Organisational Behaviour and Motivation Analysis: Coca-Cola

This report provides an in-depth analysis of organisational behaviour within Coca-Cola, focusing on the influence of culture, politics, and power on employee behaviour. It examines motivational strategies, utilizing content theories like Maslow's hierarchy of needs and Herzberg's two-factor theory, as well as process theories such as Vroom's expectancy theory and Adam's equity theory. The report also applies organisational behaviour concepts to Coca-Cola's business situation, highlighting the company's organisational philosophy and making recommendations for maintaining a positive work environment and enhancing employee motivation. The analysis includes specific examples related to Coca-Cola's operations in Sri Lanka, emphasizing the importance of balancing power dynamics and fostering positive employee relations to drive profitability and success.

Organisational
Behaviour

Table of Contents
INTRODUCTION...........................................................................................................................3
MAIN BODY..................................................................................................................................3
TASK 1............................................................................................................................................3
Analyse the influence of culture, politics and power on the behaviour of others in an
organisational context.............................................................................................................3
Recommendations..................................................................................................................6
TASK 2............................................................................................................................................6
Evaluate how to motivate individuals and team to achieve a goal.........................................6
Content theories......................................................................................................................7
Process theories......................................................................................................................8
Recommendations................................................................................................................10
TASK 4..........................................................................................................................................10
Apply concepts and philosophies of organizational behaviour to a given business situation.10
Organisational philosophy in context to Coca Cola.............................................................11
CONCLUSION.............................................................................................................................12
REFERENCES:.............................................................................................................................14
Books and Journals...............................................................................................................14

INTRODUCTION
Organisational behaviour refers to the study and evaluation of human behaviour as it
analyse the interface between organisation and human behaviour. This helps in understanding
how individual behaves and perform in an organisation. Organisational behaviour includes
motivation of employs which is helps in enhancing their performance and build a strong
relationship between employees and their respective organisation (Sule and albert, 2018). It also
helps in encouraging leadership and promoting innovation in an organisation so that all the
employees collectively can achieve their prescribed goals. Coco Cola in Sri Lanka is located in
Biyagama. They have partnered with Coca-Cola in 2004 and offers beverages with over 12
million unit cases per annum. They have large number of distributors and supply chain who
provide beverages in all over the world. This report includes about organisational behaviour
along with the explanation of employs behaviour in Coco Cola. It will be explained and analysed
with the help of various models along with the recommendations of how Organisations become
successful. It includes definition about motivation with the help of various content and process
theories. This report also includes about organisational philosophy with the help of various
concepts of organisational behaviour.
MAIN BODY
TASK 1
Analyse the influence of culture, politics and power on the behaviour of others in an
organisational context.
Organisational behaviour refers to the study of how individuals interact with each other
within a group of diversified people. It is important to analyse the human behaviour at workplace
as it affect the productivity and profitability of all over organisation. Coca Cola hires diversify
employees who are different from each other and their expected behaviours are also differs
which affect their productivity on individual basis (García-Tadeo and et.al., 2022). employees of
Coca Cola are different from each other on the basis of their experience, skills, knowledge and
talent which results in contribution of collective efforts in order to achieve goals and targets.
Positive environment at work place affects the productivity in good manner.
Culture

Organisational culture can be referred as assumptions, values, believes, group and norms in an
organisation. Coca Cola involves various behaviours and norms in their organisation which are
mandatory for all the employees to follow them in order to achieve goals and targets (Balwant,
2018). In order to understand organisational culture, Hofstede’s dimension of culture theory can
be applied in context to Coca-Cola which is formulated by Geert Hofstede. This model helps
organisations in understanding the different cultures in various countries which are followed by
organisations. It consists of six categories which are discussed as follows:
Power distance index: This state the context to which power and in equality are
tolerated in an organisation (Varlami, 2021). High power distance index of Coca-Cola indicates
that they can accept power and iniquity differences and they also encourage bureaucracy in their
organisation. Whereas lower power distance index suggests that organisational structure which
can be flat or decentralised should be encouraged.
Individualism vs collectivism: Individualism suggest that employees of Coca Cola
should place importance on achievement of their personal goals which builds their self image
(Miao and et.al., 2020). On the other hand, collectivism suggests that employees should attain
organisational or collective goals rather than their personal goals.
Uncertainty avoidance index: Low tolerance for ambiguity uncertainty and risk taking
are classified under his certainty avoidance which some of the employees of Coca-Cola follows
so that they reduce regulation and strict rules. Low certainty avoidance index that poses higher
tolerance for risk-taking and uncertainty which accept regulations and rules.
Masculinity vs femininity: Various characteristics which indicates masculinity includes
assertive, distinct gender roles and wealth building which influence the employees of Coca Cola.
Characteristics which come under femininity are modest, fluid gender role and nurturing which
some employees possess.
Long-term orientation versus short-term orientation: They both are different in terms
of long-term success and short-term success which different employees prefer according to their
perseverance respect and growth in an organisation.
Indulgence versus restraint: Under the indulgence, society freely allows employees of
Coca-Cola enjoy their life whereas restraints suggests that society impose rules and regulations
on the employees.
Politics

Politics refers to the processes which an individual uses it during the interaction with
other implies which in walls authority and power (Hassi, 2018). Various employees of Coca
Cola inherit this trait which influence interest of individuals. Michael Jarrett developed four
types of politics which are as follows:
The weeds: This type of politics in involve informal networks which grows naturally in
an organisation without any maintenance. Some of the employees of Coca-Cola informally
discuss various matters and topics which helps them in better coordination.
The rocks: Under this politics, organisation follows particular role, title and expertise for
the communication (Punnett and Senaji, 2022). Some of the departments of Coca Cola involves
rocks politics as it is introduced is special task with the help of senior management teams.
The high ground: Organisations who take reviews and feedbacks from their customers,
employees and clients follows a high ground politics. Coca Cola follows their organisational
structures, rules, procedures and Policy guidelines in order to achieve their goals.
The woods: It refers to the unspoken routines and assumptions which provide safety and
cover to the employees of Coca Cola. They usually neglect important topics and focus on
presenting issues002E
Power
Power refers to the ability of maintaining interpersonal relationship with the individuals
so that they can accomplish actions what have been desired. Managers of Coca Cola influence
others so that they can collectively achieve goals in desired manner. There are various types of
power which can be discussed as follows:
Reward power: Under this power managers of Coca Cola provide various rewards to
their employees so that they can stay motivated (Abdulmuhsin, Zaker and Asad, 2021). These
can include various monetary or non monetary benefits such as new projects, perks, training
opportunities and incentives.
Coercive power: This type of powers suggests that managers of Coca Cola use threat
power in order to accomplish task and activities in appropriate manner. They implement various
actions for threatening like firing, transfer and demotion so that employees can work effectively.
Expert power: Some of the managers of Coca-Cola possess a personal power and is
skills who can influence employees with the help of their knowledge.

It is analysed that each and every organisation consist of politics, power and culture
which are different from each other. If they are used positively used by managers, then they can
contribute in making positive work environment for their employees. Managers of Coca Cola in
Sri Lanka evaluate their business environment use their power according to their work culture.
Recommendations
 Coca cola should maintain proper balance between their power and politics so that they
can motivate their employees in effective manner. This results in higher profitability as
motivated employees can achieve more success.
 Organisations should use political power in positive manner so that they can maintain
positive work environment. Managers of Coca Cola maintain good relations with their
employees so that they can create peace and harmony in an organisation.
TASK 2
Evaluate how to motivate individuals and team to achieve a goal.
Motivation refers to the process of guiding and initiating the behaviour of an individual so
that they can achieve goals and targets in best possible manner (Anwar and et.al., 2020). Every
organisation set their objectives of which all the employees have to work for it which becomes
motivational factor for them. Coca Cola believes that motivation is a key factor which help
employees in getting work done on time. There are two types of motivations Intrinsic motivation
and extrinsic motivation which are mentioned below:
Intrinsic motivation: Intrinsic motivation refers to the values or motivation which comes
from the within an individual because they enjoy that particular activity (Wang and et.al., 2021).
Many employees of Coca Cola work on daily basis by engaging themselves in their organisation
in effective manner without any external efforts by managers.
Extrinsic motivation: Employees who work for earning rewards and benefits are comes
under extrinsic motivation as they perform operations only for avoiding (O'Grady, 2018).
Managers of Coca-Cola getting work done with the help of providing various rewards and perks
to their employees as they do not feel motivated by themselves.

Content theories
These theories help in defining that what factors motivate employees working in an
organisation (Abdulmuhsin, Zaker and Asad, 2021). Coca Cola opts for Maslow’s need
hierarchy in order to analyse the need of their employees so that they can fulfil them.
Maslow’s need hierarchy
Psychological needs: This includes basic needs of an individual like food, shelter, air,
water and clothes. Coca Cola fulfils basic needs of their employees by providing them salaries
and wages so that they can live their life without any difficulties.
Safety needs: After the fulfilment of basic needs individual urge for safety and security
needs. Coco Cola provides formal documentation of job letters so that their employees feel
security at work place.
Belongingness needs: It is the third level of needs which involves interpersonal
relationship, emotional needs, connectedness and affiliation among each other at the workplace
(Dahiya, 2020). Coca Cola promotes teamwork so that they can create harmony and peace in
their organisation which fulfil this need in effective manner.
Esteem needs: Under this need, individual urge for their respect, accomplishment and
self worth. Coca Cola promotes employees according to their performance and provide them is
status role and prestige which helps them in fulfilment of their esteem needs.
Self actualisation needs: This is the highest need from hierarchy which involves self
fulfilment, individual’s, potential and their growth. Coca Cola tries to fulfil need by providing
benefits according to the desires of employees but it is difficult to fulfil this need completely
because it is different for each and every person.
Herzberg two factor motivation theory
Herzberg motivation hygiene theory refers to the factors of workplace which are reason for
the job satisfaction and dissatisfaction (Nguyen and Malik, 2020). In order to achieve
organisational goals, Coca-Cola focus on both of these factors so that they can improve the
productivity of their employees. The two factors are discussed as follows:
Motivators: These factors provide positive satisfaction to the employees of Coca Cola
which can be said that they feel intrinsic motivation. This includes achievement, recognition and
personal growth.

Hygiene factors: These factors do not provide positive satisfaction usually to the
employees of Coca Cola. They have to provide extrinsic motivations like good pay, vacations,
job security and status.
Process theories
This theory refers to the idea that evaluate and explain how an individual changes and
inherit new processes (Anwar and et.al., 2020). The major components which are included in
process theories are service utilization plan, organisational plan and specification of result. Coca
Cola uses Vroom and Adam’s equity theory so that they can motivate their employees.
Vroom
This theory suggest that employees perform according to their factors like skills,
personality, abilities and experience. Managers of Coca Cola focus on the performances,
motivations and efforts are inter linked with each other. There are various variables of this
theory which are as follows:
Expectancy: This suggest that if employees of Coca Cola possess increased effort which
helps them in improving their performance and productivity at work place. There are various
things which affect the expectancy of an individual such as availability of resources such as a
time, cost and raw materials. Managers of Coca Cola support their employees and share relevant
information so that they can contribute their positive effort which increase productivity of
overall organisation.
Instrumentality: This factor expects that employees work according to their
expectations so that they receive valued outcomes which helps them in achieving goals and
targets (Morales-Sánchez and Pasamar, 2019). Their performances are based on the prior
activities which leads to the outcome of the secondary activities because they both are inter
related with each other. Employees of Coca Cola maintains healthy relationship between their
outcomes and performances so that they can understand all the procedures which have to be
carried out. They maintain trust and transparency between managers and employees so that they
can take strategic decisions and plan activities according to the guidelines.
Valence: It refers to different orientations which employees hold with respect in context
to their outcomes such as rewards. Some of the employees of Coca Cola work with intrinsic
motivation who do not want any external rewards and benefits from the organisation. On the

other hand, some of the employees work with the help of external rewards such as high pay and
benefits which have to be focused by organisation in order to improve their productivity.
Adams Equity theory
This theory suggests the balance between input and output of the employees which they
put in their operations and performances (Nguyen and Malik, 2020). Managers of Coca Cola
believes that input refers to the skills, talent, hard work and enthusiasm of their employees.
These inputs affect outputs like recognition, salary, status and their responsibilities. They should
maintain balance between all the inputs and outputs so that they can motivate and satisfy the
needs of their employees.
Inputs
This comprises of quality and quantity of the employees who are working in Coca Cola.
In order to achieve goals, they invest their energy, time and efforts for operations.
Skills: It helps in performing operations in professional manner which satisfy their needs
in complete manner. Coca Cola provides training and development session to their employees so
that they can gain skills.
Knowledge: This help employees in working in desired manner by improving their
productivity so that overall organisation can achieve their targets. Managers of Coca Cola focus
on arranging sessions and schooling level in their organisation which enhance their knowledge.
Output
Organisations provide output on the basis of the performance of their employees which are
divided into two parts, immaterial rewards and financial rewards which are as follows:
Financial rewards: Coca Cola provides financial rewards to the employees according to
their preferences and value for the rewards (Mansouri, Singh and Khan, 2018). It may include
salaries, bonuses and profit sharing which can improve their productivity of performing in
teams.
Immaterial rewards: They are categorised as non-monitory rewards which may include
recognition, challenges, responsibilities and authorities which motivate employees of Coca Cola
in performing in high standards.
It is evaluated that motivational theory helps Coca Cola in Sri Lanka in motivating their
employees so that they can perform in required manner. It provides various ideas to motivate
their employees through satisfying their needs and demands according to their preferences. They

provide motivational factors which employees most value according to their desire so that they
can improve their performance in effective manner. Coca Cola provides various monetary and
non-monitory motivational factors to their employees so that they can lead them in affective
manner which results in growth and success of overall organisation.
Recommendations
 Coca Cola should provide healthy and safe working environment to their employees
which motivates them to enhance their capacity to work in improved manner.
 They should provide employees some flexibility in working conditions which develops
their mentality in order to achieve targets in prescribed way.
TASK 4
Apply concepts and philosophies of organizational behaviour to a given business situation.
Organisational philosophy refers to the arrangement of an organisation that shows how
they operate, what are the factors and contribution they involve and how they organise their
activities in order to achieve goals (Huang, 2021). It guides and provide road maps to Coco Cola
so that they can effectively execute their plans which employees carry out in the required
manner. organisation can effectively work with the help of various functions which Coca Cola
inherited in their business which is mentioned below:
Chain of command: It is an organisational structure which suggest that each and every
individual should report their respective manager or supervisor which maintains a better
coordination at the workplace. Coco Cola adopt this Is structure so that they can evenly
distribute responsibilities authorities and powers which helps employees in sharing proper
information and knowledge among each other.
Delegation of tasks: It refers to division of responsibilities and authorities among
different subordinates according to their respective skills and knowledge. This organisational
function helps managers of Coca Cola in distributing activities and task to their subordinates so
that they can work in effective and efficient manner.
Work specialisation: This organisational process suggest that individuals should focus on
their expertise activity so that they can perform operations with maintaining high quality and
standards (Shahid and Muchiri, 2018). Coca Cola also follows this process which provide

flexibility to their employees and increase their ability in order to perform in desired manner so
that they can achieve goals.
Organisational philosophy in context to Coca Cola
Organisational philosophies provide statements that involve believes, guidelines and
values so that organisations can commence their operation in desired manner. Coca-Cola set
their organisational objective in their initial stages so that they do not face any challenges. They
provide trainings to their employees so that they can inherit required is skills and talents which
helps them in performing various critical task. They set their mission, vision, objectives, targets
and goals so that they can attain best outcomes that they want.
Mission of Coca Cola
It comprises of all the internal primary or objectives and purposes of another organisation
which helps them in achieving success. Mission of Coca-Cola is to refresh the world and to
spread happiness and inspire moments with the help of their brand which make difference and
create values in life of people.
Vision of Coca Cola
Vision is statement shows the future position and ideal image of an organisation. It involves
is strategic planning so that organisation can effectively established their vision is statement for
particular period of years. Coca Cola wants to make their business more sustainable in longer
period of time by creating difference in community, life of people and around the globe. Their
vision is to craft their business and choice of beverages that customers love in order to refresh
there is spirit and body.
It is evaluated that concept and philosophy can help organisation in influencing the
behaviour of employees in best possible manner. Coca Cola in Sri Lanka involves various
methods of concepts and philosophies which lead the mindset of individuals which increase their
understanding in order to the performance of activities.

CONCLUSION
From the above report it can be concluded that organisational behaviour assists employees
in evaluating their behaviour and performance at the workplace. It provides various methods
which can lead individuals motivate them, to build effective relationship among each other and
increase their performance which is beneficial for all over organisation. It creates a bridge
between organisational settings and human behaviour which is essential for the achievement of
goals. This report includes about politics, culture and power in organisational behaviour along
with the recommendations how can organisations improve them. It includes about motivation
and it’s types along with the help of theories so that organisations can effectively motivate their
employees in order to achieve targets. Organisational philosophies are also discussed in this
report along with the application of concepts and philosophies so that organisations commence
their operations properly.