PepsiCo- Leading Diversity as Innovative Practice
The framework for innovation systems consists of four components. Described in Davila, Epstein, & Shelton (2013), these components are inputs, processes, outputs, and outcomes. Inputs includes people, money, culture as well as motivation. Processes include are the actual execution of the inputs. Outputs are the results of the innovation business model and finally, the outcomes is the actual value for the organization as a result of incorporating the innovation system.
PepsiCo is a Fortune 500 company listed as #43 (CNNMoney, Pepsico). One of the innovation metrics component that is used at PepsiCo is the input resource. Davila et al, (2013) states that inputs are important processes of success. The input process utilized translates into the innovative practice of being a diversified organization.
The following paper addresses how PepsiCo’s CEO, Ms. Indra Krishamurthy Nooyi is a leader in innovative diversity to complement a culture that has proven success. Furthermore, Ms. Nooyi’s leadership is known for being chiefly responsible for PepsiCo’s growth and is renowned for promoting diversity (Canas & Sondak, 2013).
PepsiCo’s Tangible Input for Innovation
(Davila et al, 2013) describes inputs as tangibles which are the people, money, etc. At PepsiCo, the tangibles serve as one of the cores of their innovative diversity measure. Ms. Nooyi leadership of people, mainly Indian women in the business world and career-driven women who have children, has set a successful example of visibility for women in business. In 2008, she received the National Bridge Award for her commitment to advocating multiracial diversity in corporate governance.
PEPSICO- LEADING DIVERSITY ASINNOVATIVE PRACTICE 3
Ms. Nooyi has also received other acknowledgements such as the Wall Street Journal’s list of 50 Women to Watch, Time’s 100 Most Influential People in the World, Forbes 50 Most Powerful Women in the world and named Fortune magazine’s Most Powerful women in business four years in a row ( Canas & Sondak, 2013).
PepsiCo’s Intangible Input for Innovation
The intangibles, culture and motivation, are Ms. Nooyi’s key to success. As a leader, she has the ability to motivate especially utilizing emotional intelligence. Emotional intelligence is the ability to perceive, understand, and use emotion as a base of information (Salaeditor & Mount, 2006). Ms. Nooyi firmly believes that “leaders must have different skills which includes the ability to work closely with public official and exhibit emotional intelligence towards employees” (Shahida & Mohanty).
Insincere diversity initiatives are unsurprisingly ineffective as employees and consumers carefully observe enterprise activity, easily spotting insincerity. Modern enterprises are increasingly previously closed-minded corporate cultures , because ultimately, a firm’s engagement with this community defines its brand identity of industry partners, employees and communities as a universal community. .
In the second article “Why is gender diversity so much easier than to solve than racial diversity”, Micah Singleton (2015) mentioned that most major companies had shown they are lack of gender diversity from the recent statistic. When asked them to change this situation, most of companies including Snapchat, GoPro and Uber were unresponsive and some of companies including Tesla and Netflix even declined. Using a specific example as logos, Singleton (2015) mentioned Airbnb who wants to improve gender diversity in the workplace as a good role to illustrate the approach that the company can make to increase gender diversity.
The transformational leadership characteristics of idealized influence, inspirational motivation, and individualized consideration are heavily linked with Daniel Goleman’s theory of emotional intelligence (Barling, Slater, & Kelloway, 2000). Emotional Intelligence has gained great prominence in the study of its relationship with leadership effectiveness. By understanding one’s own emotions, managing and controlling these emotions, as well as understanding the emotions of others, research shows that leaders can have great influence on an organization’s success (Goleman, 1997; Goleman et al., 2002).
Today, however, women have integrated themselves into every field of activity and every kind of industry smoothly and skillfully. Whether travelling twenty days of the month or accepting transfers, they are as performance-oriented, sincere, competent and persevering as their male counterparts, if not more. Their presence in the corporate world is now more a rule than an exception such that a feminist agenda and, in fact, any speci...
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).
There is an importance of leaders to first analyze the impact of their emotional manifestation. Leaders should own emotional intelligence. Those leaders that don’t possess emotional int...
Useem, M. (2008). New Ideas for This Pepsi Generation. (cover story). U.S. News & World Report, 145(12), 49.
Emotions are frequent companions in our lives. They come and go, and constantly change like the weather. They generate powerful chemicals that create positive and negative feelings, which have a powerful effect on leadership. Some emotions can either facilitate leadership, while others can detract from successful leadership. This course, Emotionally Intelligent Leadership, has truly opened my eyes to the affects that emotions have on being an effective leader. Peter Salovey and John Mayer defined emotional intelligence as “the ability to monitor one’s own and other’s feelings and emotions to use the information to guide one’s thinking and actions” (p. 5). This definition in itself states that emotions, whether it be ones own emotions or those of others, is the underlying factor that directs the actions of a leader. Therefore, throughout the progression (advancement) of this course, I have learned the importance of the development of emotional intelligence for being an effective leader, and because of this I plan on developing the capacities that contribute to being an emotionally intelligent leader for my own success, now and in the future.
...ion." International Journal of Diversity in Organisations, Communities & Nations 13.2 (2014): 1-11. SocINDEX with Full Text. Web. 7 Apr. 2014.
The argument for gender-diversity enhancing boardroom effectiveness and performance in listed companies has been made. The evidence herein is also very compelling. However, If gender-diversity is to enhance corporate governance in listed companies; then women appointees to directorship positions will be required to have suitable training, development, as well as experience. Furthermore, tokenism’ alone will not allow listed companies realize the tangible and intangible benefits of diversity, including gender diversity, in corporate governance.
In 2011 PepsiCo announced the launch of their Social Vending System. This system featured a full touch interactive screen. A consumer can select a beverage and enter the reciepent's name, mobile number, and personalized message and gift it with a video. PepsiCo uses technology to their advantage for global implementation.The company uses media sites in multiple was as advertisement and marketing tools.
PepsiCo is one of the most recognized names in the snack and beverage industry, with brands like Frito-lay, Gatorade, Tropicana, and Quaker, however, it is best known for its flagship soft drink brand - Pepsi and its rivalry with Coca-Cola. To begin, PepsiCo first caught my Interest in the way it manages its business and markets its products. PepsiCo being a relatively young company compared to its rival Coke, has proven to be a formidable opponent going “head to head” with one of the biggest companies in the world (Coca-Cola). Now, when I notice PepsiCo’s growth, the first thing that came to my mind was that it is thanks to its great marketing campaigns, that Pepsi has grown to become the globally recognized brand that it is today. I also admire PepsiCo because I think the there is a high level of entrepreneurship in the way they acquired smaller brands like Gatorade thereby eliminating their competition before they become competition.
The report also highlights the implementation of gender diversity in various S&P Companies, Fortune 500 Companies and the patterns followed in various UK-based companies. Several academic findings have been also included to provide information about the trends that are likely to be developed in coming years. The cost-benefit analysis has also been included to identify the concerns that the organizations have to address. Lastly, the report highlights the various steps that the management and the leadership can take towards efficient and effective corporate governance.
Diversity is a highly important issue in today’s business, especially in a globalized company. Workplace diversity helps to get better solutions to business problems (Schawbel, 2012). When you have a group of individ...
Women leaders have the crucial soft skills of empathy, innovation, facilitation, and active listening (Masaoka, 2006). They also have first-hand life experiences that bring technical skills and experiences from the street level to the workplace (Masoka, 2006). Women often build stronger relationships with clients and outside contacts than their male counterparts. This relationship building skill, provides a key aspect which helps to move businesses forward (Giber et al., 2009). Fortune 500 companies with a high percentage of women significantly outperformed those with fewer women. Companies with the highest representation of women showed higher returns on equity than those with fewer women employees (Giber et al., 2009). Thus, future organizations may have a higher percentage of female leaders than we have experienced in the past. Future leaders must ensure that there is equality among the workforce and that women are accurately represented among the