Analysis Of Organizational Performance And Effectiveness: A Study Of Coca-Cola

Employee Ownership and Employee Involvement at Work: Do private equity owned firms have better management practices?

The report throws light on analysis of the organizational performance of the respective organization named Coca-Cola. The different kind of performance methods has to be ascertained in order to understand the appropriate methods that are utilised in improving the performance along with identification of the potential areas of the improvement in the organization as well. The different range of perspectives has to be identified and used in the report that provides a brief overview on the different kinds of the techniques that can be applied by them as to improve the overall performance in an effectual and appropriate manner.

Coca-Cola Company is one of the largest companies in the entire world and this is recognized as the most valuable brand of the world. It is the number one brand in the entire world according to the survey of 2009 and the company operates through different franchised distribution system from the year 1889. The company was founded in the year 1889 and since then the company is successfully operating in different parts of the world in an appropriate manner as well (Coca-cola.com, 2018). The values that is incorporated by Coca-Cola are passion, service, integrity along with proper respect provided to the different customers in the economy.

Furthermore, Coca-Cola Company falls under the food and beverage industry that consists of different kind of products that are sold by the company to the different customers in the market. The organizational performance management is essential in nature that is required to be adopted by Coca-Cola Company as to diagnose the performance along with holding different performance appraisal meetings as well. The Human Resource Management of the organization has to be ascertained effectively in the organization to reach the different goals as defined in the strategic map.

Organizational performance or the performance management of the organization is essential in nature as this comprises of the actual kind of outputs along with the results of the organization that are being measured against the intended outputs or goals. The organizational performance management is essential and is important for the organization wherein the decision-making plays a major role in the process and this is essential to understand that the resources are being used in an appropriate manner for achieving the goals of the organization effectively (Berry and Kato 2018).

Furthermore, there are different tools of the measuring the performance management systems that include flexible and efficient kind of performance management system to make it more efficient in nature. It is required by the companies to understand that the resources are used in an effectual manner and the resources are being used in pursuit of the different goals of the company effectively. There are different tools of the performance management that can be used by the company as to gain the competitive advantage in comparison to the other competitors.

Analysis of performance, management practices and challenges to intensive pig farming in peri-urban Kampala, Uganda.

Additionally, performance management is the entire concept in field of human resource management and this is the continuous process of identifying along with developing the performance of different individuals along with aligning the entire performance with strategic goals of the organization appropriately. It is the fundamental purpose of the performance management is to assist the organizations in maximising the entire productivity of the organization by making the employees enable to perform the different tasks effectively and accomplish the major three goals that are critical in nature. These include helping the employees to identify and remove the different barriers appropriately.

The different models, approaches and tools of the performance management has to be adopted by the different organizations in the economy as this helps them in setting goals and perform better in an effective manner as well. The organizational structure is the main component that has to be changed by the organizations to improve the different kind of managing and developing the performance of the entire organization that includes the different kind of evaluation of the performance of the employees (Van Der et al. 2016).

Lastly, the organizational structure of Coca-Cola Company has to be ascertained appropriately to gain competitive advantage in the economy and gain more competitive support from the other employees who are working in the entire organization effectually. Proper and accurate performance planning along with appraisal are done as to gather the data and documentation is required to be done effectively (Shields et al. 2015).

The main vision of Coca-Cola is to create world class organization with the implementation of the culture of operating excellence as this will help them in continually improving the customer service along with satisfying the customers. The mission of the respective organization to refresh the world in body, spirit and mind. The organizational effectiveness is essential in nature as this helps in maintaining proper effectiveness in the organization as well. Furthermore, it has been seen that there are different models that are assessed for analysing the organizational effectiveness.

There are different models that can be analysed in order to improve the organizational effectiveness that are as follows:

• Goals Approach Modelis one such model that helps in assessing the organizational effectiveness and this is one of the effective kind of framework that is concerned with output side of the organization. This helps in analysing the ability of the organization to excel in single or the multiple kind of outputs with the desired level of the outputs.
• Systems resource Approachis the other model that focuses on assessing the organizational effectiveness and this provides environmental interface and this emphasizes input over output. Furthermore, this respective model can be used by various companies in consequently receiving greater resource inputs from the environment and this will help the companies in gaining more competitive advantage in comparison to the other competitors in the economy.
• Participant Satisfactory Modelis the process that involves entire process of asking the different participants that make up the organization about the work experiences along with satisfaction in the entire organization effectively.

Coca-Cola uses the goal approach model in their organization and this helped them in continuing to excel and grow in an effective manner. The respective company is the front runner in the entire beverage industry with outstanding along with remarkable array of various products and services with excellent global presence. The main goals of Coca-Cola are as follows:

• To be a great place to work wherein the individuals are inspired to be the best they can be in comparison to the competitors (Rosemann and vom Brocke 2015)
• To maximise the long-term return to the shareowners along with handling the different responsibilities effectively (Mone and London 2018)

Operations management: processes and supply chains.

Furthermore, the Coca-Cola Company is aiming to be the organization rated globally for the environment that is good in nature and this is one of the positive influence on the environment of Coca-Cola Company (Boutros and Purdie 2014). The respective company mainly focuses on the acquiring along with retaining highly skilled employees in the company to gain competitive advantage effectively. The company entertains the employees by providing proper security of the employment and this can reduce the different uncertainties in the organization.

Furthermore, Coca-Cola Company has to implement the goal-setting theory has to be maintained by the Coca-Cola Company to gain more competitive advantage in the entire competitive world. The respective company has to incorporate strategic planning in the organization as to increase the demands for the programs along with analysing the greater demands for accountability and this has helped in improving the human capital planning as well (Bloom, Sadun and Van Reenen 2015).

This respective model is used by Coca-Cola Company as this assist in analysing the contribution of the goal attainment by the employees in the organization effectively. The job satisfaction is fundamental element for analysis of productivity of the organization as this helps the workers to be satisfied with the work that is performed by them and this helps in transforming the productivity of the organization as well (Pulakos et al. 2015). The participants of the Coca-Cola Company include the consumers, suppliers along with customers as well.

The motivated workforces are the engines that help in driving the developments in organization (Krajewski, Ritzman and Malhotra 2015). Coca-Cola Company break the different associates to carry out the different operations and this helps in making them the sense of the belongings and this is essential to the organization as well. With the implementation of the respective model, the Coca-Cola Company has tried to achieve the different kind of effectiveness in the organization along with the increase in the productivity of the employees (Mellahi, Frynas and Collings 2016).

From the analysis of the two models of performance management and organizational effectiveness, this helps in making majority of the decisions effectively and solve such ineffective issues related to performance management appropriately.  Furthermore, it has been seen that decision making has played an essential role in managing the different kind of activities related to organizational performance effectively and in an appropriate manner (Gorman et al. 2017).

The decision making plays a major role in the analysis of the organizational effectiveness. Similarly, in Coca-Cola Company, the majority of the decisions are taken by the usage of incremental method. In each and every year, the organization would analyse the different results, and this helps in making the changes in different operations to create better results in the forthcoming years. Furthermore, decisions are required to be taken that will be essential in making the right choices and improve the entire performance effectively as well. Additionally, it has been noticed and seen that the organizational effectiveness is essential in the organization to improve the present conditions and solve the issues effectively.

Employee engagement through effective performance management: Impact of corporate strategy on human resource management.

It has been noticed that due to the different kind of drastic changes that has taken place in the present scenario, it has been seen that company was in desperate requirement for such drastic change and this was noticed that the performance of the company was declining in nature. By starting at lower levels of the respective organization to find various solutions, the organization was unable to make such drastic changes to the culture of the company. However, the biggest flaw in the respective organization named Coca-Cola Company is the board of directors is responsible for the different non-programmed decisions that are made by the company in an ineffective manner. Furthermore, it has been seen and noticed that there was lack of confidence in the upper management to make the vital decisions.

It has been noticed that this has become problematic for the company for few major reasons and this has affected the entire reputation of the company along with losing the confidence of the employees on the organization as well. The upper management of the organization do not take any suggestions from the staffs of the organization as they feel that the right decisions can be taken by them and this will help them in managing the decisions effectively. However, in the present scenario, the performance appraisal in the Coca-Cola Company is not effective in nature as the employees are not performing according to the different norms of the company.

Furthermore, it has been seen that in the Coca-Cola Company, the performance has been declining in the present scenario and the decision-making process of the organization. It has been noticed that the Coca-Cola Company do not use any kind of tools in the organization as to gain competitive advantage in the economy and this is affecting the brand image of the company. Previously, it was noticed that the company has to utilise the resources in an effective manner for the entire business growth. This has achieved in increasing the efficiency and motivate the employees to help them in performing the tasks effectively.

Furthermore, the decision-making process is essential in nature in Coca-Cola Company as this is the key element for gaining success and all the members of the organization are responsible for the ultimate success and outcome of the different decisions as well. The performance management of the organization helps in increasing the entire effectiveness of the organization along with implementation of different tools such as key performance indicators along with performance appraisal metrics as well (Greve, 2015). However, the Coca-Cola Company is not using any such kind of framework and this has affected their performance drastically in a negative manner.

Introduction to Coca-Cola and its Organizational Performance Management

It has been noticed that Coca-Cola Company did not implement different kind of practices of the performance management in the organization wherein it was noticed that in the present scenario, there was no such planning along with development of the goals that has been set up by the company as well (Jeston 2014). The management functions such as planning, organizing along with controlling the different functions are not being maintained and this has affected the performance negatively as well.

Conclusion 

Therefore, it can be concluded that proper performance management in the organization is essential in nature. The organizational effectiveness plays a major role in attaining the different goals of the organization and solve the issues effectively as well. Performance management system and tools are essential to be adopted by the organizations especially in Coca-Cola Company to gain more competitive advantage in comparison to the other competitors in the market and this has helped the respective company in managing the issues effectively as well.

 Furthermore, it has been seen that Coca-Cola Company has the company has used established measures of performance that is required to be communicated to the continuous development of the different employees in an appropriate manner. The organizational performance comprises of the different outputs and results of the organization as this is measured in terms of the flexibility and productivity of the organization. It was noticed that that in the respective organization Coca-Cola Company, the upper management took the different major decisions that created huge problems for the organization as there were different unprogrammed decisions and this has affected the entire goodwill of the company as well.

Lastly, the company Coca-Cola Company has to implement different kind of recommendations in the different kind of tasks that are performed by them on a daily basis. Furthermore, it is required by the respective company to implement the proper communication channels in their organization that will improve the communication program and this will help them in improving the overall efficiency of the organization in an effective manner as well. Furthermore, the goal approach model can be applied by the company in an effective manner as to meet the different kind of organizational objectives effectively and solve them in an appropriate manner with implementation of different kind of strategies effectually in the company to meet the requirements and improve the performance effectively as well.

Therefore, from the given analysis it could be discovered that, there exists communication gaps between the senior management and the staff with respect to conducting the performance appraisal program and the transparency of the results (Cascio 2018). Furthermore, there also exists a lack of an effective feedback system between the different employees for which there is a sense of disagreement between the various members alike. In order to overcome this problem, the following recommendations have been provided:

The Need for Organizational Performance Management in Coca-Cola Company

Honesty- There needs to exist honesty in the organization. There can be no relationships which exist without mutual trust and respect for which the organizational executive board of Coca-Cola needs to ensure that they maintain honest relationships with the different employees at all levels. This will be able to give rise to an environment which is beneficial for all the parties (Chelladurai and Kerwin 2017). This can be conducted with the help of meetings and team building sessions.

Internal Portal- There needs to exist an efficient feedback procedure for which a portal which involves all the members of the organization are given access to. These employees can then make use of the portal to provide feedback and this shall also act as a means of internal communication between the different members of the organization. The members can track the progress of the other members in their department or in the other departments and provide recommendations for the same. This open system of feedback will ensure transparent relationships between the different employees and even ensure that effective feedback has been started between the senior management and the other organizational members in the organization of Coca-Cola (Purce 2014). As this is an environment of globalization and the company has various units around the globe. This internal portal between the employees would ensure that effective communication exists and the various members are in touch with one another.

This shall ensure effective decision making throughout the organization and strategies for the global operations can be made effective.

Involving employees in decisions-The employee participation is a major component of maintaining transparency throughout the organization of Coca-Cola. The employees serve as an effective component in the decision-making process of the firm and it is for this reason that they will be required to ensure that the employees are engaged in the various decisions that are made for the welfare of the different members. This shall ensure that the employees are able to provide their opinion which may be relatively important as they are the ones who deal with the different customers directly (Renwick, Redman and Maguire 2013). This can be done by conducting meetings and other training sessions that can teach the different members how to participate in effective decision making. Furthermore, in order to assess the performance of the different employees, the Coca-ColaCo should engage in 360-degree performance appraisal technique in order to ensure successful relationships in the organization. This way the employee will be able to understand his areas of improvement.

Therefore, the given recommendations must be adopted by the organization and the operational plan is as follows:

References

Berry, D. and Kato, T., 2018. Introduction. In Employee Ownership and Employee Involvement at Work: Case Studies(pp. 1-6). Emerald Publishing Limited.

Bloom, N., Sadun, R. and Van Reenen, J., 2015. Do private equity owned firms have better management practices?. American Economic Review, 105(5), pp.442-46.

Boutros, T. and Purdie, T., 2014. The Process Improvement Handbook: A Blueprint for Managing Change and Increasing Organizational Performance. McGraw-Hill Education.

Cascio, W., 2018. Managing human resources. McGraw-Hill Education.

Chelladurai, P. and Kerwin, S., 2017. Human resource management in sport and recreation. Human Kinetics.

Coca-cola.com. (2018). Coca-Cola Global. [online] Available at: https://www.coca-cola.com/global/ [Accessed 2 Jun. 2018].

Gorman, C.A., Meriac, J.P., Roch, S.G., Ray, J.L. and Gamble, J.S., 2017. An exploratory study of current performance management practices: Human resource executives’ perspectives. International Journal of Selection and Assessment, 25(2), pp.193-202.

Greve, D., 2015. Analysis of performance, management practices and challenges to intensive pig farming in peri-urban Kampala, Uganda. International Journal of Livestock Production, 6(1), pp.1-7.

Jeston, J., 2014. Business process management. Routledge.

Krajewski, L.J., Ritzman, L.P. and Malhotra, M.K., 2015. Operations management: processes and supply chains. New York, EEUU: Prentice hall.

Mellahi, K., Frynas, J.G. and Collings, D.G., 2016. Performance management practices within emerging market multinational enterprises: the case of Brazilian multinationals. The International Journal of Human Resource Management, 27(8), pp.876-905.

Mone, E.M. and London, M., 2018. Employee engagement through effective performance management: A practical guide for managers. Routledge.

Pulakos, E.D., Hanson, R.M., Arad, S. and Moye, N., 2015. Performance management can be fixed: An on-the-job experiential learning approach for complex behavior change. Industrial and Organizational Psychology, 8(1), pp.51-76.

Purce, J., 2014. The impact of corporate strategy on human resource management. New Perspectives on Human Resource Management (Routledge Revivals), 67.

Renwick, D.W., Redman, T. and Maguire, S., 2013. Green human resource management: A review and research agenda. International Journal of Management Reviews, 15(1), pp.1-14.

Rosemann, M. and vom Brocke, J., 2015. The six core elements of business process management. In Handbook on business process management 1 (pp. 105-122). Springer Berlin Heidelberg.

Shields, J., Brown, M., Kaine, S., Dolle-Samuel, C., North-Samardzic, A., McLean, P., Johns, R., O’Leary, P., Robinson, J. and Plimmer, G., 2015. Managing Employee Performance & Reward: Concepts, Practices, Strategies. Cambridge University Press.

Van Der Aalst, W.M., La Rosa, M. and Santoro, F.M., 2016. Business process management.

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