Organization Development Analysis Essay Example

environment, resulting in high performance.

Corporate Culture

Corporate culture refers to the required behavior of members within the organization.

Corporate culture at the Coca Cola Company involves the values, attitudes, working language, symbols, habits, beliefs, visions, and norms that all members must demonstrate consistently. New members are oriented and taught the corporate culture to uphold continuous prosperity. Understanding the organization's requirements and important codes of conduct is essential for success at the Coca Cola Company.

The Hofstede model and the Deal and Kennedy model are two important corporate culture models. The Hofstede model focuses on how cultural differences influence people's behavior within an organization. Bergfeldt, Beier, ; Ljungros (2008) explain that this model considers cultural differences in mental processes, social action, and thinking. Hofstede also connects culture to various aspects such as regional and ethnic groups, organizations, society, family, profession, and subcultural groups.

According to Hofstede, there are five dimensions of national culture: power distance, avoidance of uncertainty, masculinity vs. femininity, individualism vs. collectivism, and long-term vs. short-term orientation. The power distance dimension examines the power disparities between superiors and subordinates. While subordinates aim to minimize the power gap, bosses consistently seek to widen it.

The concept of uncertainty avoidance relates to an organization's readiness for unforeseen situations. Masculinity versus femininity explores the dominance of either men or women in a society's cultural values. Individualism versus collectivism examines the balance between individual and collective interests.

Collectivity is the determining factor for accountability levels among individuals. It asserts that collectivity is more beneficial to organizations in contrast to individualism. The society's pursuit of key virtues is explained by the dichotomy of long-term versus short-term orientation. Long-term orientation focuses on the society's quest for

essential virtues, while short-term orientation pertains to the establishment of factual truths.

The Deal and Kennedy model defines corporate culture as the way things are done within the organization. According to Deal and Kennedy, there are four types of organizations in their model: work hard, play hard culture, tough-process culture, guy macho culture, and bet-the-company culture. According to Bushe & Marshak (2009), the work hard, play hard culture offers immediate feedback and low risk, but it can also lead to stress and high-speed action due to the workload. On the other hand, the tough-guy macho culture provides rapid feedback but is highly risky.

The high risk and fear of losing the desired reward may also result in stress. On the other hand, the process culture is characterized by slow feedback and low risk, leading to lower levels of stress and providing comfort and security. It is important to note that corporate culture varies among different organizations.

At the Coca Cola Company, corporate culture is crucial in driving performance. One key aspect is establishing a shared vision and mission among all employees. The organization's goals are communicated to employees through a stated mission, which helps align their efforts and ultimately leads to high performance.

Corporate culture plays a crucial role in boosting the performance of an organization. Firstly, it facilitates coordination among different departments, thereby enhancing overall performance. This coordination promotes a sense of unity and common purpose among employees. Secondly, corporate culture fosters effective communication, which is essential for achieving excellence across the entire organization. Clear and efficient communication ensures that orders are properly conveyed and implemented by employees, leading to effective performance. Lastly, a strong corporate

culture allows an organization to effectively interact with the external environment. This ability to relate well with the outside world attracts support, contributing significantly to the organization's success. According to Nelson, Ishikawa, ; Geaneotes (2009), the Coca Cola Company reinforces its corporate culture by actively participating in social responsibility and environmental preservation projects.

Organization Change

Change is an unavoidable aspect present in all organizations. To adapt to changing technologies, beliefs, social needs, and societal expectations, organizations must embrace change as it emerges. Change is crucial as it plays a vital role in achieving the organization's goals and objectives effectively. Management must establish effective measures to ensure acceptance of change. The Coca Cola Company highly values change and follows the main models of planned change, such as Kurt Lewin's model, the action research model, the neoclassical organizational change model, and the systems theory.

Kurt Lewin’s change management model consists of three crucial steps that managers must follow when introducing change. The initial step is known as unfreezing, which entails reducing the forces that maintain the current state of affairs. During this phase, individuals are gradually encouraged to embrace the upcoming change. The second step entails implementing the actual change and witnessing a shift in people's behavior.

The final stage is refreezing, which involves rewarding desirable new behaviors in the organization. The action research model combines changing individual attitudes and behaviors to drive change. The model emphasizes identifying and articulating the need for change among subordinates to foster change. The necessary changes are then discussed and gradually implemented in the organization. The effectiveness of the change is assessed. Training can be used to support the change and inspire employees within the

organization.

Another important model for managing change is the neoclassical organizational change model. This model focuses on change that is initiated by authoritative structures within the organization. According to Bergfeldt, Beier, & Ljungros (2008), this theory highlights the importance of recognizing individual needs and showing respect towards people. It argues that introducing change in a positive and supportive manner enhances motivation and ultimately results in increased productivity.

Executives must take on the responsibility of creating a conducive environment that fosters change and innovation. According to the systems theory of change, all aspects of an organization are interconnected and rely on each other. As a result, various systems will adjust to changes in other areas in order to establish a new equilibrium. This theory highlights the intricate nature of an organization and suggests that determining how different systems affect each other in driving organizational change can be challenging.

Change needs to be managed by understanding the connection between various systems. The obstacles to organizational change typically involve habits, rebellion, and apathy. Habits create resistance because people prefer to stick to familiar routines. They may worry that change will limit their previous level of freedom and therefore resist it.

Rebellion is a major obstacle to change as employees may choose to act rebelliously if they perceive weak management. They would establish their own terms and conditions due to their rebellious attitudes, making it challenging to manage change as they reject it. Additionally, apathy is another barrier to change management.

The resistance to change at the Coca Cola Company would be addressed by educating individuals about the benefits and importance of planned change. If employees are not informed about how the change would

benefit them, they are likely to resist it. According to Bushe & Marshak (2009), educating employees about the significance of change and its relevance within the organization is crucial. They should also be educated about the need for change in response to evolving attitudes, beliefs, and technologies. Additionally, involving employees in the change process would help manage resistance to change.

It is crucial for the Coca Cola Company to actively involve employees in implementing organizational change. Their input should be significantly considered to make them feel included in the change process. Additionally, addressing employee concerns about job security and benefits is vital for managing resistance to change. The company must take all of these factors into account to prevent resistance to the proposed changes.

Conclusion

To sum up, the Coca Cola Company holds a significant position in manufacturing and selling non-alcoholic beverages.

The systems approach of organizational development is highly applicable to IT because of its continuous interaction with the external environment. Corporate culture refers to the collective behavior of individuals within an organization, encompassing values, attitudes, norms, language, habits, and beliefs. Efficiently managing changes in management is also vital for the organization's success. Different hurdles to change may include habits, rebellion, and apathy.

Therefore, the management should implement efficient change principles and introduce change gradually within organizations. The Coca Cola Company would effectively handle resistance to change by educating, providing security assurance, and involving employees in bringing about organizational change.