Procter and Gamble is a multinational company that was started in the mid-1800s in Cincinnati by two brothers. One of them was a candle maker, and the other was a soap maker. The founders’ idea of the business was born when they were given an opportunity to supply soap to the army. The company grew from a small plant to a successful business empire; however, in order to sustain its profitability and retain employees, the two owners began a profit-sharing program whereby they sold part of their shares to their employees. Expansion of the company started in 1947 when it began to increase its brand presence in major markets through product differentiation.
Generally, the purpose of P&G is to provide high-quality products that contribute to the value-addition and sustainable satisfaction of all consumers, with special attention to their health. The mission of the company is the improvement of life by producing food that mainly helps people improve their health, thus providing value and quality.
The success of P&G can be attributed to its corporate structure, which consists of an organizational structure and branding structure. The organization uses its brand against its competitors. Its strong brand has not only helped P&G to establish an identity in the marketplace, but has also made it one of the leading producers of goods (Dyer, Dalzell, & ‎Olegario, 2009). P&G embraces an organizational structure associated with hierarchy, lines of communication and reporting responsibilities; this type of structure is in regards to centralization and decentralization in terms of geography
In P&G, the staffing policy is ethnocentric; this means that people of the parent country fill all key positions in the company. In 2011, the company structure was divided into business segments, varying from beauty products to home care. P&G also uses the strategy of employing fresh graduates from college (Kandola, 2001). The company places the recruited persons and gives them responsibilities in their respective regions or countries in order to allow them to assimilate into the company. As a choice, the company will offer growth in terms of its expansive products. The fact that it has business segments under its global units provides a range of products for brand expansion.
In my career line, P&G provides an opportunity to enhance knowledge in production due to its commitment to capacity building. Another part is the extensive training programs offered during employment in order to enhance career growth and development; this involves both on-the-job and off-the-job training programs (Cherunilam, 2009).
In regards to career enhancement, the fact of being employed by P&G Company will provide a better understanding of different international laws in regards to labour. The learning environment will extensively add to my knowledge in relation to diversity based on culture (Stormei, 2001). Moreover, it will provide a chance to learn more about different leadership cultures or styles established in company outlets or plants across the world. P&G is highly ranked among multinational corporations in the world, and it stretches its products to almost every corner of the global market. This penetration has been influenced by the company’s strong policy on corporate social responsibilities mostly touching on children’s health, thus boosting its sales greatly; this provides an illustration of how a business can become successful by providing solutions to social problems.
As an individual working for such a company, I will enhance my knowledge and critical social skills that are needed to sharpen my career, as the organization recognizes my skills in entrepreneurial knowledge, which is beneficial to my career. In assessing the company’s profile, I have established that it has managed to merge with different companies, thus improving product development and international markets penetration (Shaw, Newholm & Dickinson, 2006). This has greatly influenced my choice, as the company provides an opportunity to fully sustain my endeavours, including putting my knowledge and skills to proper use and providing a platform for growth. Unlike most companies, Procter and Gamble promote within the company.
In conclusion, P&G has evolved to become one of the most successful producers of goods, with a positive influence on the health of consumers. Reaching this has made the company’s products very attractive in the market. Its sound human resources policy has enhanced P&G’s global ranking as one of the most admired workplaces providing maximum employee satisfaction. Achieving this type of recognition for any international company elevates it to a high echelon of productivity, growth, and net worth. It would truly be an honour to have the chance to work in such a company.
Reference List
Cherunilam, F 2009, International Business: Text and Cases, PHI Learning Pvt. Ltd, New Delhi.
Dyer, D, Dalzell, F & ‎Olegario, R 2009, Rising Tide: Lessons from 165 Years of Brand Building at Procter & Gamble, Havard Business Press, MA.
Kandola, R S 2001, The Graduate recruitment manual, Gower Publishing, Ltd, Hampshire.
Shaw, D, Newholm, T & Dickinson, R 2006, Consumption as voting: an exploration of consumer empowerment, European journals of marketing, vol. 40, no. 9, pp.1049–1067.
Stormei, LK 2001, Creating Mentoring and Coaching Programs: Twelve Case Studies from the Real World of Training, American Society for Training and Development, Alexandria, VA.