Coca-Cola Company (Social Sciences Comprehensive Exam)
Description of the Company
My organization of choice is the Coca Cola Company. It is an American global beverage corporation and manufacturer of non-alcoholic beverages and concentrated syrup. The company is headquartered in Atlanta, Georgia. It is widely known for its flagship product Coca-Cola. The company has been operating through franchised distribution system since 1892. The corporation only produces concentrated syrup, which is then distributed to various bottlers all over the world. The Coca-Cola Company has an anchor bottler in North America referred to as the Coca-Cola refreshments. Its stocks are listed on the NYSE. At present, the president of the corporation is Muhtar Kent.
Coca-Cola Company is principally driven with its vision statement which has made it known for its vibrant character. The corporation also has a mission and values statements. The vision of the company is to provide the best working place in the word, produce quality soft drinks, promote the community by bringing a positive change to lives of many, and to develop rapidly within a short period of time. In its mission, the firm aims at being a source of happiness to the entire world. The company’s values are based on leadership, where it struggles to mold a better future. The corporation is also grounded on integrity, commitment, diversity and production of high quality products.
Within the Coca-Cola supply chain, the gaps between employees are bridged with intergenerational communication. Communication between its various departments inspires every person in the company. The communication style and outstanding qualities of my new place of work have motivated me to plan global goals for the firm.
Leadership Styles Application
With the integration type of communication, decision making within my team of ten people would be efficient, hence my leadership skills would be applied appropriately. As the leader of the planning group, I would employ several leadership theories and ensure that every resource is used in an effective manner. First, the trait theory would be of great significance in the team. Through the knowledge of this approach, intelligence, conscientiousness and adjustment would prevail among group members. In addition, openness and self-efficiency would be motivated with an aim of transforming the team’s thinking and working to promote progress in every group activity. Second, behavioral style would give me adequate guidance in areas of making collective decisions. This theory would equip my team members with skills of identifying areas that require my participation and where to stay aside and assign the rest of the group, such as during laissez-faire. I would also be a servant leader by performing tasks for my subordinates and not just waiting for them to work for me. The third theory that would be of similar importance is functional one. As the approach dictates, assessing resources and making them ready before every meeting is essential. They must be properly managed to ensure that they are not embezzled. In this regard, I would utilize authentic leadership theory to make group members have trust in me. This is where I would be required to use my psychological determination to select a better site for our discussions. In relation to this, I would train the group members on how to communicate properly to reduce incidents of conflicts that may rise due to poor communication. Moreover, every person should be motivated to ensure that the global goals are planned accordingly.
My participation in the team would involve monitoring every activity. Here, I would award and punish group members as stated in transformation leadership theory. By doing so, I would ensure that every situation, no matter bad or good, is transformed into a significant aspect in the team. However, in accordance to situational theory, leadership depends highly on circumstances. Therefore, my team would use every possible situation to boost the outcomes. The group would incorporate both upward and downward communication to ensure that every member gets involved in decision making process. I would utilize free reign leadership style to ensure that team members get highly engaged in tasks given to them. However, my power as the leader would be high and I would always have the final say regarding the group’s operations. As mentioned earlier, the team consists of ten members and would be easier to manage than a large group.
Essential Group Information (from a Team Development and Leadership Perspective)
Success of the team depends on group information. This data comes from all levels of managements existing within the team. Information is vital in making strategic and operational decisions. Therefore, as the team leader I would ensure that all members are informed on how the team is composed, functions of every member, and collective role. Giving relevant information to employees starts right away from the formation stage in order to promote responsibility and collaboration among individuals. In the storming phase, informing members about the team’s goal and expectations is important. Establishing objectives and making the group aware of them is the best way of defining and managing the outcomes. The information also provides the base for making assessment of progress and contribution of every member. At the norming stage, where members are ambitious and tend to work tirelessly towards the set goal, I would clarify members on the available resources. This would define to them how important our objectives are. This would also make them more serious hence use available resource efficiently. This requires that information regarding adjustment on the resources is made assessable by members. The employees would be informed on expertise and regular review of the team concern. Lastly, information regarding reward and recognition of members is necessary for motivation purposes. It prepares them adequately for the performing stage of the team. The rate of participation would double if at all the reward is promising. Therefore, as the leader of a team which is planning global goals for Coca-Cola Company, I would keep my subordinates well informed on possible awards if the group attains success.
Essential Group Information (from a Human Development Perspective)
From a human development perspective, information about every member of my team would be of great significance for me and to the team itself. It creates a sense of appreciation in the group. This would promote disciple and respect within the team. Such information includes stages of the members’ development. Human being passes a number of phases from childhood to adulthood. Every stage contributes to the development of a person. Problems faced during these phases are likely to cause problems in future. The development stages contribute much to a person’s life, especially its social aspect. For example, the phase of trust and mistrust, as demonstrated by Erick Erickson in his psychosocial theory, demonstrates how a child trusts the world as a result of his or her surrounding at the infant period. This stage has a great impact on a person’s life because when somebody responds to this stage incompletely, his/her decisions would be full of doubts in result of uncertainty. Therefore such people may hinder a team’s progress. The next phase in development is toddler stage which occurs between 18 months to 3 years. During this period, the future emotional and social traits of a person are developed. A team constitutes of members who should relate socially and get a better product out of their collaboration. If a person does not develop completely during toddler stage, his/her emotions may be unfavorable to other members; such situation may result in conflicts within the group. Obtaining information about employees who might have unhealthy emotions is important because it points out to possible adjustment of membership.
The next step is the schooling stage which a child passes between 3-5 years of age. According to Erickson’s theory of human development, this is when there is fight between initiative and guilt within a child. In this phase a person responds appropriately to sexes. At this stage, children develop responsibility principles and a sense of self actions. A person who never developed fully in this phase cannot be of any help in my team, as he or she lacks initiative choices hence is likely to make unrealistic decisions. He/she also lacks the principle of self-action making him/her unable to participate actively in the group. Therefore, acquiring information about such persons may help me in making relevant adjustments in the team. Getting informed about one’s level of development during the school age stage is also important. This is the fourth phase of human development where a child develops responsibility trait. This stage occurs between 5-9 years of age. Here, a child tends to be industrious and likes doing thinks on his/her own and in the best way possible. They like sharing ideas and collaborating with other people. This stage majorly enables a child to gain characteristics required in teamwork such as collaboration and responsibility. Therefore, knowing members who developed fully during this period would assure me of the outcome.
The fifth phase in human development is the fidelity stage. It also has a great impact on a person’s future life. The fidelity stage occurs between the age of thirteen and nineteen, where an individual experiences a lot of confusion in life activities. If a person does not develop fully in this phase, confusion would remain part and parcel in his or her life. This may have a great impact on one’s life as its challenges create a dilemma for him/her. This is when a member of my group would have little concentration because he or she is confused on whether to stay in the team or leave it. It is very dangerous as the group’s outcome would not be accurate as a result of hindrance created by certain members. Therefore, having information regarding such employees is significant because I would adjust my team accordingly, and retain only those members who are committed fully.
Diversity in the Group
The reason of why the president of my company preferred the use of a group in planning of the global goals is that teams allow specialization and collaboration. As a result, people from various communities possessing different cultures are brought together to work for the common objective. Diversity in groups has always resulted in friction and contradiction of ideas if communication problem is not properly handled. However, every member has a potential, and when diversity is adopted and all capabilities are brought together, a great result would be achieved. Therefore, it is my responsibility as of the leader to adopt diversity theories in order to harness the diversity effect and manage it well to achieve better outcomes. According to the diversity model, a well-managed diversity produces more effective results than homogenous work. Therefore, I would need to know capabilities and cultural differences in the team so that I can train members on how to tolerate one another and work towards the achieving of the common global goal. As an appropriate approach to the various diversities, I would obtain data of every member of the group and use them to structure the team according to the desired outcome. This information would enable me to overcome various challenges to diversity such as not being able to communicate effectively due to language barrier. Systematically, I would work with the existing diverse team members, assess needs and provide communication and conflict management training, which are some of the universal leadership attributes. Thereafter, I would develop identity of the group and allow time for performance. Lastly, I would set a goal that encourages team diversity in relation to the group’s mission of effective performance. Generally, I would create a culture of diversity consciousness, social awareness, empathy, and teamwork to enhance the group’s ability to meet its objectives.
Leadership from a Social and Emotional Leadership Perspective
As a new employee in the company, learning new skills in coping socially with other members is likely to be hard for me. This is because I am still not comfortable with the organization, as many things are not familiar to me. This might create some conflicts but I would apply various conflict management strategies to overcome them. However, as a manager I must try as much as possible to learn how to support one another in the company as well as in my team. This would be useful for adjusting my pace, increasing my morale in working with the rest, and becoming a high performing manager in the firm. The process would require the use of Emotional Intelligence (EI) and remaining in a position of controlling my emotions as well as those of other member. Through EI I would be able to become self-aware and determine the skills of my team members. Additionally, the employees would be able to develop trust and cooperation with each other. Solving problems would also become easier because of a sense of identity experienced among employees. Additionally, social intelligence would enable the members of the team to act wisely. I would constantly encourage those who perform well by providing feedback to their work. I would also provide feedback to non-performing members and motivate them to work harder.
Possible Legal and Ethical Issues
Legal issues that I may encounter are health and medication issues because of the diversity of the team. Ethically, knowing members medication history is significant. This information would enable me to examine my subordinates’ ability to take part in decision making. In this regard, I would develop awareness of every person’s health status and characters. In addition, I would enquire about their religious and personal values, communicated preferences and self-assessed quality of their lives. Even though ethics governing the team should be adhered to, the group members must tolerate each other’s moral values and personal interests so as to make everybody become comfortable. If legal issues are not dealt with, the affected member may not concentrate fully hence becoming a burden to the rest of the group. In addition, legal and ethical issues might negatively affect the company as well as individual team members. For instance, a group member who does not follow ethically accepted procedures might end up causing damages such as fire or sicknesses to his or her family and colleagues. The employees would therefore be encouraged to engage in ethical decision making all the time.
After a series of meetings and researches, I was pleased to present to the president of Coca-Cola Company, Muhtar Kent, a set of global goals that would improve the corporation’s performance within the next five years. Jointly, the team came up with expanding global partnership, replenishing water across the globe, and managing the planet resources as global goals that the firm should maintain yearly until 2020. On behalf of the group, I sincerely thank the Coca-Cola Company for making necessary resources available. Lastly, I present my gratitude and lots of appreciation to all members of the team, who were determined and worked tirelessly to ensure that our group would be successful.
Taking care of environmental resources such as water and soil should be an obligation of everybody because the future depends on rational use of the present resources. However, there are some companies that are not concerned with the future. They use available resources exhaustibly not paying attention to the fact that life continues. As a responsible company, Coca-Cola aims at proper management of available resources for a better future. It is for this reason that the corporation has set a target of minimizing the amount of water used in producing a litter of its products from 2.7 liters to 1.7 liters. Therefore, the aim of this research project is to investigate the effect of managing water resource in the planet on the company’s performance. The independent variable is managing water resource with levels such as preserving natural water sources, and collecting and storing rain water. The dependent variable is company performance which would be measured in terms of number of sales and profits. The scale of measurement in the project would be a 7 point Likert scale.
Having six hundred employees within my organization, I must select thirty of them for conducting the study. To do that, first, I would list the names of all personnel in a piece of paper. After this, I would randomly pick the first participant from the list and set an interval of twenty before choosing the next participant. This is to mean that in case my random choice was number ten from the list, my next choice would be an employee number thirty, followed with number 50, 70, 90, 110, 130, 150, 170, 190, 210, 230, 250, 270, 290, 310, 330, 350, 370, 390, 410, 430, 450, 470, 490, 510, 530, 550, 570, and, lastly, employee number 590 as indicated in the list.
After sampling, I planned to give the thirty participants a pre-test, the intervention in managing the planet resources and a post-test in that order. However, the internal validity of my plan is likely to be threatened with history, maturation, and testing. For achieving internal validity, every event that occurred during the research must be accounted as it might have an impact on the final result. For example, some manager can drop out and commit suicide due to compunction about misuse of earthly resources by his/her company. Definitely, the program would have had a great impact on the employees’ awareness. Therefore, when measuring the effectiveness of the research, the impact of the suicide on the managers’ awareness must be taken into. As an internal threat, maturation factors in terms of age, experience and physical development can be pointed out. These aspects affect individual’s knowledge and understanding of the world, hence influencing my program’s results. Just like history and maturity, testing is also an internal threat to my plan because it involves pre and post-test measures, a situation that is likely to favor candidates and improve their score in the post-test.
In summary, this case study depends highly on cooperation of partners, who provide useful information and active participation. In addition, information and ideas from others such as geography and statistics including systematic sampling method have been of great help for me. The sampling concept guided me on selecting sustainable number of participants from the wide population of six hundred employees.