Course Title : Principles of Management and Organizational Behavior

Course ID : MBA501
Semester : Spring’21

Group Member
Sl. Name ID Email
1. Maisha Binte Syful Lamia 2120726 [email protected]
2. Mahmuda Akhtar 2120187 [email protected]
3. Md. Rejoanul Islam Dip 2120742 [email protected]
4. Mohammad Monjurul Mannan 2120917 [email protected]
Contents
Overview ......................................................................................................................................... 3

Vision & Mission ............................................................................................................................ 4

Vision .......................................................................................................................................... 4

Mission 2020............................................................................................................................... 4

Goals and Objectives .................................................................................................................. 4

Q.1. What types of culture does Marico follow (Power, Role, Task, Personal)? ........................... 5

Q.2. How does organizational politics influence Marico? .............................................................. 7

Q.3. How Marico motivate its employees in terms to achieve a goal? ........................................ 7

Q.4. How do Marico deal with short term and long-term planning? ............................................ 11

Q.5. How do Marico celebrate their achievements? ..................................................................... 14

Q.6. what type marketing strategy dose Marico follow in terms of business expansion? ............ 16

Q.7. How do Marico planning to attract the mass customer, what are the promotional activity the
usually do? .................................................................................................................................... 18

Q.8. How do Marico evaluate employee performance? ............................................................... 19

Q.9. What is the procedure to distribute their product? ................................................................ 20

Q.10. What do you do to launch new product in market? ............................................................ 20

Overview
Marico is one of India's leading Consumer Products & Services companies in the global beauty
and wellness space. From its foundations, Marico has worked outside the box, to bring innovation
to its customers through the careful creation of continuous and sustainable change.
Today, 1 out of 3 Indians uses a Marico product. From cooking oil with 'LoSorb Technology', to
rice that keeps you active, personalized skin scrimption services and hair oil that comes with a
battery powered head massager, Marico believes that it pays to think differently. At our offices,
everyone is a member, not an employee. We have a flat organizational structure, with just five
levels between the Managing Director and the shop floor operator. We believe in transforming
the lives of all stakeholders be it our suppliers, farmers, distributors or shareholders by helping
them maximize their true potential and it truly articulates the true Mariconian spirit – to be more.
Every day.
Marico is present in more than 25 countries across Asia and the African continent. The company
recorded a turnover of USD 729 Million in 2011-12. Our vast portfolio of enduring brands such as
Parachute Advansed, Saffola, Hair & Care, Nihar, Mediker, Revive and Manjal are leading
household names today. In addition, the company has recently acquired the erstwhile personal
care business from Reckitt Benckiser. Marico now owns popular brands like Set Wet, Livon, Zatak
, and other personal care brands thereby strengthening its portfolio for the youth and creating a
significant presence in the male grooming and post hair wash segments. Marico's international
portfolio includes brands like Fiancée, Haircode, Camelia, Aromatic, Caivil, Hercules, BlackChic,
Code 10 and Ingwe. We are also present in the Skin Care Solutions segment through Kaya Skin
Clinics in India, Middle East and Bangladesh and Derma Rx in Singapore. Our consumers
transcend countries and customs. We are a company that believes in challenging the status quo,
to create growth and continuity in change.
 The company was founded in 1857 By Kanji Morarji and is headquartered in Mumbai
,India.
 Marico Limited, together with its various consumer goods and services in India, the
Middle East, Asian countries, Egypt, and the United States.
 The company provides coconut oils, edible oils, hair oils and other hair care products,
fabric care products, processed foods, soaps, and baby care products, as well as skin care
and ayurvedic products.
In 2002 Marico established a factory on foreign soil - Bangladesh. Marico was the first Indian
company to have a manufacturing location in Bangladesh. The steady growth of CNO franchise,
with better product quality along with direct and indirect distribution provided a good
opportunity for IBG business in Bangladesh. In Bangladesh, Marico operates through Marico
Bangladesh Limited (MBL), a wholly owned subsidiary with its manufacturing facility at Mouchak,
near Gazipur. This is an ISO 9001 certified facility.
Vision & Mission
Vision
Consumers: For they are the reason we exist
Membership: For a sense of ownership empowers us.
Excellence: For it unleashes our potential
Wealth: For on it hinges our growth
Innovation: For it gives wings to ideas
Mission 2020
The Marico Innovation Foundation’s mission is to provide the nation with first: a belief
that Innovation is possible and is the way to leapfrog India into the center stage of
global business leadership, and second: a framework to leverage innovation for
quantum growth.
Goals and Objectives
Company commit itself to improving the quality of people's lives in several parts of
the world, through branded Beauty & Companyl products and solutions.
Company shall offer brands that enhance the appeal and nourishment of hair and skin
through distinctive products and services based on the goodness of coconut, other
natural substances.
Company shall make available brands that contribute to healthy living, through, both
products drawn from agriculture offered in natural or processed forms, and services.
Company shall develop, in parts of the world beyond the Indian Subcontinent, a
franchise for the branded products and services.
Company shall aim to be a leader in each of its businesses through heightened
sensitivity to consumer needs, setting up of new ideas.
Company shall share prosperity amongst members, shareholders and associates, who
contribute in improving equity and market value.
We take interview below person
Contact Person:
SL. Name & Designation Visiting Card

1. Nafisa Hakim
Assistant Manager-Sales HR

Minhazul Ashek
2.
Supply Chain Manager

We take interview in Zoom. Our group interview snapshot below here

Q.1. What types of culture does Marico follow (Power, Role, Task,
Personal)?
One of the main positive aspects of organizational behavior is organizational culture. Every
organization has its own distinctive cultural sets, which define the way of doing work and the
nature of the organization. Organizational culture also has an important influence on the working
environment. The transfer and management of power, on the other hand, it has a positive or
negative effect on employees. Marico’s organizational culture and its influence has given below:

Figure 1: Charles Handy’s Organizational Culture Model

Power Culture: Power culture is the degree to which managers and employees apply central
power that influences the success of individuals and departments and their actions. The
managers of Marico exercise the corporate power to design the organization's structure and
method that often influences the employees' job procedures. The culture of power is often used
to make decisions on the laws and regulations to be enforced in the corporate system by workers.
As Marico is a large organization so this company divided into different department and every
departmental head got the power to take decision for key element. For example, HR manager
have the power to recruit employee for the required positions.
Role Culture: Role culture is the process of performing work/tasks and duties in order to meet
the vision and goal of the enterprise. It is one of the company's long-term strategy, Marico
practices the role culture to develop job duties and obligations and offers feedback to workers
to reshape their actions and performance so that they can satisfy their assigned responsibilities
and roles.
Task Culture: The culture of tasks is generated by applying organizational importance to the
delegated tasks and obligations so that the workers can monitor the efficiency and consistency
of their work. Marico invites employees to collaborate in organizational activities and to have
new ideas to address company challenges. In order to build a responsive corporate culture,
managers promote open dialogue between team members. Task Culture also indicate the values
and ethics of employees in order to achieving organizational goals.
Personal Culture: Personal culture is the rights of the employees to follow their own culture.
Personal culture indicates the understanding and experience of individual. In a company that
contributes to the greater organizational decision and business principles, Marico employees are
granted the autonomy to practice their religious beliefs and social norms

Q.2. How does organizational politics influence Marico?

Politics in various situations inside Marico can direct the behavior of most active human
resources of the company. The creation of the positive behavior among the human resources of
Marico becomes the aim of the politics of each operation. For example, the arrangement of the
different rewarding systems arranged by the HR administrator of Marico for the good performer
in the department can positively force and motivate others to originate the productivity for
Marico.
Organizational politics additionally has power to influence the employees and the staff of a
company and increase the performance of their employees. Structure politics square measure
selfish behaviors influence by people might serve personal interests while not relevancy results
on the organization. The products of Marico have associate degree of structure behavior to use
the political approach to boost the employee’s performance and accomplish the structure goals.
Manager of Marico did set some standard for its employees, so that manager can identify their
level of work and requirements. Maintaining organizational politics is an important thing to do.
Otherwise, organizational productivity gets influenced by organizational politics. Organizational
politics is the form of exercising control to affect the individual and team members' working
actions and results to accomplish a particular objective. Organizational politics shows the
employees 'influential actions of management to get the job done by the staff, when the
managers are the will of the employees. The human relations and allocation of authority and
governance in an organization are embodied in organizational politics. While, because of the
complexities, many people want to escape corporate politics, everyone inside a corporation is
somehow part of occupational politics. Workplace politics isn't all about classification; it's really
an essential aspect of human practice.

Q.3. How Marico motivate its employees in terms to achieve a goal?

There are different theories of motivation used by organizations to inspire their employees for
improved performance. Marico does not use one fixed incentive model to stimulate the workers,
but the organization uses various types of models to empower and motivate the employees
based on circumstances. Both theories of motivation fall under two of these classifications, such
as content theories and process theories. Some of those theories are described below:
Content Theory: Theories of content essentially give preference to the needs of individuals.
Through concentrating on the human rights of employees. The material theories of motivation
are designed to give priority to the human needs that change with the flow of time. The
communication theories help to define the variables that can generate intrinsic and extrinsic
motivation among the workforce and create productive work behavior to improve efficiency. The
incentive of people to work is motivated by these expectations and needs. To inspire the
employees, Marico uses Maslow's hierarchy of needs.
There are five phases requires, according to Abraham Maslow hierarchy of needs theory, and
each step follows, respectively.

Figure: Hierarchy of Needs by Maslow

Physiological Needs: The first step of the hierarchy of Maslow reflects the essential survival
needs. This entails physiological needs such as food, lodging, schooling, etc. Only after satisfying
his basic needs a person will progress to the next steps. Marico use these theories in its
organization to motivate primary levels employees. This organization provides employees
different types of attractive incentives in order to keep employees satisfied and motivated. Once
this need is satisfied entirely, employees will no longer motivated by those needs.
Safety Needs: Social security applies to the need for safety. This need is met only when a person
receives work protection, financial security or medical care. Marico is very serious about the
security requirements of its workers. The business maintains stringent hiring regulations that
guarantee occupational health and safety, retirement benefits and pensions. For satisfying these
types of needs Marico also provides different types of insurance, job security to its employees in
order to keep them motivated.
Belonging and Social Needs: Social recognition is the third step. Humans are social beings that
have the desire to belong to society and families. Belongingness to a team or an organization
often is a collective necessity. After full feel the needs of safety they want to be recognized by
their work. In this stage, Marico try to give credit to its employees for their work, appreciate their
work and try to give reward for that work.
Self Esteem Needs: After meeting the social needs, the secondary level of the phases is
transferred by a person. The first criteria of the secondary stage are calculation requirements.
Two kinds of need for respect can be sought by an individual: self-esteem and public esteem.
Self-esteem expresses an individual's confidence, while public appreciation corresponds to public
acceptance. This need includes self-esteem and self-respect of employees such as, self-
confidence, achievement, independence, competence and knowledge. Employees want to values
and accepted by other. So, Marico make sure that everyone giving respect to each other and
have good correlation. Try to make employees feel that they are useful in the organization.
Self-Actualization: Self-actualization needs are the highest level of needs according to Maslow’s
hierarchy. In this need employees wants to realize their own potential, self-fulfillment, and peak
experience. Marico thinks higher level employees needs self-recognition. So, it ensures that can
have credit for their work. This process relates to the determination of imagination and ability
within an individual. Then, an entity that has satisfied his or her confidence needs encourages
him or her to master his or her skills in order to accomplish personal goals.
Herzberg’s Motivation Hygiene Theory:
Psychologist Frederick Herzberg introduced new motivational theory after Maslow’s theory. This
theory is known as Herzberg’s Motivation two factor theories. This theory focused on two factors
based on employee’s perspective, one is ‘when employees feel specifically good about their job’
other one is when employees feel particularly bad about their job’.
 Figure: Herzberg’s Motivation Hygiene Theory
According to Herzberg for employees are different types of achievement on jobs, recognition for
work, responsibility for any tasks, advancement, and growth that factor work as a motivator for
their job satisfaction. On the other hand, company’s policy and administration, supervision of
leaders, interpersonal relationships, working conditions, and status work as job dissatisfaction
for employees. Herzberg also added that dissatisfactions factors are not negative influence for
employees.
Vroom’s Expectancy Theory
Vroom’s Expectancy Theory is one of the most commonly used motivational theories. Vroom’s
Expectancy theory refers that; employees will be motivated if they understand the relationship
between efforts and put performance on that basis and get rewards. According to vroom’s
realization employee’s performance is predicated on individuals’ factors like temperament, skills,
knowledge’s, expertise and skills. Expectancy is that the belief that hyperbolic effort can result in
hyperbolic performance. This theory will have an effect on by some components like right
resources accessible like raw materials, time. The correct skills to try do the task and the
necessary support to urge the task done. Those components will have an effect on this theory.
Marico’s staff assumes that their ability to perform the work related to the duty. Expectancy is
all concerning effort that is a person will feel the targets if he\she exerting. Instrumentality is
performance ability worker cares if he\she do the work properly can it cause rewards. Valence is
concerning reward that ought to fascinate.
 Figure: Vroom’s Expectancy Theory

Q.4. How do Marico deal with short term and long-term planning?

-Marico continues to consolidate its leadership position with market share gains across its core
segments: coconut oil, value-added hair oils, and super premium refined edible oils. There
continues to be significant headroom for category growth as well as market share gains, the
short-term rural demand slowdown notwithstanding. Marico Have a significant employee rate
and they share profit value of 5% on its growth per annum.

They have two types of planning – short and long term. Basically short term minor strides lead to
a preplanned decision.
a) Short Term planning- miniature planning are shape in in size annually. These are target
oriented and follow the instruction from Managing Director to sub level members. -
Marico remains committed towards sustainable value creation through a ‘consumer-’
and ‘community-’ centric strategy.
 Annual planning consists of Brand & Marketing wise, Through HR prospective, through
learning development and many more

HR perspective- there is a term called appreciation and retention. They have to keep a
track on how much retention rate is there which depends on their turn around.
Learning Development – Marico starts members work with significant training process.
Talent are created through this training. Building digital skills of their members is
central to our agenda of building leaders of the future. With a nine-month long
learning plan facilitated by external experts, teams have been tasked with digital
experiments for their brands. They are learning various aspects of this dynamic
environment, be it impact assessment in terms of media effectiveness, adoption of
new techniques in trend-spotting, content planning or data-driven marketing
approaches.

b) Long term Planning - Marico remains committed towards sustainable value creation
through a consumer and community-centric strategy. Being the market leader in ~90%
of their business segments, they focus on maintaining their leadership position and
 driving category growth by bringing value to their consumers in the form of right pricing
as well as superior product offerings. Simultaneously, Marico intend to selectively
nurture new growth engines towards achieving balanced growth and a diversified
portfolio mix.
Sustainability and community well-being have always been at the heart of Marico’s
overall strategy. As the COVID-19 pandemic sweeps the world, they at Marico, recognize
their extended responsibility towards the community and remain committed towards
driving the health, safety, and well-being of our members, extended partners, nation,
and the world at large.
They have vision to be the top FMCG industry worth 1500 crore BDT by 2X22.
They follow tiny steps to periodical to profound planning to reach the vision. Under short term
to long term planning several options are taken consideration, for instances –

Our Strategic Goals Consumer and community centric sustainable value creation
Strategic pillars Grow the Core International New Growth Engines
Markets
Strategy Enablers Business and Go to Product innovation Technology &
Market Models Automations

Grow the Core, International Markets, New Growth Engines falls under Strategic pillar where
strategy pillars are given below :
 a) Business and Go to Market Models- With the continuous changing market landscape
and business realities, they have constant experimental view and adaptability nature.
b) Product innovation- Marico product innovation solely depends on customer’s point of
view. There are separate roles for consumer driven insights and innovation for engine
growth.
c) Technology & Automations- Marico has kingpin on technology and automation to build
a future ready organization.
d) Cost management – along with profitable growth cost consciousness is also important
to maintain healthy profitability and fund strategic initiatives for future growth.
e) Talent & Culture – to develop members into leaders by leveraging a combination of
proven experiential and futuristic approaches and ensuring an active role of Learning &
Development through customized functional and leadership training modules
f) Mainstreaming Sustainability- a defined governance mechanism with a
Sustainability/Business Responsibility Committee constituted by the Board of Directors
and headed by the Chief Operating Officer (COO)

Q.5. How do Marico celebrate their achievements?

Before celebration they have to go through an intense nine months training program which are
discussed in the following –
Young Board program
Marico have set up a Young Board, which comprises young home-grown partner talent,
nominated from across the business, who are expected to bring fresh and differentiated thinking.
This helps provide a well-rounded perspective on the new opportunities that we want to pursue,
to make Marico future ready. Each Young Board has a tenure of one year.
Marico Leaders as Teachers
This year, 22 of their leaders across locations went through a three-day facilitation skills
workshop based on the ‘Accelerated Learning’ model. These certified leaders are now designing
and conducting training programmes for their functions on induction topics such as new
manager assimilation, Marico’s values and Code of Conduct, technical topics of HR analytics and
insights, pumps and pumping systems and behavioural topics such as trust and collaboration,
stakeholder management, communication with impact, time management, collaboration
between teams and managing self.
There is also Anytime and Anywhere learning with BLINK, their internal smart, Machine
Learning and Artificial Learning (AI) driven system that serves best-in-class content, basis the
role and skills of the learner.
Capability building across functions
Sales capabilities: Leveraging advanced virtual learning technology for their frontline sales
through Train the Trainer ‘Friday Learning’ sessions have helped make learning an ongoing
process without the need for physical presence and without any loss of man days.

1800+ Distributor Sales Representatives (DSR) has been trained weekly by Territory Sales
Executives/Officers, who have been trained through the ‘Train the Trainer’ program
Toolbox Talks: Technical self-learning in engineering and production through a library of short
learning videos of 3-5 minutes
Gyaanshala: The corporate function teams identify specific topics outside the regular learning
plan, the discussion sessions of which are conducted by internal trained facilitators
STAMP (Summer Training at Marico’s Pace)
The summer internship programme at Marico is one of the strongest sources of talent from
premier business schools. It is indeed a matter of pride that some of their successful members
had joined as Summer Trainees and their contributions over the years, is a testimony to the
success of our STAMP programme. With STAMP, students get to work on challenging and
enriching live projects. We increased the number of interns by approximately 20% this year,
compared to the previous year.

In addition to these, they hire trainees for front-line sales from regional management institutes,
who undergo 6-8 months of comprehensive field training before directly moving onto handling
independent territories.

The celebrations are mostly devided into monthly and quarterly.

Monthly celebration- these are supervisor driven only. There is a constant target made by the
supervisor like RSM to Territory Managers to Sales executives. After every success their points
are added for thr quarter to half yearly to yearly incentive points. Then MD provide awards
named “Wow Awards” where certificated and cheers points are given for monthly achievers
Quarterly Celebration- at the end of every quarter there is a town hall celebration takes place
where business updates are being provided. Award ceremony takes places where winners are
awarded with certificate and crest from global CEO. During covid period all the awards are sent
directly to the permanent address.
Q.6. what type marketing strategy dose Marico follow in terms of
business expansion?
Purpose & Strategy

Marico aim to transform in a sustainable manner, the

lives of all those they touch, by nurturing and
empowering them to maximize their true potential.

The power of business is in its purpose, not it’s profits.

At Marico their members are guided by the
responsibility of defining, creating and distributing value
for all their stakeholders-shareholders, consumers,
members, and business partners. Their sustainable
growth story rests on an empowering work culture that
encourages their members to take complete ownership.
In FY 20 they drove themselves with a unifying purpose
of unleashing potential which was both their goal and
strategy.

Marico’s Strategic Framework

Marico’s choice-making framework typically considers four parameters: growth in disposable
income, younger demographics, lower intensity of competition from established players and high
proportion of traditional retail. Marico’s strategic pillars are:

Their strategic play has focused on growing their core categories while diversifying their portfolio.
With an emphasis on speed and agility, IT has been a critical enabler for business process
transformation, greater controls and sharper in sighting. Investing for growth and to develop
future-forward capabilities, a winning culture and a winning talent pool to deliver sustainable
stakeholder value remains a key strategic priority for the Company.

Values help to realize the true potential of all members of the corporate ecosystem and also
helps to fulfill any purpose. Marico following these values:

THIN
Q.7. How do Marico planning to attract the mass customer, what are the
promotional activity the usually do?
Marketing mix (4ps) strategy
There are several marketing strategies like product or service innovation, marketing investment,
customer experience etc. which have helped the brand grow.
Marketing strategy helps companies achieve business goals & objectives, and marketing mix (4Ps)
is the widely used framework to define the strategies. This article elaborates the product, pricing,
advertising & distribution strategies used by Marico.

Let us start the Marico marketing strategy:

 Marico Product Strategy:
Marico is one of Bangladesh’s top FMCG companies focused on health and beauty products. The
brand width in Marico marketing mix deals with hair oil, hair care, edible oil, deodorants,
personal wash, and fabric care categories. Marico’s brand portfolio can be divided into two
segments, Bangladesh brands and international brands. The Bangladesh brands of Marico include
Parachute, Nihar, Set-Wet, StudioX, Livon, Medicare, Revive, etc. Internationally, Marico has the
brands like Parachute Advanced Body Lotion in India, Boss in Vietnam and Hercules in South
Africa. Brands like Parachute is very well known brands in Bangladesh & also worldwide.
 Marico Price/Pricing Strategy:
Marico has a wide product range in a competitive market and hence has a diverse price range.
For most of its brands Marico followed the strategy of entering markets that have low
competition and emerged as leader in them, like hair oils, edible oil, etc. But recently Marico has
found itself in a competitive scenario as it entered deodorants, hair styling, fabric conditioners,
breakfast cereals, skin care, etc. Also, other FMCG giants have focused again on ayurvedic and
natural products segment with StudioX hair-gel and shampoo recently entry in the industry.
Marico therefore follows a competitive pricing strategy to maintain its leadership in its leading
brands like Parachute and Saffola. This gives an insight about the pricing in its marketing mix
  Marico Place & Distribution Strategy:
Marico is present in more than 25 countries including Bangladesh. It acquired Nihar in India,
Fiancee & Hair code in Egypt, Black Chic and Hercules in South Africa. The distribution of Marico
products in the Financial year 2015-16 increased by 8% and 6% in rural and urban sectors
respectively. Major increase in alue added Hair Oil segments in rural segments. Sale in urban
stores grew at 11%. Marico has taken up a new program called ONE which is Outlet Network
Expansion, in order to increase direct coverage in top six metro cities. This program is aimed at
improving the availability of Marico products in stores, retailer convenience and access to
promotions. Marico has incorporated IT in order to eliminate shortages in its supply chain.
Recently in Bangladesh reduced by 3% strictly attributing to price correction as the volume
increased by 2%.
 Marico Promotion & Advertising Strategy:
Marico is known for its promotions, the fact has it has won plethora of medals and awards for its
varied promotion campaigns is proof enough. Marico uses all types of media like TV, online,
billboards, print media etc in its marketing mix. Without this, they are sampling their product
directly for their customer for the marketing. In Dhaka recently in the Covid-19 situation, they
runed home sampling campaign even.

 Online marketing

In current world, online marketplace is growing faster than any other times. Every organization
are trying to capture this place. Like others, Marico is working here.
In 2019, where Marico’s total sale on online was only 23lakh taka, in 2020 it increased to 1.10
crores tk. Recently they opened a distributing sector only for the online marketplace and recently
they signed an agreement with Chaldal.com, which one of the largest e-commerce site in
Bangladesh

Q.8. How do Marico evaluate employee performance?

 Performance: The first thing is Marico follows for evaluate their employee, which is
his/her performance. Like, they score their employee for their work all the year. Like in
Dhaka city, a distributor and marketing manager can’t score easily like the rural area. So
here they focus it too
  Set Specific Goals: Marico give some specific goals to his employees and for the evaluation
they consider it maximum time.
 Be Honest: Without honesty proper evaluation will never done. So, Marico always focus
on this point to evaluate their employee.
 Amount of consistent improvement: Marico follows the employee’s consistent
improvement. How fast they are improving their work, Marico try to analyze it carefully
for evaluate their employee
 Evaluate the experience: Marico evaluate the employee’s experience in work, not their
age. Performance with the proper experience in work, Marico very much evaluate it.
 Ability to take ownership: Marico knows, an employee who takes ownership of assigned
tasks and can figure out how to get things done is a great asset. So, for the evaluate their
employee, they consider this point with very carefully.

Q.9. What is the procedure to distribute their product?

Q.10. What do you do to launch new product in market?

Marico always launch product with grand esteem which mostly take place in Raddisoon Blue
water, The westin and many more. During the launch major distributers were also invited. After
a month product has been disposed to mass media. TV advertisement, media, Facebook
Instagram pop up everywhere products are being show cased.at times 3 Bangladeshi employees
are residing in India to know the customer mind, taste and satisfaction. Covid-19 period doesn’t
seem to let their business grow. Recently they launched parachute Shampoo which has already
create a massive shout out among the customers.

During launching a new product sampling plays a vital role. Samplings takes place through
garments. School sampling took place during “Belly Ful oil” launch. Home sampling reached sky
high during this pandemic situation. GHORE Bajar, Chaldaal are their sole e-commerce
distributer. Before pandemic e- commerce business was 23 lacs BDT but crossed 1 crore 23 lacs
almost.