Developing a Leadership Strategy to Manage Heterogeneous Organizational

As leaders, the question we ask ourselves is are we equipped to handle a diverse workforce? In this leadership strategy for integrating concepts and theories present in Principles of Management and Leadership will integrate concepts and theories strategies for managing a diverse organizational work group at Coca–Cola.

The Coca-Cola Company which produces the patented concentrate in its factories in Atlanta and supplies it further to the bottlers around the world. Some of them, the company owns a share in but most of them are individual entities.

Coca Cola has over the years tried to maintain workforce diversity when it comes to its production as well as management divisions. However a lot more needs to be done to effectively increase the workforce diversity (Workforce 2020 Executive Report for Coca Cola Company, 2017).

The company has been under the leadership of James Quincey since 2017. The new CEO first joined the company in 1996 and held a number of leadership roles around the world. The native Britain revamped the market structure and leadership recognizing the company to better respond to the quickly changing need to drive growth.

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His goal is to lead the company in its continuing evolution as a total beverage company. He had previously led the creation of Coca-Cola European Partners.

Leadership style can basically be defined as a pattern of behavior leaders display. Successful leadership in one project may not garner the same results in another. Quincey participative leadership style empowers, giving the leadership team and employees power to make decisions. Acting as a facilitator instead of giving instructions and assigning task.

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Participative leaders can enhance creativity, flexibility, and responsibility among followers. Followers can make decisions and mistakes at times and work quickly.

For a large company like Coca-Cola it is critical that their leadership and business strategy align. Leaders can make many types of changes, some more difficult than others. Quincey aware of the need for diversification and plans to accelerate investments in start-ups with promise. “The company must be capable of being bigger than the brand,” (Whipp, 2017). How will he lead change? According to Yuki most definitions of leadership reflect the assumption that it involves a process whereby intentional influence is exerted over other people to guide, structure, and facilitate activities and relationships in a group or organization (Yukl).

One of the most important and difficult responsibilities in leadership is leading change. Having a broad knowledge of the market Quincey cross-cultural understanding and critical thinking are vital components of leadership strategy, decisions made would need to be functional around the world. His decision to restructure involved changing work roles by reorganizing the workflow, redesigning jobs, and modifying authority relationships. backgrounds, they bring with them a variety of perspectives and this helps in solving problems creatively. A heterogeneous mix of people can also add value while making strategic decisions and eventually in improved execution, which in turn has a definitive positive impact on productivity as well as growth (Wadhawan, n.d.).

Composed of strong, international, diverse and highly competitive management teams. Who have a strong knowledge of the companies market and culture. The management teams realize “globalization and changing demographic patterns are making it more important for leaders to understand how to influence and manage people with different values, beliefs, and expectations” (Yukl), including color, age, and veterans

According to Gary Yuki, Leadership in Organization research theories have been classified into the five approaches of trait, behavior, power-influence, situational and integrative, which are further conceptualized as intraindividual, dyadic, group and organizational processes. Within this context, he looks at a number of follower-based theories leader-member exchange (LMX), leader attributions about subordinates, follower attributions and implicit theories, follower attributes and implicit theories, follower contributions to effective leadership, and social learning theory known as self-management.

With company operations in more than 140 countries and generating profits world-wide. As a global business, diversity is part of their mission. creating a diverse workforce is an important part of their success. As part of policies and practices creating a diverse workforce is not only the right thing to do – it is a strategic business priority. A greater variety of perspectives increases creativity, and full utilization of a diverse workforce will increase the amount of available talent for filling important jobs. However, diversity can also result in more distrust and conflict, lower satisfaction, and higher turnover. An organization is less likely to have shared values and strong member commitment when it has many diverse members who identify primarily with their own subgroup. Thus, managing diversity is an important but a difficult responsibility of leaders (Yukl).

Leaders can encourage tolerance and appreciation of diversity by setting an example in modeling appreciative behavior for diversity, encourage respect for individual differences, promote understanding if different values, beliefs, and traditions, and providing diversity training programs. Many people are not aware of their own stereotypes and implication assumptions about diverse groups (Yukl). Educating employees about real cultural or demographic differences and how to respond to them in the workplace help people understand how differences can be a benefit instead of a liability.

Discrimination is a multifaceted phenomenon, the right not to be discriminated against is an important aspect of equality. Employment Discrimination laws seek to prevent discrimination based on race, sex, sexual orientation, religion, national origin, physical disability, and age by employers. Discriminatory practices include bias in hiring, promotion, job assignment, termination, compensation, retaliation, and various types of harassment (Employment Discrimination, n.d.). Structural mechanisms to uncover discrimination and reward tolerance are also helpful. Examples include  appraisal criteria that include diversity issues,  task forces or advisory committees to help identify discrimination or intolerance and develop remedies, measures that allow systematic monitoring of progress, and hotlines or other special mechanisms that make it easier for employees to report discrimination and intolerance (Yukl). And perhaps best of all is how accountable Coca-Cola is to it's commitment to diversity. All employees are even part of the company diversity education program. The company even has a Chief Diversity Officer (Singh, 2014).

Providing equal opportunity to make full use of talent by the diverse members in the company, is essential to remove constraints that prevent qualified people from selection for important positions. To reduce discrimination in personnel decisions surveys of employee attitudes can be used to identify problems and assess progress. The human resources management department usually has primary responsibility for many of the processes that affect diversity and equal opportunity, such as recruiting, selection, employee orientation, performance appraisal, training, and mentoring. However, the responsibility for providing equal opportunity should not be relegated solely to human resource staff specialists. A successful effort to improve diversity and equal opportunity requires strong support by top management and managers at all levels of the organization (Yukl).

Employing a workforce in over 200 different countries. Most of the talent is hired locally. Diversity and Inclusion Office works cross-functionally with senior leaders, Human Resources, Business Resource Groups and Councils to help create an inclusive environment (Global Diversity & Inclusion Mission , n.d.) Implementing their initiative “Global Diversity Mission” measuring themselves internally and publicly against their own standards. Focusing on four strategic imperatives under the CARE acronym: create, articulate, regulate and evaluate. These goals have contributed to the high performance and implemented through proactive communications including training, mentoring and coaching.

In conclusion, as an international company managing a diverse workforce is unavoidable. Effective leadership is essential. It is vital that their leadership and business strategy align. Coca-Cola global leadership strategy has been effective. Despite challenges their strategy implement controls to equips them to handle a diverse workforce. This strategy is instrumental to the company’s workforce.

Updated: Dec 13, 2021
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Developing a Leadership Strategy to Manage Heterogeneous Organizational. (2021, Dec 13). Retrieved from https://studymoose.com/developing-a-leadership-strategy-to-manage-heterogeneous-organizational-essay

Developing a Leadership Strategy to Manage Heterogeneous Organizational essay
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