WORKERS PRODUCTIVITY ON MANAGEMENT STYLE AND THE IMPLICATION IN INDUSTRIAL ORGANISATION
CHAPTER ONE
INTRODUCTION
1.1 Background History of Champion Breweries Plc, Uyo
Champion Breweries Plc was incorporated as a Private Limited Liability Company on the 31st of July, 1974 with the name South East Breweries Limited, because name was changed from South East Breweries Limited to Cross River Breweries Limited and thereafter to Champion Breweries Limited. The latter name, Champion Breweries Limited was changed to Champion Breweries Plc on the 1st of September, 1992.
On the 24th of November 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 150,000 hectoliters. The foundation stone of the Brewery was laid on the 19th of March 1975. On the 11th of December 1976, the Brewery was officially commissioned and its products, Champion Lager launched into the market with success.
On the 22nd of July 1977, a second contract was signed with the Technical Partners to increase the capacity of the Brewery from 150,000 hecoliters. The foundation stone for the expansion was laid on the 24th of December 1977. the expansion, which incorporated more sophisticated machinery, was completed and put on trial in September 1979. The second product line was officially commissioned on the 11th of December 1979, the same year the company’s products, “Champion Lager Beer” and “Champmalta” won silver medal at an international contest in Paris, France. Champion Lager Beer had previously won international medal for quality at the 16th world selection for Beers and Non-Alcoholic Beverages in Luxemburg.
With the advent of democracy in Nigeria in May 1999, the Government of Akwa Ibom made the reactivation of the Brewery a cardinal activity. Consequently, the Akwa Ibom Investment and Industrial Promotion Council (AKIIPOC) was charged with the responsibility to reactivate the company. Pursuant to this mandate, AKIIPOC, in conjunction with the Board of Directors of the Company, went to the market to solicit for care investors and Technical Managers. In the process, Messrs. Montgomery Venture incorporated of panama (with offices in Geneva, Switzerland) was identified and brought into the company as care investors and Technical Managers after a memorandum of understanding was signed.
Based on the memorandum, a reactivation committee was set up by the Board of the company to work with the core investors and technical managers for the revamping of the company. The reactivation process, which commenced in February 2000, lasted about nineteen months. The plant has been revamped and restructured to use one hundred percent locally source raw materials. The Brewery is fully operational and the capacity is 500,000 hectoliters per annum.
The reactivated Brewery was officially commissioned on the 23rd of October 2001. Other variables of the company include Champion Lager Beers, Champmalta, Maltonic and Becks Beer. The staff strength of the company is six hundred and sixty-two (662) including the management, senior and junior staff.
1.2 Statement of the Problem
The enduring problems of productivity and workers management style have forced many industrial organizations to fall back on work-study and other techniques of improvements.
A critical look at the workings of the Akwa Ibom Industrial Company would reveal organisation problems at one time from different polar extremes for instance the take home pay of the junior staff of the company is relatively meager as compared to similar organisation in Akwa Ibom State.
However, it is a known fact that an employee in any organisation has certain wants and aspiration which he expects to be actuated by the organisation. In the same view, the organisation has goals and objectives that need to be accomplished for a mutual realization of both interests, there are a number of organizationally controlled incentives that will serve as a source of motivation’s for employee and thus enhance the achievement of the two interests.
1.3 Objective of the Study
This study sets out to achieve the following objectives:
- To examine whether the inter-person relationship between workers productivity and implication in industrial organisation leads to increased job satisfaction.
- To examine the relationship between the workers productivity on management style and implication in industrial organization.
- Above all, to offer a number of suggestions and recommendations for effective industrial management which in turn could enhance job workers.
- Significance of the Study
Findings in this study will enlighten industrial management organisation(s) on the importance of workers productivity as a prelude to increased industrial organisation. It will provide industrial managers with the techniques for enhancing workers motivators in industries which in turn may assist in the attainment of industrial peace.
This research work will serve as a reference point for future researchers who may wish to write on workers productivity on management style and implication in industrial organisation.
To propagate an effective public relations system in industrial organizations through an assimilating of employees attitude to work in relations to workers productivity.
- Statement of Research Hypothesis
In this regard, the following hypothesis have been formulated to determine those factors that may elicit workers productivity on management style and implication in industrial organisation.
- How far has worker’s productivity on management style influenced the satisfaction of an organisation?
- Does worker’s productivity on management style in any organizational setting enhance workers productivity and implication in industrial organisation?
- Does worker productivity on management style play any significant role for the welfare of the workers?
- Scope and Limitation of the Study
The workers of Champion Breweries Plc, Uyo, constitute the study, area of this research. It is a micro-level study designed to investigate social factors which may influence the land of productivity that workers may derive from their work places.
1.7 Definition of Terms/Concepts
For the purposes of clarity and avoidance of ambiguity the following operational definitions adopted in this study are:
- Productivity: Productivity means the qualitative output in terms of services produced by workers with a given period.
- Management of the Organisation: The management makes the strategic decisions for the organisation, including those related to the management of human resources and production.
- Supervisor: Supervisor can be defined as a person who oversees the work of other employees in order to achieve the desired result of the units.
- Working Conditions: The incentives the staff receives in the job situations as reflected in medical facilities, lunch subsidy, transport allowances and a democratic right for self expression.
- Development: Development refers to a change, growth or improvement over a period of time. Therefore, it is the actual transformation of research finding or their knowledge into a plan or design for the production of new or substantially imported materials, products, sys tem of services.
- Employee: A person who is paid regularly by employer to work for a person or an organisation or to perform work as dictated.
Motivation: urges that energize, excite, channel and maintain or sustain behaviour. Low motivation may be like to tendency to be engage himself/herself in, in order to increase their work performance.
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