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Cocacola vietnam
The document discusses organizational behavior issues at Coca-Cola Vietnam. It provides a brief history of Coca-Cola in Vietnam since 1960 and consolidating its 3 companies in 2001 under one general control. It then discusses some external troubles Coca-Cola faces such as economic recession, competitive pressures from Pepsi, and technological developments requiring more spending. The document also examines employee attitudes, common conflicts that arise, and Coca-Cola's approaches to motivation and leadership which include aligning employees behind its vision and leveraging diversity.
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Cocacola vietnam
- 1. CocaCola OrganizationalBehavior Issues. Member: tam, my , q.anh, bao, thong 1 6/2/2012
- 2. Contents Introduction Brief Historyand 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
- 5. Some external troubles 5 6/2/2012
- 6. Economic factors RecessionEconomy Low income Consumption go Impact to Coca down 6 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 “Theimportance 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 area number of possible methods for measuring employee attitudes. Conducting focus groups Interviewing employees 10 6/2/2012
- 11. Job Attitudes And Coca-Colauses 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
- 14. Individual Conflict Event: Individual conflictbetween 2 members of marketing group. VS 14 6/2/2012
- 15. Common conflict Event: A newidea 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 increaseits 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 Hierarchyof 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 Toenhance 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’sleader 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 & RoleCulture 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
- 24. Credits 24 6/2/2012
Editor's Notes
- #20 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.