1.0 Background of Company
British American Tobacco (BAT) is the world’s second largest quoted tobacco group by global market share, with brands sold in around 180 markets.
With more than 200 brands in their portfolio, they make the cigarette chosen by one in eight of the world’s one billion adult smokers. They hold robust market positions in each of their regions and have leadership in more than 50 markets. In 2011, their subsidiary companies sold 705 billion cigarettes.
In the same year, their subsidiaries enabled governments worldwide to gather more than £30 billion in taxes, including excise duty on their products, almost nine times the Group’s profit after tax.
BAT has sustained a ...view middle of the document...
Their Group vision is to achieve leadership of the global tobacco industry, not just in volume and value, but also in the quality of their business. To be industry leaders they must continue to demonstrate that they are a responsible tobacco Group with outstanding people, brands and superior products.
Their strategy to deliver this vision begins with growth and their aim to increase their global market share, with a focus on Global Drive Brands and other international brands. They try their best in looking for ways to lower cost, so that these savings will provide resources to invest in their brands, helping them to grow market share and achieve higher returns for shareholders. BAT also emphasises that they have to keep winning. By being a winning organisation, they can ensure that they attract, develop and retain the best people they need to deliver their strategy for growth. The BAT Group also states that its subsidiary companies and people are required to act responsibly at all times and they seek to reduce the harm caused by their products and their environmental footprints.
This report will show how a General Manager of a subsidiary company of BAT, particularly Solomon Islands Tobacco (SITCO), uses theories of motivation to motivate his staff to achieve these goals and objectives of the BAT Group.
2.0 How the Manager attracts and retains his employees to work with his organization
A Manager must always be equipped with ways of how to attract and retain employees in his or her organisation. The Manager must not always think that employees are attracted to only making money. They must also consider the feelings of employees and see them as complete human beings. According to an internet article titled “Loyal following: Treat employees fairly and they’ll stay”, people will be attracted and remain in an organisation if they feel that they are treated fairly at work and they experience a feeling of belonging and being cared for, rather than just being considered as an employee number.
One of the main ways the General Manager (GM) retains his employees is by applying a reinforcement theory technique called positive reinforcement. According to a management study website, positive reinforcement involves giving a positive response when an individual shows positive and required behaviour. For example, immediately praising an employee for turning up to work on time. This increases the chances of positive behaviour happening again from the employee. Positive reinforcement stimulates the occurrence of a particular behaviour. It must also be said that the more spontaneous or ‘out of the blue’ the reward is, the greater reinforcement value or the more effect it has on the employee.
According to the GM of SITCO, positive reinforcement has a good effect on retaining his employees to work in his organisation. The GM goes on to say that the reward does not always have to be monetary. It can come in the form of verbal feedback, or giving them...