Motivational Criteria
Evaluating the Cola Cultures
An organization's culture is its personality. Organizational culture serves several functions: it gives members an organizational identity, facilitates collective commitment, promotes social system stability, and shapes behavior by helping members understand and make sense of their surroundings. The initial culture of any organization is shaped by its founder(s). Over time the original culture is embedded as created by the founder(s) or is modified to match environmental contingencies. Indoctrination into an organization begins with a socialization process that conveys the organization's values, beliefs, expectations, and behaviors. Organizational culture is implanted by one or more of the following: (1) published formal, statements such as organizational philosophy, mission, vision, values; (2) physical design of the workplace including buildings; (3) slogans, language, acronyms, and sayings; (4) role modeling, training programs, teaching, and coaching by managers and supervisors; (5) rewards, status symbols, and promotional criteria; (6) stories, legends, and myths about events and key people, frequently the founder(s); (7) activities, processes or outcomes that are used to measure and control; (8) leader reactions to crises; (9) workflow and organizational structure; (10) organizational systems and procedures; and (11) organizational goals and associated criteria regarding employee recruitment, selection, development, promotion, etc. The purpose of this Internet exercise is to examine two company Web sites to examine what methods of embedding organizational culture is used on the Web sites. The first company to be visited is PepsiCo, home to several brand name products including Pepsi, Frito-Lay, and Tropicana. The second site to be visited is that of the Coca-Cola Company, home to the Coca-Cola brand names. Examine the corporate Web sites at length. Make sure you click on the links at each company's Web site highlighting corporate
An organization's culture is its personality. Organizational culture serves several functions: it gives members an organizational identity, facilitates collective commitment, promotes social system stability, and shapes behavior by helping members understand and make sense of their surroundings. The initial culture of any organization is shaped by its founder(s). Over time the original culture is embedded as created by the founder(s) or is modified to match environmental contingencies. Indoctrination into an organization begins with a socialization process that conveys the organization's values, beliefs, expectations, and behaviors. Organizational culture is implanted by one or more of the following: (1) published formal, statements such as organizational philosophy, mission, vision, values; (2) physical design of the workplace including buildings; (3) slogans, language, acronyms, and sayings; (4) role modeling, training programs, teaching, and coaching by managers and supervisors; (5) rewards, status symbols, and promotional criteria; (6) stories, legends, and myths about events and key people, frequently the founder(s); (7) activities, processes or outcomes that are used to measure and control; (8) leader reactions to crises; (9) workflow and organizational structure; (10) organizational systems and procedures; and (11) organizational goals and associated criteria regarding employee recruitment, selection, development, promotion, etc. The purpose of this Internet exercise is to examine two company Web sites to examine what methods of embedding organizational culture is used on the Web sites. The first company to be visited is PepsiCo, home to several brand name products including Pepsi, Frito-Lay, and Tropicana. The second site to be visited is that of the Coca-Cola Company, home to the Coca-Cola brand names. Examine the corporate Web sites at length. Make sure you click on the links at each company's Web site highlighting corporate