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The Effect Of Job Rotation On Employees Performance
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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.
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ABSRACT - [ Total Page(s): 1 ]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 fi ... Continue reading---
