Leadership Practices and Associated Issues Within Coca-Cola Organization
Verified
Added on 2023/06/04
|14
|3756
|186
AI Summary
This research paper examines the leadership practices, challenges, and development within Coca-Cola Organization. It also assesses the strengths and weaknesses of the identified leadership practices in the organization.
Contribute Materials
Your contribution can guide someone’s learning journey. Share your
documents today.
Running Head: LEADERSHIP PRACTICES AND ASSOCIATED ISSUES WITHIN COCA- COLA ORGANIZATION1 Leadership Practices and Associated Issues Within Coca-Cola Organization Name: Institution Affiliation:
Secure Best Marks with AI Grader
Need help grading? Try our AI Grader for instant feedback on your assignments.
LEADERSHIP PRACTICES AND ASSOCIATED ISSUES WITHIN COCA-COLA ORGANIZATION2 Introduction Leadership practices in the operations of different organizations have a significant role among workers. It helps in empowering as well as motivating different workers to understand what they are needed to do at every moment of their operations. Leaders are always responsible for ensuring that each worker is able to be responsible for their operations by turning the vision of an organization into a reality. The use of the appropriate style of leadership has made several leaders within the international business community to be famous for their operations (Mihaela, 2014). However, this research paperwork uses Coca-Cola Corporation as a case study in examining different leadership styles, practices, and theories that have made it to be successful in the business sector. Additionally, this discussion presents some of the recommendations that the management of Coca-Cola Corporation can use to improve their leadership practices. The target of such recommendations is to illustrate how leadership practices can be optimized for maximum organizational influence. Besides, this research examines the overall activities of Coca-Cola Corporation as well as its overall leadership practices. Such practices comprise of leadership styles, challenges, and leadership development within operations of Coca-Cola Organization. Besides, this study also assesses some of the strengths alongside the weakness of the identified eldership practices in the organization. A general overview of the organization’s activities Coca-Cola Organization (Coke) was established back in the days of 1886 in Atlanta a city in Georgia. The company has presently become one of the most successful American based multinational companies that deal with beverages. The prime product of this company is carbonated soda generally referred to as Coca-Cola (Gertner & Rifkin, 2017). Besides, it has
LEADERSHIP PRACTICES AND ASSOCIATED ISSUES WITHIN COCA-COLA ORGANIZATION3 been able to serve non-alcoholic drinks around the world except in regions like North Korea and Cuba. Besides, this company also manufactures and distributes several other product s that comprise of bottled water, flavored water, sports drink, together with other kinds of soft drinks that are customized in accordance to different demands and desires of country. Operations of Coke Organization also hold the maximum share of the market in saves of cold beverages around global markets (Mokhov & Ryabukhin, 2018). Nevertheless, it is one of the huge beverage organizations universally and globally as it is known for marketing the four of the globe’s largest soft drinks. Such soft drink comprises of Coke, Sprite, Diet Coke, and Fanta. Overview of the leadership practice within Coca-Cola Organization Coca-Cola Organization does its business globally but operates at the local level working with over two hundred and fifty bottling partners around the international community. It does not own any of the bottling partners but instead operates through various local channels. The company operations are managed by effective leadership practices (Mubayi, 2014). For instance, it has the board that comprises of fifteen members. The board members of the company comprise of CEO of Coca-Cola Ahmet Muhtar Kent. These members of the board of the company are divided as well as head different committees. Additionally, the vision of this company consists of 6 P’s that comprise of Planet, People, Planet, Portfolio, Profit, as well as Productivity. The organization believes in operating on a winning culture. The management of this company lies in its value of leadership, honesty, passion, alliance, accountability, excellence, together with assortment. The leadership of the Coke Company believed in concentrating on the market to attain its set vision (Greenhalgh, 2019). Besides, workers are expected by the management team to act like owners as they work smart to attain the set mission of refreshing the global society.
LEADERSHIP PRACTICES AND ASSOCIATED ISSUES WITHIN COCA-COLA ORGANIZATION4 Nevertheless, mission, customs, and vision of Coke Organization clearly have been created over various years working towards advancement. The organization achievement in present time is apparently due to the exceptional practices of leadership. As stated by Graham (2013), it is impossible for any organization such as Coke Company to survive in food as well as beverages market for over the century if the leaders are not aligned to the goals of the organization. commencing from Griggs Asa Candler to the present CEO Muhtar Ahment Kent, the organization n has been led by intellectuals as well as effective businessmen to be one of the most reputed corporations around international society. Practices and style of leadership in the Coca-Cola Organization is itself of the delegative approach. A glance at the structure of Coke itself illustrates that the company believes in the need to delegate as well as rule instead of taking all the responsibilities. The idea has been effective in dividing the organization and its operations based on the purposes (Shishanov, Naletov, & Naletov, 2016). The idea also ensures that all the purposes are not under that management and control of one entity and utilizing small alongside medium enterprises to operate in every function division depend on policy and an apparent instance of delegative leadership. Innovative style of leadership The organization uses innovative leadership practice in performing different operations. The idea of innovative leadership within the operations of Coca-Cola Organization has been coined by Dr. Gliddon David to comprise of ideas of generation, implementation, along with evaluation. With roots of the company on path-goal theory, leader-member exchange hypothesis and the improved need for creative as well as efficient techniques ways to empower, motivate, and offer guidance (Norbom & Lopez, 2016). Hence, various leaders within different branches of
Paraphrase This Document
Need a fresh take? Get an instant paraphrase of this document with our AI Paraphraser
LEADERSHIP PRACTICES AND ASSOCIATED ISSUES WITHIN COCA-COLA ORGANIZATION5 this company presently can be classified as an innovative leader. For instance, the current CEO of this company Ahmet Kent is one of the leaders that use innovative practices to offer guidance in operations. Besides, the agenda that are five-folded of any CEO makes the approach of Ahmet Kent to be innovative in the way to improve the operations of Coke Company. The CEO, Ahmet Kent Muhtar believes in the necessity to invest in the survey as well as development. Kent also works by believing in improving the welfare of different workers and attaining advanced techniques to staff the targeted client by displaying characteristic of valuing the available resources (Engel, Dirlea, Dyer, & Graff, 2015). Collaborative nature leaders within the operations of Coke Organization improve activities of partnership with several organizations. The corporations CEO encourage innovative views in the process of marketing, finance, and almost in every sector of operation in the operation of the corporation. The idea is essential in ensuring that the operation ideas of different workers are counted in each and everyone mind in the corporation of value. All these leadership practices and skills offered by innovative leadership style make an extremely significance expression of the lead by example to be principal in operations (Antunes & Franco, 2016). The development in this practice of leadership is effective in improving the operations of the Coke Company. In most cases, the CEO expects subordinates to be innovating in their operations and creative in their operations. Cross-cultural leadership style Just like it is quite necessary for any company that is operating at a global level to have people in the company that can adapt and works with different customs, so is Coke organization. Though the heads of different states working Coca-Cola are always selected from the native workers, being the chairman or president for the whole region that covers several customs is
LEADERSHIP PRACTICES AND ASSOCIATED ISSUES WITHIN COCA-COLA ORGANIZATION6 quite tough. Nevertheless, Coke Organization uses the leadership style of cross-cultural effectively for different workers to have the ability to work in different areas around society (Lofquist & Matthiesen, 2018). For instance, the current chairman of the Pacific group, Singh Atul has been able to successfully implement this practice of leadership. Chairman of Asian Pacific group is responsible for making operational decisions for over thirty-six predominant marketplaces in the region. Besides, Singh Atul works with different workers that hail in five distinct business units. Such units comprise of Japan, Korea, India, China, together with other countries within Asia (Miska & Öner, 2015). The practice makes the company to establish a vision and expects each worker to operate towards attaining that set mission. Leadership challenges identified and leadership development activities in the organization Some of the leadership challenges comprise of the need to develop effective managerial through innovative and cross-cultural practices. It is a challenge for the management of Coke to create relevant techniques such as prioritization, management of time, strategic thinking, proper policies of making decisions, and getting up to speed with the assigned tasks to be more effective at work (Poutvaara, 2014). The other challenge posed by theories and styles used by the CEO of the company is to effectively inspire other workers. The need for motivating workers to ensure that they are satisfied with their newly established functions remains to be a headache for CEO. Additionally, cross-cultural leadership practices make it tough for the CEO of an organization to create a leading team in different regions within a short time of operations. It is challenging to create team development, team-building, as well as team management through practice if the cross-cultural style of leadership (Sloane-Seale, 2014). Specific challenge pose by this practice is the need to instill pride, how to offer support, how to lead a big number of workers, as well as
LEADERSHIP PRACTICES AND ASSOCIATED ISSUES WITHIN COCA-COLA ORGANIZATION7 what to do when taking over a different team in a new region. Furthermore, there is a challenge of offering appropriate guidance of change when the organization concentrates on the use of innovative leadership theory. Most workers tend to have difficulties in changing with ever- shifting practices of manufacturing, distributing, and sales of coke products. Guiding change within innovative leadership practice remains to be the challenge in line with mobilization, management, understanding, and leading in variation in operations. besides, guiding change in innovation leadership style comprises of the idea of understanding how to mitigate consequences, overcoming resistance to change, as well as dealing with reactions of workers towards change. The other challenge posed by these two leadership practices within Coke Organization is the ineffectiveness in the management of internal stakeholders. For instance, managing internal stakeholders is a significant challenge of managing relations, image and politics within operations of Coke Company (Emira, 2013). It includes issues such as gaining managerial support, getting buy-in from different departments and managing up from different groups of stakeholders. Strengths and weaknesses of leadership practices in the Coca-Cola Organization Innovative leadership practice makes leaders of Coke Company to rapidly and cleverly comprehend the tough situations as well as forecasts all the possible solution. The aim of such solutions is to save the organization from being in tough operating conditions before their situation in global marketplaces is affected (Hazy & Uhl-Bien, 2013). The practice is used by the management of the company to create different opportunities that focus on minimizing the effects of cases that affect global business operations such recession, government regulations, and globalization, technological advancement in operations, among other aspects. Through this
Secure Best Marks with AI Grader
Need help grading? Try our AI Grader for instant feedback on your assignments.
LEADERSHIP PRACTICES AND ASSOCIATED ISSUES WITHIN COCA-COLA ORGANIZATION8 leadership practices, company’s CEO has to be able to define the company’s long-range operation strategies to be in line with the short as well as lasting targets to be aligned with the mission and vision of the organization (Charney, 2015). It is apparent that the customs and styles of working in each nation are completely different. Such effects make the company to focus on the use of cross-cultural leadership practices to aim at achieving its set objective of refreshing the global community. Recommendations on how the leadership practices can be optimized for maximum impact on Coca-Cola Organization Effective planning Management of Coca-Cola Company needs to improve the planning of its operations. Such idea can comprise of the need to improve how the management and workers set their operational goals, develop strategies of operations, outline different operation tasks, and later make a decision on an efficient way of accomplishing such aspects. The idea can be effective in improving their innovative leadership practice as they can then be able to develop more important products to meet ever-growing desires of consumers (Kane, 2017). Through the ideal process of planning, every individual within operations of Coca-Cola Organization will be able to understand what they are needed do to at each and every level of operations. Hence, workers will be able to be innovative in every operation that they are assigned to perform. Planning is also vital in the process of making operational decisions (Foster, 2014). It will ensure that managers of different department of Coke Company are able to make decisions that are centralized. Organizing operations
LEADERSHIP PRACTICES AND ASSOCIATED ISSUES WITHIN COCA-COLA ORGANIZATION9 According to cross-cultural leadership practice, people tend to have free will and can select whether to follow orders of management or not. Hence, management needs to improve on how they organize their operations. The idea can help Coke Company to attain the economies of scale through solving different operational problems and having lesser needs for the guidance of the workers (Odoardi, Montani, Boudrias, & Battistelli, 2014). Thorough improved organization of operations, executive of the organization can be in-charge of specified roves that they have the knowledge and much-needed skills about rather than assigning different workers same duties while they are unable to perform. Setting operational goals Management has to be proactive in the process of setting operational alongside establishing timelines. Therefore, in the process of setting goals by a leader, they need to ensure that the set goals are specific by putting down the detailed explanation of what accomplishing such goal would consist of in different departments (Greenhalgh, 2016). Such goals must also be measurable by ensuring that the management set targets that every stakeholder can quantify to assess progress. The goals of leadership must e attainable as a way of ensuring that each objective of a leader is fine. However, leaders through element if making goals that are attainable they can ensure that every worker is able to achieve goals as set in their operations (Antunes & Franco, 2016). Besides, set goals by leaders must be realistic and timed to enable management of a company to create a deadline for different operations as a way of improving the completion of the company in the global business society. Delegation of duties
LEADERSHIP PRACTICES AND ASSOCIATED ISSUES WITHIN COCA-COLA ORGANIZATION10 Leaders of the Coke Company can improve their operations by being productive and empower workers to take more ownership in operations that they are assigned to perform. Effective process of delegating duties need more than just attaining an operation off management desk, but it consists of the repeating cycle of different steps. Therefore, management can improve their operations by understanding the preferences of workers and other stakeholders, understanding the desires of subordinate, and rewarding hardworking workers (Hazy & Uhl- Bien, 2013). By considering such operations, management can effectively implement the use of innovative and cross-cultural leadership practices in their operations Conclusion Leadership theory, styles, or approaches is significant to success in any business operation or set up. It is evident from this examination that effective leadership practices have improved how the management of Coca-Cola Corporation coordinates and aligns their operations in different marketplaces. Coca-Cola Organization has been able to improve its operations by adopting the delegative style of leadership. Such style of leadership helps the company to improve its operations as well as aim at attaining its broad objective of refreshing the world. It is clear that innovation and cross-cultural leadership styles have helped the management of Coke Company to remain competitive in different markets.
Paraphrase This Document
Need a fresh take? Get an instant paraphrase of this document with our AI Paraphraser
LEADERSHIP PRACTICES AND ASSOCIATED ISSUES WITHIN COCA-COLA ORGANIZATION11 References Antunes, A., & Franco, M. (2016). How people in organizations make sense of responsible leadership practices.Leadership & Organization Development Journal,37(1), 126-152. doi: 10.1108/lodj-04-2014-0084 Charney, B. (2015). The Special Challenges of Association Governance.Board Leadership, 2015(141), 1-8. doi: 10.1002/bl.30024 Emira, M. (2013). Support staff leadership: Opportunities and challenges.Leadership,9(1), 23- 41. doi: 10.1177/1742715012455128 Engel, K., Dirlea, V., Dyer, S., & Graff, J. (2015). How to build the permanently innovative company: five tested sets of management practices.Strategy & Leadership,43(1), 3-10. doi: 10.1108/sl-11-2014-0086 Foster, R. (2014). Corporations as Partners: “Connected Capitalism” and The Coca-Cola Company.Polar: Political And Legal Anthropology Review,37(2), 246-258. http://dx.doi.org/10.1111/plar.12073 Gertner, D., & Rifkin, L. (2017). Coca-Cola and the Fight against the Global Obesity Epidemic. Thunderbird International Business Review,60(2), 161-173. doi: 10.1002/tie.21888 Graham, P. (2013). Boundary Spanning Leadership: Six Practices for Solving Problems, Driving Innovations, and Transforming Organizations.Journal Of Psychological Issues In Organizational Culture,3(4), 100-104. doi: 10.1002/jpoc.21078
LEADERSHIP PRACTICES AND ASSOCIATED ISSUES WITHIN COCA-COLA ORGANIZATION12 Greenhalgh, S. (2019). Making China safe for Coke: how Coca-Cola shaped obesity science and policy in China.BMJ, k5050. doi: 10.1136/bmj.k5050 Hazy, J., & Uhl-Bien, M. (2013). Towards operationalizing complexity leadership: How generative, administrative and community-building leadership practices enact organizational outcomes.Leadership,11(1), 79-104. doi: 10.1177/1742715013511483 Kane, C. (2017). Advancing Student Leader Development Through Student Organization Advising and Institutional Support.New Directions For Student Leadership,2017(155), 59-70. doi: 10.1002/yd.20250 Lofquist, E., & Matthiesen, S. (2018). Viking leadership: How Norwegian transformational leadership style effects creativity and change through organizational citizenship behavior (OCB).International Journal Of Cross Cultural Management,18(3), 309-325. doi: 10.1177/1470595818806326 Mihaela, H. (2014). A synergistic approach of cross-cultural management and leadership style. JOURNAL OF INTERNATIONAL STUDIES,7(2), 106-115. doi: 10.14254/2071- 8330.2014/7-2/9 Miska, C., & Öner, H. (2015). Global Leadership Practices: A Cross-Cultural Management PerspectiveGlobal Leadership Practices: A Cross-Cultural Management Perspective, Gehrkeby Bettina and ClaesMarie-Thérèse. Palgrave Macmillan, 2014. 316 pages, paperback.Academy Of Management Learning & Education,14(4), 657-659. doi: 10.5465/amle.2015.0238
LEADERSHIP PRACTICES AND ASSOCIATED ISSUES WITHIN COCA-COLA ORGANIZATION13 Mokhov, V., & Ryabukhin, M. (2018). Sustainable development program «COCA-COLA HBC RUSSIA».Investment And Innovation Management Journal, (4), 68-72. doi: 10.14529/iimj170410 Mubayi, S. (2014). Alexandra Chreiteh, Always Coca-Cola [Dāʾiman Coca-Cola]. Trans. Michelle Hartman. Northampton, MA: Interlink Books, 2012. Pp. 121.Journal Of Arabic Literature,43(2-3), 540-542. doi: 10.1163/1570064x-123412540 Norbom, H., & Lopez, P. (2016). Leadership and Innovation: Informal Power and Its Relationship to Innovative Culture.Journal Of Leadership Studies,10(1), 18-31. doi: 10.1002/jls.21430 Odoardi, C., Montani, F., Boudrias, J., & Battistelli, A. (2015). Linking managerial practices and leadership style to innovative work behavior.Leadership & Organization Development Journal,36(5), 545-569. doi: 10.1108/lodj-10-2013-0131 Poutvaara, P. (2014). Facial appearance and leadership: An overview and challenges for new research.The Leadership Quarterly,25(5), 801-804. doi: 10.1016/j.leaqua.2014.08.003 Shishanov, M., Naletov, A., & Naletov, V. (2016). Optimal organization of the technological system of coke production based on the information-thermodynamic principle: 1. Implementing the results of optimal prediction of coke oven heating duct operation on the basis of recirculation theory.Coke And Chemistry,55(9), 335-339. doi: 10.3103/s1068364x120906086
Secure Best Marks with AI Grader
Need help grading? Try our AI Grader for instant feedback on your assignments.
LEADERSHIP PRACTICES AND ASSOCIATED ISSUES WITHIN COCA-COLA ORGANIZATION14 Sloane-Seale, A. (2014). Leadership and Innovative Practices in Continuing Education. Canadian Journal Of University Continuing Education,40(2). doi: 10.21225/d55312