Human Relations Chapter Three Case Study
. What seems to be Muhtar Kent’s attitude toward Coca Cola‘s local communities, its brands and its people? Mr. Kents attitude toward the coca cola local community and its people seems to be in developing leadership, as well as jobs where people want to come to work. Also to refresh communities when it comes to their beverage choice, as well as giving back to the community, and being responsible to its employees itself as well as the communities that supports their product. 2.
Using Theory X, Theory Y, describe Mr. Kent’s Management Attitude. I believe that Mr. ents overall management attitude is more on the lines of the Pygmalion effect where the attitudes of the supervisors, which is instilled through the learning organization, and the Harvard publisher, to remain fresh with ideas of the expectations of them as well as the employees, thus to better understand the concept of how the employees are treated has a direct correlation on their performance. 3.
What determinants of job satisfaction are addressed by Mr. Kent in his description of the firm? That Coca-Cola company is committed to living their values.
Leadership and the courage to shape a better future, passion committed in heart and mind, remain responsive to change, acting with urgency, having the courage to change course when needed, work efficiently, and remain constructively discontent. 4. Does Coca-Cola help develop employees’ self-concept? As for Coca-cola developing employees self-concept, from reading the website it seems as though they have addressed it and in becoming a learning organization, they are growing into a great company if they don’t go back on their core values, and mission statements. .
How are values illustrated in this case? The values that are illustrated in this case are values of trust in the workplace, a learning organization, a place where self is important and moral and beliefs are respected. Also diversity is evident, as well as women playing leadership roles as well as men. Everyone has the possibility to advance, and I believe that all companies owe this to their employees to pay for the schooling and even pay them for attending as many companies do nowadays.
The values of leadership are evident, as well as integrity, accountability, quality as well as diversity. 6. Coca Cola and Mr.
Kent’s vision statement and manifest for growth currently does not seem to directly address the issue of spirituality in the workplace. What guidelines could he and Coca Cola employ to rework these statements to address the issue of workplace spirituality? The Coca-Cola company needs to instill the philosophy into their vision, that employees and future employees are encouraged to grow not only with the company but within themselves.
They could incorporate more of the learning organization approach, and maybe have classes and hired people to assist with employee self-awareness, spirituality, and the fact that with the company a person can trust in them, because they act with authenticity and are congruent with their visions and mission statements. Most importantly, The Coca-Cola company must not violate the beliefs or discriminate towards anyone in the global market for their honors and beliefs so that they can maintain a high level of integrity as well as a great place to work, not just for profits.
Also I wanted to add, that they CEO makes all this money and it would be nice if they started giving bonuses for employees that excel as well as promote from within, and not grab any old person from anywhere, make the employee go through the system so they too will see first-hand the values and mission statement at work for the place they are employed. 7.
Coca Cola is a multinational corporation (MNC). What level of moral development and global corporate social responsibility (GCSR) does Coca Cola and Mr. Kent seem to be operating on?
The Coca-cola Company seems to be operating on commitment to employees, stimulating markets, as if they accept the company, jobs will be created. Their global corporate responsibility is out lined in their core values and they say that we at Coca-Cola live our values which consist of Leadership, the courage to shape a better future according to them. Their collaborations, while leverage collective genius.
Their integrity statement; Be real. The promise for accountability, as said on the website www. thecoca-colacompany. com If it is to be, it’s up to me.
Diversity which according to coke is as inclusive as our brands, And Lastly Quality, the claim that what they do, they do well. 8.
How does Coca Cola’s vision statement and manifest for growth deal with the issue of human relations (See Chapter 1)? The Coca-Cola Companies vision statement is this, Their roadmap to starts with their mission, which is enduring. It declares their purpose as a company and serves as the standard against which they weigh their actions and decisions. To refresh the world, Inspire moments of optimism and happiness, and to create value and make a difference.
Going by that I would say they really believe in themselves and by their vision statements which are the road map according to Coca-Cola that guides their every aspect of their business by letting us know what they need to accomplish in order to continue and sustain what they call “Quality Growth. ” The vision starts with people; they want to be a great place to work, where people are inspired to be at their best. Their portfolio, of bringing the world a quality beverage brand that anticipate the desires and needs of the people that drink it.
Their partners; to nurture a winning network of customers and suppliers, together in order to make mutual, enduring value. The Planet; by being a responsible citizen that makes a difference by helping to build and support sustainable communities. The Profit; Maximizing long-term return to their shareowners while being mindful and overall a responsible company. Lastly productivity; being a highly effective lean and fast-moving organization. 9. Is Coca Cola a learning organization (See Chapter 2)? According to talentmgmt.
om I see that Coca-Cola is really involved in becoming a learning organization, if not is according to Coca-Cola itself. According to the site the company is helping its 14,000 people managers around the world to become more effective, and productive on the job. By doing this they believe they are building their leadership pipeline. They have deployed a manage mentor from Harvard publishing, who provides real time support for the companies managers and offer insight on what the company expects from its people leaders. They have incorporated tools, tips, and videos and other content for their newly established Coca-Cola University.
The expectation is to enable peak day-to-day performance for them, while also providing continuing development that helps its people leaders or managers prepare for roles that they may play higher up in the firm. They push content to the managers that, goes along with their corporate initiatives, as well as performance reviews. Coming this summer people will be able to see this first hand with highlights from the newest version of the Harvard manage monitor. So from this info from the site it definitely looks as though Coca-Cola is becoming if not already is a Learning Organization.