MOTIVATION

SUBMITTED TO:
Ms. SOBIA SHUJJAT

SUBMITTED BY:
ASAD RAZA

FARHEENA BABAR

KOMAL AFTAB

M. ASIF MAHSOOD

MONNAZA RAUF

UMNA USMANI
Date: May 10, 2010
 ACKNOWLEDGEMENT

The compilation of this report could not have been realized without the blessing of
Almighty Allah. We are heartily thankful to our management teacher, ma’am
SOBIA SHUJJAT whose encouragement, guidance and support from the initial to
the final level enabled us to develop an understanding of the subject.

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 LETTER OF TRANSMITTAL

Madam Sobia Shujaat

Management
Bahria University, Karachi.

Dear Madam,
We are pleased to present this report which is a compilation of all the hard work
that we have put together during the course of this semester. We have learnt
tremendously from we have tried to the fullest of our abilities to conduct the
research on our topic i.e. “MOTIVATION” and analyze the collected data in the
best possible way.
We are grateful to you for guiding us throughout and providing an excellent
opportunity for learning which will be very helpful for us.

Yours sincerely,
ASAD RAZA MERCHANT
FARHEENA BABAR
KOMAL AFTAB
M. ASIF MAHSOOD
MONNAZA RAUF

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UMNA USMANI

EXECUTIVE SUMMARY

Our project is based on the Motivation in Management. We have chosen EFL

ENGRO FOODS LIMITED subsidiary of ENGRO CHEMICALS PAKISTAN
LIMITED. ENGRO FOODS is a progressive name in the milk industry and one
of the most reputed enterprises in Pakistan. Engro Foods established in March
2006 and become one of the major players in the foods business.

Engro Foods started its business operations with the successful launch of Olpers
Milk, Tarang, Olwell, and Olpers cream. Today the dairy products of Engro Foods
are recognized as number one competitors of Nestle and Haleeb known as the
market leader in dairy product.
In this project we have discussed the vision, values, culture, hygiene and
motivational factors of Engro Foods. Engro foods have around 1000 employees
working in the different plants and distributed to their respective departments. The
types of products that they produce are discussed in this report which includes
Olper’s Milk, Tarang, Olwell, and Olpers cream.
The company is not only customer oriented but also treats their employees as
important assets. To facilitate their employees they give those challenging
opportunities, training, fun loving environment, necessary resources and facilities.
There is no concept of coerced, forced, or threatened by punishment. When
workers are committed to work they will be self motivated and derive satisfaction
from the work.

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Table of content

Motivation 1

Theories of Motivation 1

Introduction of Engro 2

Company Profile 3

Values Of Engro 4

People Of Engro Foods 5

Theories Used In Engro 6

Applications Of Theories In The Organization 8

Motivation Factors That Revolves Around Engro And Theory Y 8

Two Factors Theory And Engro 9

Motivation In Engro At Different Levels 11

Conclusion 12

Reference 13

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 MOTIVATION
DEFINATION:
“Motivation is a decision making process through which individual chooses
desired outcome and sets in motion the behavior approach to acquire them.”
In practice, the word motives and motivation are commonly used in different
context to mean the following.
a. Goals or outcome that becomes desirable for a particular individual. We say
that money, power or friendship is motives for doing something.
b. The mental process of choosing desired outcome, deciding how to go about
them (and whether the likely hood of success warrants the amount of efforts
that will be necessary) and sitting in motion the required behaviors.
c. The social process by which other people motive us to behave in the way
they wish. Motivation in this sense usually applies to the attempts of
organizations to get workers to put in more efforts.

THEORIES OF MOTIVATION:
1. Early Theories Of Motivation:
• Maslow’s hierarchy theory of needs.
• Mc Gregor’s Theory X and Theory Y managers approach motivation.
• Herzberg’s two factors (motivation-hygiene) Theory.
2. Contemporary Theories of Motivation:
• Goal-setting Theory
• Three needs McClelland Theory.
• Reinforcement Theory
• Expectancy Theory

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 • Equity Theory

ENGRO

Engro Foods Limited is subsidiary of Engro Chemical Pakistan Ltd. which

is one of the most reputed enterprises in Pakistan with more than 40 years of
diversified business operations in the areas of fertilizer and chemicals. Engro
Foods started its business operations in March 2006 and with the successful launch
of Olpers Milk, Tarang, Olwell, and Olpers cream, it has established itself as a
major player in the foods business. Engro Foods has already set up two processing
plants at Sukkur and Sahiwal. With the ever expanding milk collection network
and processing facilities, the Supply Chain has geared up for the growing sales of
our products.

THEIR AFFILATION WITH

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 COMPANY PROFILE

Basic Information
Company Name: Engro Foods
Business Type: Manufacturer
Product/Service Dairy Products
(We Sell):
Number of Employees: 501 - 1000 People

Trade & Market

Main Markets: Southeast Asia
Total Annual Sales US$10 Million - US$50 Million
Volume:

VISION:
We believe that our recent successes will take us to our goal: To be one of
the biggest players in the food business. Our aim is to dominate the food
business, and to achieve this we will settle for nothing less than the cream!

CULTURE:
Engro is about the people who are a part of us. Our culture is dynamic and
energetic, with emphasis on our core values and loyalty of our employees. Our
work environment promotes leadership, integrity, teamwork, diversity and
excellence.
The tone for our corporate culture and the importance of employees was set
after the Company was bought out by employees in 1991. As the Company grows,

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we are determined to keep our culture open and transparent, and inclusive for all
our employees.
VALUES OF ENGRO

INTEGRITY:

We have en open dice an open disclosure policy and transparent processes.

All our business activities / transactions are carried out honestly and with fairness.

OUR PEOPLE:

Have passionate people with intelligent and firm approach towards business.
To facilitate these people we give those challenging opportunities, training, fun
loving environment, necessary resources and facilities. We publicly recognize our
talent.

INNOVATION:

Innovation is the way of life at EFL. It is valued, encouraged and rewarded

in all aspects of our operations.

CSR:

We stand committed to sustainable business growth and ensure 100%

compliance of CSR by ensuring the safety of our people, assets and the community
in which we operate. EFL takes significant strides in poverty alleviation - both
rural and urban, environmental safety and build up of farming expertise.

CONSUMER CENTRIC:

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 Consumer is the reason for our existence as a business. According to the
current CEO of the company, customer value and customer satisfaction are the key
building blocks for developing and managing customer relationships.

PEOPLE AT ENGRO FOODS LTD.

OUR PEOPLE:
People at EFL are very dynamic and vibrant with an attitude of challenging
the norms, at the same time these people are highly
professional, ethical and result oriented. These are people who want to shine,
make a name for themselves and for that they are willing to go the extra mile.

OUR DREAMS:
EFL dreams to be BIG. We want to be a major player in the food industry
which is also evident in our vision, "Elevating Consumer Delight Worldwide".
EFL wants to challenge the industry norms and surprise whoever has eyes on EFL.

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 THEORIES USED IN ENGRO:

i. THEORY Y:
Assumptions of Theory Y:
1. Employees can view work as being as natural as rest or play;
2. People will exercise self-direction and self-control if they are committed to the
objectives;
3. The average person can learn to accept, even seek, responsibility;
4. The ability to make innovative decisions is widely dispersed
throughout the population and is not necessarily the sole province of those in
management positions.
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Suitability of Theory Y:
According to this theory, employers have also realized that workers are human
beings and they should be treated on humanitarian grounds. Although these
assumptions are not fully accepted by employers but efforts are being made by
govt. and labor unions in this direction.

ii. HERZBERG’S TWO FACTOR THEORY:

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 APPLICATION OF THEORIES IN THE
ORGANIZATION:
MOTIVATION ACCORDING TO ENGRO:
According to Engro motivation is nothing new it’s a force which derives
people towards achievement.
According to Sadia Junaid, manager-talent & organizational development
“We are not only working for our self or for Engro but we all are working
for Pakistan.”

MOTIVATION FACTORS THAT REVOLVES AROUND ENGRO

and THEORY Y:
As per the Engro’s environment suggest every factor that revolves in its
atmosphere has two impact that is the positive and negative.
• Flexibility
• Environment
• Top-level managers

 FLEXIBILITY:
Engro provide its workers full flexibility, they are result oriented. They
want their workers to perform their task efficiently and effectively. According to
them they use THEORY Y in their organization as they give their workers the
space to perform their task according to their own determination and giving best
results to the organization in which they never compromise about their success.
• TIME
Engro do not care what time the workers enter or leave the office premises.
They are only concern with the result which they are expecting. Employers there,
are given a time period in which they have to complete their. They are goal
oriented. They are least concern with the time employees spend in office.

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 • WORK:
Work environment in Engro is challenging yet attainable, currently the Engro
food is operating nine business units and is making a tough time for its competitor.
Example of Olper’s, a product of Engro foods can explain it clearly as it has given
a tough time to NESTLE and HALEEB. Who have pay out their more than 20
years in this field?

In this scenario where Engro is making its way towards the heights,
without the painstaking workers it won’t have been possible. As the Engro
environment is flexible and bendable, its workers act as the THEORY Y workers
where they consider work as natural as play or rest so the members of staff do not
need to stand at their heads making the workers work. So the employees are
motivated and seek challenge and responsibility in their jobs.

TWO FACTORS THEORY AND ENGRO:

WORKING ENVIRONMENT:

At Engro, they strive to uphold the tradition of excellence and become the
employer of choice. There is a workplace where there employees feel confident,
valued, and most importantly, inspired

• FAMILY:

They treat every employ as a part of their own family, whether it is managerial
or non managerial employees, each one is treat respectfully and given equal
deferentially, courteously, graciously and politely.
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 • WORK LIFE BALANCE:

They understand the importance of family and appreciate that their employees
need to balance their professional and personal responsibilities. It is Engro’s intent
to make it easier for their employees to manage their work/life balance more
effectively. Engro also encourage their employees to take part in numerous
programs aimed at strengthening their overall wellbeing.

• EMPLOYEE FRIENDLY POLICY:

There constant pursuit towards the welfare of their employees has led to the
formulation of many unique policies, to create a more positive work environment,
promote greater gender diversity, provide opportunities for training and
development and build career opportunities. Such policies include ethics policy,
gift policy, non-discrimination and anti-harassment policy, maternity leave policy,
part time work policy and off track policy.

• ENGRO WOMEN NETWORK:

Professionally Engro believes that networking, coaching and mentoring provide
opportunities for people to grow personally and throughout their careers at Engro.
Engro is known to be an equal opportunity employer. As part of their diversity
initiatives, “WEAVE” was formed to facilitate informal networks and relationships
among women employees of Engro across functions and affiliates.
• CEO:
If the head or the upper management in an organization are simple,
piratical, humble, realistic, down to earth, that is the CEO of the Engro foods MR.
SARFARAZ as seen by the workers in the office said that for the past 3years he
has being seen in 3 shirts and 3 pants. Then obviously there won’t be any

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artificiality in the air due to this reason the workers are satisfied with their jobs and
are motivated. Let’s take an example of the EFL dinner where the CEO was
standing along with the tea boy and the tea boy was asked to cut the cake and do
the cake cutting ceremony.

These factors explains that Herzberg’s Theory of motivation is also present in

the organization which satisfy all the workers with their jobs and are given such
facility which leads them to job satisfaction, job reorganization, personal and job
security and good relationship with the sub ordinates and upper level management.
All the Motivational and hygiene factors are full filled with in the organization.

MOTIVATION IN ENGRO AT DIFFERENT

LEVELS
In Engro the managerial employees and non managerial employees are being also
motivated through following factors.

As the other companies Engro offers its employees:

• Mobile phones
• Compensation car
• Field car
• Car earned out
• Bonus which are performance driven
• Share option at higher level
• Annual leaves
• Salaries

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• Medical, spouse and deadly disease like cancer and heart
• Allowances, provident funds

CONCLUSION
Our report is based on the role of motivation in organization
development. Employee motivation is extremely important to managers and
supervisors. Motivation in any organization can built good team and makes
employer-employee relationship cordial. This can allow the employer to get
the best out of the employee inters of performance. In order to deal with
employees who are high performers, motivation is essential, otherwise their
performance will decline or they will simply leave the job. In the area of
dealing with low performers, motivation is a prerequisite; otherwise these
employees will drag results down, lower productivity and certainly won’t
leave the organization, as they will have nowhere else to go.
Management need to be aware of motivations exact implication
to comprehend its use to their business. As it’s a key determinant of
performance so management need to know what exactly motivate their
employees .Our interview with the Sadia Junaid, manager Talent and
Organizational development of Engro foods, taught a great deal of how
employees are motivated to enjoy the continual challenge of improving
result. They focus on motivating employees to do work and for this purpose
they give them different types of incentives, bonuses, provide flexibility,
encourage people to participate and deal with employees very softly and
humbly. There is no discrimination between top n lower level management
and this is a great motivation for employees. According to her motivation is
the life blood of Engro foods and it is essential that the employee is
motivated in order to exert high levels of effort toward organizational goal.

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 REFERENCE
• http://careers.engrofoods.com.pk/
• http://www.engro.com/
• Management Ninth Edition Stephen P. Robbins & Mary Coulter
• Sadia Junaid Manager-Talent & Organizational Development

E-mail: sjunaid@engro.com

Mobile:0300-8555264