⒈ Coca Cola Organizational Structure

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Coca Cola Organizational Structure

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A Business Organization Analysis: The Coca-Cola Company

In the case of organizational cultures, the category is the organization as opposed to other organizations—other things, like nationality, being equal. Next to national and organizational cultures one can distinguish regional cultures, occupational cultures, gender cultures and so on. Culture as collective programming of the mind manifests itself in several ways. From the many terms used to describe manifestations of culture, the following four together cover the total concept rather neatly: symbols, heroes, rituals and values. These can be imagined as the skins of an onion, symbols representing the most superficial, and values the deepest, layers of culture, with heroes and rituals in between figure 1.

Symbols are words, gestures, pictures or objects which carry a particular meaning, only recognized as such by those who share the culture. The words in a language or jargon belong to this category, as do dress, hair-do, Coca-Cola, flags and status symbols. New symbols are easily developed and old ones disappear; symbols from one cultural group are regularly copied by others. This is why symbols represent the outer, most superficial layer of culture. Heroes are persons, alive or dead, real or imaginary, who possess characteristics that are highly prized in a culture, and thus serve as models for behavior. Founders of companies often become cultural heroes. In this age of television, outward appearances have become more important in the choice of heroes than they were before.

Rituals are collective activities, technically superfluous to reach desired ends, but within a culture considered socially essential: they are therefore carried out for their own sake. Ways of greeting and paying respect to others, social and religious ceremonies are examples. Business and political meetings organized for seemingly rational reasons often serve mainly ritual purposes, like allowing the leaders to assert themselves. As such they are visible to an outside observer; their cultural meaning, however, is not necessarily visible and lies in the way these practices are interpreted by the insiders. The core of culture is formed by values. Values are strong emotions with an arrow to it: a minus and a plus pole, such as evil versus good, abnormal versus normal, ugly versus beautiful, dangerous versus safe, immoral versus moral, indecent versus decent, unnatural versus natural, dirty versus clean, paradoxical versus logical, irrational versus rational.

Values are among the first things children learn—not consciously, but implicitly. Because they were acquired so early in our lives, many values remain unconscious to those who hold them. Therefore they can only rarely be discussed, or directly observed by outsiders. They can only be inferred from the way people act under various circumstances. This includes the way they answer questionnaires, although their answers should not always be taken literally.

Interpreting answers to questionnaires is a main task of cross-cultural researchers who nowadays have many statistical tools at their disposal to help them. Two large research projects into culture differences Hofstede ; Hofstede et al. National cultures oppose otherwise similar individuals, institutions and organizations across countries; the pioneer study on national cultures was based on different national subsidiaries of one large international business company. Organizational also called corporate cultures oppose different organizations within the same countries.

The path-breaking study in this field used different organizations or parts of organizations in two countries: Denmark and the Netherlands. Figure 2 illustrates when and which of our mental programs were acquired. We humans are born incompletely programmed; during the first ten years of our lives we possess an amazing capacity for absorbing complex, diffuse and implicit mental programs. One example is learning a second language: when someone speaks another language accent-free, he or she almost surely learned it as a child.

With the onset of puberty, our ways of learning become more explicit and focused; we can still learn foreign languages, but we will almost always retain an accent. As mentioned above, our early programming includes most of our basic values. We acquire these mental programs from our social environment, the family, the neighborhood, and early schooling. The right-hand column of figure 2 shows which levels of culture we acquire, and in which period. We are born boy or girl, and within a nation.

Gender and nationality are therefore most decisive for our basic values. The school period mostly bridges puberty; the kind of school students attend relates to their social class, and influences their future occupation. Our school education mixes both values and practices. Cultures of work organizations are acquired through socialization at the work place, which most people enter as adults—that is, with their basic values firmly in place.

A business culture like the culture of banking, or of tourism can be placed somewhere between the occupation and the organization level. National cultures differ mostly at the level of values, while organization cultures differ mostly at the level of the more superficial practices: symbols, heroes, and rituals. So national culture differences are rooted in values learned before age 10; children learn them from parents who also acquired them before age ten, so they are quite stable and take generations to be changed. Organizational cultures are rooted in practices learned on the job, and they can change much faster. Their implications for management are quite different, as will be shown later.

My own cross-cultural research in the s started from a large database of employee value statements more than , questionnaires collected in subsidiaries of the IBM corporation in 40 countries Hofstede Being trained as a psychologist, I initially tried to analyze the data across individuals, but after a long struggle I discovered that they made much more sense if I compared mean answers across countries. When I did that, I could relate the differences between country cultures to basic dilemmas of human societies, which had been described 20 years earlier in a review of the anthropological and sociological literature Inkeles and Levinson [].

These dilemmas corresponded with dimensions on which each country could be scored. The dimension approach to culture research has since become a paradigm for empirical cross-cultural research. Dimensions are a conceptual way of dividing complex realities into separate basic elements. Many thinkers about the social world have divided it into categories, but the dimensions in this case are not born from armchair reflection but from empirical research, using the methods of modern statistical analysis. The social world is like a cake that can be cut in different ways: the way we divide it into dimensions depends on our intended purpose for them.

Moreover, dimensional models depend on the level of analysis. As will be shown below, dimensions for comparing societies countries are completely different from dimensions for comparing organizations, and these are again different from dimensions for comparing individuals. Dimensions for comparing societies belong to anthropology, for comparing organizations to sociology, for comparing individuals to psychology. Applied disciplines like management studies, political science and economics that operate at more than one level of analysis run a danger of confusing dimensions from different levels. The most recent version of the Hofstede model for comparing national societies consists of six independent dimensions, rooted in differences between national cultural values.

Scores on each dimension on a 0— scale are available for between 76 and 93 countries Hofstede, Hofstede and Minkov The dimensions have been labeled:. Several of the dimensions have been replicated in major surveys by others among different kinds of respondents Hofstede, Hofstede and Minkov, , The ranking of countries on the dimensions has been quite stable since the first data were collected. More important, the dimensions were validated against a large variety of cross-national data from other sources. Hofstede , lists more than significant correlations for the first five dimensions.

Examples are:. These societal-level dimensions have been applied in literature from a surprising number of different disciplines and areas, like:. Our research project into organization culture differences Hofstede et al. On the IBM national culture dimensions these two countries scored fairly similarly: both belong to the same Nordic-Dutch cluster. Units of study were both entire organizations and parts of organizations, which their management assumed to be culturally reasonably homogeneous the research outcome later enabled this assumption to be tested.

Unit sizes varied from 60 to 2, persons. The number of units was small enough to allow each unit to be studied in depth, qualitatively, as a separate case study. At the same time, it was large enough to permit statistical analysis of comparative quantitative data to cover all cases. The first, qualitative phase of the research followed a classical anthropological approach. It consisted of in-depth person-to-person interviews of two to three hours duration each with nine informants per unit thus, a total of interviews. The questions in the survey included those used in the cross-national IBM study; most however were developed on the basis of the interviews of the first phase.

Questions were formulated about all issues that the interviewers suspected differed substantially from one unit to another. These included in particular many perceptions of daily practices, which had not been covered in the cross-national studies. A statistical factor analysis of the survey answers found only small differences in values between the units, but larger differences in practices. These could be divided into six dimensions of organizational cultures, and corresponded to distinctions well known from organization sociology and management studies.

We labeled them as follows:. Just as the national culture dimensions were validated against cross-national data from other sources, we validated the organizational culture dimensions against information about the organizations from other sources. For each of the dimensions, we found one or more significant correlations with other data:. Our six dimensions are being used by management consultants in various countries as a framework to describe, measure and compare organization cultures, and to monitor cultural change processes.

A caution is that their research base in 20 units from two North-West European countries is too narrow for declaring them universally valid and sufficient. In such cases, a similar research project should be carried out on a sufficient number of local organizations, and relevant dimensions should be extracted from that; they will probably partly overlap with the ones in our study. The distinction between national and organizational cultures was not clear to many readers; some tried applying my cross-national dimensions to corporate cultures.

Setting it up and financing it took considerable time; the data were collected in and and the final article Hofstede et al. In the first edition appeared of a student textbook Cultures and Organizations: Software of the Mind which integrated our findings about organizational cultures with our earlier findings about national cultures, and drew conclusions about their implications for management. The fact that national cultures were found to differ primarily in their values, and organizational cultures in their practices, has profound implications for the management of culture. National cultures are rooted in values acquired in our childhood, they are passed on from generation to generation, and their study belongs to anthropology.

International managers should see them as the material they have to work with. From an organizational point of view, every national culture has its strengths and its weaknesses, and these should be taken into account when management sets international strategies. International companies and international organizations always consist of members with different national values. The way they function is through a shared company or organization culture based on common practices. Establishing, monitoring and adapting corporate or organizational practices is a core strategic task for international management. Proper practices are what keeps multinationals together.

But modern software like Braineet Crowdsourcing makes it easier to involve employees and customers earlier in the process and at scale. Social media, internet forums, and online portals mean that co-creating can occur at every stage of the development process - from the initial idea, through to reviewing products once they hit the market. Businesses need to find the most direct way to involve customers in product innovation. In many cases, the simplest solution is to use a platform where users can suggest ideas, give feedback to one another, and stay connected to all co-creation projects.

An example of the crowdsourcing platform. Source: Braineet Crowdsourcing Software. This is a great way to build an endless stream of new product ideas. But it also builds brand loyalty and will increase customer satisfaction in the long run. The most obvious and likely best reason to invest in co-creation is to make something new. Every business wants to be unique, to blaze a trail, and to disrupt. Co-creation brings in new viewpoints to help businesses disrupt themselves. This is probably all you need to hear: co-creation efforts are consistently shown to be good for your bottom line.

Companies save huge sums on research and development, marketing costs, and see lower customer churn. Take DHL for example. According to Forbes , executives were initially sceptical that crowdsourcing ideas would bring any value. Customer churn rates are down and revenue from new services and products is up. Source: DHL. Customer co-creation helps to bring your community closer to the business and builds stronger ties with fans and buyers. One of the biggest inhibitors to corporate innovation is specialization. By definition, co-creation brings new voices and ideas into the fold.

In fact, the best ideas can come from totally alien industries , or from people with no subject matter expertise at all. From a purely bottom-line perspective, co-creators are truly valuable. You essentially increase your workforce without adding to payroll. Example of the Cigna process. Source: Cignahealthbenefits. If you can accentuate these aspects of your co-creation strategy, you may not even need to offer monetary rewards. The process is also a key way to increase customer loyalty.

A user who sees their ideas taken seriously and even pursued through to development is now part of the decision-making force. This is so important for companies who truly want to be customer-centric, rather than just talking about it. Mostly we think of silos existing between different corporate teams - your marketing team is siloed from sales or product, for example. But the silo effect exists between industries as well. Working with co-creators brings brand new skills into the company. You may not even realize how a supply chain expert or mechanical engineer could help you design the next great handbag, tea bag, or sleeping bag.

The beauty is, you have access to these skills with no risk. And if their ideas are no good, you simply move on to the next one. Co-creation takes many forms, and works for all kinds of businesses. For more examples, check out these 12 great co-creation examples. Food and beverage markets are notoriously competitive, and beer companies always need to find new ways to promote themselves and create new products that will generate buzz. In , Budweiser was outselling its four closest competitors combined. And yet it was still selling only a third the amount of beer as it did in So Anheuser-Busch held a competition to come up with a special edition Budweiser.

The company asked its 12 Budweiser brewmasters to develop a new flavor that would debut in a Super Bowl ad in early So far, no co-creation. What made this different was the national taste testing that followed. More than 25, American adults tried the new beers, ultimately settling on a winner, Budweiser Black Crown:. Source: NateHorowitz.

Rather, the company used its legion of fans as judges. By the time the Super Bowl ad ran, people already knew about and were interested in Black Crown. The result, according to the CEO of Anheuser-Busch , was good immediate sales of Black Crown and even stronger sales of Budweiser overall, not to mention a whole lot of buzz. To embrace this ambition, Sodexo built, with our crowdsourcing software , a global platform to empower every Sodexo collaborator to share and realize innovative ideas and launch crowdsourcing initiatives. Tens of thousands of participants joined the Hub digitally , leading to hundreds of distinct product and service ideas.

One of the most amazing innovations is a Robot food delivery on campus and beyond. Nor the hundreds of new potential products that were also unearthed. More importantly, a web community grew around the platform. Hundreds of comments are posted on ideas from different countries, and a hundred idea evaluations are given. Web users are not only submitting ideas, they also show Sodexo how to assess new creations. More than 12, stakeholders interact on the platform - most of them active tradespeople. It can solicit specific feedback on new packaging and design, and even on website updates. And to really stimulate innovation, the community also has an invention submission system.

Businesses need to coca cola organizational structure the coca cola organizational structure direct way to involve customers in product innovation. This need is met coca cola organizational structure the informal organization and its emergent, or unofficial, leaders. When Coca cola organizational structure did that, I could relate the differences between country cultures to John Locke Primary Quality dilemmas of coca cola organizational structure societies, coca cola organizational structure had been described 20 coca cola organizational structure earlier in a review of the anthropological and sociological literature Inkeles and Levinson []. Your billing was not updated. It implies measurement of coca cola organizational structure against the standards and coca cola organizational structure of deviation if any to ensure achievement of coca cola organizational structure goals. Coca cola organizational structure puts Pepsi ahead of Coca-Cola.

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