Change Management Plan Essay For Coca-Cola Company. (61 Characters)

Objectives of Change Management Plan

Question:

Discuss about the Change Management Of Coca-Cola Company.

The Coca-Cola Company is the world's number one maker of soft drinks, selling 1.3 billion beverage servings every day. Coca-Cola's red and white trademark is probably the best-known brand symbol in the world. Headquartered since its founding in Atlanta, Coca-Cola makes four of the top five soft drinks in the world, Coca-Cola at number one and Diet Coke, Fanta, and Sprite at numbers three through five. The company also operates one of the world's most pervasive distribution systems, offering it's nearly 400 beverage products in more than 200 countries worldwide. Among the company's products are a variety of carbonated beverages (including the aforementioned brands and many others, such as Fresca, Barq's, and Cherry and Vanilla Coke); sports drinks (Powerade and Aquarius); juices and juice drinks (Minute Maid, Fruitopia, Hi-C, Five Alive, Qoo, Maaza, and Bibo); teas (Sokenbicha and Marocha); coffees (Georgia); and bottled waters (Ciel, Dasani, and Bonaqua). Moreover, the company holds the rights to the Schweppes, Canada Dry, Dr. Pepper, and Crush brands outside of North America, Europe, and Australia (Referenceforbusiness.com, 2017). Change management plan developed by project management team for implementation of new administration system. The plan aims to provide a framework for managing and coordinating communication across all departments. These plans identify goals and strategies for goals implementation. The person to ensure to change implementation is implemented successfully. The objectives that the project will achieve upon implementing the new change. The constraint for change management. Analysis of stalk holder response to change. Assessment of the readiness of change by the organization. The organization wants to change to adopt new administration system to help it achieve its target. The organization needs to change and adopt dynamic survival strategies to stay alive in uncertain political economic and social environment.Its human nature to resist change and to implement change in  management strategies for managing resistance.

Sponsor is the person who oversees the entire change management initiative (Brighthub Project Management, 2017) .The sponsor is the figurehead of the project .for a project to achieve its anticipated benefits, real change can only be affected by proactive sponsor. Too often sponsors believe that their role is limited to securing project funds or attending a kick-off meeting. Effective sponsorship requires more than that: Active involvement and support throughout the change management effort are critical elements for success (Change Champions Consulting, 2017). Educate sponsor on his/her role in the change management project. Sponsorship is not limited to securing resources. It also includes active communication about the change, support for key decisions and removal of roadblocks, and—most importantly.

Effective Communication Strategies for Change Management

The following objectives can be achieved through implementation of new administration system:

• To improve profitability and return on overall investment
• To rapidly respond to the customers' demands
• To increase the employee performance
• To respond to the rapidly changing environment
• To improve the overall performance of the company
• To improve the effectiveness and efficiency
• To create the best practices inside the organization and setting standards for the industry

Change management is needed for organizational survival. So the company should adapt to change management techniques to maintain its worth in the industry.

Three important elements of organizational change are

1. Thinking: How people understand the organization and their ability to learn. How well ideas (management concepts) are tailored to meet the organization's needs, and how well managers communicate them (Anon, 2017).
2. Behavior: How people react to change, how it is discussed and the attitudes that exist related to the proposed change.
3. Infrastructure: The physical environment in which the change takes place, including technology, procedures, organizational structure and the various systems that are of relevance to the work (Anon, 2017)

Change in the structure is maintaining the span of control, specifying different work roles, redesigning job scenarios, etc. Change in technology could be an introduction to new innovative methods for improving the product's quality launched by the organization. While the change in people is to bring about alterations in the way people think and act. It means to modify their behavior towards the betterment of organization (Google Books, 2017).

The recent change management at coca cola is directed towards the intrinsic values and motivations of the employees and can be referred to as 'employee engagement.' The change management process, together with internal branding programs is expected to bring about ideal behaviors in employees, which would align the operations of coca cola worldwide, and bring about efficiency throughout coca cola across all its business segments.

Coca-Cola hopes to bring about a thoroughly integrated system of communications, and focus on creating brand relationships with their employees. This would enhance the operations of Coca-cola, as an integrated approach would mean all employees believe in engaging fully in the values, and this would become an inherent part of the employees at a personal level. Coca-cola is actively seeking to incorporate the change into its company for "building capability in engagement, maintaining engagement momentum and ensuring that engagement is integrated into CCR's people practices" (Samdahl,2011). For this purpose, employee engagement surveys are conducted twice every year for all the coca cola associates, which serve to highlight the areas where the action is required, and further actions and implementations can henceforth be executed.

Coca-cola believes that their business results hinge on the dedication of their employees to operational excellence. The company truly recognizes the importance of the people to the business, and knows that to continue to bring about tremendous results it is bringing in, employees throughout the world should believe in the values intrinsically, and therefore the employee engagement is being focused on all the countries the company serves to align, thoroughly integrate and align the company so that operational efficiency can be achieved.

This is perhaps the most common barrier to change management. Employees always have a fear of change, and unless they are involved in the change process, it is highly likely that even the most loyal member of your employees will resist the change. The biggest mistake some organizations make is a failure to involve employees in the change process.

Barriers to Change Management and Strategies to Overcome Them

Some organizations have no effective communication strategy. In fact, some top leaders always assume that once they announce the change, people will adjust and be ready to get started with the new development.

Change is always difficult for organizations that lack the idea of their current state. Trying to introduce and implement change without conducting an assessment and understanding the current blueprint of the organization is a common habit by many entities.

There comes a time when organizations begin to develop complex processes, making the process of planning and implementing change a bit more complex. The complexities include complex processes, products, and systems, all which contribute to change barriers because they are often quite difficult for the members of the organization to understand.

Coca-Cola Company can use two change management tools to make sure that all people who are required to be the part of change management process. These tools are Force Field analysis and AKADAR model. Force field analysis is a technique developed by Kurt Lewin to scrutinize the forces that are causing an opposition to change process ((Change Management Coach, 2017). By doing Force Field Analysis, Coca-Cola Company will be able to induct people who are in need of appropriate training. Another useful tool is AKADAR model which stands for Awareness, Desire, Knowledge, Ability, and Reinforcement. Through AKDAR model, firm creates awareness about the need of change, generate desire in the people to help in transitioning process, give knowledge to the people that how they can help the change process, and develop an ability in the people to go through the change and provide them with continuous reinforcement to withstand the change).

Conclusion

To conclude, it may be said that communication can be a key element to successful change management. Communicate the changes to the employees; tell them why the change was inevitable and how they will benefit from the change. The management should itself adopt a positive attitude towards the change so that employees can follow their lead and welcome the change. Coca-cola as a company has a heritage of embracing change rather than resist it, and it should translate into their future endeavors towards change management to ensure that the organization is best poised to market under all sorts of environmental conditions

References

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Anon, (2017). [online] Available at: https://ttps://www.prosci.com/change-management/thought-leadership-library/change-management-process [Accessed 21 Nov. 2017].

Anon, (2017). [online] Available at: https://telematics.tomtom.com/en_gb/webfleet/blog/risks-associated-with-change/ [Accessed 21 Nov. 2017].

Anon, (2017). [online] Available at: https://www.linkedin.com/pulse/5-barriers-change-management-how-easily-overcome-them-smith/ [Accessed 21 Nov. 2017].

Brighthub Project Management. (2017). The Role of the Sponsor In Bringing Change to a Project. [online] Available at: https://www.brighthubpm.com/change-management/39144-sponsoring-a-change-management-initiative/ [Accessed 21 Nov. 2017].

Change Champions Consulting. (2017). Change Management: Executive Sponsorship. [online] Available at: https://changechampionsconsulting.com/change-management/executive-sponsorship-key-element-success-change-management/ [Accessed 21 Nov. 2017].

Change Management Coach. (2017). Lewin's Force Field Analysis Explained. [online] Available at: https://www.change-management-coach.com/force-field-analysis.html [Accessed 21 Nov. 2017].

Extension.harvard.edu. (2017). What Could Go Wrong? How to Manage Risk for Successful Change Initiatives | Harvard Professional Development | Harvard DCE. [online] Available at: https://www.extension.harvard.edu/professional-development/blog/what-could-go-wrong-how-manage-risk-successful-change-initiatives [Accessed 21 Nov. 2017].

Google Books. (2017). Organizational Immunity to Corruption. [online] Available at: https://books.google.co.ke/books?id=5_wnDwAAQBAJ&pg=PA45&lpg=PA45&dq=It+means+to+modify+their+behavior+towards+the+betterment+of+organization&source=bl&ots=x2vz2j1d_J&sig=83vvRv87NylVxD5qN0f77WuHwr8&hl=en&sa=X&ved=0ahUKEwjWxZDTpdDXAhWC1hQKHRWQBpEQ6AEIRTAF#v=onepage&q=It%20means%20to%20modify%20their%20behavior%20towards%20the%20betterment%20of%20organization&f=false [Accessed 21 Nov. 2017].

Referenceforbusiness.com. (2017). The Coca-Cola Company - Company Profile, Information, Business Description, History, Background Information on The Coca-Cola Company. [online] Available at: https://www.referenceforbusiness.com/history2/32/The-Coca-Cola-Company.html [Accessed 21 Nov. 2017].

Smartsheet. (2017). 8 Elements of an Effective Change Management Process. [online] Available at: https://www.smartsheet.com/8-elements-effective-change-management-process [Accessed 21 Nov. 2017].

Thomas, M. and profile, V. (2017). Elements of a Change Management Plan. [online] Processchange.blogspot.co.ke. Available at: https://processchange.blogspot.co.ke/2010/07/elements-of-change-management-plan.html [Accessed 21 Nov. 2017]