525 Organizational Behaviour ASSIGNMENT 1

Pepsi was first produced in 1890 by pharmacist Caleb Bradham invented in New Bernn, North Carolina, USA. In 1893, Pepsi was introduced as Brads Drink, then renamed PepsiCola on August 28, 1898 and trademarked on June 16, 1903 under this name. Finally, it was renamed Pepsi in 1961. The manufacturer is PepsiCo Corporation (USA). From its inception until now, Pepsi has changed its logo for many years. At PepsiCo, the company declares its vision (and value) to be a leading, competitive company that brings nutrition, health and value to customers in the products it creates and Shareholders improve by being the preferred company, the preferred employer, the preferred supplier that sells the favorite products.

ASSIGNMENT 1 FRONT SHEET

Qualification BTEC Level 5 HND Diploma in Business

Unit number and title Unit 12: Organizational Behavior

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Contents

I Introduction : 4

II LO1 Analyze the influence of culture, politics and power on the behavior of others in an

organizational context 6

Application Schein's Levels in an Organization Culture for PepsiCo 13

1 Artifacts 13

2 Values 15

3 Basic Assumptions 16

III LO2 Evaluate how to motivate individuals and teams to achieve a goal 17

Models of Motivation for Content 17

Models of Motivation Method 18

Maslow's Hierarchy of Needs: 18

Physiological needs 19

Safety needs 20

Societal needs 20

Self Esteem Needs 21

Self-actualization needs 21

IV Conclusion : 21

V Reference list : 21

PepsiCo

I Introduction :

Pepsi was first produced in 1890 by pharmacist Caleb Bradham invented in New Bernn, North Carolina, USA In 1893, Pepsi was introduced as Brad's Drink, then renamed Pepsi-Cola on August 28, 1898 and trademarked on June 16, 1903 under this name Finally, it was renamed Pepsi in 1961 The manufacturer

is PepsiCo Corporation (USA) From its inception until now, Pepsi has changed its logo for many years

At PepsiCo, the company declares its vision (and value) to be a leading, competitive company that brings nutrition, health and value to customers in the products it creates and Shareholders improve by being

the preferred company, the preferred employer, the preferred supplier

that sells the favorite products

On its mission, to achieve its vision, PepsiCo claims to do things like: to become the world's leadingbeverage company The company's mission is "Good quality, good drinks" to provide consumers with thebest, most nutritious options in a wide range of foods and beverages and dining occasions, from morning

to night

Pepsi stated its vision: “At PepsiCo, we aim to deliver top-notch financial performance over the long

term by integrating sustainability into our business strategy, leaving a positive mark on our social andenvironmental We call it performance tied with a clear purpose

On its mission, PepsiCo declares its path: "As one of the largest food and beverage companies in the

world, our mission is to provide consumers around the world with food and drink Drink delicious,affordable, convenient and complementary, from a healthy breakfast to a pleasant evening snack anddrink

Address : The PepsiCo headquarters are located in the neighborhood of Purchase, New York, in the town

of Harrison, New York It was one of the last architectural works by Edward Durell Stone It consists ofseven three-story buildings Each building is connected to its neighbor through a corner The propertyincludes the Donald M Kendall Sculpture Gardens with 45 contemporary sculptures open to the public.Works include those of Alexander Calder, Henry Moore, and Auguste Rodin In 2010 the magazineranked the building as one of the ten most beautiful buildings in Westchester County

Website Address : https://www.pepsico.com/

The Board of Directors (BOD) is the leading agency responsible for organizational planning, corporategovernance and customer satisfaction BOD's mission is to advance the business It exercises corporatestrategy and operational decision-making authority and ensures that the interests of consumers andshareholders are safeguarded

management team - who always try and constantly improve the business

and working environment The company has established systems to ensure continuous careerdevelopment for employees, in addition to the program to recognize and reward employees'performance is also a part of management culture of the company

PepsiCo empowers all employees to create sustainable growth The company promotes work-life balance

to help our employees not only fulfill their responsibilities within the company but also spend time withtheir families From there, they receive the support of their family to continue to contribute to thecompany's business development

PepsiCo fosters a professional ethics, in which business is conducted in accordance with cultural, ethicaland traditional values In addition to salary, bonus and competitive benefits, this is one of the importantfactors responsible for attracting talent to the company

PepsiCo continued to develop and implement an internal control system based on its operating modeland structure All corporate and financial processes of a corporation, a subsidiary and a business unit areprotected by an internal control structure and its management system The internal control framework isbased on five COSO components: Control, Risk, Control, Data & Communication, Monitoring andSummary It also requires internal financial report monitors to ensure that they are accurate, reliable andaccurate

(PepsiCo,2021)

Based on the feedback from the employees who worked at PepsiCo, most of the employeesresponded well to the equipment conditions, high salary and friendly working environment, but most ofthem appreciated the quality amount of work when PepsiCo forces employees to work hard in longhours during planning season and no work life balance, very labor intensive work

PepsiCo's corporate culture makes employees happy in many ways, based on the total number ofreviews from the Glassdoor website's recruitment and business reviews

Every day, all members at PepiCo are encouraged and empowered to live

their lives fully, ready to take on challenges, overcome their limits to become pioneers andcultivate themselves through experiences practical experience at work

The big problem here that employees often complain about is the quality of work, when the workingenvironment is too competitive and the workload is large, employees have to work long hours during theplanning season, they lose the balance between everyday life and work life and make employees workhard This will affect the mentality of the work and efficiency in the long run

Some of the reviews of former employees :

With a clearly defined authorization and responsibility mechanism, PepsiCo has implemented a completegovernance structure The governance structure consists of the Board of Directors, its committees, thefunctions of the Group and management groups at multiple levels To create a business that is reputablefor its business results and consumer confidence, nothing is more important than building a solidfoundation of corporate culture for all employees At PepsiCo, can be proud of a multinational corporateculture built on a sustainable, diverse and integrated value system Each member is completely free tospeak directly and honestly

The company believes that a successful business is not based on modern

machinery or strict regulations, but on the dedication of each member of the company Themembers of the company always pursue core values in daily work The company has built a uniquecorporate culture at PepsiCo with imbued with the spirit of "Yatte Minahare" - English means "Go for it"

of Suntory Corporation Japan In the sense, it can be understood as "We can fail but never be afraid".Every day, all members at PepiCo are encouraged and empowered to live their lives fully, ready to take

on challenges, overcome their limits to become pioneers and cultivate themselves through experiences.practical experience at work

The company has a talented leadership team and we are empowered to make the right decisions for PepsiCo's growth process Rapid market development, flexibility and data-driven decision making.PepsiCo always emphasizes the human-centered factor, considering employees the most importantasset The company always values individual values and respects differences Here, regardless ofappearance, personality, personal preferences… Performance is the factor to evaluate the capacity ofeach person Overcoming all prejudices in society, at PepsiCo, you can easily see many women in seniorpositions, or HR members with tattoos on their bodies, All employees can be said in the company aretreated equally, fairly and with respect PepsiCo always strives to provide a friendly and open workingenvironment for everyone

Common themes of discussion include trade conformity, cyber security, data protection and privacy,environmental protection and anti-bribery These are the key areas in which you need to work so thatyou can promote a fair business environment and maintain order across the business world These issuesmust be addressed in order for companies to survive and thrive in the marketplace

In the 1980s, psychologist Edgar Schein of the Sloan School of Management created a paradigm for theinterpretation and study of corporate culture Schein split the ethos of the company into three distinctlevels: artifacts, values and assumptions

1 Artifacts

Artifacts are obvious, however that doesn't imply that they can be readily interpreted for all In reality,the objects can be overwhelming for an outsider who is tempted to use the available labeling andstereotypes when he notices them

2 Values

As opposed to simple assumptions, beliefs are at higher stages of awareness, reflecting thecommon view of the participants about how things should be When we say 'opinion,' it means thatwhen it comes to acting, these members can or may not behave on the grounds of their beliefs Valuesallow corporate participants to identify circumstances and behavior as either undesirable or desirable

3 Basic assumptions

The assumption is a kind of conviction that is taken for granted as a reality, and is thus never questioned

A pattern of simple assumptions emerges among the members of the social community, making it thecenter of the culture of every organization

Application Schein's Levels in an Organization Culture for PepsiCo

1 Artifacts

PepsiCo's global act is: PepsiCo's Global Code of Conduct (the "Code") was enacted effective October 1,

2012 and amended annually, if necessary, to address Changing laws or procedures affect the company'sbusiness The company's Board of Directors has approved an update to the Code, effective August 1,

2020 The update highlights the Code's relevance to PepsiCo's vision of Becoming a Leader The GlobalLeadership in Convenience Food and Drink with Purpose Victory and leadership behaviors definePepsiCo's shared culture, which the company calls the PepsiCo Path Additionally, the update enhancesthe overall readability of the Code and explicitly incorporates a number of global policies, including,among others, related to business gifts and antitrust compliance permission All PepsiCo Personnel mustadhere to the principles of the Code Our Code is the cornerstone of our commitment to ethicalexcellence and provides policies and guidance that define how we do business the right way - PepsiCo'sWay:

• Respect at work

• Trust in the market

• Fairness in our business relationships

• Honesty in business

• Our purpose in the world

Overview of PepsiCo's global anti-bribery policy and practices: It underlines PepsiCo's obligation to actethically and responsibly in all business dealings by providing a framework clear format:

• Prohibit both public sector and commercial bribery

• Addressing mandatory anti-corruption due diligence procedures that must be conducted on thirdparties

• Explain the rules to be followed for gifts, meals, travel and entertainment related to GovernmentOfficials

• Outlines requirements for corporate donations, sponsorship and corporate social responsibility (CSR) activities with a government lead

• Emphasizes the importance of maintaining accurate books andrecords for all PepsiCo transactions

• The provisions in this policy apply, as appropriate, to all third parties who are bound by thePepsiCo's Supplier Code of Conduct

Pepsi believes that compliance with the law is a bulwark against the instability of international politics.They comply with all applicable laws and regulations in the countries in which we operate This is thecornerstone of our operational compliance at Pepsi and is also the core principle of our managementteam They required all the departments around the world to abide strictly by local laws and all otherapplicable regulations

2 Values

At PepsiCo, in addition to the payment strategy in a high segment of the market, the attractions thatkeep young people in the company are extremely attractive and unique benefits The company is alwaysinterested in the needs of employees to make more suitable policies Not only that, employees canredeem their accumulated points into meaningful gifts In addition, if there are positive contributions,employees also receive letters from managers showing their appreciation for them In addition, PepsiCoalso provides the best healthcare package on the market for all employees of all levels at prestigioushospitals, which is something very few companies can do The company is committed to bringing acomprehensive development future and a fulfilling life to its employees This is also the fundamental goalthat PepsiCo continues to lead as the best place to work

3 Basic Assumptions

At PepsiCo, our strategy to tackle climate change is based on two pillars - mitigation and adaptation.PepsiCo is looking to de-carbonize its entire value chain, at the same time assessing the impact of climatechange on PepsiCo's business and developing resilience plans The company's goal is to reduce absolutegreenhouse gas (GHG) emissions across the entire value chain by more than 40% by 2030 PepsiCo is alsocommitted to achieving zero net emissions by 2040, earlier than a year decades than required in theParis Agreement The company's action plan focuses on both minimizing and reducing greenhouse gasemissions to de-carbonate operations and supply chains as well as resilience and vulnerability to theeffects of change, by continuing to incorporate climate risks into business continuity plans

At PepsiCo, we recognize that supporting diversity and cohesion is not only the right thing, but the rightthing to do for a company's business This commitment is summarized into the company's values and thecompany's belief that PepsiCo is strongest in embracing all of humanity, no matter what PepsiCo lookslike, where PepsiCo comes from or who PepsiCo loves That means both building a more diverse,inclusive workplace and promoting what the company calls the courage to join PepsiCo's company andthe communities it serves

III LO2 Evaluate how to motivate individuals and teams to achieve a goal

There are two main types of motivation theory: content and process Content models of motivation focus

on what people need in their lives (i.e what motivates them) Process theories look at the psychologicaland behavioral processes that affect and individual’s motivation

Since then, many different models and frameworks of motivation have been published These models fallinto two main types of models: content models and process models More recently, newer types ofmodels have been introduced That said, content and process theories often form the platform on whichthese newer models are built

Models of Motivation for Content

Motivation content models focus on the 'what' motivation They focus more directly on the differentthings that people may believe they need in their lives The hypothesis is that the motivations of