Impact of the Effective Leadership on the Organizational Performance: Coca Cola Company
Effective leadership remains a core component to the success of any business. As many organizations entrust their success to the employee’s satisfaction, Hurduzeu (2015) suggests that the task of the organizational leaders is significantly more crucial to the corporate performance than any other component set to determine an organization’s performance. An effective leader is a person who motivates employees, help them become competitive, and use the most appropriate leadership styles to deliver a standard of excellence in the workplace (Noruzy, et al., 2013). Good leadership helps in ensuring employees’ satisfaction, which in turn influences the organization’s productivity and profitability level (Widodo, 2014).
Over the past years, different factors have been found to affect organizational performance; key among them being organizational leadership (Noruzy, et al., 2013). Therefore, this study aims at reviewing the concept of effective leadership at Coca-Cola Company as a core factor ensuring the organization’s high performance. As the study focuses on examining different leadership concepts and its impact on the organizational performance, the researcher hopes to provide insightful ideas concerning how effective leadership can influence the success of businesses in a competitive market. The study builds a clear argument that will be based on the existing literature on the topic of leadership and its effect on the performance of most modern companies. The previous studies that will be used in this research will be essential, as the information will support the research and link the study with facts that concern the subject of the study.
Literature Review
Hurduzeu (2015) suggested that transformation leadership is a leadership strategy that top managers in most organizations use to influence the organizational performance. The study reveals that a transformational leader is a person who changes the organizational culture by inspiring the employees (Hurduzeu 2015). In addition, Noruzy, et al. (2013) examined the relationship between transformational leadership, knowledge, innovation, and organizational performance, and established that transformational leaders within most organizations inspire employees through their decisions, which makes the latter become more dedicated in meeting organizational goals.
Jung, Chow, and Wu (2003) assert that effective leaders have a strong influence on the employees’ creative behaviors and performance. In this case, the study claims that leaders can affect their followers’ creativity in a direct or indirect way. The researchers suggest that transformational leaders support employees’ creativity by establishing a working environment that encourages the workforce to come up with different approaches intended at realizinging positive outcomes toward the organization’s performance.
Similarly, Ullah (2013) notes that leadership commitment as one of the leaders’ behaviors that can influence the organizational performance. Uttah (2013) suggests that it is substantial for leaders to work in a dedicated manner in the organization, because when a leader is committed to his or her work, this changes the employees’ attitude and encourages them to continue working for one organization. The aspect of organizational commitment is significant, as it brings a strong belief within the organization, making the employees accept the organizational goals and values (Ullah 2013). This study suggests a strong relationship between leadership commitment and organizational performance, as it makes employees remain in the organization and contribute their effort to make the businesses achieve their desired goals and objectives. Ullah (2013) further notes that leadership commitment has an impact on employees’ performance, as the employees work in the most effective way when their leaders are committed to the organizational task and values. Significantly, the behavior of commitment in the workplace, gives an organization the opportunity to have increased sales, successful financial records, and meet its profit figures (Ullah, 2013).
Another study by Colbert, Barrick, and Bradley (2014) affirms that leaders can make an organization to succeed and become competitive through management models such as making strategic decisions and creating a sound relationship between employees and the organization (Colbert, Barrick, & Bradley 2014). As these are some of the crucial responsibilities of the leaders within an organization, it is clear that the mechanism influences the organization’s performance, as most are applicable in a complex situation in the organizations (Colbert, Barrick, & Bradley 2014).
Blazey (2009) reports that effective leadership and governance allows organizations to accomplish their mission as planned. The study clearly demonstrates that most of the results of the organization’s performance are based on the proper level of leadership and governance. In a different research, it is said that leadership is a crucial driving force that increases the performance of an organization (Karadağ, 2015; Blazey, 2009). According to Karadağ (2015), effective leadership is critical for making an organization accomplish its organizational goals and objectives. When the management drives an organization to accomplish its mission, objective, and output, this tends to be an indication of the quality of leadership within an organization (Karadağ 2015). To explore the impact of leadership on the modern organizations, Karadağ (2015) suggests that effective leadership styles make an organization become innovation oriented since the leaders focus on dynamic markets and making the organizations more competent and profitable. Karadağ (2015) also links effective leadership with the organizational competitive advantage. In this context, the study reveals that effective leadership facilitates the development of the management group in the organizations, which in turn lead to sustainability of the concept of competitive advantage as delivered by an organization.
Leadership behaviors interact with the organization’s environment (Song, 2008). From the review of leadership concept by Song (2008), it is noted that when leaders interact with the organization’s environment effectively, this interaction helps in building the employees. As a result, the employees understand organizational uncertainties. In the analyses of the Leadership Behaviors and Human Resource Development in Public Sector Organizations, Song (2008) claims that a visionary leader has a greater impact on the employees and the organization itself by providing guidance on the uncertainties that may influence the organizational performance. From this task, it is evident that effective leaders influence the organizational values, purpose, and its meaning with the employees at any period of organizational operation.
Research Methodology
Research is the systematic analysis to determine the facts of a case and develop conclusions based on the findings of the study (Creswell, 2014). A research methodology entails the collection of data to help meet the objectives of a study (Creswell, 2014). Choosing the best research methodology requires that a researcher identifies the aims of their research. Qualitative research is used when a research does not require numerical data (Creswell, 2014). Quantitative data is however, used when the study is numerical data (Creswell, 2014). Finally, mixed methods include the input of both qualitative and quantitative research. Therefore, for effectiveness on the subject of research for this study, it will be relevant for the researcher to use the most appropriate research approach. Based on the nature and objective of this study, the researcher will use qualitative research approach. As a qualitative study, the researcher will use the literature that is available for data collection on the impact of leadership on the performance of Coca-Cola Company.
The aim of this study is to examine the impact of effective leadership on the performance of Coca-Cola Company. As the study uses a global company as the case study, the researcher will be required to use the most appropriate data collection method. The researcher will use secondary data, by reviewing studies that have focused on leadership and performance of Coca-Cola Company and other publications on the organization.
For the collection of data, the researcher will carry out a self-analysis, by obtaining secondary data through desk research technique. The investigator will summarize and synthesize other studies concerning leadership at the Coca-Cola Company and the way it influences the performance of the organization within the global market. According to Bradley (2013), desk researchers’ looks for secondary data within the organizations used in the study through the review of online or secondary materials and offline materials. For this study, the researcher will review articles, books, and company web pages for the collection of data and later plan and interpret the data collected in order to answer the research questions.
Sampling
Since this study involves the use of secondary data, the researcher will not need to sample any participants. Creswell (2014) notes that sampling and primary data collection may be cumbersome, especially when dealing with a large population. However, this study will ensure that studies used in the secondary analysis used credible sampling techniques and that their reports were substantive.
Ethical Considerations
Fouka and Marianna (2011) argue that it is important for researchers to consider research ethics while conducting any study. The primary research ethics that researchers should take into account in any study is the protection of formality and publication of the information in the research (Fouka & Marianna 2011). Therefore, for this study, the research ethics that the investigator will necessarily consider include confidentiality and respect for anonymity of all participants. In this situation, the researcher will not disclose any confidential information about participants without their consent.
The researcher will also consider acknowledging the owners of the data used in this study. The data for this research is readily available on the books, the internet, and other public forums. The researcher may opt to request permission from the original owners to use the data available, but due to the time that is set for this study, the investigator will simply acknowledge all the owners of the information utilized in this study and respect the copyright provision. Tripathy (2013) claims that written permission for the use of the secondary data is included in the application for ethical clearances. This means that the researcher will adhere to the rule of borrowed data, through the application of the available ways to show that the study observes different ethical considerations.
The Research Timeline
| Week 1 | Week 2 | Week 3` | Week 4 | Week 5 | Week 6 | Week 7 | Week 8 | |
| Selection of Study topic | ||||||||
| Determine Study Objectives and Aim | ||||||||
| Collection of relevant literature | ||||||||
| Revision based on supervisor’s feedback | ||||||||
| Draft proposal on 5th December | ||||||||
| Deliver final proposal on 7th December | ||||||||
| Plan for collection of data |
| Data collection | ||||||||
| Data analysis | ||||||||
| Deliver research draft | ||||||||
| Revise based on supervisor’s comment | ||||||||
| Formulate final research paper | ||||||||
| Make final comments on supervisor’s comment | ||||||||
| Submit Final Research |
References
Blazey, M. L. (2009). Insights to performance excellence, 2009-2010: An inside look at the 2009-2010 Baldrige Award criteria. Milwaukee: Asq Quality Press.
Bradley, N. (2013). Marketing research: Tools & techniques. Oxford: Oxford University Press
Colbert, A. E., Barrick, M. R., & Bradley, B. H. (2014). Personality and leadership composition in top management teams: Implications for organizational effectiveness. Personnel Psychology, 67(2), 351-387.
Creswell, J. W. (2014). Research design: Qualitative, quantitative, and mixed methods approaches. Thousand Oaks: SAGE Publications.
Fouka, G., & Marianna, M. (2011). What are the major ethical issues in conducting research? Is there a conflict between the research ethics and the nature of nursing? Health Science Journal. 5(1), 3-14
Hurduzeu, R. E. (2015). The impact of leadership on organizational performance. SEA-Practical Application of Science, 1(7), 289-294.
Jung, D. I., Chow, C., & Wu, A. (2003). The role of transformational leadership in enhancing organizational innovation: Hypotheses and some preliminary findings. The Leadership Quarterly, 14(4), 525-544.
Karadağ, E. (2015). Leadership and organizational outcomes: Meta-analysis of empirical studies. Cham: Springer
Noruzy, A., Dalfard, V. M., Azhdari, B., Nazari-Shirkouhi, S., & Rezazadeh, A. (2013). Relations between transformational leadership, organizational learning, knowledge management, organizational innovation, and organizational performance: an empirical investigation of manufacturing firms. The International Journal of Advanced Manufacturing Technology, 64(5-8), 1073-1085.
Song, Y. (2008). Leadership Behaviors and Human Resource Development in Public Sector Organizations Under Conditions of Organizational Uncertainty: Comparative Organizational Study Between US and Korea. Dissertation, University at Albany, State University of New York
Tripathy, J. P. (2013). Secondary Data Analysis: Ethical Issues and Challenges. Iranian journal of public health, 42(12), 1478.
Ullah, A. (2013). Impact of Leadership on Organizational Performance. A Case Study of D&R Cambric Communication. Vaasa University of Applied Sciences, Dissertation. Finland.
Widodo, D. S. (2014). Influence of Leadership and Work Environment to Job Satisfaction and Impact to Employee Performance (Study on Industrial Manufacture in West Java). Journal of Economics and Sustainable Development, 5(26), 62-66
