Organizational Culture of Coca-Cola Company Analysis (Research Paper Sample)

Company analysis: Coca-Cola
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Introduction
The basic idea behind our business is timeless, solid and simple. When we bring refreshment, value, joy and fun to our stakeholders, then we successfully nurture and protect our brands, particularly Coca-Cola (Coca-Cola Company, 2005). That is the key to fulfilling our ultimate obligation of providing consistently attractive return to owners of our business.” This is the whole concept behind Coca-Cola Company. Coca-Cola Company is acknowledged as the largest retailer of soft drinks in the world, with an average of 1.3 billion sales on a daily basis (Coca-Cola Company, 1993). The red and white trademark of Coca-Cola is the best brand symbol globally. Its headquarters are in Atlanta since it was established. Coca-Cola is amongst the top four drinks in the world alongside Fanta, diet coke, and sprite taking the subsequent numbers. Coca-Cola runs one of the world’s most pervasive system of distribution which provides over 400 beverages in approximately 200 countries globally.
Approximately 70% of the of its sales are generated from outside North America which accounts for 31% in middle east, Eurasia and Europe and 24% for Asian countries. Latin America accounts for 10% while Africa accounts for 4% of the total profit of the company. The company’s projects include carbonated beverages, sports drinks, juices and juice drinks and bottled waters (Hartogh, 2002). The development of Coca-Cola into the leading and most admired organization in the world is down to four main areas. These are consumer marketing, production and distribution which are part of its infrastructure, packaging of products and customer marketing. This paper looks into the organisational culture of the company, how it promotes workforce diversity, how it embraces corporate social responsibility and employee training and appraisal guidelines (Watters, 1978).
Organizational Culture of Coca-Cola Company
According to Needle (2004), organizational culture is a representation of collective beliefs, values and principles of members of an organization. It is a product of factors including product market, history, strategy, technology, styles of management, types of employees, and national culture. Culture is also inclusive of the vision, norms, values, symbols, language, habits and beliefs of an organization (Ghosh, 2010). The Coca-Cola Company demonstrates its organizational culture through different indicators as indicated in their webpage. These are mission and vision, values, human and workplace rights, history of the company, charitable foundations, stakeholder engagement and innovation and leadership. Coca-Cola’s vision is friendly and takes into consideration of the different “P’s”. These are people, planet, productivity, portfolio and profit. Deductively, Coca-Cola wants to demonstrate its dedication towards the different systems which account to the maximization of sales. Coca-Cola takes an additional step in assuring readers of a friendly atmosphere and this shows its interest in linking with its shareholders. The charismatic mission of the company is made of three elements. These are refreshing the world, inspiring moments of happiness and optimism, creating value and making a difference. The winning culture of Coca-Cola is aimed at accomplishing charitable, philosophical and financial goals.
Its main factors are leadership, collaboration, integrity, accountability, diversity, passion and quality. These indicators allow the Coca-Cola Company to demonstrate a culture which is embracing and futuristic. This is a culture which understands societal changes and has belief in honesty, unity and hardwork as the formula for realization of success. Also, the organization extends approachability and identifies with the public from different walks of life. The language of the organization is one of respect and easy to associate with. The company promotes itself in a manner that provides the intentions of connection through quality and not only publicity. Coca-Cola shows that it is meeting its global responsibility as a unifying company and a standard of happiness (Hartogh, 2002). This is indicate by the fact that organization beliefs in its product 100% and by understanding that the only means of continuity of these high productivity rates is through holding on to the systems of values which make its organizational culture. On the same note, the organizational culture at Coca-Cola Company is designed to be motivated and emphasizes on growth. Coca-Cola fosters this culture through compensation which includes benefits to parents, flex-time, health club discounts and employee assistance programs. The organization is also open to change, where new ideas are listened to and considerations are made.
Organizational structure and leadership will experience trends in the future which will have an impact in the manner in which companies carry out their operations. Organizational strategy refers to the formation, execution and assessment of decisions made in a company which assists towards realizing its short and long-term objectives. The major factors for consideration include strategic relationships, necessary skills and capabilities, required performances and appropriate changes to an organisation (Gupta, 2011). Human resources are regarded as an important factor by many companies that have realized success in the implementation of strategy. On the other hand, leadership is considered as a key factor in impacting the level of performances of current organisations, and it is very critical for organisational behaviour and management. Senior management often utilize leadership principles to all organisational members. Accordingly, the foreseeable future trends are aligned with the deployment of technology to ease the problem of lack of access, increased diversity and globalization, focus on the supply chains and the establishment of a more nomadic workforce.
The organisational culture of Coca-Cola has undergone many transformations in the efforts aimed at addressing the ever-changing global conditions in the market. The current organisational structure of Coca-Cola is a reflection of its business goal of leadership and global expansions. Its strategies are evident in the manner in which the structure support efforts aimed at international growth (Foster, 2008). The structure of an organisation describes the design and system of business and how they interact in order to meet the vision and mission of the company. The organisational structure assists in having control over the reach of the company on a global scale, while taking into consideration the underlying differences in conditions in the market. The main traits of the structure of the organisation rests on market divisions, functional corporate offices or groups and global hierarchy. Market division is a key feature in the organisational structure of Coca-Cola, and it mainly manifests through geography and business (Foster, 2008).
Workplace Diversity
The global diversity mission of Coca-Cola Company is a reflection of the rich marketplace diversity which the company serves (Boone, Kurtz, & Qualman, 2011). The company seeks to be recognized in its leadership in inclusion, diversity and fairness in every business undertaking including in the marketplace, workplace, community and supplier. This enhances the operations ability of the company. Diversity is at the heart of business in Coca-Cola Company. The leadership in the organization aim at creating a work environment which offers every associates equal opportunities for development and access to information. Through the creation of an inclusive work environment, Coca-Cola company aims at seeking leveraging its global associate teams that has rich diversity; rich diversity for talents, people and ideas. The Coca-Cola Company views diversity as more than practices and policies. Diversity in the workplace is regarded as an important part of the company, on how it operates and how it views its future.
As a business operating in a global scale, Coca-Cola has fostered the ability of understanding, embracing and operating in a world full of different cultures (Jensen, n.d.). This occurs both in the work and marketplace and it is vital for the sustainability of the organization in the long-term. It also influences the ability of the organization to realize vision 2020 goals. Many people within the organization continue working diligently in order to enhance the advancement of the company on its journey to diversity. It also aims at the building of practices on foundations of diversity, inclusion and fairness. The associates (stakeholders) are also included in the whole process. The company gathers the feedback of customers through surveys and participation in research groups formed by the business. The Coca-Cola Company has also established education programs on diversity and Resolution Resources Program which allows associates to work to reach amicable solutions to issues which are faced in the company.
Coca-Cola Company and Workforce 2020 Initiative
Workforce 2020 states that in times where there are constant changes, companies which do not adapt, and do not pose a challenge to the status quo are at risk of extinction and irrelevancy (Heet, n.d., p. 23). Rapidly evolving workforce and globalization has given a redefinition of then thinking of businesses in line with creativity, competence, structuring and productivity of an organisation. Globalization is argued as not being possible without the inclusion of information and communications technology. Rather than minimizing incidents of conflict, organisations looking to the future have begun encouraging the creation of creative friction which poses better chances of solving problems and handling risks (Elmore, n.d., p. 3). In 2020, appreciation of human capital...