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    Main » Articles » Management

    Management Styles at Coca-Cola
    Management Styles at Coca-Cola

    The success that the management team has in motivating its employees
    to meet their objectives is based on the management style they adopt.
    There are three main management styles; autocratic, democratic and a
    laissez-faire style.

    [IMAGE]

    The North London Coca-Cola branch has an ethos or culture than is run
    in a ‘laissez-faire’ style, meaning ‘hands off’ approach. If the
    workers are meeting their KBI, Key Business Indicators, then the
    managers and directors of the company take this relaxed style of
    coordinating their business. They have a vision to ‘refresh everyone
    everyday’ and values to take pride in their work, to be ‘honest, fair
    and determined to win’ and have a passion for action.

    With the same spirited investment as the world's premier marketer and
    beverage industry leader for more than 118 years, Coca-Cola are
    focused on strategic workplace programs that help assure the success
    of our commitment to embracing the similarities and differences of
    people, cultures and ideas.

    Diversity Advisory Council - the Company’s corporate Diversity
    Advisory Council consists of a representative group of employees from
    all levels, functions and business units of the organization. The
    Council develops recommendations for senior management on advancing
    the company's efforts towards achieving our diversity objectives.

    Employee Forums – Coca-Cola believe that a sense of community enhances
    their ability to attract, retain, and develop diverse talent and ideas
    as a source of competitive business advantage

    In the United States, through employee forums, employees can connect
    with colleagues who share similar interests and backgrounds. In those
    forums and elsewhere, employees support each other's personal and
    professional growth and enhance their individual and collective
    ability to contribute to the company.

    The success at Coca Cola is due to their laissez-faire culture and
    culture is important because it can affect many people and things to
    do with the business. If the culture of the business is not clear, it
    can affect the presence and punctuality. This means that if Coca Cola
    had a firm and unfriendly culture it could result in their staff not
    coming to work because of a poor working atmosphere, or they might not
    like the work they are given so they either come in late or take a day
    of work. This would result in the business losing out on work, and
    have less time to call in for a replacement.

    The culture of Coca Cola could have an affect on industrial relations,
    between managers and workers. So i Coca Cola didn't have a warm and
    genial culture it would cause more disagreements between staff and
    managers and staff would not be motivated to work. For example, staff
    may have to cut down on rest days, this could cause arguments as all
    staff would be tired from working everyday and would not have time to
    recover or time to relax.
    However, if the company had a inviting
    culture then the managers and staff would get very well as staff would
    have less stress to compete with and would have a friendly environment
    to work in, and work could be done more efficiently.

    Coca-Cola also has a hierarchy of visions and values for their
    company, as follows;

    [IMAGE]

    ‘Team working’ is a sub culture within the Coca-Cola Company. Teams
    are accountable for activates, for example:

    · Quality

    · Utilisation

    · Yield

    Within this system, there needs to be a balance of Utilisation, the
    speed the factory works at, and the Yield. The ‘Yield’ is the amount
    of raw materials lost or wasted.

    Teams also vary in number and are lead by a team leader.

    * Safety

    * Housekeeping

    * Continuous Improvements

    * Recruitment, training and resource planning

    * Budgetary planning and control.

    A part of the culture and management style in the Coca-Cola Company in
    Edmonton, is its ‘Employee Engagement’. This consists of five points;

    * Realizations, delivery of hard stuff is simply not enough.

    * Openly acknowledge this to workforce

    * Do what it takes to engage every employee in the space of 16 days

    * Involved everyone in the design of the management style consistent
    with our vision and values

    * Identified talented individuals across the operation act as
    internal facilitators to train out the new behavioral standards

    On the factory floor at Coca-Cola, there is an autocratic system of
    management where are controlled by managers and follow procedures.
    There are also elements of democracy, by teamwork and uniform.
    Employees of the company all wear the same uniform, even if they are a
    manager, director or team leader. This means there is no demarcation
    and there is the same uniform for each level of the hierarchy so
    nobody feels intimidated.

    The CCE have also adopted a ‘Quality Culture’ and to maintain quality
    within their products they have a TQM department. This means Total
    Quality Management where they have staff who deal with the quality of
    the Coca-Cola
    Category: Management | Added by: Antonio (14.06.2009)
    Views: 1098 | Rating: 0.0/0 |
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