The Organizations Culture at Coca Cola Assignment

The Organizations Culture at Coca locoweed - Assignment ExampleThey also keep an eye on their employees via management but offer to garter out individuals inwardly the cultivation. In his interview with Juan Johnson, vice chair at Coca Cola, Vasquez (2004) discusses the organisational culture as one of success, and one that focuses on employee happiness.Organizational members of Coca-Cola learn the culture through interaction with early(a) members as well as attending various employee training programs. In his interview with Juan Johnson, vice president at Coca Cola, Vasquez (2004) discusses this concept. The members and Coke are constantly interacting with each other and by doing this, they learn what the organizational culture is all about. The training provided by Coke allows them to gain a very great ground of what the organization wants in general. Since group mould and collaboration is always expected, Coke expects that its workers will learn how to work well together a nd take lessons from management on how to stay motivated. How management motivates their organization can propel the productivity and thus the profitability of an organization. Coke is very focused on strong motivation within the company. Motivation defined is the individual forces that account for the direction, level, and persistence of apersonal effort expended at work. (Vasquz, 2004) on that point are different ways to motivate ones workforce.The culture at Coke is mostly positive, although there are conflicts within the organization. All organizational cultures have conflicts within them. Management mustiness honour ways to deal with conflicts quickly and fairly. Not all conflicts are negative. Tension between senior managers and decline management during a budget formulation is an example of a beneficial conflict. This conflict can conduce efficiency in the company. It requires the line management to stretch their limitations in line of battle to achieve results. In or der for positive results, meetings must be managed well so that managers can be motivated. Negative conflict must be managed as well. If the conflict involves a workflow process a manager can flash back interdependence.