Pepsi was first produced in 1890 by pharmacist Caleb Bradham invented in New Bernn, North Carolina, USA. In 1893, Pepsi was introduced as Brads Drink, then renamed PepsiCola on August 28, 1898 and trademarked on June 16, 1903 under this name. Finally, it was renamed Pepsi in 1961. The manufacturer is PepsiCo Corporation (USA). From its inception until now, Pepsi has changed its logo for many years. At PepsiCo, the company declares its vision (and value) to be a leading, competitive company that brings nutrition, health and value to customers in the products it creates and Shareholders improve by being the preferred company, the preferred employer, the preferred supplier that sells the favorite products.
ASSIGNMENT FRONT SHEET Qualification BTEC Level HND Diploma in Business Unit number and title Unit 12: Organizational Behavior Submission date Date Received 1st submission Re-submission Date Date Received 2nd submission Student Name Student ID Class Assessor name Student declaration I certify that the assignment submission is entirely my own work and I fully understand the consequences of plagiarism I understand that making a false declaration is a form of malpractice Student’s signature Grading grid P1 P2 M1 M2 D1 r Summative Feedback: Resubmission Feedback: Grade: Assessor Signature: Internal Verifier’s Comments: r Date: Signature & Date: Contents I Introduction : II LO1 Analyze the influence of culture, politics and power on the behavior of others in an organizational context Application Schein's Levels in an Organization Culture for PepsiCo .13 Artifacts 13 Values 15 Basic Assumptions 16 III LO2 Evaluate how to motivate individuals and teams to achieve a goal 17 Models of Motivation for Content 17 Models of Motivation Method 18 Maslow's Hierarchy of Needs: 18 Physiological needs .19 Safety needs 20 Societal needs 20 Self Esteem Needs .21 Self-actualization needs .21 IV Conclusion : 21 V Reference list : 21 PepsiCo I Introduction : Pepsi was first produced in 1890 by pharmacist Caleb Bradham invented in New Bernn, North Carolina, USA In 1893, Pepsi was introduced as Brad's Drink, then renamed Pepsi-Cola on August 28, 1898 and trademarked on June 16, 1903 under this name Finally, it was renamed Pepsi in 1961 The manufacturer is PepsiCo Corporation (USA) From its inception until now, Pepsi has changed its logo for many years At PepsiCo, the company declares its vision (and value) to be a leading, competitive company that brings nutrition, health and value to customers in the products it creates and Shareholders improve by being the preferred company, the preferred employer, the preferred supplier that sells the favorite products On its mission, to achieve its vision, PepsiCo claims to things like: to become the world's leading beverage company The company's mission is "Good quality, good drinks" to provide consumers with the best, most nutritious options in a wide range of foods and beverages and dining occasions, from morning to night Pepsi stated its vision: “At PepsiCo, we aim to deliver top-notch financial performance over the long term by integrating sustainability into our business strategy, leaving a positive mark on our social and environmental We call it performance tied with a clear purpose On its mission, PepsiCo declares its path: "As one of the largest food and beverage companies in the world, our mission is to provide consumers around the world with food and drink Drink delicious, affordable, convenient and complementary, from a healthy breakfast to a pleasant evening snack and drink Address : The PepsiCo headquarters are located in the neighborhood of Purchase, New York, in the town of Harrison, New York It was one of the last architectural works by Edward Durell Stone It consists of seven three-story buildings Each building is connected to its neighbor through a corner The property includes the Donald M Kendall Sculpture Gardens with 45 contemporary sculptures open to the public Works include those of Alexander Calder, Henry Moore, and Auguste Rodin In 2010 the magazine ranked the building as one of the ten most beautiful buildings in Westchester County Website Address : https://www.pepsico.com/ The Board of Directors (BOD) is the leading agency responsible for organizational planning, corporate governance and customer satisfaction BOD's mission is to advance the business It exercises corporate strategy and operational decision-making authority and ensures that the interests of consumers and shareholders are safeguarded ( PepsiCo,2021) II LO1 Analyze the influence of culture, politics and power on the behavior of others in an organizational context PepsiCo Company understands that its business success is not only due to its products, but also the contributions of its people - it's its most important asset we With outstanding and outstanding business results, PepsiCo has become a great place to work Aimed at "A great place to work", PepsiCo always creates opportunities for employees to develop in their career orientation and work-life balance In addition to creating a diverse environment for employees, PepsiCo also offers attractive bonuses and benefits and excellent working conditions The company always tries to develop the capabilities of the management team - who always try and constantly improve the business and working environment The company has established systems to ensure continuous career development for employees, in addition to the program to recognize and reward employees' performance is also a part of management culture of the company PepsiCo empowers all employees to create sustainable growth The company promotes work-life balance to help our employees not only fulfill their responsibilities within the company but also spend time with their families From there, they receive the support of their family to continue to contribute to the company's business development PepsiCo fosters a professional ethics, in which business is conducted in accordance with cultural, ethical and traditional values In addition to salary, bonus and competitive benefits, this is one of the important factors responsible for attracting talent to the company PepsiCo continued to develop and implement an internal control system based on its operating model and structure All corporate and financial processes of a corporation, a subsidiary and a business unit are protected by an internal control structure and its management system The internal control framework is based on five COSO components: Control, Risk, Control, Data & Communication, Monitoring and Summary It also requires internal financial report monitors to ensure that they are accurate, reliable and accurate (PepsiCo,2021) Based on the feedback from the employees who worked at PepsiCo, most of the employees responded well to the equipment conditions, high salary and friendly working environment, but most of them appreciated the quality amount of work when PepsiCo forces employees to work hard in long hours during planning season and no work life balance, very labor intensive work PepsiCo's corporate culture makes employees happy in many ways, based on the total number of reviews from the Glassdoor website's recruitment and business reviews Every day, all members at PepiCo are encouraged and empowered to live their lives fully, ready to take on challenges, overcome their limits to become pioneers and cultivate themselves through experiences practical experience at work The big problem here that employees often complain about is the quality of work, when the working environment is too competitive and the workload is large, employees have to work long hours during the planning season, they lose the balance between everyday life and work life and make employees work hard This will affect the mentality of the work and efficiency in the long run Some of the reviews of former employees : With a clearly defined authorization and responsibility mechanism, PepsiCo has implemented a complete governance structure The governance structure consists of the Board of Directors, its committees, the functions of the Group and management groups at multiple levels To create a business that is reputable for its business results and consumer confidence, nothing is more important than building a solid foundation of corporate culture for all employees At PepsiCo, can be proud of a multinational corporate culture built on a sustainable, diverse and integrated value system Each member is completely free to speak directly and honestly The company believes that a successful business is not based on modern machinery or strict regulations, but on the dedication of each member of the company The members of the company always pursue core values in daily work The company has built a unique corporate culture at PepsiCo with imbued with the spirit of "Yatte Minahare" - English means "Go for it" of Suntory Corporation Japan In the sense, it can be understood as "We can fail but never be afraid" Every day, all members at PepiCo are encouraged and empowered to live their lives fully, ready to take on challenges, overcome their limits to become pioneers and cultivate themselves through experiences practical experience at work The company has a talented leadership team and we are empowered to make the right decisions for PepsiCo's growth process Rapid market development, flexibility and data-driven decision making PepsiCo always emphasizes the human-centered factor, considering employees the most important asset The company always values individual values and respects differences Here, regardless of appearance, personality, personal preferences… Performance is the factor to evaluate the capacity of each person Overcoming all prejudices in society, at PepsiCo, you can easily see many women in senior positions, or HR members with tattoos on their bodies, All employees can be said in the company are treated equally, fairly and with respect PepsiCo always strives to provide a friendly and open working environment for everyone Common themes of discussion include trade conformity, cyber security, data protection and privacy, environmental protection and anti-bribery These are the key areas in which you need to work so that you can promote a fair business environment and maintain order across the business world These issues must be addressed in order for companies to survive and thrive in the marketplace In the 1980s, psychologist Edgar Schein of the Sloan School of Management created a paradigm for the interpretation and study of corporate culture Schein split the ethos of the company into three distinct levels: artifacts, values and assumptions Artifacts Artifacts are obvious, however that doesn't imply that they can be readily interpreted for all In reality, the objects can be overwhelming for an outsider who is tempted to use the available labeling and stereotypes when he notices them 2 Values As opposed to simple assumptions, beliefs are at higher stages of awareness, reflecting the common view of the participants about how things should be When we say 'opinion,' it means that when it comes to acting, these members can or may not behave on the grounds of their beliefs Values allow corporate participants to identify circumstances and behavior as either undesirable or desirable Basic assumptions The assumption is a kind of conviction that is taken for granted as a reality, and is thus never questioned A pattern of simple assumptions emerges among the members of the social community, making it the center of the culture of every organization Application Schein's Levels in an Organization Culture for PepsiCo Artifacts PepsiCo's global act is: PepsiCo's Global Code of Conduct (the "Code") was enacted effective October 1, 2012 and amended annually, if necessary, to address Changing laws or procedures affect the company's business The company's Board of Directors has approved an update to the Code, effective August 1, 2020 The update highlights the Code's relevance to PepsiCo's vision of Becoming a Leader The Global Leadership in Convenience Food and Drink with Purpose Victory and leadership behaviors define PepsiCo's shared culture, which the company calls the PepsiCo Path Additionally, the update enhances the overall readability of the Code and explicitly incorporates a number of global policies, including, among others, related to business gifts and antitrust compliance permission All PepsiCo Personnel must adhere to the principles of the Code Our Code is the cornerstone of our commitment to ethical excellence and provides policies and guidance that define how we business the right way - PepsiCo's Way: • Respect at work • Trust in the market • Fairness in our business relationships • Honesty in business • Our purpose in the world Overview of PepsiCo's global anti-bribery policy and practices: It underlines PepsiCo's obligation to act ethically and responsibly in all business dealings by providing a framework clear format: • Prohibit both public sector and commercial bribery • Addressing mandatory anti-corruption due diligence procedures that must be conducted on third parties • Explain the rules to be followed for gifts, meals, travel and entertainment related to Government Officials • Outlines requirements for corporate donations, sponsorship and corporate social responsibility (CSR) activities with a government lead • Emphasizes the importance of maintaining accurate books and records for all PepsiCo transactions • The provisions in this policy apply, as appropriate, to all third parties who are bound by the PepsiCo's Supplier Code of Conduct Pepsi believes that compliance with the law is a bulwark against the instability of international politics They comply with all applicable laws and regulations in the countries in which we operate This is the cornerstone of our operational compliance at Pepsi and is also the core principle of our management team They required all the departments around the world to abide strictly by local laws and all other applicable regulations Values At PepsiCo, in addition to the payment strategy in a high segment of the market, the attractions that keep young people in the company are extremely attractive and unique benefits The company is always interested in the needs of employees to make more suitable policies Not only that, employees can redeem their accumulated points into meaningful gifts In addition, if there are positive contributions, employees also receive letters from managers showing their appreciation for them In addition, PepsiCo also provides the best healthcare package on the market for all employees of all levels at prestigious hospitals, which is something very few companies can The company is committed to bringing a comprehensive development future and a fulfilling life to its employees This is also the fundamental goal that PepsiCo continues to lead as the best place to work 3 Basic Assumptions At PepsiCo, our strategy to tackle climate change is based on two pillars - mitigation and adaptation PepsiCo is looking to de-carbonize its entire value chain, at the same time assessing the impact of climate change on PepsiCo's business and developing resilience plans The company's goal is to reduce absolute greenhouse gas (GHG) emissions across the entire value chain by more than 40% by 2030 PepsiCo is also committed to achieving zero net emissions by 2040, earlier than a year decades than required in the Paris Agreement The company's action plan focuses on both minimizing and reducing greenhouse gas emissions to de-carbonate operations and supply chains as well as resilience and vulnerability to the effects of change, by continuing to incorporate climate risks into business continuity plans At PepsiCo, we recognize that supporting diversity and cohesion is not only the right thing, but the right thing to for a company's business This commitment is summarized into the company's values and the company's belief that PepsiCo is strongest in embracing all of humanity, no matter what PepsiCo looks like, where PepsiCo comes from or who PepsiCo loves That means both building a more diverse, inclusive workplace and promoting what the company calls the courage to join PepsiCo's company and the communities it serves III LO2 Evaluate how to motivate individuals and teams to achieve a goal There are two main types of motivation theory: content and process Content models of motivation focus on what people need in their lives (i.e what motivates them) Process theories look at the psychological and behavioral processes that affect and individual’s motivation Since then, many different models and frameworks of motivation have been published These models fall into two main types of models: content models and process models More recently, newer types of models have been introduced That said, content and process theories often form the platform on which these newer models are built Models of Motivation for Content Motivation content models focus on the 'what' motivation They focus more directly on the different things that people may believe they need in their lives The hypothesis is that the motivations of individuals would be to possess the things they think they need As a result, you can understand why and how individuals are motivated to understand their wants and needs Models of Motivation Method Method motivation theories focus on the "how's" of motivation These models focus on the psychological and behavioral processes that humans follow, rather than focusing on what individuals need It is possible to understand the actions, parent and contexts that motivate individuals' behavior by understanding these processes Content theories tend to be the early motivational theories or subsequent modifications of early theories from a historical point of view They also had the greatest impact on leadership styles and policies in the field of work, although they are the least known in scholarly circles Content theories are sometimes referred to as needs theories, and they are generally attributed to a viewpoint that reflects on the importance of determining what motivates us In other words, they strive to consider what our 'needs' are and to lead with motivation to the fulfillment of these needs Maslow's Hierarchy of Needs: This is the most widely known theory of motivation and was hypothesized by American psychologist Abraham Maslow in the 1940s and 1950s Maslow put forward the idea that there existed a hierarchy of needs consisting of five levels in the hierarchy These needs progressed from lower order needs through to higher level needs This theory condenses needs into five basic categories Maslow ordered these needs in his hierarchy, beginning with the basic psychological needs and continuing through safety, belonging and love, esteem and self-actualization (simplypsychology,2021) Deficiency needs-Maslow found them to be the most basic survival and security needs required Those needs shall include: + Physiological needs: +Safety Need +Social needs: Needs for Growth-These are needs related to personal growth and the satisfaction of personal capacity +Esteem Criteria +Self-actualization requires Physiological needs Physiological needs are the material requirements for human existence If these requirements are not met, the human body is unable to function properly and will eventually fail Physiological needs are arguably the most important; they should be met first Air, water and food are the metabolic requirements that exist in all animals, including humans At PepsiCo work environments the clothes and accommodations provided by the company to its employees are essential protection from the elements Employees at PepsiCo all have the basic needs of food, clothing, and shelter and Pepsi has fulfilled these basic needs It is not PepsiCo's responsibility to provide food and accommodation, but how much salary the company must make so that the company can buy and fulfill its employees' basic needs The implementation that was executed at PepsiCo provided lunch for its employees as a prime example Safety needs After fulfilling physiological needs, employers must provide a safe work environment for their employees to work If employees not feel safe in the workplace, they will be able to focus completely on their work In business, a company must fulfill all the requirements of its health and safety policy If the employee's physiological needs are not met, there are other needs response periods In the case of a PepsiCo company with no economic security - due to economic crisis and lack of employment opportunities - these safety needs manifest in ways such as job security priority, procedures Claims to protect their employees from unilateral powers, savings accounts, insurance policies, reasonable accommodation disability, etc The Safety and Security needs at PepsiCo for its employees include: • Personal security • Financial security • Health and happiness • Safety net against accident / disease and bad impacts Societal needs Third is the most important thing that everyone wants to communicate with others, and after fulfilling the first two needs, every employee at PepsiCo has a desire to meet with others and relate with others Relationships such as friendships, romantic bonds, and family help meet this need for companionship and acceptance, as well as participation in social, community, or religious groups In a work environment like PepsiCo, understanding social needs is very important because the company allows its employees to freely communicate with customers and allows them to make friends for fun and elimination Their stress on productivity brings the company to greater efficiency At PepsiCo, all members have confidence, solidarity and strive for a common goal and benefit On the contrary, the company also creates many opportunities for each individual to develop a career direction, to encourage a balance between work and home life, to help our employees not only fulfill their responsibilities in the company but also spend time with their families Self Esteem Needs After the first three needs are met, the need for self-esteem becomes increasingly important The need for self-esteem is related to human self-esteem and achievement (Parsad 2009) In self-esteem, a person wants others to notice him There are two types of self-esteem: inner and outer self-esteem At PepsiCo business, the principle is always respect for people and respect for their local culture Besides, PepsiCo enterprise believes that no one wants to work with a talented person but lacks empathy, or is artificially friendly without leadership ability Therefore, employees here must have both, proficient in social skills while proving themselves intellectually excellent Unlike the common stereotypes found in the workplace, everyone at PepsiCo is equal The plant management director can be female; Marketing staff can be a "nerd" or you can still get a normal promotion even with a tattoo on hand The company always values individual values and respects differences Not only because of appearance, personality or personal preferences, but the results achieved is a measure to evaluate employees' capabilities Self-actualization needs After fulfilling the above four needs, one needs to think about one's wisdom and truth and status At the enterprise PepsiCo gave the whole opportunity to complete the career of its employees Every day, all members at PepiCo are encouraged and empowered to live their lives fully, ready to take on challenges, overcome their limits to become pioneers and cultivate themselves through experiences practical experience at work IV Conclusion : The impact of corporate culture and arrangements will influence the business productivity of the business On the off chance that we can assist workers with adjusting and be happy with arrangements, assisting representatives with adjusting to the way of life of the business will expand representative fulfillment From that point forward, workers will offer better and the advantages that we bring to representatives will help spur them to add to the organization and build up the interests of the two sides progressively V Reference list : Suntory PepsiCo Available 2021 at: Suntory PepsiCo [online] [Accessed 25 February 2021] PepsiCo, Inc Official Website 2021 Leadership [online] Available at: [Accessed 25 February 2021] Thế Giới Tiếp Thị Online 2021 Phát triển tầm nhìn sứ mệnh: hai nhìn từ Nestlé Pepsico [online] Available at: [Accessed 25 February 2021] Tin nhanh VnExpress 2021 Cơng thức bí mật xây văn hóa doanh nghiệp CEO Suntory Pepsico VnExpress Kinh doanh - VnExpress [online] Available at: [Accessed 25 February 2021] Chuyên trang nghề nghiệp 2021 Văn hóa tơn trọng khác biệt Suntory PepsiCo Việt Nam [online] Available at: [Accessed 25 February 2021] PepsiCo, Inc Official Website 2021 Global Code of Conduct [online] Available at: [Accessed 25 February 2021] UKEssays.com 2021 People Management At Pepsi Co [online] Available at: [Accessed 25 February 2021] ... [Accessed 25 February 20 21] Tin nhanh... Carolina, USA In 18 93, Pepsi was introduced as Brad's Drink, then renamed Pepsi-Cola on August 28, 18 98 and trademarked on June 16 , 19 03 under this name Finally, it was renamed Pepsi in 19 61 The manufacturer... PepsiCo .13 Artifacts 13 Values 15 Basic Assumptions 16 III LO2 Evaluate how to motivate individuals and teams to achieve a goal 17 Models