First of all a brief introduction to the company everyone could wish to work with such an organization is Coca-Cola. Coca-Cola has the most expensive brand name in the world and, as one of the most visible companies worldwide, has a marvelous opportunity to stand out in all proportions of business performance. Though, over the last decade, the firm has fought back to attain its financial objectives and has been allied with a number of ethical crises. The Coca-Cola Company is the world's largest beverage company, and markets four of the world's top five leading soft drinks: Coke, Diet Coke, Fanta, and Sprite. It also sells other brands including PowerAde, Minute Maid, and Dasani bottled water. The company maneuvers the largest distribution system in the world, which makes it possible to serve customers and businesses in more than two hundred countries. Coca-Cola has estimation that more than 1 billion of their beverages are consumed on daily basis approximately. Coca-Cola and its opponent, PepsiCo, have long fought the "cola wars" in the United States, but Coca-Cola, recognizing additional market potential, pursued international opportunities in an effort to rule the global soft-drink industry (Coca-Cola strategic management)
The difference between a manager and a leader: an important phenomenon to understand
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It is very necessary to understand the difference between a manager and a leader. Managing is about efficiency and leading is about effectiveness. Leadership is about innovating and initiating. Talking about managing it is about how while leading is about what and why. Management is about controls, systems, procedures, policies, and structure and leadership is about trust and about people. Management is about copying, about managing the status quo. Leadership is imaginative, adaptive, and nimble. Leadership looks at the horizon, not just the bottom line. A leader is someone who has the ability to generate a forceful vision that takes people to a new place, and to interpret that vision into action. Leaders draw other people to them by enrolling them in their vision. What leaders do is inspire people, empower them. I once read a quote on the difference between a manager and a leader that stated: "A Manager "does the thing right" and a Leader "does the right thing." (Johnson, The Difference Between a Leader and a Manager)
The basic characteristics of strategic leader of our company are:
Our leader rapidly and cleverly comprehends the complex situations and forecasts all the possible solutions to save the organization from being in to hot water, before the situation worsens. He creates the opportunities to minimize the effects of the situation. He defines the long range strategies to align the shot tem and long terms goals to be aligned with the vision and mission of the organization. He identifies, explores and exploits the new opportunities in the environment for his organizations and devises new ways to do the beneficial things. He can proactively plan to make parallel arrangements and settlements between different stakeholders of the organization, builds the capabilities and mobilizes the resources to achieve difficult and complex objectives. He can foresee the talented and valuable employees in the organization and mends the ways to attract, retain, develop that talent and makes sure that the best people stay with the organization. He builds the road towards the goal achievement by creating a passion for the future and creates the commitment in all concerned to make the future achievable and bright. He has the capability to think in the broadest perspectives and beyond the local limitations. He keeps abreast with the latest developments and integrates the information from all resources to develop a well thought, diverse perspective that can be used to maximize the performance of the organization. He knows well that change is the only constant and changes are for good. He creates a flexible environment that has the capability to accept and institutionalize the change. He makes courageous decisions that ensure the shareholders' value and interest.
The leaders of our organization are fully devoted towards their work and they actually contribute in all directions or can they examine their capabilities, identify their strengths and weaknesses and ensure that there are people in the organization to fill in for their weaknesses and create the appropriate organizational balance. The greatest example of the people working within the organization who has potential to put a balance in the organization while identifying their opportunities yet not forgetting their potential ethics of right and wrong was when an employee of COCA COLA was being arrested by FBI for selling the most secret information to the PEPSICO and his this action was reported and identified by the COCA COLA's executive administrative assistant Joya Williams, Coca-Cola's global brand director in Atlanta, who had access to some information and materials described by "Dirk." Employees should 'be held responsible for protecting intellectual property and this breach of confidence by a Coca-Cola employee was a serious ethical issue. And yet company recovered from its crises under the great leadership even when the company was going through catastrophic circumstances. Which included many issues for the company such as: breach of the trust by the employee, competition with PepsiCo, contamination issue in which some children got sick after consuming the products of COCA COLA, the trouble with the distributors and unions etc. beside all these facts the leaders of the company never stopped trying and believing that the company could go at the top and they yet put their full effort towards it and the company also fulfilled it social responsibility all the time. Coca-Cola has made local education and community development programs a top precedence for its philanthropic programs. The company is practical on local issues, such as HIV / AIDS in Africa, and has amalgamated with UNAIDS and other NGO's to put into place significant initiatives and programs to help fight the menace of the HIV / AIDS outbreak. Coca-Cola also offers funding to various colleges and universities in more than half of the United States, as well as several international grants. Additionally Coca-Cola provides scholarships to more than 170 colleges, and this number is probable to grow to 287 over the next four years. The company recognizes its responsibilities internationally and continues to take action to sustain this responsibility, such as taking steps not to damage the environment while obtaining goods and setting up facilities.
Always on Time
Marked to Standard
In spite of Coca-Cola's troubles, customers surveyed after the European contagion indicated they felt that Coca-Cola would still perform in the approved manner during times of crises. The company also ranked third globally in a PricewaterhouseCoopers survey of most-respected companies. Coca-Cola managed to keep its strong ranking while other companies facing setbacks, including Colgate- Palmolive and Procter & Gamble, were dropped or fell considerably in the rankings. And this all happened just because of the strategic leadership in true means. Good strategic leaders can take the company out of the crisis and could not let down the morale of their people and takes the company through the harsh times like a skilled sailor.
The motivational theories and the leaders:
Talking about the morale we have to talk about the motivation techniques about the company which we think are the important factor for the employees and staff working at every level of the company. There are different types of the motivation theories among which some are the Herzberg's hygiene theory which is related to the hygiene and the working conditions of the workplace and it is related to the transformational leadership style, there are two leadership styles related to the motivation of the employees the transactional and the transformational and to understand their difference is really important, the transactional leadership as seen from the name is the one in which the leader essentially motivates subordinates by exchanging rewards for performance. And in the transformational leadership the leader goes further than managing day-to-day operations and crafts strategies for taking his company, department or work team to the next level of performance and success. Transformational leadership focuses on team-building, inspiration and teamwork with employees at diverse levels of an organization to achieve change for the enhancement. Transformational leaders set goals and incentives to push their assistants to higher performance levels, while providing opportunities for personal and professional growth for each employee. The other motivational theories are the Maslow's hierarchy and the ERG theory of motivation. The Maslow's hierarchy of needs is related to the both transactional and the transformational leadership the need of the shelter, and money is a transactional leader's concern to provide the employees with the incentive which is actually related to their personal need. While the self esteem can be related to the transformational leadership in which an employee can be put forward to the incentive of a higher position. The next theory we are discussing is the ERG theory of motivation which was presented by the Clayton Alderfer a modified version of the Maslow's theory and a combination of both the leadership styles and the Motivation Theory which is used within our organization. The workplace productivity within the Coca-Cola Company is matchless by many organizations today. Three important elements make up Aldermen's ERG theory: The first part focuses on the existence needs within the company; the next part addresses the relatedness needs within the company; and the last part is about the growth needs within the company.
The existence needs of the employees within the company can be defined as those needs that have a preferred physiological effect on the employees. In addition, it could be the material well-being of the organization itself. In order for there to be harmony within the company, the employees must have a sense of constancy in their existing position, as well as a potential for growth within the company. Remembering that employees have the desire to be satisfied within the company in which they work, The Company has many diverse programs in put in order to help with this process. For example, the company offers cultural awareness programs and employee forums; these forums consist of employees that share similar interest or backgrounds. The individuals within these forums provide both professional and personal growth to one another. The Coca-Cola Company motivates their employees with incentives and occupational opportunities on a daily basis.
The material well-being of The Coca-Cola Company is being achieved each day. The company uses inventive means in order to reach the younger generation of today. An example of this is their nightclub-based programs which gratify to America's youths. These programs provide live entertainment and custom-designed lounge furniture to the club owners. (Motivational Process at Coca-Cola) The company differentiates financial and non-financial incentives. The financial incentives comprise rewards for pioneering solutions, plunders for employees of the quarter based on their attainments, annual and quarterly incentives for the apprehension of goals. Along with Coca-Cola's very influential non-financial motivational incentives there are personal development, the chance to attain full potential, and the chance to be promoted. The company is very pompous of cheering internal promotions, education, recognitions, achievements, challenges and responsibility, while also providing supplementary reimbursements for the employees. (Organizational culture and people development)
Leadership leads to the higher organizational culture:
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Coming towards the organizational culture practiced in the company there are three basic levels of the organizational culture the surface level which considers all the physical attributes of the culture practiced and followed within a company such as the dress code, environment, symbols, languages and any such visible products created by the company. The next one is the espoused values that are related to the leadership values, such as goals, strategies etc, and the last and the third one is the basic assumptions the beliefs and the conscious and the unconscious thoughts necessary to the working of the organization such as the timings of the female and male workers, etc. The comprehensive culture is defined by the seven core values: leadership, passion, integrity, teamwork, quality, diversity, and accountability. The central promise at The Coca-Cola Company is to revive the world in mind, body, and spirit, and enthuse moments of sanguinity; to create value and make a difference. The diversity place of work policy includes programs to attract, keep, and grow diverse aptitude; offer support systems for groups with diverse backgrounds; and educate all associates so that the skills to attain sustainable growth can be mastered. The hard work is to make certain comprehensive and just work environment for all associates, all of whom experience diversity training on a usual basis. The ongoing dialogue leads to enhanced understanding of company's contemporaries, suppliers, customers, stakeholders, and eventually, to superior achievement in the marketplace
The crux of good strategic leadership is not simple enough. It is to set a visionary vision, and determine the long range and short range objectives, built the capabilities and environment for strategic leadership, craft a sound strategy plan, implement it to the fullest and adjust it as needed. Exerting a take charge leadership, being a spark plug, ramrod-ding things through, and getting things done by other by coaching others to do them is difficult task. Moreover a strategic leader has many different roles to play: visionary, chief entrepreneur and strategist, chief administrator and strategy implementer, culture builder, resources acquirer and allocator, capability builder and integrator, coach, crises manager, taskmaster, spokesperson, negotiator, motivator, arbitrator, consensus builder, policy maker, policy enforcer, mentor, and head cheerleader.
For the most part, most changes have to be from top to down and vision driven. Leading changes has to start with diagnosing the situation and then to decide which of the several paths should be the best strategy. the leaders are born not made and there is a lot of difference between a manager and the leader, as we discussed and it is truly a leader a strategic leader who could take the company to such a height and even could take the company out of the crises, even if it is hurting the position of the company in the global market, a good leader is the one which could be able to take the company out of the problems and manage the company's rating and stability in the market. As we have seen in our company the COCA COLA company. The leader of the company, not only fulfilling its social responsibility and the social ethics but on the other hand has established the standards for the culture of the organization which are followed all over the company internationally; it is all about how one is leading the company. A leader can lead and manage both at the same time, but a manager could not lead he can only manage.
The assignment helped me a lot to understand the different levels of the organizational culture, about the leadership and the management and the also information about my favorite company. as when I was given this assignment I was pretty confused about some things. I searched about some definitions and phenomena so that I could properly be able to write about this. The day I was given this assignment after coming home I made a plan to go for outing with the mated and we decided to go for a movie and to have dinner at any outlet. There I observed and both the cinema and the Mc Donald's that the employees of the company abide by the company's culture, by wearing a same uniform and all the environment and the ethics of a certain company, how they treat their customers and how the employees behaved that was surely the part of the company's ethics, rules and the culture. Then I came back home and went asleep and the next day going to the institute I observed carefully the people at the subway station and the management there how the employees there know their rules. We at the institute are even observing the rules and regulations of the our institute this is pretty amazing that in making an organization to ensure its level of standards and rating in a market place, from the higher level to the lower level including the customers make an organization successful. We as the customers of our institute are actually playing a part in its reputation and name.
I searched the library and surfed on internet for some information and came across a lot of useful information to which even I was unaware of. So I could genuinely say that I really get some knowledge out of this assignment.