2. Contents
Introduction
Brief History and Information
Some External Troubles.
Coke Employees Attitude.
Conflict in the Coke.
Coke’s Motivation
Coke’s Leadership
2 6/2/2012
3. 0Introduction * History
1960, come to Vietnam.
1986, firstly introduced to the public.
~~~~~~~~~~~
8/1995, Cocacola cooperates Vinafimex at North Vietnam
9/1995, establish Coca-cola Chương Dương at South Vietnam
= Coca-cola Com. + Chương Dương Com.
1889, add a further venture in central region
Coca-cola Non Nước at Central Vietnam
~~~~~~~~~~~
2001, 3 companies consolidated into 1 and having general control
CocaCola
Vietnam.
3 6/2/2012
4. 0Introduction * Infor
Headquater:
Thủ Đức district, HCMC.
Capital:
over $163 million.
Annual consumption :
over 100 x 103 liters of soft drinks
Average revenue :
$38.5 million
Number of employees:
900 employees 4 6/2/2012
7. Competitive factors
Everyday, Coca Cola is always
competed by too many soft
drinks company, particularly
Pepsi.
Pepsi always use special
promotion such as sale off, gift
to customers.
7 6/2/2012
8. Technological factors
Technological Development
Training employee Buy new assets
Spending
more money
8 6/2/2012
9. Job Attitudes
Coca-Cola recognizes
“The importance of maintaining a good attitude”.
Work attitude will affect many things.
• Productivity.
• Admiration.
• Boosts client satisfaction.
• Sense of purpose.
9 6/2/2012
10. Job Attitudes
There are a number of possible methods for
measuring employee attitudes.
Conducting focus groups
Interviewing employees
10 6/2/2012
11. Job Attitudes
And Coca-Cola uses the final method:
Can obtain a complete picture of their specific strengths and
weaknesses related to employee job satisfaction.
Essential in turn, take appropriate actions to improve employee
attitudes and job satisfactions.
Moreover, Coca-Cola often uses survey feedback discussion
meetings as a means for acting on employee attitude surveys.
11 6/2/2012
12. Conflicts
Process that begins when
one party perceives that
another party has
negatively affected, or is
about to negatively affect,
something that the first
party cares about.
12 6/2/2012
13. Conflicts
Individual Common
Rise from some bias, envy Common conflict are
more functional
Source of Level of Conflict
Conflicts Low Moderate High Organization
Task Functional Dysfunct
ional
Multi-sides
Relation- Dysfunctional view
ship
Process Functio Dysfunctional
nal Different
13
opinions 6/2/2012
15. Common conflict
Event:
A new idea popularize the brand name of Cocacola in Vietnam
HCMC
Ha Noi Da Nang
15 6/2/2012
16. Common conflict
Ha
HCMC
Noi
Da Nang
“Golden ball”,
16
hot event of Cocacola in 2000
6/2/2012
17. Motivation
Coca-Cola Company increase its breadth by
motivating the employees with rewards,
benefits, and recognition.
For example:
+ Health & Welfare
+ Protection for the Unexpected
+ Workplace
+ Lifestyle
17 6/2/2012
18. Motivation
According to Hierarchy of Needs theory, Coca-Cola focuses on the
need for Physiological and Safety => special important
Besides, to maintain the professional employees company has a
policy of promotion.
Promotions are based on the performance.
Coca-Cola has some new strategies to motivate employees such as
telecommuting: Telecommuting and using alternative work
patterns such as job sharing can increase motivation for
employees.
18 6/2/2012
19. Vision vs. Execution
Vision
They know
the importance of getting
Leader their system of leadership and
the Company employees
aligned behind the vision.
Execution
19 6/2/2012
20. Power of Diversity
To enhance Leadership
effectively, they focus on
Multi-national
Gender: Company's Women's Today, women account for
Leadership Council the majority of purchase
decision makers for their
beverages
20 6/2/2012
21. Definition of Coke’s leader
CEOs :create a climate of success
inspire employee achieve the vision. Leader
They can transform management style
CEOs
into the overall methods of leadership
used by the manager Manager
21 6/2/2012
22. Manager methods
Autocratic: Style Usages
the leader makes all the decisions
Democratic: Democratic
group agreements
Consultive
Democratic
Consultative democratic:
Autocratic
employee’s idea is
mangers and consultants
22 6/2/2012
23. Objective & Role Culture
Agreed goals by a manager and
a subordinate. Role culture :
Subordinate's responsibilities members - defined job or
in terms of agreed results. role to do.
Use agreed goals
source of
and responsibilities
power + rules + procedures
to control the business.
= source of influence.
And the company had warm culture frequently.
23 6/2/2012
Getting their system leadership and people behind the vision and giving them an opportunity to contribute to the vision will play an essential role in the success of this renewal process.
