Coca-Cola Company is one of the most reputable companies in the world today; however, for a company like this with respects to Boxall’s work in (2007) about the management of employment in a modest milieu, an employer has two main aspects to put to his or her consideration. Having started as a beverage, Coca-Cola has stood as the leading drink company in this century. However, there are a number of factors that have to be placed to ensure that a company can remain; not forgetting became the leading company for over 120 years. These factors may include the relationship the company has created with the employees and the market. In addition to that, there are also two variables to be put to perspective to ensure total opulence of the business in the context. The four jointly stir a business to greater heights. Though most of the prospering enterprises have had their schedule running in the settings of the four, the have failed to keep up with either one or the other condition from time to time. Nonetheless, the Coca-Cola Corporation and businesses have good, enchanting and reasonable thoughts that are also cost efficient (Boxall, 2007). The goals are mainly the driving factors of business; however, they should also be considerate of the expense involved. Successively, most business entities have scored A’s on the management of fund and running cost efficient objectives. Social legitimacy is also in the mindset of the Coca-Cola across the globe. Most of their businesses are acceptable and morally upright in our contemporary lives and, in fact, all of them have value for business ethics in every aspect.
- Assess the role played employees in having a very effective firm or company in relation to management and employment strategies laid by the company.
- Outline the impact of a good employee, management and employer relationship on running an organization during recruitment
Most businesses are not flexible in this trendy world that swings from time to time. It has become very hard for most companies to adjust inside new market cultures that can be experienced. The cultures are defined with the relationship between employees and have a very significant role they place in every case. However, for companies such as Coca Cola they have stood out strong to improving their employees and flexibility so as to cope with the trendy markets. Their ability to be flexible has defined the market control the Company and has also made their output. Therefore, the Coca Cola Company has been growing and evolving with time, thus changing the culture drastically to a most suitable culture that has increased the productivity of the company. It is because of their flexibility that they are able to meet the markets and also grow to greater heights. In addition to that, the employees are able to make an effective decision that is aimed at generating more income for the company because of the culture. The employees who are loyal in a shifting and intelligent workforce are always prone to having many challenges dealing with their work competently. Thus, Coca-Cola Company has had job review and quartile audit that have given the company an upper hand.
Recruitment and selection strategies
In every company it is important to keep recruiting works strategically to ensure that the workforce is maintained. Coca-Cola knows the role played by the employees and supervisor have a work force that works in shifts to ensure that the production of drinks is continuous all day. Coca-Cola management has understood the roles played by the proactive and reactive continuum links in human resource, in addition to that, they have also put into consideration the linkages between human resource and business strategies to ensure that the efficiency(Vyas S, 2009). The roles played by each of the links are well stipulated in the company’s code of conduct. The main importance of the underlying strategies is to focus on the integration, implementation and the running effectively of a business. Coca-Cola does their recruitment basing on various factors which include: legal, ethical and regulatory consideration. For a company to effective manage and cope with the markets the work force has to be very efficient and active. Thus knowing this Coca-Cola has fully invested in empowering the workers and creating a worker friendly environment for the employees.
Coca-Cola is aware of the impact of the work in any organization; therefore the company invests time, skills and money in the recruitment and retention processes. The recruitment process is always as transparent as possible and effective in ways that ensure accountability while promoting shared responsibility. Most of the time both skilled and unskilled personnel are needed in the company, however; the selection of the employees meets both the employees and the employer’s demands (Dessler 2005). To certify that there will be productivity, a trained commission is used in the selection process and for the assessment of employees during entrance interviews as well as exit interviews. In addition to that, specialized training workforce is always encouraged to fill up the gaps left. The strategy also emphasizes on the involvement of ideas of current employees that are productive during the recruitment.
Coca-Cola has learned to integrate modern ways of recruitment that are based on basic principle in employment. The four most used approaches include the matching or contingency approach, the regulator based approach, the supply base approach and the typological approach. Nonetheless, there are many other approaches that is used though they are not dominant. The supply-based approach emphasizes on the competencies of an individual in the company. It has been the key to the sustained advantage of competitiveness in Coca-Cola. It is because as a strategy of recruitment it exploits the work distinctiveness of an organization. On the other hand, the typological approach typifies a human capital as an investment that are induced in the involvement of managing a company. Therefore, each employee has a responsibility to manage the company and ensure it is running well as an individual. Similarly, Coca-Cola depends on the interest of the employee and their importance to the company during the recruitment to have a clear perspective of the employees’ importance to the company before recruiting.
The matching approach is mainly based on the fit of internal human resource and competitive strategy. The strategy used during the recruitment’s impact has been tremendous on the gradual and sustainable growth of Coca-Cola every with the stiff competition from other beverage companies. Coca-Cola as a company has grown in a very steady and defined pattern to control close to 70% of the market share (McPherson, 2008).
Retention and the selection of employees by Coca-Cola is a big priority that the company has fully invested. As the world advance with the incorporation of technological overhaul in most production, processing and manufacturing companies, it is evident that the recruitment selection and retention of Coca-Cola has kept their bar high (Batt, R. 2000). Their process is legal, ethical and conforms to the regulatory considerations of the company and labour laws. The legality, ethical and regulatory of Coca Cola’s recruitment, can be confirmed by the minimal times that the employees from the company have had problems that lead to strikes. In addition to that, company gives the employees a platform to express their opinion without fear or favor. Their recruitment has base on internal and external methods which include: professional associates, employee referrals, job posting or job bidding, internship programs among many others. The processes is aimed at achieving efficiency, accuracy, equity and buy-in.
A limitation in structural and technical aspect of Coca-Cola has catapulted the enhancement of culture in 21stcentury among many other businesses (Dessler2005). It has significantly increased the entire Coca-Cola Company’s employment scheme, therefore, being a good concept though it has been understood as dissatisfaction by a few bureaucrats. Culture plays a remarkable role in non-official aspects of any organization. According to the latest world ranking of the most effective and cost efficient states that Coca Cola has one of the best culture, ‘a culture of self-management’. The most important components of any culture are the leader’s empowerment which includes taking up responsibilities while running the company.
Leadership and culture
Coca-Cola leadership has the full control and total influence on the organizational culture. Managers and supervisors have a values and beliefs that are mainly based on their professional experience over time. For instance, some will work on bettering their idea of the company, therefore, having operational structures from basic materials; others will consciously seek help for higher ranking office to ensure that they do their best at work.
Major Features of Organisational Culture
It is typified by being expressed through ceremonies that support norm or certain beliefs that are full of specific or common rituals or procedures. In a set-up Coca-Cola for instance, there are assemblies and regular meeting of various departments according to.
It insists strongly on the shared norms and meaning development with an assumption that, interaction between members of an organization or any group in an organization is willing to learn how to be culturally motivated. In return, the individual has behavioral norms that will become the cultural feature of an organization or institution gradually (Armstrong et al 2005).
It also focuses on members of an organization beliefs and values. The values determine the behavior and attitudes of the individual within an institution or department, though they may not always very explicit in delivery. The individual are coalesced into values that involve shared beliefs.
Leadership operations depend virtually on the internal framework of organisational value, policies, practices and culture of the company. However, the values all are formulated by the leader of the company in order to propel the company to high levels. Leadership defines the direction an entity takes and in every aspect including growth. Therefore, leaders of big organizations such as Coca-Cola have to be very considerate when implementing any style of leadership. As basic as description of styles of leadership may be a leader behavioral management of the company, their effort is also important for shaping the organization. There are only two main style of business management; these two are participative and authoritarian management. However, in most companies that are doing well globally, the leaders have made a merger of the two styled approach and applied them appropriately. Coca-Cola being the leading company in the production of beverages has employed and explored almost all options of running the management of an organization and found these two the most suitable.
The leaders have fully adapted to the style, for instance before the creation of a new soft drink, the research team and the board have to meet and agree on the production and the launch of the new products (Batt, R. 2000). After the meeting they have to consent to one agreement, the managers, the market researcher will actively participate in the decision making in the organization. Similarly, in case of changes on the hours and shifts of working, the employees must make an applicable agreement with the company’s management. This leadership style is called the participative or democratic leadership because the decision made involved a number of people and was not unilateral.
The participative leadership has been one of the key successes of Coca-Cola because the management and the employees are involved in decision-making. Apart from that this leadership can only give instructions after consulting the group thus favors united decision making like a team. It is the most effective type of leadership in that it motivates the decision maker positively and also leads to the winning and creation of cooperation in the group or every employee (Nayyad et al, 2011).
However, there are times when the decision-making in the company are done autocratically. The authoritarian style of leadership has the power to dictate over the others. This leadership has also been very successful in the Coca-Cola Corporation since it provides motivation to the manager, this is because it provides quick decision making world of today (Vyas S, 2009).
These leadership styles have had a tremendous impact on the growth of the company and influence the workers by motivating them to work. Most of the employees is engaged and empowered by these leadership styles because the styles cut across all sections. Thus at any point they do not come less of their expectation. Therefore by no means there is a chance that the leadership meets the requirements of the current legislation and ensures ethical and environmentally friendly behavior. The impact does strongly relate to the worker for motivation of any Coca-Cola company worker.
High performance team
High performance teams can also be defined as the winning team. They are always characterized by their working ability that is often the relentless spirit of giving their all in the work. They also invest much time, effort and devotion in the work they are doing (Okpara et al, 2008). Their unanimous shaping of their work and spirit of devotion is the main success key on the delivery of work. However, the success of this team is virtually dependent on the team work, thus making the team very important as a unit. Making such a gifted team which determines the company’s growth is very important in the realization of a company’s goal. It depends on the leadership formation of the company.
The leader can make such team by investing time and resource in training. Training is one of the main ways of encouraging this spirit among workers. Most companies have made priorities, and the first is always to enlighten their works through working (Nayyad et al, 2011). Apart from that the training of the workers also an important investment that is involved in understanding how teams works. In addition to that, there is also an important factor of encouraging participant; this can be done by awarding of certificates and giving tokens to participant. Subsequently, a high performance team is also built by the basic understanding of the relationship. The relationship is paramount because most colleagues overlook the weakness in a person, and they encourage positively the strength of their co-workers.
Likewise, companies such as Coca-Cola have yearly promotion of workers to higher levels of management. For instance, a supervisor might be promoted to a managerial position; this could be done to a number of workers in various departments. It also motivates the worker to have a winning spirit. There are various ways that most companies have used in creating a winning team, but they are based on lifting higher the working spirit by motivating the workers, which encourage the workers to have the commitment thus leading to the success and growth of the company.
Performance management plays a major role in achieving work and development needs of individual. However, in the recent years the performance management has been a very key factor not only to managers but also to the other employee in the entire company or organization. Performance management is very important in assessing the productive, weakness and strength of an employee. In fact, most organizations are adopting the use of employee management to ensure effectiveness and efficiency in the productivity of the task force (Dessler G. 2005). The main aim of having a performance management is to improve staff or work force delivery by meeting the objectives of every department independently. It also supports the development of staff and the continuous learning in the organizations, thus creating more room for improvement and advancement within the organization. For individuals, performance management strengthens the management and accountability of every person, therefore, creating an assessment platform for every employee. It also aligns compensation to lie within the desire of the organization as well as those workers.
In addition, performance management creates a balance between autonomy and the accountability of individuals and the different organization levels. The other importance of performance management is its effectiveness in ensuring that the managers and employees succeed. It is a tool of success that is very importance at every level of the organization, as well as individuals in the organization (Vyas S, 2009).
Performance management may be seen as a significant part of an organization that can entirely be used to assess the growth of the organization. However, it is only one of the factors that can lead to the success and the growth of an organization. Any organization depends on a number of things which include the recruitment and management of employee (McPherson, 2008). It is characterized by a number of things that include the retention and selection of human capital deployment. Leadership is also very imperative in making a very solid, stable efficient and productive company or organization. A company’s future is defined by the type of leaders it has and how they manage the company. In addition to that the team spirit built by the leaders also has a part it plays in make the growth of the organization (Okpara et al, 2008).
Okpara, J.O. and Wynn,P. 2008.“ Human Resource Management Practices in a Transition Economy”, Management Research News,Vol.31,No.1,pp.57-76.
Nayyab H H, Hamid M ,Naseer F, Iqbal M., 2011. “The Impactof HRM practices on the Organizational performance :The study of banking sector in Okara, Punjab Paki stan)”, Interdisciplinary Journal Of Contemporary Research In Business, Vol.
McPherson,M. 2008.“ HRM Practices and Systems within South Asian Small Business”, International Journal of Entrepreneurial Behavior & Research,Vol.14,
Boxall, P. and Purcell, J. 2007. Strategy and Human Resource Management, Basingstoke and New York: Palgrave
VyasSumita, 2009.” Employee Involvement –Key of Success in Change Management”, HRM Review , ICFAI University Press, Hyderabad, Vol.IX
Dessler G. 2005.Human Resource Management (10th edition). Upper Saddle River, NJ: Pearson Education Prentice Hall.
Armstrong M, & Baron A, 2005. Managing Performance; Performance management in action London: CIPD.
Batt, R. 2000. ‘Strategic segmentation in front-line services: matching customers, employees and human resource systems’. International Journal of Human Resource Management, 1