A description of the management style used at Cadbury

There are three main management styles that a business can have these are:

Democratic
Consultative
Autocratic
Laissez-faire

Cadbury’s management style is democratic. This is when all members of staff work together as a team. The managers listen to the other employees ideas and suggestions before they go ahead with decisions. If ideas are found to be achievable and successful by the senior group, then it is taken forward. Then as a team they reach a decision. The approach of this style is that they care and listen to everyone in the teams view and what they think not just their own. This style can be used in both large and small groups. It would work well in a large motivated groups because they can come to a decision a lot quicker, but in a smaller group they can fail with coming up with a decision amongst themselves and will need real guidance and direction. If a decision cannot be made then a vote will take place and the out come will be the one with the most votes. This management style is good for Cadbury because it motivates workers; with having power and decision-making and through this it allows them to be involved in the business.

The ways in which Cadbury shows that they are a democratic style is:

An example is when they come to the idea of developing a new product. The then consult production, then marketing, then finance, have a meeting with everyone concern or who has/wants a say, the product then goes into production and management then makes the final decision.
They also had to discuss whether it was a good idea to fill the vending machines in the U.S.A with their products. The majority of the employees decided on this that it would be a good idea, so they ...

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The ways in which Cadbury shows that they are a democratic style is:

An example is when they come to the idea of developing a new product. The then consult production, then marketing, then finance, have a meeting with everyone concern or who has/wants a say, the product then goes into production and management then makes the final decision.
They also had to discuss whether it was a good idea to fill the vending machines in the U.S.A with their products. The majority of the employees decided on this that it would be a good idea, so they went ahead, and in the end they beat the other competitors.
When Cadbury’s World was being developed they would have to decide on the structure of it, what should and shouldn’t be included, the facilities that will be offer and much more important information. All the members of Cadburys would have the opportunities to give their views of the ideas.

Within a consultative management, which is similar to the democratic, approach instead of discussions with the group and coming up with the decision together the managers so it themselves. This approach can result in good quality of outputs and results because the employees are motivated.

The Autocratic management is when the managers make all the decisions. With very little discussion with the rest of the teams having a say. The managers expect their orders to be carried out with without any disagreement or questions.

Laissez-faire these managers intervene as little as possible and allow the groups to make all the decisions on their own. This allows the whole of the group to become leaders.

A description of the culture of Cadbury

There are four main cultures that business can have these are:

Task culture
Power culture
Role culture
Person culture

Cadburys is a task culture. This means that they are mainly focused on getting the job done and are project led. Groups or teams within this cultural are not fixed but are made up of individuals brought together to achieve a specific task. Within the teams they need to have specialists, to help guide them on the right tracks instead of them heading of in the wrong direction. With this task culture the jobs will always get done to a high satisfaction. At Cadbury’s there are many teams that work towards the same goals, which is very important in such a large company. If one of the teams makes a mistake or stops this will end up affecting all of the other teams, which are trying to reach the same product and end up failing the task. If one of the managers wants to see if a team is coping well, this can be difficult because they would have to look down through all the teams just to check on the one.

Cadburys production department has a task culture. It works as a team to package the chocolate. Packaging the chocolates is done as a team. A member of the production team packages the chocolate in foiled rapping, and then the chocolate is passed by machinery to another member of the production team who packages the foil chocolate in boxes. These boxes are then stacked. These stacks are then rapped with cellophane, so boxes don't fall off. Finally these stacks are taken by another member of the production team using machinery to the storage room.

The values and beliefs in Cadburys are very materialistic. This culture offers, Cadburys customers, staff and shareholders is that they are reasonably reliable to reach a decision because they have good guidance and with this guidance it would be hard to make mistakes even though this can happen. This can also help increase the market share price, by offering a good price for shares. This can be reached by them working together to develop new products. At the moment they are £3.77. They are hoping to increase this by 10% next year.

Power culture this tends to have central power sources. It is described as being tough and embracive organisation and very low morale. It relies on the power or personality of the owner or directors who all the key decisions this can end up being a problem if these people change. the people that are consider to work well in this culture are like-minded to help with the approach of the running of the organisation. The structure tends to be loose and informal, it tends to be organised by functions

Role culture this offers logic, reality and security. It can also get very frustrating when trying to get a job done. It has a formal structure, which is hierarchical. This organisation’s jobs can be done by many people, even though the limits of the jobs are strictly controlled. The job or role can been seen to be more important then the people.

Person Culture this organisation exists to serve the people in it. It is aimed to satisfy and motivate them. The style that this organisation works to is that the people are more important than the actual organisation. This style works best in reality because it is a small, informal flat organisation. It is found mostly in professional organisations such as management consultancy where each consultant works on individual projects.