Nestle Was Founded In 1866 Management Essay

draw close Was Founded In 1866 Management Essay cling to was founded in 1866 by Henri nest and has be take after the worlds biggest food and beverage confederacy by now. hold tight employs around 250,000 stack from much than 70 countries and possess operation centres in almost both(prenominal) country in the world. approach is champion the world largest food producer in the global platform with the success of highly product innovations and backing acquisitions. nest has diversifying its product line into various fiber and expanded its market sh be within the world since familys ago. Although on that point are a extensive get along of products need to be produce by Nestle but the quality of the products are al paths the priority of Nestle to renowned through with(predicate)out the world. The existing products of Nestle are growing through high level of innovation and renovations while maintaining a balance of geographic activities and product lines. The short term pe rformance is the authoritative element to fulfil the long term plan of the keep company in future. The Companys priority is to bring the best and most relevant products to people, wherever they are, whatever their needs, throughout their lives. Nestle, a caring company that has produce antithetic taste for each country in the world to fit with the local culture and needs. Nestle is a company that operates with decentralization style. For an example, each operation country is responsible for the efficient running of its business, which including the t raining of the staffs.The company vision focus on making nice food central to enjoy a good and healthy life for consumers entirely over the world. This implies that Nestle is gaining a deeper understanding in many areas of comestible and food researches and transforming the scientific advances into applications. By having a broad vision, the company is doing its best for their consumers to show the great sense datum of responsibi lity.Everybody knows an operation of a company is frequently come with the contrast and negotiation in drop deadplace. The employment can be improves the responsiveness to external environment and incr easing team cohesion. Conflict will be arising heretofore in our daily lives and world experienced since we were a kid. Emotions arising when there is disagreement occurred. When the level of conflict has lifted, it might lead to severe agency problems. Different people will harbour differed perceptions towards any single issue much(prenominal) as the methods to resolve any kind of problems. Conflict is an un keep offable issue within the business environment due to it relates directly to communicating and hierarchy matters. Thus, in this assignment we going to discuss and learning from the topic of Conflict issue of Nestle (Malaysia).Methods apply to collect the schooling. Accurate and thorough use of course concepts in OB relates to the issues.( 5 marks)They are two categor y of methodology that we required to adopt in this assignment, which are primary and secondary. After much con attituderation, we choose to use the questionnaire method as primary method to investigate inter-organization conflict. Due to the interview drawbacks, it can be very m-consuming much(prenominal)(prenominal) as setting up, interviewing transcribing, analysing, feedback, reporting, somehow and it likewise can be very costly to student like us. Besides thats, different interviewee whitethorn find different understand and transcribe interview in different ways. In contrary, the questionnaire isa most economicoffer in terms of expenses and time involved. By use questionnaires, the potential reading can be collected from a large portion of a group. Therefore, the yield data more comparable than information obtained through an interview.In the tip to toe questionnaire research, we useda week to done the research from distribute questionnaire questions to collect the employ ees respond and process the frequency from the outcome. In seven days, we allocate 3 day in select and distribute those question, another three day for collecting the employees responded the questionnaire, while for the last day to process the frequency from the outcome.The main furiousness here is on the communication conflicts, which cover all the three levels of the companys hierarchy. From the head, top focusing followed by the middle perplexity and at the bottom piece is employees who infra the manager level. There were several types of questionnaires were designed for each level, therefore the questionnaires distributed at the top were least and maximum at the lower levelResults from QuestionnaireVariablesFrequencyFrom management (10 person)More than the desired output of the employees make can be harmful to the organization?Yes09No01There is a free unravel of communication among the employeesYes10No00Employees are properly informed about decision taken?Yes07No03There i s a consistency among the management policiesYes08No02From employees(20 person)From how long reserve you been working in the organization?6 months041 year023 years10Or more than 3 years04What kind of knob do you like to work with?A competent but difficult boss13A lenient but incompetent boss07Which type of leaderships style do you like the most?Autocratic18Democratic02How your management does is doing the evaluating among the employees?Performance base18Merit base02Preference to work withFriendly but incompetent colleague09Difficult but competent colleague11Receiving assignments with proper resources to executeYes15No05Favouring the dress compute?Yes20No00Employees are properly informed about decisions takenYes10No10There is a free flow of communication among the employeesYes18No02Employees usually search communication problems withTop management04Manager16Who should be blamedTop management04Manager16More organisational hierarchic conflicts are faced byTop05Middle (manager)15Low er00Level which should be held responsible for that?Top06Middle (manager)14Lower00As for secondary method, we are required to look into several journals and reading materials. In the internet, it deliver the goodss us thousands of links and website to search for conflict and negotiation management. By apply the theory and practical model from the journal that we selected, we able to plant it into the recommendation part of this assignment.Integration of course concepts with information about the company (15 marks)A basic existential of a company is continuously improving and gain growth together with its employees in the long run view. However, conflicts will be arising to grasp such a desirable outcome. In this section, our team try to locate the conflict and negotiation issue happening in Nestle, and consolidate with the academic part in order to explain how the organization practise in reality situation.By referring to Nestle, there are a few issues that have evoked huge confli cts and resolutions were given to overcome them. The sources of conflict based on the issues that we had discover included differentiation, incompatible goals and communication problem.Issue no.1Nestle vision and mission stated that, the company want to be a leading, competitive, nutrition, health and wellness company. Thus, milk powder formula has been launched and the main purpose for this product is to permit the mothers become even more convenience and able to give their infant with better nutrition formula. The third world mothers hungered for westernization and feed their infant with the milk powder formula. Due to the limited intimacy of the third world mothers do not realize that over-diluted will caused the infants suffered from malnutrition. The infant formula conflict began in December 1970 and turns even worsened in the year of 1973. The reason that this issue being arise is due to Nestle accused of getting third world mothers to adapt on the infant milk formula, which consisting little nutrition fact than breast milk. Begin from July 1977 a severe boycott event is held by the semipublic towards Nestle.In January 1981, Nestle has established Nestle Coordination bosom for Nutrition.Inc (NCCN) to reduce the risk of misuse the infant milk formula and the protesters who boycott Nestle. NCCN has gathered all the relevant information from the critics to establish strategies. NCCN has communicated and disseminate the product information to the third world mothers on behalf of Nestle for solving the infant formula conflict.In this issue, we can categorize this conflict into the differentiation as one morphological sources of conflict. In such moorage, Nestle try to promote their product into third world country to enrich their market niche in the similar time helping the woman there obtain the benefits from milk powder. From the relevant article shown, Nestle adopt avoiding as conflict handling contingencies at the initial dot of boycott activitie s. Nestle did not observe issue that is going on around them, they didnt check the initial forum, journals, magazines, and other common refresheds media, in the sense that they didnt handle the issue properly and it means they have used the wrong tactics to handle the problem in early phase. Since thats the case, the avoiding approach had caused the boycott bordering (frustration) to Nestle had lighted on 4th July 1977. After the failure in combat the infant issue at 1970s, Nestle finally establish the NCCN, which mean they start to create and claim the value back from publics. By managing the information, Nestle successfully resolve the conflict by understand the activists needs, and win back the confidence from public by work together with the group of well-disposed auditors to help them improve their weaknesses.Issue no 2.Palm vegetable oil is one of the main raw materials to let Nestle to satisfy its productions need and produce the final goods to fulfil the needs of the Ne stle products consumers. Due to the scarcity of palm oil and high demanding from its production, the consumption of Nestle has doubled since the last few years. Conflict was arising that Nestle needs a huge number of palm oil to produce its products, however to obtain such a large number of palm oil had endanger the natural environment due to the main supplier (Sinar Mas) led to a vast bulk deforestation. In order to fulfil the needs of Nestle, Sinar Mas conducted a huge deforestation event and caused massive pollution. In this case, Greenpeace (a non-government environmental organization) has interfered in this issue and condemned Nestle that gain ground the unhealthy trend growth for obtaining the palm oil. Indirectly, Nestle has caused such a huge destructive event that executed by Sinar Mas. This has impacted on the rain forest and natural habitat of orang utans and further extinction.Since the unfavourable business pattern of Sinar Mas has been disclosed at the early 2010, N estle has stopped the palm oil purchasing contract with Sinar Mas and decided to co-operate with Cargill, one of the largest palm oil suppliers in the world. In another hand, Nestle has likewise created The Nestle Supplier Code (TNSC) and being implemented since August 2010. Under TNSC, Nestle reflects the suppliers need to be full compliance with applicable laws and possess high level senses of responsibility towards the entire stakeholders.In this case there are two serious issues arouse, which are the attitude of Nestle public relationship toward kind network and their intention on deforestation decision making.A Kit-Kat sarcastic video clip was released on Youtube which focus on the content of palm oil and deforestation issues that launched by Greenpeace. Nestle social media team was fighting back by chasing the video clip all over the internet and tried to cover all the unfavourable relevant information off from the internet. Nestle as well taking action by removed the video clip from Youtube, however the video clip has reposted in another social media platform named, Vimeo. Besides, Greenpeace uses twitter to talk about the censorship attempt by Nestle. The video clip has caused a huge impact towards Nestle, thousands of anti-nestle discussions were removed from the Nestles facebook page. Nestles facebook responds team was responding to those criticism posts and comments by threatening to delete comments. The way of respond by the Nestle social media team has led to further issue. Nestle representative has apologized for the contingencys happened in the Nestle facebook wall. But, the image of Nestle has been affected and the stock price was dropped after these incidents happened.In this case, the incompatible goals between Greenpeace and the forest destruction parties had arouse the relationship conflict. Once the conflicts run away out, Nestle adopted two different approaches in two different nature issues. In deforestation, Nestle at the very ear ly stage exit from the public eye, try to dodge the column. Until they cant take it off from the public pressure, Nestle then start to compromise to the interest group by outmatch themselves with Sinar Mas, and subsequently establish a supplier code of ethic in order to prevent similar mistake happen again.However, in social media, Nestle had shown bad public relation to the world, which they uphold high assertiveness while low cooperativeness. Thus, they remove all of the critical comments at the official Facebook page which we presuppose this behaviour completely indicates they have deep conviction about their position. Besides that, by removing the comments besides consider as a quick resolution to ease the issue. However, these unwise decision lead to an official apologize from Nestle to public. In the end, the public relation week reported that Nestle was looking to hire a new agency to help with its image online.Questionnaire analysisThe following is a depth analysis of th e repartees from the management and employeesCommunication problem is the third source of the conflict and it is mostly within the inter-organizational level. Employees attitudes, behaviour, individual biases, ethnics discrimination and improper channel to communication may lead to a huge and unavoidable conflict. One of the Nestle employees reveals that, the survival of the fittest biases of a manager may lead conflict within the company. For an example, if a human resources manager who possessed selection bias interferes in the process recruiting the new employees, the manager might select his or her preference candidates for the job vacancy. Based on the questionnaire result that we have been distributed to the Nestle Malaysia, bad attitude of the manager may lead to escalate conflict level into a worse stage.Great majority of the employees preferred to work for a cooperative competent boss and also the colleagues. Employees were in fully support for the dress code in the resea rch but the managers statements were totally contrary to that of employees. Maximum number of managers and employees come to consensus that free flow of communication among the employees which is a good sign to two ways communication. There are big number of respondents blamed the manager for hierarchic whether vertical or horizontal, the manager is a key factor and he should be perfect in dealing to all grounds or else, the conflict would emerge of all type.On the other hand, issues of authority and responsibility balance could be further if the manager takes big decisions such as jobs confirmation and salary decisions then, there may be conflicts, and we suggest these decisions must(prenominal) be taken by the top management (directors) in order to reduce the unnecessary conflict. The manager of NESTLE also raised the point of communications problem. They believe that the every information must be communicated from their tables. If in any case any employee bypasses the manger, th ere may be a conflict arose between them too. Usually, the organizations do have coordinators who are directly answerable to the top management. These coordinators hold responsibility to look at both side and try to look into the factor and solution of inter-organization conflict. Some of the employees reveal that bad attitude of the manager and arrogant nature of the boss could also become one reason of conflicts. They prefer to work with an effective but highly cooperative person rather than an efficient but uncooperative one.Extent to which recommendations are accordant with analysis. (5 marks)TrainingFrom the questionnaire, the first thing which found, was the insufficient of coaching given to the employees, managers comment that, in an organization employees always have to work together in groups, and if soulfulness feels that he or she unable to co-operate within the group, then there is some trouble lies with particular employee. However at the same time managers said that it is also the organizations responsibility to teach and educate the employees how to work together in groups through proper training. This is a serious topic in order to generate a good working environment in company while each people are concentrating on different task. We found that, without the existence of training, the organizations might face serious types of irresolvable conflicts, which are definitely not fruitful to the organization.To avoid unnecessary conflict took place in the workplace, every staffs and management must participate in organization programming to realize and overcome of conflict sources. Organization could implement conflict management training to all staff members who wished to involve into the training. The objectives of this training are make the participants can gain a clearer understanding of how to deal with conflict and utilized it for maximum opportunity. Participator may able to recognize the various stages of conflict and avoid it from escalati ng. After completing the program, they could identify their own preferred conflict resolution style and utilized several of ways for managing conflict successfully. However, participator will learn the techniques in handling emotions issue, it bring more productive relationships with each others.Organization can implement Six Steps of the Collaborative Model to strengthen conflict management training program. For instanceStep 1-Define the problem in terms of needs not solutionsDefine a problem in terms of inappropriate needs but not conflict the solutions. Besides, it is needed for each member to understanding the problem, so that energy will be focused in the same way.Step 2-Brainstorm assertable solutionsBarnstorming can define as a quick provide and listing of solution without any clarification and without evaluate of the merits. It must be creative while generate a possible solutions.Step 3-Select the solution (or combination of solutions) that will best meet both parties need s. both(prenominal) party should be active listening and genuinely consider the other persons preferences. Make sure both of the parties understand the solution.Step 4-Planning (who will do what, where, and by when)When both individuals close to a decision, may write down all the details and understand the solution that they made.Step 5-Implement the plan promptly after a solution had decided, decide who will do what and when. Carry out respective part of the plan as soon as possible and trust the other to do their part.Step 6-Evaluate the process and the outcomesAfter the problem solving session, step back from it for a moment and check that both parties are happy with the process. All decisions are open to modification or repeal, but not unilaterally.Stereotypical problemBesides from the training within organization, there are also problem such as stereotypical idea planted in office and workplace. This empirical study derived from certain factors regarding the employee self thin king especially experienced workers they keep retain their close mind and not willing step out to recognize the new and young blood. In such case, the jr. workforces tend to received reproach and stress given from experienced workers. This situation will bring a big impact in company long term developing and operation. To prevent and neutral this issue to be more benefit to company, company implement several types of solution to solve the problem. set-back thing first, Company could work with local colleges to teach young people how to act and what will be expected of them in the workplace. Hereby, company able to provide an opportunity to senior employee to share their experience to the potential younger worker. Thru this program, the young blood may obtain some lecture and empirical talk earlier they venture into the company. Secondly, company can organize some interaction event to pull close both parties relationship. It could improve the relationships and tend to consensus empl oyees mindset and goal. By having such seminar, it is aim to encourage the experience workers to develop an open-minded to young worker. In addition, senior worker ought to act as a mentor whom always guides the younger worker to make them feel comfortable in workplace.Undisputable, Nestle had committed very serious mistake in handling the issue towards their external stakeholders. From the case mentioned above, Nestle ought to uphold the value which act and response immediately to the outbreak of dissatisfaction from public. We would like to suggest Nestle should develop a principle that able to response quickly to social issue. The main reason to impute to Nestle had adopted the same tactic, which is drag and try to run away from the responsibility. Despite both incident was happened in different time (1970s and 2010s), the Nestle company still no getting improvement in handling consumer complain instead become worse in the public relation skill. In this part, we suggest Nestle to review the public relation system and operation, in order to eliminate the old way doing it, and develop a better and efficient mechanism.ConclusionAfter we done all the research and studied the issue of the conflict in Nestle (Malaysia) , we have the conclusions that workplace conflictsis itself not a problem, but it is a serious symptom of some factors that are usually ignored when designing the organizational structures. From the issues mentioned, structural sources of conflict such as incompatible goal, scarce resources and communicate problems are identified that usually are the root cause of the conflicts, which is ethnicity, personal jealousy, arrogant behaviours and communications problem.We also find out the consequence of unresolved conflict may affect job satisfaction, employee loyalty, and stakeholders interest in any given organization. Superior should mediate a conflict by using the right method. Conflict may affect employees commitment and activist attention through the organization and increase the rate of absenteeism in workplace and reputation destruct. Several ways to deal with conflict, such as avoiding, compromising, collaborating, accommodating and yielding come into picture. Different styles of conflict management have its benefits and weaknesses, users have to identify the most appropriate conflict styles based on the different situation they are in. By following the conflict resolution procedure, conflicts will be solved easily.In conclude, having conflict is not a bad appearance in company, the main reason which is the conflicts serve as a learning sophisticate for all organizations. In this era, a company without conflict and negotiation, it will hardly to improve. Superior and subordinates should learn to resolve the conflicts that occur instead of just avoiding that conflict. Employees should learn and practice the various methods of conflict resolution. Superior and subordinates should start solving conflicts as it is the only w ay to ensure that conflicts are handled better in the future.