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Management Styles and Culture in Cadburys.

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Introduction

Management Styles and Culture. Management style refers to the style of leadership and management a firm adopts to influence the performance of individuals and groups within Cadbury's. The organisational culture and the management style both influence a manager's motivation. * There are four key functions of management in Cadburys. Planning - How the Cadburys resources are to be used, forecasting and setting targets. Organising - Once objectives are set the role of the manager is to plan how these can be achieved by organising employees. Controlling - Managers have control of such areas as asset management, departmental budgets, and analysing performance against past performance. Directing - Co-ordinating and directing staff through delegation and motivation. Maximising the potential of employees through guidance to achieve Cadburys business objectives. Factors affecting management style. * The level of management training * Preference of individual managers - different people feel more in control with one style of management as opposed to another. ...read more.

Middle

The "carrot" is usually a monetary incentive, such as piece-rate pay schemes. The "stick" is docked pay for poor quality or missed production targets. Only money and threats can motivate the lazy, disinterested worker. Autocratic mangers attempt to control work to the maximum extent possible. A major threat to control is complexity; complex jobs are more difficult to learn and workers who master such jobs are scare and possess a certain amount of control over how the job is done. Thus, autocratic managers attempt to simplify work to gain maximum control. A Strict top-down, chain-of-command approach to management is pattern. Effects of Autocratic Management Style. * Managers remote from the employees, all decisions made from the top. * Decisions made by one or a small number of managers no two-way communication. * Employees are encouraged to work not think. * Quantity rather than quality is the emphasis. Democratic management is found in organisations, which have efficient and open communication channels, short chains of command and routine delegation. ...read more.

Conclusion

Effects of Democratic Management. * Slower decision making due to flat organizational structure and delegation. * Opinions of employees listened to though not always taken in to account in final decision-making. * Employees and groups have greater responsibility and are actively involved in the business. * Employees/groups operate two-way communication with management. Consultative managers are those who seek to consult others before making a decision. Alternatively, they will seek to consult people before implementing a decision. This type of manager wants to draw on more sources of opinions than just him or herself. The consultative managert will have been trained to have good listening skills and in the ability to create the rights sorts of channels to consult other people. In an organisation with a culture of consultation, there will be a series of mechanisms such as teams briefs and newsletters that make it possible to get the feel of the concerns of other people involved in the decision making process, as well as to draw on their expertise. ...read more.

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