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Employee psychological well-being

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Introduction

Different organizations have different organizational cultures. The organizations have

different cultures depending on the main objectives of the organization. Corporate culture can be

defined as the collection of practices, expectations, and values used to inform and guide team

members' actions. For any business to be successful, a strong organizational culture is significant

to help in developing the necessary characters. Organizations with healthy cultures enjoy an

average of 1.5 times revenue growth which is 15 percent or even more than that in a particular

duration of time. However, only a tiny percentage of Human Resource leaders believe that

organizational culture is essential for the future of any business (Warrick, 2017). This paper will

discuss how these organizations' cultures influence employee attitudes and behavior. I will also

explain the culture I find better for employee's psychological well-being. The organizations to be

discussed are coca-cola and Ford motor companies.

Coca-cola Company

Coca-cola Company's culture is mission-driven and focuses on inspiring, refreshing

minds, optimism, and making a difference from the other companies. The company has real-life

stories which inspire both employees and consumers. The coca-cola workplace culture consists

of the following core values, accountability, leadership, quality, passion, diversity, collaboration,

and integrity. Coca-cola is very committed to ensuring that their employees' health through a

multitude of programs. This includes flexible spending, medical, dental, and many other benefits.

This makes the employees feel that coca-cola cares for them (Maisoni et al., 2019). This feeling

of working under a caring company makes the employees develop positive attitudes towards the

company. A happy and satisfied employee will work extra hard to ensure that the company
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reaches its goals. A satisfied employee’s behavior towards the company always has a positive

impact on the company.

Coca-cola also offers several development programs that are aimed at motivating and

encouraging employees. Peak performance provides continual opportunities for rewarding

employees, developmental forums offer teaching opportunities, and functional developments

allow employees to build their job skills on their focus areas. There are also coca-cola

communication channels that have changed to enhance effective communication by allowing

free message flow to and from the management. The media used include emailing systems,

meetings, notice boards, intranets, and telephone extensions. Such organized communication

channels make the operations of the company efficient (Salas et al., 2021). A company with

reliable communication skills is destined to have dedicated employees with positive attitudes and

whose behavior is focused on ensuring the company's prosperity. They also offer employee

work-life benefits, which are also an incentive to the employees. The act of coca-cola giving

opportunities from different backgrounds and ideologies has shown unity and love without

discrimination of any kind.

Ford Motor Company

The organizational culture of Ford is explained in the One Ford Plan of the company. It

was implemented in 2008 under the leadership of CEO Mulally. As it is in the plan, the firm's

main aim was to unify the global organization to help achieve synergy and consistency.

According to the project, the main characteristics of Ford's organizational culture are F- which

was used to mean Foster technical and functional excellence, O- to indicate Own working

together, r- TO represent Role model Ford values, and D- for delivering results (Alghamdi,
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2018). Ford has training programs that are aimed at improving the employees' performance in a

way that they can contribute ideas that help in organizational development.

There is also the characteristic of own working together. Teamwork is one priority that is

very important in Ford's organizational culture. This characteristic involves employee

participation. The Ford Company also encourages personal development, which is achieved

through support and team involvement. The corporate culture of Ford facilitates teamwork when

combined with skills development and intimate knowledge. The employees represent the

business and values of Ford Motor Company. This characteristic in the organizational structure

helps build positive behaviors and integrity among workers (Jirek, 2020). The importance of the

Ford company includes courage, corporate citizenship, and initiative. The organizational culture

focuses on sustainability, quality, and safety in the entire business activities. Ford Company also

focuses on achieving the goals of the business and ensuring customer satisfaction. This motivates

employees to deliver more to satisfy the customers and stakeholders and also develop themselves

career-wise.

Conclusion

In conclusion, the culture of coca-cola is better for employee's psychological well-being.

This is because coca-cola has for a long time shown intense care for their employees and deep

concern for the well-being of their employees. Coca-cola has also fought discrimination in any

manner in the company. People from all races all over the country are eligible to work in the

company. They also embrace the cooperation of people with different ideologies since they

believe in everyone and can give ideas to improve the company. This makes every employee in

the company feel appreciated and necessary. This feeling improves the psychological wee-being
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of the employees. This is an aspect in which the Coca-cola company has outdid the Ford

company.
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References

Alghamdi, F. (2018). Total quality management and organizational performance: A possible role

of the corporate culture. International Journal of Business Administration, 9(4), 186-

200.

Jirek, S. L. (2020). Ineffective organizational responses to workers' secondary traumatic stress: A

case study of the effects of an unhealthy corporate culture. Human Service

Organizations: Management, Leadership & Governance, 44(3), 210-228.

Maisoni, H., Yasri, Y., & Abror, A. (2019). Effect of Organizational Culture, Leadership, and

Compensation on Employee Engagement in Coca-cola Amatil Indonesia Central

Sumatra. Human Resources, 3, 2.

Salas‐Vallina, A., Alegre, J., & López‐Cabrales, Á. (2021). The challenge of increasing

employees' well‐being and performance: How human resource management practices

and engaging leadership work together toward reaching this goal. Human Resource

Management, 60(3), 333-347.

Warrick, D. D. (2017). What leaders need to know about organizational culture. Business

Horizons, 60(3), 395-404.