Cott Corporation: Organizational Culture Analysis

This assignment delves into the organizational culture of Cott Corporation, highlighting both its positive aspects like gender equality and its challenges including lack of diversification and employee engagement. The author uses personal experience working at Cott to illustrate how low motivation can negatively affect outcomes. Recommendations are made to improve decision-making processes and create a more inclusive work environment.

Running head: ORGANIZATIONAL CULTURE
Name of the Student:
Name of the University:
Author note:

1ORGANIZATIONAL CULTURE
1. The organizational culture of Cott Corporation reflects the equality in the standard of men and
women and both the gender is being respected. However, the organizational culture faces
problems in terms of diversification and employee engagement. The people from different
countries are not encouraged to participate in the decision making process. Therefore, with time
the due to the lack of unification, the employees as well do not exercise the authorities given to
them, which appear inadequate (Alvesson, 2012).
While working as a worker at Cott Corporation, I had experienced a situation where my
engagement was not high as it should have been. There was the requirement for undertaking a
promotional campaign to launch a new brand of cola in the market. Considering the target
audience of the soft drink, the appropriate decision should have been to undertake BTL
promotional activities. But, as because my appraisal that happened the previous month did not
fulfill my expectations, I did not give this suggestion to the senior management and as a result,
despite of the promotional activities, the outcome was not very fruitful. Since, the two-way
communication between me and the senior management did not yield the expected result, the
chances of successfully launching the cola became very low. This all happened due to my low
motivation towards contributing to the success of the launch. If I would have been more engaged
with the product launch, the outcome could have been better.
The Cott Corporation supplies the soft drinks, which are carbonated to Canada, USA,
Europe and United Kingdom. The corporation also bears portfolios of its brand of Red Rooster,
Blue Charge, MacB and so forth.

2ORGANIZATIONAL CULTURE
Mission of Cott Corporation is to insist the people from diverse backgrounds to
participate in the decision making.
The vision of the organization is to encourage each other by providing the best cultural
place to work for the employees.
2. As the work market is getting heated up, the employees have now become the customers. The
organization needs to consider them not only as workers but also as volunteers. This innovative
world transforms the ways of their engagement with people. They work on the demand of the
team who are cross functional in order to bring new people at a fast rate. The engagement of the
cross cultural teams are important in terms of decision making policy as they need to focus on
the purpose, mission and integration of work life (Alvesson & Sveningsson, 2015).
The organizational culture is important to the employees due to the following reasons,
 The organizational culture will be deciding the manner in which the employees will be
making interaction at the place of work
 The organizational culture at the place of work, also supports in promoting healthy
competition at the place of work
 The organizational culture does the representation of the certain predefined policies that
will be guiding the staffs and provide them with a sense of direction at the place of work
 The organizational culture does the promotion of healthy association within the staffs
 The organizational culture does the extraction of the optimum output of each employee at
the place of work (Robson, 2012).
3. Two different recommendations are firstly, the company must not make difference while
engaging employees for decision making in terms of the work in the organizational business.

3ORGANIZATIONAL CULTURE
This is because it is regarded as the most important issue in the firm in terms of the
organizational culture (Alvesson & Sveningsson, 2015). Secondly, the managers must look into
the matter deeply if anyone is being exploited in terms of their racial background. This would
determine the cultural workforce of the organization (Reese, 2015).
These recommendations are needed because with the rise of workforces and with the
advent of globalization, the employees need to collaborate with one another in terms of making a
cordial organizational atmosphere, where the decision making in the company would be faster
enough making the company to become more competitive in the field of their work. The
managers in this term need to recognize the capabilities of the employees and together with
cooperation and understanding would determine the organizational culture (Robson et al., 2012).
4. With the reference of Occupational Health and Safety Act, the act is referred to the
protection of the workplaces and the safety of the workers. It is therefore, the responsibility of
the managers by abiding themselves with the laws must look after the problems of the employees
and give them everyone fair chances to participate in the decision- making policy of the
organization (Reese, 2015).
It is the responsibility of the manager to measure the performances of the employee
through different surveys. A questionnaire must be given to the employees on the monthly basis
about their perspective in the working culture of the organization (Reese, 2015).

4ORGANIZATIONAL CULTURE
References
Alvesson, M. (2012). Understanding organizational culture. Sage.
Alvesson, M., & Sveningsson, S. (2015). Changing organizational culture: Cultural change work
in progress. Routledge.
Reese, C. D. (2015). Occupational health and safety management: a practical approach. CRC
press.
Robson, L. S., Stephenson, C. M., Schulte, P. A., Amick III, B. C., Irvin, E. L., Eggerth, D. E., ...
& Peters, R. H. (2012). A systematic review of the effectiveness of occupational health
and safety training. Scandinavian journal of work, environment & health, 193-208.