Case Chapter 14: Coca-Cola Strayer University

Principles of Organizational Behavior Professor Jefferson February 27, 2011

The Coca-Cola Company, headquartered in Atlanta, Georgia, produces approximately 400 beverage brands in over 200 nations around the world. It is the world’s largest non-alcoholic beverage company. In, 2006, net operating revenue was just over $24 billion, up 4 percent from the preceding year, and operating income was 6.3 billion, also up 4 percent from 2005. Coca-Cola Company describes itself as “ a local employer, with responsibility to enable our people to tap into their full potential; working at their innovative best and representing the diversity of the world we serve.” The most emerging issue in the design of work is hiring competent and motivated workers. In order to have a successful company, it is essential to have these types of employees working with your company. The Coca- Cola Company states, “ encouraging performance excellence by creating meaningful and involving jobs seems to be a hallmark of Coca-Cola’s approach to employee motivation throughout its global operation. According to the company’s Web site “each employee of The Coca-Cola Company helps lead our success in the beverage industry by committing to benefit and refresh everyone who is touched by our business”. From the Coca-Cola company it seems that the employees are very motivated people and the company helps keep the motivation going with their employees. The most likely organizational design for Coca-Cola Company is the Job Characteristics theory. The Job Characteristics Theory emphasizes the interaction between the individual and specific attributes of the job. A worker’s values, religious beliefs, and ethnic background influenced how the worker responded and to the job. Coca -Cola Web site also states, “ when