Project on the 14 Principles of Sound Management - Report Example

Project on the 14 Principles of Sound Management Name Course Title Institution Date Table of Contents Table of Contents 2 Executive summary 3 Introduction 4 The role of management 4 Company profile 7 Strengths and weaknesses 9 Strengths 9 Weakness 9 Survey report 9 Principles of sound management 11 Alignment 11 Distributed leadership 12 Integration of effort 12 Out front 13 Up front 14 Resourcing the medium term 14 Time based 16 Bias for action 16 Learning focus 17 Discipline 18 Measurement/ reporting and publication 19 Customer value 19 Capabilities creation 20 Micro to macro 21 Challenges 21 Lessons learnt 22 Conclusion 22 References 24 Executive summary The managers are company members responsible for other company members and the performance of work. They have the power to make use of the company resources in addition to making decisions. A company has three levels of management that form a hierarchy and are categorised in the command of significance. They include top level, middle level and first level. In the majority of companies, the quantity of managers present in each level is in a manner that the chain of command resembles a pyramid. The firs level management has more personnel than the middle management while the top level management has the fewest number of employees. Each and every management level has diverse responsibilities that are different from each other. Many changes occur in the organizations which in turn lead to changes in hierarchies in the management like the change in organization structure, growing the use of teams and the frequency of outsourcing. Introduction The achievement that the administration group has in propelling its representatives to meet their goals is focused around the administration style they receive. There are three primary administration styles vote based, absolutist and the free enterprise style. The law based initiative style comprises of a pioneer, imparting the choice making capacities with the gathering parts by pushing the diversions of the gathering parts and by rehearsing social correspondence (Samson, 2001). The dictator authority style or totalitarian pioneer keeps strict, close control over the devotees by keeping close regulation of the strategies and methodology given to the adherents. To keep essential accentuation on the qualification of the tyrant pioneer and their adherents, these sorts of the pioneers make a point just to make a different expert relationship. The free enterprise style is once in a while delineated as the uninvolved power style. This is because the pioneer allocates the assignments to their disciples while giving for all intents and purpose zero courses to the supporters (Smit, Cronje, Brevis & Vrba, 2011).This paper will discuss the 14 principles of sound management in relation to the coca cola company. The role of management The management in the 21st century organisation workplace has evolved a lot. This has led to change in the organisations where the workers are being required to fit into the dynamic workplace. The current work environment has changed a lot, and the workers are empowered and encouraged to participate and take challenges. Today’s managers are being faced with many challenges that includes managing a diverse workforce, maintain high standards of ethics, embracing changes in information technology and creating a competitive edge (Kannan, 2013). To overcome these challenges, the management is supposed to use its functions which are planning, organising, leading and controlling in increasingly complex workplace as the tools. To be effective as a manager it is prudent that the manager have adequate skills and knowledge that will enhance performance. Management in the current organisation is a paramount task. The definition of a manager is a person who is tasked with overseeing the job that is done by other people to lead in accomplishing the firm set goals (Bateman & Snell, 2013). The managers are tasked with various roles which are planning, organising, leading and controlling. As a manager, planning involves making the organisations goals and following up with the required strategies which will enable the goals to be attained. This task requires the manager to look into the company future and come up with the required forecast taking the environment into consideration. The manager is supposed to make a clear forecast in order to come up with a desirable organisation direction. This is followed by resource allocation and looking for more. The planning function requires the manager to be flexible and change with the dynamic situations (Bartol et.al, 2011). The manager is the organisation leader. This involves setting the organisation working culture and making sure there is continuous communication. The manager has to make sure that the employees understand the organisation goals. This involves informing them how to meet these goals and surpass them. The process that the management is supposed to put in achieving the goals should be clear and have no negative consequences. To be effective in leading, the manager is expected to be a good decision maker. Making the right decision is intertwined with excellent problem solving. A good leader is expected to solve the business problems in time and accurately. The key for a successful manager in today’s organisation is an efficient communication process. The manager as a leader is supposed to encourage the workers and motivate them appropriately. Motivated workers can deliver more output to the organisation (Bartol et.al, 2011). Organising in the current organisation is vital. This is a process in which the managers are supposed to allocate and organise the resources in order to meet the organisation goals. Managers are supposed to be good organisers so that they are capable of planning appropriately. Through organising, today’s managers can know which tasks are to be carried out and how to put them together. The organisation structure is made through careful organisation by the manager. It is prudent for the manager as an organiser to make sure that staffing is carried out appropriately. Failure of the management to organise the resources in an appropriate manner may lead to the organisation not meeting the set goals (Bartol et.al, 2011). The manager has to make sure that they are capable of controlling the organisation in a timely and accurate manner. Controlling involves making sure that there is no wastage and feedback is obtained at the right time. As a manager, the task of ensuring the all the activities that are being carried out in the organisation are of high standards is necessary. This involves looking at the conformity of the activities to the set goals and compare results with the set standards (Davidson et.al, 2010). The complexity of today’s organisation requires the manager to work in unrelenting pace. This involves being punctual and avoiding unnecessary waste of time. For efficient performance, management is divided into three levels. There are the first-line managers, middle managers and top managers. The first-line managers are in the base of the hierarchy. They supervise the nonmanagerial staff. The middle managers supervise the first-line managers. They are tasked with ensuring efficient resource organisation for optimal performance. The performance of all departments is under the top manager. The top managers have to come up with the organisational goals and monitor how the middle managers are putting efforts in achieving the goals (Jones & George, 2003). The world is dynamic, and globalisation has brought more challenges to the managerial roles. The competition among the industries has increased at a very high rate. This is due to increase in the global organisations that have made the job of management be more challenging. The managers are expected to be ready to change with the dynamics of the global market. The major challenges in today’s management are maintaining a competitive edge, managing a multicultural workforce, keeping the ethics and use of information technology. For example, there was a case where Lucent Korean CEO’s were fired due to using of bribery. This shows how ethics is important in operation. An example of an organisation that has been able to utilise the diversity successfully is Union Bank of California. The bank success is attributed to the diversity approach it has taken in the management. The management took care of the diversity in the employees and customers leading it to the status among 30 largest banks in USA hence gaining a competitive advantage (Jones & George, 2003). Company profile Coca-Cola Company is a global leader in the soft drink industry with average sales of 1.3 billion drinks daily. Coca-Cola Company was incorporated on 1919. In excess of 500 nonalcoholic beverages are licensed or owned and marketed by Coca-Cola Company. Majority of the drinks are sparkling drinks although there are also assortments of still drinks like juice, coffees, ready to drink teas, enhanced water, waters, in addition to sport and energy drinks. The no alcoholic beverages brands include coca-cola, Sprite, diet coke and Fanta. The organization is segmented geographically into Latin America, Pacific, Africa and Eurasia, North America. Other segments include bottling investments and corporate (Coca-Cola, 2014). Coca-Cola Company manufacture, markets and sells beverage syrup or otherwise known as beverage concentrates and syrups. They include still beverages, finished sparkling and fountain syrups. The company sells fountain beverages concentrates to the bottling partners outside the United States. The Organization offers shimmering drinks and an assortment of still refreshments, for example, squeezes and juice beverages, vitality and games beverages. The company also produces prepared to-drink teas and espressos, certain water items, to retailers or to merchants, wholesalers and packaging accomplices who convey them to retailers. Likewise, in the United States, it produces fountain syrups and offers them to fountain retailers. For example, restaurants and accommodation stores who utilize the fountain syrups to create refreshments for quick utilization, or to approved fountain wholesalers or packaging accomplices who exchange the fountain concentrates to fountain retailers (Coca-Cola, 2014). The Coca-Cola organization has a culture than is managed in the laissez-faire style signifying the hands off approach. In the event that the employees are hitting their KPI, Key performance Indicators, then the supervisors and the executives of the organization take this loose style of organizing their business. They have a dream to refresh everyone every day and the qualities to take satisfaction in their job, in all honesty, reasonable and resolved to win and have energy for the activity. With the same lively venture as the world's head advertiser and refreshment industry pioneer for more than 118 years, Coca-Cola are centered on a vital work environment programs that help guarantee the accomplishment of our dedication to grasping the likenesses and contrasts of the individuals, societies and thoughts (Coca-Cola, 2014). Strengths and weaknesses Strengths 1. Coca-Cola Company is the world largest beverage industry. Being a renowned brand is the company’s biggest strength. 2. The company has the largest widespread beverage supply channel 3. The company has a bargaining supremacy over suppliers 4. Corporate social responsibility of the organization 5. There is Customer loyalty 6. The company boasts of Strong advertising and marketing Weakness 1. There is considerable focus on carbonated drinks 2. The company does not have undiversified product assortment 3. Coca cola company has an increasing level of debt due to more acquisitions 4. There is negative publicity about the company Survey report Name: Contact Details (Email and Tel): Position: Company: Coca-Cola Company For each statement, please circle the number which most closely represents the extent to which this principle currently describes your company. Not at all To a weak extent To a moderate extent To a large extent To a very large extent Principle 1: Alignment Our business has aligned employee behaviours with stated company values and direction. 1 2 3 4 5 Principle 2: Distributed Leadership In our business, individuals and work teams are assigned, and accept, responsibility for operational decision making and performance improvement. 1 2 3 4 5 Principle 3: Integration of Effort Our business is not a functional/ hierarchical organisation but a value creation/process focused organisation. 1 2 3 4 5 Principle 4: ‘Out-Front’ Our business takes a lead in determining industry standards and practices. 1 2 3 4 5 Principle 5: ‘Up-Front’ We apply high standards of integrity and openness in everything we do. 1 2 3 4 5 Principle 6: Resourcing the Medium Term Our business is able to effectively balance short-term and medium term issues and requirements. 1 2 3 4 5 Principle 7: Time Based Time is a critical organisational value in our business. 1 2 3 4 5 Principle 8: Bias for Action Our business is good at implementing ideas and strategies. 1 2 3 4 5 Principle 9: Learning Focus Everyone in our business is involved in a learning/development program. 1 2 3 4 5 Principle 10: Discipline We invest in policies, procedures and standards and apply a strong systems perspective in our business. 1 2 3 4 5 Principle 11: Measurement/Reporting and Publication Our business measures and reports to our employees, the financial and non-financial performance information needed to excel. 1 2 3 4 5 Principle 12: Customer Value In our business, all employees strive to enhance customer value creation. 1 2 3 4 5 Principle 13: Capabilities Creation Business and organisational capabilities are defined as priority areas for development and investment. 1 2 3 4 5 Principle 14: Micro to Macro Our employees know how their individual efforts contribute to business success. 1 2 3 4 5 Principles of sound management Alignment One of the greatest difficulties for any organization lies in attaining hierarchical alignment: that sought situation in which the whole company is cooperating to accomplish business objectives. In any case much the same as the tires on an auto, if only one piece is not adjusted to the others, forward movement cannot be achieved (Samson, 2001). Furthermore not at all like an auto, making full provision in an association cannot be accomplished just by tinkering around with a couple of key parts. Rather, accomplishing arrangement includes a through and through change, in which leadership imparts objectives and desires and everybody has an understanding of what is normal and what they must do to for the development of the company (Smit, Cronje, Brevis & Vrba, 2011). Interestingly, companies are prone to see alignment amid times of emergency. Even with instability and noteworthy test, workers join in frenzy mode and cooperate to help the organization defeat the trouble. Anyway companies do not—and shouldn't—need to sit tight for an emergency to accomplish an arrangement. By making the right proactive moves to set critical needs all through the association, every worker can pick up a feeling of proprietorship and responsibility, bringing about an energized element with an agreeable and steady vision (Bartol, Tein, Matthews, Sharma & Martin, 2010). Distributed leadership The new worldwide managers need to be cooperative people, used to performing in high-level management groups with individuals of differing social foundations. They should likewise be team developers, accepting that a collegial authority style is more suitable to the worldwide commercial centre than an imperious methodology (Smit, Cronje, Brevis & Vrba, 2011). Along these lines pioneers in the worldwide association of tomorrow will develop a legitimate as opposed to dictatorial method for managing individuals; they will show others how it’s done and practice Distributed leadership that is, authority spread all through the association decreasing the probability of exaltation of the CEO. As an outcome, there will be fewer superheroes of business as experienced in the Coca-Cola Company (Coca-Cola, 2014). Distributed leadership is a typical augmentation of team building (Bartol, Tein, Matthews, Sharma & Martin, 2010). The coca cola organization practices Distributed leadership; position, status, and rank are of less vitality in the enlisting and advertising of administrators than demonstrated fitness in managing a universe of fast nonstop and intermittent change. As horizontal connections supplant various levelled ones, systems administration structures create, permitting interdependency to supplant reliance (Bartol, Tein, Matthews, Sharma & Martin, 2010). Integration of effort The Coca-Cola culture could have an influence on the modern relations between the supervisors and the employees. If there was lack of warm and pleasant organizational culture, it would result in more contradictions between the staff and the directors and the staff would not be spurred to work (Bartol, Tein, Matthews, Sharma & Martin, 2010). For instance, staff may need to eliminate the rest days, this could result in contentions as all the staff would be exhausted from working daily and would not have room schedule-wise to recuperate or time to unwind down. However in the event that the organization had a welcoming society then the chiefs and the staff would get exceptionally well. The staff would have less stretch to rival and would have the benevolent environment to work in and the work might be possible all the more productively (Coca-Cola, 2014). Out front The coca cola organization procedure and centre qualities perceive the critical imperativeness of making imparted quality for workers, buyers, clients and groups. Throughout the most recent decade, the organization has coordinated corporate obligation and maintainable quality into the way the association is run (Smit, Cronje, Brevis & Vrba, 2011). The organization recognizes the material issues to the association and the stakeholders and created procedures and duties alongside overwhelming influence (Bartol, Tein, Matthews, Sharma & Martin, 2010). Supportability is obviously part of how the coca cola organization runs business. As the organization keeps on inserting manageability in the second decade, the maintainable quality projects are long haul ventures meaning to fabricate esteem about whether for the business and groups. Purchaser wellbeing and health is a key issue for the business and the groups. However, the organization likewise keep on focussing on minimizing the ecological effects, creating manageable quality in the worth chain and making worth for the groups (Coca-Cola, 2014). Up front The coca cola company is founded on the standards of ethics and corporate governance, the company reviews the systems to make sure that the international best practices are achieved in terms of accountability and transparency. The establishment of the company’s approach to corporate guidance is put down in the company’s corporate governance guidelines plus the board of director’s charter (Bateman & Snell 2013). Corporate responsibility is overseen through People in general Strategy and Corporate Notoriety Board, a cross-practical gathering of senior chiefs from the Organization and bottling accomplices (Smit, Cronje, Brevis & Vrba, 2011). The Chamber distinguishes dangers and opportunities confronted by the company and groups and prescribe procedures to address these difficulties. The centre of the morals and agreeability program at The Coca-Cola Organization is the Code of Business Behaviour. The Code controls the business behaviour, obliging genuineness and honesty in all matters. The majority of the company partners and executives are obliged to peruse and comprehend the Code and peruse its statutes in the work environment and bigger group (Coca-Cola, 2014). The company’s code of conduct is applicable to all the coca cola company employees and its subsidiaries. The employees and the operations of the coca cola company are subject to the regulations f the various nations in addition to further jurisdiction around the globe. Employees are obliged to follow the code of each and every relevant state laws, rules plus regulations (Bateman & Snell 2013). Resourcing the medium term Now is the ideal time that convictions and speculations about business get up to speed with the way extraordinary organizations work and how they see their part on the globe today. Customarily, economists and agents have contended that the sole motivation behind business is to profit the more the better. That advantageously slender picture, profoundly implanted in the American industrialist framework, forms the activities of most enterprises, obliging them to concentrate on amplifying transient benefits and conveying comes back to shareholders. Their choices are communicated in budgetary terms (Bartol, Tein, Matthews, Sharma & Martin, 2010). Institutional rationale holds that organizations are more than instruments for creating cash; they are additionally vehicles for achieving societal purposes and for giving significant employments to the individuals who work in them (Samson, 2001). As indicated by this school of thought, the esteem that an organization makes ought to be measured not just regarding fleeting benefits or pay checks additionally as far as how it manages the conditions that permit it to prosper about whether. These corporate pioneers convey more than simply monetary returns; they likewise fabricate persisting establishments (Bartol, Tein, Matthews, Sharma & Martin, 2010). Institutional rationale ought to be adjusted to financial rationale yet require not be subordinate to it (Smit, Cronje, Brevis & Vrba, 2011). For instance, the coca cola organizations oblige money to do business exercises and manage the company. In any case, at incredible organizations benefit is not the sole end; rather, it is a method for guaranteeing that returns will proceed. The institutional perspective of the firm is accordingly no more romanticized than is the benefit augmenting perspective. Overall ¬established practices, for example, Research and development and promoting, in the coca cola company can't be fixed to benefits in the short or long runs, yet investigators extol them (Coca-Cola, 2014). On the off chance that organizations are to fill a need past their business portfolios, Presidents must extend their speculations to incorporate worker strengthening, enthusiastic engagement, qualities based administration, and related societal commitments Time based Time administration is continually difficult in undertaking administration. Through fitting arranging venture directors can keep away from calendar invade (Bartol, Tein, Matthews, Sharma & Martin, 2010). The coca cola company project management group recognize the timetable invade and conceivable dangers because of overwhelm amid undertaking status execution audits. Having quality administration arrangement checked on ahead of schedule in arranging stage, tasks get advantage of expense decrease and calendar invades brought on by revamp (Coca-Cola, 2014). The company’s project supervisors utilize one of the calendar squeezing methods or make restorative move to bring timetable over on track. It is not obliged that calendar packing procedures to be utilized just in the wake of experiencing a timetable overwhelm. Project manager utilize it as a preventive measure for foreseen timetable overwhelm (Bartol, Tein, Matthews, Sharma & Martin, 2010). Bias for action The Coca-Cola Company intends to be comprehensively known, they do this by focusing on distinctive regions over the globe with diverse items, picking up their brand name and prominence. All the packaging accomplices work nearly with their clients, for example, accommodation stores, supermarkets, film theatres and road merchants to make and use restricted methodologies created in association with the Company. Their rival with other refreshment organizations are likewise limited down as they claim different brands that could be conceivable rivalry. For instance, the organization offers Coke without the opposition of other prevalent soda pop brands like Sprite and Fanta in light of the fact that the organization claims those brands also. The organization regularly audits and assesses their marketable strategies and execution to enhance their income and break down their aggressive position in the business (Coca-Cola, 2014). The company settle on choices in realigning their plans of action to match the organization’s objectives by utilizing methodologies and strategies as a part of the dissection of their execution (Bartol, Tein, Matthews, Sharma & Martin, 2010) Learning focus Coca-Cola organizations constructed around two centre possessions, the company brand and the company’s individuals. That is the thing that makes working at Coca-Cola so uncommon. The company accept that work is a place that the management need go consistently. It ought to be a position of investigation, inventiveness, proficient development and interpersonal connections. It's about being propelled and inspired to accomplish unprecedented things. The company need individuals to take pride in their work and in building brands others cherish. Finally, it’s the consolidated abilities, aptitudes, learning, knowledge and energy of our kin that make the company what it is (Bateman & Snell 2013). Coca-Cola Organization has 92,800 partners far and wide live and works in the businesses. The partners serve in excess of 87 percent of them not within the U.S. In the topographically nature's domain, they gain from each one business sector and offer those adapts rapidly. Subsequently, Coca-Cola Organization society is constantly synergistic. From refreshment idea and advancement to promoting, Coca-Cola partners are offering idea crosswise over divisions and markets in new ways. Thus, Coca-Cola partners are expanding eager about their work and enlivened to transform plans without hesitation (Coca-Cola, 2014). Discipline Coca Cola Organization guarantees predictable wellbeing and quality through solid legislation and consistence to relevant regulations and guidelines. They make their items using strict strategies, necessities and details gave through a coordinated quality administration program that measures the majority of their operations, framework wide, alongside similar worldwide principles for generation and circulation of their refreshments. The system advertises the most astounding models in item security and quality, word related wellbeing, and wellbeing and natural benchmarks over the whole Coca-Cola framework (Coca-Cola, 2014). The organization's items are tried in present day research centres utilizing state of the workmanship techniques and proper innovations alongside stringent necessities. They assess key item and bundle quality qualities by concentrating on fixings and materials, and additionally examples gathered from the market. They screen agreeability with their guidelines in production and circulation of The Coca-Cola Organization items to guarantee those items meet Organization prerequisites and purchaser desires in the market (Bateman & Snell 2013). To make and keep up quality and safety, the organization stays present with new regulations, industry finest exercises and market conditions, and captivate with standard setting and industry associations. They reliably reassess the significance of, and consistently enhance and refine, our necessities and norms all through the whole inventory network. Coca Cola Organization approaches the quality and safety of their items as an essential vital goal with support from Coca-Cola framework initiative. The organization administration system utilizes predictable measurements to screen execution, utilizes exercises to recognize and relieve dangers and uses devices to drive change (Coca-Cola, 2014). Measurement/ reporting and publication The coca cola organization is obliged to record with the Securities and Trade Commission, and to distribute on their site, the annual report about Structure 10-K, which reveals the Organization's yearly budgetary execution. To guarantee the trust of the individuals, those with whom they work together and their different stakeholders, they distribute a mixed bag of reports every year in regards to the organization execution in different business viewpoints, not simply budgetary execution (Coca-Cola, 2014). These reports reflect, in addition to everything else, organization's execution and achievements in the regions of item wellbeing, quality and respectability, advertising and advancement, group help, working environment rights and ensuring nature's turf (Bartlett & Ghoshal, 2002). Customer value The coca cola organization look to better comprehend the effect of the Coca-Cola business along the whole esteem cycle and accomplice with our clients to address zones of concern and include esteem past our refreshment items. The organization's clients incorporate vast universal chains of retailers and restaurants and little free organizations. They work with them just as to make shared profit. Together with the packaging accomplices, they provide service to their clients through record administration groups, giving administrations and help customized to their needs (Coca-Cola, 2014). The clients are persistently searching for approaches to diminish expenses, enhance deals and benefits, and convey better-quality, more various items to customers. They work to make extra esteem for their clients by suspecting their requests and engages and to proactively convey feasible answers for their organizations (Bartlett & Ghoshal, 2002). Capabilities creation Advertising investments are intended to improve shopper familiarity with and build purchaser inclination for coca cola brands. This leads to long haul development in unit case capacity, for every capita utilization and our offer of overall non alcoholic refreshment deals. Through the associations with the packaging accomplices and the individuals who offer the items in the market, they make and actualize incorporated promoting projects, both all inclusive and generally, that are intended to uplift buyer consciousness of an item claim for the company brands. In creating a technique for a Company brand, they lead item and bundling examination, create brand situating, create exact shopper interchanges and request customer criticism. The organization's incorporated promoting exercises incorporate, yet are not restricted to, publicizing, purpose of-offer marketing and deals advancements (Coca-Cola, 2014). The Coca-Cola framework has a large number of clients far and wide who offer or serve their items straightforwardly to customers. They concentrate on upgrading worth for their clients and giving answers for develop their refreshment organizations. Their methodology incorporates seeing each client's business and needs, whether that client is an advanced retailer in a created business sector or a stand holder in a developing business. They concentrate on guaranteeing that their clients have the right item and bundle offerings and the right limited time instruments to convey improved quality to themselves and the Company. We are continually looking to assemble new drink utilization events in their clients' outlets through extraordinary and inventive purchaser encounters, item accessibility and conveyance frameworks, and refreshment marketing and showcases. They take an interest in joint brand-building activities with the clients to drive client inclination for the organization brands. Through the business administration activities, they install themselves further into the retail clients' organizations while creating systems for better execution at the purpose of offer (Bateman & Snell 2013). Micro to macro The coca cola company business environment has been shifting altogether in la couple of years. Political variables, Economic components, Social elements and Technological variables are principally purpose for this. The Coca-Cola needed to change their methods keeping in mind the end goal to adjust these progressions (Coca-Cola, 2014). The Coca-Cola Company has possessed the capacity to change with the times to make due in the worldwide business sector, on the off chance that it neglected to adjust these progressions have fallen on the wayside. The changes in the company’s business environment help the company to develop a perfect and strong business strategy (Bartlett & Ghoshal, 2002). Challenges There were a number of challenges that hindered the collection and compiling of data from this case study. As students it was unable to collect enough information about the company due to official restrictions and Privacy information. It was hard to access the company’s private information. The employee feared that the information might be given to their competitors. This forced the use of secondary materials to gain more information some of which cannot be relied upon. Lessons learnt Different level managers of the association take part in diverse measures of time on the four managerial capacities of controlling, organizing, leading and planning. Planning is picking suitable authoritative objectives and the right bearings to accomplish those objectives. Organizing includes deciding the errands and the connections that permit representatives to cooperate to attain the arranged objectives. In leading, supervisors persuade and coordinate representatives to cooperate to accomplish hierarchical objectives. At the point when controlling, chiefs screen and measure the degree to which the association has arrived at its objectives. The level to which top, centre, and supervisory administrators perform each of these capacities is clear. Top supervisors do impressively all the more controlling, planning, and leading than do chiefs at whatever other level. Be that as it may, they do considerably less leading. A large portion of the leading is carried out by first-line supervisors. The quantity of controlling, planning, and organizing decline down the progressive system of administration. Leading amplifies as you move down the order of administration. Conclusion In conclusion, management is a very important asset in any organisation success. The rapid rise in globalisation has presented a challenging environment for the managers making them valuable in maintaining the performance. The manager is expected to plan, lead, organise and control. These functions are the basis of success in any organisation. For an organisation to meet the challenges of the globalised environment, the management is supposed to be efficient and flexible to respond to changes. The challenges that management help in overcoming include competition, diversity, ethics and information technology. With an efficient management the organisation is capable of overcoming these challenges. This makes managing an increasingly important role in the organisations. References Bartlett, C. A. & Ghoshal, S. (2002). Managing Across Borders: The Transnational Solution. London: Harvard Business Press. Bartol, K., Tein, M., Matthews, G., Sharma, B. & Scott-Ladd, B. (2011). Management Foundation, Australia: McGraw-Hill. Bartol, K., Tein, M., Matthews, G., Sharma, B. & Martin, D. (2010). Management: a pacific rim focus (6th ed.). Sydney: McGraw-Hill. Bateman, T. S., & Snell, S. (2013). Management, New York, NY, McGraw-Hill Irwin Coca cola company, (2014). The Coca-Cola Company. Retrieved 20 October 2014, from http://www.coca-colacompany.com/ Davidson, P., Simon, A., Woods, P. & Griffin, R. (2010). Management, Sydney Wiley Jones, G. R. & George, J. M. (2003). Contemporary management, Boston, McGraw-Hill/Irwin. Kannan, V. R. (2013). Strategic management in the 21st century, Santa Barbara, Calif, Praeger. Samson, D. (2001). Management for engineers (3rd ed.). Sydney: Prentice-Hall. Smit, P. J., Cronje, G. D. J., Brevis, T. & Vrba, M. J. (Eds.). (2011). Management principles: A contemporary edition for Africa. Juta and Company Ltd. Read More