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CocaColaOrganizational Behavior
Issues. Member: tam, my , q.anh, bao, thong
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Introduction Brief History and Information Some External Troubles.
Coke Employees Attitude. Conflict in the Coke. Coke’s Motivation Coke’s Leadership
Contents
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0Introduction * History
1960, come to Vietnam. 1986, firstly introduced to the public. ~ ~ ~ ~ ~ ~ ~ ~ ~ ~ ~8/1995, Cocacola cooperates Vinafimex at North Vietnam9/1995, establish Coca-cola Chương Dương at South Vietnam
= Coca-cola Com. + Chương Dương Com. 1889, add a further venture in central region
Coca-cola Non Nước at Central Vietnam~ ~ ~ ~ ~ ~ ~ ~ ~ ~ ~
2001, 3 companies consolidated into 1 and having general control
CocaCola Vietnam.
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Headquater: Thủ Đức district, HCMC.
Capital: over $163 million.
Annual consumption : over 100 x 103 liters of
soft drinks
Average revenue : $38.5 million
Number of employees: 900 employees
0Introduction * Infor
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Some external troubles
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Recession Economy
Low income
Consumption go down
Impact to Coca
Economic factors
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Everyday, Coca Cola is always
competed by too many soft
drinks company, particularly
Pepsi.
Pepsi always use special
promotion such as sale off, gift
to customers.
Competitive factors
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Technological Development
Spending more
money
Buy new assets
Training employee
Technological factors
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Coca-Cola recognizes
“The importance of maintaining a good
attitude”.
Work attitude will affect many things.
• Productivity.
• Admiration.
• Boosts client satisfaction.
• Sense of purpose.
Job Attitudes
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Job Attitudes
There are a number of possible methods
for measuring employee attitudes.
Conducting focus groups
Interviewing employees
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And Coca-Cola uses the final method:
Can obtain a complete picture of their specific strengths
and weaknesses related to employee job satisfaction.
Essential in turn, take appropriate actions to improve
employee attitudes and job satisfactions.
Moreover, Coca-Cola often uses survey feedback
discussion meetings as a means for acting on employee
attitude surveys.
Job Attitudes
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Conflicts
Process that begins when one party perceives that another party has negatively affected, or is about to negatively affect, something that the first party cares about.
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Conflicts
Individual CommonRise from some bias, envy Common conflict are
more functional
Organization
Different opinions
Multi-sides view
Source of Conflicts
Level of Conflict
Low Moderate
High
Task Functional Dysfunctional
Relation-ship
Dysfunctional
Process Functional
Dysfunctional
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Event: Individual conflict between 2 members of marketing group.
Individual Conflict
VS
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Event: A new idea popularize the brand name of Cocacola in Vietnam
Common conflict
HCMC
Da NangHa Noi
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Ha Noi
Da Nang
HCMC
Common conflict
“Golden ball”, hot event of Cocacola
in 2000
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Coca-Cola Company increase its breadth
by motivating the employees with
rewards, benefits, and recognition.
For example:
+ Health & Welfare
+ Protection for the Unexpected
+ Workplace
+ Lifestyle
Motivation
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According to Hierarchy of Needs theory, Coca-Cola focuses on the need for Physiological and Safety => special important
Besides, to maintain the professional employees company has a policy of promotion. Promotions are based on the performance.
Coca-Cola has some new strategies to motivate employees such as telecommuting: Telecommuting and using alternative work patterns such as job sharing can increase motivation for employees.
Motivation
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Leader
Vision
Execution
Vision vs. Execution
They know
the importance of
getting
their system of
leadership and the
Company employees
aligned behind the
vision.
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To enhance Leadership effectively, they focus on Multi-national Gender: Company's
Women's Leadership Council
Power of Diversity
Today, women account for the majority of purchase decision makers for their beverages
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CEOs :create a climate of success
inspire employee achieve the
vision.
They can transform management
style into the overall methods of
leadership used by the manager
Definition of Coke’s leader
Leader
CEOs
Manager
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Manager methods
Autocratic:
the leader makes all the
decisions
Democratic:
group agreements
Consultative democratic:
employee’s idea is
mangers and consultants
Style Usages
DemocraticConsultive DemocraticAutocratic
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Objective & Role Culture
Agreed goals by a
manager and a subordinate.
Subordinate's
responsibilities in terms
of agreed results.
Use agreed goals
and responsibilities
to control the business.
Role culture :
members - defined job
or role to do.
source of
power + rules +
procedures = source
of influence.And the company had warm culture frequently.
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Credits