Management Styles at Coca-Cola

Diversity Advisory Council - the Company's corporate Diversity Advisory Council consists of a representative group of employees from all levels, functions and business units of the organization. The Council develops recommendations for senior management on advancing the company's efforts towards achieving our diversity objectives.

Employee Forums - Coca-Cola believe that a sense of community enhances their ability to attract, retain, and develop diverse talent and ideas as a source of competitive business advantage

In the United States, through employee forums, employees can connect with colleagues who share similar interests and backgrounds. In those forums and elsewhere, employees support each other's personal and professional growth and enhance their individual and collective ability to contribute to the company.

The success at Coca Cola is due to their laissez-faire culture and culture is important because it can affect many people and things to do with the business. If the culture of the business is not clear, it can affect the presence and punctuality. This means that if Coca Cola had a firm and unfriendly culture it could result in their staff not coming to work because of a poor working atmosphere, or they might not like the work they are given so they either come in late or take a day of work. This would result in the business losing out on work, and have less time to call in for a replacement.

The culture of Coca Cola could have an affect on industrial relations, between managers and workers. So i Coca Cola didn't have a warm and genial culture it would cause more disagreements between staff and managers and staff would not be motivated to work. For example, staff may have to cut down on rest days, this could cause arguments as all staff would be tired from working everyday and would not have time to recover or time to relax. However, if the company had a inviting culture then the managers and staff would get very well as staff would have less stress to compete with and would have a friendly environment to work in, and work could be done more efficiently.

Coca-Cola also has a hierarchy of visions and values for their company, as follows;

'Team working' is a sub culture within the Coca-Cola Company. Teams are accountable for activates, for example:

* Quality

* Utilisation

* Yield

Within this system, there needs to be a balance of Utilisation, the speed the factory works at, and the Yield. The 'Yield' is the amount of raw materials lost or wasted.

Teams also vary in number and are lead by a team leader.

* Safety

* Housekeeping

* Continuous Improvements

* Recruitment, training and resource planning

* Budgetary planning and control.

A part of the culture and management style in the Coca-Cola Company in Edmonton, is its 'Employee Engagement'. This consists of five points;

* Realizations, delivery of hard stuff is simply not enough.

* Openly acknowledge this to workforce

* Do what it takes to engage every employee in the space of 16 days

* Involved everyone in the design of the management style consistent with our vision and values

* Identified talented individuals across the operation act as internal facilitators to train out the new behavioral standards

On the factory floor at Coca-Cola, there is an autocratic system of management where are controlled by managers and follow procedures. There are also elements of democracy, by teamwork and uniform. Employees of the company all wear the same uniform, even if they are a manager, director or team leader. This means there is no demarcation and there is the same uniform for each level of the hierarchy so nobody feels intimidated.

The CCE have also adopted a 'Quality Culture' and to maintain quality within their products they have a TQM department. This means Total Quality Management where they have staff who deal with the quality of the Coca-Cola.