Organizational Change Management: Coca-Cola Company (Coursework Sample)

ORGANIZATIONAL CHANGE
The Coca-cola Company
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DIAGNOSING ORGANIZATIONAL CHANGE
THE COCA-COLA COMPANY
This paper will primarily analyze organization change in the Coca Cola Company. Organizational change entails the process of reviewing and also modifying various management structures and other business operations. The main reason for organization change is to strengthen the business operations to ensure the company remains stable competitive, and survive the bigger competitors within the same market. Such steps undertaken by the organization to counter any competition and position the organization at the best place in the marketplace can be described as a change geared towards achieving the best out of its business practices.
Understanding and managing the organizational change is very critical and paramount since it positions the business to a better place of competing effectively, satisfying its customers, employees among other stakeholders as well as boosting the production capacity for the organizations (Beckhard, & Harris,1977, p.12). The business environment is changing, and therefore, it is important for the organizations to set new strategies and steps to enhance their survival in accordance with the changes experienced within the business environment. This paper will be based on evaluating the organizational change in the Coca-Cola Company.
COCA-COLA COMPANY
The Coca-Cola Company is an American multinational beverage company with its headquarters based in Atlanta, Georgia (Armus, 2005, p.3). The company manufactures, retails and also markets various nonalcoholic beverage concentrates and also syrups. Since the time of its development and invention, it has grown to be one of the largest multinational companies across the globe boasting of a bigger market share as compared to its close competitor, PepsiCo, Inc. Coca Cola has been selling its beverage products to more than 200 countries, with more than 1.6 billion drinks being sold every day. The company has a record number of employees estimated to be 146,200 in number. The performance of the company has been above par in the past years making it acquire a broad base of assets and a total equity of US$23.062 billion. This also involves more than 50 brands and more than 3,500 beverages which range from sodas to energy drinks to soy-based beverages (Armus, 2005, pp. 6-9).
To be effective in delivering efficient services, the company offers specialized training programs to all its employees to equip them with knowledge and skills to enable them to counter any challenges they may encounter in their workplace. The company also incorporates the new staff and the old employees so that they may learn and gain more experience concerning the business environment, and this reduces high costs of training the new staff (Armus, 2005, p. 10-11). The company allows every employee to have two cups of tea on a daily basis hence hospitable act by the firm. To ensure that the employees give their complete efforts and best performance to the company, Coca-Cola offers smart wages and salaries to their employees which is satisfactory and also competitive. The introduction of various mentoring programs is paramount since it helps to foster professional growth and development for all its employees.
One of the key departments within the organization is the Human Resource department. The department is responsible for strategic planning which helps to drive the company past all business hurdles hence creating a competitive edge. The department also plans on the best ways of recruiting and hiring it employees, evaluating their performance and recommending modalities and means of rewarding the employees as a tool for motivating its employees.
Amidst being ranked as the best company regarding production, employee management and a high number of sales and good customer relationshis, the company is also faced with various challenges which affect the performance of the enterprise. Therefore, to enhance effectiveness in the delivery of services within the human resource department, one paramount HR policy need to be changed. This includes enhancing and implementing an office automation system. The reason why I chose this kind of system is due to its importance to the entire organization. With changes in the business environment, it is critical for the company to automate its office systems which range from the payroll systems, communication channels, recruitment and selection system and the job evaluation and analysis systems from manual to electronic ones.
Therefore, adopting a more automated system will help in ensuring work load is reduced, easy communication is attained from the head office to all subsidiary offices, hence, making effective decisions which positively influence the performance and the growth of the organization. Having the automated office system will aid in ensuring the company recruits and selects the best employees from the market place in an easy, less cost and efficient way. Through this automation, it will be easy to track and analyze data for recruiters, easy to sort, as well as choosing the best out of the vast pool of applicants seeking job positions in the company. Lastly, evaluating job performance is termed to be difficult with the current manual system, but with the automated system, it would be easy to evaluate every individual's performance, hence, identify the weaknesses, and also reward those who excelled above par as a tool of motivation (Chang, 1997 pp. 7-8).
To implement the changes, it is paramount to evaluate the readiness of the company to the changes. In assessing the readiness for change, two diagnostic tools will be used which include the SWOT( acronym for Strengths, Weaknesses, Opportunities and Threats) analysis and the PESTEL (acronym for Political,Economic, Social, Technological, Environemental, and legal factors) analysis.
SWOT analysis is imperative as per its scope to the business. The SWOT analysis focuses mainly on the factors influencing the growth and the failures of the company. This includes the internal and the external issues which the company is estimated to encounter or is facing and is affecting or influencing the operations of the organization. This includes focusing on the strengths and the weaknesses of the company as well as the opportunities and the threats the company is facing and influencing its success. All these factors test the flexibilit...