Problem Identification
Introduction of the company
Established in 1994, Coca-Cola's representative office serves as a liaison hub, facilitating communication and collaboration The office conducts comprehensive market surveys to understand local consumer preferences and industry trends It actively promotes initiatives to stimulate brand growth and engagement Additionally, the office is responsible for establishing and managing partnership projects for Coca-Cola Southeast Asia, Inc., strengthening its presence and operational scope in the region.
Vietnam actively functions as a communication hub by conducting market research, promoting business activities, and executing marketing campaigns The country also facilitates the implementation of contracts and agreements related to commerce and investment, fostering international trade and investment collaborations.
Coca-Cola Southeast Asia, Inc and Vietnamese Co-operations in compliance with
Vietnam's leading law firm in the beverage industry specializes in providing legal expertise to global companies like The Coca-Cola Company, which offers hundreds of brands including soft drinks, fruit juices, and sports drinks Our services ensure compliance with local regulations and support the company's expansion in Vietnam's dynamic market With extensive industry knowledge and a strong legal background, we help international beverage brands navigate complex legal frameworks and achieve their business goals efficiently.
6 beverage in Vietnam particularly and in more than two hundreds countries in general
Coca-Cola is meeting the tastes of people around the globe
In January 2015, the company implemented an organizational restructuring to reduce costs and optimize workforce efficiency This involved downsizing staff, eliminating unnecessary positions, and creating new roles aligned with employees' skills to support long-term growth and the company's vision During this period, approximately half of the employees were abruptly terminated, while others were reassigned to new roles or locations Following the restructuring, the company now has thirty-five employees—including ten temporary and twenty-five permanent staff—divided across seven departments.
Human resource, Knowledge and Insights, Finance, Commercial and Operations,
Background of the business problem
In this stage, the researcher employed a qualitative methodology by conducting interviews and gathering data from human resource reports The collected information was analyzed and interpreted based on responses from key stakeholders, including the general manager and human resource manager, ensuring a comprehensive understanding of the subject.
(section 5.1 in supporting information chapter) and reports were provided from Human resource department (table 1: turnover Rate comparison from 2013-2015, figure 1: reasons for employees’ resignation in 2015) in this section
During the quarterly meeting, the general manager highlighted Coca-Cola Vietnam's business performance over the past nine months of 2015, emphasizing significant achievements and growth He also reviewed the company's overall performance over the three-year period, providing insights into progress and challenges faced Additionally, the manager addressed various difficulties the company has encountered since January, outlining strategic plans to overcome these obstacles and ensure continued success.
In 2015, an interview was conducted with the company’s general manager and human resource manager, both of whom possess an in-depth understanding of the company's current situation Their insights are summarized in Section 5.1 of the supporting information chapter During the interview, the general manager highlighted employee turnover rate as a primary concern affecting the organization’s stability and productivity.
General Manager confirmed that since 2014, crisis global economy in general and in
Vietnam has significantly impacted Coca-Cola Vietnam’s business performance, leading to widespread cost-cutting measures Over the past two years, the company has limited awards and promotions, while organizational restructuring resulted in job cuts and increased workloads for remaining employees Many staff members have been working overtime under high pressure to meet project deadlines, often without additional support, which has increased operational costs beyond the 2015 budget Despite requests for new assistant positions to alleviate workload, the General Manager rejected these proposals, causing dissatisfaction among employees.
According to the Human Resource Department's Turnover Rate Comparison, the company's turnover rate increased by 8% compared to 2014 and by 13.7% compared to 2013 This surge in employee resignation has significantly raised recruitment and training costs, amounting to $53,690 in 2015 The majority of staff leaving the office are managers, which prolongs the recruitment process due to the challenge of finding suitable candidates quickly. -Struggling with high turnover costs and manager recruitment delays? [Learn more](https://pollinations.ai/redirect/draftalpha) how Draft Alpha can streamline your hiring and branding efforts.
8 and consequently this process impacts to the current employees who have to cover the tasks whose staffs were already left
Table 1: Turnover Rate Comparison from 2013-2015
Years Turnover Rate (%) Manager turnover (%) (%)Rate
Source: Human Resource Report in 2015 (Coca-Cola Southeast Asia)
According to the pie chart of potential reasons (figure 1), all former employees who had been interviewed with human resource department before leaving, Human
According to the Resource Manager, 45% of employees feel devalued and unrecognized by their managers, often lacking acknowledgment for their efforts Many employees believe that their lack of recognition and understanding from managers has hindered their chances of promotion after years of service Additionally, workplace conflicts frequently arise from how managers deliver feedback on challenging tasks, contributing to employee dissatisfaction The data visualized in Figure 1 highlights these issues as significant reasons behind employee resignations.
In 2015, over 30% of Coca-Cola employees left the company to pursue better job opportunities elsewhere within the same industry, such as at Nestlé This high turnover highlights the competitive nature of the beverage sector and the importance for companies like Coca-Cola to focus on employee retention strategies.
A significant 17% of interviewees cited overwork as the primary reason for resignation, highlighting workload issues within the companies Additionally, headcount freezes implemented to control costs prevent companies from offering permanent positions to long-term temporary employees, such as those working for Coca-Cola for over five years This situation causes considerable stress among temporary employees, who face uncertainty about contract renewals and their career prospects, feeling uncertain whether they will be offered new contracts or remain in limited-term roles.
Key issues in Coca-Cola include low employee recognition, heavy workloads, tempting job offers elsewhere, and concerns about job security Despite limited timing and budget for solutions, over 45% of employees interviewed by the HR department identified lack of recognition as the primary reason for turnover After discussions among the general manager and HR team, it was agreed that addressing employee recognition is crucial for boosting morale and fostering long-term engagement Recognizing and solving the lack of worker appreciation is essential for creating a positive work environment and enhancing employee retention.
Figure 1: Reasons for employees’ resignation in 2015
Source: Human Resource Report in 2015 (Coca-Cola Southeast Asia)
Recognizing employees is a cost-effective, inclusive tool that can be easily adopted across all levels of a company, as noted by Klubnik (1994) Low employee recognition significantly impacts turnover rates, damages trust and relationships between employees and supervisors, and can lead to increased conflict within the organization, ultimately reducing productivity Such conflicts may hinder project progress and negatively affect overall business performance, especially as multiple campaigns requiring departmental cooperation are underway annually Moreover, many former employees cite lack of recognition from their managers as a primary reason for leaving the company, highlighting the importance of effective recognition in employee retention and organizational success.
Reasons for employees' resignation in 2015
Job offers and recognition are essential factors in employee satisfaction and career growth However, many workers face challenges such as excessive workloads, which can lead to burnout and decreased productivity Ensuring job security remains a key concern for employees, especially in competitive or unstable markets For recent graduates and students completing their master's theses, securing stable employment opportunities is crucial to begin their professional journey confidently Prioritizing balanced workloads, recognition, and job security can significantly improve workplace well-being and employee retention.
Enhancing job security involves a complex process that requires experts with in-depth knowledge of departmental structures and functions This process can be time-consuming and costly, as it heavily depends on the policies set by the headquarters in Atlanta and prevailing economic conditions Additionally, changes implemented to improve job security can significantly impact the Human Resources structure and have ripple effects on the Legal department.
Implementing effective employee retention solutions requires a competitive compensation and benefits system, which must be approved by the CEO at headquarters However, rewriting and updating these packages can be time-consuming, making this plan difficult to execute within a one-year timeframe.
The General Manager, Human Resources, and the author agree that recognition improvement is a vital strategy for quickly addressing issues effectively and at an acceptable cost, with a plan that can be implemented nationwide To verify the presence of the problem within the company, the author conducted employee interviews, gathering data that helps determine whether the issue is exclusive to the firm or more widespread.
Justification of the problem existence
The author investigates whether low recognition is genuinely the core issue at Coca-Cola by conducting interviews with current and former employees across various departments, job levels, and durations of service This includes individuals who have submitted termination letters or have already left the company, aiming to gain deeper insights into the company’s current challenges To accurately assess recognition, relevant research studies are cited that explore measurement scales and evaluation methods, providing a solid foundation for understanding how recognition is perceived and measured within the organization.
Employee recognition, as defined by Hopkins (1995), is a crucial communication between management and employees that rewards high performance and goal achievement Recognizing employees for their exceptional service encourages repeated positive behaviors by reinforcing desired actions The emphasis is not solely on the type of recognition given but on the act of acknowledgment itself As a motivational strategy, employee recognition is increasingly gaining importance among managers in organizations to boost morale and productivity.
Employee recognition is typically conceptualized as the assignment of personal non- monetary rewards to reinforce desired behaviors displayed by an employee Feys,
Employee recognition involves two key aspects: first, identifying opportunities to acknowledge employees through recognition, appreciation, and motivation; second, taking tangible actions to reward their good work, such as providing promotions and benefits Implementing both elements can significantly enhance employee engagement and performance.
According to Henryhand (2009) and Kopelman, Richard, Gardberg & Brandwein
In a 2011 study, the researcher developed interview questions and documented responses, which are briefly summarized in Section 5.2 To ensure unbiased and honest answers, all responses were confidentially recorded The study involved eight interviewees, including current and former employees from various departments, job levels, and work experiences, ensuring diverse and comprehensive data that accurately reflect the core issues.
Following the recent restructuring, over 50% of employees reported that their salaries remain uncompetitive despite their increased workload, as shown in Table 7 The survey results also reveal ongoing dissatisfaction with company benefits, indicating that employees are still unhappy with overall compensation and support This suggests a need for the company to reassess its benefits package to improve employee satisfaction and retention.
Several employees at Coca-Cola expressed dissatisfaction with the company's promotion system, with three out of eight employees confirming they have not been promoted for many years The finance and procurement assistant highlighted that her contributions over five years have not been recognized or rewarded, emphasizing the unfair promotion practices She stated, “The promotion chance is unfair when it only evaluates employees with good university academic records, neglecting those with more experience and better job performance.” Data collected indicates a significant lack of promotion opportunities within the company These concerns are detailed in Table 7 (Section 5.2), reflecting widespread employee dissatisfaction and issues related to career advancement.
According to the survey, only 50% of employees feel that their managers recognize and motivate their work, while five out of eight interviewees reported not receiving timely praise or motivation despite performing well For instance, a Commercial and Operations Manager stated that their manager failed to provide support or motivate them in a new role, dismissing their ideas and leading to their decision to resign Another employee highlighted that their supervisor does not offer feedback, believing employees should proactively address work obstacles themselves These findings suggest that many employees lack adequate feedback and support from their managers, as detailed in Table 7 in section 5.2.
Based on the interviews, a majority of employees at Coca-Cola feel unappreciated for their contributions, with five out of eight interviewees indicating they do not feel valued at work For example, a Finance and Procurement assistant expressed dissatisfaction, stating, "I feel unhappy and unrecognized for my contribution, and I am uncertain about my future here as my contract is expiring soon." She also mentioned feeling overlooked despite contributing many years to the company and being assigned as a temporary staff member Overall, the data suggests that most employees perceive a lack of appreciation from the organization.
Based on insights from the General Manager and Human Resource Manager, as well as primary interview data, the key issue identified at Coca-Cola Southeast Asia is inadequate employee recognition This problem significantly impacts employee motivation and overall organizational performance Recognizing employees effectively is essential for fostering a positive work environment and enhancing productivity Addressing the lack of employee recognition should be prioritized to improve employee engagement and support Coca-Cola Southeast Asia’s business goals.
Justification of the problem importance
Research indicates that employee recognition significantly impacts turnover rates, with Saunderson (2004) emphasizing its vital role in retaining staff amidst a dynamic job market Managers in the public sector believe that meaningful recognition boosts morale, loyalty, and commitment, fostering a stronger attachment to the organization Evidence from Skudiene, Everhart, Slepikaite, and Reardon (2013) highlights that a lack of recognition is a primary reason employees choose to leave their jobs, underscoring the importance of recognition in reducing turnover and enhancing employee retention.
According to Basbous, Ping, and Long (2013), people appreciate being acknowledged for their exceptional contributions and efforts While many organizations implement formal rewards and recognition programs to honor employee ideas and achievements, employees often seek more frequent, informal recognition in their daily interactions This desire for ongoing recognition highlights the importance of fostering a workplace culture that values both formal and informal affirmation to boost motivation and engagement.
Employees who feel listened to, supported, and recognized for their contributions tend to be more engaged and motivated at work Lack of employee appreciation significantly influences turnover, as employees are more likely to leave when they do not feel valued Recognizing and supporting staff is essential for fostering a positive workplace environment and reducing employee resignation rates.
16 leave their organizations According to literatures and the actual consequences from
The Turnover Rate Comparison table from 2013 to 2015 reveals a significant increase in employee turnover over the three-year period Specifically, the turnover rate in 2015 is 8% higher than in 2014 and 13% higher than in 2013, indicating a rapid upward trend Additionally, the manager turnover rate experiences a steep rise during this period, highlighting growing leadership turnover challenges.
In 2015, the company's market reach peaked at 82%, marking the highest performance in three years, as detailed in section 1.2 Additionally, research on turnover rates among competitors reveals a significant disparity between Coca-Cola and Pepsi, highlighting differences in employee retention and organizational stability in the beverage industry. -Boost your content’s impact with AI-powered precision—rewrite and optimize articles like this with ease using Wren AI [Learn more](https://pollinations.ai/redirect/397623)
In 2015, Coca-Cola’s turnover rate was 12% higher than Pepsi’s, with an increasing gap compared to previous years, reflecting challenges within the company's employee retention Recognition plays a crucial role in employee commitment; when employees feel valued, they are more likely to dedicate their careers to the company Conversely, a lack of appreciation can lead employees to seek better opportunities elsewhere, negatively impacting short-term revenues and increasing recruitment costs The company faced a recruitment expenditure of $53,690 in 2015, highlighting the financial implications of high turnover Long-term, high turnover affects profit margins and hampers employee development, emphasizing the importance of fostering a positive work environment to retain talent.
The increase in USD turnover rate significantly impacts Coca-Cola's overall employee turnover This recognition plays a crucial role in influencing workforce stability and requires precise evaluation to understand its full implications Addressing these factors is essential for developing effective solutions to reduce turnover and improve organizational performance.
Table 2: Turnover Rate Comparison from 2013-2015 in Coca and Pepsi
Years Turnover Rate (%) Manager Turnover Rate (%)
Coca-Cola Pepsi Coca-Cola Pepsi
Source: Human Resource Report in 2015 (Coca-Cola, Suntory Pepsico)
Research by Mone, Eisinger, Guggenheim, Price, and Stine (2011) highlights that recognition serves as a vital feedback mechanism rooted in positive reinforcement, directly linked to employee performance and overall company success Effective recognition and ongoing feedback are essential components of performance management, as they motivate employees and enhance productivity Conversely, lack of recognition can lead to mental and emotional distress, burnout, and decreased performance Analyzing employee performance records from two quarters in 2015 reveals a decline in objective completion within the company during Quarter 1, while competitors achieved higher completion rates of 81% in Quarter 1 and 72% in subsequent periods, indicating the importance of a robust recognition system for maintaining competitive performance.
Quarter 2 There are significant differences between two companies in the beverage industry This case shows that the employee performance in Coca-Cola is lower than tot nghiep do wn load thyj uyi pl aluan van full moi nhat z z vbhtj mk gmail.com Luan van retey thac si cdeg jg hg
18 employee performance in Pepsi through two first quarters in 2015 Combining the literature support and records from Human Resource in Coca-Cola Company and Pepsi
Company, the author can finalize that recognition relates to the turnover rate and employee performance in the Coca-Cola
Table 3: Employee performance in Q1 and Q2 at Coca-Cola and Pepsi
Quarter Objective accomplishment rate in Coca-Cola (%)
Objective accomplishment rate in Pepsi (%)
Source: Human Resource Report in 2015 (Coca-Cola Southeast Asia)
Recognition has a significant impact on employee turnover rates and performance, as confirmed by the analysis To develop effective solutions, the author investigates the key factors influencing recognition through a review of relevant literature and insights gathered from employee interviews.
Potential causes of the problem
In this step, the author finds the potential causes that impact on the recognition
Potential causes are listed down with the literature supports that focus on information that related to causes that should be clearly considered
According to ệzutku (2012), rewards encompass all forms of compensation, including monetary payments and improvements in working conditions Organizations utilize both tangible and intangible rewards to motivate employees and enhance performance Understanding the comprehensive nature of rewards is essential for effective human resource management and organizational success.
19 and extrinsic reward to members for the purpose of improving human resources outcomes An intrinsic reward is a sense of achievement, or a conscious satisfaction
Extrinsic rewards are tangible, physical incentives given to employees for achieving specific goals According to Rustand (2001), performance awards and incentive rewards are typically provided through the human resources department to demonstrate appreciation for employees’ efforts He emphasizes that there is a statistically significant relationship between rewards and recognition, highlighting the importance of utilizing tangible rewards to motivate and acknowledge employee performance.
According to Baker, Perreault, Reid, and Blanchard (2013), feedback—whether formal or informal—is a dynamic communication process between individuals that conveys performance-related information and fosters recognition Feedback plays a vital role in informing employees about their progress toward proximal goals, recent behaviors, and development outcomes As highlighted by Lorenzet, Cook, and Cynthia Ozeki, effective feedback is essential for guiding desirable development and enhancing work performance Incorporating timely and constructive feedback supports continuous improvement and aligns individual efforts with organizational objectives.
Research from 2006 indicates that implementing strategic feedback and creating targeted action plans are essential for fostering lasting improvements in employee recognition Effective feedback tailored to desired outcomes significantly enhances recognition levels and ensures that positive changes become permanent within the organization.
Intrinsic motivation is driven by internal factors rather than external rewards, motivating individuals to adopt or change behaviors based on personal interest and satisfaction According to Masvaure, Ruggunan, and Maharaj (2014), this form of motivation originates from within the individual, inspiring them to act without reliance on external incentives.
20 own internal satisfaction or fulfillment Intrinsic motivation is usually self-applied, and springs from a direct relationship between the Individual and the situation
According to Dar, Bashir, Ghazanfar & Abrar (2014) indicated that intrinsic motivation has positive influence on employee recognition
According to Koning & John (1993), employee benefits are an essential part of the employment package, applied to all staff and playing a vital role in employee recognition These benefits include health care, vacation, sick leave, child care, scholarship funds, elder care, fitness facilities, and various insurance options There is a strong positive relationship between employee benefits and recognition, highlighting their importance in fostering employee satisfaction and motivation.
According to Pergamit & Veum (1999), promotions typically involve no change in responsibilities or job duties but serve as an upgrade of an employee's current position A promotion is considered a reward, with the likelihood of receiving it directly linked to an employee's productivity When awarded a promotion, employees enjoy benefits such as higher salary, increased prestige, and greater recognition within the organization Promoting employees also often leads to additional responsibilities, including supervisory roles and specialized training opportunities, which further motivate high performance.
Based on literature reviews, five key factors influence recognition: rewards, feedback, intrinsic motivation, benefits, and promotions These elements play a crucial role in enhancing employee acknowledgment and engagement Analyzing the real-world problems and their impacts, a cause-effect map has been developed to illustrate the relationships between these factors and their influence on recognition outcomes.
Figure 2: A cause-and-effect map of low employee recognition
Mone, Eisinger, Guggenheim, Price & Stine (2011)
(2013) tot nghiep do wn load thyj uyi pl aluan van full moi nhat z z vbhtj mk gmail.com Luan van retey thac si cdeg jg hg
The alternative solutions
Justification of the potential causes
Based on a comprehensive review of the literature (Table 8 in Section 5.4), the author identified several potential causes impacting recognition To deepen this understanding, they conducted in-depth interviews with twenty current and former employees across various departments and job levels These conversations revealed valuable insights into the key factors influencing recognition within the organization.
Before asking, the author clearly explain the definition of each potential causes to help employees understand the term of each causes, giving the useful answers for the analysis
The questions are developed on the research of Kopelman, Richard, Gardberg &
According to Brandwein (2011), key factors influencing employee recognition include timely feedback and rewards from managers In a study involving fifteen employees, responses highlighted that prompt recognition and appropriate rewards significantly impact employee motivation and acknowledgment These findings underscore the importance of effective managerial communication and reward systems in enhancing employee engagement.
Supportive and timely feedback from managers is essential for employees to feel recognized and appreciated Many employees confirm that constructive feedback enhances their motivation and sense of value within the organization Effective feedback mechanisms foster a positive work environment, boosting employee engagement and performance.
Employees value balanced and fair support, which significantly influences their performance and commitment Constructive feedback inspires employees to work harder and plays a vital role in recognizing their efforts For example, a Commercial and Operations assistant highlighted that support and feedback from managers helped them understand whether their contributions are appreciated and enabled them to overcome challenges efficiently Conversely, a Brand Manager assistant expressed disappointment over delayed or absent feedback, emphasizing that timely and motivating feedback is essential for resolving issues and maintaining motivation Overall, 80% of employees agree that manager feedback is a critical factor in employee recognition and performance enhancement.
Reward is viewed as an essential factor by employees, serving as a recognition of their efforts and contributions A management trainee explained, "Reward is the gift that I get after the efforts; it shows that all my contributions have been recognized by the company." For employees with long tenures, whose routines may become monotonous, rewards serve as an effective way to motivate, awaken their enthusiasm, and refresh their spirits Additionally, an office manager emphasized the importance of recognition, stating, "Rewards help long-term employees stay motivated and feel appreciated, which is vital for maintaining high performance." Implementing meaningful rewards can enhance employee engagement and overall productivity.
Many long-term employees at Coca-Cola express concerns about the company's reward system, feeling that their contributions are not adequately recognized or rewarded despite their loyalty Employees who have worked over five years highlight that the current rewards system fails to acknowledge their efforts, leading to dissatisfaction and decreased motivation A Knowledge & Insights Specialist, a former employee, emphasized that rewards are a key factor in employee recognition, noting that after seven years of service with a 15% annual salary increase, no formal recognition or certificates were issued Management believes that providing timely feedback and empowering experienced employees to resolve issues independently suffices for motivation; however, this mindset may worsen the situation if employees continue to rely heavily on managers for validation Additionally, the management team appears content with their promotion practices, which support their career advancement, further highlighting a disconnect between employee recognition and leadership satisfaction.
Based on the analysis of the responses, we conclude that a small group of people recognize the importance of benefits, intrinsic motivation, and promotions in influencing key decisions These factors play a crucial role in enhancing overall engagement and achieving successful outcomes.
Employees have differing views on the significance of recognition levels, with some believing that promotions do not substantially impact recognition, as job titles often do not play a key role Many employees shared that promotions are not highly important to them personally However, over 80% of respondents confirmed that two major issues within Coca-Cola are the effectiveness of rewards and the quality of feedback These findings highlight critical areas for improvement to enhance employee satisfaction and engagement.
Effective solutions are essential for addressing ongoing issues within a company like Cola Office to prevent them from becoming ingrained in the corporate culture Over time, unresolved conflicts between managers and staff can negatively impact employee commitment and overall performance A common problem is the lack of feedback, often stemming from employees' belief that team members can resolve issues independently without managerial support Additionally, an ineffective rewards system diminishes motivation and engagement among employees, further hindering organizational growth and success.
Based on the analysis of real-world data, the author identifies key cause-and-effect relationships affecting the issue The findings highlight specific factors contributing to the problem, emphasizing the need for targeted solutions to improve outcomes This comprehensive cause-effect map provides valuable insights for addressing the core challenges effectively.
Figure 3: Final Cause –Effect Map
Proposed alternative solutions
Based on data collected from employee interviews and a comprehensive literature review, the author identified key issues impacting the company's recognition level: a lack of manager feedback and unsatisfactory reward policies Addressing these problems with practical, internal solutions is essential to mitigate their effects, ensuring they align with human resource requirements such as applicability within the company, ease of employee participation, compatibility with company culture, and a project timeline of no more than twelve months with a budget under $20,000 Additionally, these solutions should involve minimal disruption to existing business systems The author aims to develop strategies that specifically enhance feedback mechanisms and reward systems, leveraging insights from scholarly literature to generate effective, sustainable improvements.
& Stine, 2011) tot nghiep do wn load thyj uyi pl aluan van full moi nhat z z vbhtj mk gmail.com Luan van retey thac si cdeg jg hg
27 management literature always provide the golden solution concepts and general information on how to take actions on the plan and why we need to use them
According to Baker, Perreault, Reid & Blanchard (2013), fostering a feedback-friendly culture involves establishing shared values, rules, and behaviors that create a dynamic organizational identity The development of such a culture hinges on three key elements: the learning series, trustworthy and psychologically safe environment, and open dialogue across all organizational levels Building a learning culture and ensuring psychological safety are prerequisites that enable free-flowing communication and authentic conversations Ultimately, promoting ongoing discourse among members at all levels is essential for creating a truly feedback-friendly environment.
Most employees reported in the second interview that they do not receive regular feedback from their managers To address this, creating a work environment where providing constructive feedback is ingrained as a core culture encourages feedback to occur naturally When feedback becomes a cultural norm, managers view it as essential for maintaining company values rather than merely individual performance adjustments This shift helps promote open communication, enabling employees to grow and improve collaboratively.
A feedback-friendly organizational culture has become increasingly important, promoting proactive feedback and fostering a safe environment for sharing insights (Baker, Perreault, Reid & Blanchard, 2013) Such a culture emphasizes natural, fluent behaviors that are consistent from top to bottom, creating growth opportunities across various industries Implementing this approach requires approximately one month to arrange a skilled trainer capable of inspiring employees and emphasizing the value of feedback, along with two weeks to secure suitable training locations This strategy supports the development of a positive, open communication environment within organizations.
The training costs are justified, enabling employees to actively participate in the project Encouraging staff to maximize their efforts under the trainer's guidance leads to improved results and successful project outcomes.
Robertson (2008) highlighted that 360-degree feedback is a multi-source assessment method where an individual's performance is evaluated based on input from managers, subordinates, colleagues, and customers, using ratings across specific performance dimensions This comprehensive feedback process is often utilized in organizations that view coaching as a key tool for employee development, supporting their growth to reach their full potential Some companies incorporate 360° feedback data before leadership training programs, especially those conducted externally, to enhance two-way communication and better prepare employees for leadership roles.
Employee involvement fosters a culture of mutual respect by valuing employees' opinions and encouraging open feedback Training employees to give and receive constructive feedback improves communication and strengthens working relationships within the organization Encouraging employees to share their perspectives on managerial behavior enhances team collaboration and trust This approach also increases awareness of essential competencies for all staff, including senior management, who can identify their development needs, ultimately contributing to organizational growth and better team performance (Garavan & Morley).
360-degree feedback is a widely used tool that plays a crucial role in enhancing employee performance by helping individuals recognize and improve their strengths and weaknesses In Coca-Cola, many employees report a lack of awareness about their own strengths and areas for improvement due to limited constructive feedback from managers This gap in communication often results in employees not understanding the reasons behind necessary corrections Implementing 360-degree feedback can encourage active participation from both employees and managers, fostering mutual understanding and improving overall performance across departments.
Implementing 360 feedback tools can be costly, with initial expenses reaching approximately $1,200 for setup and over $150 per user The total cost within the first year can exceed $30,000, making it a significant investment for organizations Additionally, the process is time-consuming, requiring numerous surveys from each employee, yet often yields limited tangible results Challenges include potential reluctance to provide honest feedback, increased stress for participants, a lack of meaningful follow-up actions, and an overreliance on technology that may diminish the effectiveness of the feedback process.
(Clark & Whittall, 2003) tot nghiep do wn load thyj uyi pl aluan van full moi nhat z z vbhtj mk gmail.com Luan van retey thac si cdeg jg hg
Organizations should utilize cash bonuses to reward employees who demonstrate exemplary performance by exceeding their set targets Eligible employees are rewarded based on the degree to which they surpass these targets, with the bonus amount reflecting their level of achievement Additionally, cash bonuses may be determined by employees’ ranks or job groups, ensuring a fair and motivating incentive structure that promotes high performance across the organization.
Companies often use cash bonuses to reward employees' performance during annual appraisals, acknowledging their contributions and achievements These bonuses serve not only as immediate rewards but also as a motivating tool for future performance, fostering a culture of recognition and encouraging employees to excel The unspoken expectation is that well-designed monetary incentives will inspire higher productivity in the coming year while making employees feel valued and appreciated for their efforts (Njanja, Maina, Kibet & Njagi, 2013).
Many companies, including Coca-Cola, widely use cash bonuses to recognize employee contributions, as employees prefer cash over gifts Employees appreciate cash bonuses because they offer flexibility and can be used for various purposes, unlike gifts, which have limited uses This approach effectively boosts employee motivation and satisfaction by providing tangible financial rewards.
According to Coca-Cola's company policy, cash gifts are not permitted as employee rewards Instead, employers are encouraged to use gifts or vouchers as alternative ways to recognize staff achievements Any such rewards must be approved by the upper human resources department within the business unit to ensure compliance with company standards.
This process might take time
Hsieh and Chen (2011) highlighted that offering market-aligned rewards to employees can be a strategic investment, particularly when replacing them would incur high costs or significant disruptions Providing competitive compensation helps retain valuable talent, reducing turnover-related expenses and ensuring organizational stability This approach emphasizes the importance of aligning rewards with market rates to maintain a motivated and committed workforce.
31 that the firm's pay levels are at least competitive with the labor market This solution will make sure the salary company pay to employee is competitive to the market
Conducting comprehensive market research on industry pay levels is essential to ensure Coca-Cola's compensation remains competitive and retains top talent Feedback from former employees indicates they left for better offers elsewhere, highlighting the need for the company to adjust its pay structure accordingly Aligning salaries with market standards can help reduce talent attrition and prevent valuable employees from departing to competitors However, implementing this solution may require significant changes to Coca-Cola’s existing compensation and benefits system, especially if current salary ranges are below industry benchmarks.
Firstly, London & Higgot (1997) set up 3 categories:
Category 1 – teamwork recognition for individuals who perform tasks on a day-to-day basis
The Selected Solution
Explanation for selected solutions
Table 4: A comparison of alternative solutions
Causes Solutions Solution Properties Plan Requirements
To advocate proactive feedback in the organization as well as shapes a safe feedback-sharing environment
It is identical from bottom down It also create growth opportunities in various organizations and can be apply widely in most of industries
Timing requirements: 1 year Cost: 18.000 USD
Be suitable to Company culture
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Consume Time in using (1 year to apply and haft of year for result evaluation should change as little as possible in the current business system cash gift is unacceptable
Widely used to appreciate employees’ contribution
Violate the company policy in giving cash to employees
Need to be escalated to the upper human resource department in the Business unit to get approval
Require the big change in the whole compensation and benefit system if the company’s salary range is less than others’
Conducting market research on salaries can cost over $10,000 USD, emphasizing the importance of competitive compensation strategies Additionally, companies may spend more than $15,000 USD on employee reward packages to ensure they remain attractive compared to competitors Offering attractive incentives and fair salary packages is essential for retaining talent and maintaining a motivated workforce.
The employees can have motivation to work hard to get the reward during year
Do not cost much ( reward can be certificate, or small gifts is based on company budget)
Creating a feedback-friendly culture is essential for fostering genuine communication and strengthening employee relationships within the organization As Baker (2010) emphasizes, monitoring and evaluating human performance are fundamental to ensuring organizational success Additionally, Gberevbie (2008) highlights that implementing a suitable reward system plays a crucial role in recognizing and motivating staff contributions Therefore, the author proposes combining a supportive feedback culture with an effective reward system—offering cash bonuses and quarterly awards—to enhance employee recognition at Coca-Cola Vietnam.
Create the Feedback – Friendly Culture
The first step is to raise awareness among employees and managers about the vital role of feedback in organizational growth Conducting training sessions helps emphasize the importance of timely and supportive feedback, guiding managers on how to deliver facilitative comments effectively Embedding feedback within a sequential process enhances employees' understanding of their progress and its significance Often, employees and managers underestimate the transformative power of feedback; therefore, fostering a feedback culture as active, meaningful information rooted in company goals is essential Overcoming misconceptions, such as viewing feedback as a waste of time, requires training to reshape managerial mindsets, encouraging them to actively engage in giving constructive feedback that supports employee development and aligns with organizational objectives.
Fostering a trusting environment for feedback is essential, as it prevents negative feedback from escalating into relational conflicts and encourages employees to seek feedback actively Trust enhances the perceived meaningfulness of feedback by promoting openness and mindfulness in receiving it (Gberevbie, 2008) Creating a safe space for feedback nurtures trust among employees, leading to a more effective and positive feedback culture.
Gathering feedback from 37 employees and managers provides valuable insights into how different types of feedback influence both short-term and long-term company goals This practice enhances overall organizational performance by aligning team efforts with strategic objectives Additionally, collecting diverse perspectives helps identify and address current challenges the company faces, facilitating effective problem-solving Implementing a structured feedback process fosters a culture of continuous improvement and supports sustainable growth.
Hence, focusing on the characteristics of informal feedback such as timeliness, specificity, and sensible communication efforts between both the feedback provider and receiver will emanate trusting relationships
Creating a friendly feedback environment begins with open and honest conversations, where communication channels are accessible, and feedback flows freely in all directions Organizations should embrace multidirectional feedback—upward, downward, and peer-to-peer—as a strategic priority to enhance overall performance According to Gberevbie (2008), initiating this cultural shift relies on key managers at different levels—top, middle, and first-line—who can inspire and practice genuine dialogue among themselves and their teams daily Promoting open dialogue as a core organizational value encourages transparency, builds trust, and drives continuous improvement, ultimately fostering a positive and collaborative workplace culture.
Create Annual Quality Award combining with cash bonus
To enhance employee morale and foster a sense of appreciation, the company cultivates a friendly feedback environment and implements an effective annual reward strategy This strategy includes an annual quality award combined with cash bonuses, based on three key factors that influence the reward system within the organization Ensuring that rewards are meaningful is a priority, motivating employees to perform at their best and strengthening overall engagement.
Effective organizational reward systems should provide large and unique rewards that are genuinely noticeable and meaningful to motivate employees It is essential for organizations to fulfill their promises regarding rewards, as trust in the system encourages employees to work harder Fairness and justice in reward distribution are crucial; when employees perceive reward systems as equitable, they are more inclined to be motivated and committed Conversely, perceived unfairness can lead to discouragement and may even result in employee resignation Ultimately, transparent and just reward practices foster a motivated and loyal workforce, contributing to organizational success.
The company should apply the annual quality award with the term that has been showed as chapter two The rewards should be categorized into three separated objects
Performance reviews should be conducted quarterly to ensure consistent evaluation of employee progress Incentive awards can include cash bonuses that are supplemental to regular pay and linked directly to individual or team achievements against specific targets or objective criteria Employers often introduce bonus payments as a means to reward employees for their outstanding performance, motivating continued excellence A bonus payment is an extra financial reward, distinct from base salary, provided to recognize top performance and reinforce organizational goals.
Employees are entitled to receive a bonus equivalent to 39% of their basic pay, which they can use flexibly for any purpose they deem appropriate To motivate staff, each team should set three-month targets and clearly communicate the rewards for achieving these goals The company should plan an annual award budget to ensure consistent recognition, regardless of economic fluctuations The Human Resources department must collaborate closely with department managers to finalize the yearly awards plan, ensuring fairness across all categories Recognition can be tangible, such as certificates and cash bonuses for target achievements, or intangible, like displaying outstanding employees and their accomplishments on public boards At the end of the year, the General Manager should publicly reward employees who have performed exceptionally during the year at the company’s annual celebration This recognition fosters employee appreciation, boosts morale, and encourages continued high performance.
Implementing a combined solution of regular feedback, annual awards, and cash bonuses at the start of next year can effectively enhance employee recognition and address immediate issues Incorporating friendly feedback into company culture fosters stronger team relationships, builds trust, and boosts long-term employee motivation Recognizing outstanding employees through rewards is a key strategy to motivate continued contribution and maintain high performance within the organization.
Effective employee recognition fosters greater contribution and engagement, enhancing overall company development Implementing a feedback system within a budget of approximately $20,000 annually is feasible, though changing managers' perceptions about feedback's role presents short-term challenges requiring strategic planning, training, and immediate action Hiring experienced trainers incurs significant costs, necessitating proper budgeting Additionally, existing company policies reward employees every five years, so introducing quarterly rewards requires approval from the Business Unit and associated expenses HR must collaborate closely with the finance team to ensure budget alignment for these initiatives Sustaining such strategies demands ongoing time and financial investment, with department heads working jointly with HR and finance to ensure proper execution, monitoring, and positive outcomes for the company.
Change Plan
The author initiates the change plan at the start of the project after securing management approval for the selected solutions A well-structured change plan is essential for ensuring smooth implementation and achieving project objectives Effective communication with the management team is crucial to align expectations and facilitate successful change management throughout the project lifecycle.
Effective change management is essential to prevent project failure by addressing cost schedules and reducing resistance to change Key requirements for successful change include engaging the entire organization to ensure clear communication about upcoming changes and obtaining buy-in from those directly involved The change process should be inclusive, involving three main elements: clear communication, stakeholder engagement, and coordinated action to ensure smooth implementation.
The primary goal of the plan is to boost recognition at Coca-Cola Company by fostering a culture of friendly feedback exchanges and establishing a reward system that makes employees feel acknowledged and appreciated by their managers This strategy aims to enhance employee loyalty and performance through improved recognition Additionally, it seeks to build trust between employees and managers, creating a more friendly and supportive work environment After one and a half years, current employees are interviewed to evaluate the effectiveness of the plan and its impact on the organization.
The action plan is organized with estimated timelines and clearly assigns responsibilities to specific individuals, including those responsible for executing actions and those involved in the change process The management team will communicate the plan to employees through emails, training sessions, and meetings during the first two weeks of implementation to ensure understanding and foster a collaborative spirit The change initiative aims to ensure all employees are aware of the project, its objectives, and motivations, promoting team cooperation The project team consists of three members: the Human Resources Manager, the Compensation and Benefits Manager, and the Financial Manager.
Table 5: Action timeline and objectives
Project Team works with Finance team to plan the budget to the solutions Proposed the solution and budget for finance director approval
Participants: Project team and finance team
In the Project team meeting, the plan will be proposed overall plans and solutions
Propose the budget to run the plan The second meeting to finalize the acceptable budget for the project after the alignment
Finance team knows the acceptable budget on each project
Project team understands the company policy and how to run the project
Project team will work with head of department who are key contact to aware of upcoming training course and reward system change Weekly meeting to update the project progress
Participants: Project team and heads of department
Effective communication with the department head about the change plan, its objectives, and the project execution is essential to ensure awareness and understanding This step enables managers to recognize the current situation and prepares them to support the change, thereby reducing resistance from team leaders Clear alignment on the change initiative fosters smoother implementation and promotes team cooperation.
We will inform stakeholders about the upcoming plans and budget allocations for each project's phase and requirements Clear communication ensures everyone is aligned on objectives, deadlines, and resources needed for successful completion Regular updates will facilitate transparency and efficiency throughout the process.
In the event of a protest, we will have sufficient time to adjust our plans or provide clear explanations, ensuring there is no resistance from the management team Effective communication and proactive strategies will help facilitate a smooth process and prevent any conflicts.
Heads of department work with their team member to inform the plan and the next steps
Participants: heads of department and team member
This step will take nearly a month and play an important step So, the project team should make sure this step timeline will be strictly followed
To acknowledge the objectives of the projects and which benefits that employee will get when the project is done This step will take more than three weeks
Firstly, there will be a team meeting
Manager will inform the plan to the team members and explain the project purpose and its’ benefits
After the meeting, the project team will communicate important updates to all employees through official channels Please stay tuned for further information and ensure to review the latest announcements sent via email These updates are essential for keeping everyone informed and aligned with the project's progress.
Thirdly, there will be a town hall, in which general manager announce the current company situation, the project objective, and its’ steps and benefits
Contact to Coca-Cola University that provides trainings for Coca-Cola employees all over the world
Cost: 3500 USD/an employee who attends to the training
Course This course will provide to employee and manager the effective way to give the feedback to employees and how to treat their members effectively
Corner and Le Duan, Hai Ba Trung, 1, Ho
Hotel location is near by the office, employee can walk to the hotel The room is quite big and comfortable for trainings
Our hotel is a proud Coca-Cola partner, offering the best deals and exclusive offers for any booking Enjoy competitive rates and special promotions when you choose our hotel for your stay Book with us today to take advantage of our exclusive partnership benefits and ensure a memorable experience.
Cost: 1000 USD for hotel charge
Participants: Managers and their team members
Set up performance target for the second and third quarterly
Participants: Human Resource team, managers and team members
The performance target should be clear
And review weekly to make sure the target is achievable
Human resources should distribute a new evaluation form to each department via email each quarter Team members collaborate closely with managers to establish performance targets for the upcoming two quarters, Q2 and Q3 This process ensures clear goal-setting and ongoing performance assessment, promoting continuous improvement across departments.
Evaluate the performance in Q2 and Q3
Participants: managers and human resource
The evaluation should get the awareness from Human Resource Manager to ensure the evaluation is total fair They can finalize who will be rewarded
Reward for out-standing employees in Q2 and Q3
Employee rewards can include certificates, gifts, and cash incentives, which effectively boost motivation and recognition Offering tangible rewards helps employees feel appreciated and valued for their hard work Implementing a well-designed incentive program can improve employee satisfaction and overall productivity Recognizing achievements through rewards fosters a positive work environment and encourages continued excellence.
Participants: Human Resource team, managers and team members recognized and appreciated for their contribution
Review the performance results and make an interview to all employee
Participant: Project manager, human resource manager and employees
The evaluation of the project's outcomes was conducted through performance reviews and interviews with employees The questionnaire, outlined in Table 5, includes specific items designed to assess potential causes and underlying factors, as referenced in Section 5.5 (Kopelman, Richard, Gardberg) This comprehensive approach ensures a thorough understanding of both individual performance and contributing factors, supporting actionable insights for project improvement and success.
The article evaluates whether there were measurable improvements following the implementation of the project, citing (Brandwein, 2011) as a key reference It emphasizes the importance of assessing project outcomes to determine effectiveness and overall success The analysis aims to provide insights into the impact of the project, supporting data-driven conclusions about its benefits Ensuring clarity and coherence, the study underscores the significance of continuous evaluation in project management.
Conclusion
This thesis identifies that high employee turnover at Coca-Cola is primarily caused by low recognition and appreciation from management, leading to dissatisfaction with feedback, rewards, and promotion systems Data from Coca-Cola’s human resources reports and industry comparisons confirm that inadequate recognition significantly impacts employee retention To address this, the study suggests fostering a feedback-rich, open communication culture where employees can freely share ideas and concerns, creating an environment of trust and transparency Additionally, implementing regular appreciation initiatives, such as cash bonuses, certificates, or gift awards quarterly or annually, can motivate staff and reduce turnover These solutions not only improve employee retention but also enhance morale and overall company performance.
Supporting Information
Supporting information of business problem background justification
The author gathered comprehensive insights from interviews with the general manager and human resources manager, who possess in-depth knowledge of the company's current condition This data, including a pie chart illustrating employee resignation trends at Coca-Cola, provides a clear overview of the company's workforce dynamics Based on this information, the author identified key issues impacting the organization, highlighting areas in need of improvement to enhance overall stability and employee retention.
The global economic crisis has significantly impacted Coca-Cola Vietnam's business performance, leading to cuts in compensation packages and restrictions on employee awards and promotions over the past two years, as the company prioritizes maintaining profitability The general manager expresses a strong desire to retain talent and address these issues swiftly; however, budget constraints set by the finance department limit immediate action Additionally, organizational restructuring has resulted in job cuts and doubled responsibilities for many employees, leading to increased workload, overtime, and workplace pressure Despite employee requests for additional staffing to manage the workload, the company’s 2015 budget constraints prevent hiring more personnel, further straining the workforce.
Due to managerial decisions, I had to reject the request, which subsequently impacted employees' trust and confidence in the company Ensuring transparent communication is essential to maintaining a positive work environment and fostering loyalty among staff members.
A recent Human Resource Manager report reveals that 45% of resigning employees feel devalued and unrecognized by their managers, often due to a lack of positive feedback and understanding of their challenges Many employees express frustration that after years of service at Coca-Cola, they have not received promotions or acknowledgment, leading to feelings of being undervalued Conflicts also arise from the way managers deliver feedback on difficult tasks, worsening staff morale Additionally, the company's salary offerings are less competitive compared to rivals like Nestlé, Dutch Lady, and Unilever in Ho Chi Minh City Over 30% of employees have left Coca-Cola for better job opportunities elsewhere, citing dissatisfaction with recognition and career growth Furthermore, temporary employees experience significant stress regarding their career progression.
The author analyzed the reasons provided by the general manager and human resources, supported by a comparison of turnover rates from 2013 to 2015 and a 2015 employee resignation pie chart This analysis offers an overall understanding of the company's business situation in 2015, with Table 1 illustrating the trend of turnover rates and associated costs during this period By reviewing relevant literature, the author further explores the underlying reasons for employee resignations The consensus among the general manager, HR manager, and the author identifies recognition as a key issue affecting employee retention Additionally, data collected through in-depth interviews using questionnaires based on the 2013 research of Achim, Dragolea, and Balan provide further insights into the factors influencing employee turnover.
Interviewees come from various departments, with diverse work experiences, employee statuses, and job positions, providing a comprehensive perspective on the core issues The questionnaires are designed to assess employees' recognition and are straightforward to minimize bias, ensuring that the data collected is accurate and reliable This approach helps us obtain authentic insights into employee perceptions and experiences within the organization.
Supporting information of problem existence justification
Recognition, as defined by Hopkins (1995), is a communication process between management and employees that rewards them for achieving specific goals or producing high-quality results in the workplace It plays a crucial role in motivating staff and enhancing performance Effective recognition is evaluated through various benefits, promotion opportunities, appreciation, and clear communication, making it an essential component of Employee Engagement and Organizational Development Incorporating recognition strategies can lead to improved employee satisfaction and productivity.
To assess whether a problem exists within the company, the author utilized Henryhand's (2009) questionnaires, analyzing responses to identify any issues The 19-question scale covers key aspects of established recognition programs, including benefits, communication, promotion, and appreciation This approach provides a comprehensive understanding of the program's effectiveness and potential areas for improvement.
Table 6: Questionnaire items and references for problem existence justification
Benefits Do you feel you are being paid a fair amount for the work
How satisfied are you with your health benefits?
Do you think that the benefit package you have is equitable?
Do the benefits you receive are as good as most other organizations offer?
Do you feel you are being paid a fair amount for the work you do?
Appreciation Do you feel that the work you do is appreciated?
Do you feel unappreciated by the organization when you think about what they pay you?
Promotions For those who do well on the job stand a fair chance of being promoted
Is your supervisor is unfair to you?
Do people get ahead as fast here as they do in other places?
Are you satisfied your chances of promotion?
Is there really too little chance for promotion on my job?
Henryhand (2009) tot nghiep do wn load thyj uyi pl aluan van full moi nhat z z vbhtj mk gmail.com Luan van retey thac si cdeg jg hg
Communication Are the goals of this organization clear to you?
Do you often feel that you do not know what is going on with the organization?
Are work assignments fully explained?
Is communication seemed well within the organization?
The author selected eight employees with the purpose that the author can get the valuable information from their answers:
The office manager, who is working Coca-Cola for 12 years, is permanent employees
She may have point of view about the company condition because she has been work for
Coca-Cola for a long time She can recognize the negative change of the company in this year
Knowledge and insight specialist left already after 2 working years The author can find out the reason why she chose to leave
Public Affair Communication Manager, whose all staffs have been cut, has to work alone
Finance and procurement assistant who has to handle two tasks: Finance assistant and procurement assistant, is temporary employee She has worked for 5 years
The former brand manager reflects on the key reasons behind her decision to leave her position, providing insights into her career transition She emphasizes the importance of professional growth, workplace environment, and personal development as primary factors influencing her departure Her experience underscores the significance of aligning career goals with company culture for long-term satisfaction and success in the marketing industry.
Commercial and Operations Manager in North and Cambodia who already left, worked in six years The author can find out the reason why she quits the job
Temporary Commercial and Operations assistant already submitted the termination letter
After the interview, the author can get to know the reason why she wants to leave without the approval from her manager
Quality, Safety and Environment Manager who works for seven years, understand the company transition throughout seven years
The author analyzed data collected from the answers, and recognized the main problem of the company
Table 7: Interviewee’s Answers for problem justification
No Answers relate to benefits
1 Office manager I am not satisfied with my benefits I have received Because I work here for 12 years But my salary is not competitive It disappoints me
I am not happy with my salary I have been paid even I work over time I have not received any reward from the date I joined in Coca-Cola
After working as a temporary staff member for two years, my manager informed me that there would be no salary increase this year Despite my dedication and contributions during this period, I was disappointed to learn that my compensation would remain unchanged This decision has impacted my motivation and highlights the importance of recognizing employee efforts in the workplace.
4 Quality, Safety and Environment Manager
Although my performance is quite well recently, but I have been not rewarded
No Answers relate to promotion
1 Office manager No I have gotten stuck at this position for more than 8 years
Although I tried to rotate to another position in another department, but still be rejected
I have had no promotion opportunities for many years, with my job grade remaining unchanged The promotion process feels unfair, as it favors employees with strong academic records from university, while those with more experience and proven job performance are often overlooked.
No I worked for Coke for 3 years as temporary staff who do not have promotion or salary increase
4 Quality, Safety and Environment Manager
This year, my workload has doubled due to significant changes in quality and safety policies, requiring increased effort and focus I have taken on additional responsibilities to adapt to these new policies, prioritizing safety and compliance Despite the increased demands, my job grade remains unchanged.
Effective communication is essential for academic success, particularly when completing a final thesis or graduation project Clear and concise language helps convey complex ideas effectively, ensuring that readers understand the core message Utilizing proper email communication with advisors and peers can streamline the research process and facilitate valuable feedback Keeping your thesis well-organized and thoroughly checked enhances the overall quality of your work, increasing your chances of success Properly managing your academic interactions and documenting your progress are key steps toward achieving your educational goals.
1 Office Manager No My direct manager does not support or guide me in the difficult tasks, and always rejects my ideas that help cut cost for the company
No I do not get appropriated answers from my manager about job concerns Some tasks are not clear to me
3 Commercial and Operations Manager in North and Cambodia
I previously worked in Hanoi as a Commercial and Operations Manager, overseeing the North Market for five years Later, I was responsible for handling the Cambodia Market, despite lacking in-depth knowledge of this emerging market, which requires a strong understanding of local dynamics During this transition, I received little support or motivation from my manager, who dismissed all my ideas for improving work efficiency Due to the lack of support and recognition, I ultimately decided to resign from my position.
4 Brand Manager My manager thinks that we should proactive to solve our issues rather than receive her orientation
No Answers relate to Appreciation
The office manager neglected to acknowledge my performance due to past mistakes and held biased perceptions against me This lack of recognition was rooted in prejudice, impacting my professional growth and morale Despite my efforts, I felt overlooked and undervalued, which hindered my ability to advance It's important for workplace evaluations to be fair and based on current performance rather than past errors.
I have worked here as a permanent employee for five years, but now I am required to sign a one-year contract with an outsourcing company to work as a temporary staff member I feel unhappy and undervalued regarding my contributions, and I am uncertain about my job security once the contract expires next year.
No I worked for Coke for 3 years as temporary staff and do not receive any appreciation from my manager
4 Quality, Safety and Environment Manager
My new manager consistently pushes me to complete tasks quickly without considering my efforts to manage multiple responsibilities He frequently assigns urgent requests and ignores my attempts to handle them effectively, making it challenging to balance workload and maintain quality.
Despite contributing significantly to the company, I often feel unappreciated because my efforts go unnoticed My manager rarely offers compliments or recognition, which makes me feel undervalued Even though my job involves routine tasks, a little appreciation would boost my morale and reaffirm my value to the company Recognizing employee contributions is essential for fostering motivation and engagement in the workplace.
Supporting information of problem importance justification
After determining whether the problem exists within the company through interviews, the author conducted a review of relevant literature to understand the significance of the issue This approach highlights the importance of evidence-based analysis in identifying key challenges and informing effective solutions Conducting thorough literature reviews ensures comprehensive insights, supporting the development of targeted strategies to address organizational problems effectively.
57 problem and how they can impact to the Coca- Cola Company In The research in 2004,
Saunderson highlights the critical role of employee recognition in organizational success, emphasizing its impact on reducing turnover rates He states that "the more recognition employees receive from their job, the more loyal they become to the company," underscoring the importance of acknowledgment in fostering employee loyalty Supporting this, he references a 2013 study by Skudiene, which further confirms the positive relationship between recognition and employee retention, illustrating how consistent appreciation can enhance overall organizational stability.
Everhart, Slepikaite, and Reardon highlight that recognition lack is a primary factor driving employees to quit their jobs Extensive research underscores the significant impact of recognition deficits on employee turnover and overall company performance Studies by Muthuveloo and Basbous further emphasize that insufficient recognition can lead to decreased employee motivation and increased resignation rates, underscoring the importance of effective recognition practices for organizational success.
Ping & Long (2013) shared that the recognition system makes employees contribute to their jobs because they feel recognized and appreciated Mone, Eisinger, Guggenheim,
Recognition serves as a form of positive reinforcement, rewarding employees for their specific goals or accomplishments, as highlighted by Price & Stine (2011) The data confirms that addressing company problems plays a crucial role in improving organizational performance Additionally, turnover reports for Pepsi and Coca-Cola (Table 2, Section 1.4) and employee performance reports (Table 3, Section 1.4) support the impact of these issues on the companies’ overall success.
Supporting information of potential causes
The author conducted a comprehensive literature review to explore the potential causes that directly influence employee recognition levels Key factors identified include organizational culture, management practices, employee engagement, and communication strategies, which collectively play a significant role in shaping how employees are acknowledged and valued within the workplace.
Table 8: Potential causes and definition
Rewards were defined to include all types of compensation, from cash payments to working conditions
Rustand (2001) Rewards (incentive awards, performance awards) may be available through the human resources department and should be used to show employees how much they are appreciated
Feedback, whether formal or informal, is a dynamic communication process between two individuals that conveys information about the receiver's performance in completing work-related tasks, helping them feel recognized and valued Effective feedback enhances performance, fosters recognition, and encourages continuous improvement in the workplace Incorporating regular, constructive feedback ensures a productive work environment and supports professional growth.
Intrinsic motivation refers to motivation that comes from inside an individual Intrinsic motivation is usually self-applied, and springs from a direct relationship between the Individual and the situation
Koning & John offer comprehensive employee benefits that apply to all staff members, enhancing workplace satisfaction and retention These benefits are designed to support the well-being and professional development of employees, contributing to a productive and motivated workforce By providing such perks, Koning & John demonstrate their commitment to creating a positive and supportive work environment for everyone.
(1993) included as part of the employment package
Promotions Promotions involved no change in position or duties, but were simply an upgrade of the current position
Supporting information of potential causes justification
The author first discusses potential causes affecting recognition levels, supported by relevant literature, before conducting employee interviews to identify real factors influencing recognition within the company Prior to the interviews, each participant is briefed on the definitions of potential causes and the recognition measurement scale to ensure clarity and consistency The interview questions are developed based on the recognition measurement scale and the five potential causes outlined in Kopelman's research, aimed at uncovering authentic insights into the factors impacting employee recognition.
Rewards: cash payment, working condition, compensation, incentive awards and performance awards
Feedback: Formal feedback (company evaluation form, email) and informal feedback (conversation)
Intrinsic motivation: when you do something because you enjoy it or find it interesting
Organizing company outing trips offers numerous benefits, including enhancing team bonding and boosting employee morale Providing transportation arrangements ensures convenient and stress-free travel for all participants Additionally, offering gifts and vouchers as rewards can increase motivation and appreciation within the team These activities and incentives contribute to a positive workplace environment, promoting employee engagement and satisfaction.
Promotions: an upgrade of the current position
In section 5.5, Table 6 presents employee responses regarding potential causes of the identified issues, capturing their perspectives on the most significant factors The author directly asked employees to identify key causes and explain the reasons behind each response, providing insight into what they perceive as the main problems within the company Based on these answers, the author identified the most pressing issues affecting overall performance Additionally, interviews with the management team were conducted to gain their insights and understand their viewpoints on the broader organizational challenges.
The questions in table 5 (section 5.5) are developed from the research of Kopelman,
Table 9: Questionnaire items and references for potential cause justification
Rewards How satisfied are you with your current salary?
How do you feel about the fairness of the wages system at your place compare to:
The tasks you do Your co-worker wage Other people working in the same field?
Feedback When you finish your job, do you often get the comments from you manager or co-worker?
Kopelman, Richard, Gardberg & tot nghiep do wn load thyj uyi pl aluan van full moi nhat z z vbhtj mk gmail.com Luan van retey thac si cdeg jg hg
How much do you enjoy working every day and performing at your best?
Do you think your work fulfills your basic needs?
Would you say that it is usually nice to come to work?
Benefits Are you happy with your health benefits?
How do you find the company’s benefits compared to other companies’ benefit in the industry?
Brandwein (2011) Promotion How do you feel about the possibilities to be promoted in your work?
The author analyzes the problem basing on the table below:
Table 10: Employee’s answers for potential cause justification
Effective manager feedback and support significantly impact employee performance and commitment, boosting motivation and work ethic Constructive and straightforward feedback from managers helps employees improve their skills and stay engaged A supportive management approach fosters a positive work environment, leading to increased productivity and job satisfaction.
Focusing on improving weaknesses and developing strengths is essential for personal and professional growth Recognizing that efforts leading to positive results are often rewarded by organizations helps employees understand what they genuinely strive for Such incentives motivate employees to perform at their best and align their goals with organizational success.
Timely feedback from supervisors is crucial for resolving issues and improving performance, especially in the marketing department where daily communication with managers ensures smooth media project execution Constructive feedback helps identify project challenges, enabling quick action to address problems with agencies However, delayed or absent feedback can lead to disappointment and confusion about next steps, highlighting the importance of prompt and motivating feedback to foster a sense of appreciation and support among team members.
My former manager consistently assigned me urgent and challenging tasks without providing support or guidance This experience highlights the importance of support and constructive feedback in the workplace, as they help employees feel recognized and valued Effective support and feedback are crucial for employee motivation and maintaining a positive work environment.
The company should improve its reward system to better recognize employee contributions Currently, employees who工作五年 will receive gifts such as watches, suitcases, or necklaces, but many staff feel their efforts are not sufficiently acknowledged Implementing rewards every three years would motivate employees and enhance their sense of appreciation A more frequent recognition program can boost morale and promote long-term loyalty within the organization.
To me, the promotion is not quite important, because job title do not play a key role in many cases
Straightforward feedback is essential for inspiring employees to work hard and contribute to the long-term development of the company, as it reflects managerial recognition In recent years, salary increases have only ranged from 10-15% annually to support inflation, making position advancement and promotions crucial indicators of employee recognition and appreciation within the organization.
Rewards are a critical factor that significantly influence employee recognition and motivation Offering appropriate incentives fosters a positive work environment and encourages employees to perform at their best Effective reward systems contribute to increased job satisfaction, enhanced productivity, and long-term engagement within organizations Implementing strategic reward programs is essential for acknowledging employees' efforts and driving organizational success.
Finance and procurement assistant- temporary employee
Recognition from a line manager is crucial, as it directly reflects my performance and efforts Without such acknowledgment, my hard work may feel pointless and unappreciated Positive feedback from managers not only boosts my motivation but also makes me feel truly recognized and valued in my role.
I can acknowledge that my contribution behind has been appreciated Reward is the gift that I get in hand after the effort
Management trainee Benefits, feedback are the causes of the low recognition in the company
Manager directly evaluates our performance and our salary increase rate depends on the performance result from manager
Receiving constructive feedback is essential for personal and professional growth; without it, improvement becomes difficult Unfortunately, my former manager did not address my concerns or provide meaningful feedback, instead making emotional evaluations of team members Such unfair assessment practices can negatively impact team morale and development Since most rewards are based on performance evaluations, fair and objective feedback is crucial for motivating employees and recognizing their true contributions.
An IT manager position held on a temporary basis, with 7 years of experience in the field Over this period, my salary has increased by 15%, reflecting my professional growth Continuous skill development and dedication have contributed to steady career advancement Reliable and adaptable, I am committed to supporting organizational IT needs and implementing effective technology solutions.
65 employee year However, there no reward or certificates has been received to recognize employee contributions My jobs become routine, which do not come from rewards
After justifying the existing potential causes, the author made an interview with management team to make sure the causes that employees stated, are existing in Coca-
Table 11: List of questions and answers in justifying the potential causes (manager)
Do you think that you have provided timely feedbacks to your employees?
Do you think that our reward system is fair to all employees?
References: Kopelman, Richard, Gardberg & Brandwein
Providing appropriate feedback to employees is essential for their growth and development In international companies, employees are often expected to be proactive and take initiative in solving issues rather than waiting for guidance Encouraging a proactive approach can foster a more efficient and dynamic work environment, ultimately benefiting both employees and the organization.
Coca-Cola's promotion system is highly effective, as evidenced by my career progression from a Brand Assistant to Indochina Marketing Manager over six years The company values employee potential, offering ample opportunities for advancement and providing strong support for career growth.
Recently, we do not have budget for rewarding So, it is true to say that reward system is quite poor here
Supporting information of proposed solutions
The author utilizes literature reviews to identify effective solutions that can mitigate the consequences of underlying causes These proposed strategies are tailored based on factors such as total cost, timing, participant roles, and company policies to ensure their relevance and feasibility within the organization's specific context By considering these elements, the solutions are designed to be practical and sustainable for long-term implementation (see Table 4 in section 3.1).
According to Baker, Perreault, Reid, and Blanchard (2013), fostering a feedback-friendly culture offers numerous benefits for organizations A feedback-friendly culture establishes a shared set of values, rules, and regulations that guide employee behavior, promoting open communication It also helps create a dynamic organizational identity that can be tailored to evolving needs, enhancing overall performance Emphasizing feedback as a core element supports continuous improvement and strengthens organizational cohesion.
A 360-degree feedback report provides employees with valuable insights into how they are perceived by their direct reports, colleagues, and managers, facilitating their professional development According to Robertson (2008), this feedback process is especially effective in organizations that value coaching as a means to help employees reach their full potential It encourages employees to gain a comprehensive understanding of their behaviors and areas for improvement, ultimately supporting continuous growth and organizational success.
(Garavan, Morley & Flynn, 1997) presented a 360 degree feedback can help to create better working relationships within the organization and improves the ability of people to work in teams
Organizations should utilize cash bonuses to reward employees who demonstrate exemplary performance by exceeding their set targets Providing monetary incentives for high achievers not only motivates continued excellence but also reinforces a culture of productivity and commitment (Njanja, Maina, Kibet & Njagi, 2013).
Hsieh & Chen (2011) stated that a market reward alternative that pays these individuals at or above the market rate can prove to be a wise investment
London & Higgot (1997) emphasized the significance of the Annual Quality Award as a key indicator of organizational excellence and continuous improvement This award recognizes companies that demonstrate outstanding commitment to quality management, which can enhance their competitive advantage and reputation Winning the Annual Quality Award serves as a testament to a company's dedication to maintaining high standards, innovation, and customer satisfaction Embracing quality awards like these encourages organizations to adopt best practices and foster a culture of excellence, ultimately leading to sustained success in their respective industries.
Klubnik, J (1994) The power of peer-to-peer recognition The Journal for Quality and
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Hopkins, H (1995) A challenge to managers: Five ways to improve employee morale
Feys, M., Anseel, F., & Wille, B (2013) Responses to co-workers receiving recognition at work Journal of Managerial Psychology,28(5), 492-510 doi:http://dx.doi.org/10.1108/JMP-08-2011-0025
Saunderson, R (2004) Survey findings of the effectiveness of employee recognition in the public sector Public Personnel Management, 33(3), 255-275
Achim, I M., Dragolea, L., & Balan, G (2013) The importance of employee motivation to increase organizational performance Annales Universitatis Apulensis : Series Oeconomica, 15(2), 685-691
Skudiene, V., Everhart, D D., Slepikaite, K., & Reardon, J (2013) Front-line employees' recognition and empowerment effect on retail bank customers' perceived value
Journal of Service Science (Online), 6(1), 105
Based on the study by Muthuveloo et al (2013), understanding the antecedents of employee engagement in the manufacturing sector is crucial for improving organizational productivity The research highlights key factors such as management practices, job satisfaction, and work environment as significant influencers of employee commitment Implementing effective engagement strategies can lead to higher job performance, reduced turnover, and overall organizational success This study emphasizes the importance of fostering a positive work atmosphere to enhance employee motivation and engagement in manufacturing industries.
Mone, E., Eisinger, C., Guggenheim, K., Price, B., & Stine, C (2011) Performance management at the wheel: Driving employee engagement in organizations Journal of Business and Psychology, 26(2), 205-212
Rustand, D L (2001) Rewards and recognition: Keys to retaining experienced nursing personnel SSM, 7(4), 56 ệzutku, H (2012) The influence of intrinsic and extrinsic rewards on employee results:
An empirical analysis in turkish manufacturing industry Business and Economics Research Journal, 3(3), 29- 48 Retrieved from http://search.proquest.com/docview/1032666131?accountidc189
Baker, A., Perreault, D., Reid, A., & Blanchard, C (2013) Feedback and organizations:
Feedback is good, feedback-friendly culture is better Canadian Psychology, 54(4), 260-268
Lorenzet, S J., Cook, R G., & Cynthia Ozeki, UCE Birmingham,Business School
(2006) Improving performance in very small firms through effective assessment and feedback Education & Training, 48(8), 568-583 doi:http://dx.doi.org/10.1108/00400910610710010
Work engagement, intrinsic motivation, and job satisfaction are critical factors influencing employee performance and well-being in the diamond mining industry in Zimbabwe The study by Masvaure, Ruggunan, and Maharaj (2014) highlights that higher levels of work engagement and intrinsic motivation are positively correlated with increased job satisfaction among employees Effective management practices that foster intrinsic motivation can significantly enhance overall employee morale and productivity Understanding these relationships is essential for organizations aiming to improve employee retention and operational efficiency in challenging industry environments.
Dar, A T., Bashir, M., Ghazanfar, F., & Abrar, M (2014) Mediating role of employee motivation in relationship to post-selection HRM practices and organizational performance International Review of Management and Marketing, 4(3), 224-
Koning,John W.,,Jr (1993) Three other R's: Recognition, reward and resentment
Pergamit, M R., & Veum, J R (1999) What is a promotion? Industrial & Labor
Robertson, C (2008) Employee development: Getting the information you need through a 360° feedback report Chemical Engineering, 115(4), 63-66
Garavan, T N., Morley, M., & Flynn, M (1997) 360 degree feedback: Its role in employee development The Journal of Management Development, 16(2), 134-
Robertson, C (2008) EMPLOYEE DEVELOPMENT: Getting the information you need through a 360° feedback report Chemical Engineering, 115(4), 63-66
This study investigates the impact of rewards on employee performance at Kenya Power and Lighting Company Ltd in Nakuru, Kenya The findings suggest that effective reward systems significantly enhance employee motivation and productivity Implementing appropriate reward mechanisms can lead to improved organizational performance and employee satisfaction The research emphasizes the importance of aligning reward strategies with employee needs to foster better work outcomes Overall, the study highlights that rewards are a crucial factor in boosting employee performance within the utility sector.
Hsieh, Y H., & Chen, H M (2011) Strategic fit among Business Competitive Strategy,
Human Resource Strategy, and reward system Academy of Strategic Management Journal, 10(2), 11-32
London, C., & Higgot, K (1997) An employee reward and recognition process The
Gberevbie, D E (2008) Employee retention strategies and organizational performance Ife Psychologia, 16(2), 148-173
Cash incentives and bonus payments are becoming increasingly popular among companies However, it is crucial for organizations to consider key factors when processing these payments through payroll Louise Mitchell, director of Precise Payroll in Aberdeen, emphasizes the importance of understanding payroll regulations and ensuring proper classification of bonuses Companies should also be aware of tax implications and compliance requirements to avoid potential penalties Implementing clear payroll procedures for bonus payments can help maintain transparency and accuracy, ultimately supporting smooth payroll operations.
Clark, S., Whittall, A (2003) Performance management develops productivity
Henryhand, C J (2009) The effect of employee recognition and employee engagement on job satisfaction and intent to leave in the public sector (Order No 3369470)
Allen, R S., & Helms, M M (2002) Employee perceptions of the relationship between strategy, rewards and organizational performance Journal of Business
Strategies, 19(2), 115-139 tot nghiep do wn load thyj uyi pl aluan van full moi nhat z z vbhtj mk gmail.com Luan van retey thac si cdeg jg hg