Sample motivational essay for Coca-Cola Company employees

With the rapid development of the economy and the continuous progress of society, people are increasingly aware of the importance of people, and the people-oriented concept is gradually taking root in the hearts of the people. Especially in the current era of extremely fierce competition, the competition between enterprises is the competition for talents. Building one's own competitive advantage is the key to any enterprise's survival and development. Below are examples of motivational articles for employees of Coca-Cola Company that I have collected for you. If you want to know more, you can take a look!

Chapter 1 Overview of Coca-Cola Company

1.1 Company Profile

The formula and name of Coca-Cola Company are from Invented by partner Asa Candler in 1892 and headquartered in Atlanta, Georgia, it is the world's largest beverage company. In addition to the world's most valuable brand Coca-Cola, it also produces three of the world's top five beverages (Diet Coca-Cola, Sprite and Fanta) and a large number of other types of beverages, including soda, sports drinks, etc., it is also the world's largest distributor of fruit drinks. Coca-Cola, which ranks first in the United States, has achieved more than 40% of the market share, and Sprite is Among the fastest-growing beverages, other brands include: Barq's root beer, Fruitopia and Surge.

1.2 Company management system

Incentive system For a long time, the Coca-Cola Bottling Company, a subsidiary of The Coca-Cola Company, has always attached great importance to employee motivation. In order to encourage employees to do their jobs well, the company has invested a lot of resources and often provides employees with various rewards, including gift cards, items printed with the company logo, and tickets to sports games. However, there was a big problem with the company's incentive policies: no one was tracking their effectiveness. Most incentive programs have been implemented in the past, or are carried out at the request of leaders, rather than considering how to be consistent with the company's strategy, or to bring better return on investment (ROI).

Management system In Coca-Cola (China) Co., Ltd., "humanized management is something that runs in the blood of managers." The Coca-Cola Company has developed for 117 years and has established a system after years of review. It has a very complete management system, and every action has rules to follow. It is easy to think of the words "harsh system management?" However, Coca-Cola

Coca-Cola (China) Co., Ltd. proposes the management principle of "iron discipline, education of love". This kind of humanized system management makes employees very loyal to the enterprise. We are full of brotherhood and sisterhood towards our colleagues. Under this management system, everyone treats each other sincerely, reasonably and harmoniously. "Treating employees with a sincere attitude from the heart should be the core concept of humanized management." ?

Communication system Most people believe that Coca-Cola’s business is so huge that managers certainly don’t have much time to communicate with lower levels. But this idea is absolutely wrong in the Coca-Cola system. Here, the management has very close contact with the grassroots: the general manager allocates one day per month to communicate with employees and visit the market at least once or twice a week. During the SARS epidemic in April and May 2003, we were even in the market with our employees every day. This is a great example of the close harmony between company levels.

Human resources development and training system Paying attention to employee training is an important reason why The Coca-Cola Company can remain prosperous. Claudia, Coca-Cola’s Human Resources Department, said: Coca-Cola is a company that cultivates talents, and producing carbonated drinks is just our side business.

1.3 Brand culture 1. The establishment and realization of long-term corporate image goals is the basic strategy for becoming the world's most valuable brand. Both Coca-Cola and Pepsi-Cola are the first companies in the world to pay attention to trademarks and brands.

2. Clever and generous marketing strategy. Effective and consistent advertising and promotion, a focus on packaging and visual image, the company's significant investment in advertising and its successful image building in the minds of consumers around the world are the basis for continued progress.

3. Brands are living and personal. A good brand can build deep emotions between itself and consumers. Brands must consider consumers' daily experiences, feelings, thoughts, attitudes and psychological needs when using and accepting the brand.

4. Building a brand is actually about creating a distinctive personality. The owner of the Coca-Cola brand has always believed: "The reason for our success is the friendly atmosphere we create, and consumers actually want to become one with Coca-Cola." ?

1.4 Product Types

The Coca-Cola Company manufactures and distributes concentrated beverages and juices. Its product Coca-Cola is made from the leaves and fruits of the Coca-Cola and Coca-Cola plants. A drink. The annual sales of soda drinks, the company's main division, account for approximately 80% of the company's total sales. Soda beverage products account for 88% of the company's total profits. Coca-Cola U.S.A. is the largest marketer of The Coca-Cola Company; the company's Foods segment manufactures and sells frozen, citrus concentrates and various juices, lemon crystals, coffee and tea. The Liquor Division produces and sells various brands of liquor, primarily for the domestic market, and is the fourth largest producer and seller of liquor in the United States; the company also produces plastic films and other consumer products such as Deodorant, wet wipes, etc. Coca-Cola established bottling plants in Tianjin and Shanghai, China as early as 1927. In 1979, with China's reform and opening up, it returned to the Chinese market. Since 1981, it has established bottling plants in Beijing, Dalian, Nanjing, Xi'an, Wuhan, Hangzhou, Guangzhou and other places. A joint venture bottling enterprise, and the Coca-Cola concentrate plant was established in Shanghai in 1988. In addition to freeing bottling plants in mainland China from using imported concentrate, it also exported to Southeast Asia. Soda drinks: Coca-Cola, Diet Coca-Cola, Coca-Cola Zero, Sprite, Fanta. Eye-catching non-soda drinks: Ice Dew, Original Leaf Tea, Cool Body Tea, Coolex, Minute Maid Series.

Pure water ice dew: It is a pure drinking water launched in November 2001. It is available in 4 packages ranging from 350 ml to 18.9 liters. Existing flavors: unflavored purified water; sales cities: Beijing, Dalian, Harbin, Kunming, Nanning, Qingdao, Shenyang, Taiyuan, Wuhan. Mineral Water: Heaven and Earth. Tianyidi bottled water, launched in 1996, is mineral water with added minerals such as sodium, potassium, and magnesium. It is available in 5 packages ranging from 550 ml to 18.9 liters. Sales cities: Shanghai, Zhuhai, Beijing, Dalian, Harbin, Qingdao and other places

Vitamin drink: Coolex. Since its launch in New York in 2000, Coolex Vitamins has become popular in Los Angeles, London, and other places. Wherever it goes, it has become the fashion choice of celebrities, rock stars, and fashionistas in the city. With a stylish appearance and nutritious hydration, Coolex Vitamins meets everyone's different expectations for fruity nutrient drinks. Drinking nutritious and fashionable drinks is no longer a dream. Existing brands: Xiaoyushu, Shiquan Xiaobu, Yeyoushen, Xingyuanyu; Sales cities: Shanghai, Beijing, Qingdao, Tianjin, Chongqing, Shenzhen and other cities.

Chapter 2 Coca-Cola Company Employee Training and Development

2.1 Training Stage

In Coca-Cola Company, training is also divided into high, medium and low levels. The training for senior employees is mainly based on the training projects provided by the training and development team of the headquarters. For example, some senior managers are selected to go to Tsinghua University to receive one-month training from foreign professors every year. The training for middle-level employees mainly focuses on them mastering new management knowledge and new skills. The outstanding ones will go to Xiamen University for one month of training. As for ordinary employees, they focus on professional skills training for their own positions. During the training, employees with good potential and strong abilities are mainly captured for key training. These trainings are mainly to provide them with more knowledge and skills in new fields in order to achieve promotion. post-job demand. Key employees at the middle level of the company and key employees at the grassroots level are generally the focus of corporate training, and the company will concentrate resources on intensive training for them.

　2.2 Training Trilogy

1. Basic training Basic training includes induction training, company rules and regulations training, company corporate culture training, personal motivation training, etc.

Through these trainings, employees can understand the history of Coca-Cola's development, the development status of Coca-Cola (China) Co., Ltd., corporate spirit

, Coca-Cola management system, Coca-Cola quality system, Coca-Cola production system and inspection system, Coca-Cola Humanistic culture, Coca-Cola marketing culture, Coca-Cola rules and regulations, etc. The purpose of these most basic trainings is to make employees proud of Coca-Cola through these trainings, supplemented by personal motivation training, so that new employees can get into work as soon as possible, and old employees can adjust their mentality and rekindle their passion for work. At the same time, it enables employees to have lofty goals and ambitions, an optimistic and enterprising attitude, long-lasting patience, strong self-confidence, excellent quality, a strong sense of responsibility and an attitude of persistence in learning. They are a blank slate, and their work experience at Coca-Cola allows them to paint a wonderful life on this piece of paper. ?

2. Business skills training Coca-Cola Company’s business skills training is to provide business skills training to on-the-job personnel based on the needs of various positions determined by the company’s development. The training policy is: What to do, what to learn; what is missing, what to make up for? The goal of training is to focus on improving the actual work ability or labor skills of on-the-job employees, so that they can become talents on the job, meet job requirements, and adapt to the needs of enterprise development. It is understood that this training is very detailed and comprehensive, including pyramid training, business visit training, negotiation skills training, development skills training, customer mentality and marketing training, etc. Through these trainings, sales personnel can learn basic sales skills in the shortest time to promote the realization of the company's profit goals; sales representatives can know more clearly how to seize opportunities, thereby improving work effectiveness. At the same time, business skills training is also carried out regularly or irregularly by old business backbones (directors or managers); for old business backbones, they go to upper-level management departments to participate in training in batches, constantly sum up experience from practice, and under the guidance of theory Improve business skills. It is precisely because of these trainings that the company's marketing work has been carried out very well and it is far ahead in the beverage industry.

3. Management skills training In terms of management skills training, it mainly provides continuous continuing education for professionals. There are different types of training according to needs: First, knowledge expansion training, which is used to change the intelligent structure of talents and cultivate compound talents. The second is knowledge updating training, which updates the knowledge system in a timely manner and keeps ahead of the times, so that the Coca-Cola system will always be the leader of the times. According to reports, Coca-Cola (China) Co., Ltd. has a training center in Tianjin, which is responsible for Coca-Cola production process, technical training, and individual professional topics and lectures. In addition, the company has jointly established a Coca-Cola Management School with Fudan University, which specializes in training senior managers. Many foreign information, management concepts and Coca-Cola cases are intensively studied here.

2.3 Zhongke Group’s core values ??

Cultural training: Training culture is an important organizational part of the corporate behavioral culture and is the core of the training function gradually formed by the company in its training activities. A general term for values, codes of conduct, basic beliefs and corresponding institutional carriers.

1. Keep your word: say what I do and do what I say; be objective and honest, seek truth from facts; go beyond yourself and make active commitments.

2. Above performance: Use performance to prove strength; performance is the highest honor; maximize shareholder value.

3. People-oriented: care about the needs and interests of others; to gain respect from others, first learn to respect others; being people-oriented does not mean being me-centered.

4. ***Create multiple wins: The big winner is when everyone wins; establish a mutually beneficial partnership; maximize the interests of the team, and the success of the team drives individual success.

Chapter 3

The two-factor theory of motivation mechanism of Coca-Cola Company, also known as "hygiene-motivational factors", is one of the representatives of motivation theory, developed by American Psychologist The scientist Herzberg proposed it in 1959.

This theory believes that there are two main factors that cause people's work motivation: one is motivation factors, and the other is health factors. Only motivating factors can bring people satisfaction, while hygiene factors can only eliminate people's dissatisfaction but will not bring satisfaction.

3.1 Material incentives

Material incentives refer to the use of material means to provide material satisfaction to the motivated, thereby further mobilizing their enthusiasm, initiative and creativity. Material incentives include funds, prizes, etc., which stimulate their motivation to produce and work hard by meeting requirements. Its starting point is to care about the vital interests of the masses and continuously meet people's growing needs for material and cultural life.

3.1.1 Prizes and bonus incentives

Prizes and bonus incentives are an incentive method commonly used by companies to mobilize the enthusiasm of employees. It is a reward for employees' extraordinary work performance. It can make up for the shortcomings of the basic salary system and organically combine employee contributions, income, and corporate benefits.

　3.1.2 Tourism and Promotion Incentives

Promotion is an important incentive measure for enterprises. The enterprise’s job promotion system has two major functions. One is to select outstanding talents, and the other is to motivate existing employees. Employee work motivation. Enterprises promote outstanding employees from within to higher and more important positions, which is of great significance to employees or to the development of the enterprise.

Travel is the right to satisfy employees’ entertainment enjoyment. Only when employees’ physical and mental development has been developed can they be more actively involved in work and fully exert their own value.

3.2 Spiritual rewards

Spiritual incentives are intrinsic incentives, which refer to spiritual intangible incentives, including authorization to employees, recognition of their work performance, and a fair and open promotion system. , provide opportunities for learning and development, further improve oneself, implement a flexible and diverse flexible working time system, and formulate a career development path suitable for each person's characteristics, etc. Spiritual motivation is a work that is in-depth and detailed, complex and changeable, widely used and far-reaching. It is a way for managers to use ideological education to advocate corporate spirit, and it is an effective way to mobilize the enthusiasm, initiative and creativity of employees.

3.2.1 Leadership motivation

Leadership motivation can improve employees’ consciousness, initiative, and creativity. Stimulate employees' work enthusiasm and interest, improve employees' work performance, and guide employees' activities.

　3.2.2 Role model motivation

The role model motivation method means that leaders select individuals or groups that have advanced practices and outstanding achievements in achieving goals, and affirm and praise them, but require everyone to learn from them. , thus stimulating the enthusiasm of group members.

　3.3 Honor Incentives

If company employees make significant achievements in their jobs, the company will praise and encourage them, publicly commend them within the company or within the Coca-Cola system, and publicize them Their achievements make them respected and loved by colleagues in the company; they are awarded honorary titles at different levels, such as "Sales Leader" and "Golden Key Pacesetter". Thereby motivating them to make greater contributions to the company.

3.4 Work motivation

In terms of work arrangements, Coca-Cola Company assigns challenging and innovative work to employees and takes effective measures to stimulate their work enthusiasm. Employees at The Coca-Cola Company have a strong sense of accomplishment. They hope to make extraordinary achievements at work, and it is their urgent desire to ask the company to assign them challenging and innovative work. Therefore, work incentives are used frequently at Coca-Cola Company. It has the irreplaceable characteristics of material stimulation and spiritual stimulation. The effect produced is effective and lasting.

Chapter 4 Conclusion

1. Employee training is the source of strength for the sustainable development of an enterprise. The quality of employees determines the quality of an enterprise. Only with high-quality talents can we achieve sustainable development. Through training, new employees can be integrated into the corporate culture, and old employees can be equipped with new knowledge and skills to keep up with the pace of corporate development. Training not only increases the overall value of an enterprise's human capital, but also increases the value of the enterprise itself.

2. Employee training is a high-return investment. A low-quality talent team not only has low production efficiency, but also causes a lot of waste. In a sense, employee training is an investment with extremely high returns. Through training, the quality of the workforce can be improved, thereby achieving dual returns of increased revenue and cost savings.

3. Employee training is an act that meets the needs of both the company and its employees. If an enterprise wants to participate in market competition, it must have a high-quality workforce. To participate in the competition in the talent market, talents must constantly "recharge" and absorb new knowledge and skills to enhance their competitiveness. Training is not only beneficial to the company, but also beneficial to individual employees; participating in training is a support for the company, and it is a kind of "welfare".

4. Employee training is an important way to cultivate talents. Enterprises need talents, one way is to hire them from outside, and the other way is to cultivate them internally. In contrast, internally trained talents are more suitable for the company and can be better integrated into the corporate culture. ;