Professional Documents
Culture Documents
of Coca-Cola
Outline
Company Introduction
Planning
Organizing and Developing the Organization
Leading and Motivating the Human Organization
Controlling, Improving and Innovating
Findings and Conclusion
Company Introduction
Short History
Industry and Industry Standing
Major Competitors
Top Management Team
Product line and major brands
Company Introduction
is the one of the world’s largest
beverage company and is also the leading producing and
marketing of soft drinks. The company has many brands that
have been sold across different countries around the globe.
1886 1891
headache
and other
illnesses
Sales for the first year were only
$50
Only 9
servings of the soft drink were
sold
each day
1899 1909
PHILIPPINES BRANDS
were Introduced
1985 2000
FORMULA WORLD
Industry and
Industry Standing
Commercial Beverage
Industry:
Standing:
COCA-COLA
BUSINESS MODEL
MAJOR COMPETITORS
Global Competitors
•PepsiCo Inc.
•Dr Pepper
•Suntory
•Unilever,
•Groupe Danone,
•Kraft Foods Inc.,
•Nestlé S.A. and others.
Comparison of Financial Performance
Product Line vs. Competitors
Coca-Cola Pepsi Dr. Pepper Snapple
150,900
Revenue Performance:
- Up-weighted levels of
innovative marketing
continually strengthen
brand equity
- World-class customer
servicing capability
- Route-to-market that
provides customer
diversification and real
competitive advantage
BECOME SIMPLIFY
MORE OUR
EFFICIENT COMPANY
https://www.ccamatil.com/en/our-
company/our-strategy
FOCUS ON DRIVING REVENUE AND PROFIT GROWTH
We used segmented
revenue growth strategies
across our business in a In developing markets, we struck a balance between volume
way that varied by market and pricing. In developed markets, we relied more on price/mix
type. And we aligned our and improving profitability by offering more small packages and
employee incentives more premium packages like glass and aluminium bottles.
accordingly.
INVEST IN OUR BRANDS AND BUSINESS
Healthy businesses require
continuous investment. We made a choice
to invest in more and better marketing for
our brands, increasing both the quantity and
quality of our advertising. We increased
spending on media advertising by more than
$250 million, and we used these funds to
share stronger, more impactful ads.
People: Be a great place to work where people Planet: Be a responsible citizen that makes a
are inspired to be the best they can be. difference by helping build and support
sustainable communities.
Portfolio: Bring to the world a portfolio of quality
beverage brands that anticipate and satisfy Profit: Maximize long-term return to shareowners
people's desires and needs. while being mindful of our overall responsibilities.
Partners: Nurture a winning network of Productivity: Be a highly effective, lean and fast-
customers and suppliers, together we create moving organization.
mutual, enduring value.
Values:
Leadership: The courage to shape a better future Accountability: If it is to be, it's up to me
Collaboration: Leverage collective genius Passion: Committed in heart and mind
Integrity: Be real Diversity: As inclusive as our brands
Quality: What we do, we do well
Philosophy:
Focus on the market: Work smart: Act like owners:
•Focus on needs of our •Act with urgency •Be accountable for our
consumers, customers actions and inactions
and franchise partners •Remain responsive to
change •Steward system assets
•Get out into the market and focus on building
and listen, observe and •Have the courage to value
learn change course when
needed •Reward our people for
•Possess a world view taking risks and finding
•Remain constructively better ways to solve
•Focus on execution in discontent problems
the marketplace every
day •Work efficiently •Learn from our
outcomes -- what
•Be insatiably curious worked and what didn’t
Principle:
We have and continue to focus on all three of the components that must be
put in place in a corporate context under the Principles:
•A due diligence process to identify, prevent, mitigate and be accountable for human
rights abuses; and
•Processes to enable the remediation of any adverse human rights impacts the
Company causes or to which it contributes.
Planning
Strategic Direction
Mission Vision Values
Philosophy, Principles
SWOT Analysis
Key Issues and Challenges
Goals, Strategies and Objectives
HR PHILOSOPHY
But reaching 100 percent replenishment doesn’t mean our work is done and as
our business grows, we will continue to maintain our stewardship of this
valuable resource.
SUSTAINABILITY PHILOSOPHY
As for well-being, we are taking a holistic
view of what it means to make a positive
difference in the world. This effort begins with
the role of our brands and the value we create
for those linked to our business, including our
associates, retail and restaurant customers,
bottling partners, suppliers and many others.
Our work doesn’t stop there.
New Demographics
• More people are becoming health conscious
• They see coca-cola as equivalent to sugar = obesity
• Prefer non-carbonated drink
KEY ISSUES & CHALLENGES
Divestiture
• After years of snail-paced progress, the beverage giant is now racing to sell
off its US manufacturing and distribution operations by next year so it can
focus on its much more profitable concentrate-making business.
• This wholesale divestment push wasn’t exactly what Coke had in mind
when it acquired its largest bottler for $12.3 billion ($16bn) six years ago.
KEY ISSUES & CHALLENGES
KEY ISSUES & CHALLENGES
Planning
Strategic Direction
Mission Vision Values
Philosophy, Principles
SWOT Analysis
Key Issues and Challenges
Goals, Strategies and Objectives
Goals, Strategies and Objectives
Financial
Marketplace
Workplace
Community
REVENUE GOALS
Slowdown and Decline
Globally, Coca-Cola has been missing its own 3% to 4% annual volume growth target for two years.
GOALS
In the upcoming years is how the company
Rebalances away from carbonated drinks.
Maintaining its long-term high single-digit EPS
growth target while adjusting its net revenue target
to mid single-digit growth and replacing its
operating income metric with profit before tax.
Going forward, the Company will have a profit
before tax target of 6% to 8%.
SHIFT FROM A SPARKLING DOMINANT DRINK TOWARDS HEALTHIER DRINKS
PROFITABILITY GOALS
Expanding its current successful
productivity program by targeting
annualized savings of $3 billion per
year by 2019. This productivity
program will focus on four key areas:
Much of Coca Cola’s development activity over recent years has revolved
around reformulation to reduce levels of added sugar in its traditional range
of products in response to market, regulatory and healthy lobby demands
NEW MARKETS
In late January, the company announced its biggest overseas acquisition since
2012: A 40% stake in Nigeria’s largest juice marker, TGI Group’s Chi Ltd, which
sells beverage brands such as Chivita 100% and Chi Ice Tea, with plans to buy the
rest within the next three years.
CUSTOMER GOALS
By finding new ways to win together in the marketplace, we aim to be the preferred supplier to
all of our customers. To achieve this, we’ve adopted a comprehensive set of initiatives designed
to build collaborative customer relationships and ensure excellent execution.
COMPETITION GOALS
Our blueprint for ensuring ongoing
consumer relevance and excellence in
the marketplace focuses on five core
principles:
•Availability
Placing our products within easy
reach of consumers in the right package,
in the right location, at the right time
•Affordability
Offering a wide variety of desirable,
premium quality products, in packages
appropriate for the occasion, at the right
price
COMPETITION GOALS
• Acceptability
Supplying an extensive and growing range of
products that meet the highest quality standards in each
country, enhancing their acceptability to
consumers. Our experience in quality control, customer
service and efficient distribution, combined with a
detailed understanding of consumer needs and access
to the most effective communications channels, allows
us to reach out to customers and consumers in each of
our markets and meet their demands
COMPETITION GOALS
• Activation
Motivating consumers to choose our products by improving
product availability and attractiveness at the point of purchase and
by building brand strength in our local markets.
• Attitude
How our sales representatives and people behave every day
with our customers as they focus on meeting their needs – we
want to be their supplier of choice. For key retail customers, we’ve
also introduced the idea of joint value creation, built on the
understanding that soft drinks offer significant growth not only
for us, but for them too.
Goals, Strategies and Objectives
Financial
Marketplace
Workplace
Community
WORKPLACE
Priority Areas
•Women: economic
empowerment and
entrepreneurship
Water Stewardship
We support initiatives that provide
access to clean water and sanitation,
watershed protection in water-
stressed regions, the utilization of
water for production and or multiple
use systems that do more than
provide clean drinking water, and
education and awareness programs
that promote water conservation
within communities and industry.
SUSTAINABILITY GOALS
Well-being
Community Recycling
We support initiatives to
increase liter abatement efforts,
advance recovery and reuse,
increase community recycling
awareness, and offers support
for research and innovation.
Organizing
Organizational Structure
Traditional or Inverted Pyramid
Talent Management
Talent Development
Talent Retention
Organizational Structure
Organizing
Organizational Structure
Traditional or Inverted Pyramid
Talent Management
Talent Development
Talent Retention
Top - Downward Communication:
The challenge of meaningful work - our unique global system offers constant
opportunities to develop world-class skills and a truly international career;
Selection Process
● Peak Performance, our ongoing individual performance management
process & rewards
Development programs
Functional Development to
enhance and build job
knowledge, skills, and
competencies within a
department or functional area
Short-term Assignments to
expose associates to work that
is different from what they do
on a daily basis. This could be a
short-term assignment in
another country or market or a
project based assignment in an
associate's home country.
Development programs
Growing from Within
We have a strong
tradition of growing people
who have demonstrated the
ability to deliver excellent
results in different ways. The
success of The Coca-Cola
Company depends on every
employee in the
organization.
Development programs
Being part of a diverse team
We believe our company should be as diverse
as the markets we serve and as inclusive as
our brands. This diversity allows us to
understand and connect to the needs of our
consumers and our customers everywhere
we operate and to continue to innovate in
everything we do.
Development programs
One-of-a-kind experience
Coca-Cola expands beyond the limits
of your office. We have aa strong
association of brand to events. Coca-
Cola continues to support events
such as the Olympic Games and the
World Cup. Select positions directly
attend and influence these
happenings making your place in
The Coca-Cola Company fresh and
well-rounded.
Development programs
Organizing
Organizational Structure
Traditional or Inverted Pyramid
Talent Management
Talent Development
Talent Retention
One Company. One Team. One Passion.
One Company
Enjoy an environment where ideas are free to find their way, support is close at hand
and pride inspires us to grow. Each day we're developing meaningful and accelerated
learning opportunities and anticipating the skills and resources we will need to meet
our future demands
Talent Retention
One Team
Our job is to refresh the
world, and it requires the
vision, innovation, and
passion of every single one
of them. Each day the
relationships you build will
help you succeed not only
in your job, but in your
career as well.
Talent Retention
One Passion
We do our best to spread the joy
of The Coca-Cola Company. We
believe in fostering a workplace
that embraces all of our people's
unique abilities. We're committed
to supporting our communities.
And, we're dedicated to
preserving and protecting our
planet.
Talent Retention
Accessibility to more than just a Company
● Brand Activations
● Ambassadorship
● Active "healthy living" activations beyond your job
Talent Retention
Rewarding environment
●Benefits: our total benefits package is highly
regarded and is designed to meet employees'
Elements of our Total Rewards programs:
basic and life-changing benefits needs. As
market dynamics evolve, the Company
● Base salary
regularly assesses our benefits programs to
● Annual incentives
ensure employees receive those benefits they
● Long-term incentives
value and are provided with diverse options
that address the issues of individuals and
families and promote healthy lifestyles.
Talent Retention
Career Areas
- Supply Chain Function -Business Management
- Manufacturing -Finance
- Technical Function -Public Affairs & Communications
- Marketing -Human Resources
- Sales and Account Management -Legal
- Customer & Commercial Leaders -Information Technology
- Aviation -Business/ Administrative Services
Talent Retention
Recruitment Process
Job Analysis and Designing
Talent Retention
Skills Training: involves soft-
skills such as presentation,
selling, and public speaking.
Training Roadmap
Orientation
After hiring the suitable employee
informal orientation is given, there is no such
kind of formal orientation program is
available at Coca Cola. As there is no such
kind of rocket science in this organization, so
they don`t need any formal orientation
program. They verbally tell about the
organization and employee duties and
responsibilities that he or she have to
perform at the job. They also tell the
employees about the do`s and don’ts and
what kind of dress code and behavior is
required at the job.
Training Roadmap
Training & Development
There is formal training and development are given to the employees,
even they provide formal couching train their employees that how to
handle mistakes and solve problems, they provided formal induction
buddy, formal necessary training and necessary rules and regulations
guidelines to their employees. When the manager points out some
mistake of the employee while performing his or her duties, immediately
manager corrects them and guide his or her employee that how he or she
should have to perform the task.
Training Roadmap
Coca cola owns its own training
center for employees. It also owns a
university known is Coca cola
University. Employees are given
change to diversify their skills in this
learning center. Suppose an
employee is masters in Mechanical
engineering, but he is goo in
marketing so CCBPL is having
capability to diversify and enhance
the skills of its employee according
through its learning center in Lahore.
Training Roadmap
Employee Development
Training Roadmap
LEADING
Organizational Culture
management
- Type of Corporate Culture
People Motivation Philosophy
Organizational Culture
management
- Type of Corporate Culture
People Motivation Philosophy
Leadership Style
Coca-Cola understands that capturing
new opportunities is going to require
both vision and execution across the
company and its wonderful system of
bottling partners. That's where the
company’s vision which they call Vision
2020 comes into play.
It's a look at where the company and its bottling partners need to be heading in
the future. The vision is centered on capturing unprecedented opportunities
emerging in future within the global non-alcoholic beverage industry.
Leadership and Motivation Philosophy
Management Styles
A management style is an overall
method of leadership used by the
manager. The success that the
management team at Coca-Cola has in
motivating its employees to meet their
objectives is based on the management
style they adopt. There are three main
management styles democratic,
autocratic and the laissez-faire style.
Autocratic
The authoritarian leadership
style or autocratic leader
keeps strict, close control over
the followers by keeping close
regulation of the policies and
procedures given to the
followers.
On the factory floor at Coca-
Cola, there is an autocratic
system of management
where the employees are
controlled by the managers
and follow their procedures.
Leadership and Motivation Philosophy
Democratic
Democratic style is the management
style that Coca-Cola adopts. In this
management style individuals and
teams are given responsibilities and
decisions to make, usually within a
given framework. If anything wrong
happens then the individuals and
teams are then held responsible for
the decisions that are chosen.
With this type of management style it allows the manager to feel comfortable with other people in
the organization making some of the decisions. This type of management is good as it makes the
employees happy and productivity is high. This is a very good method because employee's
thoughts and suggestions are listened to by the business Feedbacks from managers at Coca-Cola’s
bottling system across the globe provide vital information that is incorporated in their strategies.
Leadership and Motivation Philosophy
Consultative democratic
Organizational Culture
management
- Type of Corporate Culture
People Motivation Philosophy
Departmentalization
Work Specialization
Resource Allocation
Departmentalization
On the basis of functional
approach the Coca-Cola Company
is divided into different
departments. Grouping of
employees is done on the basis of
their common skills and work
activities. Such kind of approach
helps the company in solving their
problems and it also make the less
the need of training the employees
specially.
Organizational Culture management
Departmentalization
The general manger is head of all the
departments all the department have
to report to the general manager in
the Coca-Cola Company. There are
five major departments in the
company which are as follow:
Production Department
Industrial Relations Department
Sales and Marketing Department
Human Capital Department
Finance Department
Organizational Culture management
Work Specialization
Resource Allocation
When the issue of resource allocation
comes into action the Coca-Cola
Company has given the authority to
managers to use the resources of the
company where ever and whenever
they are needed. Only they are
required to get the approval from the
manager if those assets belong to his
department. The resources can be
capital, labor, machinery or anything
else (The Coca-Cola Company,
2014).
Organizational Culture management
Organizing the Human Resources
Recruitment is done when the manger needs the
The company does the recruitment process employee under him and he send the request to
when there is a position empty and the the general manager and after the approval of the
recruitment is always done on permanent general manager the request is sent to the Human
basis in Coca-Cola Company. Resource Department.
Organizational Culture management
Organizing the Human Resources
In Coca-Cola firstly all the vacancies are If there are no suitable persons than the
announced within the organization so that if company searches its bank where there are
there is someone who can fulfill the huge amount of application of the applicants.
requirements can get him/herself promoted If there also they find no person suitable for
or can refer someone of his relative to join if the job then at last they give the
he is capable of that job. advertisement in the newspaper etc.
People Motivation Philosophy
Motivation
Coca-Cola Company gives high attention to Beside from promotion strategy the Coca-
the motivation of the employees. Promotions Cola Company also uses the compensation
of hardworking employees are a part of the strategy to motivate the employee; Coca-
company’s policy. Promotions of employees are Cola is paying industrial average in
done on the performance basis which is a great compensation. Not only this different
motivation for the employee that higher his campaigns and competitions between the
performance there is more chance of his employees itself are also used to motivate
promotion. the employees.
People Motivation Philosophy
Motivation
Managers play a very important role in the motivation of the employees in Coca-Cola
Company. They help them in all their problems either they are personnel or professional. They
give them feedback on their performance which makes the employee feel good. Working
environment and a challenging milestone are a major factor in employee motivation in the
company (The Coca-Cola Company, 2014).
People Motivation Philosophy
Communication
Corporate Culture
The top management of the Coca-Cola tries to follow the prescribed
culture of the organization. Coca-Cola has formal and documented
values that are communicated to all the employees. The top level
manager acts as role models to make sure that the rules and regulations
are been applied in the company and closely administrator review their
employee’s behavior.
Leading
Leadership and Motivation Philosophy
Organizational Culture management
Leading for competitive advantage
Value-Processes-Key Relationships
Leading for competitive advantage
Consumer Marketing
Marketing investments are designed to enhance
consumer awareness of and increase consumer
preference for Coca-Cola brands. This produces long-
term growth in unit case volume, per capita
consumption and the company’s share of worldwide
nonalcoholic beverage sales. Through relationships with
bottling partners and those who sell Coca-Cola products
in the marketplace, the company creates and
implements integrated marketing programs, both
globally and locally, that are designed to heighten
consumer awareness of and product appeal for brands.
Leading for competitive advantage
Commercial Leadership
The Coca-Cola system has millions of customers around the
world who sell or serve their products directly to consumers.
The company focuses on enhancing value for these customers
and providing solutions to grow their beverage businesses.
Coca-Cola’s approach includes understanding each
customer's business and needs, whether that customer is a
sophisticated retailer in a developed market or a kiosk owner
in an emerging market. We focus on ensuring that our
customers have the right product and package offerings and
the right promotional tools to deliver enhanced value to
themselves and the Company.
Leading for competitive advantage
Franchise Leadership
The Coca-Cola Company must continue to
improve its franchise leadership capabilities
to give the company and its bottling partners
the ability to grow together through shared
values, aligned incentives and a sense of
urgency and flexibility that supports
consumers' always changing needs and
tastes. The financial health and success of
bottling partners are critical components of
the Company's success. The company works
with the bottling partners to identify system
requirements that enable them to quickly
achieve scale and efficiencies, and the
company shares best practices throughout
the bottling system.
Leading
Leadership and Motivation Philosophy
Organizational Culture management
Leading for competitive advantage
Value-Processes-Key Relationships
Leading for competitive
advantage
- Using Bateman and Snell
The Board
• Elected by the shareowners to oversee their interests in the long-term health
and overall success of the business
• Serves as the ultimate decision making body of the company, except for those
matters shared with the shareowners
• Selects and oversees the members of the senior management.
Behavioral Control
Corporate Governance Guidelines
• Board Mission and Director
Responsibilities
• Board Leadership
• Director Qualifications
• Director Term and Tenure
• Determination of Independence
• Committees of the Board
• Director access to officers,
employees and information
Behavioral Control
Corporate Governance Guidelines
Board Mission and Director Responsibilities
a. The core responsibility of the Directors is to
exercise their business judgment to act in
what they reasonably believe to be in the
best interests of the Company and its
shareowners.
b. Directors will also, as appropriate, take into
consideration the interests of other
stakeholders, including employees and the
members of communities in which the
Company operates.
c. Directors should devote the time and effort
necessary to fulfill their responsibilities.
Behavioral Control
Corporate Governance Guidelines
Board Leadership
a. If the individual elected as Chairman
of the Board is the Chief Executive
Officer, or if the Chairman of the
Board is not independent, the
Board believes that a Lead
Independent Director should be
appointed to help ensure robust
independent leadership on the
Board.
Behavioral Control
Corporate Governance Guidelines
Director Qualifications
a. Directors may be
nominated by the Board
or by shareowners in
accordance with the By
Laws.
Behavioral Control
Corporate Governance Guidelines
Director Term and Tenure
a. Directors are elected for a term
of one year. Term limits may
cause the loss of experience
and expertise important to the
optimal operation of the
Board.
Behavioral Control
Corporate Governance Guidelines
Determination of Independence
a. To be considered "independent" for
purposes of the Director qualification
standards
i. the Director must meet the bright-line
independence standards under the
NYSE listing standards, and
ii. the Board must affirmatively
determine that the Director otherwise
has no material relationship with the
Company
Behavioral Control
Corporate Governance Guidelines
Coca-cola aims to lead by example and to learn from experience. They set
high standards for their people at all levels and strive to consistently meet
them. Their sound business principles and practices foster our strong,
innovative and collaborative culture, which is committed to ethical behavior,
accountability and transparency.
Performance Management
Appraisal System
• This is a method of evaluating the
behavior of employees in the work spot,
normally including both the qualitative
and quantitative aspect of job
performance.
PlantBottle Basics
- PlantBottle packaging uses materials that are up to
30% plants-based. In essence, we are trading fossil
fuels for plant-based material without sacrificing
performance or recyclability.
- At Coca-Cola, sustainable packaging innovation is in
our DNA
Identifying PlantBottle