The performance of Coca-Cola is a significant business topic, which hides its importance in a strategic aspect. Coca-Cola is a legendary company, which has managed to develop a flexible organizational design. It focuses on several regions that have the same structure in every other one. The core of the organization has several departments, which perform the functions of regulating manufacturing and distribution processes. In general, the activity of Coca-Cola uses the same organizational patterns, which help to optimize the performance and avoid various gaps as well as mistakes.
The control system of this enterprise plays a major role in shaping the decision-making process in the aspect of financial productivity. It is a core of the assessment of the dividend payment system and cash flow. In addition, it also reflects the problematic issues of the company’s performance, which require saving costs. Human resources represent a significant part of the organization’s performance. Coca-Cola values every employee and aims to train and develop human resources according to its needs. Cultural factors of the multinational performance also influence its activity with respect to the cultural values.
Finally, the paper reveals the essence of the strategic fit, ethical prescriptions, and recommendations. Each paragraph proves that Coca-Cola is a highly ethical company, which appreciates its mission, strategy and organizational components. The recommendations fit the firm’s needs and support the core of the productivity objectives.
The following discussion reveals the company’s organizational design, human resources concerns, control systems, cultural factors, strategic fit, ethical prescriptions, and recommendations aimed towards the improvement of the firm’s performance. The aim of the essay is to help a reader to understand the nature of the productivity of Coca-Cola. The mentioned sections aim to reflect the peculiarities of the activity of the organization by describing the details of the internal environment. All sections build the core of the research and help to understand the essence of the company’s routine activity. However, it is important to consider each part separately in order to understand the connection between various organizational components. A systematic analysis of every element of the company’s performance should be enough for the consideration from the point of business wisdom and knowledge.
Organizational Design
The organizational design of Coca-Cola allows the consideration of the international activity of the multinational corporation. As long as the firm has already moved to the global performance, it is possible to see the unique design of its productivity. In fact, the company applies the same approach towards its activity in every corner of the world. In general, it is possible to note that Coca-Cola has five global areas of its performance, which include Eurasia and Africa, Europe, Latin America, North America, and the Pacific region (CocaCola.com). It is obvious that the organization has done everything to win the market in a global way. It can hardly be repeated by another company. Due to the complex organizational design, Coca-Cola has a solid leadership and competitive position, which helps it to function in terms of rapid globalization (Forbes, 2015). Further, it is important to mention that the firm uses the same approach towards the construction of the organizational structure in every region. Coca-Cola includes such branches as corporate staff, manufacturing, marketing, and finance (CocaCola.com). Every region has the same organizational structure. It also includes subdivisions based on the company’s structural pattern. The president of Coca-Cola is a head of the structure, which requires a complex regulation in order to avoid mistakes and gaps in the performance of every division.
The Coca-Cola Operating Requirements (KORE) governs a key strategic control system in the performance of the organization (CocaCola.com). In fact, the system helps to regulate the manufacturing process of every division, follows the principles of the integrated quality management system, and regulates the distribution channels of the firm’s products (Invetech.com). It also guides every operation in Coca-Cola, which goes through strict requirements of quality standards. The system meets quality objectives and manages risks within the corporation, which allows avoiding costly mistakes and gaps.
In the aspect of budgeting, Coca-Cola has a Committee, which controls its financial affairs (CocaCola.com). This body has many responsibilities, which lie in managing the financial affairs, recommending appropriate decisions to the president of the company based on the financial performance, revising all capital expenditures, developing of the dividend policy, and continuously evaluating the financial performance of the firm (CocaCola.com). Accountants, senior cost accountants, and accounting managers formulate the core of the variance analysis system. In general, the Committee and the accounting department perform together in order to reflect the truthful facts about the company’s financial productivity, which is valuable in the decision-making process.
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People remain one of the most precious and highly valued resources for Coca-Cola. The company uses human resources for the benefits of its performance. Coca-Cola is generous enough in investing in the development of personnel and design of the appropriate payment system. The company understands that it is impossible to run business without effective human resources. Employees are those people who build the core of success and predict the company’s further development. Due to the firm’s activity, workers are confident in receiving appraisal from Coca-Cola concerning the high-quality performance. As a result, it is possible to admit that the company understands that it is impossible to support the productivity of the global corporation without investments in human resources development, training, and motivation.
As for the cultural concerns, Coca-Cola has managed to develop a single spirit, which focuses on the organization, its team, and passion (CocaCola.com). These three elements build the essence of the company’s cultural concerns, which develop an appropriate attitude towards every employee. However, it is obvious that the organization’s multicultural productivity welcomes every individual regardless of such factors as race, age, ethnicity or gender.
Strategic Fit
Mission, strategy, and organizational components prove that every element fits each other and contributes to the effective implementation of the company’s strategic plans. For example, the firm’s mission states that Coca-Cola aims to create the value and make a difference. The company’s multinational performance has proved that it unites people of different nationalities in a single culture conveyed by the corporation. On the one hand, it is a result of globalization. On the other hand, it is a unique characteristic feature, which helps the company to speak to the world by means of advertising, social media, products, and social projects. Further, the firm’s differentiation strategy also fits the overall profile of its performance, which lies in combining products, linking customers’ needs and products’ components, and providing consumers with the highest qualities of goods. In this way, the company ensures that it follows the primary goals of the strategic plan lying in the primary aspects of mission, vision, goals, and organizational components (Locke & Latham, 2006). Finally, the discussed above organizational components prove that the organization has managed to create a flexible system of performance. It does not arouse any doubts that Coca-Cola has been able to create a multinational corporation, which focuses on the balanced integration of mission, strategy, and organizational components. In this way, the company continues to implement its ideas, which follow the core of the strategic fit. Moreover, it is necessary to add that Coca-Cola is a highly ethical organization, which values the rights of every employee. From this point of view, it is important to focus on the ethical prescriptions, which can help to analyze and characterize the performance of this organization.
Ethical Prescriptions
In order to evaluate the level of the company’s ethical loyalty and tolerance, it is necessary to consider the following ethical prescriptions. First, it is possible to analyze the firm’s performance in terms of articulating a complete strategy with a purpose. Coca-Cola has mentioned in its mission statement that it aims to create the value. The company’s performance aligns with an ethical prescription, which proves that the firm respects every region of its activity. It is a difficult task, which is accomplished by the fact that the company continuously improves its productivity while striving for excellence. In this way, Coca-Cola follows the goal of the ethical prescription, which lies in having the target in both long-term and short-term performance. In particular, the company creates the value in every perspective of its activity. In this way, its ethical performance lies in fulfilling the mission statement and transiting short-term and long-term plans into the value. It is a common scheme, which helps Coca-Cola to maintain a balance in the implementation of plans. It also helps to prove the surrounding world that the company’s performance manages to create the value.
Another prescription means that the organization should focus on the development of employees in order to promote further success and improvement. Coca-Cola values its personnel and focuses on the regular training and development system for them (The Coca-Cola Company, 2015). It is a basis of the company’s evolution and upgrade, which finds its benefits and positive reflections in the financial sustainability. Moreover, in this way, the organization takes care in the enhancement of creativity of its workers. Coca-Cola understands that it is unacceptable to neglect the development of employees. As long as human resources represent the core of the evolution of the multinational corporation, the firm continues to examine the activity of all divisions and provide personnel with additional training.
Finally, the third prescription describing ethical performance of Coca-Cola lies in demanding ethically accepted behavior from all workers. In this way, the company ensures that every employee, regardless of the level of productivity, follows the ethical principles. Coca-Cola’s multinational growth has proved that the organization is a melting pot of a myriad of cultures, which perform as a single business entity (Burman, 2010). It means that ethics and cultural values represent the core of the successful performance. Coca-Cola is an example of the company, which respects human rights and values cultural peculiarities of every employee. However, the organization has always been striving for excellence. It means that it is possible to suggest several recommendations. The following section is a reflection of some recommendations that should be helpful in the enhancement of the organization’s productivity.
Recommendations
On the one hand, Coca-Cola has already achieved success, which does not require any additional recommendations. However, on the other hand, there are no limits for excellence. In this way, it is possible to suggest several recommendations, which can enhance its productivity. First, it is possible to think about the open-door policy. It is one of the key elements in the development of human resources, which focuses on keeping the doors open in every department. In this way, every manager can prove that employees are free to suggest new ideas, share opinions, and ask questions aiming to solve the problems in the workplace (Quast, 2013). The open-door policy is a powerful technique, which can boost the development of human resources without additional costs (Chierotti, 2014). In combination with this strategy, it is important to use the contemporary devices and gadgets in order to enhance intranet communication. For example, it is possible to develop an application on smartphones and tablets, which can help to communicate (Karp, 2008). In this way, all employees of the multi-national corporation will be capable of sharing their experience (Toren, 2015). It is a linking element in the achievement of strategic goals and targets of short-term performance without any delays. Moreover, the combination of the named above recommendations will be helpful in the development of the effective management techniques based on the ideas of employees.
Conclusion
In conclusion, it is necessary to mention that the paper has successfully finished a strategic analysis of Coca-Cola. The essay has revealed the core of the company’s organizational design, human resources concerns, cultural factors, and the fit between a mission, strategy, and organizational components, ethical prescriptions, as well as recommendations aimed to improve the organizational strategy. The paper has discussed every section in details emphasizing the current performance of Coca-Cola. In particular, it has become obvious that this company respects and values its employees. It provides them with support, training, and development. Moreover, it also supports the overall evolution of the organization. The suggested recommendations should be appropriate for the enhancement of the communication in Coca-Cola. In general, the company needs to use the benefits of the digital era and apply a comprehensive approach towards understanding employees’ needs.