How coca cola applied maslow's hierarchy of needs

Running head: CHANGE FOR MOTIVATION 1

CHANGE FOR MOTIVATION 9

Change for Motivation

Nicholas Calhoun

Organization Behavior & Communication

South University

April 17, 2019

Change for Motivation

Coca Cola is known to be one of the leading manufacturers and the distributors of the soft drinks in the world. It is also known to be the leading producer of the soft drinks in the U.S. The company which was founded in 1886 in Atlanta is known to have develop a distinctive tasting soft drink which has become a household drink since 1886 and distributed in over 200 countries. The company produces about 3,000 beverages products that has approximately 500 brands all over the world (Serodio et al., 2018). The brands that it produces include; Fanta, Sprite, Coca-Cola drinks and the Schweppes brand in the United Kingdom. Coca-cola has managed to spread its products and find a market all over the world because of their unique strategies and great organizational behaviors.

Over the years the company has been able to remain at the top of their competitors due to several factors. The major competitors include PepsiCo, Red Bull and Nestle (Cole & Goessel, 2016). Pepsi has remained the major competitor for Coca Coal and both have had power struggle. The company continues to increase its revenue yearly a trend that is projected to continue in the coming years. The people and its employees have over the years been the drives of the success for the company. It is for this reason that there is need for people to be motivated in order to enable them to have the energy and the passion to work hard and ensure that the company realizes its goals. The current statistics show the company to be the highest in the selling of the soft drinks and has a strong brand recognition around the world. The company is also a leader in terms of the brand portfolio. The company’s strong brand enables it to penetrate the markets around the world.

Motivation has been identified as one of the major contributions to the success and failure of the organization. The employees that are motivated tend to perform better than the ones that lack motivation. Motivation does not only touch on the job or task that one is presented with at the time, but refers to the quality of work that one delivers at that time (Renz & Vogel, 2016). One of the factors that influences motivation is the nature relationship that exists between the employees and other employees, the employees and the employer. Employees that respect each other tend to remain motivated while at work at all times. The leadership affects how the job motivation occurs. As a leader one should be able to understand how to deal with motivation at workplace considering they influence the manner in which various employees interact. Managing conflicts is also an important thing that it contributes to job motivation. At work there are people that come from various background and have different personalities. As a leader one should be able to foster the difference into capitalize on them in order to benefit the company.

Additionally, there is internal and external evidence that come as a result of lack of motivation in an organization. The internal consequence is the production of services and products that have low quality. If an organization lacks the motivation to the employees, then they will work without passion; thus the end product will have low quality (Renz & Vogel, 2016). The external consequences of lack of motivation are that the customers will get affected whereby they will receive low quality and bad services for the organization. The moment employees lack motivation there will be laziness that will affect the quantity and quality of the products that are produced. It is the mandate of the company to make sure that their customers are satisfied with the product and services. For this reason, the organization needs to see the importance of motivating their employees for high profits and retaining of the customers.

Coca Cola is regarded as one of the companies that requires to make changes in other areas for the company to continue its dominance in soft-drink markets. It is for certain that the company has enjoyed massive success since it was created. It is also important to point out the fact that the company’s competitors are improving their strategies each day making them better with time. Coca Cola requires to make changes. Coca Cola has many ways in which to motivate their staff in order to improve their work performance. One of the ways in which they do this is by improving their occupational opportunities and awarding them. The methods have been adopted by the company can help to create a motivating working environment that will help propel the employees and enable them to achieve more.

Awarding and occupational opportunities are of great significance in helping to inspire worker and strengthen their team spirit, their skill of leading and decision making. At the moment the company has over 160 beverage brands distributed in over 200 countries something attributed to the good training of their employees to improve their qualities of production and create a taste of coca cola.

There is need of the company to change the way in which they train their staff. The company has enjoyed plenty of success thanks to the good methods that have been adopted by the company. With the changing demographics, so do the changes in the manner in the consumption patterns. Using the old methods for the new market is ineffective. It is for this reason that there is need for the company to effectively equip their employees with the required knowledge to enable them effectively deliver in their work today. There is need to pay attention to the new innovation and train employees to think and consider different aspects. The company is required to set up a training center and college management for its employees to equip them with the necessary skills.

Equipping the employees with the required helps to motivate them. It is important to point out the fact that one would only feel motivated to do something if they do have the knowledge or an understanding on how to do so. The changing of the slogan has been a good thing for the company in that it helps to inspire and that it is important in helping to inject new innovation and help to attract more customers.

There are plenty of theories that touch on motivation. The best theory for his case is the ERG Theory of Motivation. The theory which was invented by Clayton Alderfer came as a revision of the Maslow’s Hierarchy of Needs. There are three things that make up the theory which are: the first part focus on the existence of the company needs, the second on the relatedness of the company and the last part on the growth needs that exists within the company. The company’s needs for Coca Cola are to involve the things that have desired physiological effect on employees within an organization itself. According to the theory an organization is able to be in harmony with itself if they do have sense of stability in their current position and develop a growth within the company. It further points out the fact that employees are entitled to be satisfied by their employers while working.

Coca Cola is majorly directed toward the intrinsic values and the employee motives can be regarded as “employee battle”. The change in the procedure and the direction among other internal stigmatization majorly aims to convey about the ideal behaviors in employees which aims to put the company’s operation in the same direction all over the world and help to improve efficiency in the company across all its concerns and sections. The company hopes to adopt an incorporate system of communication and majorly focus on making the trade name relationships with its employees. The action would help to improve the company’s operations considering that the incorporate attack would go a built-in portion of the employees at a personal degrees (Renz & Vogel, 2016).

The adoption of the proposed changes would have both positive and negative effects to the employees of an organization. The changes are majorly based on the workforce development and not on company services. These group of employees include both the internal and external employees. One of the majorly affected by the changes is the top management (Serôdio, McKee, & Stuckler, 2018). The implementation of the changes means that the changes will come with direct responsibly for both the management and the employees. The middle managers will also be affected by the changes in that they are the ones that ensure that the changes have been effectively adopted at the ground level. They do act as the link between the employees and the top management. The adoption process would be a difficult thing if the middle management are adamant in adopting the changes (Kiitam et al., 2016). Despite the fact that they do play a critical role in the change management process, they are not majorly influenced by the changes. The employees are also affected by the proposed changes in that they are act as movers in the change process. The group include the internal stakeholder of the company since they are part of the organization and directly participate in the change process. The external stakeholders are also majorly influenced by the proposed change. The other group of that are likely to be influenced are the bottler’s associates, investors and the customers (Harvey et al., 2017). The external stakeholder are indirectly affected by the changes, but they are likely to impact the success of the change.

The channels of communications is used to refer to the avenues in which the organization’s management uses to communicate with employees. This is the platform in which the employers get to understand the employee’s needs and the other way round. Various communication channels will be used considering that different channels presents different advantages and disadvantages (Dube, 2018). Face-to-face communication will be widely used to share views with employees and enable the management to understand the needs of the employees. It allows the various managers to effectively communicate with the employees and allows them to express their opinion about the change. Due to the complexity of the change various channels will be most appropriate and helps to facilitate interactions toward ensuring clarity (Palmer, 2016).

In conclusion it can be stated that change for the Coca-Cola is inevitable. The company’s success will be achieved if they are able to change the manner in which they interact with employees and constantly keep them motivated. If the company effectively managers the change process, it will be certain that they will continue to dominate the soft drinks market.

References

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Currie, D., Gormley, T., Roche, B., & Teague, P. (2017). The management of workplace conflict: Contrasting pathways in the HRM literature. International Journal of Management Reviews, 19(4), 492-509.

Harvey, W. S., Morris, T., & Müller Santos, M. (2017). Reputation and identity conflict in management consulting. Human Relations, 70(1), 92-118.

Kiitam, A., McLay, A., & Pilli, T. (2016). Managing conflict in organizational change. International Journal of Agile Systems and Management, 9(2), 114-134.

Cole, E. T., & Goessel, R. E. (2016). Hands-on XBRL and Industry Analysis. International Journal of Business and Applied Social Science, 2(5), 21-33.

Renz, F., & Vogel, J. (2016). Analysis of the Coca-Cola Company

Serôdio, P. M., McKee, M., & Stuckler, D. (2018). Coca-Cola–a model of transparency in research partnerships? A network analysis of Coca-Cola’s research funding (2008–2016). Public health nutrition, 21(9), 1594-1607.

Palmer, A. (2016). Cola refreshments takes home the grand motivation masters award. Incentive http://www.incentivemag.com/Strategy/Motivation-Masters/Coca-Cola-Grand- Motivation-Masters-Award-Winner-2015/

Dube, Stephanie. (2018, December 31). What Type of Employee Motivation Does Coca-Cola Offer?. Retrieved from https://careertrend.com/type-employee-motivation-cocacola-offer-37161.html