Coca

Coca-Cola Enterprises

Coca-Cola Enterprises was established in 1986, which later became the Coca-Cola Corporation. During the late eighties and early nineties Coca-Cola experienced an increase in employee that were hired. By early 2000, there was an increase in employee turnover. Based on a survey by the corporation, the employee turnover was due to little commitment and little confidence in the company leadership. Coca-Cola realized they had leadership issues within the company.

Poor leadership was the major issue Coca-Cola had to deal with. Coca-Cola realized the company had several management conflicts that caused the company’s increase in employee turnover. Gene One also had to deal with the management conflict within their company. According to McShane and Glinow (2005), conflict management is defined as interventions that alter the level and form conflicts that maximize its benefits and minimize its dysfunctional consequences. Gene One had a Vice President of Technology and Research that resigned because of her inability to see the CEO same vision for the company. Coca-Cola executives faced similar problems as Gene One. Since Coca-Cola had employees resigning due to supervisors, they had to find ways to implement new plans to improve leadership throughout the company.

The high turnover rate allowed Coca-Cola to examine the interaction between teams, groups, and management. Coca-Cola’s first step was implementing leadership workshops, team meetings, and individual and team coaching. During 2005 after conducting research on how to have better leadership, Coca-Cola came up with a plan for employee growth. This plan included new corporate values, such as leadership, integrity, accountability, passion, collaboration, quality, and innovation. Coca-Cola determined this plan would help restore employee growth as well as team leadership.

After implementing their plan for growth, Coca-Cola has seen a tremendous increase in employee growth and...