C0CA COLA

ANALYSIS OF ORGANISATIONAL BEHAVIOUR

 Coca Cola is the worlds leading beverage brand.
It was founded in 29 January, 1892 Georgia,USA.
(And has been serving the world for almost 130
years)
COCA COLA But the company is facing a downtrend in the
growth of its brand value in recent years.
CASE STUDY
Since their expansion to Sri Lanka, the global
beverage company had struggled to capture the
market .
 Coca Cola’s Oil Spill and
Sri Lanka’s Impotence

• On 17 August 2015, there was a mishap at the Coca Cola

Plant which led to a leakage of diesel into a major Sri
Lankan river….
Although the management and authority
were quick to make corrective measures but
still they couldn’t shield themselves from the
company backlash.

(This affected company’s reputation and

ultimately their sales in the region !)
WHAT ARE THE TWO MAIN
REASONS FOR THIS……..?
 REASONS

1. Improper management of Human Resource.

2. Community backlash over contaminated of a water body
Let us look at the various issues within
the Coca Cola Management
 IMPROPER COMMUNICATION
• The corporate communication framework
followed by coca cola was flawed.
• The employees were not able to share their
thoughts and opinion effectively with the
management.
• Due to this the workforce and the team
leader’s mutual relationship suffer and the
company loses the opportunity to utilize
innovation ideas.
 Feedback Sharing
• The managers and supervisor’s are unable to
convey the job feedback to the employees
effectively.
• This hinders the improvement of skills and
increases dissatisfaction among the employees.
• Since human capital is an important asset for any
company, Coca Cola lost a number of employees
which reduced the rate of production and other
important business operations.
 Motivating The Employees
• Employee motivation plays and important role
in the performance of a business.
• Cola Cola Sri Lanka failed to properly
motivate their staff with incentives and other
employee motivation techniques.

• This resulted in low morale and employees

showed less interest in improving
performance.
Inadequate Training and Development
Modules

• In order to meet the standards of the brand the

employees must undergo regular training and
development for peak performance.
 Improper Work Force Management
• Due to the shortage in workforce, the company
collaborated with other firms for their bottling
operations.
• This prove counterproduction as it created an unstable
work environment which lead to more resignations.

• Thus the lack of proper workforce

management caused slowdown in
performance
 Leadership
• Good leadership of the workforce is very
important for better performance.

• The leadership at Coca Cola Sri Lanka failed to identify

the shortcomings in their organization structure and this
leads to a lot of problems in the production.
• The irresponsibility of team members and the
management of the Company have amplified the doubt
among the subordinates.
 Management and Staff
Relationship
• The company management has failed to
build lateral communication channels
between the employees as well as the team
leader inside the company premises.
• The management did not arrange meetings in
orderto discuss the problems of the staffs as
well as to find possible remedies to resolve
those issues.
 Work environment
• The management failed to create a healthy
work environment that can encourage the
employees to give their best output.
• The Corporate situation created obstructions
in building a professional relationship
between the workers as well as the
management of the organization.
• The employees failed to underastand that their
improvement was closely related to the
success of the company
MEASURES TAKEN BY COCA
COLA SRI LANKA
(SOLUTIONS FOR THE ABOVE MENTIONED PROBLEMS)
 Induction and
Communication programs

An orientation program was established for

new employees for their proper induction to
the Coca Cola Workforce.

This makes them feel valued and

improve employees relations.
Proper Training and Development
of Employees

With effective training and

development modules, the
employees would improve
productivity and realise their role in
the growth of the company.
 Feedback
• Since employees had no way of
conveying the problems faced by them,
there was a dire need for establishing a
way to hear their problems.

• The company set up regular meeting

between managers, supervisors and
upper management to ensure that their
issues were noticed and resolved.
CONCLUSION