LEADERSHIP FOR CHANGE

Leadership and innovation for change

Abstract

In the modern times, organizational change has become one of the fundamentals for every organization. In order to survive, organizations must respond to the environment and adapt to the changes. This report analyzes the change initiative taken by Pepsi Co. international in 2004. The change initiative aimed for cultural transformation throughout the organization globally. The report describes the context which triggered Pepsi Co. to initiate a widespread change. After the context of change, the organizational environment of change is briefed. The report further details the goals that Pepsi Co international aimed to achieve by global cultural transformation. How the change was implemented globally, what were the experiences of the employees, what results were obtained, what resistances were confronted; these are the questions which have been addressed ahead in the report. The report concludes with some recommendations for future change initiatives for Pepsi Co. International.

Abstracti

1.Introduction1

2.PepsiCo International2

2.1.Cultural change initiative2

2.2.Analysis of the change journey2

2.2.1.Context Of change2

2.2.2.Organizational environment of change3

2.2.3.Goals behind change4

2.2.4.Leadership and implementation of change4

2.2.5.Evaluation of the change process6

2.2.6.Results of the change process7

2.2.7.Resistance to change9

2.2.8.Recommendations for future change initiatives10

3.Conclusion13

References14

Leadership and innovation for change

Introduction

Modern world's swiftness of revolution has been affecting organizational operation and the leaders. Organizations work in the society and large environment. Societal and environmental dynamics impact the functioning of the organizations. Organizations; therefore, must respond to these changes in a prompt manner. Leaders and managers cannot be successful if they do not recognize the need and importance of alteration. Failure in bringing change in the organization and management results in the failure for the managers (Bharijoo 2005, p.01).

In modern times, organizations of all kinds and nature entail internal transformation and modification. These changes may be needed in organizational values, employee's behavior patterns, strategy, structure, technology or culture of an organization (Bharijoo 2005, p.01). The external environmental changes are countered by modifying and altering the internal operations, culture and behaviors. Any organization failing to fine-tune with the changes in circumstances is certain to be out of the marketplace. Regardless of the manner in which the change is initiated, change management involves taking deliberate and controlled approach to line up an organization with the transformation (www.psc.qld.gov). The organization change entails many challenges and resistance. These confrontations and resistances need to be well addressed, for a change to be successful. The change also needs to be sustained and maintained to ensure its effectiveness in the organization.

Pepsi Co International took a change initiative in 2004 (www.tmcorp.com). The change initiative was meant for cultural transformation in the organization globally.

PepsiCo International

PepsiCo is an international food and beverage leading organization having proceeds over $ 65 billion (www.pepsico.com). One of its business units PepsiCo International was formed in 2003 by uniting PepsiCo Beverages International with Frito-Lay International (phx.corporate-ir.net). PepsiCo International (PI) comprises all PepsiCo companies in Europe, Asia, Middle East and Africa (AMEA). This has now been segregated into Pepsi Co. Europe and Pepsi Co. AMEA (www.pepsico.com).

Cultural change initiative

One of the guidelines and values of Pepsi ...