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

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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.

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