Report: Structure, Culture, and People at Kellogg's Company

This report provides a comprehensive analysis of Kellogg's organizational structure, culture, and its approach to employee motivation and engagement. It begins by defining organizational structure and culture, differentiating between functional, divisional, and matrix structures, and identifying Kellogg's use of a functional structure. The report explores various organizational cultures, highlighting clan, adhocracy, market, and hierarchy cultures, and then examines the two cultures prevalent within Kellogg's. It further discusses the implications of national culture on the organization, touching upon aspects like power distance, individualism, masculinity, uncertainty avoidance, and long-term orientation. The report delves into employee motivation, exploring how Kellogg's leaders motivate employees and engage with them, including how Kellogg's fulfills employee needs based on Maslow's hierarchy of needs. Finally, the report offers recommendations for Kellogg's, suggesting the potential benefits of a matrix structure and an adhocracy culture, as well as the importance of training programs for employees.

STRUCTURE AND
CULTURE OF KELLOGG'S

Table of Contents
INTRODUCTION...........................................................................................................................3
COMPANY OVERVIEW...............................................................................................................3
Explain the structure and culture of the Kelloggs and also explains the motivation and
engagement of the people in the organization.............................................................................3
RECOMMENDATIONS.................................................................................................................7
CONCLUSION................................................................................................................................7
REFERENCES................................................................................................................................8

INTRODUCTION
Organizational Structure is the system of the organization which shows how the different activity
of the organization is is looking to achieve the organizational goal. Organizational Culture is the
underlying beliefs, assumptions, values and ways of interacting that contribute to the
psychological environment of an organization. This report lay emphasis on the organization
Kelloggs. This report highlights the Kelloggs company overview. Further this report highlights
the different type of the organizational structure which used by the different organizations and
out of that which one is used by the Kelloggs in the organization and what are the benefit which
is bring by the structure. Further this report highlights the different type of the organizational
culture which are used by the different organization and the one which are used by the Kelloggs
and also the implication of the national culture on the Kelloggs organization. Further this report
explains the People motivation and the engagement in the Kelloggs and the implication of the
Maslow's theory in the Kelloggs and the issue which are faced by the Kelloggs regarding the
people. In the end the report recommended some changes which can be taken care by the
Kelloggs in the long run of the business.
COMPANY OVERVIEW
Kelloggs is a is an American multinational food manufacturing company, headquartered located
at the Battle Creek, US. Kelloggs was founded by Dr. John Harvey and will Keith Kellogg the
two brother in the tear 1898. Kelloggs has a variety of the brand in the form of Corn Flakes,
Keebler, Pringles and cheez-it to sell the organizational product. Kelloggs has variety of the
product such as cereal and convenience foods, including cookies, crackers, and toaster pastries.
Kelloggs employee more than 34000 employee all over the globe for the purpose of carry out
their business activity. Kellogg revenue for the year ended 2018 was $ 13.547 Billion which is at
a positive sight as after several year downfall this year it has seen the increase .
Explain the structure and culture of the Kelloggs and also explains the motivation and
engagement of the people in the organization.
Organizational Structure
Organization Structure is the system of the organization which shows how the different
activity of the organization is directed toward the goal achievement for the organization.
Generally this activity includes the rules, roles and responsibility. Their are many different type

of organizational structure in real but generally the organization used to use the three structure
i.e. First one is the Functional structure, It is the structure in which grouped are made in the
organization according to the purpose of the work such as Marketing department, sales
department are the different group in the organization (Steenkamp, 2017). The issue which
generally occurs in this structure is that it is always find that the communication and the
coordination between the two group is always difficult. Divisional Structure is the type of the
structure in which different working division are divided and all the department used to work
with each other to develop the ultimate product, this is generally done in the manufacturing firm,
Generally division used to provide the part of product and at one division all the part are
assemble. Third type of the organizational structure is the Matrix structure in which both the
functional and division structure are presented in the one organization. This is generally used by
the Multinational companies in the world.
Kelloggs generally used the Functional Structure in the organization, the big reason for
the same is that the Kelloggs develop the food product and the product does not require the
different part to be interlinked to produce the end product for the organization. Kelloggs uses
this structure by dividing the different group of the logistic, marketing, packaging and sales in
the organization (Petrou, Demerouti and Schaufeli, 2018). Kelloggs apply the structure in the
organization on the basis of the free flowing communication and coordination in between the
different group by organizing the weekly and monthly meeting among the different department
head to decide what will be the further action of the company and also to aware the departmental
head about what is expected by the organization head from the respected department. Also the
manager and the leader in the Kelloggs department used to coordinate with all the department in
the organization and used to make a coordination between the work of all the department with
the purpose of achieving the organizational goal.
Culture
Organizational Culture is the underlying beliefs, assumptions, values and ways of
interacting that contribute to the unique social and psychological environment of an organization.
Their are generally the four type of the culture which are generally found in the organization i.e.
first one is the clan culture it is the culture in which most of the people in the organization are
having the common thoughts and the environment of the organization is very friendly. The
leader in the organization used to work as a leader and and all the people in the organization used

to have a great participation in the working of the organization (Osland, Devine and Turner,
2015). Adhocracy Culture is the second type of the culture in which employee used to take the
risk in their working by the way of the innovation, Leader in the organization used to work as a
innovator and the motivator in the organization. Third culture is the market culture in which all
the working of the organization is focused on completion of the work and getting thing done.
Employee just focused on achieving the goal for the organization. Generally there is no mutual
relationship in between the leader and the employee as leader are hard driver and always show
the higher expectation from the employee. Fourth culture is the Hierarchy culture in which
formalized and the well structured work environment is follow in which formal rules and policy
keep the organization together.
Kelloggs organization generally shows the two type of the culture in their organization
i.e. the first one is the clan culture as the Kelloggs always provide the good and friendly working
environment to the employee to work in by providing the good onboard training and support to
the employee of the organization, this generally helps the Kelloggs in improving the efficiency
of the work in the organization and at the same time also helps in reducing the employee
turnover rate in the organization as the employee feels the valued in the organization. At the
same time organization faces the problem of the wrong decision making as all the employee used
to participate in the same then the opinion of all the employee are considered which sometime
result in the byes decision for the leader in the organization. The other culture which is seen in
the organization is the Hierarchy culture as the Kelloggs used to work in the proper formalized
structure as all the rules and the regulation are set up in such a way that the employee are happy
in the organization and the performance of the individual is interrelated with the performance of
the organization as a whole, This culture creates the issue of the creativity and the innovation for
the Kelloggs as all the function are preplanned (Driskill, 2018).
When we see at the national culture of the organization then we have to see at the six
different aspect that are power distance index (PDI) Kelloggs used to provide all the member in
the organization with the power and also try to send the message of equality. Individualism
versus Collectivism, in this the firm used to look more at the collectivism as they used to provide
the group task in the organization. Masculinity versus Femininity the company shows the
femininity in the organization. Uncertainty avoidance index, In the Kelloggs all the employee are
clearly communicate the expectation of the organization and the roles so there is a less amount of

the Uncertainty. Long term orientation versus Short term orientation, The organization used to
always look at the long term orientation as they always believe that the Long term orientation
can only help in achieving the goal of the business. Indulgence versus Restraint, Kelloggs culture
is always toward the Indulgence (Brescia, Colombo and Landoni, 2016).
People
As people are the key stake holder for all the organization as they are the one who used to
look at the functioning of the organization as a whole. Leaders at the Kelloggs used to motivate
the employee by helping them in the difficulty which are faced by the employee and also
organization as a whole looks at providing the best environment to work in for the for the people
and also tries to full fill the employee job satisfaction by fulfilling the need of the employee in
the organization. Kelloggs rules and regulation also shows the good engagement of the employee
in the working of the organization as it shows that the opinion of all the employee should be
taken care of before making the decision.
Kelloggs used to fulfil the need of the employee as the need of the employee is decried
in the five different stages by the Maslow's in which first stage is the Physiological need which
looks at the basic need and this need is full fill by the organization as they are well known for
providing the good wages to the employee. Safety need is the next need of the employee and the
Kelloggs used to provide the good safety of the job for the employee who are their to work hard
for the organization irrespective of the result. Love and belongingness is the third need of the
people and the Kelloggs creates the good working environment which full fills the third need of
the employee. The fourth and fifth need of the Theory is the Esteem and the self actualization
need this are the need which is out of the control of the organization this need requires the whole
involvement of the individual efforts and the desire of the employee in the organization
(Alvesson and Sveningsson, 2015).
Kelloggs is well known for maintaining the good work force in the organization but
sometime find it difficult to understand the need and the requirement of all the employee as in
the big organization it is very difficult for the organization leader to touch each and every
employee. Also the organization always faced the issue of the employee efficiency in the
organization as the technology used to change at a rapid basis and it get difficult for all the
employee to adopt all the changes that easily (Driskill, 2018).

RECOMMENDATIONS
After going through above report it has been recommend to the Kelloggs that the
structure which are used by them is helping them but they have to look at the other structure also
like matrix one which will help them in diversifying the business which will eventually help
them in growth. It also has been recommended to the Kelloggs that the Adhocracy Culture can
prove to be best for the Kelloggs as it will help them to bring something new into the market as
this culture will bring the good environment of innovation in the organization and as the need of
the customer used to change at regular basis it will be beneficial for the Kelloggs It has been also
recommended that the the organization has to organize the good secession of training for the
people of the organization at the time of the change in the technology in the organize which will
help them in retaining the customer for the longer period of the time.
CONCLUSION
After going through above report it has been summarised that the organizational is using
the functional structure in the organization to carry out the function of the business with the
motive of achieving the organization long term goal. It has also been summarised that Kellogg
uses the clan culture and Hierarchy culture in the organization and which is bringing the good
benefit for the organization but also brining the disbenefit also. It has also been summarised that
the people in the Kellogg are taken care very nicely but the company lack behind at some point
of the operation.

REFERENCES
Books and Journal
Alvesson, M. and Sveningsson, S., 2015. Changing organizational culture: Cultural change
work in progress. Routledge.
Brescia, F., Colombo, G. and Landoni, P., 2016. Organizational structures of Knowledge
Transfer Offices: an analysis of the world’s top-ranked universities. The Journal of
Technology Transfer. 41(1). pp.132-151.
Driskill, G.W., 2018. Organizational culture in action: A cultural analysis workbook. Routledge.
Osland, J., Devine, K. and Turner, M., 2015. Organizational behavior. Wiley Encyclopedia of
Management, pp.1-5.
Petrou, P., Demerouti, E. and Schaufeli, W.B., 2018. Crafting the change: The role of employee
job crafting behaviors for successful organizational change. Journal of Management. 44(5),
pp.1766-1792.
Steenkamp, J.B., 2017. Organizational Structures for Global Brands. In Global Brand
Strategy (pp. 151-179). Palgrave Macmillan, London.