organizational_culture Cola

organizational_culture Cola - [Type the company name...

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[Type the company name] Organizational Culture [Type the document subtitle] pcV [Pick the date]
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2 What about the organization’s culture appeals to you? When a multinational company like Coca Cola expands to another country, there is a tendency to compare the cultures of different countries. At this point, it is unavoidable to take a position on which country or culture bests the other. Most probably, one would take side of the country or culture he came from. This is called ethnocentricity, or the tendency to look at other cultures in the point of view of a person’s own culture. People would think that their culture is better than others, or that other cultures revolve around their own. This thinking should however, be removed in order for Coca Cola to be successful in the case of international business. There are several ways that Coca Cola deal with issues of ethnocentricity. One of these ways is to change the classification system that would usually categorize employees according to their culture. These employees are usually classified as locally hired or foreign employees. With this classification, cultural difference is being promoted. These would further put a bias on the promotion system, wherein one could see what classification a promoted employee came from. Candidates for higher, managerial positions should depend on the performance rather than the employee’s origin (Kopp, 1994). Training programs within Coca Cola are given to employees who didn’t come from the local country. This is to accustom them to the norms and beliefs of the local culture, so as not to promote ethnocentricity. As one gets to know about the culture of the other, the more he will be able to cooperate with them. Management candidates should be a product of extensive examination, regardless of their culture or their origins. With
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3 programs such as these, employees who are locally hired can have a chance to an upper level position, as long as they are competitive enough. • What values do you and the organization share? In every negotiation, truth comes form the belief within the company camaraderie. However, Coca Cola actually derives truth value from their subjectivities and feelings or intuitions. Only those facts that do not oppose the said sources of truth value are accepted in business practices. In creating a diverse team just like what they have in Coca Cola, a good leader is needed (Kottoli). Traits Coca Cola have like I do are dedicated in creating a diverse team (Vinson). The leader must then choose not just diverse people but people who have different potentials and competencies. Of course, communication is very important. Diverse teams will not work if they will not communicate with each other because they seldom (or never) meet each other personally. Instant messaging services and teleconference calls are a necessity in creating a diverse team. The leader must not show any sign of favoritism to avoid conflicts. If possible, members of the team should be
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organizational_culture Cola - [Type the company name...

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