Organizational STRUCTURE and design OF COCA COLA COMPANY

GROUP MEMBERS Arif Shan Elahi Hira Masood Laraib Pervaiz Mohsin Hassan Naqvi Nauman Malik

Organizational STRUCTURE OF COCA COLA COMPANYThe Coca-Cola Company realizes that it needs to be able to meet the ever changing demands of its customers. This is why the company pushed towards decentralization in the nineties, and even more so recently.

The Coca-Cola Companys structure is a hybrid of both mechanistic and organic models.

HOW this DESIGN has Helped COCA COLA?The blending of both types of structures seems to be ideal for the organization. Flexibility is essential when trying to appeal to such a vast number of independent markets, however, high standardization is important to remain efficient in production.

Vision VISIONPeople: Be a great place to work where people are inspired to be the best they can be. Portfolio: Bring to the world a portfolio of quality beverage brands that anticipate and satisfy people's desires and needs. Partners: Nurture a winning network of customers and suppliers, together they create mutual, enduring value. Planet: Be a responsible citizen that makes a difference by helping build and support sustainable communities. Profit: Maximize long-term return to shareowners while being mindful of their overall responsibilities. Productivity: Be a highly effective, lean and fast-moving organization.

misionThe Roadmap starts with its mission, which is enduring. It declares its purpose as a company and serves as the standard against which it consider its actions and decisions. a. To refresh the world b. To inspire moments of optimism and happiness c. To create value and make a difference

Over all culture of coca cola

Important aspects of culture at Coca-Cola (which reflect the culture of The Coca-Cola Company as a whole) are an emphasis on teamwork, and empowerment. Coca-Cola sees its employees as its most important asset.

Live their Core valuesTheir values serve as a compass for their actions and describe how they behave in the world. Leadership: The courage to shape a better future Collaboration: Leverage collective genius Integrity: Be real Accountability: If it is to be, it's up to them Passion: Committed in heart and mind Diversity: As inclusive as their brands Quality: What they do, they do well

Focus on the market:a. Focus on needs of their consumers, customers and partners. b. Get out into the market and listen, observe and learn c. Possess a world view d. Focus on execution in the marketplace every day e. Be greedily curious

Work smart:

a. a. b. c. d.

Act with urgency Remain responsive to change Have the courage to change course when needed Remain constructively discontent Work efficiently

Act like the owners:a. Be accountable for their actions and inactions b. Reward their people for taking risks and finding better ways to solve problems c. Learn from their outcomes -- what worked and what didnt

Be the brand

Inspire creativity, passion, optimism and fun.

How do coke maintain its culture?

The Coca-Cola Company values the health and well-being of its employees and provides a variety of market-competitive benefits programs to address employees' benefits needs. Its total benefits package is highly regarded and is designed to meet employees' basic and life-changing benefits needs

Motivated employees provide the engine that drives the Company's growth. Organizing people into teams (e.g. marketing, sales or product teams) encourages people to feel valued. Within a team they are encouraged to contribute ideas and to be innovative. If they feel that something could be done better they are encouraged to voice that opinion.

By creating a friendly, innovative culture, Coca-Cola is able to depend on a high quality workforce that helps it to maintain brand leadership in every market in which it operates. Trust is at the heart of every relationship, whether it be: customers' and consumers' trust that the Company will provide the highest level of service and attention to their needs. bottling partners' trust that the Company is operating in the best interests of the Coca-Cola system. employees' trust that their contribution is being valued in an open culture.

Open communication channels provide the means to support a culture based on relationships. Coca-Cola has a number of communication channels, including 1. monthly leadership team meeting (involving function heads) 2. weekly department team meetings. 3. monthly employee team briefing sessions. 4. consultative employee groups for each region (with representatives meeting in a European Council). 5. surveys to monitor employee views and feelings.

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