managenment project on coca cola

8/8/2019 managenment project on coca cola

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INTRODUCTION

TO

MANAGEMENT



GROUP MEMBERS

ALI RAZA

(FA08-BCS-007)

FAIZAN SAMI KHAN

(FA08-BCS-012)

MADEEHA AMIR

(FA08-BCS-029)

M.MAHMOOR MALIK

(FA08-BCS-O37)



INTRODUCTION:



INTRODUCTION:

the Coca cola company is one of the largest

manufacturers, distributor and makers of non

Alcoholic beverage.

Coca-Cola laid the foundation of the

beverage industry when it was formed in May

1886 in Atlanta . Coca cola is created by Dr.John Styth

Pemberton on 8th May 1886



CONT..

Initial price at that time was five cents.

By June 1887, the Coca cola trademark had

been patented

In 1891 G.Candler an Atlanta Buisnessman

purchased the rights to the product andformed "The Coca-Cola Company"



CONT..

In the 1910 coca cola ran an ad of a modest

but an attractive woman drinking a coke. the

coopy read: "nothing is as suggestive of Coca-

cola's pure deliciousness as the picture of a

beautiful and a sweet woman."

In 1050's coca cola started its operations in pakistan.

First production plant was set up in karachi.



PLANNING:



VISION:

The vision of Coca-Cola is

³We will become the best and the biggestanchor bottler in the world´



MISSION: The mission of Coca-Cola is

T o r e fr e s h t he world... T o inspir e mom e nts of optimism and h appin e ss...

T o cr e at e valu e and mak e a diff e r e nc e .

Cont«



GOALS:

The company goal is

³To increase sale volume and gain marketleadership´

Cont«



PRODUCTS: Coca cola Beverages Pakistan has a very narrow

product range. It has the following brands inPakistan.

Coca Cola

Sprite

Fanta

Cont«



TOP COMPETITORS:

PepsiCo

Nestle

Cadbury schweppes

Cont«



SWOT ANALYSIS:



STRENGTHS:

Strong Multinational Eminent brand name

Quality of products

R egular supply

Availability of products

Cont«



WEAKNESSES: Dissatisfaction among staff

Motivational factors Centralized decision making Less availability Lack of promotion

Manual paper work Lack of coordination

Cont«



OPPURTUNITIES:

New markets

Cont«



THREATS: Fake products

Competitors schemes The mango season

Cont«



ORGANIZING:



ORGANOGRAM:



HIERARCHI OF SALES

DEPARTMENT



DEPARMENTALIZATION: CCBL is divided into different departments

There are five major departments at CCBL namely, Production, Industrial R elation, Sales andMarketing, Human Capital and Finance and

Accounting

Cont«



WORK SPECIALISATION:

CCBL has a Work Specialisation structure. Each Manager is R esponsible Only For his

department or function

Employees also have to report only their manager

instead of different people

Cont«



AUTHORITY AND RSPONSIBILTY:

Employ ee s h av e a lot of Aut h ority to p e rform t he ir task Employ ee s owns t he aut h ority by t he r e conc e rn e d manag e r of

d e partm e nt Manag e r is r e sponsibl e for t he p e rformanc e of t he Employ ee Manag e r is r eq uir e d to giv e f ee dback to e mploy ee s . T o e nsur e

t he p e rformanc e

Cont«



DELEGATION &ACCOUNTABILITY

The r e is a h ig h d e gr ee of d e l e gation in CCBL. Manag e r d e l e gat e t he aut h ority wit h full r e sponsibility. CCBL mad e e ac h manag e r Accountabl e for t he actions of h is

sub-ordinat e s .

Apart of D e l e gation Manag e r is also r e sponsibl e to e ncourag e h is e mploy ee s

Cont«



SPAN OF CONTROL:

The span of control in CCBL is so small.

3-5 employees reports to their managers.

The span of control is to low. Because the

organization is Vertical



ORGANIZING THE HUMANRESOURCE:

R ecruitment is done on required basis. Vacancies are advertised internally first. After this H.R department search in data bank for the

suitable candidate When there is not any suitable candidate. H.R

department finally advertise in newspaper.



SELECTION CRITERIA: Educational requirements are compulsory.

An aptitude test is conducted to observe theknowledge of applicant. After aptitude test applicant is called for an interview.

Which is taken by manager of concerned departmentand H.R department.

After selection applicant is asked to provide suretiesand reverences.

Cont«



TRAINING: CCBL does not have any library and special kind

of trainers. CCBL arranges seminars, workshops and

modules related to department.

A new employ get training under some senior and

experienced employ.



LEADING:



LEADING:

As one of the four functions of management,leading can be both extremely important and

challenging. Along with planning, organizing and

controlling, all managers will execute these four functions of management.



LEADERSHIP STYLE: The general manager of the company is at the

topmost position in the organizational hierarchy

Departmental managers are responsible for leadingand directing their subordinates The managers at CCBPL are very supportive as they

use teams and treat subordinates as equals, and have ahighly open communication system.

Cont«



MOTIVATION: Employee motivation is given a very high

consideration at CCBPL. At CCBPL they have the policy of promotion from within policy. Promotionsare bestowed on the performance basis.

Apart from this compensation plan is also amotivating factor as CCBPL is paying more than the

industry averages.



COMMUNICATION: There is open environment in CCBPL, which

discourages barriers among the members sharing

information. Inter departmental communication is done

through formal and informal manners

The top management consults lower ranks before

deciding on the policy matters

«



COR PORATE CULTURE:

To ensure proper application of the rules and behaviour

of the values, the top management act as role models,

and closely administer and review their employee¶s

behaviour.



Control is done through the evaluation, which is

based on the very objective basis.

Different departments have different criteria and

different reporting and controlling systems



CONTROLLING:



CONTROLLING: The reporting evaluation and control system of

sales departments is follows: Sales Person¶s R eporting system

Sales Person¶s Evaluation System

Cont«



Sales Person¶s Reporting

system: Every sales person directly reports to market

developer

Sales person is supposed to give him a daily

report of his activities. Every sales person is provided with a punch card

and a route call card



Sales Person¶s Evaluation System:Every salesperson¶s evaluation is done onquarterly basis

Evaluation helps the company to promote the people to the higher levels of the organization

This evaluation also motivates salespeople towork hard and get the promotion or at least themonetary rewards



CONT.. Performance is evaluated on the basis of

performance development plan

Performance is measured on the basis of achievement of the targets



CONCLUSION:

Differences between the companies are evident

with respect to product

pricing

place

promotion.Coca-cola relies heavily on value: quality is more

than something we see or taste.



INTRESTING FACTS:If you stacked all of the bottles of Coke that had

ever been made end to end, it would reach to the

moon and back 1,045 times!



INTRESTING FACTS:

Coke in Space:In July 1985, Coke was the first soft drink to be

enjoyed in outer space on the space shutt

Challenger

A special space can was developed



` Funky Facts:You can put a penny in Coke and it will dissolve

managenment project on coca cola

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