and manufacturing the non alcoholic beverages headquartered in Atlanta Georgia

And manufacturing the non alcoholic beverages

This preview shows page 5 - 8 out of 13 pages.

and manufacturing the non-alcoholic beverages headquartered in Atlanta, Georgia in the United States. The company was formed in 1886 by a pharmacist known as John Stith. Its flagship brand of Coca-Cola has sold its name in the global market. The company has over 125 years of existence and in the last 50 years the company has never witnessed any loss. The positive results are the fruits of its working HR policies and practices. Good leadership and employee skills and knowledge has enabled the company to grow globally. The HR manager sets the employee enrichment goals together with the company. Coca- Cola Company’s HR has taken another step of ensuring that there is a world class level of services to their employees. The workers in the company feels in many ways that they are encouraged and thus enrich their skills and their development. The workers have sufficient opportunities to learn more, and receive training about the job. The company’s HR participates in the job training as well as offering some courses to high performers at their Coca Cola University. The HR team has been constantly hiring and training their new employees and keeping on motivating them by rewarding those whose output improved. This has seen the company getting a large volume of applicants who are willing to join them and realize their dreams. Good
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leadership skills portrayed by the HR has been the overall growth of the company in the beverage industry. The managers of all the organizations have a responsibility of rewarding their hardworking employees that lead to success of the firm and good results. Openly communicating and supporting the workers within the organization is of important and builds trust between the employees and their leaders (Markovich, 2012). The company’s HR has been conducting workshops and helping their employees develop action plans. These action plans are “Toolbox Talks” and “Walk the Talk” where the team is taught about local safety issues and observing the safety regulations and practices in the workplace (The Coca Cola Company, 2010). HRM policies and implementation of its mandate has impacts on organizational behavior and is explained by a wide range of theories (Armstrong, 2012). The contingency theory in HR practices states that HRM practices and procedures are depends on the organization’s surrounding and circumstances. Both dependent and independent variables in an organization vary according to the influences of organizational age, location, size, technology, and capital
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intensity (Delery and Doty, 1996). The relationship between HR policies and practices and the enactment of the organization depends on the HRM strategy of fitting with the business strategy. Contingency theory is all about leadership. In general, it operates under an idea that both leadership and organization should be approached based on the needs of the employees and the owner or the employer. Different leadership methods and styles vary in different workplaces hence there is no single best method of leadership. Leadership in any organization is a key factor
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