Unilever and Proctor Gamble Essay Sample free essay sample

A Frenchman named Henri Fayol ( 1841-1925 ) . although an applied scientist came up with a theory. He changed the ideas of concern disposal and sculpted a construction of direction that is practiced even now in this twenty-four hours and age by a huge figure of companies worldwide. This theory of his. now normally known as ‘The 14 rules of direction by Fayol’ is traveling to be applied in two mega-organisations such as Uniliver and Proctor A ; Gamble ( P A ; G ) : Proctor A ; Gamble and Unilever are two large transnational corporations that manufacture a big scope of consumer goods such as drinks. nutrient. personal attention merchandises. merchandises for the place. etc. The former is an American transnational corporation while the latter is a Dutch-British transnational corporation. In around 1997. Unilever decided that it was clip to get down populating up to its possible. The new aim to increase focal point and better consequences. unsurprisingly go a precedence. We will write a custom essay sample on Unilever and Proctor Gamble Essay Sample or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page Clear way was set and it was agreed about nem con that the company should direct its focal point on specific undertakings and merchandises that mattered. For case. the sale of the chemicals concern in 1997. although considered as a really promising chance. if holding been allowed to stay in the portfolio would hold resulted in a divergence of managerial attending. labor. support. etc. This helped Unilever impart more of its clip and energy into their other merchandises as they didn’t have to worry about the chemical concern any longer. This and other such cases finally lead to a steep growing in the development for Unilever. In the 1990s. Unilever realized that it wasn’t developing and turning really fast – both in footings of net income and size. The head of the many jobs was that they focused a considerable sum of clip and energy on excessively many undertakings. most of which did non necessitate that much attending. Finally. Unilever realized that although th ey had the equal cognition and means to turn on a much faster and larger graduated table. non plenty was done to work the economic system to do a serious and desirable growing jet for them. A serious lacking of enterprise was merely but obvious. Although there was creativeness. there was no 1 to take up the wand and run with the thought. Inaugural doesn’t halt at the thought. What makes it count is when the thought blazes into a world through the flickers of executing. Since the start of the new century. thoughts were executed and the steady growing was inevitable. And to promote this. Unilever invested US $ 1 billion for the twelvemonth 2001 dedicated for the intent of research and development. It besides added an excess US $ 5. 7 billion for the selling of its merchandises. In an inspirational film Remember the Titans ( 2000 ) ; the manager of a high school American-football squad is faced with the undertaking of unifying his participants who are of both races. black and white. At that clip. due to the fortunes sing racism. to even believe of equity between the two antecedently mentioned races as a possibility would be madness. And to add to the coach’s mountain of a state of affairs. he needed credence into his squad as he was an African American. But one line that doesn’t fail to talk to the bosom of the spectator is when Coach Boone. standing on the same land where the Gettysburg Battle was fought. expresses the desire for his squad to develop the espirt de corps by shouting out these words to his squad. â€Å"If we don’t come together on this hallowed land. we excessively will be destroyed! † Equity and esprit de corps travel hand-in-hand. And Unilever. acknowledging that they were one of the most international companies in the universe. ensured that by first settling the fact that each individual was equal to another and cipher was higher than another by race. faith. sex or any other factor. Because without recognizing equity. people can non develop the espirt de corps which requires harmoniousness and integrity among people. Once Unilever had dealt with equality among the employees. it was easy to blend people into different squads and therefore bring forth greater consequences as different positions and positions were added to teamwork with the aid of different backgrounds. huge experiences and diverse civilizations from these employees. A really similar policy was followed and still is followed in P A ; G. P A ; G’s strive for regard to be shown throughout and on every degree of the company hopes to finally see a complete abolition of force. favoritism. subjugation. etc. and therefore finally develop the e sprit de corps for itself in harmoniousness and integrity. Many organisations consider the wage of its employees slightly of a delicate fuss. The existent battle lies in happening the right balance between working hours. benefits. committees and wages that will profit both the company and the employee. However. if this ‘balance’ is met. the opportunities of a company maintaining its employees run enormously high. In the instance of Unilever. they had made a program to maintain their employees every bit long as they perchance could. They started out by first choosing the right people for the occupation. By and large. these were people who showed high potency. Once the individual was selected. a good wage was given to him along with sensible working hours and plentifulness of benefits. This resulted in a steady turnover from the employees and a stableness of forces as employees were happy with their on the job conditions and didn’t feel the demand to happen work in new grazing lands. It was besides of benefit to Unilever as effectivity and overall consequences turned for the better of the organisation. By maintaining its employees. Unilever was really giving them much more experience in their peculiar field of work and besides heightening the opportunities of publicity within the company instead than outside engaging which normally turns out to be a more expensive and drawn-out procedure. P A ; G by and large has the lesser sum of jobs when it comes to wage and stableness of its employees. As the employees are introduced into the company after seminars. development plans and leisure trips to the U. K. and Ireland. a comfort zone is unwittingly built for them. They are besides given particular attending and are made to go to several classs on the debut and operation of P A ; G. Besides a heavy wage. employees are awarded immense inducements and fillips for finishing undertakings. Incentives are given to three classs of productiveness: top performing artists ( those who perform much better than the set mark ) . cardinal subscribers ( those who perform what they were asked ) and those who perform below the mark set for them. The company sets its wage on the same degrees as that of other major worldwide companies but chooses to present high fillips to promote its employees to avoid absenteeism and slack in productiveness. In 2001. Unilever found the demand to split work . after the procurance of top companies such as Bestfoods and Slimfast. These new methods of direction split the focal point from a really general position to a specific manner of direction. A separate section was set up to overlook the proceedings for nutrient and another was set up to make the same for homo and personal attention. Each section had its ain research squad and concern squad. Hence. different marks were set for each section so that each section would endeavor for excellence through a monolithic encouragement to its invention and quicker determination devising. which would ensue in a quickening in the execution of those determinations. Unilever. with its long-run attack to direction and growing. found that it is better for an person to travel from one runing company to another ( within Unilever ) so as to acquire the maximal experience he perchance can and to broaden his position on direction itself. Although this may look to be as a mark of uncertainness and unrest in the short-run. in the long tally this is a policy has proven dramatic consequences as directors return back to the first subdivision as senior directors and company function theoretical accounts. Puting the general good of the company foremost means puting the organisational aim as precedence over the personal end. This doesn’t imply that the personal aims of the employee are to be cr ushed and that they are to make merely as the company orders. What this really means is that even though every employee has his/her ain ground for fall ining the peculiar company. imparting those grounds in such a manner that it is good to the company and to the employee is what is desirable. P A ; G allows its employees to take drawn-out holiday interruptions and work lesser hours a hebdomad but on a status that when the employees are working. there is a 100 % productiveness and effectivity from their portion. Even though it may look as a though P A ; G is losing clip because its employees are working less compared to those in other companies. it is really the solution to their high productiveness rates. When it comes to ‘calling the shots’ . the people in higher places with the greater authorization make the determinations. Authority is the right to give orders and to obtain obeisance. There are chiefly two ways in through which these determinations are taken: centralisation or decentalisation. Most organisations use a mixture of both systems. Centralization is when the determinations are made at the caput of the house. Although considered as parent companies. both Unilever N. V. ( Netherlands ) and Unilever plc. ( U. K. ) operate a batch as a individual entity. A commission of seven members. led by the presidents of both subdivisions in Netherlands and the U. K. are responsible for strategically taking the other smaller subdivisions around the universe. Ever since the 1970s. Unilever had been following such a construction. Although this may look the best manner to travel about doing determinations. it is really a very clip consuming and energy disbursement method. And because of this centralisation. there was a monolithic failure when Unilever wanted to unify with other companies. Ever since 2005. the determination to deconcentrate power has proven to be the right measure frontward. Even though this is a long procedure that can non be done nightlong. and is still in the procedure of being wholly realized. the benefits of this alteration are bearing fruit for Unilever. However. the scalar concatenation is still being respected in Unilever. This means that the higher up the concatenation the individual is. the more authorization and duty is g ranted to him. It besides ensures that every individual still has a foreman to describe to. As famously said by Uncle Ben to the chief character Peter Parker portrayed by Tobey Maguire in the action film Spiderman ( 2001 ) . â€Å"With great power comes great duty! † so does the same apply to direction. If a individual has authorization over another. so he is besides responsible for the development of that subsidiary. Besides if a individual has a foreman. so no 1 else is allowed to give him instructions that change the initial direction given to him by his ain foreman. This means that there must be some kind of integrity in bid when it comes to teaching a individual. A individual can non hold two different higher-ups giving him instructions over one same affair. This will take to heavy contradictions and confusion among the subsidiaries. Decentralization is the sort of order that runs in P A ; G. Employees. unlike those in Unilever are allowed to do certain determinations within their boundaries drawn out to them. They are given much more authorization but besides on their home bases. come a batch more duty. Despite P A ; G being an exceptionally big administration. the communicating that appears to be taking topographic point between directors and employees is surprisingly really informal and societal. Even though formal meetings. are held between a director and his subsidiary. in P A ; G a d ifferent type of communicating is noticed. Here the senior director is allowed to speak to a junior employee anytime he feels like even to the extent that a insouciant tiffin is allowable and frequent. In add-on to that. employees are encouraged to subject suggestions on a quarterly footing to the HR section where so an one-year elaborate feedback is forwarded to the director based on the suggestions and ailments sent in by his employees. Discipline from Employees can non be overlooked. To obey the regulations and ordinances set by the administration requires non merely subjecting subsidiaries but besides good higher-ups at all grades. The same disciplinary guidelines are followed at P A ; G and Unilever. where employees are expected to work with unity. in all honestness and with the extreme regard for their colleges and clients. Recently the criterions of relationships between people both inside and outside the company have been raised. Malpractice. fraud. payoff. etc. of any degree does non have any kind of amusement whatsoever. Before fall ining the company. each and every employee is warned that there are terrible penalties that come with such patterns. Overall. there isn’t much of a difference between both Unilever and P A ; G as both of them run about the same sort of concern. They both trade with so many merchandises and hence drama immense functions in the planetary market when it comes to merchandises like theirs. That is why they have so many similarities when it comes to train and equity. They besides see each other as competition and the competition between the two has surely caused the two to hold some differences in direction manners like the concatenation of bid and order. wage and stableness of its employees. Mentions 1 ) How Procter and Gamble Survived Through Innovation – A Case Study – a knol by Osman Masahudu Gunu. 2011. How Procter and Gamble Survived Through Innovation – A Case Study – a knol by Osman Masahudu Gunu. [ ONLINE ] Available at: hypertext transfer protocol: //knol. Google. com/k/how-procter-and-gamble-survived-through-innovation-a-case-study # . [ Accessed 12 November 2011 ] . 2 ) Unilever planetary company web site. 2011. Unilever planetary company web site. [ ONLINE ] Available at: hypertext transfer protocol: //www. unilever. com/ . [ Accessed 12 November 2011 ] . 3 ) PG. com Home: sustainability. company. trade names. 2011. PG. com Home: sustainability. company. trade names. [ ONLINE ] Available at: hypertext transfer protocol: //www. pg. com/en_US/index. shtml. [ Accessed 12 November 2011 ] . 4 ) 14 Principles of Management of Henri Fayol. . 2011. 14 Principles of Management of Henri Fayol. . [ ONLINE ] Available at: hypertext transfer protocol: / /www. citehr. com/137134-14-principles-management-henri-fayol. hypertext markup language. [ Accessed 12 November 2011 ] . 5 ) National Council Of Educational Research And Training: : Home. 2011. National Council Of Educational Research And Training: : Home. [ ONLINE ] Available at: hypertext transfer protocol: //ncert. nic. in/NCERTS/textbook/textbook. htm? lebs1=2-8. [ Accessed 12 November 2011 ]

NHC The Importance of a Human Resource Manager

NHC The Importance of a Human Resource Manager In a poor community one of the most important things to have is a health facility. Health is wealth as the saying goes, a simple statement but true. A successful career and all the material wealth that comes with it is incomparable to health. But poverty provides barriers for those who are not insured and could not afford to pay the fees of a medical doctor or avail of the health services of a private clinic.Advertising We will write a custom case study sample on NHC: The Importance of a Human Resource Manager specifically for you for only $16.05 $11/page Learn More Thus, in poor places like North Suburbia it is imperative to maintain the Neighborhood health clinic (NHC). However, the NCH is plague with monetary and employee-related problems. There are many solutions that NHC leaders can consider but it can be argued that hiring a competent human resource manager is the most effective solution that can create an immediate positive effect. The Trouble at NHC There was a time when North Suburbia was an attractive place to live. Due to an economic boom in the 1980s, Caucasians, African-Americans, and Hispanics began to replace the American-Indians that used to dominate the region. After a while, and because of significant shifts in the economic climate of the place, African-Americans became the majority. However, this trend did not last for long because high cost of living and expensive housing drove many away and the vacuum left was soon filled in by Hispanics. The only common denominator is that most of the residents are poor regardless of their ethnic background. Poverty easily creates a chain reaction of negative effects. The workload increases but the patients that come to NHC cannot afford to pay the bills. The NHC cannot run on good will and compassion alone. It must have a steady cash flow in order to buy medicines, purchase necessary equipment and pay for the wages of the health workers. Thus, the members of the board and top lea ders of NHC must also divide their time to not only manage the facility but also to raise funds for the health center. But aside from the lack of funds other pressing concerns threatens to shut down the NHC. There is a culture and communication issue. There is a need to have equal representation in terms of ethnic composition of the work force.Advertising Looking for case study on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More If NHC fails to attract African-American workers then the members of the black community would not be encouraged to use the services of the said facility, thinking that the place is run by Hispanics. If the situation is reversed the same thing will happen to the sentiments of the Spanish-speaking members of North Suburbia, they too will feel uncomfortable in availing the services of the NHC. The most sought after members of the community that should work in the health center are African-A mericans; however, they are some of the most unreliable groups of workers that can be found at NHC. These are undependable workers because they are the byproduct of an environment struggling with a high crime rate, gangs, and drug use. According to one health officer: â€Å"some potential employees also had criminal records, were recovering from problems with substance abuse or had complicated family issues that could potentially interfere with their work schedules† (Denend, 2005, p.65). The situation calls for an expert in human resource management. It is of great importance to upgrade the workforce and the leadership core of NHC, nevertheless, â€Å"despite the tremendous need for training, NHC had been limited in the amount of time and money it devoted to staff development† (Denend, 2005, p.65). There must be continuous training to update the skills of the health workers. At the same time it is also crucial to bring them to a level of maturity and confidence in orde r to minimize the risk of errors. Most Effective Solution At first glance the root cause of the problem is poverty and the lack of funds. But in truth these are social issues that NHC must not focus on. Surely it is important to increase the earning capacity of the members of the community but the main task of NHC is not to stimulate the economic recovery of the said region. At first glance it seems that members of the board must work harder when it comes to fund-raising endeavors. But weighing all the problems there is one action that can address a major portion of the issues. The leaders must put their heads together to attract and hire a competent human resources manager.Advertising We will write a custom case study sample on NHC: The Importance of a Human Resource Manager specifically for you for only $16.05 $11/page Learn More The core problem was echoed by one employee who said, â€Å"There’s no HR here, so everything goes to management† (Denend, 2005, p.66). Imagine the confusion and the burden carried by the officials of NHC when they try to put out fires without solving the root cause of the troubles that they face. They have to realize quickly that even if they raise funds, the money will be wasted on hiring the wrong people and the added cost of errors in the workplace, not to mention work-related violence, can close down the NHC. Members of the board must remember that there is a close connection between employee performance and customer satisfaction (Buttle, 2004). This is the domain of an HR manager. They are able to deal with an assortment of employment problems. The first order of business is to develop the correct strategies in order to hire the right personnel. It is therefore imperative to hire a competent HR manager because the HR department acts like a filter that will sift through the application data, in order to choose the right candidate for the task at hand. It is important to realize that recru itment processes and strategies must be enhanced to adapt to the challenges faced by the community (Buttle, 2004, p.9). The HR manager must learn to use information to be able to predict to a certain degree that an applicant possess the right characteristics suited for the job. A competent HR manager possesses the right qualification to provide the necessary training for the employees. A competent HR manager also understands the ethical issues that are in existence. Therefore, the hiring process as well as the methodologies used for training the employees must be carefully studied so that there would be no complaints from the community. Nevertheless, it is not enough to hire the right people and train them; an effective motivation program must also exist.Advertising Looking for case study on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More HR managers know the value of motivation and the need for employees to work at the highest levels. They are aware that motivation enables health workers to strive for a higher standard of service excellence (Moynihan Pandey, 2007, p.803). HR managers are trained to develop and maintain a system of monitoring in order to determine the performance of the members of the staff. They know how to detect a significant drop in performance levels and when that occurs a competent HR manager is also capable of raising-up the standards once again. HR managers must work closely with the management team at NHC to pinpoint proven methods of motivation so that it will meet changes in the community and at the same time inspire the workforce (Boella Goss-Turner, 2005, p.42). The members of the board and other managers are focused on the medical aspect of the health center and can easily neglect the needs of the workers. The need to motivate employees is imperative in every form of business but in t he case of NHC it is a matter of life and death. It is not just about profit but the survival of the community. Without a reliable workforce, the health center will be forced to shut down. Motivation is the key but it is not a byproduct of wishful thinking, it is the result of careful planning. It requires specific knowledge and experience on how to manage the human resources aspect of the NHC. Conclusion It is easy to understand why the members of the board focused on raising funds. Without a sustainable source of income the NHC can close down in a year or two. However, a focus on the monetary aspect of the problem will never solve most of the issues because at the core of the problem is the lack of management expertise, especially in the area of human resource management. Even if the said facility has access to money, the current crop of employees are unable to maximize it to help those in need. Tardiness, errors in the workplace and unsatisfactory service easily defeat the purpos e of the NHC. The goal is to help people and therefore aside from the need to purchase medicines and equipment it is imperative to have well-trained and well-motivated health workers doing their job. The most important step is to hire a competent HR manager in order to increase the efficiency of the NHC and reduce its overhead costs so that the funds can be stretched even further to provide service for those who are desperately in need of medical care. References Boella, M. Goss-Turner, S. (2005). Human Resource Management. Oxford: Butterworth-Heinemann. Buttle, F. (2004). Customer Relationship Management. Oxford: Butterworth-Heinemann. Denend, L. (2005). Neighborhood Health Clinic: Serving the Underserved in a Complex Environment. CA: Stanford Graduate School of Business. Moynihan, D. S. Pandey. (2007). Finding Workable Levers Over Work Motivation: Comparing Satisfaction, Job Involvement, and Organizational Commitment. Administration and Society, 39(7), 803-832.