Muhammad Ashhar

Leadership and Motivational Styles

followed by Procter and Gamble
Procter and Gamble (International)

 Procter & Gambler was formed by William Procter

(Candle maker) and James Gamble (Soap maker) in 1837
 P&G have been passed down from generation to
generation and are trusted in millions of living rooms,
kitchens, laundry rooms, and bathrooms. We are the
people behind the brands you know and love, and we're
dedicated to improving people's lives every day in tiny
but significant ways (P&G).
 Business Purpose: We think that making minor but
significant improvements to people's lives today and in
the future is important (P&G).
Procter and Gamble (International)

(Fortune, 2023)
P&G (Pakistan)
 Procter and Gamble Pakistan P&G is a Pakistani purchaser
merchandise organization which is an auxiliary of American global
organization Procter and Gamble. It is situated in Karachi, Pakistan.
 Adil Farhat is the current CEO of P&G of Pakistan
 There are wide range of products offered by P&G Pakistan that are
Baby Care product, Hair Care, Femnine Care, Skin Care, Health Care
and so on
 The contributions of workers across the company are reflected in
our civic engagement initiatives. Our initiatives help make sure
P&G employees are motivated, feel appreciated and rewarded, and
continue to develop as they expand the company and contribute to
the betterment of the communities in which we live and work.
P&G Product Portfolio
 Application of Maslow’s Hierarchy on
P&G
Food and drink are intended to
quench thirst and sate hunger because
there is a significant demand for both
foods and beverages, the corporation
should think about increasing
production of those items.
A person might consider a commodity
like medicated soap to be a social
necessity, especially if it is expensive.
This would persuade the customer
that the product is essential for skin
protection. The item would thus be
required for safety rather than for a
social requirement. The company's
market sales would unquestionably rise
as a result.
Application of Herzberg Theory on
P&G
 Herzberg noted that cleanliness and motivators are the two
elements that contribute to the motivation of labour.
Surprisingly, hygiene variables like money don't work as
incentives. Instead, if they are not satisfied, it will make
them less motivated.
 P&G understood the concept of Herzberg's theory of
motivation, followed the two variables of cleanliness and
motivators, responded favourably in both areas, and
implemented the unique mechanism in the business. All of
the aforementioned techniques have a significant impact on
staff retention and loyalty development (Chen, J, 2022,
p.18). 
Application of McClelland’s Need Theory on
P&G

 According to McClelland's Theory of Three Needs, a person can have

three different desires. Each person is driven by a desire for power, a
sense of belonging, or success. Usually, one trait predominates over
the others, although everyone possesses all of them.
 P&G is operating in global environment as they also focus on three
motivational needs that encourage their employees that includes
need of achievement, need of affiliation and through need of power
 Motivational Impact across P&G

 Employees who are motivated are devoted to their

employers and see the worth and social status in their
work. They are motivated to become their best selves for
the organisation as a result.
 Motivated workers generate greater profits.
 Employee Engagement Lowers Employee Turnover
 Employee Engagement Improves Work-Life Balance
 Employee Motivation Has a Direct Relationship with
Product Quality
 Motivated Staff Puts Customer Satisfaction First
(Recognize Newsletter, 2022)
Performance management system of
P&G
Employment Policy of P&G

 At P&G, we make an effort to foster an

atmosphere of trust and confidence at work.
Our Employee Rights Policy, which defends
our PVPs and respects International Labor
Standards, is a crucial component of our
commitment to our employees.
 Parental Leave Policy
 Flexible Work Policy
 Employee Civic Engagement
Outcome of Motivating Employees

 P&G's theory and application of positive

motivation has helped the company increase
output, quality, and service while also helping
employees achieve success, embrace
optimism, generate the energy needed for
change, build self-esteem and capability, and
manage their own development while
assisting others with theirs (Procter and
Gamble).
 Leadership strategy of P&G
Democratic Leadership Style
 Democratic leaders always encourage their subordinates by rewarding
achievement of goals and encouraging them to offer fresh ideas and
opinions. Democratic leaders have complete confidence and trust in
their subordinates and empower the subordinates to make decisions on
their own.
 P&G employs a democratic form of leadership. They think that by
promoting and rewarding
 P&G employees who they value and regard as their most significant
asset due to their dependable work & exceptional performance, they
can build their business from the inside out. Procter & Gamble respects
every person, including their customers and employees, and extends its
trust to them on the condition that they treat everyone fairly.
Advantages & Disadvantages of
Democratic Leadership
Advantages Disadvantages
 Workplace commitment  Making decisions takes
and contentment longer
 Greater inventiveness  Performance may
 Several options were deteriorate
produced  Overwhelm may strike
 Team cohesion and leaders.
decreased absenteeism
 Respect among group
members
Performance Management
 Prior to anything else, you must have goals that are crystal clear, and
they must be at the corporate, departmental, and functional levels.
 Create a plan including all the immediate and long-term requirements.
 The journey must be guided for the workers. Provide them with
ongoing feedback so they may focus their efforts on achieving the
proper objectives.
 Analyse the output of your personnel. This could be accomplished by
evaluating how effectively the aims have been achieved. monitoring
their production by looking at the labour productivity ratio.
 Finally, provide workers the appropriate rewards. These benefits may
include monetary bonuses and commissions as well as non-financial
recognition such as employee of the month awards, title promotions,
increased responsibility, etc.
References
 Chen, J, 2022, ‘Employees Motivation Mechanism in Fast Moving Consumer
Goods Industry Case of Procter & Gamble’, Advances in Economics, Business
and Management Research, vol. 648, pp.15-18
 Fortune, 2023, ‘Company Information: Procter and Gamble’, Fortune, 2 nd
February, viewed 6 February 2023,
https://fortune.com/company/procter-gamble/
 Procter and Gamble, ‘ Policies and Procedures’, P&G, viewed 6th February 2023,
https://us.pg.com/policies-and-practices/purpose-values-and-principles/#:~:te
xt=We%20will%20provide%20branded%20products,and%20for%20generatio
ns%20to%20come
.
 P&G, ‘Who we are’, Procter and Gamble, viewed 6 February 2023,
https://pk.pg.com/who-we-are/
 Recognize Newsletter, 2022, ‘Impact of Employee Motivation
on Organizational Performance’, Recognize, 26th February, viewed 6th February
2023, https://
recognizeapp.com/cms/articles/how-employee-motivation-impacts-organizati
onal-performance