...Analysis of Global Leadership Practices for The Coca-Cola Company Robert Walbrun 11/25/2014 City University - Seattle Abstract This paper will discuss The Coca-Cola Company, a company that does business with international stakeholders. It will analyze the leadership practices of working across cultures and outline what the organization does well in this regard and what opportunities exist for improvement. In conclusion, this paper will recommend actions that should be taken to make improvements in relations with international stakeholders. Analysis of Global Leadership Practices for The Coca-Cola Company The Coca-Cola Company spans across over 200 countries with more than 3500 products worldwide (“Coca-Cola at a glance”, n.d.). The company has been adaptive to the changing world and has adjusted its leadership structure to meet current business needs. Partnerships around the world have allowed it to adjust its manufacturing and distribution approach to meet the needs of each independent market. The company is cognizant of its emerging markets and makes investments that secure the future of those markets. While Coke is an extremely strong and recognizable brand around the world it has also exposed itself to controversial situations as it has worked to establish itself in new global markets. Unique challenges inhibit the company’s growth in some markets but recognition of collateral impact to specific business decisions and appropriate adjustments will...
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...In the article, The Impact of Human Resource and Operational Management Practices on Company Productivity: A Longitudinal Study, authors Kamal Birdi, Chris Clegg, Malcolm Patterson, Andrew Robinson, Chris B. Stride, Toby D. Wall, and Stephen J. Wood address the use of practices that enhance organizational performance and sustain competitive advantage. The article investigates the practice of strategic human resources management (SHRM) through a study of 308 companies over a 22 year timeline. Employee based practices such as empowerment, training and teamwork have been the focus for years on how to better organizational effectiveness. However now, seven managerial practices have been introduced to be used in conjunction with the previous three. The seven practices to be evaluated throughout this article are empowerment, training, teamwork, total quality management, just- in- time, advanced manufacturing technology, and supply- chain monitoring. Practices such as empowerment, training and teamwork are linked to having increase employee knowledge, which in return allows them to develop and utilize it. Empowerment is spreading the power of decision making amongst operational management and individuals/ teams. This type of initiative encourages employees, allows for flexibility, requires less supervision and ultimately envisions organizational gains. Training is fundamental in terms of teaching employees skills that not only prepare them for their job, but also enriching them with...
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...written on the last company I worked for was written about the previous pediatrics practice I was employed by. While some might think that there are few ways to market a medical practice, a few things came to mind when I really started to think about the different types of products and services the practice provided. Product and Pricing Strategies During my early months at the practice, not much thought was put into why people came into our office. I know word of mouth goes a long way, so I figured parents talk to one another, and suggest pediatricians as well as advice on parenting, etc. One of the biggest things that come to mind about this practice is that they offer a lower cash price to parents that do not have insurance and have to pay for their children(s) visit. Our office provides a discounted (15%) rate for these parents. I know a lot of parents fall upon hard times when a new baby is in the family and the occasional lapse in insurance coverage can be disastrous to the pocketbook. Another thing that is worth mentioning is that we offered shot-free allergy testing in the office. This could be done before or after another appointment, making it easier for parents to combine appointments. With most parents working outside of the home, it was crucial for the owners of the practice to think about this, easing parents minds’ because they might have had to take the day off of work for an appointment. Another great addition to the practice was adding in walk-in...
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...Why is backdating stock options done? What must companies do to make the action legitimate? Trying to find ways to increase the value of one’s personal bank account, inventive ways of accounting have become common place in business. Companies that trade stock on the open market have been known to issue stock options to the employees. It has been found that some companies wait until the price of the stock reaches the lowest point before issuing the stock options to employees to help to achieve the maximum gain from the price increase of the stock. While attempting to predict the lowest point of the price of stock the window is missed and the stock value begins to increase. Some executives have taken it upon themselves to backdate the stocks when they are being granted to senior executives. This is not an illegal action if the proper protocol is followed. Many companies failed to follow the protocol and chose to instead cover up the backdating. Proper protocol demands the action be disclosed in full to the shareholders as well as disclosing the action correctly on taxes and have it reflected in the earnings. When backdating stock options the results can cause lower than expected earnings if reported properly. This in turn can cause a company to miss the expected earnings levels and have an effect on the overall stock price and the earnings of the executives’ stock options. Prior to 2002 the practice of backdating was done several times by KLA-Tencor...
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...Part 3: Business Quality – 5 Practice Principles By: Gautam Borah Abstract: “Business Quality – The Fundamentals”, is the first treatise in the series of Business Quality. The first part contended a new Postulate on Quality which addresses the need of an organization and customer in the current global scenario of business. The title “Business Quality - The Delivery Model” is the second treatise on the subject of Business Quality. This is the third part titled “Business Quality – 5 Practice Principles”. This part delineates the principles on which the Business Quality is predicated. The treatise proposes 5 principles which can help an organization to create the DNA of Business Quality. Introduction The first treatise in this series of Business Quality discussed the notion of Quality in the context of current global business environment and a new postulate has been reprised. The second treatise delineated a Delivery Model for the postulate. This article is the Part 3 of the same series which illustrates the Practice Absolutes of Business Quality. The intrinsic notion of the practice principles The principles presented in this article are at practice levels. Unlike strategic principles, the practice principles aim at execution and will assist the organizations to build a culture of business Quality. Besides, practiced with a suitable monitoring and measurement system, these principles will act as the operational building blocks to sustain the Business Quality initiative...
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...Report on “How I assess the training & development issues/needs of an Organization?” Prepared by : Supervised by & submitted to: Nazia Tazreen ID 2010010002014 Tazreen Rahman Md. Rasel Bhuyan ID 2011010004081 Course Teacher Abeda Awwal ID 2010110001061 Training & Development Kaniz Fatema ID 2010110001080 Mahajabin Begum ID 2010110001070 Program : MBA (THIS REPORT IS SUBMITTED FOR THE PARTIAL FULFILMENT OF THE DEGREE OF MASTER OF BUSINESS ADMINISTRATION WITH A MAJOR IN HRM) 13 December 2011 Tazreen Rahman Course Teacher (Training & Development) Southeast University Dhaka Campus Subject: Submission of Report Dear Madam, With a pleasure, I would like to submit my internship report entitled “How I assess the training & development issues/needs of an Organization?” in connection of my practical experience in Bestway Group I have tried my level best to expose it’s “training & development issues/needs assessment” through collecting various significant information of Bestway Group. I hope you would kindly accept the report considering my unintentional mistakes in preparing of the report. Thanking You Sincerely Yours, ______________________ Nazia Tazreen & Group MBA Program Southeast University Dhaka Campus. |Content Name | |Page No. | |First Phase: Training & Development Process ...
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...An organization needs to have training programmes to achieve certain objectives that the company needs to progress in the direction to reach the company’s goals that it has set. The training has to be systematic so that it will be effective. The purpose of a systematic approach to training and development is to access if the training and development has met the training objectives. The other purpose is also to determine if the organization managed to get their return on investment in the training and development. Training and development is linked very closely to the performance in an organization and it is through this process that the company will be able to meet the current or future manpower needs. In an event that there is a gap in the performance of the employees and the organization goals, that is where training will be needed. The organizational needs that will cause the management to conduct training include skill shortages due to ageing population, employees performing poorly, company decide to produce new products, apply new technology, or design new jobs because these changes tend to require new skills. At times the company maybe prompted by outside forces, such as customer requests or legal requirements. The first phase is the training needs assessment phase. In this phase, the training objectives are established. This beginning phase is very important, as it is in this phase that we access what is the direction or mission of the training programmes. In this...
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...| ACKNOWLEDGEMENT UNIVERSITY OF MUMBAI INTRODUCES THE PROJECT WORK IN THE SUBJECT OF HUMAN RESOURCE MANAGEMENT INTEGRATION IN THE ACADEMIC YEAR 2013-2014. FOR THE STUDENT OF M COM PART-1.WE ARE THANKFUL TO UNIVERSITY OF MUMBAI. THEN WE ARE ALSO THANKFUL TO OUR PRINCIPAL OF M.P.A.S.C.COLLEGE. DR. GANESH THAKUR FOR THEIR BETTER CO-OPERATION FOR THE PROJECT WORK WE ARE ALSO THANKFUL TO MR. A. D. ADHAV, MR. P. K. KSHIRSAGAR AND DR. N. R. MADHAVI FOR GIVING US THE GUIDANCE IN OUR PROJECT. INDEX SR. NO | TOPIC | 1 | Meaning Of Training and Development | 2 | Concept Of Training | 3 | Training and Development Program Purpose, Objective and Goals | 4 | Important Advantages Of Training | 5 | Principle | 6 | Methods Of Training and Development | 7 | Step In Training Process | 8 | Training Process | 9 | Conclusion | MEANING OF TRAINING:- Training is the acquisition of knowledge, skills, and competencies as a result of the teaching of vocational or practical skills and knowledge that relate to specific useful competencies. Training has specific goals of improving one's capability, capacity, productivity and performance. It forms the core of apprenticeships and provides the backbone of content at institutes of technology (also known as technical colleges or polytechnics). In addition to the basic training required for a trade, occupation or profession, observers of the labour-market[who?] recognize as of 2008 the need to continue training...
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...) What external factors were affecting UPS’s HR practices? How did UPS respond to these trends? The external factor that affected UPS ‘s HR practices was demographic trends. This is because UPS responded to it by replacing its traditional classroom training for drivers by upgrading its facilities. Now, the trainees use videogames , a “slip and fall simulator which combines a greased floor with slippery shoes , “ and an obstacle course around a mock village . 2) Why is efficiency and safety so important to UPS? What role do the company’s industrial engineers play in how employees do their work? Efficiency is important as it saves times and cut down on cost too. Safety on the other hand, is important as they will face the problem of labour union if this matter is not taken in great consideration by the company . The role of the company’s industrial engineers play in their employees’ work is by developing techniques on saving time and improve the safety in performing every task that their employees need to do. 3) What changes did the company make to its driver training program? What do you think of these changes? The changes made by the company towards its driver training program is they have used technology in exchange to the traditional classroom driver training. The trainers now can play videogames when they are in their seats and must identify obstacles. They also learn to carefully walk on ice with the slip and fall simulator. In my opinion , I think...
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...Common Presentation Mistakes to Avoid The workshop I attend is called “Common Presentation Mistakes to Avoid”. This workshop was about mistakes everyone makes when giving a presentation. No one is perfect but using guidelines regarding presentation practice and when you practice presentation the way you give them it will turn out how you plan. Even the best presentation can be destroyed by a bad presenter from the person who mumbles, to the one who talks too fast, to the one who just wasn’t prepared. But perhaps nothing is as irritating as the person who misuses and abuses. There are seven step I learn to go over before giving a presentation and what are the solution to making those problems better but the top three of the mistakes are “ Not knowing your topic:, Ignoring your audience” and “Not Practicing” . These steps will not only prepare me for presentation in school but also increase my skills for my career. The first mistake is not knowing your topic. Not addressing assignment or problem and missing main parts of topic. You can memorized the content but when someone ask you a question about it, you panic and don’t know how to answer it. You never prepared for questions and all you know about this topic is what is written on the slides. A better solution so this don’t happen is to know your material as well, that you could easily do the presentation without an electronic enhancement such as PowerPoint. Nothing will ruin your credibility as a presenter faster, than not...
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...Career Development Plan II Training and Mentoring Program HRM531 June 12, 2011 Career Development Plan II – Training and Mentoring Program The merger between InterClean and EnviroTech has sparked a new strategic direction. Consequently, the merged companies will be introducing full-service cleaning solutions for organizations in the health care industry. To facilitate the company’s new direction, management has assembled a new sales team and development plan to help the team be successful at implementing the new strategy. The new sales team will be consisting of Jim Martin, Vice President of Sales, Tom Gonzalez, Sales Manager, and Outside Sales Representatives, Susan Burnt, Eric Borden, Ving Hsu, and Terry Garcia. Additionally, the next step is to create a training program for these employees. This training and mentoring program is designed to prepare the new team to carryout the objectives of the company. Furthermore, when creating a successful program, management must first identify the new training and mentoring needs, objectives of the program, performance standards, delivery methods, contents, time frames, evaluation methods, feedback, and alternate avenues for those who require further development. Assessing Needs and Objectives When selecting members for the new team, management focused on specific skill sets that would be significant to the success of the organizations new strategy. Notably, employees from both entities were evaluated and chosen because...
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...knowledge. However, with the introduction of technology in the United States during the 20th century, ensuring quality standards were implemented meant that organizations had to re-evaluate their training methodologies. Additionally, laws implemented to advocate for workers also brought about changes in the approach to employee training. With the onset of technology as a helpmeet for understanding the needs of an organization as well as offering training that helps grow the business, employers began implementing these new technological learning opportunities when offering employees both company-centric and legally required training. Noe (2010) tell us that, “Recognizing the value of human, social, and structural knowledge, many companies are attempting to become learning organizations and to manage knowledge in order to develop better products and improve customer service.” Therefore, as companies proceed into the 21st century and modify their approach to training on a global scale, technology provides additional options for meeting the training needs of the organization when adhering to legal training obligations to increase employee accountability, and driving success of the business with efficiencies that technology offers the training arena. Policies and Law Noe (2010) states that, “Behavior-based programs focus on changing the organizational policies and...
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...Training is a process in order to change a human being’s attitude,knowledge,skills and behavior. It can be done internally or externally and it can also be done whilst one is at the job called on-the-job training or out of the job or company premises to be called off- the-job training. Sensitivity training can be defined as a practice that involves small or large group meetings that are organized or held by the company to discuss openly intimate and personal issues and opinions, values or beliefs and or to act out feelings and emotions towards one on other in a group, using techniques of self-confession and mutual criticisms. Sensitivity training is about developing social sensitivity and behavioural flexibility. It is also about making people understand about themselves and others reasonably, which is done by developing in them, social sensitivity and behavioral flexibility. Social sensitivity is the ability of an individual to sense what others feel and think from their own point of view. Behavioral flexibility is the ability to behave suitably in line of understanding. Sensitivity Training involves three stages which are unfreezing the old values where old values are considered, development of new values and freezing the new ones. Sensitivity Training is often offered by organizations and agencies as a way for members of a given community to learn how to understand better and appreciate the differences in other people. It asks training participants to put themselves into...
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...ABC, Inc. Case Study Charles Ramsey Comm/215 Sept. 29, 2014 Margaret Mehl ABC, Inc. Case Study ------------------------------------------------- Introduction Hiring 15 new employees in early April as part of his first recruitment effort, Carl Robins is the new campus recruiter for ABC, Inc. Hired to work for Monica Carrolls, Operations Supervisor, these new potential employees require training on company policy, being oriented to the organization, and screened for drugs. Carl himself is behind on their training, has not completed all the required processing, in addition to the fact that some of the employees haven’t even completed applications, nor have submitted transcripts. Orientation needs to be arranged somewhere other than the original location, due to double booking conflicts. The training material also needs to be reviewed and confirmed for the employees prior to the seminar. Mr. Robins is quickly falling behind, so he needs to formulate a plan of action, and implement it concisely. ------------------------------------------------- Background Having successful hired 15 new people in early April, Carl had plenty of time to prior to June 15th in which to organize everything, but procrastinated until it became a scramble to handle everything at once. While he is in fact fairly new to his own job, having only been with ABC for six months now, he should still be able to handle this workload, and produce the desired results. This inexperience can explain some of...
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...NATURE OF TRAINING AND DEVLOPMENT In simple terms, training and development refers to the imparting of specific skills, abilities and knowledge to an employee. More clearly, training and development may be understood as any attempt to improve current or future employee performance by increasing an employee’s ability to perform through learning. Usually by changing the employee’s attitude or increasing his or her skills and knowledge. The need for training and development is determined by the employee’s performance deficiency, computed as follow: Training and development = standard performance –actual performance. Difference between training, development & education We can make a distinction among training, education and development. Such distinction enables us to acquire a better perspective about the meaning of the terms. Training, as was stated earlier, refers to the process of imparting specific skills. Education on the other hand, is confined to theoretical learning in classroom. Though training and education differ in nature and orientation, they are complementary. An employee, for example, who undergoes training is presumed to have had had some formal education. Furthermore, no training programme is complete without an element of education. In fact, the distinction between training and education is getting increasingly blurred nowadays. As more and more employees are called upon to exercise judgment and to choose alternative solution to the job problem, training...
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