Organisation Behavior and Human Resources Practice in Business Organisation (a Case Study of Cocacola Company

Coca-Cola Company is an American multinational beverage corporation headquartered in Atlanta Georgia. It is best known for its flagship product Coca-cola. The company offers more than 500 brands in over 200 countries and serves over 1.7 billion servings per day. The company’s stock is listed on the NYSE and it is a part DJIA, S&P index and the Russell 1000 index. The company had revenues of $48.01 billion in the year 2012 and a net income of $9.01 billion. Coca-cola has a total asset base of 86.17 billion and 146200 employees worldwide. Coca-Cola’s current chairman and chief executive is Muhtar Kent.

The Coca-Cola Company is the world's largest beverage company, refreshing consumers with more than 500 sparkling and still brands.

Coca Cola has differentiated its product and services that are valued by its customer. Its product are based on customer’s preferences, with affordable price and made easily accessible.

The Coca-Cola organization has made exemplary strides mainly to offer a variety of products to its clients even with the competitive nature of the market. Consumers’ choice gets based on the brand aspect in which the organization wins most customers' heart against its rivals. Even though a significant number of people deny cases to having inclination picking between Coca-Cola items or its rivals', many have a strong desire in some way. Many inclines toward Coca-Cola products since the organization has more than hundred years of history and predictable brand image. This picture is engraved in a lot of people subsequently end up purchasing their beverages. It is out rightly conspicuous in the company’s high market share in the field of soft drinks.

Coca-Cola is “Tall” in terms of organizational complexity. Coca-Cola is controlled through a vertical hierarchy, with decision-making authority residing with the company’s upper management. Daily and routine decisions are made by the line managers at the middle level.

As the Coca Cola company has come a long way from advertising a few servings of sparkling drinks in a pharmacy, to a worldwide business. Coca Cola’s loyalty to remain at the front of the shifting public values in increasing their promotion tactics has confirmed to their plus. Without any confusion The Coca Cola Company has developed all the basics necessary to run a multimillion, worldwide venture and it refreshes all the people that come in contact their

The Coca Cola Company is very cautious and responsive to change; they act with urgency and have the courage to discourse when needed to work more efficiently. Coke’s focus is to administer its system assets to build values and rewards for the people who take risks by finding better ways to solve problems. Coca Cola Company feels they are accountable for their actions and inactions and hence answerable to the people. They learn from their outcomes and understand what works or what doesn’t for them.

Coca-Cola is the result of a patent medicine formulated in a small southern pharmacy over a hundred years ago. It has grown into a multibillion dollar international company. It also owns one of the most valuable brands in the world. Their Coca-Cola banner has won the world’s top brand 13 times on brand c-consulting firm Interbrand’s annual list (Fraser, 2012). In addition to its main product, Coke, the company owns over 3500 beverages. One of its core competencies is brand building. They have built their brand to have respectability and dependability. Their brand and logo are recognized all around the globe. It has actually become a new known on almost all households worldwide (RNWILKIN, 2009).

The Coca-Cola Company is a strong multinational company with a well-established trademark that has done well since 1886. The company has improved its marketing strategies to satisfy customers in a better way. Since its establishment, it has effectively differentiated itself by being considered as the largest manufacturer, marketer, and distributor of non-alcoholic syrups

Coca-Cola inclusive workplace culture consists of seven core values: leadership, passion, integrity, collaboration, diversity, quality, and accountability. Coca-Cola Company central promise is its values, which are to refresh the world in mind, body, and spirit, and inspire moments of optimism; to create value and make a difference. Coca-Cola Company has a diversified workplace culture that includes programs to attract, retain, and develop diverse talent; provide support systems for groups with diverse backgrounds; and educate all associates so that we master the skills to achieve sustainable growth (Workplace Culture).

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.

Brand Personality. The Coca-Cola brand is seen as having a bubbly and friendly persona. The heart of the brand focuses on the intimate relationship the company wants to create with its consumers. As a result, Coca-Cola would want to design its brand’s personality to best optimize the intimate relationship and attract all of its consumers’ interests. The company also promotes the importance of world cooperation and cultural integration through motivational promotions, embracing diversity. Coca-Cola, in essence, wants to be the friend that you can depend on. The advertisements that the company uses create a motivational, touching and relatable feeling that the public welcomes.

The Coca-Cola Company is a leader in the beverage industry with a reputable brand and strong global presence. According to the Coca-Cola Company’s mission statement and 2020 vision, some of its goals include:

Overall, Coca-Cola’s mission statement defines its goals, policies, and values and defines the competency of the company. It indicates the company’s scope; the reach of Coca-Cola is world-wide. It does not, however, do a good job of stating why its operation is better than anyone else’s. As a result, it does not define the competitive environment. Most of the ideals that Coca-Cola lists are generic -- every firm wants to do good by its shareholders and its customers. Consequently, the mission statement needs refined if it is to be taken seriously.

SPAN OF CONTROL: Organizations with same number of employees need not have the same degrees of vertical differentiation. Organizations can be tall, with many layers of hierarchy, or flat, with few levels. The determining factor is the span of control. The Span of control defines the number of subordinates that a manager can direct effectively. If this span is wide, managers will have a