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Masters of International Business | Report

   

Added on  2020-03-16

23 Pages5956 Words155 Views
RUNNING HEAD: Masters of international businessMasters of internationalbusinessPepsiCo

Masters of international business 1Executive summaryThe following report is going to analyse about how PepsiCo is using change management models in organization to implement the changes effectively. The introduction about PepsiCo is given describing the organization. Then the change management models analysed are Waterman 7s model and Kurt lewin model. After these two models key factors requiring change in the organization is discussed. The resource implication analysis defines the difficulty in implementing change in organization due to various resources issues. In analysis the employee resistance to change and way to overcome the resistance is discussed. And in last the recommendation to PepsiCo is given.

Masters of international business 2Table of ContentsExecutive summary...............................................................................................................................1Introduction...........................................................................................................................................3Waterman 7 s framework......................................................................................................................3Strategy.............................................................................................................................................3Structure............................................................................................................................................4Systems..............................................................................................................................................4Shared value......................................................................................................................................5Skills...................................................................................................................................................5Style...................................................................................................................................................5Staff...................................................................................................................................................6Kurt Lewin change management model................................................................................................6Unfreezing.........................................................................................................................................6Change...............................................................................................................................................7Refreeze.............................................................................................................................................8Key factors demanding change..............................................................................................................9Resource implication...........................................................................................................................12Human resources.............................................................................................................................13Technological resources..................................................................................................................13Financial resources..........................................................................................................................14Physical resources...........................................................................................................................14Change strategy involving stakeholders..............................................................................................15Overcoming resistance to change.......................................................................................................16Motivation.......................................................................................................................................16Communication...............................................................................................................................16Effectively engage employees:........................................................................................................17Recommendation and conclusion:......................................................................................................17References...........................................................................................................................................19

Masters of international business 3IntroductionPepsiCo, Inc. is one of the world's best customer product organizations with a significant number of the world's most essential and important trademarks. Pepsi-Cola Company is the second biggest business in the world, with more than 20 per-cent offer of the carbonated soda advertises worldwide and 30 per-cent in the United States. Three of its brands- Pepsi-Cola, Mountain Dew, and Diet Peps i& many more among the best soda drinksin the U.S. region. The Frito-Lay Company division is by a wide margin the world leader in salty canapés, holding a 40 per-cent piece of the overall industry. PepsiCo mission is to enhance the value of stakeholder’s money. It is accomplished by enhancing the sales, quality and customer satisfaction (Hayes, 2014). The PepsiCo products are safer, economically efficient and eco-friendly. They also provide fair value to investors while obeying high standards in market.The company change management is recently targeted at bringing health and social accountability in company structure. In present time it is successfully building varied brand portfolio.Waterman 7 s frameworkThis is a tool which is analysing PepsiCo structure by observings 7 key internal elements: strategy, structure, systems, shared values, style, staff and skills, in order to recognize the effectiveness and efficiency in organization.

Masters of international business 4Strategy: PepsiCo follows differentiation strategy with concentration on design, and capability of product (Mullins, 2010). The PepsiCo has divided its strategy into 6 componentsleading it to adopt change management. 1.Accomplishing development through mergers and acquisitions. 2.Starting strategic alliances in worldwide scale.3.Concentrating on developing marketplaces. 4.Centring on structural culture. 5.Developing and sponsoring the idea of Single PepsiCo6.Modernization in advertising initiatives. Structure: Structure regulates how an organisation structure will affect the outcomes for the business. In case of PepsiCo, it is following a plan of action of divisional authoritative structure which is concentrating on core capabilities identified with research, advertising and outline of the items. However PepsiCo hierarchical structure and culture continues changing to permit more self-sufficiency for basic leadership at each level to its workers (Hanafizadeh & Ravasan, 2011). PepsiCo's authoritative structure is staying to be various levelled because of its bigger size. Additionally, a huge component of it is portrayed by project based groups. This structure is adopted to fulfill client need and requests. PepsiCo possesses neighbourhoodstructure focusing on both centralisation and decentralization.Systems: System is the way by which actions and processes are programmed with a end goal to complete the task to be done in a company. PepsiCo business processes depend on diversity of contexts that integrate but not limited to worker employment, IT and worker implementation assessment and others (Singh, 2013). The process of business is concentrating explicitly on strategic processes vital for company. It enables PepsiCo to come out from rivalry and deliver finest outcomes to its consumers. PepsiCo also possess

Masters of international business 5directional and organization structure to monitor the various actions of company. Both systems ensure the position of response, incentives and payments to organization. Shared value: It is defined as the centre value of an organization, which will be influencing the way of life of that PepsiCo company lives. Some of the shared values adoptedby PepsiCo are sustainable growth of humanity, help in healthy living, rising secure place of work, and lessening the ecological impact (Zhou & Park, 2013). At that point, it is very simple to assess that the shared values certainly influence the plan adopted by PepsiCo. The major values adopted by PepsiCo towards CSR are reprocessing of used bottles, inventive delivery, ecological packaging and rainwater stewardship.Skills: It can be understood as competencies existing amongst employees and organization. In case of PepsiCo, there are many factors attributing to success of PepsiCo. These are called ‘skills’ which is possessed by company leading company to remarkable amount of success across the world. Following are the skills possessed by PepsiCo: PepsiCo ability to interpret the customer future need and demands which do not exist in present. PepsiCo’sskills are also excellent in hyping customer’s emotion. This is done with help of media and advertisement through anticipation on its upcoming products.PepsiCo’sis becoming a daily need for people (Mento, Jones & Dirndorfer, 2002).PepsiCo’s continue to bring new products as well bringing improvement in existing products.

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