Factors Responsible for the Change in Coca Cola Company

Change Management is a modification in an organizations practice. It is instituted to profit the company and to improve the system. From the mid-2000s, change management has developed enduring landscapes for any organizations as if it’s related to business field or health care industry. In order to be in today’s competitive market; change management is very important part of any company (Aguirre & Alpern 2014). Technology and advancements is rapidly expanding and changing working organizations’ everyday atmosphere. Due to economic changes many businesses are being obliged to merged or downsized with other companies in order to increase their financial stability. Change management stepped in when employers or employees couldn’t keep up with

The next stage is a stage of providing the actual change actions. Here, the company has chosen a new CEO and President, Douglas Daft, who was an opposite of Ivestor. Daft was a delegator, who wanted to turn Coca-Cola to a most desired company by employees in the world. He also saw a company as a head of the class, when speaking about diversity of workforce and business. Daft was fast in his actions. He has put Ware on the position of Vice-President for Global Public Affairs, as he was concerned about diversity issues in the company as well. They applied Ware’s suggestions about supporting the diversity from the top-executives and tying compensation increases to the achievement of diversity goals. On this stage, the U.S. District Court for the Northern District of Georgia approved the Settlement Agreement, which was used to non-hourly U.S.-based workers of the company, excluding its bottlers and called for pay-back to employees, future pay equity and equal employment opportunity. Task Force was created to provide an independent supervision of company’s compliance and was reporting on implementation of these programs. On this stage, Coca-Cola learned a lot about its past mistakes and provided dozens of changes to its policies and procedures. As it is not possible to change a whole organization in a short-time period, Coca-Cola was implementing changes during the next decade after a lawsuit and even created a document, called “Manifesto of

D., & Pieperl, M. A. (2010). Managing change: Cases and concepts (3 ed.). New York, N.Y.: McGraw-Hill.

Jick, T., & Peiperl, M. (2008). Managing Change: Cases and Concepts (3rd ed.). New York: McGraw-Hill Higher Education ;.

The Tichy Strategic Alignment Process focuses on strategic management areas and tools set up in a grid of three blocks across and three blocks down each in representation of a particular area which are as follows, managerial tools are horizontal, mission and strategy, organizational structure, and human resource management. The managerial areas are vertical being the technical system, political system and cultural system (Organizational Development Network ODN.com, 2004.)

Leading and managing change require a solid theoretical foundation. This assignment will research the theoretical elements of change and change management. Addressed will be the following: Organic Evolution of Change, Formulating Strategic Development Approaches, Leadership and Management Skills and Gathering and Analyze Data. As societies continue to evolve and changing demand creates the need for new products and services, businesses often are forced to make changes to stay competitive. The businesses that continue to survive and even thrive are usually the ones that most readily adapt to change. A variety of factors can cause a business to reevaluate its methods of operation. According to literature from the past two

The political situation of a country affects its economic settings and economic environment affect the business performances. Coca-Cola sales are impacted by a set of economic factors that beyond are beyond the company’s control. These factors include the level of economic growth in the country and in the industry, tax rates and currency exchange rates, interest rates, labor costs and others. The global economic and financial crisis of 2007 – 2009 is a relevant example of an economic factor that greatly impacted the majority of businesses around the globe. However, the crisis has impacted Coca-Cola to a lesser extent compared to many other businesses. Its’ operating margin remained at industry-front 22% despite the crisis, although dividend yield was reduced to 2.6 % Quarts. (Timmons, H. (2014). Economic factors relate to goods, services, and money. Despite directly affecting businesses, these variables refer to financial state of the economy on a greater level –whether it be local or global, inflation increases cost of production. Consequently, Coca-Cola had to face the uncontrollable problem of increasing their pricing. With this increase they risk losing customers who cannot afford their products because it is a desired product not a necessity. Due to inflation in 11 years the price of an identical bottle of Coca Cola has doubled in price. Alternatively, Coca Cola could be forced to lower their prices to facilitate an increase in consumption

Week 3, the lecture on Managing Change describes organizational changes that occur when a company makes a shift from its current state to some preferred future state. Managing organizational change is the process of planning and implementing change in organizations in such a way as to decrease employee resistance and cost to the organization while concurrently expanding the effectiveness of the change effort. Today's business environment requires companies to undergo changes almost constantly if they are to remain competitive. Students of organizational change identify areas of change in order to analyze them. A manager trying to implement a change, no matter how small, should expect to encounter some resistance from within the organization.

In order to examine this issue further, this research will look at a number of different sources. Contemporary managerial sources are explored in order to understand how other voices in the field are describing similar methods for change. First, popular structures for change management are examined, especially within their correlation to Palmer & Dunford (2009). This is followed with an extensive

After acquired to change management subject, I think that change is a state of transformation which results in an essential shift in the way we observe and interact with the world. The concept of change is more important in our lives as it enables us to face new experiences, either it be good or bad. To be safe from bad experience of change, knowledge to manage the change is compulsory for

1.1 Change management is described by Armstrong (1) as “the process of achieving the smooth implementation of change by planning and introducing it systematically taking into account the likelihood of it being resisted”. Change, the fundamental constant in any successful organisation, can be adaptive, reconstructive, revolutionary or evolutionary and can happen for a number of diverse reasons:

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.

Change management has been defined in several ways, but according to Hayes (2005) change management is the systematic approach and application of knowledge, tools, and

In addition to the models that explain the change process, the type of change that the organization is going through also plays a role. In their review of literature Gilley, McMillan & Gilley (2009) identified three types of change: transitional, transformational and developmental. Transitional changes are small changes, transformational are radical shifts and developmental are continuous changes. Goodstein and Burke (1991) see two different levels of change as well and call them fundamental, which is similar to the transformational change identified by Gilley et al. and fine-tuning which is similar to the transitional changes identified by Gilley et al. Likewise, Weick and Quinn (1999), basing their work on

The chapter:  Discusses a number of frameworks for categorising change.  Explains why, in order to be effective, it is necessary to understand the differences between various types of change.