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POTENTIAL DBA PERSPPECTIVES FOR CLIENT BUSINESS TRANSFORMATION (A case study for Nigerian Breweries Plc.)

In his work on poor management, Kreisman categorized managers between those who are loyal and productive and others who are unmotivated and disengaged. Further, productive workers are synonymous with high turnover and are most likely promoted, retained and motivated whereas those employees who fall in the group of “confused or distracted workers” are eventually downsized when and if the company expands. An employee needs to possess organizational trust, which is dependent on the awareness that goals exists to benefit workers. When this is lacking, employees react with limited support for management. The researcher defined motivation as a basic psychological process, adding that it arouses, energizes, directs and sustains employee behaviour and performance (Kreisman., Ibid).

To transform business and sustain growth in the future, Nigerian Breweries need to consider:

  1. Salaries, Wages and Work Condition: Workers’ remuneration has to be equal to the position held in a company and the quality of service rendered. This includes special allowances, conducive work environment devoid of threats or discrimination, job security, opportunity for growth, and other fringe benefits such as paid holidays, pensions etc.
  2. Money: In Akinloye’s assessment of employee motivation, money remains the most effective form of strategy, dating back to Frederick Taylor’s scientific management. Money represents power, success, prestige and instils a feeling of accomplishment in people; this possess a significant motivating power and serves as a reason most employees show chose particular jobs and show commitment to retain their positions or grow in ranks (Akinloye., 2000; Sinclair et al., 2005). Money can also be used to punish unproductive workers through premature retirement, deductions from salaries or lack of promotion (Banjoko., 1996).
  3. Staff Training: The workforce remains an indispensable part of organizational activities no matter how automated. Staff training is there an essential part of motivation and productivity, especially in modern theories and practices, use of new machines, and personal development. Organizing good training programs will ensure that employees are prepared to meet their daily, weekly or year goals.
  4. Communication and Availability of Information: Providing employees with clear instructions and having an open-door policy for reporting is one good way any manager can achieve organizational objectives. Workers are bound to make meaningful contributions when they understand the company’s core values, beliefs and vision (Ulrich., 1997).
  5. Share Ownership: Another way of achieving productivity is by motivating workers through ownership of company shares. When workers feel their stake in the company’s profits depends largely on inputs, they tend to become more efficient.
  6. Clear Vision by Management: The management needs visionary leaders for quality, productive decisions and should ensure that plan of activities or goals are understood by each worker. This ensures uniformity, teamwork, division of labour and overall growth.
  7. Management by Objectives (MBO): This refers to the inclusion of employees in the decision-making process as an important management practice. This leads to commitment on the part of workers and brings management closer to the rank and file within the organization. Olajide (op cit.) added that trust in senior leadership, competitive rewards for participation as well as the company’s integrity in its business conduct are required to harness this benefit (Creswell J., 1994).

 

CHAPTER 2

 2.1 Critical Thinking and Core Capacities Needed to Achieve this Consultancy Task

Handling this task as a consultant demanded objectivity on my part, and I found it inspiring to test myself against the variety of capacities which professional Consultants need to effectively execute assignments of such nature. To evaluate operations of Nigerian Breweries with regards to employee satisfaction required good understanding of its policies, legal provisions, regulatory framework, and management institutions that govern the company operations as well as the capacity to identify and analyse both primary and support activities which are also crucial in the adoption of cost advantage strategies (Popoola., 1977).

In my objective assessment, I found that it is common for manufacturing companies to achieve continuous marketing and further assessments revealed Nigerian Breweries can achieve competitive advantage by embracing employee-oriented values in its management activities.

Although this task proved challenging as a detour from my familiar academic engagements, it has helped me to understand my potentials and slips as well as widen my academic capabilities.

2.2 Current Knowledge, Skills and Competencies and an Assessment of my Ability for Completing this Consultancy Task

I have no prior knowledge about Value Creation for Businesses so this subject matter was new to me at the beginning but now I’m equipped with good knowledge of business models such as the value chain analysis, value network and competitive advantage since holding several discussions with tutors and fellow students.

The use of Resources Based View in identifying key tangible or intangible resources and capacities of an organization was strange at first but being able to use it and some of the best analytical tools, and successfully acquiring knowledge of the inner and outer dynamics of a business have been inspiring.

My capacity to identify key activities that can be improved or eliminated to create value for Nigerian Breweries has greatly improved. The use of Strategy Maps and Balanced Score Card has deepened my knowledge and skills that result in the identification of competitive advantage activities and eventual value creation strategies for the company.

2.3 Review of the Related Leadership Skills Required for Future Personal Development and Career Accession

It is important for managers to have good vision; this is my conviction after gleaning through how responsible leadership influences a company’s design and implementation of strategies that create value for all stakeholders in both short and long terms. One of the leadership skill required is the ability to communicate with workers and see that they are included in management activities. Offering training programs and good remuneration packages, as well as a company’s honesty in business are some of the management responsibilities that inspire loyalty in workers and consequentially improve profits (Meryer J. P and Allen, N. J., 1991).

In addition, the road mapping strategy is the foundation of business in both long and short-term basis, and I believe there is need for me to hone my skills in this area through regular execution of such assignments and other class presentations. This will, without doubts, build my confidence and competence on the global stage. Examining different organizations and comparing them demand leadership qualities of meticulousness, objectivity, and concentration on details – some of the management skills I need to improve on.

However, I’ve learned through this consultancy assignment that marketing is only an aspect of manufacturing business, and value is only created when strategies are clarified and realistic.

 

REFERENCES

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