Essay on "Pepsi Cola Company (2008) Is a World"

Essay 5 pages (1547 words) Sources: 3

[EXCERPT] . . . .

Pepsi Cola Company (2008) is a world leader in foods and beverages with revenues of more than $39 billion and operates with more than 185,000 employees. It consists of PepsiCo American Foods of PAF, PepsiCo Americas Beverages or PAB and PepsiCo International or PI. Among PAF products are Frito-Lay North America, Quaker Foods North America and all Latin America food and snack businesses in Mexico. PAB covers all PepsiCo beverages in North America and Latin America. And PI covers all of its beverage businesses in the United Kingdom, Europe, Asia, Middle East and Africa. PepsiCo brands are sold and available in almost 200 countries, selling at more than $98 billion on retail level. The company headquarters are in Purchase, New York (PepsiCo).

History

The beverage Pepsi Cola is the invention of Caleb Bradham, a pharmacist, of New Bern, North Carolina (Bellis 2008). He operated a soda fountain in his drug store. The most popular beverage he served was called "Brad's drink," created in 1893. It was made of carbonated water, sugar, vanilla, rare oils, pepsin and cola nuts. In 1898, it was renamed into Pepsi Cola because of its pepsin and cola nut contents. The same year, Bradham bought the trade name "Pepsi Cola" for $100 from a competitor who, at that time, ran out of money. It was trademarked on June 16, 1903. The first Pepsi logo was designed. The company went bankrupt in 1923. It was bought by Loft Candy Company in 1931. Its president, Charles G. Guth, reformulated the soft drink. The first advertising jingle, "Nickel, Nickel," was broadcast nationally and it promoted the price and quantity of Pepsi Cola at that price. It was a hit and recorded into 55 languages (PepsiCo).



Organizational Methods and Status and Policy on Diversity

PepsiCo (2008) endeavors not only to produce world's premier consumer products. It also aims at rewarding investors financially and providing growth opportunities and enrichment to its employees. In everything, the company mission is to strive for honesty, fairness and integrity. As a corporate citizen, the company acknowledged its responsibility to contribute to the quality of life of the communities with which it coexists. It expresses company values in the form of a commitment. That commitment is to effect sustained growth "by empowering people, by acting with responsibility and building trust." It empowers people by freely thinking and acting in ways to get things done while insuring proper governance and pursuing company needs. It pledges to function as good stewards of the resources entrusted to it (PepsiCo).

PepsiCo (2008) intends to fulfill its commitment by caring for customers, consumers and the world-at-large; by selling only products it can be proud of; by speaking "with truth and candor;" by balancing short-term and long-term risks and decisions; by respecting others and succeeding together; and by winning with diversity and inclusion. In observing a policy of diversity, the company puts in and works with people with diverse backgrounds, traits and ways of thinking. It believes that this policy encourages innovation and the chance to locate new market opportunities in order to develop company capability to sustain commitments to growth through empowered people of similar and diverse backgrounds (PepsiCo).

In the pursuit of his policy, the company respects the dignity of its workers in the workplace and insures their rights, among other things, to freedom from harassment and abuse of any kind (PepsiCo 2008). It commits fairness and honesty in dealing with wages, benefits, and other employment conditions. It recognizes employees' right to the freedom of association. It does not use compulsory or child labor, or tolerate discrimination. Instead, it insures equal opportunity for all its employees. It complies with all applicable laws, regulations and standards of employment in all their locations (PepsiCo).

The company views diversity as both the right thing to do on its own and for its business (PepsiCo 2008). It is committed to it as a corporate way of life or culture. It considers diversity the key to the company's future. It celebrates the appeal of its products to a vast range of consumers and equally diverse groups of retailers. In summary, it offers a workplace where diversity is valued. This position helps the company establish a top-quality workforce, which is decidedly crucial to business success. This is made possible by attracting and retaining people of different backgrounds (PepsiCo).

PepsiCo (2008) was among the first companies to begin hiring and placing minorities to professional positions since 1940. It is the first among Fortune's top 500 companies to have an African-American vice president. It draws employment decisions from workers' real accomplishments. It has records to show that it respects individual differences in culture, ethnicity and color. It retains a core value of diversity in its present diversity initiatives as a competitive advantage. Its multi-year strategic plans and goals include diverse recruitment, greater retention and establishment of more inclusive culture. Annual employee performance evaluations incorporate diversity and inclusion goals to guide managers. It mandates a twice yearly organizational health survey, which incorporates diversity issues and analysis of the minority and women. Senior management is accountable for the results of this function. The company also sponsors multi-level programs to train employees to work in or manage an inclusive workplace. Employee networks are also in place to direct, assist and support diverse employees (PepsiCo).

PepsiCo pledged a milestone donation of $500,000 to create the Multicultural Foodservice and Hospitality Alliance (Business Wire 2002). It was considered the largest single financial commitment since its creation in 1997. The increase of its annual support was made during the MFHA third national conference, entitled "Diversity Economics: Turning Difference into Dollars," held in San Diego, California. The amount represented a 40% increase over the group's last conference. The amount would partly create a multicultural business development institute at Johnson & Wales University. The institute would support the development of a diversity best-practices model; multicultural education programs and publications for human resource managers; the creation and conduct of multicultural business-case studies; and multicultural consumer research for restaurant and hotel operators. MFHA recognizes that the future depends on the successful hiring, training and retention of diverse workers. It is a partner to organizations, which promote diversity. It also undertakes research and consults with companies on how to secure diverse customers (Business Wire).

Law Suits

Robert Buckhalter sued his former employer, Pepsi-Cola General Bottlers, Inc. For race discrimination at the former Illinois Fair Employment Practices Commission in 1982 (Human Rights Commission 2008). The judge found the evidence insufficient and ruled in favor of the company. Pepsi-Cola pleaded for the payment of attorney's fees by Buckhalter but the Commission denied the plea (Human Rights Commission).

Michael Dillon filed a discrimination lawsuit against Pepsi Cola Company (the Oklahoma City Journal Record 1998). He accused that the discrimination was occasioned by his drinking Gatorade on the job and by swigging another product during a meeting for which he was publicly insulted. In his complaint, Dillon said he suffered physical injuries and disabilities after speaking out about safety problems with delivery trucks. He sought unspecified damages from the company and four supervisors at the Baldwin Park distribution plant (Oklahoma City Journal Record).

Nadine Waller filed an employment discrimination case against Pepsi-Cola Corporation and her supervisor in a federal court for racial and sexual harassment in July 1988 (Altlaw 2008). She complained that her supervisor, defendant Wendall Thames, also constructively discharged her in violation of an implied employment contract as well as federal and state laws. The district court dismissed the charge on the failure of the complainant to establish the existence of evidence to create a "genuine issue of material fact." The burden of proof could not be satisfied by conclusive assertions and mere affidavits were insufficient (AltLaw).

Jose R. Alvarez-Fonseca charged Pepsi-Cola Company with a violation of the Age Discrimination in Employment… READ MORE

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