EFFECT OF JOB ROTATION ON EMPLOYEES PERFORMANCE (A CASE STUDY OF CONSOLIDATED BREWERIES PLC. AWO-NMAMMA).
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EFFECT OF
JOB ROTATION ON EMPLOYEES PERFORMANCE (A CASE STUDY OF CONSOLIDATED BREWERIES
PLC. AWO-NMAMMA).
ABSTRACT
This project
tests three possible explanations for why firms adopt job rotation: employee
learning (rotation makes employees more versatile), employer learning (through
rotation, employers learn more about individual workers’ strengths), and
employee motivation (rotation mitigates boredom).
Whereas
previous studies have examined either establishment characteristics or a single
firm’s personnel records, this study merges information from a detailed survey
of Danish private sector firms with linked employer-employee panel data,
allowing firm characteristics, work force characteristics, and firms’ human
resource management practices to be included as explanatory variables.
The results
reject the employee motivation hypothesis, but support the employee learning
and, especially, the employer learning hypotheses. Firms allocating more
resources to training were more likely to rotate workers; rotation schemes were
more common in less hierarchical firms and in firms with shorter average
employee tenure; and both firm growth rates and firms’ use of nation-wide
recruitment were positively associated with rotation schemes.
CHAPTER ONE
INTRODUCTION
1.1 BACKGROUND OF THE STUDY
Over the
years reward and compensation have been a bone of contention both in the
private and public organization on employees. This has generated a lot of
argument, discussion and interest to an extent that it has became a highly
sensitive topic.
It is very
obvious that employees can only put in their best at work when such employee is
provided with a conducive working atmosphere conditions and job rotational
activities which serve as stimulus to stir them (employees) to achieve
organization set target goals and objective efficiently and effectively.
The essence
of effect of job rotation is to provide a good platform for equity and
fairness. They provide a challenging environment and increase employee and
employee performance. Extrinsic needs of workers at all levels are the effect
of job rotation which ensures that both the intrinsic are adequately provided
for.
This is
because it develops organizations integrated policy, procedure and practice.
Thus, it is an important signal of organization culture and valve so it’s
important to the successful recruitment and retention of high caliber work
force with adequate knowledge, skill and ability that supports the organization
strategic goals and rotation employees
in accordance to their contributions skills, competence and market worth.
Based on the
definition of employees performance which cannot clearly be defined without
going or under standing what reward and compensation do on an employee. when an
employee’s reward or compensations which could come in farm of incautious like
assurance etc with all these put in place, the employees would be motivated to
work and put in all their best there by meeting the goals and targets of the
organization. Therefore the success of an organization is based on good effect
of job rotation in other to increase organization, productivity.
1.2 HISTORICAL BACKGROUND OF CONSOLIDATED
BREWERIES PLC AWO-NMAMMA
Consolidated
Breweries Plc, Nigeria’s third largest brewery and the producers of the quality
brands “33” Export Lager Beer, Turbo King Dark Ale, Hi-Malt Non Alcoholic Malt
Drink and Maltex Non Alcoholic Malt Drink. These brands have a wide
distribution foot print and have a great consumer following across Nigeria.
Heineken International became the majority shareholder in 2005.
In 2000
Consolidated Breweries entered into a Technical Services Agreement with
Heineken International and Heineken acquired minority shareholding. In 2005
Heineken International became the majority shareholder. In 2009 Consolidated
Breweries Plc. acquired a majority shareholding in DIL/Maltex Nigeria Plc,
makers of the famous Maltex brand.
We are
currently operating at four different locations. Our Head Office is located at
Iddo House, Iddo, Lagos, our breweries are located in Ijebu-Ode, Ogun State and
Awo-Omamma in Imo State and we have a factory in Agbara, Ogun State, and on
August 1st, 2011, Consolidated Breweries plc acquired majority shareholding in
Benue Brewery Limited following the formal approval given by the Securities and
Exchange Commission (SEC). Furthermore we have many depots spread across the
country.
1.3 STATEMENT OF PROBLEM
The subject
matter for this work was chosen in order that the great attention being
accorded to the issue of efficiency vis – a -vis productivity may be brought to the fore for an enhanced understanding.
The
administration of consolidated Breweries PLC Awo-Nmanma requires a knowledge of
the performance of their workers in order to be able to measure operational
efficiency. Some common areas of problems noted during the research include:
Non-challant
attitude towards work employees are know to exhibit an “I don’t care” approach
in the discharge of their duties. This is much so where they feel they have
nothing in stake. There fore this affects their out-put and has a negative
impact on the organization.
The
employees are faced with a lot of operational hazards and this affects mostly
the junior workers and when they feel or they find no fulfillment or joy in the
work, they tend to back out which increases labour turnover.
-The
employees tend to compare their job
rotation packages with other organization and when they feel theirs is little,
they tend to put up a lazy attitude towards work.
However, in
any organization the availability of adequate effect of job rotation would
increase the performance of employees, which would reduce labour turnover in
the organization.
PROJECT
MATERIAL ON EFFECT OF JOB ROTATION ON EMPLOYEES PERFORMANCE (A CASE STUDY OF
CONSOLIDATED BREWERIES PLC. AWO-NMAMMA)
1.4 OBJECTIVES OF THE STUDY
The aims and
objectives of this study included to ascertain the possible effect of effect of
job rotation on the performance of employees In an organisation and critically
examine it’s impact on employees performance.
Reducing
Monotony of the Job: The first and foremost objective of job rotation is to
reduce the monotony and repetitiveness involved in a job. It allows employees
to experience different type of jobs and motivates them to perform well at each
stage of job replacement.
Succession
Planning: The concept of succession planning is ‘Who will replace whom’. Its
main function of job rotation is to develop a pool of employees who can be
placed at a senior level when someone gets retired or leaves the organization.
The idea is to create an immediate replacement of a high-worth employee from
within the organization.
Creating
Right-Employee Job Fit: The success of an organization depends on the on-job
productivity of its employees. If they’re rightly placed, they will be able to
give the maximum output. In case, they are not assigned the job that they are
good at, it creates a real big problem for both employee as well as
organization. Therefore, fitting a right person in right vacancy is one of the
main objectives of job rotation.
Exposing
Workers to All Verticals of the Company: Another main function of job rotation
process is to exposing workers to all verticals or operations of the
organization in order to make them aware how company operates and how tasks are
performed. It gives them a chance to understand the working of the organization
and different issues that crop up while working.
Testing
Employee Skills and Competencies: Testing and analyzing employee skills and
competencies and then assigning them the work that they excel at is one of the
major functions of job rotation process. It is done by moving them to different
jobs and assignments and determining their proficiency and aptitude. Placing
them what they are best at increases their on-job productivity.
Developing a
Wider Range of Work Experience: Employees, usually don’t want to change their
area of operations. Once they start performing a specific task, they don’t want
to shift from their comfort zone. Through job rotation, managers prepare them
in advance to have a wider range of work experience and develop different
skills and competencies. It is necessary for an overall development of an
individual. Along with this, they understand the problems of various
departments and try to adjust or adapt accordingly.
1.5 SIGNIFICANCE OF THE STUDY
To enable
the consolidated Breweries PLC Awo-Nmanma understand the impact of effect of
job rotation on employees.
It will
assist the government to develop requisite policies for rewarding employees and
to increase employees performance
It will integrate the Plight and interest of
employees with organizational policy therefore ensuring that their welfare is
concerned thereby making them more efficient and effective in their duties.
It will
provide analysis and would also serve as a data bank for future researchers who
will make further research into this topic.
HYPOTHESES
H1: Job
rotation has a significant relationship with employee motivation.
H2: Job
rotation has a significant relationship with employee commitment.
H3: Job
rotation has a significant relationship with job involvement
1.6 RESEARCH QUESTION
The basic
research question for this work are:
How do
employees and workers perceive effect of job rotation in the organization?
What factors
influences employees performance?
What roles
and functions have the management played in putting up a good effect of job
rotation in the organization?
Does organization
effect of job rotation have positive impact on employee performance?
Do you think
poor job rotation packages would lead to
labour turnover in the organization?
1.7 DELIMITATIONS (SCOPE) OF THE STUDY
This
research work is centered on the on employee performance and it is limited to
consolidated Breweries PLC Awo-Nmanma headquarters. This research work is also confronted with similar problems
because no establishment or organization can stand out today and say it never
encountered any pitfalls. Pitfalls in an establishment or in an organization
would give the management a tore bight on how to handle any problem that comes
by.
1.7
LIMITATIONS (CONSTRAINTS) OF STUDY
Firstly, due
to limited time, the availability of required data or information from the
organization was not an easy task due to the fact that it’s a big establishment
and due procedures has to be followed the researcher finds it difficult to
access meaningful data as regards to current organisation rotation policy, but
had no choice than to use the limited information available. More over, the
researcher had a limited time frame, combined with other academic activities to
carry out the research.
Finally,
though it is quite interesting and necessary to have a comprehensive research
on the topic: (the impact of reward system and compensation on employee
performance).the researcher may not be able to treat the topic absolutely due
to time constraint, finance constrain, stress on the part of the researcher and
lack of adequate data.
1.8 DEFINITION OF TERMS
REWARD:
Reward can be defined as the care facet in employment. It constitutes an
economic exchange or relationship or the comprehensive organizational
compensation and incentive package plus indirect benefits and incentives.
ORGANIZATIONAL
PRODUCTIVITY: Organisational productivity refers to the output by the discharge
of duties by the employees. It can also be
referred to as the effectiveness and efficiency of an employee.
REWARD
STRATEGY: This is the intention of an organisation on how it’s reward policies
and process should be developed to meet business requirement.
MANAGEMENT:
Management is the creation of enabling environment whereby people working
together can achieve group goals and objectives.
ORGANISATION:
Organisation can be described as a legal entity deliberately constructed and
re-constructed in order to achieve organizational objective.
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