Coca-Cola Overview
Coca-Cola Company provides a wide range of soft drinks that are non-alcoholic to its customers. Asa Griggs Candler founded the company in 1982. Atlanta is the headquarters of the company. The Coca-mission Cola’s mission is to produce products that rejuvenate and inspire the spirits and bodies of consumers. By creating high-value brands, it hopes to encourage optimism and revive the spirit, mind and body of global citizens. Coca-Cola is present on all continents and has more than 150,000 employees. The corporation’s total revenue has reached $140 billion in the past four years.
Overview of Liber In 2005, entrepreneurs Shinseki Kawasaki and Jacobs McNeill founded Liber-Cola. While the headquarters of Liber-Cola are in Orlando Florida, there are 150 branches across the United States. The company’s vision is to lead the way in creating healthy drinks of high quality that are both nutritious and beneficial for consumers. The company’s goal is to produce nutrient-dense and high-quality beverages that promote consumer enjoyment as well as social change. This corporation has more than fifteen beverage brands. The business generated $320 million in revenue over the past four years. Over 3,500 people were highly skilled and inventive.
Eight Steps
First, the goal of the acquisition will be outlined. This is so the existing workforce and new employees can understand the reasoning and necessity to merge diverse perspectives and create a positive company culture. (Rottig and al. 21). Determining the objective allows for clarification and justification of the business’ mission and acquisition’s importance.
Second, Coca-Cola’s corporate value is established to make it easier for workers to understand its operations. The value will help new employees learn to be effective both inside and out. In order to make it easier for workers to integrate into Coca-culture, they will compare and contrast the cultures. Cola’s
The third stage is to create a culture road map, which will outline the procedures and programs that are used in support of integration. This stage includes activities such as team bonding and team building, onboarding and teambuilding, and implementation of a cultural roadmap. This stage also includes a survey of current and new workers to get their opinions and offer suggestions for improvements or concerns related to transition.
This fifth stage aims to promote culture and remind employees of the organizational’s cultural values. You might give the staff copies of your company’s core principles to encourage them to live by and embrace them. If the culture of the company is valued, employees will feel more ownership.
The sixth step is creating an interdepartmental group of Liber and Coca-Cola employees. This will ensure maximum involvement and ownership. The multicultural team can help collect and solve problems faced by new Coca-Cola workers. Workers who have difficulty adapting to new cultures might also benefit from additional cultural competence training.
This seventh stage is about generating momentum and reviewing the process of culture adoption. It also aims to promote continuing cultural progress. Every employee will be able to adopt the cultural values desired by the interdepartmental group. To ensure all employees understand the unwritten and stated company principles, the HR department will collaborate with the team.
Facilitating communication among employees is the last phase. Communication is an ongoing practice that fosters employee cohesiveness. (Goffee 3). Regular reminders to employees about the importance of company culture are sent via email and in meetings.
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