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Pepsico Case Study Model

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Danielle Walker, an American female is the president and CEO of Training Management Corporation (TMC). Founded in 1985, the company was built to deliver practical consulting and solutions that meet and have the ability to turn multicultural business environment to be able to overcome operational challenges. TMCorp help companies worldwide distinguish similarities and differences in its work environment and help to maximize performance to reduce risk, with this done, innovations then can be enhanced with the most effective way. The company headquarters is situated in United States, regional offices in Singapore to serve Asia-Pacific and in Belgium to serve Europe, Middle East and Africa. Even with the constant growth of TMCorp, the company …show more content…

Founded in 1965, the company is standing strong till now and it too consist of brands that are over 100 years old. With merger and acquisition of other companies, the company brands under it such as Frito-Lay, Tropicana, Gatorade and Quaker Oats. Ever since, the company has a staggering average retail sales amount of about $92 billion (USD). Being a premier producer and to supply convenient foods to the customers has always been the core focus of the company and because so, PepsiCo International always strive to thrive in its very own …show more content…

PepsiCo International seeks for employees that are passionate with their work together with an energetic workforce. For this to happen, TMC has came out with their own modified simplified John Kotter’s 8-Step Change Model, it’s a four step process known as the Culture Change Roadmap.The change started in 2004 and with this, it has successfully guided PepsiCo International throughout. Ever since the implementation of the Culture Change Roadmap, PepsiCo International has shown significant improvement. It has first of successfully created an awareness of understand diversity and inclusion especially among the senior leaders. Based on the research proven by TMCorp, employees in PepsiCo International has shown a major growth in terms of inclusiveness of other staff members. Such improvement can be seen based on behaviour changes. On top of that, the company has now more women taking roles in being the executive leaders. This shows major improvement in change in such short

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Matthew Ferguson BUSI 400 June 15, 2015 After reading 20 of the latest press releases from PepsiCo, that Pepsi is actually pursuing is product development, market development, and finally forward integration. Pepsi focuses on performing near and long term investments, having future plans on making global investments. The first strategy that Pepsi is pursing is product development, a strategy used by a company to increase sales by modifying or upgrading a product. This entails a lot of research and development expenditures and a main reason being to be major competitors offering better quality products (David & David, 2015, p 138).

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Trader Joe’s Case Analysis Introduction This case analysis studies the Trader Joe’s retail chain that operates in the U.S domestic market. It identifies the current competitive strategies being employed by the company, the key issues it faces and proposes a number of improvements that are considered useful for the growth of the company in the future. Trader Joe’s is a privately held company that was founded in 1967 by Joe’s Coulombe and it is presently owned by the Albrecht family trust. Since its establishment, the Company carries out its business using the concept of Fresh & Easy Stores and targets the overeducated and poorly paid customers, who were believed to be sophisticated and interested in finding good bargains (Ager & Roberto,

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This requires setting up of long-term goals and recognizing each goal that is achieved (Mind Tools, 2008).It entails pressing harder and faster after the first successes and being relentless with initiating change after change until the vision is a reality (Kotter&Rathgeber 2006). Anchor the Changes in the Business Culture. Finally, for the change to stick, it needs to be engraved in the corporate culture. This step involves engraining the change in corporate culture by incorporating it into every aspect of the organization (Kotter&Rathgeber 2006).

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These programs serve as catalysts for change, fostering a sense of belonging and reducing the feelings of alienation that many face in society. Inclusive policies in the workplace have been shown to create a welcoming and supportive environment for all employees, leading to increased collaboration, innovation, and a stronger sense of belonging among team members. These policies not only benefit individuals from underrepresented groups, but also positively impact the entire organization by fostering a culture of equality and respect. This leads to greater engagement and productivity, as colleagues who once felt marginalized or excluded flourish and feel empowered to contribute their unique perspectives. Inclusive policies also influence society by setting a positive example for diversity and championing inclusivity, playing a crucial role in destroying systemic biases and creating a more fair world for current and future generations.

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Halm (2014) noted in his research statistical data from Kotter’s 1996 survey data that change initiatives failed at an alarming rate of 70%, but stresses the fact that the significance of leadership’s change management diligence and the cultivation of new cultures are two important factors that contributed favorably to the change process. He points to three enablers that contributed to a successful change process. These enablers were (1) engaged leadership; (2) teamwork and culture; and (3) operating philosophy (Halm, 2014). Transformational Leadership and how they

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The purpose of this final project What Kind of Change Leadership Will You Provide? Integrated Principles and Theories of Organizational Change Understanding institutional culture

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This relation is obvious when a company is listed among the top best companies for multicultural women, and it is one of the best companies in its industry and leverages diversity to the best. Among the list by Casserly, I found a company which is attached to my professional carrier namely General Mills. General Mills prides itself on its diversity and inclusion initiatives. This essay will explore how General Mills leverages diversity internally and externally, and the positive impact it has on the company and its bottom line. Though there are other reasons why I selected General Mills.

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Change in the work environment rather it is planned or spontaneous, is both necessary and at times difficult. An organizational change can be viewed as a process of transforming the company. Most times implementing change is a complicated decision both for the company as well as the employees. Innovative changes are made to accommodate the needs of the customers, representing the managed change of the organization (Lester, & Parnell, 2006). In the past I have worked for various companies where change was constant and frequent.

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Soft drink mainly contains carbonates bottled waters, fruit juices, dilutables, still and juice drinks. Although there exist credible rivalry amongst companies in industry, the market share has occupied by minority companies. Coca-Cola and Pepsi could be considered as two oligopoly organisations in industry, because they occupy the majority number of market share, which are 48.5% and 20.5% respectively (Statista, 2015a). Coca-Cola as a leading company in soft drink industry, which conquering 48.6% market share and reflecting 81.56 billion dollars brand value in the worldwide currently (Statista, 2015b). Coca-Cola (2015a) reported that the company has launched 703 differentiated brands in the whole market throughout over 200 countries; additionally,

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The company has a variety of programs and initiatives that address critical issues such as education, health, and economic development, with a specific focus on empowering women and underrepresented groups (PepsiCo, n.d.). One of these initiatives is the Women's Inclusion Network (WIN), an employee resource group that aims to create a supportive network for women at PepsiCo, while also advocating for policies that promote gender equality both within the company and in society as a whole (PepsiCo, n.d.). Through WIN, PepsiCo seeks to provide women with the resources they need to succeed, including mentorship, leadership development, and training opportunities. In addition to WIN, PepsiCo has also implemented a number of other programs to support diversity and inclusion, including the PepsiCo Foundation, which invests in local communities around the world to promote sustainable growth, and the PepsiCo Hispanic Network, which provides resources and support for Hispanic employees and helps the company better understand the needs of its diverse customer base (PepsiCo, n.d.). Overall, PepsiCo's commitment to diversity and inclusion is evident in every aspect of its business operations, from talent management to community engagement, and the company is constantly seeking new ways to promote greater equality and social justice both within and outside its organization (PepsiCo,

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Petco made action of setting a new strategy to winning back customers, and build brand royalty; get the organization back on top. Petco leaders from different functions analyzed the problems, and drew a picture of future Petco. There was one module came up for a strategic plan – Take back the Leadership (Piscitello, 2013). They focused on developing the leadership skills and hone capabilities. Immediately after the initial experiment, they saw more confident managers, more engaged associate, and our customer satisfaction metrics have improved consistently across the board (Piscitello,

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If change is accomplished too slowly it could potentially lead to a loss of profit and problems in the organization. The workers’ morale also needs to be considered because the longer it takes to address the change or the employees’ morale the less confidence they will have towards the overall vision. By implementing Middleburg’s and Shaw’s vision, not only will the initiative need to succeed but upper management is also taking a large risk by allowing these young employees to make such a dramatic change. Their plan will impact upper management, but it will also impact the employees, partnerships, and

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Employees are more familiar with their company culture’s quirks and nuances and may have valuable input on strategy and the design and implementation of new changes. John W. Rowe, Aetna’s fourth CEO in five years, made an exemplary case for this. Instead of launching into changes, Rowe took time to interact with the employees, understand their perspectives and include them in change planning. This let him identify Aetna’s biggest problem and unearth the company’s significant cultural strengths and traits. Realising that Aetna employees would resist an overhaul of organisational culture, Rowe altered his change approach revitalize Aetna’s culture, implementing few interventions, but ones that would result in small but significant behavioural changes.

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These innovative strategies will ensure that there is no resistance to change. Four steps of Kotter's 8-step model could be applied to the change process by creating urgency for change to spark the initial motivation. It makes the whole company see the need for change and the importance of change. It is also essential to form a strong coalition by convincing the stakeholders the necessity for change. The third step is to create a vision to allow every stakeholder to understand why they are being asked to embrace a given change and finally communicate the vision to all the

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Researchers examine different approaches that organizations can take in order to insure their companies practice gender equality. Although we live in a world where discrimination is discouraged, it still occurs in many organizations. Lenka, D., & Sahoo, D.K. (2016). Breaking the glass ceiling: opportunity for the organization. Industrial and Commercial Training, 48(6), 311-319.

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