Sample From Procter And Gamble: Questions And Answers

DATA ANALYSIS
Population Size = 9
Samples from Unilever = 5
Sample from Procter & Gamble = 4 SAMPLE ANALYSIS
QUESTION NO. AGREE AGREE DISAGREE DISAGREE NEUTRAL NEUTRAL UNILEVER P & G UNILEVER P & G UNILEVER P & G
1 5 5 0 0 0 0
2 5 2 0 0 0 2
3 5 5 0 0 0 0
4 5 5 0 0 0 0
5 5 5 0 0 0 0
6 5 1 0 1 0 2
7 5 5 0 0 0 0
8 5 2 0 0 0 2
9 5 5 0 0 0 0
10 5 1 0 1 0 2

QUES. NO.

15
16
17
18
19

HIGH HIGH LOW LOW MODERATE MODERATE N/A N/A
UNILEVER P & G UNILEVER P & G UNILEVER P & G UNILEVER P & G
5 3 0 0 0 1 0 0
5 4 0 0 0 0 0 0
5 0 0 0 0 4 0 0
2 4 0 0 3 0 0 0
2 4 0 0 2 0 0 0

PERCENTAGES ANALYSIS
QUESTION NO. AGREE AGREE DISAGREE DISAGREE NEUTRAL NEUTRAL UNILEVER P & G UNILEVER P & G UNILEVER P & G
1 100% 100% 0% 0% 0% 0%
2 100% 50% 0% 0% 0% 50%
The team is empowered to produce high quality services. At Procter & Gamble employees are responsible for their own safety, production targets and quality goals. So both the organization emphasis on the importance these work group in achieving the organizational goals.

QUESTION # 6: I am allowed to participate in the decision making process

During my interview with the Asst. Manager at Unilver they have centralized system where they are allowed to participate in decision making process. On the other hand comparing with the Procter & Gamble they are not very much allowed to participate in decision making process although are encouraged to give new ideas.

QUESTION # 7: I am free to do my job, my boss assign and monitor the result

At Unilver the individuals are encouraged to do their jobs freely and their manager act as a facilitator which is their to help when needed. The employees are empowered to do whatever they want within the company codes to increase the job performance. At Procter & Gamble the respondents also showed fully agreement to this
On the other hand respondents from P &G said that t correct under empowerment it is necessary first consult the emplyoees and ask him if there is any problem and secondly their output should also be evaluated that is, how he is giving his output. If it is not giving up to the mark than it means that there is under empowerment.

QUESTION # 13: To correct over- empowerment problems (too much of it), we should

To correct over empowerment acording to the Unilever, simply decrease the empowerment because too much empowerment can cause difficulties. So for this clear boundries should be identified. According to P & G to correct this problem it is important to consult the employee.

QUESTION # 14: To correct inconsistent empowerment problems, we should

In this process of empowerment there could some kind of inconsistency, related to employee performance, if so than managers should train the employees about empowerment, as stated by respondents of Unilever. On the other hand P& G states that this inconsistency is seen in the work of the employees, that is there would be inconsistency in his work and performance, so it is necessary to check this problem by consistency it is necessary to consult the employees and to evaluate their outcomes.

QUESTION # 15: Since we enacted empowerment, absenteeism is