ORGANISATION BEHAVIOUR

Organisation Behaviour



Organisation Behaviour

Section 1 - Organisational Behaviour

The organisational behaviour is the study of human behaviour at the heart of the organisation. This is a broad field to field, in which one seeks to understand the behaviour of individuals and groups, interpersonal processes and organisational dynamics. This field allows you to place the individual at the heart of a group (team) and to analyse the interactions attaching to it while analyzing how the individual takes to resolve problems (conflict). Moreover, understanding organisational behaviour provides better control of themselves and others in an organisational context and may even contribute to the success of employees in workplaces increasingly dynamic and complex.

This can be seen as a functional discipline that depends on systematic research methods and should be capable to handle any future emergency. In addition, this discipline also recognises the role of management and its practices that are required to be used in a specific context. Similarly, Dramatic changes, advanced technology and high-performance systems, increasingly intense global competition, increased customer demand, ethical concerns and expectations of social responsibility have led to the emergence of new workplaces.

Overview of Scenario

The Coca-Cola Company is highly determined to not only train but also create a pleasant working environment that is free of any kind of discriminative behaviour. In fact, this enables employees to deliver their optimal productivity and delivery. It is also important to discuss that Coca-Cola also consider changing environment of the market as well as customer needs when it comes to train employees. On the other hand, the role of HR specialist has changed significantly in recent years.

The company also believes that all employees are vital for the success of the company and bear major responsibility to take the company further. At Coca-Cola's future is already here and the HR Transformation, as they call the HR function is divided into 3 areas: Strategic Business Partner, a specialist who has direct contact with people and keeps track of the performance plans, needs of the area detected among other responsibilities. It would be the traditional Human Resources Manager.

Contemporary People Management Issue at Coca Cola

Coca cola spends over £1413 per employee annually (The Coca Cola Company, 2010). By training and development programmes, on-the-job learning, coaching and feedback they try to ensure that the employees have the resources and methods they need to learn. Coca Cola development programmes include: personal development, leadership development, consumer marketing, customer and commercial leadership, franchise leadership. In addition, Coca-Cola maintains a great commitment with talent management and the company encourage its staff to get 10% internal promotion and 3% internal transfers across the group (The Coca Cola Company, 2010, pp. 22).

In fact, company's training and development programmes focuses on to attract talented people and retain capable employees (The Coca Cola Company, 2010, pp. 17). At Coca-Cola, they believe that their success depends on engaged and motivated people. The organisation has introduced employee representative groups, which are in charge of constructive and effective dialogue with ...