of
decentralization, and enhancement into organizations as different as ships and floor covers,
got to be clear as the oil emergency in 1973 changed Unilever's home business sector in
Europe from a quickly developing "wonder" economy into one harrowed by subsidence and
expansion. The choices to seek after the "third leg" in sustenance’s, to construct an overall
frozen yogurt business, and to portion the margarine market demonstrated basic to Unilever's
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future. Amid these years additionally Unilever's vital intuition turned out to be more engaged,
with an accentuation on reconfiguring the topographical premise of its business. There had
been real advance at cutting expenses, yet less in making an air for additional dynamic danger
taking.Van nook Hoven and Orr at last took the choice to reassert Unilever's power over its
organizations in the United States. Unilever's frail execution in the United States business
sector was an unsustainable position for a firm that tried to be a worldwide buyer
merchandise player. The obtaining of National Starch exhibited to its own particular A, as
much as to untouchables, that Unilever was adequately confident to secure a huge firm on the
planet's biggest business sector. In Europe, Unilever's hierarchical legacy, and additionally
social enactment in the greater part of Europe, forced requirements on what could be
accomplished in the legitimization of generation offices and brands. In a few regards the most
remarkable accomplishment of the 1970s was to hold Unilever's business in developing
markets, in spite of the developing political dangers and low settlements from major markets,
for example, India. The methodology affirmed at the Marlow meeting in the spring of 1984
measured, in Unilever terms, to an upset, which over the accompanying six years contracted
the crevice between Unilever's top capacities and its execution. The key accomplishment was
the recognizable proof of Unilever as being in the quick moving shopper products business.
The securing of Chesebrough-Pond's empowered Unilever to wind up a world pioneer in
individual mind generally as the business was globalizing and uniting, and also contributing
significantly to the further recharging of Unilever's business in the United States. By 1990
Unilever might have held attributes of a "club," however being a Unilever chief couldn't be
reasonably described as a "noble occupation." It was the absolute opposite of the charming
CEO progressively supported by expansive corporations.2 It scarcely added to an element
corporate picture that Unilever was driven by a Special Committee, and it did little to foster
an entrepreneurial society inside of the business. Taking care of business, the Special
Committee gave an instrument to real choices to be come to in an adjusted design, and in
addition giving a premise to the British and Dutch segments of Unilever to exist together with
each other.

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Conclusion:
 
Unilever Bangladesh limited is one of the leading multinational companies in Bangladesh.
According to the Fortune Global 100 list in 2014, Unilever has the biggest private employer
in the world. Unilever has stayed true to its roots by continuing to offer everyday low prices.
They want their customers to trust in their pricing philosophy and to always be able to find
the lowest prices with the best possible service. Hence, all the above the country Unilever,
motivation, group behavior, team work, communication, leadership and organizational
culture shows that the company can provide useful products to the people around the globe.

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Bibliography:
 Case study unilever (2014).
Retrieved from : http://changellenge.com/wp-content/uploads/2014/04/CL-Unilever-
Organizational-changes-in-INMARKO-ENG.pdf
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