• Join over 1.2 million students every month
  • Accelerate your learning by 29%
  • Unlimited access from just £6.99 per month
Page
  1. 1
    1
  2. 2
    2
  3. 3
    3
  4. 4
    4
  5. 5
    5
  6. 6
    6
  7. 7
    7
  8. 8
    8
  9. 9
    9
  10. 10
    10
  11. 11
    11
  12. 12
    12
  13. 13
    13
  14. 14
    14

The Value of Equity Theory to the understanding of Workforce Motivational levels and Techniques in Cadbury Nigeria PLC.

Extracts from this document...

Introduction

Nkechi C. Juwah Organizational Behaviour Assignment 1 Student Number: 0490107 The Value of Equity Theory to the understanding of Workforce Motivational levels and Techniques in Cadbury Nigeria PLC. Contents Section I: An Introduction Motivational Methods & Techniques in use in Cadbury Nigeria Section II: Analyzing the application of the Equity Theory to Cadbury Nigeria Limitations of the Equity Theory to the Nigerian Context Insights gained by this analysis Conclusion Section I Introduction Cadbury Nigeria PLC is an associate company of the Cadbury Schweppes Group. Established in Nigeria in 1965, its core business is the manufacture and sales of fast moving consumer goods in the foods, food drinks & confectionery groupings. There are 2000 employees in Cadbury Nigeria at various management and non-management staff cadres. Its major competitor is the Nestle Group PLC. Other manufacturing firms in the brewery, foods & telecommunication industries also compete with Cnplc in the area of manpower poaching; staff turnover amongst these companies is common. This write up seeks to analyse how Cadbury Nigeria PLC ("Cnplc", the organisation or "the company") motivates its workforce as well as how the equity theory can assist in ensuring an equitable and fair organizational structure. I am of the opinion that a motivated workforce will contribute to better performance and higher profit margins. Motivational Methods & Techniques in use in Cadbury Nigeria PLC Cadbury Nigeria Plc is one of the foremost multinational firms in Nigeria, whose aim is to become the employer of choice. ...read more.

Middle

It is not mandatory for all employees though. Section II Analyzing the application of the Equity Theory to Cadbury Nigeria The average Nigerian worker is motivated, (albeit in low levels) mostly by money. This is similar to Hickson & Pughs (management worldwide) analysis on the peculiar characteristics of organizations in developing countries. How the understanding of the Equity Theory can lead to a better-motivated workforce in Cadbury Nigeria. Reading through this course, it occurred to me that if most managements were aware of the Equity Theory, it would enable them to better understand what motivates their workforces. This will assist not only in curtailing employee turnover, but will result in a happier workforce and better performance. The question the management of Cadbury must ask itself is how to reduce inequity in all staff cadres. This has to be a 2-way approach; 1. Interviewing employees; Employees at all levels should be interviewed on what motivates and demotivates them. Organizations with a high power distance have a long way to go in this regard. Management Worldwide (page 22) lists West Africa (Nigeria is one of the West African countries) as having a power distance of 77. Definitely, reducing the power distance will not be an easy task, since it involves cultural change. An example of this is in Cadbury Nigeria, where most subordinates (about 95%, including myself) do not call their bosses by their first names, and the manager's decision is final in most cases even though this may not be in the best interest of the organization. ...read more.

Conclusion

Clearly, negative cultural traits could be a hindrance to the value added from the application of equity theory in some modern organizations. 4. Conducting periodic surveys to monitor the impact of company decisions that affect employee welfare and human resource issues. In the Nigerian context, these surveys should be done anonymously and past attempts in Cadbury Nigeria, reveal that people are usually too scared to open up in a corporate environment. Again, this is clearly an organizational culture issue peculiar to developing countries. Conclusion This assignment has afforded me the opportunity to gain knowledge about what motivates individuals and how employers can encourage put in their best in for the benefit of the organizations in which they work. Perhaps, someday I will have the opportunity to apply the knowledge gained from this module to the organization where I am employed. It has also exposed me to the fact that, management is often ignorant about vital issues that motivate or demotivate work forces. However, until corporate organizations understand the implications of what leads to personal job satisfaction, they may be saddled with the high cost of replacing dissatisfied staff. In addition, I think that it is a bit of out of sync applying the theories and social techniques of the developed world to the developing world. Developing countries on their part, should invest in studies and researches with at view to arriving at their own conclusive analysis and observations.. Until this can be done, I think that managers will continue to experience inequity in their work environments. ?? ?? ?? ?? 2 2 2 11 NKECHI C.JUWAH 0409107 ...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

    Sainsbury's organizational structure.

    5 star(s)

    staff are kept up to date on how to use new equipment in the supermarket, and in order to do this they must receive training, so that the staff do their job efficiently and time is not wasted. This has an impact on the performance of Sainsbury by the way

  2. The Boots organisation is a public limited company (PLC).

    - Qualifications Certain jobs in Boots require a certain qualification, this qualification is clearly stated to prevent time wasting - Experience This will be quantified, as it will have a bearing on the expected salary level of the job. - Fringe Benefits Some of Boots job advertiser may wish to

  1. What is the purpose of management theory? Explain how knowledge to understanding of management ...

    Fayol rightly condemned this as inefficient and advocated a 'gang plank' arrangement whereby juniors involved in regular interactions with other departments dealt directly with each other, cutting out the hierarchy. Unwittingly, Fayol provided a key to modern organizations which he could not have conceived.

  2. Free essay

    Employee Remuneration to ensure happy workforce

    This usually is at a good rate, for example as stated before at the Next Directory their overtime rates are 'time and a half' and 'double time' (1 1/2 * basic rate per hour). However, this would vary depending on how busy it is and when the overtime was actually done.

  1. What are the implications for the HR Strategy of an organization of operating on ...

    The first issue firms must address to have any chance of integrating the workforce is to deal with the problem of culture. Culture within itself is very hard to define ranging from expression through the arts to social perceptions. However the definition of culture below by Kluckhomn (1951)

  2. Investigate the value of stake and interest in the company and how the stakeholders ...

    Investors External Investors are directly affected by Tesco's because they may invest money to Tesco's to keep shares in the company, therefore, if Tesco's gain a profit, the investors would take their percentage shares of the profit made. Non-Governmental Organisations External Non-Governmental organisations are indirectly affected by Tesco's because they

  1. Knowledge of the responsibilities covered by the human resources function with in the business, ...

    According to Heinemann's Advanced Business, businesses need to recruit due to "growth of a business, changing job roles within the business, filing vacancies created by resignation, retirement or dismissal and internal promotion." Basically these are some of the possible reasons why businesses may be lacking staff, the primary goal of

  2. Paul Cronan Case - Ethical Analysis This case involves a corporate response to AIDS ...

    "Management" carries with it much symbolic meaning. Typical definitions suggest that managers use all resources, including people, by directing and controlling them to accomplish an organizational objective. A manager is a person with an assigned responsibility who has been given the authority and power to accomplish an assigned task and who is accountable for getting it done.

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