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Why RB employees are passionate about their work

Thursday, March 4th, 2010

It has been almost a year with RB and I was wondering why I am so passionate about my work and satisfied with my job. After a careful analysis of my Job Characteristics I found the reason.

Let me explain this in more detail to you with the help of a model known as
Job Characteristics Model.

ob12_07stSkill Variety

The degree to which a job requires a variety of different activities (how many different skills are used in a given day, week, month?). As Area sales manager I have to use variety of skills that include management skills, sales and marketing skills, negotiation skills and many more to run a whole distribution chain.

Task Identity

 The degree to which the job requires completion of a whole and identifiable piece of work (from beginning to end). As an area sales manager I am responsible for sales targets of Karachi city, so I have to plan, organize, lead and control my team accordingly.

 Task Significance

The degree to which the job has a substantial impact on the lives or work of other people. I am leading a team of almost 50 people. My actions and decision have a substantial impact on the lives of my team members.

Autonomy

The degree to which the job provides substantial freedom and discretion to the individual in scheduling the work and in determining the procedures to be used in carrying it out. As an area sales manager I have substantial freedom and discretion in scheduling my work.

Feedback

The degree to which carrying out the work activities required by a job results in the individual obtaining direct and clear information about the effectiveness of his or her performance. I constantly give feedback to my team regarding their performance and I am given feedback from my line manager that keeps me on my toes.

 

The model states that Jobs with skill variety, task identity, task significance, autonomy, and for which feedback of results is given, directly affect three psychological states of employees:

1. Knowledge of results

2. Meaningfulness of work

3. Personal feelings of responsibility for results

Increases in these psychological states result in increased motivation, performance, passion and job satisfaction. This is the reason why I am so passionate about my work and satisfied with my job!!

For real job satisfaction you need to know where and in which function you want to work. The RB career website might help you to make up your mind: www.reckittbenckiser.jobs

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Ultimate Visibility

Wednesday, February 24th, 2010

If you think about sucessfully building your career then visibility is one of the most important things. If one’s performance is visible to higher management levels then chances for the next step on your job ladder are high.

One of the best things about RB is that RB employees get ultimate visibility. When I was management trainee, the GM of RB Pakistan and directors of various functions knew not only my name but also they knew what projects I was working on.

The reason is that RB is a lean organization with an almost flat hierarchy. Employees are directly involved in the decision making process, rather than closely supervised by many layers of management. This eliminates bureaucracy in an organization and empowers people.

The top management is closer to the middle management which makes it easier for the upper management to communicate effectively to the lower level management. Flat hierarchy organizations like RB in comparison to tall structures are more effective in terms of innovation and empowerment. That is why RB won The Economist’s Innovation Award in the category of Corporate use of Innovation.

Organizational Structures

Our view is not limited to our country only, we get visibility on a global level. As management trainees we had training sessions with our regional HR director, SVP Global Corporate Communication & Affairs and our Regional Director. These kinds of sessions teach us to think global and act local; top management shares their views regarding RB global. We get to know the future plans, share best practise and have business updates with other regions.

With great empowerment and visibility comes great responsibility, everyone in RB knows every other person’s performance so one has to put his/her best forward. RB no doubt is a place for people who are achievers and performers.

Conceptual sign of sucess in business and life

Do you want to work in an environment where you have visibility to top management already in an early stage in your career? Do you want responsibility and are an achiever and high performer? Than RB might be the right place for you – find out more in the ‘Are we right for you?’ section on our website: www.reckittbenckiser.jobs

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I’m ready to rumble

Monday, February 1st, 2010

Being a Management Trainee at RB has been as exciting as a roller coaster ride!
I have worked on live projects in marketing, sales and trade marketing. And I have now completed my management trainee tenure and have been posted as Area Sales Manager of Karachi; one of the biggest cities in RB Pakistan.

For me it’s time for real action in a live role of Area Sales Manager. The stakes are high and so is my motivation level.
The management trainee program has equipped me to deal with all kinds of challenges that sales and marketing throw up. This is the beauty of the RB management trainee program – we get training in every function of the organisation which helps us to polish our marketing and sales skills.

It’s safe to say I am thoroughly enjoying my job.
It’s a managerial/ leadership position. And people management is one of the major components of my job. Apart from that I have to manage all operations at the distribution end.
Talk about empowerment and real action at RB. I am ready to rumble!

By the way:  until March 3 you can apply for the RB Graduate Program in Pakistan – job number KAR00E.

Good Luck!

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Why entrepreneurship is one of RB’s core strengths

Tuesday, January 26th, 2010

One of RB’s core values is that it allows daring ideas to thrive - these ideas then translate in to products that provide value to our consumers.

To mark the first batch of new ideas, we arranged an event to introduce them to the sales team.
The event was amazing; marketing and sales teams of different regions were there. The event kicked off with a motivating speech by our General Manager, Ali Ahmed Khan. He discussed the company performance with us and congratulated everyone on achieving double digit growth in 2009.And he told us the target for next year: Power growth – no looking back.This is the theme for year 2010 for RB Pakistan.

 power-growth-logo1

The marketing director Omer Shafiq and sales director Saad Mehmood Rashid told everyone about the plans for the year 2010. After that brand managers introduced the new variants.

Here are the details

Strepsils 1s:
Strepsils is available in strip format, but considering consumer demand RB Pakistan has introduced Strepsils in single pack format and named it Strepsils 1s.

Harpic Rose:
Harpic has been launched in the rose variant with a rose fragrance because research showed that consumers like the idea of this scent in their toilet cleaner.

Dettol Soap Sensitive relaunch:
In Pakistan winter has set in and this product has been positioned as an antibacterial soap for winter.

Dettol MPC pine:
This had only two variants, Citrus and Floral. MPC with pine fragrance is introduced to give consumer more variant choice.

Mortien Pashmena:
Mortein LED has been launched with a fragrance which means consumers are getting more value for money -they can get rid of mosquitoes and have fragrant air.

superstars

There was also a musical event to boost the morale of the sales team, and everyone really enjoyed it .

party-1

party-3

This is what I love about RB. Because we are in a culture that promotes entrepreneurship, daring ideas are actually allowed to thrive.
An open door policy fosters the generation of new ideas, and this launch event was the culmination of it.

Do you think you could work in this sort of environment? Are you bold thinking, driven and passionate about turning ideas into great execution?
Discover whether you are an RB person by trying our Virtual Career Game. You will be presented with a series of career-critical scenarios – make the right choices and you will find promotion in your grasp!

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The need for speed

Wednesday, December 30th, 2009

In today’s competitive and turbulent markets companies need speed – the ability to identify and seize opportunity to create economic value faster and effectively than rivals.

RB is a very action oriented company, we walk the talk. Our agility and speed differentiates us from rest of the FMCGs. And, at RB we are rewarded for being agile.

RB has aligned all its functions, culture, and performance management system to achieve speed. To promote agility, RB’s performance management system achieves the following five objectives.

1. Attract the “right” people
2. Evoke extraordinary effort from employees
3. Focus effort on what really matters
4. Balance short-term urgency with long-term considerations.
5. Balance individual performance with collective success.

The Financial Times blogger Don Sull illustrates this in detail in his interesting article “Incentive for agility” – using RB as a shining example of how executives should promote agility within their company.

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