Blog on Can cultures be managed within organizations?

Table of Contents

Blog 1: Can cultures be managed within organizations? 3

What is Culture? 3

Why Organizational Culture is important? 3

Introduction 4

Cultural challenges faced Organizations 5

Challenges faced by Coca Cola Company 5

Conclusion 7

References 7

Blog 2: Contemporary Leadership Styles: How relevant are they in today’s changing world? 8

Defining Leadership 8

Contemporary leadership Style 9

Leadership styles 9

1-Transactional Leadership Style 9

2-Transformational Leadership style 9

3-Inspirational leadership style 10

Leadership Style at Coca Cola Company 10

Communication and Leadership 11

Conclusion 11

References 11

Blog 1: Can cultures be managed within organizations?

What is Culture?

Culture is explained as something created by human (Freire, 1970). It could be considered as the human part of the environment (Wang, Brislin, Wang, Williams, & Chao, 2000). Additionally, culture is defined as the non-biological side of the life. In other words, it means creating and sharing meanings in a society system. Culture give the meaning that how we interact, communicate or behave with one another as we know that society involve the values, norms and behaving ways in it. Culture is only learned through parents, schools and media and our community Singer (1998) defined this term as something that has the pattern of learning, and the group related perceptions that also include verbal as well as nonverbal communication, attitudes, norms, belief system or disbelief system and the way of behaving with someone that is acceptable and is only for the identity of some specific culture and group (Singer, 1998) still we can say that they are not fixed. Cultures are changing every day and everything is interconnected, change could be slowing like the process of evolution is slow and culture change is also irregular. Cultures can be created or even recreated through relationships and interconnections so we can say that cultures are dynamic (Gudykunst, 1983). 

Why Organizational Culture is important?

   (Source: Graduate studies blog, 2015)

It all depends on the quality that hold the organization together and save it from tearing apart; quality is what that help the organization in dealing with so many impossible challenges; this is all about quality that makes the organization different from others.

Organization have unique ability and character just like an individual have and we can refer this unique personality as culture. Culture is powerful as well as invisible. Culture is what that bring thoughts and actions on that thoughts for its members. Culture is a system of shared beliefs, goals and values.

The culture of some organization has a major impact on the outcome of the company and its ability in order to be successful and to stand out in this competitive world in which we are living. Any company with cultural roots in it can easily tap into the full potential of the workers and it keeps them happy. Culture put organization and its members together and united and help them in managing difficult risks (Nanyank, 2015).

Introduction of The Coca-Cola Company Beverage company

Coca Cola was founded by John S. Pemberton in 1886 coca-cola.com. coca cola has ranked in top nonalcoholic soft drinker manufacturer of the world. Over 200 countries have the products of coca cola around the globe. Roughly more than 400 brands are included as the products of coca cola that also include soft drinks, energy drinks and water bottles also and also have some juice products in its portfolio. But most importantly the company is known for its soft drink that is coke. In order to increase the market share, coca cola company use a diverse range of commercial and advertising to get high in rank. All this effort made company of Coca-Cola as the most common and recognized brand all over the globe. Globally, coca cola is valued and recognized properly (Linda Bohaker, 2015).

Cultural challenges faced Organizations of The Coca-Cola Company Beverage company

Maintaining a healthy culture in organization is the most important challenge that is faced by many companies. The individual actions are all that reflect the culture of the company so it can say that it is a unifying element of the company. In order to increase the engagement, the employee in the company, maintaining cultural environment is very necessary. Manager can see the overall fitness in satisfaction about the job when there is a best fit between company values and the values of the members.

The culture of the organization should be known through the company corners. In every day routine, the general work environment, our ethics and values should be present and consistent. But it does not mean that the constant implementation of the culture can not be focused on the improvement angle. Simply avoid adapting your organizational culture to any given situation, or being selective and changing it according to who you talk to in the business.

Challenges faced by Coca Cola Company

From many years Coca Cola is facing number of challenge including the recent one that is “sugar”. According to an advertisement, sugar is “Public Enemy No.1. It’s blamed for obesity and even termed toxic. A new book claims it’s addictive. Beware, marketers: Sugar may be the next regulatory target.”

( Source: Ries, 2013)

The re-entry of coca cola in china was in 1979 after about 30 years when the equity joint issued venture law and this was a major turning point for the company of coca cola to China’s open-door poly aim that as all about enhancing sales to 155 through the meaningful strategy. It was “Think Local, act Local”, it was all about exceeding the market of USA that was actually the home market for company of coca cola so that China could become the biggest market in area of capital consumption by 2020 (manufacturer., 2014).

Coca Cola Company USA

Hofstede on USA

Hofstede’s Cultural Dimensions

(Source: Business to you, 2017)

 With the score of 40, Hofstede’s take on use reveal that they scored very low on power distance. But still USA scored high with 91 and make themselves in high individualism category (Hofstede, 2001). It is then stated that if these two scores are combines than we can see that Americans are very much motivated to live their own way of life and to act themselves, but still having equal rights and the system of “justice for all” still implemented (Hofstede, 2001).it is the result of hierarchy that they have low powered distance. The use of power or masculinity is also ranked with the score of 62 mainly because the society of America is recognized as the presentation of success. Their mentality of “live to work” is all because they want to improve their status. On uncertainty avoidance US score 51 below the average. Being a society, Americans are very much acceptable and open toward new things coming and in terms of expressing freedom they are very much tolerant (Hofstede, 2001). They do not need to show the world a lot of rules that they are not afraid of unfamiliar conditions or anything like that.

Conclusion of The Coca-Cola Company Beverage company

If talking about the culture environment of Coca-Cola it is mission driven focusing on mind refreshment, and inspiring optimism which is one and only thing that make them different from other companies. The company have stories to share with employee with the real-life stories in order to inspire consumer as well as employee in the company.

In order to support the delivery of business goals, they have both external as well as internal structures. The best way of supporting the growth regional structure which allow the local need attention along with building on strategical directions from the main central point. The company has strong foundation of relationships which is showed through innovation, teamwork and partnerships. These are the pillars on which they build their growth.

References of The Coca-Cola Company Beverage company

 Warwick.ac.uk. 2020. [online] Available at: <https://warwick.ac.uk/fac/soc/al/globalpad/openhouse/interculturalskills/global_pad_-_what_is_culture.pdf> [Accessed 21 April 2020].

 Merriam-webster.com. 2020. Definition Of CULTURE. [online] Available at: <https://www.merriam-webster.com/dictionary/culture> [Accessed 21 April 2020].

 Inc.com. 2020. The Importance Of Building Culture In Your Organization. [online] Available at: <https://www.inc.com/sujan-patel/importance-of-building-culture-in-your-organization.html> [Accessed 21 April 2020].

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 Graduate Studies | Nanyang Business School | NTU Singapore. 2020. The Importance Of Organizational Culture. [online] Available at: <https://blogs.ntu.edu.sg/nbsgradstudies/2015/10/23/the-importance-of-organizational-culture/> [Accessed 21 April 2020].

 Moseley, C., 2020. 7 Reasons Why Organizational Culture Is Important. [online] Blog.jostle.me. Available at: <https://blog.jostle.me/blog/why-is-organizational-culture-important> [Accessed 21 April 2020].

 Coca-colacompany.com. 2020. [online] Available at: <https://www.coca-colacompany.com/content/dam/journey/us/en/our-company/history/coca-cola-a-short-hisotry-125-years-booklet.pdf> [Accessed 21 April 2020].

 Encyclopedia Britannica. 2020. The Coca-Cola Company | History, Products, & Facts. [online] Available at: <https://www.britannica.com/topic/The-Coca-Cola-Company> [Accessed 21 April 2020].

 GothamCulture. 2020. What Is Organizational Culture? | Complete Definition And Characteristics. [online] Available at: <https://gothamculture.com/what-is-organizational-culture-definition/> [Accessed 21 April 2020].

 Bartleby.com. 2020. [online] Available at: <https://www.bartleby.com/essay/The-Structure-And-Culture-At-The-Coca-PK75VETZA4PF> [Accessed 21 April 2020].

Blog 2: Contemporary Leadership Styles: How relevant are they in today’s changing world?

Defining Leadership

(Source: Forbes.com)

Leadership literature reveals that  theories  have been refined and modified with passage of  time and none of the 

theory is completely irrelevant. As  mentioned earlier, relevance depends on the context in that it is applied. The 

type of leadership applied in functions entailing very high degree of precision, confidence level, sensitivity, care 

and technical expertise  may be different than in simple management-oriented portfolios, as one that does not fit 

all heads (Dess, & Picken, 2000). It means that situations, contexts, culture, working environment, new laws and 

regulations,  information  overload,  organizational  complexities  and  psycho-socio  developments  remarkably 

impact  the  leadership  concept  thereby,  making  it  commensurate  to  the  changing  organizational  dynamics 

(Amabile, Schatzel, Moneta & Kramer, 2004).

Leadership literature reveals that  theories  have been refined and modified with passage of  time and none of the 

theory is completely irrelevant. As  mentioned earlier, relevance depends on the context in that it is applied. The 

type of leadership applied in functions entailing very high degree of precision, confidence level, sensitivity, care 

and technical expertise  may be different than in simple management-oriented portfolios, as one that does not fit 

all heads (Dess, & Picken, 2000). It means that situations, contexts, culture, working environment, new laws and 

regulations,  information  overload,  organizational  complexities  and  psycho-socio  developments  remarkably 

impact  the  leadership  concept  thereby,  making  it  commensurate  to  the  changing  organizational  dynamics 

(Amabile, Schatzel, Moneta & Kramer, 2004). 

T

Leadership literature reveals that  theories  have been refined and modified with passage of  time and none of the 

theory is completely irrelevant. As  mentioned earlier, relevance depends on the context in that it is applied. The 

type of leadership applied in functions entailing very high degree of precision, confidence level, sensitivity, care 

and technical expertise  may be different than in simple management-oriented portfolios, as one that does not fit 

all heads (Dess, & Picken, 2000). It means that situations, contexts, culture, working environment, new laws and 

regulations,  information  overload,  organizational  complexities  and  psycho-socio  developments  remarkably 

impact  the  leadership  concept  thereby,  making  it  commensurate  to  the  changing  organizational  dynamics 

(Amabile, Schatzel, Moneta & Kramer, 2004). 

T

Leadership literature reveals that  theories  have been refined and modified with passage of  time and none of the 

theory is completely irrelevant. As  mentioned earlier, relevance depends on the context in that it is applied. The 

type of leadership applied in functions entailing very high degree of precision, confidence level, sensitivity, care 

and technical expertise  may be different than in simple management-oriented portfolios, as one that does not fit 

all heads (Dess, & Picken, 2000). It means that situations, contexts, culture, working environment, new laws and 

regulations,  information  overload,  organizational  complexities  and  psycho-socio  developments  remarkably 

impact  the  leadership  concept  thereby,  making  it  commensurate  to  the  changing  organizational  dynamics 

(Amabile, Schatzel, Moneta & Kramer, 2004). 

T

Leadership literature reveals that  theories  have been refined and modified with passage of  time and none of the 

theory is completely irrelevant. As  mentioned earlier, relevance depends on the context in that it is applied. The 

type of leadership applied in functions entailing very high degree of precision, confidence level, sensitivity, care 

and technical expertise  may be different than in simple management-oriented portfolios, as one that does not fit 

all heads (Dess, & Picken, 2000). It means that situations, contexts, culture, working environment, new laws and 

regulations,  information  overload,  organizational  complexities  and  psycho-socio  developments  remarkably 

impact  the  leadership  concept  thereby,  making  it  commensurate  to  the  changing  organizational  dynamics 

(Amabile, Schatzel, Moneta & Kramer, 2004). 

T

Leadership literature reveals that  theories  have been refined and modified with passage of  time and none of the 

theory is completely irrelevant. As  mentioned earlier, relevance depends on the context in that it is applied. The 

type of leadership applied in functions entailing very high degree of precision, confidence level, sensitivity, care 

and technical expertise  may be different than in simple management-oriented portfolios, as one that does not fit 

all heads (Dess, & Picken, 2000). It means that situations, contexts, culture, working environment, new laws and 

regulations,  information  overload,  organizational  complexities  and  psycho-socio  developments  remarkably 

impact  the  leadership  concept  thereby,  making  it  commensurate  to  the  changing  organizational  dynamics 

(Amabile, Schatzel, Moneta & Kramer, 2004). 

T

Leadership literature reveals that  theories  have been refined and modified with passage of  time and none of the 

theory is completely irrelevant. As  mentioned earlier, relevance depends on the context in that it is applied. The 

type of leadership applied in functions entailing very high degree of precision, confidence level, sensitivity, care 

and technical expertise  may be different than in simple management-oriented portfolios, as one that does not fit 

all heads (Dess, & Picken, 2000). It means that situations, contexts, culture, working environment, new laws and 

regulations,  information  overload,  organizational  complexities  and  psycho-socio  developments  remarkably 

impact  the  leadership  concept  thereby,  making  it  commensurate  to  the  changing  organizational  dynamics 

(Amabile, Schatzel, Moneta & Kramer, 2004). 

T

Leadership literature reveals that  theories  have been refined and modified with passage of  time and none of the 

theory is completely irrelevant. As  mentioned earlier, relevance depends on the context in that it is applied. The 

type of leadership applied in functions entailing very high degree of precision, confidence level, sensitivity, care 

and technical expertise  may be different than in simple management-oriented portfolios, as one that does not fit 

all heads (Dess, & Picken, 2000). It means that situations, contexts, culture, working environment, new laws and 

regulations,  information  overload,  organizational  complexities  and  psycho-socio  developments  remarkably 

impact  the  leadership  concept  thereby,  making  it  commensurate  to  the  changing  organizational  dynamics 

(Amabile, Schatzel, Moneta & Kramer, 2004).

Leadership literature reveals that  theories  have been refined and modified with passage of  time and none of the 

theory is completely irrelevant. As  mentioned earlier, relevance depends on the context in that it is applied. The 

type of leadership applied in functions entailing very high degree of precision, confidence level, sensitivity, care 

and technical expertise  may be different than in simple management-oriented portfolios, as one that does not fit 

all heads (Dess, & Picken, 2000). It means that situations, contexts, culture, working environment, new laws and 

regulations,  information  overload,  organizational  complexities  and  psycho-socio  developments  remarkably 

impact  the  leadership  concept  thereby,  making  it  commensurate  to  the  changing  organizational  dynamics 

(Amabile, Schatzel, Moneta & Kramer, 2004). 

T

Leadership literature reveals that  theories  have been refined and modified with passage of  time and none of the 

theory is completely irrelevant. As  mentioned earlier, relevance depends on the context in that it is applied. The 

type of leadership applied in functions entailing very high degree of precision, confidence level, sensitivity, care 

and technical expertise  may be different than in simple management-oriented portfolios, as one that does not fit 

all heads (Dess, & Picken, 2000). It means that situations, contexts, culture, working environment, new laws and 

regulations,  information  overload,  organizational  complexities  and  psycho-socio  developments  remarkably 

impact  the  leadership  concept  thereby,  making  it  commensurate  to  the  changing  organizational  dynamics 

(Amabile, Schatzel, Moneta & Kramer, 2004). 

T

Leadership literature reveals that  theories  have been refined and modified with passage of  time and none of the 

theory is completely irrelevant. As  mentioned earlier, relevance depends on the context in that it is applied. The 

type of leadership applied in functions entailing very high degree of precision, confidence level, sensitivity, care 

and technical expertise  may be different than in simple management-oriented portfolios, as one that does not fit 

all heads (Dess, & Picken, 2000). It means that situations, contexts, culture, working environment, new laws and 

regulations,  information  overload,  organizational  complexities  and  psycho-socio  developments  remarkably 

impact  the  leadership  concept  thereby,  making  it  commensurate  to  the  changing  organizational  dynamics 

(Amabile, Schatzel, Moneta & Kramer, 2004). 

T

Leadership literature reveals that  theories  have been refined and modified with passage of  time and none of the 

theory is completely irrelevant. As  mentioned earlier, relevance depends on the context in that it is applied. The 

type of leadership applied in functions entailing very high degree of precision, confidence level, sensitivity, care 

and technical expertise  may be different than in simple management-oriented portfolios, as one that does not fit 

all heads (Dess, & Picken, 2000). It means that situations, contexts, culture, working environment, new laws and 

regulations,  information  overload,  organizational  complexities  and  psycho-socio  developments  remarkably 

impact  the  leadership  concept  thereby,  making  it  commensurate  to  the  changing  organizational  dynamics 

(Amabile, Schatzel, Moneta & Kramer, 2004). 

T

Leadership literature reveals that  theories  have been refined and modified with passage of  time and none of the 

theory is completely irrelevant. As  mentioned earlier, relevance depends on the context in that it is applied. The 

type of leadership applied in functions entailing very high degree of precision, confidence level, sensitivity, care 

and technical expertise  may be different than in simple management-oriented portfolios, as one that does not fit 

all heads (Dess, & Picken, 2000). It means that situations, contexts, culture, working environment, new laws and 

regulations,  information  overload,  organizational  complexities  and  psycho-socio  developments  remarkably 

impact  the  leadership  concept  thereby,  making  it  commensurate  to  the  changing  organizational  dynamics 

(Amabile, Schatzel, Moneta & Kramer, 2004). 

T

Leadership literature reveals that  theories  have been refined and modified with passage of  time and none of the 

theory is completely irrelevant. As  mentioned earlier, relevance depends on the context in that it is applied. The 

type of leadership applied in functions entailing very high degree of precision, confidence level, sensitivity, care 

and technical expertise  may be different than in simple management-oriented portfolios, as one that does not fit 

all heads (Dess, & Picken, 2000). It means that situations, contexts, culture, working environment, new laws and 

regulations,  information  overload,  organizational  complexities  and  psycho-socio  developments  remarkably 

impact  the  leadership  concept  thereby,  making  it  commensurate  to  the  changing  organizational  dynamics 

(Amabile, Schatzel, Moneta & Kramer, 2004). 

T

The theory of leadership has shown that the methodologies have been restructured and changed with the passing of time and not any of them is out of the scope. As discussed previously, the connectivity relies on the subject in that it is implemented.  The nature of leadership implemented in processes which are involved in gathering quite high level of precision, level of confidence, care, sensitivity and expertise in technical area might be different than which we usually experience in a simple management-oriented profiles (Dess, & Picken, 2000). 

Contemporary leadership Style

The adoption of the contemporary leadership was made because of the discredit in the past century’s views on leadership. However, the implementation of the new style of leadership is not at a stable state as the countries of the Asian continent are considered to carry on with the up-down leadership technique from the 20th century as the nations of the west have started implementing Contemporary styles (Jogulu, 2010). environment (Lo et al., 2010).

Leadership styles

A transactional leader moves in the direction where the scheme of contingent rewards describe the performance expectation to the team players and followers and also endorse good performance in a positive gesture. They tend to believe in contractual agreements as the principle motivators and exercise extrinsic rewarding in the process of better of the motivation of its followers

1-Transactional Leadership Style

(Source: Toolshero.com)

A transactional leader moves in the direction where the scheme of contingent rewards describe the performance expectation to the team players and followers and also endorse good performance in a positive gesture. They tend to believe in contractual agreements as the principle motivators and exercise extrinsic rewarding in the process of better of the motivation of its followers

2-Transformational Leadership style

(Source: Enterpriserproject.com)

The link of transactional leadership with positive results on particular and also on organizational level. The leaders who are transformational encourages their team players to target higher-order needs like actualization of self, self-esteem and are capable of enforcing in increasing the motivation of its followers in the pathway of self-devotion and sacrifice and they put the achievement of the organization and team over their personal benefits (Bass, 1985), 

3-Inspirational leadership style

The leaders who are inspirational are considered as the best leaders in the organizational structure. Leader who is an inspiration and a source of motivation to the organization can be key to transformation of the organization and the team players carry a high change of moving the company towards many achievements (Abbasiyannejad & Silong, 2014).

Leadership Style at Coca Cola Company

(Source: nicepng.com)

The motive of Coca Cola and their planning is situated on 6 P’s partners, Planet, people, profit , portfolio and productivity . it is quite rare to survive in an industry of food and beverage market for nearly over a century if the managers and leaders are not connected and are motivated to achieve the organizational goals. Starting from Asa Griggs Candler to the current CEO Ahmet Muhtar Kent, the company has putted qualified intellectuals and prominent businessman in to the driving seat who have led this company to one of the most acknowledged organizations around the globe. the style of the leadership followed in the organization itself is kind of a delegative style.

Conclusion

Company leader are the one who apply the approach of different leaderships. Through the expertise level of both business senior and junior team, the leadership style can be determined. Senior management team is the one who settle examples of leadership styles that ultimately deal with motivation of team, their goals and technical level of knowledge of the employee. Transformational leadership, democratic leadership and laissez-free leaderships are the ones that the company management can implement (Lussier, & Achua, 2012).

References

 Britishcouncil.org. 2020. [online] Available at: <https://www.britishcouncil.org/sites/default/files/final_leadership_composite_report_with_references_26-06-17.pdf> [Accessed 22 April 2020].

 Regent.edu. 2020. [online] Available at: <https://www.regent.edu/acad/global/publications/ijls/new/vol1iss2/winston_patterson.doc/winston_patterson.pdf> [Accessed 22 April 2020].

 Strengthscape. 2020. Contemporary Leadership Styles | Strengthscape. [online] Available at: <https://strengthscape.com/contemporary-leadership-styles/> [Accessed 22 April 2020].