Presentation on Managerial behavioural organization

Presentation on Managerial behavioural organization

1. Presented By:- Arpit Dumka (10) Mohit Gupta (25) Neeloy () Nirupama Joshi () Prakriti Bhattacharya (34) Organizational Behavior IN HUL

2. Agenda ORGANIZATIONAL CHALLENGE IN MANAGING WORK FORCE 3 ORGANIZATIONAL LEADERSHIP 6 MOTIVATION USED FOR EMPLOYEES 8 TEAM AND GROUPS TASK & PERFORMANCE 11 ORGANIZATIONAL CULTURE, STRUCTURE AND DESIGN 14 ORGANIZATIONAL CHANGE AND DEVELOPMENT 16

3. Organizational challenges in managing workforce Hindustan Unilever Limited (HUL) is a subsidiary of the global giant Unilever, operating in the Indian market. Established in 1933, HUL is a leading FMCG (Fast-Moving Consumer Goods) company in India, offering a wide range of products in personal care, home care, foods, and refreshments. With a robust presence across urban and rural markets, HUL has become a household name in India Introduction

4. Organizational challenges in managing workforce

5. Organizational challenges in managing workforce

6. 1. Transformational Leadership Transformational leadership at HUL involves inspiring and motivating employees to exceed their own expectations and capabilities. Leaders in this style focus on creating a vision for the future and encouraging innovation and change. Example: Sanjiv Mehta, Chairman and Managing Director:   Sanjiv Mehta has been known for his transformational leadership style. Under his leadership, HUL has focused on sustainable growth and innovation. 2. Transactional Leadership Transactional leadership at HUL involves a more structured approach, focusing on clear objectives, rewards, and penalties Example: Performance Management Systems:  HUL employs robust performance management systems where employees are given clear targets and are rewarded based on their performance. 3. Servant Leadership Servant leadership at HUL emphasizes the leader's role as a servant first, prioritizing the needs of employees and other stakeholders. This style fosters a culture of trust, collaboration, and empowerment. Example: Employee Well-being Programs:  HUL has various programs focused on employee well-being, such as mental health initiatives and flexible working arrangements. Leaders in the company prioritize the well-being of their teams, ensuring that employees feel supported and valued. Organizational Leadership

7. 4. Democratic Leadership Democratic leadership at HUL involves participative decision-making, where leaders seek input and feedback from team members before making decisions. Example: Innovation Workshops:  HUL conducts innovation workshops and brainstorming sessions where employees from different levels and functions are encouraged to share their ideas and solutions. 5. Situational Leadership Situational leadership at HUL involves adapting leadership styles based on the specific context and needs of the situation. Example: Crisis Management:  During the COVID-19 pandemic, HUL's leadership demonstrated situational leadership by quickly adapting to the changing circumstances. They implemented remote working policies, ensured the safety of employees, and maintained supply chain continuity to meet consumer demand. 6. Charismatic Leadership Charismatic leadership at HUL involves leaders who inspire and energize employees through their personality and vision. These leaders are often seen as role models and have a strong influence on their teams. Example: Brand Ambassadors:  Senior leaders at HUL often act as brand ambassadors, embodying the company's values and vision. Their charismatic leadership helps in building a strong organizational culture and brand identity.

8. MOTIVATION FOR EMPLOYEES AT HUL HUL’s Employee Health & Wellbeing Framework HUL’s workshop, ‘Discover Your Purpose’ , helps employees identify their purpose for a more fulfilling career and professional development. “ Through these ‘discover your purpose’ workshops, HUL gets employees to live their purpose and think about the legacy they want to leave — and also what gets them out of bed every morning . In our factories, our shop floor employees spend time on their purpose, writing a letter to their future selves ” -Anuradha Razdan, executive HR director Hindustan Unilever (HUL), Jan 2022

9. MOTIVATION FOR EMPLOYEES AT HUL: Breaking the stigma around mental health HUL assigns Mental Health Champions (MHC) within the organization. They are a network of 800+ volunteer employees who extend support to colleagues in need. They act as first responders to their colleagues suffering from mental health issues and guide them to the appropriate resources. HUL’s MHCs are widespread, which allows for peer-to-peer mental health conversations while emphasizing their ‘Team Energy’ approach. C ulture We empower our workforce through education, raising awareness, addressing stigma, and normalizing conversations around mental health. L eadership We raise awareness and boost mental health support through role-modelling. P revention: We provide teams and individuals with self-help tools, including expert information and lifelong learning. S upport: We seek to enable a strong foundation of all-around, all-pervasive access to mental health guidance while driving conversations about it HUL’s approach to breaking the stigma around mental health in our workplace includes :

10. MOTIVATION FOR EMPLOYEES AT HUL: Defining a Structured Approach to Motivate employees vis-à-vis relevant Motivational Theories: Maslow's Hierarchy of Needs: Herzberg's Two-Factor Theory: Expectancy Theory: Goal-Setting Theory: Equity Theory: Social Learning Theory:

11. Team Structure and Task Management Team Structure:- Cross-Functional Teams(Squad Teams) : Foster collaboration across different departments such as marketing, sales, research and development, and supply chain which include members with diverse skills and expertise. Agile Teams: Agile teams work in iterative cycles, allowing for continuous improvement and rapid adaptation to consumer needs. Decentralized Decision-Making: Empowering local teams to make decisions that are best suited for their specific markets. (MDO - Market Development Organization model ) Task Management Project Management Tools: Tools like Microsoft Project, Trello, and custom ERP systems help in tracking progress and ensuring timely completion of projects. Lean Management: To optimize processes and eliminate waste using techniques such as Six Sigma and Kaizen are used to improve efficiency and quality. Collaboration and Communication: Regular meetings, brainstorming sessions, and use of collaborative platforms like Microsoft Teams and Slack facilitate open communication.

12. Implementation of Team Structure’s In HUL Unilever Sustainable Living Plan (USLP) Guides all teams towards sustainable business practices. To effectively contribute on sustainability goals, they set SMART (Specific, Measurable, Achievable, Relevant, Time-bound) objectives for each team member. 5S Methodology : to maintain high standards of workplace organization and productivity, the 5S methodology (Sort, Set in order, Shine, Standardize, Sustain) is used across HUL’s operations Idea Hunt: An internal platform where employees can submit innovative ideas. Digital transformation: Group participation in workshops, mentoring, and collaborative projects is encouraged to develop future leaders. ( HUL leadership edge) Project Shakti: Project Shakti is a rural initiative that involves forming micro-entrepreneurial groups. Teams collaborate with local women to train them as sales agents, thereby expanding HUL’s rural reach and empowering communities.

13. 1. Goal Setting and Alignment OKRs (Objectives and Key Results):  HUL uses the OKR framework to set and track objectives and key results at various levels. Teams and groups have specific OKRs that contribute to the overall business goals, ensuring that everyone is working towards common objectives. 2. Collaborative Performance Metrics Balanced Scorecard:  HUL uses a balanced scorecard approach that includes financial, customer, internal process, and learning and growth perspectives. Team performance is measured across these dimensions, ensuring a holistic view of success. 4. Team-Based Incentives and Rewards Team Bonuses:  In addition to individual performance bonuses, HUL offers team-based bonuses for achieving specific targets or completing projects successfully. This encourages team members to collaborate and support each other. 5. Performance Reviews and Feedback 360-Degree Feedback:  HUL employs a 360-degree feedback system where team members provide feedback on each other's performance. This comprehensive review process helps in identifying strengths and areas for improvement, fostering a culture of continuous development. Performance Monitoring at HUL

14. Organizational Culture Sustainable Living Plan:  HUL’s sustainability initiatives are guided by the Unilever Sustainable Living Plan, which aims to decouple business growth from environmental impact while increasing positive social impact. Community Engagement:  HUL engages with communities through various social initiatives, focusing on health, hygiene, and education. Sustainability and Social Responsibility

15. Organizational Structure Organizational Design

16. Organizational Change and Development at HUL

17. Organizational Development at HUL OD Interventions:   HUL employs various OD interventions to enhance organizational effectiveness. These include: Team-Building Activities:   Regular team-building exercises to improve collaboration and communication among employees. Leadership Development Programs:   Training programs aimed at developing leadership skills and preparing employees for higher responsibilities. Process Improvement Initiatives:   Continuous efforts to streamline processes and eliminate inefficiencies. Continuous Improvement:   HUL fosters a culture of continuous improvement by encouraging innovation and feedback. The company has set up innovation hubs and centers of excellence to drive product and process innovation. Employee Engagement:   HUL conducts regular employee surveys to gauge satisfaction and identify areas for improvement. The company also has recognition programs to reward high-performing employees and teams.

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