Models Of Organizational Behavior Essays


The Company Coca-ColaA is a drink company, they act as shapers, they distribute, and seller of non-alcoholic drink drinks and sirups. The company is greatly known for its bellwether productA Coca-Cola, it is created by pharmacistA John Stith PembertonA in twelvemonth 1886. The Coca-Cola method and trade name was acquired in twelvemonth 1889 byA Asa CandlerA who integrated The Coca-Cola Company in twelvemonth 1892. Alongsides its namesake Coca-Cola spirits, Coca-Cola late presents more than 400 trade names in over 200 states and supplies ‘ 1.6 billion helpings every twenty-four hours. The company performs aA franchisedA distribution system dating from 1889 where The Coca-Cola Company merely creates sirup dressed ore which so they sold to manyA bottlersA encircling the universe who grasp an sole district. The Coca-Cola Company ‘s chief Centre of operations is inA Atlanta, A Georgia. Coca Cola ‘s stock is tabulated on theA NYSEA and is portion ofA DJIA, A theA Russell 1000 Index, S & A ; P 500 Index, the Russell 1000 Growth Stock Index. Its current president and CEO isA Muhtar Kent.

Coca-cola ‘s Global coverage.


The Coca-Cola Company was ab initio organised in 1891 as the J. S. Pemberton Medicine Company, a co-participation between Dr.A John Stith PembertonA and Ed Holland.A The company was establishes to sell 3 chief merchandises: Pemberton ‘s Indian Queen Hair Dye, Pemberton ‘s Gallic Wine Cola ( subsequently known as Coca-Cola ) and Pemberton ‘s Globe Flower Cough Syrup. In twelvemonth 1884, the coca Cola became a stock company and the name was modified to Pemberton Chemical Company.A D. D. Doe and Ed Holland became the new president and Vice-President severally. Pemberton remains the superintendent.A The coca Cola ‘s mill was settled at No. 107, Marietta St.A After 3 old ages, the company was once more modified to Pemberton Medicine Company, once more by co-participation, but this clip between Pemberton, A. O. Murphy, E. H. Bloodworth, andA J. C. Mayfield. Finally in October 1888, the company gained a charter with an sceptered capital of $ 50,000. The charter became legitimate on January 15, 1889. By this clip, the company had increased its propositions to include Pemberton ‘s Orange and Lemon Elixir.


As given in the one-year study of 2005, A coca Cola sells its different liquid refreshment merchandises in many states, more than 200 states. The study once more states that of the more than 50 billion drink helpings of all types inhaled worldwide each twenty-four hours, beverages consort the hallmarks possessed by or authorized to Coca-Cola history for about 1.5 billion. Of these, drinks holding the hallmark “ Coca-Cola ” or “ Coke ” accounted for about 78 % of the Company ‘s overall gallon gross revenues. Besides every bit mentioned in the 2007 Annual Report, Coca-Cola had gallon gross revenues allocated as follows:

In the United States = 37 %

In Mexico, India, Brazil, Japan and the People ‘s Republic of China = 43 %

Spread throughout the remainder of the universe = 20 %

In 2010 it was declared that in one-year UK food market gross revenues Coca-Cola had become the first trade name to exceed ?1 billion.

The information for the twelvemonth 2009 is given in the tabular array below:

Mission, Vision and Values

Following are the mission, vision statements and company ‘s nucleus values taken from the company ‘s official web site: –

The universe is altering all around us. To go on to boom as a concern over the following 10 old ages and beyond, we must look in front, understand the tendencies and forces that will determine our concern in the hereafter and travel fleetly to fix for what ‘s to come. We must acquire ready for tomorrow today. That ‘s what our 2020 Vision is all about. It creates a long-run finish for our concern and provides us with a “ Roadmap ” for winning together with our bottling spouses.


Our Roadmap starts with our mission, which is digesting. It declares our intent as a company and serves as the criterion against which we weigh our actions and determinations.

To review the universe

To animate minutes of optimism and felicity

To make value and do a difference.

Our VisionA

Our vision serves as the model for our Roadmap and ushers every facet of our concern by depicting what we need to carry through in order to go on accomplishing sustainable, choice growing.

Peoples: A Be a great topographic point to work where people are inspired to be the best they can be.

Portfolio: A Bring to the universe a portfolio of quality drink trade names that anticipate and satisfy people ‘s desires and demands.

Spouses: A Raising a winning web of clients and providers, together we create common, digesting value.

Planet: A Be a responsible citizen that makes a difference by assisting physique and support sustainable communities.

Net income: A Maximize long-run return to stockholders while being aware of our overall duties.

Productiveness: A Be a extremely effectual, thin and fast-moving organisation

Live Our ValuesA

Our values serve as a compass for our actions and depict how we behave in the universe.

Leadership: A The bravery to determine a better hereafter

Collaboration: A Leverage corporate mastermind

Integrity: A Be existent

Accountability: A If it is to be, it ‘s up to me

Passion: A Committed in bosom and head

Diverseness: A Equally inclusive as our trade names

Quality: A What we do, we do good

Focus on the MarketA

Focus on demands of our consumers, clients and franchise spouses.

Get out into the market and listen, observe and larn

Possess a universe position

Focus on executing in the market place every twenty-four hours

Be unsatiably funny

Act Like Owners

Be accountable for our actions and inactivities

Steward system assets and concentrate on edifice value

Reward our people for taking hazards and happening better ways to work out jobs

Learn from our results — what worked and what did n’t.

Be the Brand

Inspire creativeness, passion, optimism and merriment.


The coca Cola company realise that it needs to be able to run into the of all time altering demands of its clients. And because of this the company pushed towards decentralization in 1890ss, and even more so late. Coca Cola administration has two runing groups Bottling investing and corporate. There are besides runing groups divided by different parts such as: Africa, Eurasia, Latin America, and Pacific and North America. By leting determinations to be made on a more local degree, the administration can rapidly react to altering market demands, and with the aid of this higher degree of direction can concentrate more on long term planning.

Certain division of company that are centrally located within the corporate division of the company are finance, human resource, selling, invention, scheme and planning. Some of these maps are take topographic point at lower degrees in each of the part of the company ; nevertheless, most determinations are made at the top of hierarchy for illustration, in 2002 the determination to patronize the universe cup was done at corporate degree. Corporate central office, nevertheless, allowed the local the local division to do the advertisement determinations. This allowed each division to specifically plan commercials and adds that would appeal to the local market.

When Neville Isdell took over as CEO and president of the coca Cola company in 2004, he began to utilizing more complex integration mechanisms. He used squad of top directors to make solutions to the administrations most urgent jobs and in order to cover with administration ‘s highly low growing rate. Face to confront meetings were held on a regular basis at the local degrees so employees could stay informed. Beside the usage of squad and meetings, the intranet was overhauled to supply a beginning of real-time sharing of information. The usage of complex incorporating mechanisms is of import in such a tall and broad administration.

It is of import that company ‘s each map is able to portion up to day of the month information rapidly with each other. The administration seems to be making first-class occupation of equilibrating standardisation and common accommodation. The codification of behavior for administration is a guidebook for how every employee should move. Due to alterations implemented by Isdell, common accommodation has started to play a major function in administration. Employees feel more engaged and turnover has been reduced. Isdell ‘s have led to increased growing rate for the administration, and return on equity for shareholders went from a negative return to a 20 % return.

The balance is indispensable, because it allows employees some flexibleness, but besides gives the administration some predictability. The coca Cola ‘s construction is a loanblend of both mechanistic and organic theoretical accounts. The focal point of coca-cola company is on reactivity. The complex integration mechanisms antecedently discussed are characteristic of an organic construction. The studies and interviews used by the company allowed information to flux from the bottom-up, and the intranet allows for the information to be exchanged laterally. Centralisation and high standardization are associated with a mechanistic construction.

The blending of both types of constructions seems to be ideal for the administration. Flexibility is indispensable when seeking to appeal to such a huge figure of independent markets, nevertheless, high standardization is of import to stay efficient in production. The usage of complex incorporating mechanisms allows for easier coordination for the planetary company. Centralisation keeps organizational picks aligned with organizational ends. Now that information in the company is fluxing in the every way, upper direction will hold entree to the information more rapidly, adding to the administration ‘s flexibleness and reactivity. The recent displacement towards a more decentralized and organic construction corresponds with the uncertainness of the administration ‘s environment.

Planing organizational construction: Authority & A ; Control

The coca Cola company presently employees about 94800 employees. To cognize about the hierarchal degree I studied the general organizational chart of the company and harmonizing to the general organizational chart obtained from the company ‘s web site, there are more than 5 hierarchal degrees at the corporate degree.

For illustration,

The caput of the Canadian division study to the president and COO of the North American group.

That president studies to the CFO

CFO studies to the Office of the general advocate.

The general advocate so reports to the CEO. It is just to presume that at least a few more stairss in the hierarchy at the local degree.

Due to its broad construction, the administration has experienced communicating jobs. One of the jobs discovered through a study, was that the people and company lacked clear ends. Tall hierarchies besides cause motive jobs, which is why administration is trying to acquire employees more engaged. The increased utility of the company ‘s intranet will besides increase the interaction and communicating every degree of employees, and let upper direction to pass on efficaciously to the front line employees.

2006 study based information this span of control seems slightly slender for the CEO of such a big and broad administration. They make a senior leading squad, CEO is besides a member of this squad. This squad consists of each caput of eight runing groups aforementioned. There are six people that answer straight to the CEO, the CEO is able to have input from a broad assortment of divisions because of this leading squad.

The company ‘s move to decentralization has caused structural alterations. New offices have been opened to ease determination being made closer to the local markets. The administration has besides undergone centralization of some of the company ‘s sections.

How they using different organizational behavior Theories in Administration: –

The MOTIVATION THEORY used within the organisation: –

The motivational system of the Coca Cola Company can best be explained as one that recognise with Clayton Alderfer ‘s ERG theory. The workplace end product within the coca Cola company is unmatched by assorted companies today. Three critical constituents make up Aldermen ‘s theory:

In the 1st portion the being demands within the company is the chief focal point.

2nd portion focal point is on the relatedness needs within the company.

And 3rd portion touches on the development demands within the company.

The being demands of the employees within the coca Cola company can be explained as those demands that have a wanted physiological impact on the employees within the company. In accession it could be the affair good being of the administration itself. In order for there to be consistence within the company, the employees must hold an ability of attachment in their recent place, every bit good as a power for growing within the company. Remembering that workers have the desire to be amused within the administration in which they work, The Coca-Cola Company has assorted different plans in topographic point in order to back up with this procedure.

The company offers cultural watchfulness plans and employee councils ; these forums reside of workers that portion similar involvement or backgrounds. The individuals within these councils provide both professional and personal development to one another. The Coca-Cola Company motivates their workers with inducements and employment occasions on a day-to-day footing.

The Coca-Cola Company ‘s material wellbeing is being attained each twenty-four hours. The company uses advanced thoughts in order to make the younger strain of today. Their nightclub-based plans which cater to America ‘s bloom are a really good illustration of this. These plans give unrecorded amusement and custom-designed nine furniture to the nine proprietors.

Schemes they utilizing: –

First scheme coca Cola uses to actuate its employee is their high wage. Coca Cola is one of the highest paying companies in the Atlantic Area. Coca Cola uses this scheme to non merely pull and maintain employees but it utilize it to acquire the best public presentation out of their employees.

To actuate employees the offer them benefits. One benefit that coca Cola offers is a 401K program, like most companies coca Cola offers 401K program as a manner for employees to put some of their money so that they have some nest eggs subsequently on. Coca Cola besides offers medical benefits to employees.

3rd scheme that coca Cola uses to actuating its employees and hike their moral is something that they call employee forum. The employee forum is a plan allows employees to organize groups with the members of the group with similar involvements. The groups are allowed to run into one time in a hebdomad and discourse their subjects. The forum decidedly a great manner for the employees to increase their involvement in the company.

LEADERSHIP THEORY they utilizing within the administration: –

Leadership is concluded in tonss of ways. When an employee is appointed in a place to make a occupation the director ascertains employment makings but besides must hold a ability to be able to work with this single daily.

Leadership is havening the capableness to actuate. In this company workers are criticised when anything goes incorrectly. It is ever the negative things or activities that are discussed or noted and all positive motivations that employees denote every twenty-four hours in seldom mean to state all most ne’er discussed or noticed on a day-to-day footing. Coca Cola Company every clip ignore negative directors, negative directors should adore their workers 3 times or more hebdomadal than disapprove.

Coca Cola ‘s base of operations is in Atlanta has a demand in topographic point that all directors ‘ item in their forces files any notable event. Directors at all degrees show their gratitude to workers for representation good done daily. Coca Cola ‘s employees manage a upper grade of motive and work moralss because “ they feel good ” working at Coke. This “ positive ” direction solution draw attending the really best in the work topographic point and employee turnover is decreased.

Good directors attain regard by all degrees and should hold in topographic point staff working as a squad that is dependable and do the occupation exact every clip. Coca Cola trust in “ Open Door Policy ” is a really of import and directors need to listen. In coca Cola company Managers maintain employees “ in the cringle ” with hebdomadal meetings with cognition sing the company. Too many get together do for a “ world-weary ” employee palling them out to desire to be productive the remainder of the twenty-four hours.

Organisational behavior Model: –

There are 5 basic theoretical accounts of organizational behavior






Autocratic theoretical account

Footing is power with managerial assimilation of dominance ( authorization ) . Those who are in authorization must hold the ability to demand.

Coca Cola Company gets benefits by utilizing this theoretical account when it approaches to steer managerial behavior when there were no good known options.

Coca Cola besides uses this theoretical account under some supreme state of affairss such as organisational catastrophe.

Custodial Model: –

The footing of this theoretical account is economic assets with a managerial assimilation of money. Following this theoretical account Coca Cola provide security and benefits to employees. Employee feels with sensible contentment. And because of this full employee ‘s public presentation consequence is inactive cooperation.

As company take attention of their employees, gives benefits to actuate them and as a consequence of these employees psychological consequence besides comes in the favor of the company i.e. employee ‘s dependance on administration.

Supportive Model: –

The footing of this theoretical account is leading with a managerial assimilation of aid or support.

With the aid of this theoretical account Coca Cola do their employees take part in the administration ‘s activities and besides task investing in the administration.

Coca Cola administration help their workers and therefore employees are greatly motivate because their position and designation demands are better met, therefore they have alerted thrust for work.

Collegial Model: –

The footing of this theoretical account is partnership with a managerial assimilation of squad cooperation. Coca Cola follows this theoretical account so that the employees feel needed and utile and in consequence employees give responsible behavior and ego subject to the administration.

System Model: –

In system theoretical account employees want a work fortunes that is ethical, soaked with earnestness and trust and give a opportunity to see a underdeveloped sense of association or community among colleagues.

Coca Cola Company ‘s directors ever try to convey to workers that they are an of import portion of their system. They unfeignedly care about each of them. They want to unify together to get a better merchandise or service, local association and society at big. They will do each effort to make merchandises that are environmentally friendly.

It helps employee confidence to short and long term ends.

Offer seasonably and acceptable feedback.

Build cohesive, productive work squad.

Employees clasp the end of organisational influence and rearrange the mutualness of company-employee duty.

It makes ability of psychological ownership for the organisation and its trade good service.

In this manner Coca Cola by gaining their employees that they are really much of import for them and they are the demand of administration, they increase the employee ‘s passion and committedness to organizational attack.

COCA COLA as an Employer: –

Its workplace has a universe of chances, prosecuting work, planetary civilization and competitory wagess.

It has a flexible planetary image and addresses assorted and altering concern and employment milieus and specific single preferences- has an inclusive and diverse work environment.

Coca Cola award employees for good public presentation, proficiency development, and for complete company success.

Coca Cola offers compensations, professional and personal development work life balance to its employees. It besides provides: –

Learning solutions and training- assortment of preparation activities through acquisition centres and larning market topographic point intranet.

Internet occupation market- all vacancies are advertised internally ( occupation rotary motion and internal occupation chances ) .

Performance management- a system called investment in people which is aligned to the company scheme and planning procedure.

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Conceptual Model Of Organization Behaviour (Organisational Behaviour and Design)

Successful firms must develop thorough understanding of organizational behaviour. Organization behaviour is the study of the working and performance of individuals, groups, and teams within organizations as well as of organizations as a whole. It is vital that managerial staff learns about human behaviour, discover how to increase his/her interpersonal skills and manage relationships with others at work. Organizational behaviour is a scientific discipline in which huge amount of research studies and conceptual developments are continually occur. It is also an applied science, in that information about effective practices in one organization is being extended to many others. Abundant of theoretical data demonstrated that organizational behaviour is the methodical study and application of how individuals and groups think and act within organizations and how these activities affect the efficiency of the organization. Organizational behaviour theorists involved in studying not only at individuals or groups as isolated entities, but also as part of an interactive social system in which the actions of one part impact the functioning of another. Organizational behaviour also enhance organizational effectiveness at all levels within the organization through good understanding, predicting, and influencing events on the individual, group, and organizational levels.

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One of the important principles in the area of organizational behaviour is that Organizational behaviour theory and practice does not function in separation, but is multidisciplinary, drawing on the insights arising not only from its own research but also the research and insights of other disciplines. Organizational behaviour study in companies is useful for managers as it provides effective tools at five levels of analysis, helps managers to understand the behaviour of individuals within an organization, facilitates their understanding of the complexities involved in interpersonal relations, when two people interact. Organizational behaviour is useful to investigate the dynamics of relationships within small groups, both formal teams and informal groups. When two or more groups need to synchronise their efforts, managers become interested in the intergroup relations that emerge. Organizations can also be viewed and managed as whole systems that have inter organizational relationships. Organizational behaviour provide challenges and opportunities for managers. It recognizes differences and assists managers to understand the value of workforce diversity and practices that need to be changed when managing. It can help improve quality and employee productivity by showing managers as to how to empower their people as well as how to design and implement change programs. It can assist managers to cope up in the world of temporariness and learn ways to stimulate innovation.

The goals of organizational behaviour are to define systematically how people behave under different conditions, to understand why people behave as they do, predicting future employee behaviour, control partially and develop some human activity at work. Major elements of organizational behaviour are People, Structure, Technology, and Environment.

Reason for studying organizational behaviour

There are four basic approaches of organizational behaviour.

Human Resources approach- Employee growth and development toward higher levels of competency, creativity and fulfilment are stimulated and supported because people are the central resource in any organization and society.

Contingency approach-Various managerial behaviours are required by different environments for effectiveness.

Results oriented approach-Outcomes of organizational behaviour programs are assessed in terms of their effectiveness.

Systems approach- All parts of an organization interact in a complex relationship. Systems approach is involved in comprehensive view of people in organizations and analyses issues in terms of total situations and as many factors as possible that may affect people's behaviour.

Basic organizational behaviour Model

Three main theoretical frameworks of organizational behaviour include the cognitive, behaviouristic and social learning frameworks. These form the basis of an organizational behaviour model.

The cognitive approach is based on the expectancy, demand and incentive concepts. Edward Tolman has developed this approach. Behaviouristic framework concentrates on observable behaviours. Ivan Pavlov and John B.Watson evolved the theoretical model of the behaviouristic approach. These theorists described human behaviour on the basis of the connection between stimulus and response.

The social learning approach integrates the thoughts and principles of both the cognitive and behaviouristic frameworks. This approach denotes that behaviour is explained as a constant reciprocal interaction between cognitive, behavioural and environmental determinants. Renowned theorists, Allbert Bandura, Julian Rotter, Salancik and Pfeffer are the main advocates this framework.

In management practices, there are five organisational behaviour models that include Autocratic, Custodial, Supportive, Collegial and System. Autocratic model is power with a managerial orientation of authority. This model evolved during the industrial revolution, in the 1800's and 1900's. This model undertakes that employees have to be directed and motivated to do the work. In this model, management does the thinking, employees follow orders and depend on the manager. Employees are under controlled. Characteristically, employees receive lowest pay for minimum expected performance. Employees may have lower skills. Often, employees work in the authority model because they have to provide maintenance for themselves and their families.

Main drawback is that it leads to micro management. With micro management, managers control daily operations of employees. Managers control time and processes, they put their needs above those of employees, they insist on complicated approval processes for even the smallest things and closely monitor all results. Autocratic model and micromanagement results in low employee morale, poor decision-making and high turnover. This model can be beneficial in crisis situations, or with short-term employees (Newstrom).

Custodial is economic resources with a managerial orientation of money. In the decade of 1800's, employers understood that personnel can give better performance if their basic needs are more satisfied. In this model, employees emphasize on economic rewards. They may be reasonable content, but may not be highly motivated just inactively supportive. Organization that embrace the custodial approach have a lower staff throughput. However, employees do not give their best performance. The custodial model is a good foundation for organizations to grow to the next approach.

Supportive model is leadership with the managerial orientation of support. Studies were conducted for this model in the decades of done 1920's and 1930's. Personnel are more interested because their status and recognition needs are better met as compared to other models. A supportive manager helps employees solve problems and complete their work.

Collegial model is corporation with the managerial orientation of team work. In this model, organisation develops a feeling of partnership with employees. The environment is open and people participate. The collegial model is beneficial for creative work such as marketing or communications or in thinking environments.

System Model: This model is currently developed in which people want more than money, job security and cooperative teams. The system model focuses on identifying developing and managing the strengths within employees.

The models of organizational behaviour (Source: John W Newstrom)

To summarize, organizational Behaviour is explained by various theorists as study and application of knowledge about how people, individuals, and groups act in an organization. It construes relation between people and organization in terms of the people, group, organization itself, and social system. Its need is to provide to best relationships to accomplish human objectives, organizational goals, and social vision in the long run. Organizational behaviour can be used to study attitudes and behaviours of workers and tries to realize how effectively manage and change them.

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