Tuesday, April 2, 2019

Analysis of the Coca Cola Companys Organizational Behaviour

Analysis of the coca Cola smart directs organisational BehaviourThis document contains a broad analysis of The coca plant-Cola phoner and addresses some(prenominal)(prenominal) boldnessal Behaviour and Human resourcefulnesss issues. Recommendations atomic number 18 anticipated based on the findings and the problems that were discovered at heart the study. The goals of the recommendations be to address several issues that The Coca sess phoner argon facing in their Organization Stucture, Leadership and cargon issues, their Organization Culture, Human resources issues and Communication skills of the establishment and alike align ac companion decision-making with the organize of the organization.CondecadetsAbstract iCondecadets ii inclining of Abbreviations iiCHAPTER ONE 4INTRODUCTION AND BACKGROUND INFORMATION. 41.0. organisational History 41.1. The Coca Cola high society 5 support Our family 5Who we ar 5What we Do 5why is our role Important 51.2. relegating, Vis ion Values 6Our Mission 62.0.Organization structure and bridge consort of Control 8Mechanistic vs radical fertilizer structures 82.2. Span of Control 93.0.Human Resource and worry exert 103.1. Human Resource Planning 103.2. Resourcing 10Outsourcing 103.3. Training and Development 103.4. Performance and Motivation 113.5. focusing System and Policies 113.6. group encountering 123.7. watchfulness of compound 12Types of modification 12Strategic change 12 working(a) change 13List of AbbreviationsHFCS High Fructose Corn syrupCEO Chief Executive police officerCAO Chief Administrative OfficerCFO Chief Financial Officer.CHAPTER ONEINTRODUCTION AND BACKGROUND INFORMATION.Organizational HistoryIt was 1886, and in New York Harbor, workers were constructing the Statue of Liberty. Eight hundred miles a elan, another big American symbol was ab give away to be unveiled.Like numerous tidy sum who change history, John Pemberton, an Atlanta pharmacist, was inspired by simple curiosity . ane afternoon, he stirred up a fragrant, caramel-colored liquid and, when it was done, he carried it a few doors down to Jacobs Pharmacy. Here, the mixture was combined with carbonated water and sampled by customers who all agreed this clean drink was something special. So Jacobs Pharmacy lay come forward it on sale for five cents a glass. Pembertons bookkeeper, Frank Robinson, named the mixture Coca-Cola, and wrote it out in his distinct script. To this day, Coca-Cola is written the same way. In the graduation exercise social class, Pemberton exchange just 9 glasses of Coca-Cola a day. A century later, The Coca-Cola association has produced to a greater extent than 10 billion gallons of syrup. Unfortunately for Pemberton, he died in 1888 without realizing the supremacy of the potable he had created. Over the course of three years, 1888-1891, Atlanta man of affairs Asa Griggs Candler secured rights to the fear for a total of well-nigh $2,300. Candler would become the C ompanys first president, and the first to bring real vision to the line and the brand. (The Coca cola Company website)Its popularity would not stay deep down the United States for long, though, because in the year of 1906, Coca Cola was bottled in Cuba and in Panama. Bottling operations were soon started in howdy the next year, then in the Philippines, France, Belgium, Bermuda, Colombia, the Honduras, Italy, Mexico, Haiti, and Burma in later years. By the year of 1940, the famous soft drink was bottled in forty countries.Advertising for the cola has included many product slogans including, The Pause That Refreshes, which was used in 1929, return a Coke and a Smile, which was used in 1979, and Always Coca Cola which was used in 1993 when sales from this soft drink exceeded ten billion cases ara spacious. (Essortment Articles)1.1. The Coca Cola CompanyMeet Our CompanyThe coca cola keep corporation i the worlds largest beverage federation. We operate in more(prenominal) tha n than than 200 countries and market a portfolioof more than 3000 beverages products including sparkling drinks and still beverages such as waters,succuss and juice drinks and still beverages such as waters, juice and juice drinks, teas, coffees, sports drinks and energy drinks.Who we areHeadquarted in Atlanta, Georgia, we employ approximately 92, cd associates across our half-dozen operating groups-Eurasia Africa,Europe,Latin America, North America, Pacific and bottling Investment in addition to Corporate.What we DoOur Company manufacturee the concentrates, beverage bases and syrups thats make our brand unique, and sells them to bottling operations. We oown our Licence the Brands adn, to connect our brands to our customers, we centralise on marketing activities including print and television advertising, online programs retail store displys, sponsorship, contests and software design.Why is our role ImportantOur focus on beverage origin and marketing enables us to chthonicst and and meet the diverse and ever-changing beverage needs and desires of our consumers around the world.We are a global business that operates on a local scale, in every community w here(predicate) we do business. We are able to create global reach with local focus because of the burdenuality of the Coca-Cola system, which comprises our Company and our more than 300 bottling lead offners worldwide.While many view our Company as simply Coca-Cola, our system operates by dint of multiple local channels. Our Company manufactures and sells concentrates, beverage bases and syrups to bottling operations, owns the brands and is responsible for consumer brand marketing initiatives. Our bottling partners manufacture, package, merchandise and distribute the net branded beverages to our customers and vending partners, who then sell our products to consumers.All bottling partners work closely with customers grocery stores, restaurants, street vendors, convenience stores, movie theaters a nd amusement parks, among many others to perform localized strategies developed in partnership with our Company. Customers then sell our products to consumers at a rate of 1.6 billion servings a day. (The Coca cola company website)1.2. Mission, Vision ValuesThe world is changing all around us. To hatch to thrive as a business over the next ten years and beyond, we must look ahead, understand the trends and forces that will shape our business in the future and move swiftly to prepare for whats to come. We must encounter ready for tomorrow today. Thats what our 2020 Vision is all about. It creates a long-term farming for our business and provides us with a Roadmap for winning together with our bottling partners.Our MissionOur Roadmap starts with our flush, which is enduring. It declares our figure as a company and serves as the standard against which we weigh our actions and decisions.To refresh the worldTo inspire moments of optimism and happinessTo create value and make a difference.Our VisionOur vision serves as the framework for our Roadmap and guides every aspect of our business by describing what we need to accomplish in inn to continue achieving sustainable, calibre growth.People Be a great place to work where sight are inspired to be the best they can be.Portfolio Bring to the world a portfolio of quality beverage brands that anticipate and satisfy piles desires and needs.Partners Nurture a winning network of customers and suppliers, together we create mutual, enduring value.Planet Be a responsible citizen that makes a difference by helping reconstruct and support sustainable communities.Profit Maximize long-term return to shareowners succession being mindful of our general responsibilities.Productivity Be a passing effective, lean and fast- pathetic organization.(The Coca cola Company website)Organization structure and Span of ControlAll organizations ask some form of more or less formalized structure that is the frameworkfor getting t hings done.Structure is the form of realtionships among position in the organization and among members of the organization. Structure makes possible the application of the affect of debatement and creates a framework and creates a frame work of order and command through which the activities of the organization can be planned, organised direct and visualizeled. (Mullins 2005)According to (Amstrong 2009365)Organizations vary in their complexity, but it is necessary to divide the overall management task into a variety of activities, to allocate these activities to the different separate of the organization and to establish means of controlling, coordinating and integrating them. The structure of an organization consists of units, functions, divisions, departments and formally constituted work teams into which activities related to particular bear upones, projects, products, markets, customers, geographical areas or professional disciplines are grouped together. The structure indic ates who is accountable for directing, coordinating and carrying out these activities and defi nes management hierarchies the chain of command thus spelling out, broadly, who is responsible to whom for what at each level in the organization.Mechanistic vs primitive structuresMechanisticOrganicHigh formalisationLow formalisationNarrow span of controlWide span of controlHigh centralisationLow centralisationHard changeEasier to changeEasierWe can say Coca-Cola Companys structure is a magniloquent structure, a hybrid of both mechanistic and organic models. The organization has a more centralized structure, however in recent years at that place has been a movement towards decentalisation for easy managemant in regions. The central bakshis of The Coca-Cola Company is on responsiveness. The complex integrating mechanisms are characteristic of an organic structure. The surveys and interviews used by the company allowed schooling to flow from the bottom-up, and the intranet allows fo r information to be exchanged laterally. According to surveys done it commence make the Company to fall out simplification and standardization (The Coca-cola Company Website). Centralization and high standardization are associated with a mechanistic structure.2.2. Span of ControlSpan of Control arises in line authoority and refers too the number of subordinates who report directly to a prone manager or supervisor. (Mullins 2005)If the span of control is too wide,its difficult to pull off the subordinates effectively and this places more on the manager.The Coca-Cola Company currently employs approximately 92,800 employees up to december 2009. According to a general details obtained from the companys website, at that place are at least 5 hierarchical levels at the corporal level. Eg there is aboard of Directors, Operating group leadership and Functions leadership.This span of control seems come down for the CEO of such a large organization. The CEO is too a member of the Senio r Leadership Team. This team consists of each head of the octet operating groups abovementioned, and also has other top executives in areas like transition and technology and marketing. Although there are only six people that dissolve directly to the CEO, the CEO is able to receive input from a wide variety of divisions because of this leadership team. Since the team is comprised of members from various divisions, the CEO will be able to obtain a wide variety of information. The move to decentralization has caused structural changes for the Company.Generally, The Coca-Cola Company does a good job of managing its hierarchy of authority. Considering they have a tall structure, they are still able to keep to some extent more organic style of management, allowing them to be more ductile to changing conditions. The CEO and CFO both have six people that report to them.Human Resource and Management PractiseIn this chapter we are going to discuss the Human Resource be after, enlisting and selection, Human Resource development and Training.3.1. Human Resource PlanningHuman Resource provision is the process of systematically forecasting the future demand and supply for employees and the deployment of their skills within the strategic objectives of the organization. (Bratton and Gold, 2007)3.2. ResourcingRecruitment is a process of getting a mob of capable people to apply fro employment to any organization. It can also be referred to as searching for and obtain likely hooked outlook for a required position.Recruitment of employees in Coca Cola Company follows their rules and regulations to ensure they have got the right candidate who will fulfil the mission and vision of the company.The company advertise the post in the Newspapers and on their website and order the candidate who meet the requirements. The Management team interview the candidates and select the qualified candidate.Also the company promotes the individual whose proceeding is good according to h is skills and experiences.Outsourcing sometime Coca Cola Company is using some other recruitment agent/organization to advertise and Interview the candidates for them.3.3. Training and DevelopmentCocacola employees are set through a formal preparedness program in different aspect. Most of it their training involves diversity education. In this they focus on minimizing differences and amplifying, valuing each other and respecting to help get better results. The Coca-Cola Company believes that this training helps to creates a work environment that values diversity and power employee commitment, and improves productivity.The Company also uses a lot of team training. This team training allows new employees analyze how to respond to certain situations and to get to know one another. The organization also provides all new hires with guidelines on conduct and employee involvement in the political process in the business code of conduct. This code is communicated through orientation of ne w-hires to ensure all employees will conduct themselves with high stratum of honesty and integrity that governs the companys culture.3.4. Performance and MotivationPerformance Management refers to the set of interconnected practices which are designed to ensure that a persons overall capabilities and potential are appraised, so that relevant goals can be set for work and development and through assessment, data on work behaviour and performance can be collected and reviewed. (Bratton and Gold, 2007)By training employees and to get the workers active and feellike they are the part of the company. Salesmen are getting percentages of their sales which make them work hard to ensure they are getting more.3.5. Management System and PoliciesManagement system refers to what the organization does or a proven framework to manage its processes, or activities, so that its products or services meet the objectives it has set itself, such as satisfying the customers quality requirements, complyi n with regulations, or meeting environmental objectives. political RegulationOur Company is required to comply, and it is our policy to comply, with applicable laws in the legion(predicate) countries throughout the world in which we do business. In many jurisdictions, contour with competition laws is of special importance to us, and our operations may come under special scrutiny by competition law authorities overdue to our hawkish position in those jurisdictions. (Annual Report 2010)The Coca cola company follow the rules and regulations of all countries which its operates.3.6. Team workingCoca cola company people are working as a team. They are formula their people are working as a global TeamOur company is built around two core assets, its brands and its people. Thats what makes working here so special. We believe that work is more than a place you go every day. It should be a place of exploration, creativity, professional growth and social relationships. Its about being ins pired and motivated to achieve extraordinary things. We indispensability our people to take pride in their work and in build brands others love. After all, its the combined talents, skills, knowledge, experience and passion of our people that make us who we are.Our 92,800 associates around the world live and work in the markets we serve more than 87 percent of them outside the U.S. In this geographically diverse environment, we learn from each market and share those learnings quickly. As a result, our Company culture is ever more collaborative. From beverage concept and development to merchandising, our associates are share-out ideas across departments and markets in new ways. Consequently, our associates are increasingly enthusiastic about their work and inspired to turn plans into action. (The Coca cola Company Website)3.7. Management of ChangeChange management is defined as the process of achieving the unagitated implementation of change by planning and introducing it systema tically, taking into account the likeliness of it being resisted. (Amstrong 2009424)Types of changeThere are three types of change strategic, usable and transformational.Strategic changeStrategic change is concerned with broad, long-term and organization-wide issues involving change. It is about moving to a future state that has been defi ned generally in equipment casualty of strategic vision and scope. It will cover the purpose and mission of the organization, its corporate philosophy on such matters as growth, quality, innovation and values concerning employees andmcustomers, competitive positioning and strategic goals for achieving and maintaining competitivemadvantage and for product-market development. These goals are supported by policies concerning marketing, sales, manufacturing, product and process development, fi nance and human resource management.Strategic change takes place within the context of the external competitive, economic and social environment, and the orga nizations internal resources, capabilities, culture, structure and systems. Its boffo implementation requires thorough analysis and understanding of these factors in the formulation and planning stages. (Amstrong 2009424)The coca cola Company are as other many comapanies everlastingly forced to change due to competition from their competitors like pepsi, also some environmental issue make the company to change their way of Manufacturing and changing they bottle printing method which were claimed to destroy the environment.Operational changeOperational change relates to new systems, procedures, structures or technology that will have an immediate effect on working arrangements within a part of the organization. But its impact on people can be more significant than broader strategic change and it has to be handled just as carefully. (Amstrong 2009424)Cocacola companies always changes the systems, procedure and Technology soas to satisfy its customers need.Like changing their bottle type, addition of more product etc.Transformational changeTransformational change takes place when there are fundamental and comprehensive changes in structures, processes and behaviours that have a dramatic effect on the ways in which the organization functions. (Amstrong 2009424)This happen when there is a change in country policy and reguations which force some structure change.Some other management of change issues is Coca-Cola decentralised its organisational structure by cutting half of the staff at its Atlanta headquarters and moving the regional chieftains closer to their local markets. In India, decision making has been travel further down to different areas of that diverse country.Other is Company uses the additive method in decision making. Especially in the last 20 years or so, the board was extremely conservative and looking to lift any drastic changes. However, recently they used the unstructured decisionmaking model. This was demonstrated in 2004 through the process that CEO Isdell used when creating the companys Manifesto for Growth when the company show the sign of decline. Rather than modifying what the company has been doing, the company surveyed about 400 of their top managers what they thought was problematic in the company. Based on information in the surveys done, 150 leaders in the company met to create solutions for the problems. The alternatives were analyze thoroughly and all final decisions were made by groups.

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