Business Research Task: Coca-Cola Amatil Essay

Business Research Task: Coca-Cola Amatil Employees are the most beneficial assets that a business can have. Without staff a business, essentially, would be unable to operate. Therefore it is of vital importance to maintain a highly efficient relationship between employers and employees. This is carried out through Employment Relations. Effective and efficient employment relations in a specific organisation should be shown through; good work performance, job satisfaction amongst employees, low levels of absenteeism and low levels of staff turnover.

As these goals are met so will the level of effectiveness of a business’ employment relations be determined. Coca-Cola Amatil independently manufactures own soft drinks, it is the principal Coca-Cola licensee in Australia. Coca-Cola Amatil relies heavily in their employment relations expertise. They aim to ensure satisfaction in the work place for both employee and employer. They do this by putting into several practices to ensure the success of the business; effective communications, a rewards system, flexible working conditions, legal compliances and efficient conflict resolution.

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Outline the importance of communication: It is of vital importance to uphold constant communications within a large company if it is hoping to attain successful employment relations. Communication serves a wide range of purposes; problem solving, instruction, supportive explaining and so forth. As today consists generally of flatter organisations managers tend to be keen in providing employees with information on the business’ goals and aims with the hope of gaining information and ideas from some of the employees.

Verbal uses of communications include questioning, feedback and presentations, whereas non-verbal communication includes emails, reports and newsletters. Without a successful use of communications within a company and between staff, the company runs the risk of misunderstandings and rumours or gossip spreading regarding the business practices or important information. At CCA employees and employers achieve a sufficient amount of communications, this involves face-to-face communication, meeting with employees at manufacturing works and over the phone communications and written communication.

An initiative they have recently taken is to record video presentations on occasions to relate information back to employees. [Business Studies HSC Course Second Edition, 2004] Grievance procedures are included in each employment contract insure a process to be carried through as conflict resolutions arise. The purpose of grievance procedures is to fix any problems within the workplace in an efficient and undisclosed manner, these procedures provide employees and employers with the confidence that if any quarrel should occur, it be settled in an appealing manner.

Human Rights and Equal Opportunities Commission and the Anti-Discrimination Board are the government employment relations bodies that CCA refers to for all the recommendations it conforms to. CCA feel it important to treat employees with fairness, dignity and respect. Their Whistle Blower Protection Policy offers staff a channel of communication in which that may convey any suspected fraud or corruption. [Erini Kontrafouris, 2010] Evaluation: CCA strives to achieve a proficient relationship between employee and employer.

CCA has found that an effective communication habit has aided in this aim, through an observance of low levels of staff turn over and absenteeism this can be deemed, complete. And as can be seen in production and growing of the company, the levels at which employees perform show that they are satisfied with their position in the business. With all this in mind and the fact that communication within a business is held in high regard, it can be assumed that the communications system within CCA is efficient and effective. The Whistle Blower Protection Policy aids in making employees feel comfortable in their work environment. Erini Kontrafouris, 2010] Identify rewards offered to employees: Reward management can be defined as: “a strategic approach to reward and recognition of staff aimed at ensuring the organisation has the skilled and motivated people it needs to achieve its objectives” [Owens, Hayek, Huxtable, 2009]. There are two types of rewards; monetary and non-monetary. Monetary rewards consist of things like pay, bonuses, profit sharing, share bonus schemes and fringe benefits. Whereas non-monetary rewards include positive feedback, employee of the month awards, certificates of appreciation and promotion.

Rewards systems should include the following to insure fairness to all parties; show respect for individuals, operate with procedures that are fair to everyone and to be plain and blunt about the basis of decision making. Rewards aim to motivate staff and draw high-quality employees. Wages and salaries tend to be the main monetary reward offered at CCA. But they also include offers of retirement benefits and superannuation that are over the legal minimum, this is seen as an attractive quality in potential staff. As an addition, managers are known to receive yearly bonuses, share options and fringe benefits as rewards for good performance.

Non-monetary rewards given at CCA comprise of company cars, promotion, flexible work hours, holiday leave [again, above and beyond that of the minimum legal requirement, and implements that aim to keep high levels of productivity an morale in the workplace. [Business Studies HSC Course Second Edition, 2004] At CCA managers hold each other responsible for performance and reward employees, remuneration and benefits are re-evaluated often to ensure they’re fair and up to date with the current market. Evaluation: Coca-Cola Amatil recognises the importance of employees in the workplace.

They strive to ensure that their employees are comfortable with where they are, and they feel as if they are benefitting from being involved in CCA. CCA therefore makes sure they show appreciation of their employees through a rewards system. Low levels of absenteeism demonstrates that the approaches CCA are taking in illustrating appreciation are successful. To improve this, they might consider introducing free drinks night, so as to create a sense of team and social connections within the company. This would also aid in eliminating any conflicts that may arise in future. Discuss flexible working conditions:

Coca-Cola Amatil pride themselves in their acceptance of employees work-life balance. Flexible working conditions include approaches such as; assisting staff with family responsibilities and helping maintain a healthy work-life balance. Flexible arrangements like this can consist of flexitime, job sharing, telecommuting or flexiplace and career breaks. [Owens, Hayek, Huxtable, 2009]. Changing social trends and values involve a change in working conditions, a more flexible approach. The Flexibility Policy has been recently introduced into the company to maximise the benefits that may be gained from offering flexible work time.

Some benefits include; keeping people motivated about work, keeping women and men juggling families in the workforce and keeping aged workers in the business. CCA employs a large number or casual workers, and this sector is growing. CCA happens to be an industry leader in the support of family friendly workplaces. Employees are provided with pair maternity and paternity leave and working from home options. The cost of all these benefits and programs do not outweigh the financial benefits that CCA receive from retaining their gifted employees.

Flexible working arrangements are provided through the Flexible Work Options Policy this includes; job sharing and part-time work, volunteer services leave, and paid parental and adoption leave. CCA compares, or benchmarks, regularly its employment relations performance to other businesses, this makes sure it is up to date with industry standards. Benchmarking allows CCA to recognise problems and start to implement a strategy to improve them Evaluation: Through reports on falling levels of absenteeism and the low rate of staff turnover as well as improvements in product quality in CCA, it can be oncluded that their approach to sympathising with staff commitments outside the company are being cared for. These may include things like family illness and parental leave. The limited use of sick leave is a positive indicator that the company is meeting the employee requirements with regards to flexibility of work hours. Benchmarking is an effective tool in measuring the standards of the business, against other businesses. It allows CCA to make up for their lack of local knowledge [due to overseas branches] by comparing the company’s performance to that of other companies.

Explain legal compliances of the business: Legal compliances of a business are regulations and codes of conduct that the business must legally follow. CCA has a Compliance & Social Responsibility Committee. Their purpose consists of the Statutory Compliance “reviews compliance with laws including, but not limited to, occupational health and safety, environmental protection, product safety and trade practices. ” The Statutory Compliance consists of laws relating to occupational health and safety, environmental protection, product safety, trade practices and other legislation as seen fit.

Policy Compliance: “reviews the Company’s policies and standards which reflect on the Company’s reputation including, but not limited to, quality standarnds, policy on dealing in the Company’s securities and disclosure policy. ” The Policy Compliance reflects on laws relating to quality standards, the policy on dealing in company secutiry and disclosure policy. Social Responsibility: “reviews reports and, where appropriate, makes recommendations to the Board in respect of political donations, community sponsorship and support, obesity and other social issues which may be relevant to the Company. The Social Responsibility says that the committee will review reports and suggest to the Board things in the line of political donations, community sponsorship and support and social issues relevant to the company. The Committee is made up of the Board of Directors, its purpose is in assisting the Board in determining whether the systems of control put into practice by the management fall in line with the company’s responsibilities, and ensures that there are policies and command over protecting the company’s reputation. Legal Compliances are the laws set down by state and federal regulations, governing how a business may operate.

Legal compliances include the following; recruitment, health, safety and security, recordkeeping, employee relations, communications, benefits and compensation and training and development. [Coca-Cola Amatil, Compliance & Social Responsibility Committee Charter, October 2006] Discuss conflict resolution procedures of the business: As said by Australia’s industrial relations system, the crucial duty for resolving workplace dispute lies with the workplace. The first stage of industrial conflict is the unresolvedness of two parties within the workplace.

Stage two consists of meditation, in which the third party [neutral] is chosen, the third stage is called conciliation, wherein the third party attempts to find some agreement between the two fighting parties. If no resolution is achieved after this point, the arbitration stage is reached. Where the AIRC makes a decision that both parties are obligated to follow, but this stage is rarely reached nowadays. This conflict resolution procedure put into place by CCA is making use of their communication abilities by opening options to both parties involved to voice their problems and have them sorted.

Bibliography * Business Studies HSC Course Second Edition, 2004, Leading Edge Education * Coca-Cola Amatil, Compliance & Social Responsibility Committee Charter, October 2006, retrieved 12 April, from http://www. ccamatil. com/files/1/Compliance%20and%20Social%20Responsibility%20Committee%20Charter. pdf * Erini Kontrafouris, 2010, Coca-Cola Amatil – Caring For Our People, retrieved 23 April 2010, from http://www. ccamatil. com/caring. asp * Owens, D, Hayek, T, Huxtable, V 2009, Macmillian HSC Business Studies, VCTA, Sydney. * Robin


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