Chapter-01 Introduction

Origin of the report:

We worked on the motivational program of Square Pharmaceuticals ltd. of Bangladesh. We went to Square to gather essential data & information about the motivational program of this organization. We got both of our primary and secondary data from the organization. We also collect some more relevant data from the organization.

Main objectives:
The main objective of our term paper is to analyze the motivational programme of Square Pharmaceuticals Ltd. Bangladesh.

Specific objectives:
By going through the paper we can identify the methods of top managers to motivate thier subordinates to increase productivity and job involvement and to decrease turnover rate. some spcific objectives are given below,
1. To learn advance professional motivational research education and to identify and develop new programs and methods which will better serve the community's needs for education and information. 2. Learn how to maintain and strengthen relations with the business community, employees and subordinates. 3. Learn what kind of steps or activity a top manager should take to motivate an employee.

Scope:
On this paper we are only considering the motivational programme of Square Pharmaceuticals Ltd. Bangladesh.

Methodology:
1|Page

Secondary data: we will direct contract with the employee and manager is possible. Primary data: some more data we collect from the official website of Square group.

Limitation:
As we are outsider, may be the company will not provide us the all informations. For that reason, may be we would unable to cover all the information.We did not have any access to the all managers of Square. Though there were several barriers in gathering information to prepare the whole report we managed to overcome those and prepared the report with all our best possible efforts.

2|Page

Chapter-02 Company profile

In Bangladesh Pharmaceutical sector is one of the most developed hi tech sector which is contributing in the country's economy. After the promulgation of Drug Control Ordinance 1982, the development of this sector was accelerated. There are many pharmaceuticals company in Bangladeshi market. Among them square pharmaceuticals is one of the leading companies. Square today symbolizes a name a state of mind. But its journey to the growth and prosperity has been no bed of roses. The company was founded in 1958 by Samson H. Chowdhury along with three of his friends as a private firm. It went public in 1991 and is currently listed on the Dhaka Stock Exchange. Square Pharmaceuticals Ltd., the flagship company, is holding the strong leadership position in the pharmaceutical industry of Bangladesh since 1985 and it has been continuously in the 1st position among all national and multinational companies since 1985. Square Pharmaceuticals Ltd. is now on its way to becoming a high performance global player.From the inception in 1958, it has today burgeoned into one of the top line conglomerates in Bangladesh. Square Pharmaceuticals Ltd., the flagship company, is holding the strong leadership position in the pharmaceutical industry of Bangladesh since 1985 and is now on its way to becoming a high performance global player. Square Pharmaceuticals Limited is the largest pharmaceutical company in Bangladesh and it has been continuously in the 1 st position among all national and multinational companies since 1985. It was established in 1958 and converted into a public limited company in 1991. The sales turnover of SPL was more than Taka 7.5 Billion (US$ 107.91 million) with about 16.92% market share (April 2006 March 2007) having a growth rate of about 23.17%.Square Group consists of Square Pharmaceuticals Ltd, Square Textiles Ltd, Square Spinning Ltd, Square Toiletries Ltd, Square Consumer Products Ltd, Square Informatix Ltd, Square Health Products Ltd, Square Agro Ltd, Sheltech, Pioneer Insurance Company Ltd, Mutual Trust Bank Ltd, National Housing Finance And Investment Ltd, Mediacom Ltd, Aegis Services Ltd, Maasranga Productions. The company has some vision and mission which are given bellow,

3|Page

VISION We view business as a means to the material and social wellbeing of the investors, employees and the society at large, leading to accretion of wealth through financial and moral gains as a part of the process of the human civilization. MISSION Our Mission is to produce and provide quality & innovative healthcare relief for people, maintain stringently ethical standard in business operation also ensuring benefit to the shareholders, stakeholders and the society at large. OBJECTIVE Our objectives are to conduct transparent business operation based on market mechanism within the legal & social frame work with aims to attain the mission reflected by our vision. Squar's Quality Policy Ensure strict compliance with WHO cGMP standards and local regulatory norms in every phase of sourcing & procuring quality materials, manufacturing, quality assurance and delivery of medicines. Ensure all activities through documented Quality Management System (QMS) complying International Standard requirements of ISO 9001 through continuously developing Human Resources by regular training and participation. Square is committed to undertake appropriate review, evaluation and performance measurement of processes, business activities and Quality Management System for continual improvement to ensure highest standard, customer satisfaction, developing human resources and company's growth

Divisions of square:
Dhaka unit This is a state of the art manufacturing facility for oral solid dosage forms and all facilities have been developed meeting the requirements of cGMP CFR 21. Dhaka Unit started
4|Page

its operation at the end of 2002. In the year 2002, the representative of UNICEF, Copenhagen, audited Dhaka Unit facility and enlisted this plant for their global supply. Besides UNICEF audit, in 2003, David Beg Associates, an UK based consulting company also audited this facility and recognized that this plant fulfills the requirement of MHRA. Pabna Unit Pabna Unit is the first manufacturing facility of SQUARE Pharmaceuticals Ltd. and started operation in 1958. It is a modern plant that fully complies with WHO cGMP Requirements. It has earned ISO 9001 Certificate in 1998, for which Auditor was Orion Registrar Inc., USA. Again, its Quality Management System upgraded to 2000 version in 2002.

Pesticide unit Pesticide Unit is a newly formed unit dedicated to the diversification of agro business through agricultural chemicals and public health insecticides. The main operations include repacking, selling and marketing of insecticides, fungicides, and herbicides of Chimac-Agriphar s.a., Belgium and FMC Corporation, USA. Cephalosporin Unit Dedicated and state-of-the-art Cephalosporin Manufacturing Facility is built as per the requirement of International GMP standard like EMEA, UK MHRA and US FDA. This world class facility manufactures Cephalosporin antibiotics in Tablets, Capsules, Dry Syrup and Inject able preparations.

Corporate Governance:
Top Management: Board of Directors As per provisions of the Article of Association, Board of Directors holds periodic meetings to resolve issue of policies and strategies, recording minutes/decisions for implementation by the Executive Management.
5|Page

Executive management The Executive Management is headed by the Managing Director, the Chief Executive Officer (CEO) who has been delegated necessary and adequate authority by the Board of Directors. The Executive Management operates through further delegations of authority at every echelon of the line management. The Executive Management is responsible for preparation of segment plans/sub-segment plans for every profit centers with budgetary targets for every items of goods & services and are held accountable for deficiencies with appreciation for exceptional performance. These operations are carried out by the Executive Management through series of committees, sub-committees, ad-hock committees, standing committees assisting the line management. Standing Committee comprises the following committee: Audit Committee: Internal Audit Committee ISO Audit Committee Social / Environment Committee Performance Evaluation Audit Committee Employment Relations Committee: Remuneration Committee Work Environment Committee Performance Evaluation Audit Committee Management Committee: Product Planning & Development Committee Quality Control & Research Committee Production & Inventory Management Committee Export Promotion Committee

Human resources management:

6|Page

Human resource planning Square has a personal and administrative Department. Square is one of the biggest employers in Bangladesh. The total number of employees is 1,223. For the employees there are systematic in house training in home and abroad . To motivate the employees, along with salary and benefits the company provides various facilities like free meals , free transportation , 24 hour medical center , on site sports . Production and accommodation facilities include full time supply of safe drinking water, adequate lighting and ventilation facilities from sheet.

HR Practices of Square Recruitment Training Performance Management Labor relation Employee relation Job analysis Job design Selection Development Incentives Benefits

Chapter-03 Motivation program

Motivation:
7|Page

Motivation is the activation of goal-oriented behavior. Motivation may be intrinsic or extrinsic. The term is generally used for humans but, theoretically, it can also be used to describe the causes for animal behavior as well. This article refers to human motivation. According to various theories, motivation may be rooted in the basic need to minimize physical pain and maximize pleasure, or it may include specific needs such as eating and resting, or a desired object, hobby, goal, state of being, ideal, or it may be attributed to less-apparent reasons such as altruism, morality, or avoiding mortality. Some people work for love; others work for personal fulfillment. Others like to accomplish goals or feel as if they contribute to something larger than themselves. Whatever your personal motivation for working, the bottom line, however, is that almost everyone works for money. Find out the latest thinking and research about what people want from their work - employee motivation. According to Abraham Maslow there are five categories of needs and these five categories can be divided into two levels, lower level needs and higher level needs. Self actualization Esteem Social ( need for love, affection) Security or safety ( job security) Physiological need ( food, shelter, drink, sleep)

Need / Importance of Motivation:

Motivating factors definitely do not exit a vacuum. Even individual's desires and drives are conditioned by physiological needs arising from a person's background. But what people are willing to strive for is also affected by motivations; at others time it may arouse them. Motivating factors are also applicable for the managers of large organizations. According to Abraham Maslow there are five categories of needs and these five categories can be divided into two levels, lower level needs and higher level needs. As the leaders and managers satisfy or
8|Page

fulfill the needs of the followers to motive them, the managers also have some need and these needs works as a self-motivator. The employees will be satisfied and motivated only when their two lower level need of physiological and safety need must be fulfilled. But managers' part, to motivate them higher level needs like social, esteem and need like self-actualization may be considered. People who start and develop a business showed very high need of achievement and high need for power drives. Managers generally showed high on achievement and power and low on affiliation, but not set so high or low as entrepreneurs. In large companies chief executives to be only average in achievement motivation and often stronger in drives for power and affiliation. Managers in the upper-middle level of management in such companies rated higher in achievement motivation. Managers who do rate high tend to advance faster than those who do not, because so much of managing requires other characteristics beside achievement drive. Every large company probably have many managers who possessing fairly strong achievement motivation, also have a high need for affiliation. Any motivation done by the top management requires some motivators important for managerial motivation. Patton identifies motivators important for the motivation of managers. These factors work as a self-motivators for the managers. They are as follows1. Challenging work. 2. Status 3. Leadership 4. Competition 5. Fear-loss of job, reduction of bonus, increment etc. There is variance among the motivator in application mentioned above. According to some top managers Status is the important motivator among the five. Because every human being look for social status and this urges for social status drives them to motivate internally. Desire for leadership is also an effective motivator as part to be a leader . fear of loss or
9|Page

reduction of financial payments from the organization creates an impression to work effectively and attentively.

Motivation in square:
In Bangladesh perspective to motivate the managers square uses the techniques stated and explained by the social researchers. Motivating staff by training, self motivation, recognition, awards, incentives, incentive programs, employee satisfaction, employee reward programs, team building, employee recognition programs which will ultimately increase employee productivity. Special motivational techniques identified after looking at all the theories of motivation. These theories are applicable in the business environment of Bangladesh. This areMoney: Economists and most managers have tended to place money high on the scale of motivators, while behavioral scientists tend to place it low. If money is to be the kind of motivator, managers must remember several things. First: Money is likely to be more important to people who are raising a family. It is an urgent means of achieving a minimum standard of living, although this minimum has a way of getting higher. Second: It is probably quite true that in most kind of business and other enterprises, money is used as a motivator. Third: Money as a motivator tends to be dulled somewhat by the practice of making sure that salaries of various managers in a company are reasonably similar. Fourth: If money is to be an effective motivator, people in various positions, even though at a similar level, must be given salaries and bonuses that reflect their individual performance.

10 | P a g e

It is almost certainly true that money can motivate only when the perspective payment is large relative to a person's income. The trouble with many wage and salary increases and even bonus payments is that they are not large enough to motivate the receiver. 1) Level of autonomy: Empowering employees to have some decision making capabilities is a great way to provide motivation. Offer staff the tools to utilize their talents and want some responsibility. Most people want to have some independence as they make the day to day decisions that may arise. Some employees who are micro-managed get frustrated and as a result become demotivated. By offering some autonomous choices, employees feel some ownership in their jobs and as a result want to succeed. Remember to always remain a source of support that people can turn to for advice. In that purpose, Square gives the employees decision making authority. For that reason employees feel that they are truly the part of this organization. It helps the organization to increase the productivity of the organization. 2) Specific goals and offer feedback using positive reinforcement: Employees want the inspiration like; they are doing a good job. If they are achieving great results - tell them. Even if they are having some difficulties, some constructive criticism through feedback goes a long way. Square authority always encourages the employees performance. They fairly evaluate the work of every employee. The employees are fairly rewarded every time. Sometimes the company send congratulation memo to the employees informing them their success.

3) Integrate room for growth on the promotion scale:

11 | P a g e

Most people want to do better in job and like to feel as if they are contributing. Those employees deserve personal growth and promotion to continued development. 4) Job enrichment: Job can be enriched by making it challenging and meaningful. This applies to the jobs of managers as well as to the non-managers. Job enrichment is related to Herzberg's theory of motivation, where factors such as challenge, achievement recognition, and responsibility are seen as the real motivators. In job enrichment, the attempt is to build into jobs a higher sense of challenge and achievements. A job may be enriched by variety. But it also may be enrich bya) Giving workers more freedom. b) Encouraging participation and interaction. c) Feeling of personal responsibility. d) Giving feedback. e) Involving workers in change management. 6) Profit sharing: There are some employees who prefer to feel a sense of ownership; this also gives them a direct reason to want to see the company succeed because they are financially invested. As a means to invigorate many companies offer profit sharing as a reward for strong motivation in a job well done. When the company crosses the targeted profit, they share the profit among the employees. 7)Offer flex-time benefits:

12 | P a g e

Many Employee want alternate work schedule. Sometimes Employee flourish on different kinds of work schedule as traditional 9 to 5 schedule. 8) Know other siblings: Square knows the different needs of different employees. Each employee have got their own need. For a instance, people who work for money will never get satisfied by empowerment or promotion compaired to increasing their salaries. Square provides transfort facilities to the employees. For their representatives, they provide motorcycle and cell phone for comminication inside and outside of the organization. 9) Some other factors regarding motivation: Square uses some other factors that could prevent motivation of employees like job security, being pessimistic about future ofthe company or loss or hope of being promoted of getting an increase in salaries. 10) Efficient work environment: A good working environment motivates employees to work properly. Square provides all the modernized facilities in the work place. For that reason employees are encouraged to work properly.

Chapter-04 Findings and analysis

13 | P a g e

After analyzing all the theories and information of motivation we can say that as motivation is related with human needs, human can be motivated easily if we fulfill all the needs described by Maslow. Every employee has a deep urges to achieve both the upper and lower level needs, though maximum workers needs limits to lower level. Though it is difficult for Bangladesh perspective to ensure the higher level needs as a motivator but we can expect for those needs. If any employee expects to ensure the needs of both lower and upper level they must have to take any assignment as a challenge given by the organization. Giving priority to complete it in time. Make them to acceptable to the management so that the management may keep faith over the employee and can adopt the special motivational techniques. As Bangladesh is third world developing country and consisting of a huge unemployed man power, the motivational techniques may not be used by the management at all the times. Most of the times we observe that multinational companies are adopting these techniques taking the advance of motivation, where local companies are using this a little bit. But if most of the company and private organization want strong support from the workers I think all the organization local or multinational, must have to follow the motivational techniques regularly, because most of the workers in our country are not familiar with the needs and motivational techniques. If they are properly guided by the expert management they can be the asset of the respective organization. Before using the motivating factors among the employees we must have to ensure proper work environment along with the legal environment. So that the motivation can produce perfect output to a goal of the organization involving all the workers from top to bottom.

Chapter-05 Recommendation
14 | P a g e

Job satisfaction is very much related with motivation. Job satisfaction is the extent to it people like or dislike their jobs (global satisfaction) or aspect of their job. It is usually measured with questionnaires administrated to employees. Several popular job satisfaction scales are available in our corporate level. But there must be some permanent motivational and job satisfactory scale in our corporate world. There must be equality in every department of the organization. It will help an employee to self motivate him/herself. Every organization should avoid existent conflicts among all employees. We think it will help the organization to reach its goal and increase its productivity.

Conclusion
Motivation is an important part in the entire progress of an effective management. Every workers of higher level or lower level of management has the ability to perform their duty neatly and effectively. But lack of proper motivation keeps them away from showing their caliber. Proper motivation and utilization of the motivating factors can help an organization to achieve their set target or goal. The term motivation is internally linked with the human needs, which are explained by the social searchers, like physiological, security, social, esteem and selfactualization as well as with the special motivating factors like-money, positive reinforcement, participation and job enrichment. These motivational techniques are most affective, where motivation is more important in production.

References
1. www.squarepharma.com.bd
2. www.google.com

3. www.wikipidia.org
15 | P a g e

4. www.business-humanrights.org
5. Company portfolio 6. Company prospectus

16 | P a g e

17 | P a g e