Submitted To: Submitted By:

Prof. Archana Shrivastav Group –

2(SEN Hall)
PROTON business school Aradhna
Singh
Nikhil Sukhlecha
Pradeep Gupta
Rohit Agrawal
Subodh Sahu
 TABLE OF CONTENT

 Company Overview

 History

 Brief Profile of the Business

 Company’s Brand

 Vision

 Core Values

 Strength of Organization and Culture

 Company’s Strategy

 Organizational structure

 Perception

 Teambuilding

 Conflict

 Power & Politics

 Conclusion
 ACKNOWLEDGEMENT

We would like to thank Prof. Archana Shrivastav of OBOD

subject for their support and cooperation throughout our
project.
We also express our thanks to her for guiding us right
from the inception till the successful completion of the
project. I sincerely acknowledge her for extending her
valuable guidance, support she provided us throughout
all stages of report preparation.
Lastly we wish to express our thanks to Mr. Shishir
Dushad Territory Sales Incharge (TSI) of Reckitt Benckiser
Jaipur, who enabled us to prepare this report.

Group-2

SEN Hall
 COMPANY OVERVIEW

Reckitt Benckiser is a global force in household, health and personal care

products, delivering ever better solution to consumers.

The company has the sales of over 6 billion pounds consistently going ahead
of the industry due to its leading brands, its operation in over 60 countries
and sales in 180, and its highly motivated multinational management.

Reckitt Benckiser Group Plc. (Reckitt Benckiser) is principally engaged in the

manufacturing and marketing of household, cleaning, health and personal
care products. The company manufactures products related to several
categories which include dishwashing, fabric care, surface care, health care,
home care, personal care products and food. The company operates through
60 operating companies across 180 countries. The company has 13 directly
held subsidiaries which include Propack, Reckitt Benckiser (Australia) Pty
Limited, Reckitt Benckiser (Brazil) Limited, Reckitt Benckiser (Canada) Inc.
Reckitt Benckiser Deutschland GmbH, Reckitt Benckiser Health care (UK)
Limited, Reckitt Benckiser Inc., Reckitt Benckiser (India) Limited, Reckitt
Benckiser Italia and Reckitt Benckiser (UK) Limited. The company is
headquartered in the UK.

The company reported revenues of (British Pounds) GBP 6,563.00 million

during the fiscal year ended 2009, an increase of 24.56% over 2008. The
operating profit of the company was GBP 1,505.00 million during the fiscal
year 2009, an increase of 22.06% over 2008. The net profit of the company
was GBP 1,120.00 million during the fiscal year 2009, an increase of 19.40%
over 2008. In 2008, the BBC broadcast an investigation into the methods
Reckitt Benckiser used to maintain the market share of the Gaviscon power
brand. The company held Platinum status in 2005, 2006, 2007, and 2008 in
the Business.

HISTORY
Reckitt & Colman

Colman's was founded in 1814 when Jeremiah Colman began milling flour
and mustard in Norwich, England. Reckitt & Sons started in 1840 when Isaac
Reckitt rented a starch mill in Hull, England. He diversified into other
household products and in due course passed on his business to his four
sons. Reckitt & Sons was first listed on the London Stock Exchange in 1888.
In 1938 Reckitt & Sons merged with J&J Colman to become Reckitt & Colman
Ltd. Reckitt & Colman sold the Colman's food business in 1995 but still has
some food brands.

Benckiser

Johann A. Benckiser founded a business in Germany in 1823. Its main

products were industrial chemicals. Benckiser went public in 1997.

Merger and subsequent developments

The company was formed by a merger between Britain's Reckitt & Colman
and the Dutch company Benckiser NV in December of 1999. Bart Becht
became CEO of this new company and has been credited for its
transformation, focusing on core brands and improving efficiency in the
supply chain. The new management team’s strategy of “innovation
marketing” – “A combination of increased marketing spend and product
innovation, focusing on consumer needs – has been linked to the company’s
ongoing success”. For example, in 2008, the company’s “rapid succession of
well publicized new product variants” was credited for helping them “to
capture shoppers' imagination” Business week has also noted that “40% of
Reckitt Benckiser's $10.5 billion in 2007 revenues came from products
launched within the previous three years.”
 BRIEF PROFILE OF THE BUSINESS
Reckitt & Benckiser Plc, UK, promote Reckitt & Benckiser of India Ltd (Reckitt
& Benckiser). The company has business interests in household products,
personal care and pharmaceuticals. Key brands include Dettol, Cherry
Blossom, Harpic, Robin liquid blue and Mortein. Around 40% of the company
´s sales come from its flagship product Dettol. Dettol`s market share hovers
around 85% and its product portfolio comprises toilet soaps, anti germ
liquids and talcum powder. The remaining divisions, namely fabric care, shoe
care and floor care contribute approximately 15% to the total turnover.

Within the household products and the personal care segments, Reckitt &
Benckiser is mainly into insecticides, lavatory care, surface care, shoe care
and air fresheners. Insecticides contribute over 50% to Reckitt & Benckiser’s
household business and 26% to its total sales. The company has a strong
brand Mortein in the insect repellent market with a total market share of 45%
(coil 12% and mats 33%). In the relatively small lavatory care market
(Rs320m), Reckitt & Benckiser’s Harpic enjoys a 79.6% market share. Its
brand Cherry enjoys a 79% market share in the Indian shoe care industry.
The Indian air freshener market is estimated at Rs120m with Balsara
Hygiene’s Odonil leading the market with an 80% share. Reckitt & Benckiser
has positioned its Haze brand at the premium end of the market. Regarding
the wash-segment, Reckitt & Benckiser is currently present only in the post-
wash segment with its flagship brand Robin Blue, which is in existence since
1984. Robin Blue powder market share is around 20%.
The company has entered into a joint venture, operational from March 1998,
with pharmaceutical major Nicholas Piramal; a company having a strong
distribution reaches with chemists. The UK parent and Nicholas Piramal hold
40% stake each while the balance is with Reckitt & Benckiser. The joint
venture, Reckitt Piramal, is the largest over the counter (OTC)
pharmaceutical company in the country. The joint venture, besides
improving sales of its flagship product Dettol, which currently contributes to
over 80% of the joint venture’s sales, would also help in pushing other
products like Dispirin and Gelora.

COMPANY’S BRAND
Reckitt Benckiser has four core categories:-

Surface Care - Disinfectant cleaners both clean and disinfect surfaces,

killing 99.9% of germs. All purpose cleaners are ideal for many household
surfaces, particularly in the bathroom and kitchen. Lavatory cleaners offer
specialized cleaning and disinfecting for the toilet bowl and cistern. Specialty
cleaners are designed for specific tasks – from cleaning ovens to removing
lime scale. Finally, Polishes & Waxes clean and shine hard surfaces such as
furniture and floors.

Key Brands

• Lysol

• Dettol

• Easy of Bang

• Harpic

Fabric Care - This category consists of five product groups used for
cleaning and treating all fabrics. It covers products used before, during or
after the main laundry wash cycle. Fabric Treatment products remove stains
from clothes, carpets and upholstery. Garment Care products are specially
formulated for washing delicate fabrics. Water Softeners protect the machine
and laundry against the build-up of lime scale and other deposits. Fabric
Softeners are used for softening and freshening fabrics and ironing aids help
make ironing more convenient. Laundry Detergents clean fabrics in washing
machines.

Key Brands

• Calgon

• Vanish

Health and Personal Care - Products that relieve common

personal or health problems. Antiseptics protect against infection and deliver
germ kill. Analgesics, Cold/Flu/Sore Throat and Gastro-Intestinal are generally
over the counter medications for common ailments like pain, fever, cold, flu,
sore throat or heartburn. Suboxone is the Company’s prescription drug
against opioid dependence. Veet, their Depilatory product, removes hair
leaving beautiful smooth skin. Their skin care range consists of products like
Clearasil to fight spots and break-outs for visibly clearer skin and products
like E45 for dry skin. Denture Care consists of both denture fixatives and
cleaners.

Key Brands

• Veet

• Dettol

• Clearsil

• Strepsils
Home Care - Consists of three categories. Air Care products remove
odours and add fragrance to the air to create an ambience. Various formats
include: auto sprays, electrical plug-ins, aerosols, gels and candles. Pest
Control products offer solutions to domestic infestation. The category
includes insecticide and rodenticide products – in formats such as coils, mats,
baits, traps, vapourisers and sprays – to prevent infestation and to kill pests.
Shoe Care cleans and protects shoes.

Key Brands

• Airwick

• Mortein

VISION
Reckitt Benckiser delivers better solutions in household, health and personal
care to consumers, wherever they may be. Company does it through
constant innovation. They look at the little things that drive people made in
their everyday life. Then they deliver brilliant, fast-acting solutions that help
make life better and easier - and create outstanding shareholder value in the
process.

CORE VALUES
Four key values:-

1. Achievement - Achievement makes them who they are. They don’t

just aim high, their aim to achieve beyond expectation - to outperform.
 And they develop and support their people to outperform so they can
all achieve results wherever they focus, be it products, profits or CSR.

2. Entrepreneurship - They encourage bold thinking and

commercial drive. They allow daring ideas to thrive and value the
passion that people bring in turning ideas into great execution.

3. Teamwork - They pull together to succeed. As individuals they are

competitive high-achievers, but they bring their strengths together
when needed to work as one united by common principles and
attitudes, not rules and processes, to drive success.

4. Commitment - For them, ‘the buck stops here’. They take personal
responsibility for their areas of accountability and take the initiative in
doing what’s needed. They aren’t slaves to process or spoon-fed. Their
people are given the latitude to do what they think is right within a
framework for success. Leaders at all levels select people against this
attitude and develop it further to ensure the sustainability of the
business.

STRENGTH OF ORGANIZATION AND

CULTURE
The Reckitt Benckiser culture lies at the heart of their success. Led by a
strong management team, who are heavily incentivized to achieve
performance, their people are entrepreneurial and take it upon them to own
and create initiatives and deliver great execution. They are driven and
dynamic, and want to make their mark. They enjoy constructive conflict with
each other and their partners, and like to take calculated risks to gain
advantage in some of the most competitive markets in the world. They keep
the organization slim, streamlined and unbureaucratic. In this way they can
have fast decision-making, be spontaneous and respond rapidly to changing
consumer needs and market conditions.

Their commitment to performance is total, whether it is financial results or

impacting upon climate change and helping those more vulnerable in
society. To tackle the total carbon footprint of their products, from cradle-to-
grave, in 2008 they progressed their Carbon 20 initiative and developed
detailed plans and measurements for working with consumers to achieve
their commitment to reduce their total carbon footprint by 20% by 2020.

This year they also delivered on the last part of their commitment to save
150,000 lives through working with Save the Children across the world. They
are now working with them on a new program, which will see their
commitment have even more impact in the future.

COMPANY’S STRATEGY
Their clear and consistent strategy is to drive above industry growth and
returns through:

 A disproportionate focus on driving their Power brands, global leaders

in categories with high growth potential, and completing their
international roll-out.

 High levels of media and marketing investment, and continuous

innovation.

 Transforming net revenue growth into even better profit and strong
cash flow.

ORGANIZATIONAL STRUCTURE
An organizational structure is a mainly hierarchical concept of subordination
of entities that collaborate and contribute to serve one common aim.
Organizations are a variant of clustered entities. An organization can be
structured in many different ways and styles, depending on their objectives
and ambiance. The structure of an organization will determine the modes in
which it operates and performs.

Organizational structure allows the expressed allocation of responsibilities for

different functions and processes to different entities such as the branch,
department, workgroup and individual. Individuals in an organizational
structure are normally hired under time-limited work contracts or work
orders, or under permanent employment contracts or program orders.

Types of organizational structure

1. Functional Structure - The functional structure groups

employees together based upon the functions of specific jobs within
the organization.

2. Divisional Structure - The divisional structure is broken down

into three areas: product, market, and geographic.

 Product Structure - Product structure groups employees together based

upon specific products produced by the company. An example of this
would be a company that produces three distinct products, "product a",
"product b", and "product c". This company would have a separate
division for each product.

 Market Structure - Market structure groups employees together based

upon specific markets in which the company sells.
 Geographic Structure - Geographic structure groups employees
together based upon specific geographic location. This is often used by
large companies that operate in many areas throughout the United
States or in both the U.S. and overseas.

3. Matrix Structure - Matrix structure groups employees by both

function and product. This structure can combine the best of both
separate structures. An example would be a company that produces
two products, "product a" and "product b". Using the matrix structure,
this company would organize functions within the company as follows:
"product a" sales department, "product a" customer service
department, "product a" accounting, "product b" sales department,
"product b" customer service department, "product b" accounting
department. Matrix structure is the most complex of the different
organizational structures.
Structure of Reckitt benckiser
Advantages of functional structure

 Advantage of supervising similar tasks related to functions such as

marketing, manufacturing, R&D etc.

 Overall supervision is high and coordination can be easily achieved.

 Since employees performing similar tasks are grouped together

therefore overall learning from each other’s skills is high.

 Specialisation – each department focuses on its own work

 Accountability – someone is responsible for the section

 Clarity – know your and others’ roles

Disadvantages

 Lesser interaction between the other departments and people

belonging to other departments.

 It is difficult to motivate employees under functional structure because

of similar nature of tasks.

 Closed communication could lead to lack of focus

 Departments can become resistant to change

 Coordination may take too long

 Gap between top and bottom

Reckitt Benchiser is following same type of structure for many

years.
 PERCEPTION
In philosophy, and psychology/cognitive sciences, perception is the process
of attaining awareness or understanding of sensory information. The word
"perception" means "receiving, collecting, and action of taking possession,
apprehension with the mind or senses."

 Perception of employees

 Perception of Customers

Perception of employees

Internal and external communications influence employees’ perception of

organizational images, in turn influencing employees’ organizational
identification and behaviors. In particular, it is argued that when there is
discrepancy between perceived external images and internally perceived
images that are held by employees, it can result in significant consequences
in terms of employees’ behaviors.

After joining Reckitt Benchiser and employees find plenty of drive and
energy, and a direct and open style. It’s a place they’ll be given the freedom
to make their mark very early in their career. They thrive on constant
innovation and tangible results. And there’s another thing that makes them
truly distinctive: at Reckitt Benckiser they’ll find a real passion to outperform.

From the very first day a employee join Reckitt Benchiser they make sure
employee have a real job. Right from the start, they’ll be expected to take
ownership for the role one’ve chosen and supported in it. Expect to be
rewarded for success. Expect too, the freedom to enjoy a dynamic,
international career in a business that values achievement and commitment,
not rules and process.

Consumer perception

In short, they’re like their brands - strong, fast-acting and highly effective.

TEAMBUILDING
A team is an energetic group of people who are committed to achieving
common objectives, who work together and enjoy doing so, and who produce
high-quality results.

A strategy that can help groups to develop into a real team is “team
building”

Objectives of games at Reckitt Benchiser

 Teams compete to build a great team building game.

 Each team presents their game to the group giving rational, rules and
objectives.

 Games are evaluated against how effective they are as a team builder.

 The best game is played by the entire group

Team building game in Reckitt Benchiser, India-

Cricket – 25 members in a team

Only 11 players played but team leader had to divide work and responsibility
among all 25 members.

Learning- in practical field there are few people but in organization each
and every person must get responsibility and contribute in company. This is
duty of leader to divide work effectively among employees. Work together
without controversy.
Frog jumping - 2 members in a team

In this game, feet of one person is bind with another person and they have to
cover a particular distance.

Learning – It provides a sense of coordination. If one is not bothering about

other than they can’t achieve their goal. It means coordination is very
important aspect to be succeed. This game also gives learning about
balancing.
 CONFLICT
What is a Conflict?
 A state of disharmony between incompatible or antithetical persons,
ideas, or interests; a clash.

 Opposition between characters or forces in a work of drama or fiction,

especially opposition that motivates or shapes the action of the plot.

 A psychic struggle between opposing or incompatible impulses,

desires, or tendencies.

Causes of Conflict at Reckitt Benchiser

 Security
 Inability to control self and others
 Respect between parties
 Limited Resources
 Frustrations

Types of Conflict:
1. Intrasender – Conflict originates in the sender who gives conflicting
instructions
2. Intersender – Arises when a person receives conflicting messages
from one or more sources.
3. Interrole – Occurs when a person belongs to more than one group.
4. Person-role – Result of a discrepancies between internal and external
role.
5. Interperson – Between people whose positions require interaction
with other persons who fill various roles in the same organization or
other organizations.
6. Intragroup – Occurs when a group faces new problem, when new
values are imposed on the group from outside, or when one’s
extragroup role conflicts with one’s intragroup role.
 7. Intergroup – Common when two groups have different goals and can
only achieve their goals at the other’s expense.
8. Role Ambiguity – Condition where an individual do not know what is
expected of them.
9. Role Overload – Individuals cannot meet the expectations placed on
them.

Approaches to Conflict Resolution

1. ACCOMMODATING - The person neglects personal concerns to satisfy

the concerns of others. It is cooperative but unassertive.

2. COMPROMISING – The individual attempts to find mutually

acceptable solutions that partially satisfy both parties in reflects
assertiveness and cooperation.

3. COLLABORATING – The individual attempts to work with others

toward solutions that satisfy the work of both parties it is both
assertive and cooperative.

4. COMPETING – The person pursues personal concerns at another’s

expense. It is a power oriented mode that is assertive but
uncooperative. The competition is aggressive and pursues one’s own
goals at another’s expense.

Tips which Reckitt Benchiser approach-

 Meet in a quiet and comfortable environment.

 Address each other by name, with respect and with sincerity.

 Don’t take it personally. Focus on the situation, not the person.

 Let the person share his/her thoughts and feelings without interrupting.

 Listen and pay attention to words and body language.

  Maintain eye contact and be actively involved.

 Remain cool, calm and collected. Take a break if necessary.

 Ask questions and try to understand the situation and his/her concerns.

 Take notes if appropriate.

 Practice negotiation and compromise.

 Take responsibility to help facilitate a solution.

 Hold themselves accountable for their part in the situation.

 End with an action plan and a “thank you.”

POWER AND POLITICS

Power - Emphasizes self-interest and the use of nonsanctioned means.
Politics - Organizational politics is defined as the management of influence
to obtain ends not sanctioned by the organization or to obtain sanctioned
ends through nonsanctioned influence means.

 Politics is a necessary function resulting from differences in the self-

interests of individuals.

 Politics is the art of creative compromise among competing interests.

 Politics is the use of power to develop socially acceptable ends and

means that balance individual and collective interests.

At Reckitt Benchiser

 Impression

 Getting extra benefits

 Promotion-
These types of politics occur in all companies. Employees do buttering for
making impression. Because they want extra benefits and sometimes
promotion. Due to this efficient people are not able to get promotion.
 CONCLUSION

After studying and a analyzing the results of our research on the various
issues related to the organizational behavior within the organization that are
affecting the performance of its management and particularly its employee,
followed by several general and specific list of questions we asked and the
interviews we conducted during our visit to manager.

Reckitt Benchiser is a multi national company which is also operating in

India. The organization behavior regarding goal setting for employees we
have concluded that the management of Reckitt benchiser is effective in
setting goals according to the competition in the FMCG sector in India.

As the requirement of growing FMCG sector it is necessary to set challenging

and effective goals so as to become market leaders. Despite of setting
challenging goals the employees of Reckitt benchiser are satisfied with these
challenging goals and performing well to achieve the goals which were
provided to them.

The management style in Reckitt benchiser is kind of participative

management in which employees are given chance to share their ideas for
decision making so the Reckitt benchiser is utilizing its employees by getting
different ideas from different employees this provides greater chances for
getting better and innovative ideas. Not only this but from this activity
employees feel motivated because they think they also have the authority in
decision making process and they are also a part of an organization. During
the interview of an employee of Reckitt benchiser he told us “All the
employees here are given title of relationship officer rather than any other
designation and at the beginning of each month the top level management
visits every branch and arrange meeting with all the employees of the
branch and discuss the problems faced by every employee and immediately
tries to resolve the problem and this is the major motivating factor for us”.

As the motivation and reward systems are up to the expectation of the

employees so the employees are very much satisfied and don’t want to leave
the organization. The leadership styles in Reckitt benchiser are mixture of
both the task oriented and relationship oriented but it is little lien towards
relationship oriented leadership style.
Overall we concluded Reckitt benchiser inherits strong organizational culture
having values for leaders and as well as for employees and the organization
behavior is up to the mark for any company being in India.