Coca-Cola’s Organizational Development Problem and Recommendations

Organizational Development (OD) is an approach to improve efficiency and effectiveness within an organization. While historically OD has been practiced in a planned way( (Bushe et al, 2015, p.xv), but with changing times OD consultants believe that instead of using a linear, top down approach, practitioners should use a holistic and humanistic approach…

Organisation development(OD) is a planned process of change in an organisation’s culture through the utilization of behavioral science technology, research and theory (Warner Burke, 1982). It also refers to a long range effort to improve an organisation’s problem solving capabilities and its ability to cope with changes in its external environment with the help of external or internal behavioral-scientist consultant or change agents (Wandell French, 1969).

Coca-Cola is one of the best known item names on the planet, and the Coca-Cola Company has for some time been the pioneer of the worldwide soda pop industry. Once distracted with its perpetual piece of the pie fight with PepsiCo, the organization has needed to adapt to declining utilization of carbonated refreshments, provoking it to fan out into juices, sports drinks and filtered water. While it has since a long time ago developed an amiable picture, Coca-Cola has likewise been faced with worldwide weight crusades on issues extending from work hones in Colombia to water use in India. In the United States, the organization has confronted charges of racial segregation, allegations that its promoting endeavors added to the national weight issue and feedback over the natural effect of its turn into the filtered water business.

The Coca Cola industry is a vibrant model that started in 1886 by John Styth Pemberton who was a pharmacist in Atlanta, which is the capital; headquarter for the Coca Cola Company. It is the world’s primary manufacturer of non-alcoholic beverage and operates on a global scale across over 200 countries worldwide with over 500 brands. The company is widely recognized by 94% of the world’s population (coca cola Company.com). Coca Cola is largely successful, has become the iconic beverage of the American culture, is ranked number three in the world, and is regard as “happiness in a bottle worldwide (bestglobalbrand.com) The company post revenue of 5.37 billion dollars with a 2% rise in the North American market (NBC.com). This report will therefore examine many different aspect of the Coca Cola company which as allow them to become the beverage and brand of choice worldwide.

In conclusion, the dominant purpose of this article seems to be to convince the reader that the OD practitioner-scholar has not used his position to bring the required change to the relationship that has existed between theory and practice in organization development. Most of the evidences and references were focused on achieving this aim. Considerations for other contributory factors were noticeably lacking notably the contributions of Argyris and Schon, Bartunek (2008).

Organizational development can be defined as any situation in which two or more persons are involved in a common pursuit or objectives. (McLean, 2009) It is a process that applies a broad range of behavioral science knowledge and practices to help organizations build their capacity to change and to achieve greater effectiveness, including increased financial performance, customer satisfaction, and organization member engagement.(Republic, 2012). Organizational development also can be defined as a systematic process of unleashing human expertise which must be supported by the top management. Organizational development is very important subject matter to the organization. It is a strategy to enhances the effectiveness and of

Organization development is quintessential to an organization’s success as it is purported to improve an organization 's ability to manage change through effective and collaborative relevant stakeholders of organization culture. Organization development is defined as a system wide application and transfer of behavioral science knowledge to the planned development, improvement, and reinforcement of the strategies, structures and processes that lead to organization effectiveness (Cummings & Worley, 2009, p. 2). Furthermore, Cumming and Worley described organization development intervention as a sequence of activities, actions, and

The essay describes the key characteristics of Coca Cola Company and how these characteristics are aligned with the organizational behavior. The motivational theories are also discussed in detail which could be useful in managing such a large workforce.

          The Hexadecimal Company in recent years was forced to change their product market due to lower labor costs by companies in competition. With this change of product came rapid growth and systemic problems within the company. The President, John, Zoltan, decided to created an Organizational Development (OD) group to help address change and managerial style within the company. However, this OD group was not accepted well within the organization and many felt as though this group was a waste of time, energy and resources. Employees did not want to participate in the training although forced to attend.

The relationship between employee and organizational development is both focuses on the improvements of the organization. According to DeCenzo and Robbins (2007) organization development refers to the “continuous improvements, diversity, and work process engineering” required for the organization to continue to grow (p.214). The continuous changes within the economy, technology, and the business industry is the reason why employee and organizational development is needed. If the organization decides to change how procedures and processing is conducted, it is important for employees to be trained on the new procedures, process of production, and skills needed to perform the new job requirements. In order for organizations to be

The Coca-Cola Company (Coca-Cola), the world 's driving soda pop producer, works in more than 200 nations and offers 400 brands of nonalcoholic refreshments. Coca-Cola is likewise the most profitable brand on the planet. Coca-Cola is an all-inclusive perceived effective organization. The Coca-Cola was founded in May of 1886 and proceeds for over a century through the seasons of war and peace, success and misery and monetary blast and bust. As late as the 1990s, Coca-Cola was one of the most regarded organizations on the planet, assembling and known as an exceptionally effective management group. Since 1998, the organization has been battling with inner shortcomings and outside dangers.

Organizational development is crucial to building a strong organization. Change in organizational mission, change in the economy, and change of inner structural changes can organizational mission, change in the economy, and change of inner structural changes can necessitate organizational development. When these changes occur, businesses seek outside organizational assistance. According to Jex and Britt (2008), organizational development is the implementation of programs, techniques, and methods that work together to enhance individual performance and organizational improvements. This paper will highlight

Organizational development is a learning tool that can be utilized not only for professional success but for personal success in life as well. This particular tool or resources deals directly with change and who to best deal with the changes in order to produce a good outcome for all involved. Our text teaches us that, “Organizational development (OD) comprises the long-range efforts and programs aimed at improving an organization’s ability to survive by changing its problem solving and renewal processes,” (Brown, D.R., Harvey D., pg. 3). Making adjustments in the areas of

Organization Development (OD) is a deliberately planned, organization-wide effort to increase an organization's effectiveness and/or efficiency, and/or to enable the organization to achieve its strategic goals (2015, Wikipedia).

Organizational development (OD) is an application or process of building a greater level of efficiency within the organization. OD develops the ongoing effort geared for long-term effects. OD works to help management and employees on a variety of levels. Organizational development is perhaps unequaled in its ability to meet any type of organization needs. However, the solutions developed from the role of OD may not be necessarily interchangeable with different organizations (Grant, 2010).