Leadership and Change Management at Coca-Cola: A Force Field Analysis

This case study examines the implementation of change management at Coca-Cola, utilizing the Force Field Analysis framework. It explores the driving and restraining forces influencing change, analyzes the impact of barriers on decision-making and leadership, and evaluates the effectiveness of various leadership approaches in navigating the change process. The study concludes by highlighting the importance of understanding organizational culture and the role of leadership in fostering a successful change initiative.

LEADERSHIP
AND CHANGE
MANAGEMENT
COCA COLA

TABLE OF CONTENT
 ORGANIZATIONAL BACKGROUND
 1. INTRODUCTION
 2. APPLICATION OF FORCE FIELD ANALYSIS
 3. EXPLANATION OF BARRIERS TO CHANGE AND THEIR
INFLUENCE ON DECISION-MAKING AND LEADERSHIP
 4. ACCOMPLISHMENT OF CHANGE AND ITS SUCCESS
EXTENT
 5. ADVANTAGES AND DISADVANTAGES OF LEADERSHIP
APPROACHES WHILE DEALING WITH CHANGE
 CONCLUSION
 REFERENCES

ORGANIZATIONAL
BACKGROUND
 Coca-Cola Company is an America based
multinational beverage organization who
deals in the market of nonalcoholic
beverages concentrates and syrups.
 The company has expanded their business
in various countries and now they are
focusing on enhancing the efficiency and
increasing the performance of employees
which would be done through the change
management.

COMPANY PICS

INTRODUCTION
 Coca-Cola Company has attain several
business objectives in the recent time.
Now, they are focusing on enhancing
the efficiency and increasing the
performance of employees.
 Appropriate leadership and change
management would be conducted in the
company for enhancing the efficiency of
employees.

APPLICATION OF FORCE FIELD
ANALYSIS
 According to the Force Field Analysis by
Kurt Lewin, there are two kind of forces
which influence the change in the
organization.
 The two forces are Driving Forces and
Restraining Forces.
 The primary objective of the company is
to enhance the efficiency and increasing
the performance of employees.

 The driving forces are huge effectiveness,
high profitability and revenue, success in the
market, professional development of
employees, and effectiveness in the company.
 The restraining forces are fear among the
employees, competition in market, and cost.

APPLICATION IN COMPANY
 The force field analysis has been applied in
Coca-Cola Company and it has been evaluated
that there are five driving forces while three
restraining forces which means that the change
would be successfully implement.
 The number of driving forces are high as
compared to restraining forces which ensure the
company in accomplishing their goals.

3. EXPLANATION OF
BARRIERS
 There are three prime barriers which
would affect the company and also
influences the decision-making and
leadership.
 The barriers are fear among the
employees, competition in market, and
cost.

CONT.
 Each barrier possess a huge influence on the
decision-making and leadership.
 The fear among the employees affect the
process of decision-making as the employee
involvement will be low.
 The competition level possess a major impact
on the leadership as well as decision-making.
 At last, the cost i.e. expenses is a prime
issues which would incur during the process

4. ACCOMPLISHMENT OF
CHANGE AND ITS SUCCESS
EXTENT
 The changes in the company could be
effectively accomplished with help of
Schein's organisational culture model.
 According to this model, there are
three levels on which the culture is
based such as basic underlying
assumptions, espoused values, and
artifacts.
 The employees would be filled with
each detail at every level for easily
understanding their roles and
responsibilities.

5. ADVANTAGES OF LEADERSHIP
APPROACHES WHILE DEALING WITH
CHANGE
 There are various leadership approaches
which would be utilized in order to deal
with the change effectively.
 The leadership approaches for change
management are Autocratic,
Democratic, Laissez, Tunnenbaum and
Schimidt.

ADVANTAGES CONT.
 Autocratic Leadership
1. Quick decision-making in company.
2. Leader is strong and other member follow the
leader in decision.
3. The completed control is by the leader.
 Democratic Leadership
1. Complex problems could be solved easily.
2. Effective for business.
3. Help in building strong team.
4. Maintain healthy environment

ADVANTAGES CONT.
 Laissez-Faire Leadership
1. Maintaining connection
2. Empowerment to the team members.
3. Helps in engaging each member of team.
 Tunnenbaum and Schimidt Continuum
of Leadership
1. Several choices available for managers
2. Focus on employee empowerment and
development.

DISADVANTAGES OF LEADERSHIP
APPROACHES WHILE DEALING WITH CHANGE
The disadvantages of the leadership approaches
are:
 Autocratic Leadership
1. There are certain chances of becoming dictator
2. No consultation is made
3. The young employees will be affected
 Democratic Leadership
1. Might be uncertain for the business
2. Incurs huge time

DISADVANTAGES CONT.
 Laissez-Faire Leadership
1. Individuals have the accountability.
2. Chances of using it in over manner
 Tunnenbaum and Schimidt Continuum
of Leadership
1. The employees are involve at only initial
stage which affect them.
2. The complex decision affect the simple
situation.

CONCLUSION
 The study have been helpful in gaining a deep
understanding regarding the change
management and leadership in the company
effectively.
 There are certain barriers which are conducted
in this process which could be handled through
appropriate strategies effectively.
 The knowledge from the study will be utilized
in different future scenarios effectively.

REFERENCES
 By, R.T., Burnes, B. and Oswick, C.,
2012. Change management:
Leadership, values and ethics. Journal of
Change Management, 12(1), pp.1-5.
 Baesu, C. and Bejinaru, R., 2014.
Leadership approaches regarding the
organizational change. The USV Annals
of Economics and Public Administration,
13(2 (18)), pp.146-152.

 Swanson, D.J. and Creed, A.S., 2014.
Sharpening the focus of force field
analysis. Journal of change
management, 14(1), pp.28-47.
 Schein, E.H., 2010. Organizational
culture and leadership (Vol. 2). John
Wiley & Sons.