Organizational Behavior Case Analysis Of Coca-Cola

One department at Coca Cola is the financial department. The financial department uses on screen communication, this allows them to create data on the company’s financial assets. They use on screen communication to present databases, charts and a budgeting table for the company. A strategic decision that this department has made is to buy the remaining shares in Innocent drinks company. “The London company’s sales have grown 89% a year from £16.7m in 2004

Coca cola is global company that supplies soft drinks its measure retail around the world. Coca cola wants soft drinks readily available to0 its customers. They don’t emphasize on exclusivity. Coca cola has flexed its financial muscles by buying it’s closed to compotators, and this includes (Fanta, cherry coke, vanilla, Evian, monster and sprite).

One of the Coca-Cola Company’s strongest strengths lies in its ability to conduct business on a global scale while maintaining a local approach, one of the most intelligent strategies thought up by the human resource department of Coca-Cola.

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.

The focus of my term paper is the decision making process used by today's top-level managers. Top-level managers, such as Chief Executive Officers (CEOs), Chief Operations Officers (COOs), and Chief Financial Officers (CFOs), must make critical decisions on a daily basis. Their choices and the resulting outcomes affect the company, the employees, and the stakeholders. Due to the high importance of their decisions, the process they use to reach them merits a close examination.

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.

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 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

5. Strong and efficient supply chain network, ensuring that all the products are available even in the most remote places

Before the nineties the Coca-Cola company was having a centralize system of control, but after sometime they realized that if they had to meet the demands of the customers they should adopt a decentralized system in which the authority of decision making is distributed between different managers so that every sector can be managed effectively. This system was implemented in the nineties by the company’s board of directors. Now the organization is having two groups who are responsible for operating:

The report reflects the company’s labor and employee process. It also uncovers the history of Coca-Cola’s largest labor and wage disputes.

Indeed, Coca-Cola Corporation’s strategy during the last decade has succeeded in attempting to compensate various cultural differences, intra- and inter-market complexities (Wilken & Sinclair, 2011, p. 10). This is well illustrated by its strategy which consists in leading a global marketing strategy including specific regional sub-strategies, implemented through the adoption of a kind of country clustering coupled with specific regional product launches. “Think local, act local” appears to be Coca-Cola’s semi-global marketing strategy (Wakefield, 2007, p.

The study starts by giving general information about Coca-cola company , its history ,position in the market , challenges and competitors as well .Following that ,an overview description about HRM functions is provided as well , describing in details Recruitment and Selection processes as a crucial key function within HRM practices .

Decision making - no longer the preserve of middle managers or business analysts-occurs throughout the business, from boardroom to front office.[6]

The Coca Cola is a globalized company and has business practices put in place that are built on simplicity and solidity. The Coca-Cola Company and its network of bottlers include the most sophisticated and all-encompassing production and distribution system in the world (Coca Cola, 2009). That system is devoted to people working long and hard to sell the products that Coca-Cola creates.