PRIVATE UNIVERSITY DOMINGO SAVIO

SEDE-ORURO

FINAL PROJECT: BEHAVIOR

ORGANIZATIONAL IN THE COCA-COLA COMPANY

Students: Univ.-Jhael Cristina Jimenez Achocalla

Univ. Celso William Patiño Teran
Teacher: MSc. Vanesa Julia Zenteno Villarroel
Subject: Organizational Behavior

Oruro-Bolivia
2022
 FINAL PROJECT: BEHAVIOR
ORGANIZATIONAL IN THE COCA-COLA COMPANY
1.- INTRODUCTION

In 1886, at a pharmacy named Jacobs, in Atlanta, Georgia, the story of the

the most famous drink in the world, thanks to the pharmacist John S. Pemberton, who worked
with the formula of a medicinal principle based on syrup (still secret) and natural water
known as 'Coca Pemberton Wine'. During the early days, it sold every day
around nine glasses, at a price of 5 cents per glass.

Pemberton soon realized that the drink he had created could be a success.
His accountant, Frank Robinson, was the one who came up with the Coca-Cola brand and designed the logo.

The Coca-Cola Company was founded in 1891, formed by the pharmacist Asa G.
Candler, his brother John S. Candler, and Frank Robinson. Two years later they registered the
trademark at the United States Patent and Trademark Office.

COCA-COLA IN BOLIVIA: In 1945 Coca-Cola arrives in Bolivia, where it builds a

extensive value chain. The company generates more than 3,000 direct jobs and more than
100,000 indirect jobs, purchasing supplies from local producers and promoting the
development of initiatives aimed at creating value for small traders and
the communities of the country. Likewise, it significantly contributes to the development of
Bolivia being one of its main contributors in taxes. A development engine.
for the national economy.

2.- COMPANY MISSION

The Coca Cola Company always keeps its Mission in mind and emphasizes it within
of all employees the compliance with this, thus ensuring that it is not altered or changed
the economic activity of the company is such that the mission is

3.- VISION OF THE COMPANY

To satisfy beverage consumers with excellence. To be the best total beverage leader.
that generates sustainable economic, social, and environmental value, managing models of
innovative and winning businesses, with the best collaborators in the world. They are the key
to guide our behavior day by day.

4.- VALUES OR PRINCIPLES

Values guide the actions and behavior of The Coca-Cola Company in

world, and they are:

· Leadership: Striving to shape a better future.

· Collaboration: Enhancing collective talent.

· Integrity: Being transparent.

· Accountability: Being responsible.

· Passion: Being committed with the heart and with the mind.

· Diversity: Having a wide range of brands.

· Quality: Pursuit of excellence

OBJECTIVES

As a leading company recognized in over 200 countries, this company is setting a trend.
a diversity of objectives.

The company's objectives are as follows:

Short Term Objectives

Increase sales volume.

Increase business expansion.

Medium-Term Objectives:

Expand global market share by 5%

Long-Term Goal:

Maximize long-term cash flows.

 Improve economic benefit.

In the context of the work plan, outline what needs to be achieved in order to succeed.
maximum sustainability, quality, and growth. With it, it is intended to achieve some
objectives adapted to different fields:

People: To be a good place to work, where people feel inspired

to give their best every day.
Drinks: Offer a diverse portfolio of quality products that anticipate and
satisfy the desires and needs of consumers.
Partners: Develop a work network to create a common and lasting value.
Planet: Be a responsible citizen who makes a difference by helping
build and support sustainable communities.
Benefit: Maximize shareholder returns while having
presents the general responsibilities of the Company.
Productivity: Being an effective and dynamic organization.

6.- EXTERNAL ANALYSIS (PESTEL OR SWOT whichever)

Fortresses Weaknesses
It is considered by part of the market as one
It has a strong brand value
of the most harmful soft drinks for health.
It has fixed and loyal customers.
The price of Coca-Cola is higher than its
It has a global presence competence, for this reason low individuals
Strong supply chain economic position is not frequently consumed,
sIno in ocimportant events.
Analysis Fodade
Coca
cola
Opportunities
To have agreements with new societies
strategic partnerships with local television networks and The shortage of water
use the internet as a means to publish Too strong dollar
in a easier and more complete way of their Regulations for printing information that
products. it can be compromising in the labels
Use your global presence to position Decrease in gross and net profit
branches at tourist points. Competition of PepsiCo brands Market
Create and produce new consumer packages saturated carbonated beverages
according to new food trends
 7.- INTERNAL ANALYSIS (RESOURCES OR CAPABILITIES, SWOT OR VALUE CHAIN)
any value

ss
The infrastructure is made up of 64 bottling plants, 385 centers.
distribution, 11600 delivery routes, 1.400000000 in sales and 29.000
Freight, distribution, and operation vehicles (in Bolivia)

ss
The talent acquisition management is composed of the
training and diversity in the company's workforce. The company
is committed to creating a workplace free of biases and
discrimination

Innovation in the area of food process automation and research

in the area of drinks and food.

The acquisition of Monster Beverage Corp. is being negotiated.

evolved from having a unique product Coca-Cola original to having more than 500
brands in 2011.

The company is The company is The company provides Regarding the sales Quality verification
provision of dedicated to the a refrigerated and market the company As one of the
raw materials manufacturing of their buyers is based on the brand post services
for the development concentrated of the Setenen trucks coca-cola for sale, the collections are made
of products that drinks while which carry them differentiate the bottles of the product
reflect the quality of that the product up to the products. In addition to What was bought?
the company bottlers consumers what is used for advertising
they manufacture the to boost the
final product quality and image
Quality verification

8.-ORGANIZATIONAL CULTURE AND ORGANIZATIONAL STRUCTURE

Your Organizational culture is made up of the following values:

Passion for Service and Customer/Consumer Focus

Innovation and Creativity
Quality and Productivity
Respect for Integral Development and Excellence of Personnel

Honesty, Integrity, and Austerity

9.- INDEPENDENT VARIABLES

10.- ORGANIZATIONAL LEVEL VARIABLES

We must promote, ensure, and recognize the following key behaviors throughout
collaborator
 Act with initiative, responsibility, and proactivity to achieve the figures of
businesses that allow the companies of the Group to develop profitably.
Operate with productivity, making the most of the available resources and
develop innovations in these to achieve greater performance.
Harmonize parts, negotiate agreements, and establish synergetic alliances.
Set objectives and goals and encourage your collaborators to do so.
they commit to achieving them together.

Demonstrate competence and effectiveness working within different cultures and modeling
positive attitudes.

This is the organizational structure of Coca-Cola Femsa, the largest bottler of

global level of The Coca-Cola Company.

11.- VARIABLES AT THE INDIVIDUAL LEVEL

On an individual level, it is noteworthy among the employees of The Company Coca Cola the
most are trained and undergo changes in their personal behavior
making them more capable people for dealing with customers and thus also the
constant training makes them stand out, as their extensive coverage of
Coca-Cola makes every sales agent become kinder and more positive with customer service.
client, apart from their individual characteristics.

12.- VARIABLES AT GROUP LEVEL

At the group level, the competitiveness among the sales agents demonstrates change.
in their behaviors as they seek hierarchical recognition within
the company as well as the appointments of employees of the month or the rise of expensive items within

from the company

13.- DEPENDENT VARIABLES

Performance at Coca-Cola: Coca-Cola develops a mindset in its employees.

business, where leaders play a fundamental role in feedback
constant for their collaborators to achieve their maximum potential. This company uses the
9 box performance potential methodology, which has allowed them to evaluate more than
5,150 collaborators. In addition, Coca Cola has a succession plan, internal promotion, and
very robust career plan. 78% of internal staff filled positions for directors and
managers and promotions at all levels of the company account for 65.7%.

Commitment: At Coca-Cola FEMSA, we are committed to grow as a

high-performance organization where talent, culture, and leadership are the
main drivers of the development of our people and of the fulfillment of our
strategic objectives. Therefore, we seek to promote the professional development of
our collaborators, and provide them with the training and resources necessary to promote
your safety and success at work.

Loyalty: Well, at The Company Coca-Cola, there is low employee turnover with a
average seniority of 15 years, greater employee involvement, who have
incorporated the business results into their own management,

Job satisfaction: The satisfaction and well-being of the worker,

denoting a strong identification with the company and brand pride that is transferred
even the families of the workers, a high level of productivity and sales, lower
costs, fewer overtime hours, and it has also meant a greater commitment that
reflects in summer where productivity levels should increase due to the high
market demand

Organizational Citizenship: The Human Rights Report 2016-2017 of Coca-Cola

it is presented as an independent document aligned with the Reporting Framework of the
Guiding Principles of the United Nations.

The Report identifies 3 material issues in Human Rights identified from an extensive
process of internal and external consultation with 63 individuals who represented 57
organizations whose work relates to human rights issues in the chain
of the global value of Coca Cola.

For the first time, we publicly list and discuss our 13 issues.
prominent in human rights, which include risks related to the
the safety and health of all workers; equality; child labor; forced labor;
rights over the land; right to privacy; and more." This example highlights that in
Coca Cola seeks to involve workers in the matters concerning the
new applicability of internal policies.

14.- TYPE OF MOTIVATION USED IN THE COMPANY

Intrinsic motivation is that which arises from the satisfaction that a task provides.
in its execution. It is a personal motivation that comes with the person, which
self-esteem and does not require a third source (for example, from the boss)
recognize)

Include an objective part related to the person's skills. That is, if it is

by performing certain tasks, you will feel more accomplished because you will achieve good
results. While if they do not do well, their motivation will decrease. In short: it is about
a type of work motivation directly related to our level of satisfaction
personal.

Extrinsic work motivation

Extrinsic work motivation comes from outside, that is, it comes from
exterior, of a third source. Talks about the process, the resources, the recognition
external and of the best and the impact achieved with that task that we have carried out.

It is usually associated with goals and rewards, but it is destined to disappear in the
time, especially if we compare it with the previous one.

Attraction, recruitment and selection, development, retention, exit, and employment... each phase
it is equally important for the development of a professional in the company and, consequently,
Taking care of them will be essential for its productivity and profitability.

In our guide, we teach you how to leverage technology to enhance the performance of your
template and take care of each phase to the maximum.
Establishment of a flexible schedule: There is a margin of 90 minutes for
joining and leaving work.
Shorter workday on Fridays. This ends at 1:30 PM.
3. Flexible vacations: The employee can choose their vacation period and also has
of an additional day off for the resolution of personal matters.
4. Paternity Leave: The employee is guaranteed 7 calendar days for leave.
paternity instead of the two shifts established in the current regulations.
5. Possibility of reduced working hours: Workers with minor children are allowed
six years or dependent family members in their care can reduce their work hours by up to a
20%
6. Interruption of vacation: The possibility of interrupting the vacation without losing it is given.
the remaining time due to the death or serious illness of a family member until their
second degree of kinship.

15.- DECISION MAKING

Having thought frameworks that guide speculations and frame decisions us

helps to manage decision-making in scenarios of constant change that we
imposes (in a cruel, swift, and uncompromising manner) the globalized world.

We are condemned to a decisional dilettantism because, many times, waiting to have

all the experts' responses condemn us to slow, delayed, and ultimately
temporarily inadequate with competitors making probably better decisions
quick, probably more suitable.

Decision-making dithering is minimized if we have a framework of global understanding.

comprehensive and heuristic of where the world is moving and the needs of the people. It
It seeks to develop a fine perceptual sensitivity towards people and an adequate
knowledge of connected trends.

Many guidelines make up a universe that shapes the global comprehensive framework. Let's take a look.

some concepts that cannot be overlooked when making decisions

(primarily business-related)
By constantly innovating our portfolio, we remain focused on improving our
competitive position and obtain the greatest value in carbonated beverage brands,
aligning the portfolio to the tastes and preferences of our consumers. Among others
initiatives, we continue to promote the portfolio of sugar-free and low-calorie carbonated beverages
in sugar, with the purpose of satisfying and stimulating the demand for these products,
adapting the portfolio to the evolving preferences of our consumers

Use at least 50% recycled material in our PET packaging.

Achieve that 100% of packaging is recyclable by 2025.

Collect the equivalent of 100% of the PET bottles that we place on the market
for 2030.

16.- LEADERSHIP STYLE

Thanks to its visionary leadership, Coca-Cola FEMSA became, in the decade of the
ninety, in the most profitable bottler of the Coca-Cola system, also laying the foundations
for its future growth. An authoritarian leadership style is used when a leader
dictates the policies and procedures, decides what objectives are to be achieved, and directs and
controls all activities without any significant participation from the
subordinates

17.- WHAT METHOD DO THEY USE FOR CONFLICT RESOLUTION,

NEGOTIATION, PERSUASION, ETC.

Bosses worried because their employees do not meet the objectives, workers who
they blame each other for the poor performance or two employees who cannot smooth over the rough edges

existing between them and, therefore, cloud the work environment; labor conflict can
unleash anywhere. That's why we have prepared these four steps that we
they will save time when resolving a labor conflict.

A tool that works great for this type of cases is . With Zeppelean you can
set goals and competencies for your employees, including specific missions that
they are carried out in exchange for virtual rewards. Thanks to the missions, the objectives and the
competencies each employee will know exactly what they need to do. And furthermore, they will be

delighted to do it thanks to the game elements!

28.- INNOVATION AND CREATIVITY, IN PROCESSES, PRODUCTS,

SERVICES, ETC.

The right of training is granted to those workers who join after a

long termination process. Children's campaign in summer: In 2006, the company organized a
urban summer camp for your children.

Regarding the new extra-salary benefits, we can highlight the following:

Life and accident insurance.

2. Voluntary pension plans.
3. Early retirement plan.
Medical insurance for him and his immediate family.
5. Free drinks and food assistance

We see then that it is important for a company to take into account the needs of the
employees and satisfies them within reasonable limits so that they are comfortable with the
work and the place where it is performed, its productivity and loyalty to the company is better and
therefore I achieved the established objectives. The main marketing objectives of
Coca-Cola is based on the need to satisfy needs, tastes, and preferences.
of its clients, as it well states. Therefore, Coca-Cola has invested large sums of
money in the promotion and marketing of its branded products worldwide.

19.- INSTITUTIONAL COMMUNICATION AND TRAINING

As a novelty in 2021, Coca-Cola is presenting "Let's Stay Open", a cycle of

free training aimed at staying close to the owners of
kiosks, storage facilities, mini-markets, and self-services and bring them the knowledge and
necessary strategies to improve your sales, strengthen your finances, and venture into e-
Commerce and Digital Marketing Additionally, mentoring spaces and classes will be made available.
masterclasses with the purpose of expanding information and improving the experience of the
participants.

firmly that success lies in working together with our collaborators, therefore
which we guide ourselves under a philosophy of continuous drive and support that allows its

empowerment and trigger comprehensive development. It is essential for us to provide the

opportunity to continue learning and promoting talent in Mexico to achieve
to foster an environment of collaboration and well-being for all.

The above was reported by Joan Prats, Vice President of Corporate Affairs at Coca-
Cola Mexico, upon announcing participants among which the investment of more than 1.4
millions of hours in promoting the personal and professional development of employees; thus
like the training of around 115 thousand Mexicans over the last two
decades, through the Coca-Cola Solutions Center (CEDESKO) that promotes
competencies in process management, operational excellence, human talent, skills
accounting and financial, and commercial capabilities

20.- FORMATION OF GROUPS AND WORK TEAMS IN THE

COMPANY

or it could be explained without its employees: their contribution and involvement are key.
Hello, Coca-Cola does everything possible to create happy work environments. Its goal is
that all the people who work in the company maintain a positive attitude,
open and that generates new ideas and innovation, performing with passion and without a trace
of gender, ability, or origin barriers.

To achieve this, Coca-Cola develops talent management policies that provide to the
workers opportunities to evolve according to their aptitudes and preferences, not
not only from a professional point of view, but also personal. Development plans and
training at a professional and human level that is not confined to the borders of a
territory, but they extend throughout more than 200 countries in the
that Coca-Cola is present.
On the other hand, the company facilitates the reconciliation of work with the private sphere of each individual.

employee. For this, the two main reconciliation measures available are
both flexible hours and presence. Thus, Coca-Cola offers total connectivity
thanks to smartphones and laptops, which allow remote work
from anywhere.

Reconciliation also means that the company eliminates worries for the worker, making him/her the...
easier life. In this sense, Coca-Cola provides a pension plan and insurance.
doctor. In addition, it is involved in promoting healthy habits and fostering well-being
employees with specific programs and with dining facilities, gym,
medical service, physiotherapy, and massages.

The workers have a parking space and the Easylife service, which allows them to carry out
small household notes from the office. It also improves what the own stipulates.
labor legislation, with more days of personal matters, vacation, or weekends
that start on Fridays at 1:30 PM.

21.- STRATEGIES FOR DEALING WITH TOXIC PEOPLE AT WORK

ELECTION.

The solution to a problem is to prevent it from arising, so we will no longer have conflict or solution.

contribute, however, in any environment where living beings interact there exist
disputes, no longer only between people.

The basic survival instinct is one of the sources of conflict within the
organizations; the insecurity of their members will necessarily bring about
conflicts, although not only insecurity in a work environment is a generator of disputes,
consider, for example, the strikes demanding salary increases.
It is, therefore, almost certain that among the employees of a company, or among
these and their superiors, sooner or later, some conflict will arise and the way in
how these are faced and resolved will affect the company and its productivity, already
that if employees disperse their energies in open conflicts, they will obviously be less
productive.

It is better to win without fighting than to battle continuously, even when you are winning.
will demoralize the troops and others will take advantage of this weakness to rebel; this
it can be extrapolated to conflicts within the company, in such a way that conflicts without
problems become entrenched, employees become discouraged, the company diminishes its profitability and the

competition can be leveraged, either by attracting the best employees or simply

benefiting from the internal self-destruction generated by certain conflicts within
the organizations.

It is important to keep in mind that when a conflict arises, it may be the tip of a
iceberg of much more serious problems.

Realizing the conflict as soon as possible, since if we are not aware of it, it will be
it's impossible to mediate in it and try to solve it. Therefore, it is important that there is

a fluid, clear, and sincere communication between the different tiers of a society.

Problems do not usually resolve themselves, so if there is any among the staff, there is
what to do in the face of reality and not wait for it to resolve itself.

Act quickly in the face of a problem, as it not only affects those directly involved, but also
that can have repercussions on the rest of the organization, favoring the positioning of its
members and being able to create a division within the organization.

Isolate the conflict; disputes are better resolved in private and avoiding externalizing them.
abruptly the office. The antagonists must be brought together with a mediator, allowing them
express your views in a calm manner, without interruptions and once
Once the differences are known, try to find common points that allow building bridges.

When a problem arises, it is important to stay calm and treat others well. Raising the tone
verbal violence and disrespect will hinder any future solution to the
problem.
Don't "shoot the messenger." "Shooting the messenger" is a metaphorical phrase that refers to
the act of blaming a person who brings bad news instead of the author of it. If you
unleashes anger upon the one who uncovers a conflict, will hardly warn of the
problems that I detected.

Neutralize toxic workers, as their main mission is to create problems. The

the peak of these workers is to create problems themselves, solve them and 'take credit'
medals" for having solved them.

22.- INCLUSION OF LGBT PEOPLE

First of all, it is important to emphasize that at The Company Coca-Cola recognizes that the

Human Rights are the set of prerogatives based on human dignity,

whose effective realization is essential for the integral development of people in
where human dignity is respected as such, inclusion and
diversity in all countries associated with The Company Coca Cola

Human dignity:

They show a loyal, respectful, diligent, and honest behavior.

They respect the dignity of individuals, their freedom, and their privacy.

3. They do not allow verbal, physical, or visual behaviors that infringe upon dignity and the
respect.

They are committed to promoting and preserving a work environment in which

condemns, prohibits and sanctions all forms of harassment, violence and bullying or any other
activity that attacks the dignity and respect of our collaborators.

Inclusion and diversity

1. At The Company Coca Cola, they promote inclusion so that the diversity of their
collaborators can contribute value in an environment of equitable rights and duties.

The policy at The Company Coca Cola shows that it does not discriminate against people by making
any distinction, exclusion, restriction, or preference that is not objective, rational, or
proportional and aims to obstruct, restrict, prevent, undermine or
to annul the recognition, enjoyment or exercise of human rights and freedoms, by no means
reason, including origin, race, marital status, age, opinions, gender, creed, tribe,
association or affiliation to a union, ethnicity, social or economic class, pregnancy,
gender identity, sexual orientation, health condition, disability or nationality.