The Organizations Culture at Coca Cola Assignment

The Organizations Culture at Coca Cola - Assignment Example They also keep an eye on their employees via management but offer to help out individuals within the culture. In his interview with Juan Johnson, vice president at Coca Cola, Vasquez (2004) discusses the organizational culture as one of success, and one that focuses on employee happiness. Organizational members of Coca-Cola learn the culture through interaction with other members as well as attending various employee training programs. In his interview with Juan Johnson, vice president at Coca Cola, Vasquez (2004) discusses this concept. The members and Coke are constantly interacting with each other and by doing this, they learn what the organizational culture is all about. The training provided by Coke allows them to gain a very great understanding of what the organization wants in general. Since group work and collaboration is always expected, Coke expects that its workers will learn how to work well together and take lessons from management on how to stay motivated. How management motivates their organization can affect the productivity and thus the profitability of an organization. Coke is very focused on strong motivation within the company. Motivation defined is the individual forces that account for the direction, level, and persistence of a  personal effort expended at work. (Vasquz, 2004) There are different ways to motivate one’s workforce. The culture at Coke is generally positive, although there are conflicts within the organization. All organizational cultures have conflicts within them. Management must find ways to deal with conflicts quickly and fairly. Not all conflicts are negative. Tension between senior managers and line management during a budget formulation is an example of a beneficial conflict. This conflict can add efficiency in the company. It requires the line management to stretch their limitations in order to achieve results. In order for positive results, meetings must be managed well so that managers can be motivated. Negative conflict must be managed as well. If the conflict involves a workflow process a manager can reduce interdependence.