• Join over 1.2 million students every month
  • Accelerate your learning by 29%
  • Unlimited access from just £6.99 per month

Management Style and Culture of Cadbury Schweppes.

Extracts from this document...

Introduction

Management Style and Culture of Cadbury Schweppes To be an effective manager, you need to understand the basic styles of management, and when they are or are not appropriate. What follows is one of the most common styles of management, and when it is appropriate to use this style. A 'team player' is someone who is comfortable working with a group of people who are working together to accomplish a common goal. This style of manager is capable of making those around them forget that they are a manager. This manager is skilful at combining the skills and ideas of his/her co-workers together to accomplish a task without anyone realizing that this is what has been done. To be a true 'team player', a manager must enjoy the trust and respect of the people that they work with. The management style that is contained in CS is the style of a democratic management. A democratic leadership style is used in CS because decisions are made as a result of a consultation process involving various members of the organisation. Ideas would be discussed and thought through collectively in CS. Within CS's organisation we can find a democratic structure because CS tends to be found in situation were it is felt to be important for all members of the organisation to understand what they are doing, were decisions require individual initiative, and where member of staff need to work as a team. The advantage of using a democratic leadership style is because: * If the employees views are valued and that CS treats them that they are in the team for success then this will improve the employee's motivation, job satisfaction and team spirit. This will then help CS to meet their objectives to and to compete at a higher level. * Some managers can able to 'spark' ideas from people who have the experience, knowledge and skills, which can make better decisions being made. ...read more.

Middle

People accepted the chocolate because it was different, which means that Cadbury filled a gap in the market. It also reached the consumer by promotion strategies. Every promotion had a meaning, for example the bill board promotion for fuse used a motto that was confusing. That's what Cadbury were trying to do confuse the consumers, so that they repeatingly, think of the motto to try understanding it and what this is doing is reminding the consumers of the chocolate Fuse. The above example of the chocolate product 'Fuse' being improved helps CS to meet their objectives because when there is a change in the market because it allows them to compete harder with their rivals who are also making changes with their products. If the product has been successful then it will help CS growth and income to increase, which then can be focused on the performance of the employees who will also help CS to achieve their objectives. Power culture: Power culture was valued by CS because when Cadburys limited was only a small business, one person had an overview of the entire business, and that one person made risks, so that Cadburys will grow. However CS doesn't belief in this type of culture now because CS a world wide business, and as business grows, it becomes harder to operate successfully with power culture. This type of belief was used to help to achieve objectives for Cadbury and it was achieved because the person who, made the risks had the confidence and motivation that Cadbury's will expand to a world wide business. The objective for growth was done successfully because to even to expand more Cadbury's merged with Schweppes to become CS PLC, who are now a global millionaire company. That proves that the ambition and motivation that one person had to expand the company was successfully done. Role culture: Role culture is not believed or valued in CS because it is worked in a bureaucratic manner, which the employees are expected to behave normally. ...read more.

Conclusion

An institution needs to define where it's going (the vision), why it's going there (the mission), and how to get there (the strategies). It will then be easier to use this process to work cohesively towards organisational goals. Tools in this section for helping you develop a coherent strategy for your organisation include the affinity technique, force field analysis, SWOT analysis, and strategic analysis. Due to this employees at CS would feel they are part of the organisation. * Marketing Change: Quality improvement is about continued readiness to make changes towards improvement. However, every change of attitude or practice implies advantages and disadvantages. For people to accept a change, the advantages always have to be greater than the disadvantages. To promote the idea of change, you need to market its advantages. Tools in this section that will help you market change include developing a marketing plan, stakeholder analysis, and negotiation techniques. An example of making changes towards improvement, is when CS creates a new chocolate bar; for instance the chocolate bar, Fuse. It was the highest selling chocolate in the year 1996. People accepted the chocolate because it was different, which means that CS filled a gap in the market. It also reached the consumer by promotion strategies. Every promotion had a meaning, for example the bill board promotion for fuse used a motto that was confusing. That's what CS were trying to do confuse the consumers, so that they repeatingly, think of the motto to try understand it and what this is doing is reminding the consumers of the chocolate Fuse. * Motivating People: Motivating people to perform to the best of their capabilities and in the best interests of the organisation are a huge task. Important elements that CS uses in motivating their includes leadership, clear organisational and individual goals, rewards based on performance of staff, and participatory supervision. CS helps to motivate their staff also by including developing a supervision visit plan, effective meeting management, and techniques for solving conflicts. ...read more.

The above preview is unformatted text

This student written piece of work is one of many that can be found in our GCSE People in Business section.

Found what you're looking for?

  • Start learning 29% faster today
  • 150,000+ documents available
  • Just £6.99 a month

Not the one? Search for your essay title...
  • Join over 1.2 million students every month
  • Accelerate your learning by 29%
  • Unlimited access from just £6.99 per month

See related essaysSee related essays

Related GCSE People in Business essays

  1. Marked by a teacher

    Tesco's organisational structure

    4 star(s)

    Recruitment officer He is responsible to find the right staff to fill the vacancy by advertising in local newspaper or Internet with a job description He should make a short list of application forms and arrange interviews. For a higher post vacancy they have to consult human resources department director or manager.

  2. Report: Type of ownership of J-Sainsbury

    It does however, work well in a hierarchical organisation in which, discipline is important. For example the armed forces and the police force. In an autocratic management style the manager would tell people what to do rather than asking them for their opinions.

  1. What products and services do you think are at Drayton Manor?

    In this type of accommodation they include a full English breakfast, use of their leisure club facilities. The room facilities include a colour television, satellite channels, trouser press, hairdryer, tea and coffee tray and bathrobes.

  2. A description of the management style used at Cadbury

    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

  1. Managing Human Resources in Marks & Spencer.

    Job description When the job analyst has gathered all the information from the job analysis then he/she can put it into a summary report setting out what the job entails. This summary report is usually known as a job description.

  2. This is a report on Marks and Spencer a well known retail company in ...

    in different periods in the last ten years or so. The analysis focused on the relationships between decision making and organizational structure, culture and management styles. Some other factors on decision making, such as the individual factors and stakeholders expectations were also discussed and related to the case respectively.

  1. An Analysis of How the Organisational Structure, Culture And Management Style of the Business ...

    This would cause the business to lose out on work and less time to call in for a replacement. The culture of IKEA can have a direct affect on industrial relations, among managers and staff. This means that if IKEA had a hard and unfriendly culture, it can guide to

  2. Building Effective Teams.

    Critical success factors for the organization are clear. There is a commitment to high standards and quality results. They get the job done, meet deadlines, and achieve goals. The team has developed effective decision-making and problem solving methods that result in achieving optimum results and encourage participation and creativity.

  • Over 160,000 pieces
    of student written work
  • Annotated by
    experienced teachers
  • Ideas and feedback to
    improve your own work