ORGANIZATIONAL CHANGE PROCESS: COCA COLA

• AET/560 • GREGORY DLABACH, Professor

• Learning Team

TABLE OF CONTENTS

• Training Plan Slides 1-5• Organizational Change based on Teamwork• Resistance• Creating Commitment From Employees• Incentives

TRAINING PLAN

• 5 hours• Mid-level to Upper-Management• Focus on strategies for:• Resistance to change• Creating commitment• Offering Incentives• Using and building effective teams

TRAINING PLAN – RESISTANCE MODULE

• Discuss common forms of resistance• Individual• Group• Discuss fears of responding to resistance• Ways to shape resistant behaviors• Using resistance in a positive way

TRAINING PLAN – CREATING COMMITMENT MODULE

• Creating a safe and trusting workplace• Dissatisfaction with the status quo• Motivating employees to change their behavioral

patterns

TRAINING PLAN – OFFERING INCENTIVES MODULE

• When should incentives be offered?• What incentives are appropriate?• How can we make incentives fair?

TRAINING PLAN – TEAMWORK MODULE

• Importance of teamwork• Building responsibility and assigning purpose• Sustaining new behaviors• Different kinds of teams• Working team• Product Development team• Problem Solving team• Project Management team

ORGANIZATIONAL DEVELOPMENT AND CHANGE THROUGH ATEAMWORK PERSPECTIVE

• Accepting shared purpose and responsibility for interdependent tasks enhances coordination, commitment, and creativity and supports outstanding performance. (Spector, 2013)

EXPERIENTIAL LEARNING

• Focuses on behaviors and typically involves role-playing and feedback.

• Allows to model the behaviors the organization is seeking to have from their employees.

• Occurs in a protected environment, allowing employees to experiment with new behaviors.

• (Spector, 2013)

TEAM TYPES

• Work team: Sharing responsibilities, developing various skills where motivation and quality are enhanced.

• Product development team: Speed to market innovation are enhanced while costs involved and rework are decreased.

• Problem-solving team: Bringing employees from multiple functions, problems affiliated with cross-functional interactions can be addressed.

• Project management team: Multiple functions of the value chain are related in order to improved quality, coordination and customer satisfaction.

ASSESSMENT

• Assessment for this course will take place in the form of a KWL chart and a post-training survey.

• Post Training Survey

KWL Chart:What I Know What I Want to KnowWhat I Learned

Post Trainging SurveyShort questionnaire soliciting information from managers about implementation of newly acquired skills

RESISTANCE

• Resistance to change processes can exist when employees oppose changes, modifications, and transformations within the organization that will affect work assignments. Sometimes resistance can be an individual or an organized group of employees. Employee can express their objections to change verbally or through their actions within the workplace. Resistance can put organization’s success at risk.

RESISTANCE• Resistance to change can

ultimately effect the organization in a positive or negative way.

• Positive Effects of Resistance• Motivation • Alignment of Resources• Maintaining Daily Operations• Considering Employee

Concerns• Reduce Risk and Inefficiency• Boost Morale• Reduce Costs• Opportunities for Development

Negative Effects of Resistance

Lack of employee retention

Lower morale

Less Efficiency

Disruptive work environment

RESISTANCE

• Eliminate and Minimize Resistance• Build a culture of trust• Transparent communication • Engage employees• Build positive internal and external relationships

CREATING COMMITMENT FROM EMPLOYEES

• Workforce• How we achieve success is as important as the success itself• Coca Cola gives its workers a sense of pride that comes from

establishing brands people love .It develops the company as a corporation and individual. Coca Cola states that they are on a new journey with the work force. Its work force is an establishment of employees of growth, building their brands, financial strength, and strong commitment to management and employees all over the world. (www. Coca-colacompany.com)

HEALTH & SAFETY

• Caffeine is one of the most studied foods that has been known to be unsafe in this Century. There are more than 140 agencies throughout the world, supporting Coca Cola’s endeavor. The U.S. Food and Drug Administration is behind Coca one hundred percent. The focus is the healthy and safety and well-being of its employees and customers.

DIVERSITY

• Employees bring diversity of talent, dedication, and new ideas every day to the Coca Cola Company. This is so that the Coca Cola Company can achieve its goals and objectives for their 20/20 vision.

• The employees are of a diverse population which supports Coca Cola in striving to service many different markets.

• From employees being diversified consumers are inspired and are pleased with Coca Cola’s results of excellent service.

• Employees have an opportunity to work internally and externally within their multicultural environment.

EMPLOYEE COMMITMENT

• Employees represent their occupation with Coca Cola in their local communities and are the elite ambassadors of the Coca Cola brands locally and globally.

• Employees are committed to Coca Cola because the provides a happy, healthy lifestyle.

• Employees are committed because they are treated fairly with the utmost respect.

• Employees work hard due to the opportunity of an open communication system at work with Managers and Administrators.

• Employees are asked to give feedback to help the company run better and find out the pros and cons of the company.

• The employees comments are used and implemented in Coca Colas mission, vision, and values.

EMPLOYEES OPINIONS MATTER

Employees have demonstrated dedication by providing:

• Valuable information to help the business grow• Increase awareness• Promote business strategies• Share success and opportunities fro advancement

GLOBAL COMMITMENT

• Globally Coca Cola employees have determined if their product has been successful in other parts of the world. This is through employment insight surveys and positive promotions. Coca Cola has promoted the fight against obesity by being proactive in communities and the world at large.

EMPLOYEE INSIGHT SURVEY

• These surveys from employees demonstrated great progress

• In 2010 it showed an improvement in sales in many different categories that employees were involved in, which created 84% of the employee input.

• The survey helped the Coca Cola company grow bigger and better than it previously was.

REWARDS AND EMPLOYEE COMMITMENT

• Employees continue to stay committed due Coca Cola due to:

• Compensation and benefits package which Coca Cola has one of the best befits packages all over the world.

• Opportunity to receive a college education through Coca Cola University which is a learning program for high performers

• Managers and employees collaborate each week locally and globally to discuss development, movement, and success plans locally and around the world .

OFFERING INCENTIVES• An incentive is an object, item of value or desired action or

event that spurs an employee to do more of whatever was encouraged by the employer through the chosen incentive (AboutMoney.com, 2015).

• Intrusive Employees• Extrusive Employees

OFFERING INCENTIVES

They are used for reasons such as:• Increase productivity• Retain employees• Attract and recruit great employees• Reward high achievers• Thank employees for reaching and exceeding goals• Encourage teamwork

OFFERING INCENTIVES

• Compensation•  raises• Bonuses• profit sharing• signing bonus• stock options

• Rewards• monetary rewards• gift certificates•  employee referral awards

• Appreciation• company celebrations,

company• paid family activity events• ice cream socials• birthday celebrations• sporting events• paid group lunches

• Recognition• Thanking & praising

employees

REFERENCES

Appelbaum Medea Cesar Degbe Owen MacDonald Thai-Son Nguyen- Quang, (2015), “Organiational outcomes of leadership style and resistance to change (2)”, Industrial and Commercial Training, Vol. 47 Iss 3 pp. 135 – 144

Cawsey, T. F., Deszca, G., & Ingols, C. A. (2012). Organizational change: An action-oriented toolkit (2nd ed.). Thousand Oaks, CA: Sage.

CocaCola (2015). CocaCola: About. Retrieved from:www.coca-colacompAny.com/our-company/employeeengagement

December 2015. What are Incentives at Work? How to fairly provideincentive pay. Retrieved from: http://

humanresources.about.com/od/employeerecognition/g/wha t-areincentives-at-work.htm

Ford, J. D., Ford, L. W., & D'Amelio, A. (2008). RESISTANCE TO CHANGE: THE REST OF THE STORY. Academy Of Management Review, 33(2), 362-377. doi:10.5465/AMR.2008.31193235

Spector, B. (2013). Implementing organizational change: Theory into practice (3rd ed.). Upper Saddle River, NJ: Prentice Hall.