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Diversity in the workplace in general coca cola
Detailed history of pepsico food company
Diversity in the workplace in general coca cola
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Exemplary Leader: Indra Nooyi
The foundation for developing an effective diversity management program relies on leadership commitment and the CEO should communicate the organization’s position on diversity management and his or her sincere belief in the importance of diversity (Cañas & Sondak, 2010). Indra Nooyi, the current Chairman and CEO of PepsiCo, is a leader who demonstrates a strong passion for managing diversity. In this paper I will be discussing Indra Nooyi’s personal and professional background, the status of diversity within PepsiCo before her role as CEO, the leadership philosophy on managing diversity Indra Nooyi has taken, the strategies she has used to implement diversity management, and her diversity related goals. I will conclude with a discussion on the current status of PepsiCo in terms of diversity, their future diversity goals and how Nooyi’s diversity management efforts have affected the overall success of the company as a whole.
What Makes a Leader?
Personal and Professional Background
How a person is raised, their personal experiences, spiritual beliefs and education greatly affect their view on the world, and it is these unique factors that help formulate an individual’s personal leadership abilities. Indra Nooyi was born and raised in Madras, India. She came to the United States in 1978 at age 23 to earn her M.B.A. at Yale, despite her parents telling her she was out of her mind and should have stayed in India and gotten married (Useem, 2008). Nooyi credits her upbringing for instilling her competitive work ethnic that still drives her today. Her parents taught her, “if you do a job, you must do it better than anybody else” (Bullock, 2010, para 5). While in college Nooyi played cricket and electric ...
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...Staying Focused on Best Practices. Black Enterprise, 39(10), 43-44.
MIT Sloan Management. (2006). PepsiCo president charts path to diversity and success: Indra Nooyi speaks to MIT Sloan Community as a part of Dean’s Innovative Leader Series. Retrieved from http://mitsloan.mit.edu/newsroom/2006-nooyi.php
PepsiCo. (2012). Indra K. Nooyi Biography. Retrieved from http://www.pepsico.com/Download/Indra_Nooyi_bio.pdf
Sherman, H. (2011). Nooyi, Indra. Britannica Biographies, 1.
The Economist. (2010). Pepsi Gets a Makeover: Taking the Challenge. Retrieved from http://www.economist.com/node/15772138
The Pepsi Challenge. (2006). Economist, 380(8491), 51.
Useem, M. (2008). New Ideas for This Pepsi Generation. (cover story). U.S. News & World Report, 145(12), 49.
Walkup, C. (2003). Nooyi speaks on diversity, innovation at WFF luncheon. Nation’s Restaurant News, 37(23), 97.
Gender, racial, and ethnic diversity means different things to different people. Some believe that diversity is about quotas, and affirmative action. Others believe that diversity is something that will happen on its own with out intervention. Some experts who study diversity, however, believe that diversity is not something that should be left up to chance. It is important, therefore, for organizations to take action to encourage and foster diversity in the workplace (Clarke, 1995, p. 13).
This document will explore what a company can do to foster diversity in the workplace. The business case highlights the development and implementation of organizational initiatives that could:
The role of diversity in organizational communication processes should include “various approaches to the multicultural workplace and consider the ways in which diversity can make organizations more effective and better places to work.”(Miller, 2014, p. 216) Managing diversity takes time and effort and organizations today must mitigate issues and differences by incorporating diversity communications into their communications plan. To be considered a multicultural organization communication “moves beyond the concept of support for minority members to the institution of policies that deliberately capitalize on cultural and gender diversity”. (Miller, 2014, p. 223). The topic of diversity
The purpose of this research is to provide a substantial assessment/explanation/analysis of the degree to which the McDonald’s operates based on a universal cultural or whether it is most strongly influenced by the national culture of that country. The researcher will explain how McDonald’s uses diversity and organizational initiatives to contribute to the corporate bottom line. Finally, the researcher will evaluate the company’s bottom-line rationale for diversity initiatives.
The first step for Pepsi Cola to undertake is to generate ideas for the new product. There are many different alternative ideas available to help Pepsi through this process. They shoul...
It comes at no surprise that the leader in diversity for the fast food industry is none other than McDonald’s. McDonald’s is the national, and global, leader in total sales, and is one of the most recognizable companies in the world. McDonald’s possesses an astounding 25% of corporate officers as minorities. Further, 24% of all McDonald’s corporate officers are women. Recently, McDonald’s has increased their spending on minorities and women, given that more than 40% of McDonald’s U.S. franchise operators are women and minorities. (Alleyne, 2008)
Thomas, Jr., R. Roosevelt, (1991). Beyond Race and Gender: Unleashing the Power of Your Total Work Force by Managing Diversity.
Barak, M. E. (2005). Managing diversity: toward a globally inclusive workplace. Thousand Oaks, Calif.: Sage Publications.
Throughout this semester—as a class—we discussed why and how diversity is important, and how we can manage diversity in successful and productive approach. My aim in this paper is to clarify what—I believe—ought to do as an ethical leader toward promoting diversity. First, I will briefly discuss the importance of ethical leadership and diversity. Then, I will shadow on other dimensions in understanding diversity and how to achieve them. Finally, I will conclude with my personal statement which is: “diversity—besides being a positive tool both ethically and economically— goes beyond to be the guiding tool for a bright future for the mankind. I believe that accepting diversity has a profound positive effect not only for organizations but to all societies worldwide.”
But new research provides compelling evidence that diversity unlocks innovation and drives market growth – a finding that should intensify efforts to ensure the power of differences. In this research, which rests on a nationally representative survey of 1800 professionals, 40 case studies and numerous focus groups and interviews, we scrutinized two kinds of diversity: inherent and acquired. Inherent diversity involves traits you are born with, such as gender, ethnicity and sexual orientation. Acquired diversity involves traits you gain from experience: working in another country can help you appreciate cultural differences, for example, while selling to female consumers can give you gender smarts. We refer to companies whose leaders exhibit at least three inherent and three acquired diversity traits as having 2-dimensional diversity. 2-D diversity unlocks innovation by creating an environment where “outside the box” ideas are heard. When minorities form a critical mass and leaders value differences all employees can find senior people to go bat for compelling ideas and can persuade those in charge of budgets to deploy resources to develop those ideas” (Hewlett, Marshall & Sherbin,
Lots of great leaders who commanded their armies wisely and led them to the glory appeared on the stage of history, but the ones who won the battles and beat the giants without using armies with weapons were very rare. As one of the most inspiring leaders in history, Mahatma Gandhi achieved this by ending the British rule in India by means of non-violence as well as his effective leadership. A better understanding of his extraordinary standard of leadership can be achieved through an analysis of leadership theories and their connection with Gandhi. Vision, as one of the leadership theories that is discussed in the article “What is leadership?” of Fred Manske, is a prerequisite for a leader as it gives purpose and responsibility to both leaders and followers. S.A. Kirkpatrick and E.A. Locke point out the special traits leaders need to have in “Leadership: Do Traits Matter?”: persistence to follow through with the program and integrity to gain the trust of their followers. Moreover, Hughes, Ginnet and Curphy believe that values influence the choices made by leaders significantly, and in “Leadership and Values”, they observe that values of leaders also affect their relationship with their followers. Self-sacrifice is one of the important aspects of leadership, as explained in "Leader Self-Sacrifice And Leadership Effectiveness: The Moderating Role Of Leader Prototypicality." by Barbara and Daan van Knippenberg. Sydney Hook, in “The Eventful Man and the Event-Making Man”, points out that a great leader has the capacity to change history. Gandhi demonstrated all of these attributes. In “Ears and Mouth Open”, Louis Fischer explains that Gandhi’s vision was a new, free India. Nevertheless,...
Today’s management in the workforce is composed of all types of people verses thirty years ago when white males held a majority of upper-management positions in companies. These positions are now held by a mixture of ethnic back grounds and women who hold just as many if not more management positions then men. Just by looking at the changes in management demographics shows how important it is for people to understand cultural competency in the workplace. Dr. Roosevelt Thomas Jr. (1999) stated, “Diversity is the collective mixture of whomever we have in our workforce characterized by their differences and similarities” (p.11). Managers and supervisors must understand the characteristics of a diversity mature individual; they also need to be able to articulate the differences between affirmative action, managing diversity, understanding and valuing diversity to build skills that transforms awareness into productive and supportive workplace behaviors.
Diversity is all around us and how organizations deal with the notion of diversity can be complex and quite diverse. We know that being diverse in the workplace is important to the organization's success, should be recognized, accepted, and embraced. It’s how the organizations live up to what they believe in and must go above and beyond legal compliance and requirements to promoting diversity and inclusion. Otherwise, employees may view the organization's vision and policies as lip service and only be tolerant of diversity because the organization said so.
As previously mentioned, Coca-Cola’s product strategy of developing healthy beverages is influenced by the need to meet the changing tastes and preferences of consumers towards alternative beverages. As part of its product strategy of developing healthy beverages, Coca-Cola launched 18 clinical trials to examine the health benefits of various new ingredients for future drinks. The transformation of Coca-Cola’s beverages has played a crucial role in transformation of the firm following a turbulent period that was characterized by significant success of its major
Yoffie D.B., & Kim K., Cola Wars Continue: Coke and Pepsi in 2010, Harvard Business School, 2011