pepsico os
TRANSCRIPT
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The four pillars to build stronger characteristics in internal and external context are
strategic orientation, organisational design, top management and corporate culture.
The strategic orientation is planning and subliming the attitudes and beliefs of an
organisation. In case of PepsiCo, the belief is to come closer to the customers and
extend or diversify their reach to other markets yet not covered. The organisational
design is guided by hierarchy headed by the CEO with definite number of
departments as discussed earlier in the input and output model of an organisation.
The supply, manufacture and sales department along with the finance section and
HRM Department form the set of major departments which are unique for every
division set up by the organisation. These categorizations help establish better
understanding and bring order within the system. The corporate culture is a
noteworthy factor related to the issues of job satisfaction, cultural practices by
organisations, communication. However, it is difficult for an organisation likePepsiCo to keep the interests of all its community or workforce in consideration,
PepsiCo has done well enough. It went on to receive a 100 percent rating on
Corporate Equality Index carried out by Human Rights Campaign which is used as a
tool that reflects the unbiased attitude shown by the organisation towards its
employees, investors and customers.
Organisational structure
It was in 2007 that PepsiCo revealed a newer organisational structure. According to
the CEO and chairman Indra Noori, the success and resources in terms of manpower
the company has generated are growing at a faster pace which is difficult to bemanaged by only two units. The company had explored major developed and
developing markets and hence the company diversified to three units named
PepsiCo American Food (PAF) covering the American and Latin American Markets
with Frito Lay being the major brand. PepsiCo American Beverages (PAB) is the
second unit covering Gatorade, Tropicana and other Latin products. The third unit is
the PepsiCo International covering the UK, Asia, Europe, Africa and Middle East. Out
of the three units PAF generates the maximum revenues accounting to about half of
the total, while the other two add the other half with equal share. However, the
international market is the least contributor. An average American per capita is 600
bottles per day whereas an average Middle East capita is 3 bottles per day whichshows how small share the PI holds for the PepsiCo but still it is important as the
markets are growing at a faster rate. PepsiCo is a large organisation and has been
improving and adapting to the various changing scenarios. (Food Industry News)
PepsiCo Vertical and Horizontal Organisation
Vertical organisation
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Its sole aim is to ease the communication between the top management people and
workforce. The various structural ideas followed to keep alive the vertical setup of
organisation by Pepsi are
To follow a hierarchical structure governed by predetermined rules.
A report system is incorporated to provide summary of the various information
systems.
There are fewer teams, workforce and integrators.
Horizontal organisation
It focuses onto establishing and improving the communication between the various
departmental structures and hence initiates a healthy coordination among them.
The hierarchy is not dominant guarded by fewer rules.
Teams are many with increased level of coordination.
The communication is direct and flexibility is more than vertical organisation.
It is a decentralised organization since it has a fewer levels in the organisational
structure. The appearance of such an organization appears flat because of the
reduced tiers or levels. Such a system of work provides opportunities to every level
as the decision making is not limited to the top officials but follows a bottom to top
flow of ideas and decisions. The organisation is more flexible in its policies towards
its employees, offers greater opportunities to its employees at all levels. The job
satisfaction also is higher as the various officials take part in the decision making
process of the organisation.
Integration - The business strategies and decisions made by PepsiCo are made by
the board of directors of the organisation. There is one executive director and other
eleven directors are independent outside directors who form the three departments
or committee's namely Nominating and Corporate Governance, Audit and
Compensation. These three departments take care of the various aspects such as
nominating newer members, formulating policies, the audit committee takes care of
the finance and accounting, the compensation committee is responsible for
communicating with the shareholders and investors and the definite code of
conduct for the officials and the various working staff of the organisation. It also
keeps track of the various transactions made by the organisation in the day. All
these departments are integrated in as one unit. The various departments work in
unison to help establish the growth and dominance of the organisation.
Specialization refers to the various levels in which the activities of the organisation
are divided i.e. the jobs created in an organisation thus covering or managing the
various activities. Specialization further breaks a sector into sub groups and further
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into individual person jobs called specialized jobs. In PepsiCo there are abundant job
specializations in the various sectors such as HR, Executives, Sales department,
finance section, manufacturing unit, supply chain etc. These sectors offer versatile
job opportunities.
Formalization is the degree to which there are rules and regulations, proceduresbeing followed in the organisation. PepsiCo also follows a set of rules called the
code of conduct to be followed by every member working for the organisation or
related to the organisation in one way or other. They lie in the areas concerning
regular routine, business dealings, information protection, accounts, health, whistle
blowing etc.
Standardization refers to the norms and standards set for a product or commodity
by a sound body such as ISO so that the product is reliable and meets the
expectation of the consumers. The PepsiCo is a certified organisation in terms of
safety of its products. Its passes the standards and follows the various norms
required and specified by the governing body. The organisation is committed tooffer best services and greater nutritive value to its products.
Mechanistic and organic structures
According to the contingency theory, the organic structure followed by an
organisation implies the flexible approach incorporated by an organisation under
which the employees are promoted to work efficiently. It thus builds the
organisation from a group into a team which functions in unison with everyone while
the mechanistic structure is guided by a set of predefined rules and the employees
are required to do the duties assigned to them.
The structure of control lies with the hierarchy in mechanistic structures while the
control is circulated to the whole team in organic structure which takes the decision
based on interactive study of situation.
The communication in mechanistic is vertical i.e., the different levels of hierarchy
are involved as per their level of freedom to decide. But in the organic structure the
various levels interact and all are free to express their views if they add to the
discussion.
The superiors are powerful and their decision has to be followed and adhered by a
subordinate in mechanistic whereas in organic structures the superiors and sub
ordinate personnel i.e., different level of hierarchy interact as a team and provide
full support to a right solution provided by any member.
The PepsiCo follows ideologies and views from both structures. Since the
organisation is quite huge, it follows the both level of setup as in vertical as well as
horizontal. The decisions are taken by the top management but the decision is
made by consulting with the various officials involved with the management. Also,
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the working process is from bottom to top i.e., the information and decision making
if from lower level to a higher level of hierarchy.
Objectives and Strategies
The past story
Pepsi was a soft drink first invented in 1898, and since then has been advancing to
higher levels with the policy of adaptation to the current requirements and deliver
which could revolutionaries the current market.
The company also went bankrupt in the year 1931.
After the end of World War II the company began exploring the seas and many other
outside markets. The time of 1960's marked the beginning of the new era when the
slogans on low calorie became popular. Sociable's was the first youth campaign
launched by the company.
After 1964, the company understood the need to add newer products to the market
and hence introduced diet coke for the first time. It also invested a huge amount in
the emerging markets of Asia, Africa and Europe. Now Pepsi owns 6 of the world's
most popular brands in the top sixteen. The advancements continued and so did the
adaptations made by the organisation.
The Future Plans
Pepsi is to invest in 'breakthrough' drinks. Also the company is looking forward to
develop artificial sweeteners and zero calorie beverages. They are also interested in
mergers abroad so as to acquire the emerging markets.
PepsiCo is looking forward to cut off the amount of salt content in the various
products it provides. There are rising health issues in major markets and such a step
would benefit the organization in terms of profitability.
The company is also aiming at reducing the plastic used by them per bottle as they
have already made the bottles recyclable. The reduction in size, plastic and thin
wrap sheets are some of the proposed plans to adapt to the green technology.
The main aim is to explore emerging markets and gain maximum market share in
these markets. They are also planning to invest another 500 million dollars in
countries like India which have grown 5 times in the last few years.
Technological Advancements
The advertisements are becoming increasingly popular as the aims at developing
games for mobiles related to soccer, and other games to promote their brand. The
use of QR contents and newest technologies are the best way to improve the profit
margin.
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They are also looking to reduce the size of bottles by the use of Green technology;
this would help ensure better health benefits and being recognized for
environmental safety.
The food processing sector is bound to use advanced machinery in agriculture
sector of Pepsi adding to its further growth.
The use of MySAP software developed by a leading software company is being used
by PepsiCo so as to increase the efficiency in the various sectors of work.
Organisational Culture
The work culture in PepsiCo is quite healthy promoting strong inter-personal
relationships. The various sectors work in unison to help the organisation excel.
Every department is headed by a manger that takes care of the various members
working under him. The manger evaluates and takes part in the decision making
process of an organisation by providing solutions to the problem. The various
sectors individually work as a team. The diversity is the greatest prestige for the
company. It has been recognised as one of the most beneficial organisation for
women and minority. Pepsi is great place to work but the work hours are quite high
which pose problem to many people. The environment is friendly and extremely
competitive. The employees of such organisations are highly qualified and
specialise in their area of expertise. The decentralized structure of the organisation
promote the information carry from bottom to top managerial positions who take
decisions after consulting it with the workforce. There are three levels in which the
total hierarchy is divided. Level 1 aims at building diversity and skills. Level 2
focuses on developing better communication and level 3 focuses on
institutionalizing the comprehensive environment.
Analysis
Pepsi has a number of brands which cover the various tastes people posses in a
population. Thus, it serves the needs and desires of the whole population by its
various brands and products. The company has had a number of mergers and
acquisitions (M & R approach) in the past adding to its resources such as sprite and
7 up which have added to a newer taste earlier not so predominant. They are in
partnerships with a number of firms such as
Starbucks Double Shot
Starbucks Iced Coffee
Mandarin (license)
D&G (license)
Lipton Brisk
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Lipton Original Iced Tea
Lipton Iced Tea
Ben & Jerry's Milkshakes
Dole juices & juice drinks (license)
Sunny Delight (produced by PepsiCo for Sunny Delight Beverages)
This helps build a strong network of alliances and support for the organisation.
Since, it is a huge multinational organisation these associations help it collaborate
and setup its bases in other countries and places and explore possible market
situations.
Conclusion
PepsiCo is a leading organisation which provides a wide variety of products to its
customers. The average consumption of Pepsi Cola is about 600 bottles per capita
which is a huge and thus its demand needs to meet with the supply.
The organisation aims at introducing a new product every six months. The sole idea
of introducing a newer product in the market is to entice greater customer and keep
the existing customers. This also helps in establishing one in the market and
provides an advantage to it in comparison to its competitors. The company started
with only soda and now has products that sell for billions of dollars. This is the main
reason why it surpassed coca cola in the first instance.
There are various divisions in an organisation for example one taking care of plant,
other resources, other utilisation, demand, supply and analysis. Thus the supply
chain needs to be monitored. Pepsi has such divisions which look into these matters
and have headquarter keeping track of the various aspects disused above. These
divisions are called the inter-organisational structure.
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McKenzie 7S framework
The organization is not just the
structure; rather it is made up of seven elements, shown above. These are divided into two
types: Hard and Soft. Elements in green are hard; they are easy to identify and feasible.
They can be found in strategy elements, corporate plans, organizational structures and
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other documentations. The soft elements are hard to describe. They are sort of intangible.
Hence it is more difficult to plan or influence these elements.
Effective organizations achieve a fit between all these seven elements. If one element
changes then this will affect all the others. For example, a change in HR-systems like
internal career plans and management training will have an impact on organizational culture(management style) and thus will affect structures, processes, and finally characteristic
competences of the organization.
In any change process in an organization, more focus is given on hard Ss and often soft Ss
are ignored. This is not a good strategy. It is difficult to build new structures and strategies
upon inappropriate cultures and values. Many M&A fail because of the clash of culture, value
and style.
Hence 7S model is an effective tool in initiating change process in the organization. One
should look at the current status of these seven elements in the organization and compare
with the ideal state. Then make and plan and implement them.
Let us describe these elements one by one: