Pepsico: The fun culture company

Management Practice adopted by Pepsico

1. Organization Structure

PepsiCo is an adaptive organization, as they are continuously seeking constant improvement and keeping new ideas in the marketplace while its products progress along their life cycles. PepsiCo has a decentralized organizational structure, with operational decisions made within the separate business units while being governed by policies at the corporate level. Pepsico has a Code of Conduct that is universal in the sense that it applies to all businesses owned by Pepsico.

2. Culture

• PepsiCo offers opportunity and culture to encourage their employees to take initiative and decision making
• The Company has a “Professional but Fun” corporate culture which means employees are free to achieve their goals without any burden of Structure.
• Their management is casual and accept innovative ideas from their each employees whether they are from the top level or lower level

3. Manpower

• Pepsico has approximately 198,000 employees worldwide.
• The company believes that it is the employees that make the company.
• Like all other multinational corporations pepsico has employees of all different race, culture and religion.

4. Motivation

• Provide Comprehensive benefits such as health care and financial needs to motivate their employees and to secure their retirement for future
• They provide educational loans, scholarship programs and tution reimbursement.
• They also provide Core benefits like dental, vision, medical and 401(k) plan with company contribution.
• Provide insurances such as life, accident, short-term and long-term disability.

5. decentralization

The authority and decision making power is distributed.

6. Traning and development

7. Recruitment and Selection

INTEL CORPORATION

Management Practice adopted by Intel Corporation:

1. Organizational Structure

At the highest level Intel is organized into largely autonomous divisions. Intel uses matrix management and cross functional teams including IT, knowledge management, human resources, finance, legal, change control, data warehousing, common directory information management and cost reduction teams (to name a few) to rapidly adapt to changing conditions.

2. Culture

• Since intel is in the processor manufacturing industry, it’s culture is one of constant innovation.
• Customer orientation
• Results orientation
• Risk taking
• Great place to work
• Quality
• Discipline

3. Recruitment and selections

• Intel has over 83,000 employees worldwide.
• They belive their employees are their greatest investment
• To strengthen the companys culture and values they hire and retain best and brightest employees
• Their HRD (human resources development) provide first rate ,cost effective service and support globally.

4. Company’s mission statement

Delight their customers, employees, and share holders by restlessly delivering platform and technology advancement that becomes essential to the way we work and live

5. Centralized

The organization structure at intel is relatively de-centralized in that employees are encouraged to come up with new product ideas on their own. The nature of the industry requires intel to do this since you cannot be creative if there are many constraints put upon you and expect to be competitive in this industry

6. Motivation

• They provide comprehensive compensation and benefits programs to attract, retain and reward their employees based on their growth and profitability
• They also provide long term financial security and protection to employees and their families
• They offer cash bonus plans that offers cash rewards to their empolyees.

GAP INC

Management Practice adopted by Gap Inc:

1. Culture

• They have 4 key principles “Think customers first, inspire creativity, do what’s right and deliver results”
• They inspire creativity by challenging the status quo. Innovative, creative anew ideas and ways of working are the key element in their business culture.

2. Training and development

• Their training and development programs are available to all their employees worldwide
• They have sessions and online job coaching and in store experiences.
• They have welcome program for their new employees to introduce their business culture, customers brands, and their policies and procedures.

3. Company’s mission statement

The company’s mission is upholding strong commitment to serve the needs of their customers while delivering quality earnings and long-term value to their investors and shareholders.

4. Centralized

They ensure that all the employees from top level to bottom including Board of Directors to meet legal requirements around the world and also operate responsibly and with integrity in everything they do.

5. Motivation

• The company believes that their employees are what make them great company. Their workforce worldwide consists of bright, innovative, and passionate individuals working in various divisions such as product design, merchandising, distribution, marketing etc.
• Gap inc upholds pluralism in the workforce. it promotes an inclusive work environment. Commitment, flexibility and team work are the hallmark of their employees. They offer exiting opportunities to learn stretch and grow.

6. Recruitment and selection

• They believe in equal opportunity without regard to race color, age, gender, religion, national etc
• They expect every employee to prevent discrimination, and harassment in the workplace
• Every organization designs their structure to interact between members of organization
• There are two types of structure

1. Formal structure

2. Informal Structure

FORMAL STRUCTURE OF ORGANISATION

This Structure is the hierarchical structure in which organization organize to assign their employees responsibility according to their positions and ability i.e “Who will report to whom”

INFORMAL STRUCTURE OF ORGANISATION

Informal structure is a relaxed and informal way of communicating with the members in the organization.

Conclusion

The Management practice to be adopted by Furniture Works:

• To design organizational chart because that help you to form a structure in the organization.
• Due to the formal Structure the organization meets its objectives.