Coca Cola Organizational Change Analysis

Organizational Change and People Development in Coca-Cola Company

A pharmacist named Dr. John S. Pemberton came up with a unique flavored soft drink in 1886. Few years later, Asa Griggs Candler bought the formula and integrated with Coca-Cola Company to come up with the largest most popular beverage company. Coca-Cola is placed in over 200 countries worldwide with a head office located in Atlanta, Georgia. Their major activities are to produce and sell concentrates, beverage bases, and syrups to the bottling companies. The later companies will handle the packaging and distribution of the product to customers and retailers (Coca-Cola, 2015).

Organizational Change Coca-Cola’s organizational structure is a global geographic divisional structure

Without sufficient change administration in Coca-Cola Company, the organization is exposed to high risks of failure in executing new business methods, working models, or recently enhanced cost productive operations. For a viable administration change to occur in the organization, it must be assured that leaders will commit to drive the representatives throughout the transformation to adjust to the new changes. In addition to educate them on how profits can be maintained while progressing. For Coca-Cola management change to be effective, the change ought to not only adjust worker behavior in the organization, but also be of a systematic nature in such a way, to the point that new barriers are completely seen before

Part of the company success depends on their ability to grow and expand in emerging markets. With Coca-Cola’s change management, infrastructure enhancements took place. In addition to higher sale rate, and efficient communication with different stakeholders. The company started taking actions in 19 countries including Mexico and Philippines. With such collaboration, Coca-Cola’s future success will take place in international market (Gilhuly, 2015). In 2014, Coca-Cola Company had returns higher than the previous years, which indicates that the implemented change was effective (cited from http://assets.coca-colacompany.com/77/4c/2a44a5234a3ca65d449d174a0ded/2013-2014-coca-cola-sustainability-report-pdf.pdf).

Conclusion

Change isn 't a simple process. The capacity to change is one of the greatest contrasts between organizations. An organization’s capacity to change is what drives it toward development leaving other organizations appear as interminably stuck in the same old pattern. An organization can choose to either apply continuous change or proceed in its current state. However, an organization that chooses to change such as Coca-Cola Company is the one that tends to own the