Organisational Behaviour Authorised Assignment Brief
Organisational Behaviour Authorised Assignment Brief
Unit Number and Title Unit 20: Organisational Behaviour
Academic Term April Dec 2023
Module Leader Taskeen Rehman
Unit Tutor Assignment Title Organisational Behaviour
Issue Date Submission Date Formative Feedback Submission Format Written Report
Submission Guidelines - Part 1
The submission is in the form of a Written Report. This should be written in a concise, formal business style using single spacing and font size 12. You are required to make use of headings, paragraphs, and subsections as appropriate and all work must be supported with research, including examples, and referenced using the Harvard referencing system.
Please make sure the similarity does not exceed the threshold of 20% as assignments with higher similarity may get blocked. The recommended word limit is 2,5003,000 words, although you will not be penalised for going under or exceeding the total word limit.
Case Study
CASE STUDY ON COCA-COLA COMPANY
How COCA-COLA TOOK CONTROL OF ITS CULTURE
History
On May 8, 1886, Dr. John Pemberton served the worlds first Coca-Cola at Jacobs' Pharmacy in Atlanta, Ga. From that one iconic drink, weve evolved into a total beverage company.
More than 1.9 billion servings of our drinks are enjoyed in more than 200 countries each day. And its the 700,000 individuals employed by The Coca-Cola Company and 225+ bottling partners that help to deliver refreshments across the globe.
Brief Introduction
The Coca-Cola Company (NYSE: KO) is a total beverage company with products sold in more than 200 countries and territories. Our company's purpose is to refresh the world and make a difference. Our portfolio of brands includes Coca-Cola, Sprite, Fanta and other sparkling soft drinks.
Coca-Cola Vision
Our vision isto craft the brands and choice of drinks that people love, to refresh them in body & spirit. And done in ways that create a more sustainable business and better-shared future that makes a difference in people's lives, communities and our planet.
Coca-Cola Culture
The Coca-Cola Company is committed to prioritizing career development increasing transparency and providing flexibility and choice on how career growth is achieved.
Growth is all around us and looks different for each employee. We believe that skills and experience acquisition are what help our employees accelerate their growth and accomplish their goals. We can reach higher and go further when we invest in each other. Together, well build a better-shared future by maximizing the amazing potential of what will always matter most: people.
Employees are encouraged to build their enterprise and functional skills to become future-ready. This is accomplished through structured learning, working with colleagues from across the network, and taking on development assignments to get on-the-job learning. We provide digital learning offerings across a variety of topics for self-paced exploration and cohort-based experiences to learn with and from others.
We believe everyone is a leader, and everyones leadership journey is unique. Leadership is less about a formal position and more about the act of leading. Every employee has the ability to lead in their own way and can do so by exemplifying our leadership behaviors.
At Coca-Cola, our leaders strive to be role models, set their teams agenda, and help people be their best selves. We provide our managers with the tools, training, and support they need to enable their teams to reach our growth objectives.
At Coca-Cola, we build a collaborative, inclusive workplace that empowers our employees to thrive.
This includes inspiring and supporting the growth of our people service to our communities and constantly working toward a more sustainable business. We embrace a growth mindset and believe in continuous learning to improve our business and ourselves.
Culture Coca-Cola wants to process
Coca-Cola Company following main features of its organizational culture:
Diversity, equity and inclusion
Inclusion networks
Gender Balance
Pay equityCommitments
Business Forums
The Coca-Cola Company has successfully attained the right balance between the mean and goal orientation, as it emphasizes the importance of accomplishing the goals, and meanwhile encourages employees to take risks only if they are worthwhile.
By focusing on the mean orientation, The Coca-Cola Company ensures that the employees must adopt ethical and integrated ways for accomplishing the assigned goals because it considers integrity as its core value. In this way, employees are encouraged to only promote healthy competition.
By focusing on goal orientation, The Coca-Cola Company encourages its employees to put in their best efforts for accomplishing the assigned goals. Employees are not punished for sharing new ideas and taking risks. In this way, The Coca-Cola Company has successfully reduced the fear of failure from its employees.
Inclusion Networks are an integral part of the diversity, equity, and inclusion strategy for The Coca-Cola Company. Theyare employee-led, company-recognized networks formed to act as a resource to both employees and the organization. They are regionally structured, globally connected groups of employees with common interests or backgrounds who wish tocreate a better-shared future for people everywhere.
Business forums provide networking, volunteerism, and professional development opportunities focused on specific industries/skill sets. Three of Coca-Cola's Business Forums are Coca-Cola Administrative Professionals (CCAP), Coca-Cola Technology Association of Georgia (TAG), and Coca-Cola Women in STEM (CWIS).
The Coca-Cola Companys organizational culture is more internally than externally driven. Despite ensuring a quick response to the changing customer needs, the top management openly communicates the importance of adopting an ethical attitude while responding to market needs. The company shares a strong commitment to embedding ethics and integrity into its business operations. The internally driven organizational culture has enabled the organization to use its ethical brand image as a tool to get a strong competitive edge over rival firms.
The Coca-Cola Companys organizational culture reveals that the company is more closely related to the disciplined work culture with a vertical hierarchy and tall structure. It means the management withholds the decision-making authority and directly controls the employees work behaviour. Creative and innovative work behaviours are promoted by rewarding the employees with various monetary and non-monetary rewards, but empowerment and autonomy are limited due to organizations inclination towards strict work discipline. However, in response to the employees growing need for autonomy and empowerment, the management has decided to make a gradual shift from a centralized to a decentralized organizational structure. This shift will transfer some authority from the top to the bottom, and consequently, the organization will attain a new equilibrium between a strict and fluid structure.
The Coca-Cola Company, the company promotes a professional attitude among its employees. There is no obligation to behave in a particular way. At The Coca-Cola Company, diversity is promoted, and differences are appreciated. It is done to leverage the opportunities offered by such constructive differences. The Coca-Cola Companys example shows the importance of cultivating a professional organizational culture to remain successful in a highly diversified environment.
The Coca-Cola Companys organizational culture shows that the company has a clear inclination towards the open side. In The Coca-Cola Company, there are open communication lines and the organizational culture is flexible and well-diversified. The competitive advantage of the Coca-Cola Company also lies in its ability to manage a highly diversified workforce.
The open cultural system has enabled the Coca-Cola Company to ensure a high information flow and leverage the knowledge, skills, and competencies of employees from diversified backgrounds. Both these factors are considered important by multinational organizations like The Coca-Cola Company to timely respond to the changing customers needs in different geographic areas.
The Coca-Cola Company management truly understands the value of its human capital and hence prioritizes employee satisfaction and motivation. Although employees are assigned challenging goals, the management takes care of their concerns and avoids pressurizing them which may lead the employees toward burnout. The equilibrium between the task and employee orientation is attained by:
Assigning challenging goals and offering rewards to maximize the task performanceProviding employees with necessary coaching, mentoring, and guidance to accomplish the assigned goalsDiscouraging the employees from making overtime a common norm in the workplace.
Motivating and training the employees to manage stress and time, which is important for both- improving task performance, and improving psychological well-being.
Overall Analysis of Coco-Cola Culture
The overall analysis suggests that these individual cultural dimensions also interact with each other. For example, the Coca-Cola Company tends to balance its means orientation and goal orientation and shares a closer inclination to the mean orientation, which is interconnected with its inclination towards the internally driven dimension. Both these dimensions emphasize over ethics and integrity, and inclination towards one dimension (e.g. mean orientation) automatically predicts the organization cultures inclination towards the second dimension (e.g. internally driven culture).
Conclusion
The analysis of the Coca-Cola Companys organizational culture shows that successful business organizations do not adopt an extreme cultural orientation but try to find the right equilibrium to develop an effective culture. The Coca-Cola Company has successfully created a strong organizational culture that is deeply embedded and widely accepted by its highly diversified workforce.
When an organization successfully creates the alignment between its structure, culture, and business strategies, and understands the complex association between underlying assumptions, core values, and observable behaviors, it can then use the organizational culture as a tool to gain strategic benefits. Organizations with strong work cultures secure their position in the hyper-competitive market, and The Coca-Cola Company is an example of it.
References
https://www.coca-colacompany.com/careers/our-culture#:~:text=They%20are%20employee%2Dled%2C%20company,shared%20future%20for%20people%20everywhere.
Unit Learning Outcomes
LO1: Reflect on own personality and perceptions to understand how individual difference informs and influences management approachesLO2: Apply content and process theories of motivation to create and maintain an effective workforce
Transferable skills and competencies developed
Articulating and explaining information effectively.
Communication and listening, including the ability to produce clear, structured business communications in a variety of media to reflect the personality and perceptions.
Conceptual and critical thinking, analysis, synthesis, and evaluation.
Development and delivery of relevant theories to the business, appropriate to the organisational culture.
Research, analysis, and presentation of business data (both internal and external) to provide insight, support solutions to business issues, and track organisational culture.
Curiosity about cultural trends and developments, incorporating them into workVocational scenario
Organisation:
Coca-Cola is the worlds leading manufacturer of non-alcoholic beverages company. Coca-Cola company has a culture of measuring the risks that the company and employees face during production and distribution. The company shows concern to its employees who are then motivated to carry out their tasks.
Role
You have been employed as a Business Analyst by a large multinational organisation like Coca-Cola or any other organisation of your choice. You are going to prepare a report for the CEO.
Assignment activity and guidance
Requirements:
The report should include the following:
Identify three personality traits and attributes that you think you possess or an individual may possess.
(1) Assess the effectiveness (positive and negative impacts) of the above-identified traits and attributes in the application of management approaches in order to achieve a companys performance.
(2). Explain and reflect on the importance of Personality as well as a perception for developing effective managerial relationships.
(3) Critically evaluate your own perspectives and individual traits and attributes to influence and improve managerial relationships.
(4) Using two examples, apply Maslows hierarchy of needs and Equity theory of motivation to develop and maintain/retain an effective workforce in an organisation.
(5) Evaluate the importance of HRM Practices in Recruiting and Retaining Labours in the Labour market.
(6) (a)Give a justification that employee motivation can be enhanced and maintained by the practical application of content and process theories of motivation.
(6) (b)Recommend personal perspectives, traits, and attributes to justify improvements that influence and enhance employee motivation and create an effective workforce.
*Please access HN Global for additional resources support and reading for this unit. For further guidance and support on report writing please refer to the Study Skills Unit on HN Global www.highernationals.com
Unit Learning Outcomes
LO3 Participate in a group team activity for a given business situation to demonstrate effective team skills
LO4 Examine how power, politics and culture can be used to influence employee behaviour and accomplish organisational goals.
Transferable skills and occupational competencies developed
Communication and listening, including the ability to produce clear, structured business communications in a group team.
Effective team skills: verbal and non-verbal.
The ability to generate, develop and communicate ideas.
Creative thinking.
Development and delivery of power, politics, and culture to influence behaviour, appropriate to the organizational goals.
Tailoring business-centered suggestions to manage effective teamwork in a business situation.
Vocational scenario
With reference to the above, you have been employed as a Business Analyst by a large multinational organisation such as Coca-Cola, or an organization of your choice and writing the report to the directors of Coca-Cola to demonstrate and apply the concept and philosophies of organisational behaviour.
Assignment activity and guidance
Requirements:
In your report,
(1) Provide suggestions for the creation and management of effective teamwork in a challenging business situation.
(2) Explore the usefulness of Tuckman's theory when creating andmanaging of effective team working.
(3) Reflect on own personal contribution to group behaviour and dynamics in creating and managing an effective team working.
(4) Revise own personal contribution and skills for making effective teams and provide justified recommendations for own improvement.
(5) Examine the roles ofpower, politics, and culturein influencing employees behaviour and consequently accomplishing organisational goals.
(6) Evaluate and give recommendations on
how does the operation of power, politics, and culture affect employee behaviour and the accomplishment of organisational goals?
*Please access HN Global for additional resources support and reading for this unit. For further guidance and support on report writing please refer to the Study Skills Unit on HN Global. Link to www.highernationals.comLearning Outcomes and Assessment Criteria
Pass Merit Distinction
LO1 Reflect on own personality and perceptions to understand how individual difference informs and influences management approaches LO1 and LO2
D1 Adapt personal perspectives, traits and attributes to justify improvements that influence and enhance employee motivation and create an effective workforce.
P1 Assess own personality traits and attributes in terms of them having a positive or negative effect on management approaches and company performance.
P2. Reflect on the value and importance of personality and perception for effective managerial relationships. M1 Challenge own perspectives and individual traits and attributes to influence and improve managerial relationships.
LO2 Apply content and process theories of motivation to create and maintain an effective workforce P3 Apply content and process theories of motivation for enhancing and maintaining an effective organisational workforce, providing specific examples. M2 Evaluate the use of HRM practices in recruitment and retention in relation to the importance of the labour market. LO3 Participate in a group team activity for a given business situation to demonstrate effective team skills D2 Revise personal contribution and skills for effective teams to make justified recommendations for own improvement.
P4 Contribute to the creation and management of effective teamworking in a given business situation.
P5 Explore the relevance of group behaviour and team theory in the creation and
management of effective teamworking. M3 Reflect on personal contribution to group behaviour and dynamics in the creation and management of effective teamworking LO4 Examine how power, politics and culture can be used to influence employee behaviour and accomplish organisational goals. D3 Make justified recommendations on how power, politics and culture can be used effectively to influence and direct employee behaviour
towards the accomplishment of organisational goals.
P6 Examine how the operation of power, politics and culture in an organisation affect employee behaviour and the accomplishment of organisational goals.
M4 Evaluate how the operation of power,
politics and culture affect employee behaviour and the accomplishment of organisational goals.
