Professional Documents
Culture Documents
Submitted To:
Madam Fareeha
Submitted By: Group#5
Zubair Rashid (MBA/FA09-36)
Rashid Sarwar (MBA/FA09-46)
Mubasheer (MBA/FA09-60)
Farhan Saeed (MBA/FA09-62)
Hafiz Abdul Rauf (MBA/FA09-80)
Faiz (MBA/FA09-50)
Acknowledgement...............................................................................................................2
Preface:................................................................................................................................3
Review Question # 1............................................................................................................4
Review Question # 2..........................................................................................................10
Review Question #3...........................................................................................................13
Review Question #4...........................................................................................................14
Research Question#1.........................................................................................................14
Research Question#2.........................................................................................................15
Research Question#3.........................................................................................................18
Diversity:........................................................................................................................18
Our Progress:.............................................................................................................19
Workplace Culture:....................................................................................................20
Diversity Education & Training:...............................................................................20
Acknowledgement
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All gratitude and thanks to almighty “ALLAH” the gracious, the most merciful and
beneficent who gave me courage to undertake and complete this task. I am very much
obliged to my ever caring and loving parents whose prayers have enabled to reach this
stage.
We are grateful to almighty ALLAH who made me able to complete the work presented
in this report. It is due to unending mercy that this work moved towards success.
We are highly indebted to my course instructor Madam Freeha Nisar for providing me
an opportunity to learn about the Management which is vital ingredient of MBA
program.
Preface:
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There are few products which are internationally recognized as the coke is found
every where. Another American product McDonald’s which creates its position in 119
countries in the world. As the McDonald's brand creates its position as well as Coca-Cola
has capitalized on opportunities and increase its worth.
In 17 years the CEO Roberto Goizueta has passed away on Oct 18, 1997 has not
in a position for certain period due to lung cancer. In the period of CEO the market value
of Coca-Cola increased dramatically from $ 4 billion to nearly $ 150 billion. As the
appointment of CFO Douglas Lvester the market value of coke show continued to
increase until mid 1998. Suddenly the market value of Coca-Cola decrease late
November 2003 as 115$ billion. Douglas the chairman replaced the lvester as chairman
and CEO in 2000.
Review Question # 1
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Planning
Organizing
Leading
Controlling
Now one by one we apply all these rules of management to coca-cola case study.
1) Planning:
Planning is the first tool of the four functions in the management process. The
difference between a successful and unsuccessful manager lies within the planning
procedure. Planning is the logical thinking through goals and making the decision as to
what needs to be accomplished in order to reach the organizations’ objectives. In
planning it is a responsibility to figure out what the company should do to become more
valuables and to produce returns for shareholder and investor, as well as to add
something to the world. To do this company have look at their asset and their markets
and the relevant economics, political, and social trends and decide on the most promising
combination of those factors. Then they create a plan for shaping the business in to that
combination and making sure that their products, sales, and operations are all consistent
with that plan.
“In the planning company define goals, establish different
strategies for achieving these goals and develop plans to
integrate and coordinate activities.”
The company coordinates with their employees and takes initiative steps to increase the
market value of coca-cola company. The coca-cola company has positioned itself through
decision making and coordination with the management team. Coca-Cola has not been a
company noted for innovation: it was almost 100 years that it introduced new Diet Coke.
It is also a part of planning that they must introduce new things in market in the name of
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Diet-Coke. Earlier company achieves its position through coordination with employees
through his efficiency and effectiveness of plans. Managers use this process to plan for
the future, like as 2002 period represented unprecedented innovation Vanilla Coke, Diet
Vanilla Coke and Diet Coke with lemon. The Coca-Cola Company has positioned itself
for growth by moving key decision making closer to local markets and by fostering
deeper connection to consumer.
Twenty four division and operations presidents report to the chief operating
officers. This group of individuals, along with Coca-Cola employees and partners
worldwide, are responsible for implementing the six strategic priorities that are laid out in
the 2002 annual report are the part of the planning.
Accelerate carbonated soft-drink growth.
Selectively broaden our family of beverage brands to drive profitable growth.
Growth system profitability with bottling partner.
Serve customers with creativity and consistency.
Direct investment to highest-potential areas across market.
Drive efficiency and cost effectiveness every where.
Coca-Cola is hoping to achieve profitability through economies of scale and by
capitalization on its existing distribution system.
2) Organizing:
"In the organizing function management arranging and
structuring work to accomplish the organizations
goals”
In the organization function the management determine what task are to be done, who is
to do them, how the task are to be grouped, who reports to whom, and where decision are
to be made. In order to reach the objective outlined in the planning process (Goals),
structuring the work of the organization is a vital concern. Organization is a matter of
appointing individuals to assignments or responsibilities that blend together to develop
one purpose, to accomplish the goals. These goals will be reached in accordance with the
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company’s values and procedures. A manager must know their subordinates and what
they are capable of in order to organize the most valuable resources a company has, its
employees. This is achieved through management staffing the work division, setting up
the training for the employees, acquiring resources, and organizing the work group into a
productive team. The manager must then go over the plans with the team, break the
assignments into units that one person can complete, link related jobs together in an
understandable well-organized style and appoint the jobs to individuals.
Twenty four division and operations presidents report to the chief operating
officers. This mean that twenty four divisions inform all the information about the
company to the chief operating officer and operation president must also inform the chief
operating officer. These are all subordinate of chief operating officer. These are all
people who play a vital role in the running of Coca-Cola Company, and they share all the
information to each other when they required.
For-example how Coca-Cola is organized a group work.
Who’s report to who about the soft-drink growth through accelerate carbonated?
How they can grow system with the connection of bottling partner?
Who serve customers with creativity to generate growth across all channels?
How they can direct investment to high potential areas across market? What they
gain?
Who and when they can drive efficiency and cost effectiveness every where.
Who achieve profitability through economies of scale, which resources are
required for this purpose?
3) Leading:
“In the leading function, how the management involves
in working with and through people to accomplish
organizational goals.”
communication channel, or deal in any way with employee behavior issues, they
are leading. Organizational success is determined by the quality of leadership
that is exhibited. "A leader can be a manager, but a manager is not necessarily a
leader”. Leadership is the power of persuasion of one person over others to
inspire actions towards achieving the goals of the company. Those in the
leadership role must be able to influence/motivate workers to an elevated goal
and direct themselves to the duties or responsibilities assigned during the
planning process. Leadership involves the interpersonal characteristic of a
manager's position that includes communication and close contact with team
members. Managers are there to motivate workers to fulfill the goals of the
company and out-perform their competitors. They as leaders have day to day
contact with workers using open communication and are able to give direction
individually as well as within teams, departments and divisions. Management is
there to inspire subordinates to ‘step up to the plate’ and find innovative means to
solve department problems. Authorizing staff to have the capability to deal with
situations is a significant part of leading. Coca-Cola has also restructed with
management team coordinating a new nimble and entrepreneurial network. As
one of his first act as CEO, Draft axed 6,000 employees many of them middle
and senior managers in Atlanta. So there must be a leader who controls all the
new 6000 thousand employees and look-after them, if they face any problem in
the company then leader must solve the problem and guide them to achieve the
company goals.
4) Controlling:
“It is management function that involves monitoring,
comparing and correcting work performance.”
After the goals and plans are set(planning), the tasks and structural
arrangements determined (organizing), and the people hired, trained, and
motivated(leading), there has to be some evaluation of whether things are
going to as planed. To ensure that goals are being met and that work is being
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Note:
The four functions of management planning, organizing, leading and
controlling, assume a great worth in the success of any business every day.
In all organizations, each employee’s individual contribution to the success of
the company is of enormous importance as the company’s goals would not be
met and success would not be reached. Even with room for improvement,
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Review Question # 2
Conclusion:
We assumed that people who were “different” would want
to assimilate, but we now recognize that employees do not set aside their
cultural and lifestyle preferences when they come to work. The challenge for
managers, therefore, is to make their organizations more accommodating to
diverse groups of people by addressing different lifestyles, family needs and
work styles. Smart managers recognize that diversity can be an asset
because it brings a broad range of viewpoints and problem-solving skills to a
company, and additionally helps organization better understand a diverse
customer base.
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Review Question #3
2. The bottling and distribution system is also adapted to local needs. For
instance, all bottlers are local companies either independently owned by
the Coca-Cola Company
Review Question #4
Roberto goizueta increases the sale of coca cola that’s why the growth of coca-
cola increase and market value also increased from $4 billion to $150 billion
under the leadership of Roberto goizueta because he had the long experience for
regaining the growth and the market value of coca-cola .After that in 2003 the
market value of coca-cola decline from 150 to 115 billion because the company.
Douglas draft president and chief operating officer, with 30 years of coke
experienced replaced the Lvester as chairman and CEO in 2000.
Douglas draft as CEO put his letter to share owner responsibility for the world
most belonged and valuable brand requires extreme care in how, when and why
extended .he say that we don’t risk consumer loyalty brand or seek and artificial
bump in volume by spinning out product after product to chase the latest fad. In
2002 represented the innovation in form of new flavor of coke like vanilla coke
diet coke and lemon attracted new consumer. They counted the 85% sale
.company acknowledge the changing new consumer taste has fostered a
continued expansion of its noncarbonated beverage. Growth sale of 2001 to
2002 of noncarbonated was 28%. The growth, flued both by internal and through
acquisition and licensing agreement. Coca-cola hoping to get through the
economy of scale profitable sale and by capitalizing on its existing distribution
system.
Conclusion: Thus the Douglas draft can be successful for regaining the growth
and value experience under the Roberto Goizueta. He introduced in products in
market.
Research Question#1
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All the businesses incur some debts as a result of normal business operations.
These include, for-example, accounts payable and accrued liabilities. But many
businesses aggressively use long-term debt, such as mortgages and bonds
payable, to finance growth and expansion. The market value of the company
decreased from 150 $ billion to 115 $ billion from 1998 to 2003. This is all due to
the bad policies of Douglas Lvester.
Due to decrease in the stock price many of the investor would not invested in the
company, so company has not a enough amount to invest in that areas where
that are getting maximum interest, so day by day stock price of Coca-Cola
company stock price is declining.
Research Question#2
Beliefs
The world is changing all around us. To continue to thrive as a business over the
next ten years and beyond, we must look ahead, understand the trends and
forces that will shape our business in the future and move swiftly to prepare for
what's to come. We must get ready for tomorrow today. That's what our 2020
Vision is all about. It creates a long-term destination for our business and
provides us with a "Roadmap" for winning together with our bottler partners
Vision is all about. It creates a long-term destination for our business and
provides us with a "Roadmap" for winning together with our bottler partners.
Our Mission:
Our Roadmap starts with our mission, which is enduring. It declares our purpose
as a company and serves as the standard against which we weigh our actions
and decisions.
• People: 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
we 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
our overall responsibilities.
• Be insatiably curious
Work Smart:
• Work efficiently
Act Like Owners:
• Reward our people for taking risks and finding better ways to solve
problems
Diversity:
The Coca-Cola Company is built around two core assets, its brand and its
people. These two assets give us the opportunity to keep our central promise: to
refresh the world in mind, body, and spirit, and inspire moments of optimism; to
create value and make a difference. By building an inclusive workplace
environment, The Coca-Cola Company seeks to leverage its worldwide team,
which is rich in diverse people, talent and ideas.
At The Coca-Cola Company, diversity is not just about Human Resource policies
and practices. It is an integral part of who we are, how we operate and how we
see our future. As a global business, our ability to understand, embrace and
operate in a multicultural world -- both in the marketplace and in the workplace --
is critical to our sustainability.
We strive for an inclusive culture that is defined by our seven core values:
leadership, passion, integrity, collaboration, innovation, quality, and
accountability. Each day we work to bring these values to life through our
diversity workplace strategy. This strategy includes programs to attract, retain,
and develop diverse talent; provide support systems for groups with diverse
backgrounds; and educate all associates so that we master the skills to achieve
sustainable growth
It is define diversity as
1) Respecting individuals
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2) Valuing differences
We work hard to ensure an inclusive and fair work environment for our
associates, all of whom undergo diversity training on a regular basis. Such
training includes ongoing dialogue that leads to better understanding of our
colleagues, our suppliers, our customers, our stakeholders, and ultimately, to
greater success in the marketplace
Our Progress:
According to the 2006 Employee Insights survey, 96 percent of associates
agreed that the Company has established diversity as an important component of
its business strategy
DiversityInc
The Coca-Cola Company came in at No. 4 on The 2007 DiversityInc Top 50
Companies for Diversity® list and performed well in two DiversityInc specialty
categories
Hispanic Business
The Company also ranked No. 17 on Hispanic Business magazine's "Diversity
Elite 60." The annual ranking, featured in the publication's September 2007
issue, is determined by more than 30 variables that measure companies'
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Essence
The Coca-Cola Company made Essence magazine's 2007 list of the top 25
employers for African-American women. Essence compiled this year's list by
asking more than 60 business insiders -- headhunters, human resources
representatives, research firms and nonprofit organizations -- to nominate
companies with solid reputations for hiring, retaining, supporting and promoting
Workplace Culture:
We have continued our communications efforts through our online Diversity as
Business newsletter, our Diversity Speakers Series, training, workshops, updates
from our Diversity Advisory Council and Employee Forum programming.