WORKERS PRODUCTIVITY ON MANAGEMENT STYLE
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WORKERS PRODUCTIVITY ON MANAGEMENT STYLE
Chapter one
INTRODUCTION
1.1 Background History of Champion Breweries Plc in Uyo
Champion Breweries Plc was founded as a Private Limited Liability Company on July 31, 1974, under the name South East Breweries Limited. The name was then changed from South East Breweries Limited to Cross River Breweries Limited and then to Champion Breweries Limited. The latter name, Champion Breweries Limited, was renamed to Champion Breweries plc on September 1, 1992.
On November 24, 1974, the Government of the then-South Eastern State of Nigeria signed an agreement with Messrs. Haase Brauerie GMBH of Hamburg (“Technical Partners”) for the supply and construction of a Turnkey Brewery in Uyo with a capacity of 150,000 hectoliters.
The foundation stone of the brewery was placed on March 19, 1975. The Brewery was officially commissioned on December 11, 1976, and its goods, including Champion Lager, were successfully put into the market.
On July 22, 1977, a second contract was signed with Technical Partners to raise the Brewery’s capacity from 150,000 hecoliters. The foundation stone for the enlargement was placed on December 24th, 1977.
The enlargement, which included more advanced technology, was finished and put to the test in September 1979. The second product line was formally launched on December 11, 1979, the same year that the company’s products “Champion Lager Beer” and “Champmalta” received silver medals in an international competition in Paris, France.
Champion Lager Beer has previously received an international medal for quality at the 16th World Selection for Beers and Non-Alcoholic Beverages in Luxemburg.
With the establishment of democracy in Nigeria in May 1999, the government of Akwa Ibom made reactivating the Brewery a priority. Consequently, the Akwa Ibom Investment and Industrial Promotion Council (AKIIPOC) was charged with the job of reactivating the corporation.
As part of this task, AKIIPOC, in collaboration with the Company’s Board of Directors, went to the market to solicit care investors and Technical Managers. Messrs.
Montgomery Venture incorporated of Panama (with offices in Geneva, Switzerland) were identified and recruited into the company as care investors and technical managers following the signing of a memorandum of understanding.
Based on the agreement, the company’s Board of Directors established a reactivation committee to collaborate with core investors and technical managers to revitalise the company.
The reactivation process, which began in February 2000, lasted around nineteen months. The plant has been rebuilt and reconstructed to use only locally sourced raw materials. The Brewery is fully operating, with a capacity of 500,000 hectoliters annually.
The revived Brewery was officially commissioned on October 23, 2001. Other aspects of the corporation include Champion Lager Beers, Champmalta, Maltonic, and Becks Beer. The company has a total of 662 employees, including management, senior, and junior workers.
1.2 Statement of Problem
The ongoing issues of productivity and worker management style have prompted many industrial organisations to rely on work-study and other methods of improvement.
A critical examination of the Akwa Ibom Industrial Company’s operations would reveal organisational flaws ranging from one extreme to the other, such as the junior staff’s relatively low take-home pay when compared to similar organisations in Akwa Ibom State.
However, it is well recognised that an employee in any business has specific goals and aspirations that he expects to be fulfilled by the organisation. According to the same viewpoint, the organisation has goals and objectives that must be met in order for both interests to be realised.
There are a number of organizationally controlled incentives that will serve as a source of motivation for employees, thereby enhancing the achievement of both interests.
1.3 Object of the Study
This study aims to achieve the following objectives:
To investigate whether the interpersonal relationship between worker productivity and implication in industrial organisation leads to higher job satisfaction.
To investigate the relationship between worker productivity, management style, and implications in industrial organisations.
Above all, to make a number of proposals and recommendations for good industrial management, which could improve job performance.
Significance of the Study
The findings of this study will help industrial management organisations understand the relevance of worker productivity as a forerunner to increased industrial organisation.
It will teach industrial managers how to improve worker motivation in their industries, which may help to achieve industrial peace.
This research will be used as a reference point for future academics who intend to write about worker productivity, management style, and their implications in industrial organisations.
To promote an effective public relations strategy in industrial organisations by absorbing employees’ attitudes towards work in connection to worker productivity.
Statement of Research Hypothesis
In this regard, the following hypothesis has been developed to determine the characteristics that may influence worker productivity in terms of management style and implications in industrial organisations.
How far has worker productivity and management style influenced organisational satisfaction?
Does a worker’s productivity increase as a result of management style in any organisational setting?
Does worker productivity depend on management style in any way that affects worker welfare?
Scope and limitations of the study
The workforce of Champion Breweries Plc, Uyo, are the subject of this study and investigation. It is a micro-level study meant to look into social aspects that may influence the amount of productivity that employees obtain from their workplaces.
1.7 Definition of Terms and Concepts
For clarity and to avoid ambiguity, the following operational definitions were employed in this investigation.
Productivity refers to the qualitative output of services delivered by workers during a certain time period.
Organisational management is responsible for making strategic decisions for the organisation, particularly those concerning human resource management and production.
Supervisor: A supervisor is someone who oversees the work of other employees in order to get the desired results for the units.
Working Conditions: The incentives that employees receive on the job, such as medical facilities, lunch subsidies, transportation allowances, and the democratic right to express oneself.
Development is the process of changing, growing, or improving over time. As a result, it is the actual transformation of research findings or knowledge into a plan or design for the manufacture of new or substantially imported materials, products, or service systems.
Employee: A person who is paid on a regular basis by their employer to work for a person or organisation or to perform tasks as assigned.
Motivation is defined as the urge to energise, excite, channel, and maintain or sustain behaviour. Low motivation may be characterised by a desire to engage in activities that will improve work performance.
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