Culture at Coca Cola
The coca cola company is one of the most renowned beverage companies in the world today. In fact according to Regassa & Corradino (2011), coca cola ranks as the largest soft drink company in the world today. It is guided by its strong core values and mission that is embedded in its cultural statements. The company is guided by a number of strong values and a portfolio that has span years of quality maintenance and a winning trust. This has been safeguarded and taken into great expectation by members who are ever willing to achieve the best in their work. One of the core values of the company states that the employees and the entire fraternity work with determination of heart and mind (Ward, 2004). This is a great policy that has seen it grow from the low levels and compete on an international platform. Another belief that is postulated by the company is a strong leadership scheme and well trained personnel who work with a collaborative spirit, real in decisions and of focus to change the future.
This forms the basic fabric upon which the company operates. Its grasp and understanding of the market, dedication to maintain quality and the prospect of maintaining a long term relationship augurs well with all members of its working and task force. This is a major advantage to a company which is bound to expand while at the same time expunging low quality competitors. It is thus a winning culture that is safeguarded by a wide spectrum of leaders. The diversity of cultures and upholding of integrity also serve the purpose if holding the company into one piece that rotating on the same angulations (Webmaster, 2012). Diversity and inclusiveness ensure integrity and a permanent focus on the work that members do. The members of staff also understand that it is up to their responsibility to work and uphold integrity. Without this, there would be no major undertakings being realized by this rich oligarchic beverage giant.
In its bid to refresh the world, the company has also adopted a more spirited move to inspire optimism and happiness in the world (Regassa & Corradino, 2011). This is ensured through a running and tested integrity of upholding the best policies in managing their daily errands. The company has also been in an expansion mood for a long time now. In its mission to leave an indelible mark in the lives of the people, the company has instituted mechanisms where it has introduced its various brands and other corporate services that ensure proper service delivery. Coca cola’s stand in ensuring happiness and satisfying the demands of its people is also seen in major undertakings. The maintenance of brand quality, introduction of new brands, the pricing and expansion to other parts of the world is a manifestation in their belief of truly ensuring happiness. This is culminated by the mission of creating values and difference in the world. This has overseen the company introduce quite a number of paralleled structural adjustments in its entire running and management (Regassa & Corradino, 2011). There have been implementations of new programs to oversee the proper utilization of the market levels in the global scene. Important projects have been initiated in virgin territories where market was initially untapped. This is done with a lot of care.
For instance the company started a new project in Africa where it is providing clean water to families (The coca-cola company’s discussion with investors and analysts – final, 2005). This is done through the construction of boreholes and packaging of clean and distilled water. While the people benefit from this project, they are also made aware of the company’s products and services. This has served very well in marketing the company and ensuring market penetration is optimized.
The company is also motivating its employees through a number of ways. This is done majorly through monetary appreciation, annual awards and reappraisals in the relevant departments (Ward, 2004). The staff members are also encouraged to work hard and remain vigilant to be in line with the demands of the ever changing market platform. Members of the company have a strong belief in their duties. Despite being a very well established company that is majorly concerned with profit maximization and expansion efforts, the company still faces some internal problems and possible wrangles. These are minor details, but very detrimental in the overall performance of the company. For instance, there are qualms that the company neglects its workers through a variety of opportunities (Webmaster, 2012).Some of them range from the way the company accords promotions, corporate sponsorships and other internal benefits that are denied the internal basal worker. Instead the company does a lot of outsourcing before awarding the benefits to members. It is generally observed that one of the major areas that the company needs to improve on is the hiring of major managerial jobs (Webmaster, 2012). It is observed that it sources for already reputed managers to manage their premises. This has faced a lot of rebellion in the company with members of the company sidelining the hiring process as taunted by repressive routines.
The company is thus viewed as lacking in this capacity to appreciate its own workers. It should upgrade its workers through rank and cadre growth. This enhances optimism, positive beliefs and the right attitude in entrusting the employees’ stake in working with the company. The overall effect would therefore be relayed in terms of more improved output and productivity. This would therefore put the company in a very good position in achieving its goals, objectives and mission statement as envisioned.
The company should therefore adopt mechanisms that will oversee it improving its internal image. This should be done with a lot of urgency since the world is under a lot of shifts and constant dynamism. Employees should be given equal stakes and opportunities to advance in their work to the maximum without sidelining them in matters of management and senior company administration.
Another possible effort that the company should make is the introduction of management trainee programs for its internal staff. This will raise the type of leaders that it sources from the external space. Management trainings and job analysis in an annual basis will ensure that all faculties of the company are functioning well. This means that right from the junior members of staff, the company is to institute proper mechanisms to oversee its efficiency. There should also be a more spirited expansion and diverseness in brands as its mission and core values state. Other companies such as PepsiCo have a variety of brands that span the globe (Regassa & Corradino, 2011). This will ensure that its brand names fall outside the usual ones. Diversity is the secret to a global harness of market and competitiveness. Without this the company will be struggling to cope with the upcoming rival companies.
A study of market demands should also be undertaken on a regular basis to determine the new lifestyles. This will help the company to adjust its plans, budget and further advance new ways and methods of propagating through the murk of shifts. It is pertinent that a company copes with the current needs of the people, otherwise what it will be doing will go to a waste. There should be a review of the whole company’s standings in terms of motivation of workers, productivity, aspirations and focus, mission and reconstruction measures taken to seal the loopholes. Surveys such as this one will ensure efficiency and high production levels in the company. There would be quality, inclusiveness and realization of company objectives and values. This would be the culmination of its investment and perhaps the optimal functionality in terms of operation levels of the time.
Regassa, H., & Corradino, L. (2011). Determining the value of the coca cola company – a case analysis. Cullowhee, United States, Cullowhee: The Dream Catchers Group, LLC. Retrieved from http://search.proquest.com/docview/912512977?accountid=45049
The coca-cola company’s discussion with investors and analysts – final. (2005). Fair Disclosure Wire, pp. n/a-n/a. Retrieved from http://search.proquest.com/docview/466959101?accountid=45049
Ward, A. (2004). High reputation survives turmoil CASE STUDY COCA-COLA. Financial Times, pp. 5-5. Retrieved from http://search.proquest.com/docview/249494556?accountid=45049
Webmaster (2012). Mission, Vision & Values. Retrieved from http://www.thecoca-colacompany.com/ourcompany/mission_vision_values.html