Coca Cola Organizational Change

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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
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Those barriers are people resistance to change, the unknowns of their current status, integration, competition and complexity (Johnson & Walsh, 2008). According to Rick (2013), Resistance to change is the most major problem. People resist change by feeling and assuming that there is no need for change, or by believing that the change will fail, and in some cases they might not even trust those who are in charge of the changes or even feel that the risks outweigh the benefits. However, when an organizations culture is built on trust, transparent communication, interpersonal relationships and employees’ involvement, resistance to change is much less likely to occur. Employees feel that they can tell their boss what they actually think and have an open relations with…show more content…
A multinational worldwide company such as Coca-Cola has a flexible organizational structure that focuses on product, marketing, fund, and moreover encourages and highlights the importance of teamwork at every level. The Coca-Cola culture is known to be friendly and innovative. The company built its culture around empowering its employee, and considers them to be the most valuable asset. It also encourages teamwork, which makes the employees feel valuable. In addition, it introduces its desire for employees to contribute with different ideas and be innovative. Moreover, trust is also considered as part of Coca-Cola’s culture and that is a very important element. Furthermore, Coca-Cola provides a great number of communication channels such as meetings between teams, workers in one department, or with managers. Those meetings are very critical to keep all the employees on the same page. Coca-Cola also uses focus groups and surveys on a regular basis to evaluate its employee’s perception of the company’s diversity support (Lang, 2013). For those reasons, Coca-Cola Company rarely faces any difficulty when implementing

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