PowerPoint Brief

timer Asked: Oct 23rd, 2018
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Attached is the instructions for the powerpoint brief, also attached is the powerpoint that was previously created which will assist in this short assignment. As usual please message me with any questions.

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EFFECTS OF ORGANIZATIONAL CHANGE ON EMPLOYEE’S PERFORMANCE AT COCA-COLA George K Fanning American Public University INTRODUCTION Organizational change is inevitable with market and industrial dynamics. Some factors that lead to organizational change include technological advancements and new governmental policies. Economic changes also contribute. Coca-Cola has thrived through 126 years of business and this has been affected by very many changes to adapt to new strategies. The business has sufficiently globalized and changed its marketing, research, and brand strategies. It has also embraced new technologies. This project explores the effect of these changes on Coca-Cola Company’s Employees. Background Information ❖ The Coca-Cola company began as a one product company, Coca-Cola Soda back in 1886 in Georgia, US. ❖ The company was producing Soda for the local market but later realized some potential in the international market during the first and second world wars. ❖ Currently, the company has a portfolio of 500 brands and 3500 beverages after launching Coke in 1986. ❖ Some changes that have occurred at Coca-Cola include the global expansion, the changes of brands, the inclusion of new brands, changes in management, the inclusion of the merging strategy, and different models of marketing among other things. Problem Statement Organizational changes may have positive and negative consequences on employees’ motivation. The Coca-Cola Company has gone through many changes over one and a quarter century of production. This paper looks at the organizational changes at Coca-Cola and how they affected the employees’ motivation. Hypothesis ❖ The adverse effects of organizational changes at the Coca-Cola Company outdo the positive effects on the employees, especially considering their productivity. Research Questions ❑ Does organizational change have any impact on the staff productivity of Coca-Cola Company? ❑ What is the reaction of Coca-Cola’s staff toward organizational change? ❑ What are the measures that Coca-Cola Company has put in place to reduce the adverse effects of organization change on its staff? ❑ What are the things that Coca-Cola Company should improve in their change implementation process? Research Methods ❑ This research is descriptive. ❑ The main research method embraced is a case study of the Coca-Cola Company. ❑ The type of research design embraced is a review. Data and information is collected from scholarly sources that describe some of the changes at the Coca-Cola company. This information is correlated with scholarly information collected from other sources that describe the effects of certain organizational changes presented from the Coca-Cola case studies. ❑ The research is descriptive but does not conduct a data collection and analysis, since a case study research method and a review research design hardly presents sufficient data for analysis. Literature Review ❖ According to Lewin’s Force Field Theory, changes are inevitable, since an organization has to keep adapting to new controls, cultures, and structures (Miller, 2012). ❖ Globalization is the first significant change that hit Coca-Cola. It first expanded to Hawaii, Puerto Rico and the Philippines, and Cuba during the WWI and WWII war eras. Expatriation was the first direct effect on employees who were outsourced to work in these new locations (Elmore, 2014). ❖ Due to foreign investment policies in the new destinations, Coca-Cola began to recruit employees from the new locations. After employing thousands of employees, the product started facing boycotting and governmental bans especially in Europe after children fallen after drinking coke. This lead to losses of jobs of the employees in these locations. The remaining employees, especially in other parts of Europe felt Job insecure (Van Loock, 1999). Literature Review ❖ Another change that has happened at the Coca-Cola Company is the increased pool of products in the Coca-Cola Company’s portfolio. From one product, the company currently have over 500 brands, and 3500 sub-brands (Loneman, 2017). ❖ The Coca-Cola company has also embrace technology in its supply chain. In its initial production levels the company had many employees, but with technology, these employees have been replaced by production, packaging, and marketing technologies (Nam, 2018). Effects of the Changes on Employees and Output ❖ Expatriation lead to job dissatisfaction on employees who were separated from their families, yet it increased motivation to young and adventurous employees who are willing to explore new global destinations. ❖ The ban of Coca-Cola products in Belgium, Uk, France and other European destinations lead to loss of jobs to some employees in these locations and threatened other employees’ job security in other European destinations. This job insecurity lead to loss of motivation to work. ❖ Increased brands have always motivated the research and development employees and promotes career growth among them. This increases motivation and consequently employee productivity. ❖ Mechanization has led to job satisfaction on machine operators and the R&D department, while other employees are threatened by the trend. This fear of losing their jobs reduces their motivation and divides their attentions, leading to lower productivity. Conclusion The Coca-Cola Company has thrived through several generations and has experienced massive changes. Some changes include its globalization strategies and challenges. Other changes include the brand expansion and brand expansion strategies. They have also enhanced technology. Some effects include employee motivation for employees who have been able to travel at will during expatriation and growth and development for employees who have played essential roles in improving the scope and quality of Coca-Cola products and reputation. However, there are significant job insecurity concerns that may have acted against employees’ motivation. Employees with lower motivation are less productive than employees with higher motivation. The negative effects on employee productivity at Coca-Cola exceed the positive benefits caused by organizational changes, but the profitability and growth of the company are enhanced by the changes. The Coca-Cola should not refrain from changes due to employee productivity only since this can inhibit the Company’s projected future growth. References Anderson, K. (2018). Organizational Change: Consequences of Organizational Changes on employees. doi:10.4324/9781315386102. Anibaba, Y. (2015). Knowledge Transfer through Expatriation: How Do Subsidiary Employees Count? The Changing Dynamics of International Business in Africa, 32-51. doi:10.1057/9781137516541_3. Elmore, B. J. (2014). Citizen coke: an environmental and political history of the Coca-Cola Company. doi:10.18130/v3fk87. Loneman, B. (2017). Chapter 4. Global Brand Expansion. Hospitality Branding. doi:10.7591/9780801465703-006. Miller, J. (2012). Force Field Analysis and Model of Planned Change. Encyclopedia of Management Theory, 1(1), 234. doi:10.4135/9781452276090.n99. Nam, T. (2018). Technology usage, expected job sustainability, and perceived job insecurity. Technological Forecasting and Social Change. doi:10.1016/2018.08.017. Van Loock, F. (1999). Contamination of Coca-Cola in Belgium. Weekly releases (1997–2007), 3(27). doi:10.2807/esw.03.27.01375en. Create brief overview of your project PowerPoint and what you have discovered as a result of this assignment. Your post should be 250 words and attached to a word document-no formatting required, DO NOT PLACE THE BRIEF IN THE POWERPOINT. ...
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