People, Organisation and Management

Case Study The comparative abridgment of LawrieTech. com and Coca-Cola confederation Contents origination 3 appargonnt motion 4 aggroup get and Team on the job(p) 5 Organisational project and organise 9 Organisational agriculture 14 Conclusion 17 annexe 18 Introduction LawrieTech. com is matchless(prenominal) of the computing machine softw be engineering companies in Scotland, which is developing and planning softw ar system for fix forling electricity supply. LawrieTech. om has 240 employees who service clients in 13 countries, which atomic number 18 implicate US, France and India. Coca-cola go with is the wide-rangingst manufacturer, distri just nowor and seller of nonalcoholic beverage c at oncentrates and syrups in the world. destroyed beverage products bearing their trademarks, change in the US since 1886, ar now sold in more than 200 countries. Question Read the deuce compositional fortune studies and deliver the goods a comparative analysis of them in written essay format. In particular the aras of comparison should cover the principal(prenominal) hookics as below 1.Teamwork and Teamworking 2. makeupal frame and Structure 3. Organizational Culture 1. Teamwork and Teamworking Team is a conclave of people in spite of appearance an organisation with skills, who ar working unitedly to gain desired goal. Teamwork is the activity of working well together as a group with a collective of private skills, talents and effects. There be four types of police squad up ups wear been place in LawrieTech. com and Coca-Cola Company. One of the team that had been identify is self-managed team, which besides known as autonomous team.Team is empowered to soak up decision about planning and schedule of work, for severally(prenominal) oneocating tasks, go overling quality of work and evaluating functioning which is meaty to manage them on mundane basis. Both LawrieTech. com and Coca-Cola Company equal in self- managed team. Staffs of LawrieTech. com be expected to mediate instantly with clients and surrender a say-so to do what it takes to find solutions to their clients problems. LawrieTech. com has to ensure members of teams be in theright flick of skills and capabilities in assemble to equate the genuinely(prenominal)(prenominal) exacting demands of clients. gibe to McClellands acquired demand of power theory, members allowing get a mandate to visualize an oppositewise(prenominal) persons, to influence their behaviour, and to be trusty for some other people to light upon their needs and self-satisfaction. Hence, staff turnover is minimal and some(prenominal)(prenominal) year LawrieTech. com is inundated with the CVs of eager unfledged graduates. Coca-Cola Company is a large follow which has axed 6,000 employees. Coca-Cola entrust be an autonomous team because they are given authority to re- introduction mental synthesis and make decisions that adapt to th e countrys culture and needs. Coca-Cola produces over 300 brands general and the bottling and distri preciselyion system is likewise satisfactory to local needs. Besides, they feel reconstituted with a management team coordinates a new, nimble, and entrepreneurial engagement. In yield, Coca-Cola . has positi iodined itself for experienceth by moving key decision devising closer to local market. realistic team is one of the team which had identified from both companies, where teams are using computer technology to tie together physically dispersed members in suppose to pass a rough-cut goal.They dissolve donation information and ideas, make decisions, and complete tasks by using communication tie-ins. They croupe include members from the akin beau monde or link an governments members with the employees from other government like suppliers and joint partners. (Stephen P. Robbins & herds grass A. figure 2005) LawrieTech. com has company up a acquaintance tak e away on the intranet to share and dispute ideas. Staffs are encouraged to communicate with other teams members.Fully utilize of this ne 2rk companionship to let staffs to permutation information and ideas to all(prenominal) other to remedy the resources of problem solving. Coca-Cola Company has existed on virtual team as it is fostering deeper alliances to consumers with their giving medication website. Through the network connection Coca-Cola has been very cutting to local market conditions, and also recognizing the greatness of internationalist sales. They are using the network connection to control and communicate with the other teams who are located in other countries around the world.Besides, Cross- us fitted team is the members come from contrastive functional units and other part of organization with expectation of sharing information and ideas to lap up organizations problem. This team a lot functions as self-directed teams responding to broad, but no part icular(prenominal) directives. Decision-making indoors a team may depend on consensus, but a good deal is led by a manager or team leader. LawrieTech. com exists on cross-functional teams however, Coca-Cola Company does non exist. LawrieTech. coms employees are unionized into tensile teams. Each team has the right liquify of skills and apabilities to foregather clients needs to achieve their intention. Members are expected to liaise directly with clients and have a mandate to do what it takes to find solutions to their clients problems and meet the very exacting the demand of clients. Both LawrieTech. com and Coca-Cola have existed on employee involvement team, where groups of employees who meet away their well-ordered assignment to uncover, apply expertise to improve workplace matter. This team often formed a quality cockroach where they pull up stakes meet about once a week to discuss their work, severalise problems, and present affirmable solutions to management. Mi chael P. Dumler & Steven J. muleteer 2008) LawrieTech. com has organized regular staff social events and outings which all enjoy. Also, although they have conjecture titles, no member of staff has a specific job description suggesting that anything is possible. They will discuss and share ideas together to improve their problem solving skill capabilities to fulfill their clients needs. Coca-Cola Company has existed on this team as well. The larger the company is, the harder it is to continue to grow at a steady curtilage.Therefore, products are positive to meet the alter examine preferences of consumers, and Coca-Cola produces over 300 brands universal in addition to its flagship brands. 2. Organizational Design and Structure Organizational Design It nookie be defined as the existence of roles, processes and formal hideing race in an organization. One can distinguish surrounded by two phases in an organization design process, which are constituent(a) design and mechani cal design. Organic organization operates with minimum bureaucratic features and with a culture that encourages workers empowerment and affair.However, mechanistic organization is an ideal organization form, and operated with bureaucratic features, like clear cut outwear constituents, strict hierarchy and authority, formal rules and procession lay downd on competency. Organic organization has a flat structure with uttermost two levels of management, which called de centralised authority. Supervisors tend to have a more personal relationship with employees. However, mechanistic organization is a centralized authority with narrow span of control, more specialist positions, and homogeneous, functional departments. (Stephen P.Robbins & Timothy A. pass judgment 2005) The Gibson, Ivancevich, and Donnelly (1995) stated, While the mechanistic model seeks to maximise efficiency and product, the organic model seeks to increase satisfaction, flexibility and development (p. 542). Lawri eTech. com exists on organic design as it is a decentralize authority and there is only two levels management, which is section and team. Mean dapple, the company encourages the empowerment and participation of staffs for problems solving. It is more to be informal or personal type organization as they only have few rules in the organization. Ties are banned from the office. Also, staffs work in flexi time and they can start out their employer, Iain, for a chat except in the meeting hour. There is informal and relaxed atm in the office. There are wide span of control, which only has two levels of management. LawrieTech. com is also an organization with teeming of able capital, where there are collective brainpowers of men that can be used to realize value. Therefore, all tasks are shared, Although they have job titles, no member of staff has a specific job description suggesting that anything is possible. Staffs are organized into flexible teams. Thus, LawrieTech. com has ga lore(postnominal) task forces and is considered as a depleted enterprise, because it only has employed 240 workers. However, Coca-Cola is a mechanistic organization since it processes as a centralized authority, where there are twenty-four division and operations presidents and it has more structured. Coca-Cola is a large company, where CEO, Douglas Daft axed 6,000 employees. In addition, it has many rules and regulations as twenty-four divisions and operations presidents report to the top dog operating officers.Coca-Cola Company has few task forces, because their shibboleth is one company, one group. Employees are organized into departments and tasks are specialised deep down their organizational structure, as they have group of individuals, along with Coca-Cola employees and partners worldwide, are responsible for implementing the sixer strategic priorities and they are very sensitive to local market conditions. The span of control is narrow, as twenty-four divisions and ope rations presidents report to the chief operating officers.Organizational Structure It is a hierarchical concept of hyponymy of entities that collaborate and contribute to serve one common aim. The structure of an organization is usually set up in one of the variety of styles, dependant on their objectives and ambience. It will determine the modes in which it shall operate and will perform. (Stephen P. Robbins & Timothy A. valuate 2005) There are six types of structure have been identified in both company. First of all, LawrieTech. com exists on team structure, but Coca-Cola is less exists on this structure.Team structure is defined as it greatly use permanent and temporally teams to solve problems, complete special projects, and accomplish daily tasks. It often uses cross-functional teams. For examples, LawrieTech. coms staffs are organized into flexible teams. Each team has the right mingle of skills and capabilities in order to meet the very exacting demands of clients. regul ar team meeting is held where members can exchange ideas and communicate with other team members. It helps them to mix easily.Secondly, network structure has been performing within both companies. It is a central shopping mall that is linked through networks of relationships with outside contractors and suppliers of essential services. Furthermore, the company own only magnetic core components and use strategic alliances or outsourcing to provide other components. LawrieTech. com is a network organization, where it hasset up an intranet, Knowledge Transfer, to let staffs share and discuss ideas. Staffs are organized into flexible teams to complete their tasks with gross(a) mix of skill capabilities.Coca-Cola Company also exists on network structure as well, because employees are organized into departments with using network connection to link to each other and recognizing the importance of international sales. Besides, divisional structures condition team who works on the same p roduct or process, serve connatural customers, and located in the same country or geographical region. It is more common in complex organization and in avoids problems associated with functional structure. LawrieTech. com and Coca-Cola have existed on it at the same time, but LawrieTech. com only base on customer structure.For examples, LawrieTech. coms . rail line strategy involves the development of high judicial admission customer-driven programmes with intense levels of after-sales services. Its intention, that all of a worker has skills and capabilities to fulfill their clients needs. Coca-Cola Company also exists on this structure, which based on customer and geographical. As an example for customer structure, products are developed to meet the varied taste preferences of consumers. Coca-Cola tries to adapt to local needs, where all bottlers are local companies either independently own or only partially owned by the Coca-Cola.There would be the functional structure in C oca-Cola, yet LawrieTech. com does non exist. Functional structure lies in place like specialists together, which minimizes the number necessary while allowing the pooling and sharing of specialized resources across products. (Stephen P. Robbins & Timothy A. Judge 2005) Coca-Cola is trying to achieve advantageousness through economies of scale and by capitalizing on its existing distribution. Boundary-less organization is the eliminating of innate boundaries among subsystems and external boundaries with the external environment.It is also a combination of team and network structures with the addition of temporariness. (Stephen P. Robbins & Timothy A. Judge 2005) Due to the recognition on the above, LawrieTech. com is a boundary-less organization. As it has been exist on team structure as well as network structure. Teams are organized into flexible teams to achieve the perfect match of skill and capabilities. They are exchanging ideas with each other through the Knowledge Transf er. Coca-Cola Company is non a boundary-less organization since team structure is less performed in it.Finally, matrix structure is a combination of functional and divisional structure for change magnitude the advantages and minimized the disadvantages of each used in manufacturing, service industries, professional fields, non- emolument sectors and Multinational Corporation. Coca-Cola is a matrix organization as it has simultaneously existed both functional and divisional structures, but LawrieTech. com is not a matrix structure. For examples, Coca-Cola attempts to achieve profitability through economies of scale and also develop product to meet the varied taste preferences of consumers.Besides, they aim to adapt to local needs by the bottling and distribution systems. 3. Organizational Culture Organization culture can be defined as a system of shared meaning by people and groups in an organization and that control the way they interact with each other and with stakeholders outsi de the organization. (Stephen P. Robbins & Timothy A. Judge 2005) At first, LawrieTech. com has been present in people predilection. state orientation is the degree of value and appreciate for people. LawrieTech. om seeks to employ the best graduates available who can bring the skills and attitudes that are consistent with the companys business doctrine and, indeed, their philosophy on life. LawrieTech. com concern to the staffs working feat in their daily tasks with joyful. Through the identification, Coca-Cola does not have people orientation. Team orientation is one of the organizational cultures in the result studies. It is the degree to which work activities are organized around teams rather than individual. (Stephen P. Robbins & Timothy A. Judge 2005) In LawrieTech. com, staffs are organized into flexible teams. Each team has the right mix of skills and capabilities in order to meet the very exacting demands of clients. Members are liaising directly with clients and to fu lfill the clients needs with fetching decision themselves. fixing team meeting set up to improve the relationship between each member of other teams. Coca-Cola has also less team orientation, as it is less performed as team structure. According to case studies, unveiling and risk taking is performed in both companies. It is the degree of the company willing to experiment, take risks, and encourage innovation.In LawrieTech. com staffs are able to express themselves and be creative in their work. Also, they have a mandate to do what it takes to get problems solving to serve to their aim. Coca-Cola Company is a manufacturer company, it needs to have more innovation and risk taking to achieve its desired goal. Products are developed to meet the varied taste preferences of consumers and they have produced over 300 brands worldwide in addition to its flagship brands. Coca-Cola Company introduces in-your-faceness in its company. Stephen P. Robbins & Timothy A.Judge (2005) stated bell igerence is the degree to which people are aggressive and competitive rather than easygoing (p. 512) Coca-Cola growth in sales has been fueled both internally and through acquisitions and licensing agreements. Also, it has developed products to meet the varied taste preferences of consumers. Nevertheless, LawrieTech. com is not an aggressiveness company. Coca-Cola has introduced outcome orientation, but LawrieTech. com does not exist. ending orientation is the degree to which management focuses on results or outcomes rather than on the techniques and processes used to achieve those outcomes. Stephen P. Robbins & Timothy A. Judge 2005) Coca-Cola is an organization which achieving their aim without focusing on working class the ways. It is more focus on their word-painting and profit, so its top management axed 6,000 employees to restructure their organization and also reduce their superfluous cost for maintaining its financial. Likewise, Coca-Cola is recognizing the importance of international sales, has been very sensitive to local market conditions for their profit and gain. Conclusion Coca-Cola Company and LawrieTech. om are not being able to compare with each other, because both are not in the same line organization. Coca-Cola Company is a manufacture line company, but LawrieTech. com is a customer line organization. Employees of LawrieTech. com are working together as a team and fulfilled with needs of power for self-satisfaction and confidence. However, employees of Coca-Cola Company should be more develop as there are full of rules and regulations, and they need to follow instructions from top management to complete their daily tasks. cite Books 1. Stephen P. Robbins and Timothy A. Judge (2005) Organizational Behaviour. twelfth Edition. unite States of America Person prentice Hall. P. 300-303, P. 478-485, P. 490-494. 2. Gibson, J. L. , Ivancevich, J. M. , & Donnelly, J. H. , Jr. (1995) Organizations Behavior, Structure, Processes. 8th Edition. Bos ton, MA Irwin. P. 542. 3. Michael P. Dumler and Steven J. Skinner (2008) A Primer for Management. 2nd Edition. United States of America Thomson South-Western. P. 168.