CULTURAL TRAINING FOR EMPLOYEES OF THE COCA COLA COMPANY .docx

CULTURAL TRAINING FOR EMPLOYEES OF THE COCA
COLA COMPANY 1
Cultural Training for Employees of the Coca Cola Company
[Name]
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COLA COMPANY 2
Introduction
Globalization has brought diversity in human resources and how
organizations conduct their
international and local functions in the community. The
diversity has seen the rise of different
policies and regulations such as international tariffs and human
resource practices. Due to
globalization, multinational companies are adopting different
practices such as training of their
employees to follow company culture while working on these
different cultural based
boundaries. This has resulted to different multinational
companies to revise their human
resources in the international communities to focus on local
cultures to improve performance,
production and maintaining international cultural standards. The
change in practices has
increased and improved how multinational companies such as
Coca Cola are able to have a
higher employee retention in the international communities. It is
important to consider the
differences in performance based on how to fully support and
organize the resources such as

controlling the vast investment plans in the local and
international resources. Therefore, training
of employees on cultural affiliations will help in reduction of
company cultural challenges and
this will increase the retention of employees and positive
reputation for multinational companies
in the local and international markets.
Importance of cultural training for employees
According to Martin 2015), the importance of training of
employees is focusing on their target
markets and improves the development of positive relations in
their respective communities. It is
important to train employees on understanding local
communities’ preferences. This becomes the
bridge and platform to help the employees to understand their
local communities. For instance,
the Coca Cola Company operating in the Asian communities
should have employees of the
Asian affiliations working in such subsidiaries. This will help in
training employees on
COLA COMPANY 3

respecting the local cultures and how to improve on their
performance and service allocation for
their customers and clients. Based on researches conducted by
Association, M., & Resources
(2014), cultural training of employees helps the employees to
become cultural awareness and any
differences which might arise due to different cultural
differences. Cultural awareness will help
in the long-term retention of employees and this will also focus
on improving the integration of
employees into the community and society. The employees will
not be challenged or faced by
different challenges such as language barriers and many others.
It is therefore, important to use
the necessary resources for any company to focus on cultural
training of employees in the
community. This will help in meeting and increasing the
retention of employees and reduction of
costs for organizational employee training and low rates of
retention. Cultural training has many
important aspects, which companies should focus on training
and using in the social teaching of
their employees.

What can be trained to employees?
a) Communication and Language
According to Association, M., & Resources (2014), employees
should be trained on
communicating aspects and focus on the local and native
languages. The training on local
languages will increase interactions while focusing on the
reduction of communication and how
to understand each other by reducing the challenge of language
barrier.
b) Cultural Practices
Based on the researchers conducted by the Association, M., &
Resources (2013), it is important
and essential to use the necessary resources such as cultural
practices to train employees. These
practices will be the foundation upon which different employees
will use in securing the
COLA COMPANY 4
necessary services such as poor learning techniques and how to
effectively improve performance
by learning cultural practices.

c) Laws and Regulations
On the hand, based on Landy & Conte (2010), a society’s laws
and regulations will always
determine the organizational assimilation and preferences of its
consumers. As Coca Cola
Company has international branches, it has supported numerous
corporate social responsibility
projects. These projects are part of understanding the society’s
laws and regulations for the local
and international markets.
d) Beliefs
According to York, K. M. (2015), employee practices should
also be respected as these beliefs
will impact their loyalty and performance. Thus, it becomes
important for organizations to accept
diverse cultures such as different languages, cultural differences
from religion, gender, age and
race.
How to Reinforce Employee Training
a) Motivation
Employee training is important and essential for meeting
employee expectations and needs. To

increase and improve performance, it is important to consider
following the importance of
employee motivation. This will help in reinforcing their desire
to learn and become productive in
their roles and work functions (York, 2015). There is also the
need for developing a plan to
improve their retention and this is through motivating their
performance during cultural training.
COLA COMPANY 5
b) Promotion
Based on Martin (2015), offering promotions will always
improve the attention of employees in
the workplace. This will improve their aspect for career
advancement and diversification. The
focus is on creating and meeting the natural balance of life and
how to effectively improve their
work functions. Promotions such as offering work merits and
premiums will improve employee
retention and their ability to reinforce performance through
hardworking and meeting their

objectives. It is important to use promotions as a platform to
improve employee motivation.
c) Orientations
A company such as Coca Cola should consider developing
orientation plans for their human
resources in different parts of the globe. This will improve their
perception of the functions of
the company and will focus on global market exposure. This
will improve performance and
increase the performance of the company to meet its
expectations, performance and proper
actualization to their performance.
Assessing Employee Training
Assessing employees during training is an effective
methodology of focusing on their work
ethics and this is criterion which companies such as Coca Cola
can employ in assessing their
employee’s training. Work ethics differ from trained and non-
trained employees. It is important
to consider an effective strategy which employs being on act in
determining how effective an
employee takes training programs and the importance of such
training in the workplace (Martin,

2015). Work ethics also develops from an employee’s attitude
and work functions. This will be
the platform to help in organizational operations and improving
the performance of employees in
the different workplaces. Secondly, there is the ability to
analyze employee retention statistics
COLA COMPANY 6
and rates. The rates will determine the ability of retained
employees in the training programs.
This will be based on the performance and production critical to
meet the expectations of
employees in the society. It is also a measure to effective
monitor the performance of employees
in the workplace and this will be essential in fitting the
necessary needs such as motivation and
career development.
How to assess success of the training for employees
a) Field performance
According to Association, M., & Resources, I. (2014), employee
performance can be a good

measure for success. Therefore, there is the need for focusing
on employee performance to
effective consider the necessary resources such as how to meet
the needs and expectations of a
given scenario or task. Managers and leaders should effectively
and often review the
performance of its employees in maintaining the needed
standards and capabilities of its
employees when carrying out their roles and duties.
b) Customer Satisfaction
Based on Association, M., & Resources, I. (2013), customer
satisfaction reflects the ability of an
employee in offering cultural based services and this will
effectively determine the ability to
offer and improve social services to meet the cultural awareness
of a given community or group
of people in the society. It is important to use and offer services
effectively by understanding and
meeting cultural affiliations of employees in the society.

COLA COMPANY 7
c) Employee retention and Orientation
On the hand, there is the need of considering employee
retention while focusing on the
importance of meeting the general expectations. Considering the
necessary performance and
plans to effectively improve performance, it is important to
improve and increase the division of
work. This is common in cultural assertive and offering
different cultural services in different
regions of a company’s market.
Conclusion
In conclusion, cultural training takes different perspectives and
it is important to use and
influence the necessary resource such as meeting and
experiencing the necessary needs of a
company. It is also the foundation for meeting the diversity in
the contemporary community and
this is changing the platform for employing and increasing
organizational needs, expectations
and resources in the contemporary community. As a result,
cultural training will help in meeting
the organizational goals for offering services beyond the local

communities into international
markets.
COLA COMPANY 8
References
Association, M., & Resources, I. (2013). Global Business:
Concepts, Methodologies, Tools, and
Applications: Concepts, Methodologies, Tools, and
Applications. IGI Global, 2013.
Association, M., & Resources, I. (2014). Cross-Cultural
Interaction: Concepts, Methodologies,
Tools, and Applications: Concepts, Methodologies, Tools, and
Applications. IGI Global,
2014.
Landy, F. & Conte, J. (2010). Work in the 21st century: an
introduction to industrial and

organizational psychology. Malden, Mass: Wiley-Blackwell.
Martin, J. (2015). Key Concepts in Human Resource
Management. SAGE, 2015.
York, K. M. (2015). Applied Human Resource Management:
Strategic Issues. SAGE, 2015.
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Topic: Cultural training for employees
Company: Coco Cola
The Coca Cola Company has become a multinational company
which operates around
the world. This means that the company can serve customers
from different backgrounds and
customers with different lifestyles, belief systems, opinions,
and cultures. As a result, the
company has to ensure that its leaders and those working abroad
have been trained to ensure that
they can adapt to the culture of those countries. This will help
in improving the employee’s

productivity in these cultures, and also it will help in ensuring
that customer satisfaction has been
improved. Cultural training for employees is also essential since
it helps to reduce costs which
are incurred as a result of mistakes made by the employees. It
also ensures that the skills,
knowledge, and expertise of the company employees have been
improved. Cultural training is
very specific, and yet it covers a wide range of areas. The
employees should also be assessed
after training to ensure that they have been able to learn. There
are various resources which have
focused on cultural training and how businesses can be able to
train their employees efficiently
and effectively. Some of these books and articles have been
discussed below.
Concepts, Methodologies, Tools, and

This is a book which has been edited and authored by the
Information Resources
Management Association (IRMA) which is a research-based
professional organization. This
organization ensures that concepts and practices of information
resources in various modern
organizations have been advanced. The research-based
professional organization focuses on
ensuring that companies have a clear understanding of their
information resources and how they
can manage them. The organization is a credible resource for
business and economics since it
brings together researchers, practitioners, academicians, and
policymakers from around the
world. This is a clear indication that the content of the book is
well researched and it is written
through the contribution of experts.
The book focuses on various areas which include business and
economics, international
business and information technology. It covers the area of
virtual training programs, projects
planning and decision making. In this area, the book indicates
that companies are able to carry
out virtual training programs for their employees. This means

that employees can be trained
through the use of technology and computers. Companies are
then able to create virtual training
programs which can help improve their employees’ knowledge
of different cultures around the
world.
This will help improve the effectiveness of diversity in
companies and also it will be a
method of cost saving. The book indicates that before those
working abroad are sent to other
countries to work, they can be trained virtually on what they are
supposed to expect in those
areas. They are trained on the business practices which are
acceptable in those areas, a way of
life, code of conduct, business regulations among other things.
Virtual training also acts as a
cost-saving practice which ensures that the company has been
able to cut down on the cost of
training. Managing diversity through virtual training is a key
focus of the training program which

the multinational companies can undertake. This will help those
working abroad work with the
locals and the locals will also be able to learn about those
working abroad hence fostering good
relationships.
The book indicates that cultural training is critical when it
comes to employees of the
company since they will be able to understand ways of handling
their customers and other
stakeholders. When cultural training is customer-centered, it
means that the training will be
focused on improving customer satisfaction. As a result, the
company will be able to retain its
existing customers, and it will also be able to attract new
customers. This means that the
company will be able to penetrate effectively and faster in the
new market. Penetration in a new
market is one of the main goals of every multinational company.
It ensures that the company has
been able to cut down on costs of marketing, and also it
increases revenue and profits which lead
to more expansion projects.
The book also indicates that cultural training should be carried
out from time to time.

This is because there are always changes in the culture of a
population. This means that even the
local employees will need to be trained on how to handle their
own culture and ensure that it
works for the benefit of the company. The Coca Cola Company
should ensure that it has
developed a program which will ensure that cultural training for
all of its employees has taken
place periodically. According to the IRMA, these actions will
ensure that the company has been
able to grow and to gain a positive public image around the
world.
This book focuses on training, globalization, technology, and
ethics. The book is edited
by the management association, information resources. It
mainly focuses on subjects which

range from political science, international relations, to
communication studies. The book is
written after research in the field of international relations, the
importance of a code of conduct
and multicultural environments in organizations. The book
indicates that globalization and
technology have affected the working and operations of global
organizations.
The research book indicates that globalization is not rigid. This
means that factors
affecting globalization and multinational organizations will
always change. This means that
companies should be able to understand globalization, observe
the current trends and predict or
forecast future trends in the global market. Companies will need
to learn about different cultures
so that they can be able to understand their way of operation
and they can be able to predict their
future behavior. This is a concept which helps the company
focus on some critical areas of
cultural training which will help a company achieve competitive
advantage in the global market.
The book indicates that cultural training is critical to ensure
that employees have been

able to understand the necessary ethical behavior and code of
conduct which should be followed.
This is to ensure that the behavior of the employees is in line
with the belief system of the
cultures in the country where the organization is in operation.
There are some behaviors which
are considered to be ethical in some parts of the world, but the
same behaviors are considered
unethical in other parts of the world. Therefore, research is a
key component when it comes to
cultural training. This is because the company will have to
understand the culture of people in
that country and also the culture and beliefs of their customers.
As a result of globalization, it is necessary for companies to
ensure that cultural
integration has been carried out efficiently. Globalization means
that the company will be able to
do business with different governments, different workers, and
also it will have stakeholders who
are from different backgrounds. As a result, employees need
training on how to handle a

multicultural customer and stakeholder’s base. This will help to
foster good relationships around
the world, and it will also lead to new inventions and
innovations which will lead to the growth
and development of the Coca Cola Company. This training will
also help to bridge the cultural
gap which can be experienced in the company.
The book also indicates that employee’s need cultural training
to help manage physical
and virtual teams. As an organization grows, it can have virtual
teams which could meet through
video conferencing and other collaboration tools. These teams
are from different parts of the
world which means that the cultures are different. Training is,
therefore, necessary to ensure that
these teams can function towards achieving a common goal.
There are also virtual teams which
have a diverse workforce. As a result, training is key to
ensuring that the workers can understand
one another and they can assist one another when carrying out

various tasks which have been
assigned to them.
The authors of this book are Frank J, Landy and Jeffrey M.
Conte. The book was
published in 2010 by John Wiley & Sons. The book focuses on
applied psychology and also
industry and organizational psychology. The book indicates that
most companies think that they
need cultural training only when investing in foreign countries.
However, cultural training is also
needed in local countries. This is because globalization and
international movement have
increased and as a result, people are moving to live in other
parts of the world. The employees
might, therefore, be locals but they need to be trained on how to
relate and how to handle
customers from other cultures.
There is also the need to focus this kind of training to the
management and leaders in the
company. Leaders are one of the most critical components of a

company. They are tasked with
decision making and also with the management of the
employees. Leaders, therefore, need to be
trained on how they can be able to manage a diverse workforce.
Diversity management is one of
the key areas which lead to organizational success. Leaders are
expected to have emotional
intelligence where they are supposed to have a clear
understanding of their feelings and
emotions, and they are also supposed to understand the
emotions and feelings of their followers.
The book also indicates that cultural training should also be
customized based on the
organization. This means that the organization should design its
program of training and it
should not just adopt another program. This is to ensure that
there are originality and
effectiveness’ in cultural training.

This book is written by John Martin and published by SAGE.
The book covers business
and economics, human resources and personnel management. It
is a key guide which informs on
the various theories and issues which define the human resource
filed. One of the key areas
which are discussed in the book is behavior management. The
book indicates that the behavior of
the employees and also the behavior of the leaders are critical
towards the success of the
company. This is the reason why an organization needs to have
an organizational culture which
is focused on success and development. In the context of a
multinational organization, the
behavior of the employees could be required to change in
accordance with the area of operation
and the type of customers served. The company, therefore,
needs to carry out research which will
be focused on ensuring that the best behavior has been achieved
in the company.
There is also a key focus on competency and compliance
commitment. The company
needs to comply with the ethical conduct of the countries it does
business with, and it also needs

to comply with the rules and regulations which have been set by
the government. As a result,
cultural training is essential to ensure that employees have been
equipped with skills and
knowledge on how they can ensure that they are competent and
how they can comply with
government regulations. Competency ensures that employees are
a label to remain highly
productive in the firm and also in the industry.
The book indicates that the aim of training employees is to help
them understand their
target customer and also understand the environment in which
they are working. This helps them
understand how they can use their skills and services to serve
these people in a better way which
will improve their lives. The cultural training program should
be able to train both those working
abroad and also the local employees. The local employees are
also trained because, although they
understand the culture of their people, they should be able to
understand that culture from a

business perspective and specifically in the industry of the
company. Therefore, it is critical for
the company to ensure that cultural training has been organized.
The book also focuses on career development. It states that the
human resource
department should ensure that employees have been able to
achieve career development. One of
the ways of developing the career of employees is ensuring that
they have been offered training
which makes them gain skills, knowledge, and expertise that
promote their career. This also acts
as a motivation factor for employees to work in that company
and they are also encouraged to
remain in the company. This means that the company will be
able to reduce employee turnover
rate. This will help to save costs which are related to
recruitment and also help mitigate the loss
of good skills and talent in the industry.
This book covers many areas which are related to human
resources, and it will be useful
for the research on cultural training for employees of the Coca
Cola Company. The book also

focuses on discrimination diversity and equality in the
workforce and also the employee
assistance programs which can be pursued by the company.
Strategic Issues. SAGE, 2015.
The book focuses on human resource management and helps
human resource managers’
deal with issues in diverse settings and situations. The book
indicates that there are issues which
an organization need to resolve to ensure that it has been able to
manage its human resources
effectively. The author of the book is Kenneth M. York, and the
publisher is SAGE. The main
subjects of the book include business and economics, human
resources and personal
management. The book also indicates that the human resources
department should develop a
performance appraisal which will be able to assess the
performance of their employees. This will
help the company understand the areas which they should focus
their training on.

One of the key areas of the book is that companies should have
strategic objectives in
training and develop of employees. The employee training
program should be objective, and it
should be focused on the customer and also on the employee.
This means that the customers will
benefit from the training programs carried out by the company
and also the employees should
benefit from the training programs. Employees can benefit from
learning new things and gaining
more skills and knowledge. As employees gain more skills and
knowledge, they can develop
their careers, and they are also able to grow in expertise and
experience. This makes them more
valuable and their market value in the industry increases. The
cultural training for employees
will, therefore, lead to the development of careers in the
industry and growth of employees.
Customers will benefit from the employees that are able to
serve them better. The quality
of products will also increase since the employees have been

well trained and their skills
improved. The company is also meant to benefit from the
cultural training program. As the
productivity of employees increases, the company can improve
its products and cut down on
costs. This means that more money is saved and revenue
increases. As the revenue increases, the
company is able to pursue more developmental projects around
the world. Having a skilled
workforce also means that the company has a competitive
advantage in the industry. A skilled
workforce also leads to innovations which will help increase
product development hence
increase diversity in products.
The book also focuses on the assessment of the cultural training
program. The company
has to assess the effectiveness of the cultural training program.
The evaluation process is
essential since it helps the company identify gaps where the
program is inefficient, and where
improvements are required. The evaluation process also helps to
determine whether the
employees were able to gain from the program as the
effectiveness of the skills gained is

assessed. The cultural training program should ensure that
employee relations have been
improved and that employees can work as a team. This means
that employees from different
backgrounds, of different religions, gender and age can work as
a team to achieve the company
goals and objectives. All these books are essential when it
comes to research on cultural training
since they offer diverse, credible and useful information on
cultural training.
References
Concepts, Methodologies, Tools and
Applications: Concepts, Methodologies, Tools and Applications.
IGI Global, 2013.

Strategic Issues. SAGE, 2015
Running Head: CULTURAL TRAINING FOR EMPLOYEES
1
Cultural Training for Employees Research Outline
[Your Name]
[Professor]
[Course # and Title]
[School Name]

[Date]
2
Cultural training for employees
Introduction
So many countries such as Coca-Cola have opened businesses in
so many countries
around the globe. It is clear that most of these countries where
Cola-Cola is working have
different cultures. Employees who go to work in such places
end up getting confused and while
so many of them resign from work, those who sign to continue
working there may make so many
errors that can cost the company or other stakeholders in one
way or the other. Cultural training
is thus very important since it helps the employees to stay on

task and know what they are
supposed to do at what time.
Importance of cultural training for employees
There are many reasons why employees should be trained:
are going to work
the country where
they are going to work (Association & Resources, Global
Business: Concepts,
Methodologies, Tools and Applications: Concepts,
Methodologies, Tools and
Applications, 2013).
-
workers, their bosses
and other people who work in the company.
the communities
where they are going to work so that they do not commit errors.
3

codes, eating,
entertainment and others so that they do not get stuck or look
like outsiders.
The aim of training these employees is to make them look
inclusive and one with the people
whom they are going to serve. It is also to enable the employees
to be able to work in societies
that have cultures different from theirs (Martin, 2015). By doing
so, the company will be saved
additional charges that may arise from the employees’ lack of
knowledge including the loss of
customers.
What can be trained to employees?
be taught to employees is
communication. This can include the
language of the people; both oral and gestures or the sign
language.
leisure and general mixing of the
people.
s of that country and of specific societies they

are going to work so as to
avoid trouble with authorities.
any meanings to the messages
the people send, the simplicity or complacency of the people
and how they perceive
people from their countries or from outside (York, 2015). For
instance, Indians
concentrate on family relationships so much before they start
worrying about business.
This can help retain customers and work well with other
stakeholders from such regions.
It is very important that while offering such training, the
trainers should base their material
on reality and not what they hear. They should be able to give a
full comparison and
4
difference on the countries the employees stay and where they
are going so that they give a
full image of what to expect and what to do in order to fit in the
two worlds.

How to reinforce employees training
In order to make the material taught to employees, orientation is
very important.
Orientation ensures that the employees realizes the information
given and struggles to fit into
the changing working and survival climates. Other than
orientation it is also very important
to offer premiums to give them motivation to struggle and fit.
Assessing employees
Learning orientation is one of the concepts that are considered
valuable for assessing and
training employees. In such cases, employees who have weak
learning orientation withdraw
easily from conditions and situations that result in low
judgement of performance since they
think that they will not be able to adapt. The ones with strong
learning orientation fight and
continue until they adapt. The strong ones are thus considered
for such works outside their
countries for their own benefit and that of the company where
they are working. In today’s
environment where globalization is considered the solution to
competition, employees play a

key part in influencing other employees who may be new to the
company. Thus, selecting
them should be based on a criterion that is exact and that can
give realistic results. Thus,
learning orientation may give better results than just theoretical
training.
How to assess success of the training for employees
ways of the people in the
country of their work. This should be in tone, attitudes,
language and sign language.
5
satisfaction.
s of not
only the authorities but also
the societies where they will be working (Association &
Resources, Cross-Cultural
Interaction: Concepts, Methodologies, Tools, and Applications:
Concepts,

Methodologies, Tools, and Applications, 2014).
mployees should not look as foreigners in such
countries but should be able to fit in
their eating ways, dress, entertainment and other areas so that
they can be acceptable in
their new societies among other things.
Conclusion
Training employees may be taken to be simple but in one way or
the other, it is complex
in that the trainer has to make a person fit into two totally
different worlds. Companies that
are successful in this concept tend to perform so well in any
country they globalize.
However, the most important value is the experience gained by
the individual employees that
can profit them and the globalizing company.

6
References
Concepts, Methodologies, Tools and
Applications: Concepts, Methodologies, Tools and Applications.
IGI Global, 2013.
Interaction: Concepts, Methodologies, Tools, and
Strategic Issues . SAGE, 2015.

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