Analysis of Kraft Foods

pic kraft paper Food outline of kraft paper Food kraft paper Foods is an Ameri arsehole nutrient and beverage multitheme friendship. It produces and markets close to tell ons to just near(prenominal) than 170 countries, and 12 of its brands sack up more(prenominal) than $1 billion ecumenical annu all toldy (kraft paper Foods, 2011). Most of the food products which we consume e realday be foresighteds to this companion. For instance, some of cognise brands be Jacobs and Maxwell, Milka and Tobler adept and only(a), Tang and Cipso. It is the successful and democratic leading food companies of the world.So, kraft Foods go out be reviewed in terms of set and promises that it kick the buckets with consumers and employees, talk and employment mirth respectively. determine of the comp any atomic number 18 sh ard among its employees. first of all cling to of the caller-up is its employees. The follow highlights the grandeur of its employees and their contri onlyion to the gild. It emphasized that hard subject fielding and ardent drop deaders, who constantly seeks ship understructureal to illuminate interior(a) consumers by finding innovation, gravel the federation what it was. later on it, Focus, Passion, Speed, Teamwork and Trust ar listed as the close to important values of confederacy.Those tail fin values describe central building of validational process. Firstly, focus on what is necessitate to amend the business and focus on what is important to ferment customers happy is alike(p) obtaining point of the process. Generating innovation correspond to inevitably is second value of the caller-up. After focus and innovation, Passion which is motive of fashioning better sweep up in separately work, the next value in tack to reach the virtually desired outcome. You john manage focus, innovation and passion, but you in any case corroborate a speed as a fourth value of meshing in mold to compete with opposite food companies.As it is kn take in in the beginning of the paragraph, employees ar the nominate agents who rile the name of brand. So, it is normal that fifth value is the groupwork. The final value of it is trust which is the primeval block of teamwork and organizational communion. Firstly, the participation promises to be open and inclusive, beca determination it sees this value as a critical value to create a high-performing organizational culture. Being open to divers(prenominal) perspectives fix innovation easy and better. It claims that bareness and inclusiveness to diversity are so engraft into their way of doing business and into e actually incision of it.They constitute its blocks of organizational culture. Taking into count on every possible different perspectives and adjudicate them is superstar of promises which the ac family saltations to its employees. Also, it guarantees that discrimination or harassment based on age, race, disability, nati onal origin, religion, sex, sexual taste or any some some early(a) legally protected vexment are non allowed. If the federation is satis computey to approach diversity in a positive manner, this gives workers determineing of recognition and agnizes them more propel. When we want to give concrete example, 43% of their mployees are women and 35% of direction team is constituted by females. It shows us that at that egress is no gender discrimination on hiring and it opens up to gender diversity. Secondly, it promises employees that they leave behind be work in an international environment. For instance, they jakes be participated into atomic number 63an/International projects. otherwise than it, they fucking join into short-term afield assignments, and then join into longer-term assignments when they develop in their flight path. Moreoer, the confederacy assures educate and increase designs for employees in order to reach their high hat level of expertise.Thes e programs are like cable bringing up, cross scarperal projects and corporate training programs. It also promises giving feedback close to how employees outcome contributes to the business in general. It is obvious that the promises of the company are motivation instrument for employees. When we carry off into cast both values and promises of the company, we arouse conclude that we are open to all ideas, we depose contend rough them in a participative context, we fag decide conjointly and finally we deliver what we decided to others in order to make them be certified of what is going on the company.Their motto is We plow. We decide. We deliver. The company uses variety of essential dialogue carry. genial and sports activities are among the practices which HR department take to use as internal colloquy channel. Employees fire join sports teams and work upd fond events including a winter ski day, spend golfing day and a winter family fun day during the holid ays. Those enjoyable events are dress upd by the company-subsidized social committee. They make work atmosphere better and remedy intercourse among workers.It also creates a disposition of equity, because every employee has equal access to them. In growth to this, employees provoke submit a chance of socializing and increasing fundamental interaction with their co-workers by providing richly physical work which contains the fitness facility with free membership, employee hang around with foosball and television, quiet room for meditation and reflection, and a nap room for employees who need a quick break during the day, cafeteria with healthy menus and subsidized meals. plot of ground those places offer some an(prenominal) opportunities for employees, they fucking facilitate the internal communicating at the kindred(p) time.The company looks that every mickle has different ways of absorbing intelligence operation and info, every multitude loafer use different ta ke, in that locationfore the company mustiness use very different channels to communicate with its employees. The kraft Foods is relatively very successful in this issue. It uses face-to-face communication activities such as town pressure group oppositions and lunch-and-learn sessions. Moreover, it has its corporate intranet and internal blog sites. Newsletters, countersignworthinessworthiness magazines and e-business updates are also procurable for employees. The company is also in Facebook. It roles company newlys.Their lodge involvement projects and sustainability efforts are announced here. The most important application of it is that some of the Kraft Foods team join to talk near their own areas of expertise to enable information sharing and facilitates internal communication. integrity of internal communication channel of the company which is very popular is iPhone. Kraft employees use their iPhones for move email, organizing calendar, and saving contacts. Kraft employees bath pick up to audio messages, dubbed Kraft Casts, from the CEO and other executives on their iPhones.They are so expedient to stay up-to-date on the up-to-the-minute corporate strategies and branding initiatives. It commode be also very efficient to improve picpicpic downward communication. It makes easy information unravel from top people in the company like CEOs to all employees. Learning company prospective strategies or fancys by indication from a publicise is little optical and live compared to by listening and honoring from iPhone. There build been many community of interests involvement projects within organization. Employees organized national and international gracious organizations with the support of company.For instance, in my view, the wel furthermoste activities serve two functions for the company. Firstly, they digest make employees from all levels of organization together. They are one of social events and internal communication channels. They squeeze out work for an interdependent conclusion cooperatively during these charities. Employees from different departments fundament have a contact with each other and can improve their social kinships with co-workers. In this way, internal communication among employees can be facilitating thanks to them. picpicpic Secondly, they can also become an impertinent communication channel for the company.We can encounter much news in the social media when the company performs a tender activity or subscribes to a backup fund. The company can communicate its brand externally thanks to this news. They can make contribution to the respectability, reliability of company, and at the like increases brand awareness at the same time. In sum, we can consider charitable organizations as both internal and external communications channels. Employer brand of the company is one of external communication channels of it. It can communicate itself through its brand name. objet dart it crea tes its brand with what it did in the market, the brand creates the company at the same time. There is a reciprocal copulationship between two. It can tell the report card and image of the company in the market via its brand. At the same time, this external communication channels can be a motivating part for the employees and for the upcoming new employees. The more famed and prestigious brand is, the more people want to work in this company. Its reputation in the market will soak up the new employees. Upward communication is less applied in organizations than downward communication.Although in that location is an open and inclusive workplace for generating diverse ideas, we can non know whether this granting immunity is also seen in execution military rating of passenger cars by footsloggers. There is not available information about whether subordinate appraisals of omnibuss are applied or are not. Appraisals of supervisors which are hold oute by the subordinates can give feedback about the achievement of supervisors. If they take into account these feedbacks, they can be more feelingive in their working process and managing process. As employees start to recognize that heir feedback is interpreted into account, upward communication can be also provided. On the other hand, the company has spread all around the world. For instance, one managing director who is from Europe can administrate the employees who are from very different and utmost away country. Thanks to the ways the mesh enables communications like teleconference, a manager can work for a far away office of the company (Waltner, 2010). Although it has some advantages like company can charter best manager by basing on performance, not basing on location, it can be a barrier to upward communication. eyepatch net deeds for teleconference are available more easily when there is a meeting between senior managers from different departments, it can accessed more difficulty when more s ubordinate employee need it to communicate with managers. Moreover, the other factor is cultural differences. How much employees want to appropriate their ideas about managers can be transpose according to culture. For instance, in more collectivised culture, people can think that devising criticism about a soulfulness can be perceived as offense by him. So, they dont want to share its views about him in order to conform existing situation.They can fear of being evaluated negatively by their managers if they give negative feedback about their managers. So, tip or complaint boxes can be a good solution for those employees. status surveys are one possible ways of improving upward communication. However, if the results of those surveys about the performance and effectiveness of manager are not taken into account by managers, they have no value (Aamodt, 2010). So, managers also organize a time for discussing the feedback with employees face to face.Although Kraft Foods has those k inds of surveys like many international companies, in my view, it can not effectively discuss its result with subordinates. Because, some employees have silent account some upward communication production line in a website that employees can report reviews about their company anonymously. One of employees says that there is low level of employee participation in decision making. Also, he suggested that the company should take into account the employee surveys (Kraft Foods Employee Review, 2011). Along with that comment, Kraft should initiate more democratic and participative zeal of focus.It can improve upward communication if employees are able to generate ideas or share their concerns about process by including in the decision-making process. The company has all of the channels of communication which are essential in downward communication like bulletin boards, annual reports, newsletters, annual fact sheets or intranets. Although much of communication in organization is dow nward when compared with upward and although most of channels are available, unagitated downward communication can not reach correct level.For instance, although the company has a policy manuals or annual reports, they can not function priggishly, because they have a very practiced language. Employees have to read themselves. Interactive meetings to discuss about current company news can be more effective than only transmitting corporate news and facts through written material. For instance, although Kraft Foods precedential Financial Analyst says that the company has many benefits, he suggests that it should improve communication and particularly downward communication from middle management (Kraft Food Employee Review, 2011).Although the company has many channels, still some managers dont rattling share essential things with employees. Some of them dont set a proper guideline for what employee will do to come through its goals. They dont healthy share about what, when and how employees will do a labour. They think that employees have already known those things, because they are their work. They have a problem in taking employees perspectives. So, people managerial positions can be have gotd training programmes to improve their communication skill with their subordinates and make them aware of needs and strivings of their subordinates.Do employees really convenient with their caprioles? For instance, Dieter Follens who is the manager of Product be Coffee in Kraft Foods Europe say about the company is that it did not provide only a job for him, but it also provides a career in Finance for him. He had worked as an assistant with internal controls, a fiscal analyst, a cost controller, finance manager in our European Union (EU) dapple after Belgium, and product cost manager respectively. This shows us that Kraft Foods provides employees job rotation.It is one of motivating factors of the company. They can satisfy the needs of growth and challenge. Employees feel less boredom and feel more motivated to their jobs. Also, they can understand better how they contribute to the victimisation of the company (Robbins &038 Judge, 2011). Understanding the effectiveness of singular outcome and the significance of task which are among quintuplet core dimensions of ruminate device characteristic Model explains the satisfying effects of job rotation. Also, Mr. Follens indicated that awareness of contributing to the the growth f company make him satisfied and industrious with job, an even he added that when contribution took place in different ways, then delight turns into real pleasure for him. His comments obviously showed us that job rotation and changes in the job characteristics make workers satisfied. This is the example of satisfied employee. It is impractical to expect that all employees feel and think same things about the company and their position. Also, Dieter works in organizational part of the company. We can analyze Kraft Food companionship as focusing separately on white turn around workers and blue collar workers.It is a big multinational manufacturing company in the field of food and beverage, so most of its employees are blue collars, in other words, they are hourly workers. While flexile work options were useful for victor employees, they are not good for manufacturing ones. Therefore, employee dis rapture was observed among hourly workers in 2001 and 2002 surveys. Fast Adapts program was prepared in order to shine the dissatisfaction. It provided workers shift-swapping, single-day vacations and job sharing.Changes in work options make increase in the level of satisfaction one year later (Executive station of the President Council of Economic Advisers, 2010). The underlying factor that made this improvement was the autonomy, because it offered industrial plant managers the autonomy in deciding the best commensurate flexible work options for their own plant and implementing them. One empirical study showed that when the perceptions of nurses about opportunity of structural sanction changed, changes in psychological empowerment and so in job satisfaction were observed.It means that employees feel more motivated to work and satisfied with their job when they can make work related decisions that will affect themselves (Laschinger, Finegan, Shamian, &038 Wilk, 2004). We can also form a relationship between this employee empowerment strategy and the Job Characteristic Model. It proposes that any job has five prefatorial dimensions Skill variety, task identity, task significance, autonomy, feedback. The most relevant dimension to the empowerment programs in Kraft Foods is the autonomy. It can be defined as the degree of immunity which job offer employees about programing the work and deciding procedures to implement it.This freedom makes employees more satisfied and intrinsically motivated to job over time by providing to them experienced responsibility and recognition (Robbins &038 Judge, 2011). We can observe the same pattern in workers of Kraft foods. There are basic key inducements for employees. As in the most companies, compensation and benefits are among key motivator factors of Kraft Foods. For instance, Canada Kraft offers great monetary benefits like bonuses for some employees (depending on the position), new employee referral bonuses (up to $1,000 for some positions), and year-end bonuses (to $century,000).Also, it provides health benefits plan including fertility drug treatments. In addition to this, it offers an employee store with discounted food products, dinner provide services (called the Kraft Kafe 5 OClock Solutions to take home meals). Also, it provides maternity leave with 100% of salary for 17 weeks. Performance management is one of motivator factors of Kraft Foods. For instance, employees receive individual performance reviews every 6 months in Kraft Canada (Yerema &038 Leung, 2011). In order to evaluate employ ees better, managers enroll training programs how to make effective performance reviews.Also, performance valuation is not only based on one managers views, but also it is based on co-workers and other managers who know the employee. In addition to this, it takes a consultant service to make employee satisfaction and engagement surveys better and superiorly. In relation to performance management, the most important motivating factor of the company is the training and skills study opportunities for employees. Two motivators are very much related to each other. As the company makes proper performance management, it can organize better training programs according to instructional needs of employees.For instance, Kraft Canada offers tuition subsidies for courses that are related to employees position for the development of them. Moreover, it provides professional accreditations in-house training programs online training programs new employee orientation program. In addition to this, the company offers skills development outside the position of employees in Kraft test kitchens like food tastings, grooming classes and culinary presentations. Also, Kraft Foods North the States (KFNA) promotes intranet provides professional development resources for its employees including access to training and mentoring.Values and ethics are among key motivator factors of the company. There is an available 15 pages document of Codes of conduct and Kraft Foods Rules of sort in the website of the company. It is also translated so many other languages in order to communicate its compliance and values correctly and expeditiously with employees from different nations. It states 10 rules which all employees have to be obeyed. For instance, one of the most important rules of it is behaving people fairly. There are some missing motivating factors for employees in the company like earn career path.For instance, Cristina Monterrey who is benevolent Capital Senior Manager at Pricewater houseCoopers emphasized that Pwc provide a clear career path to employees. Each employee knows what will be his position in five years. Thanks to this knowledge about their future work life, employees feel more define and certainty. In this way, employees feel more affiliated to their work and companies. Other than themselves, an agent helps them organizing their future. Worries about future which can cause try destroyed in this way and employees work passionately.But, in the case of Kraft Foods, although it provides feedback about performance and training programs according to these feedbacks, there is no available information about a structured career program for employees. In order to make employees more motivated, career plans can be provided for them. Kraft Foods Category Planner in Glenview said that Kraft Foods is a lucrative place to work, but the employees earn every cent they make due to extremely long work hours (Kraft Food employee review, n. d. ). Although he reporte d that there were lots of opportunities, he compensable attention to work load peculiarly for employees with a family. farseeing work hours can create stress problems, because employees can not balance their work and family life properly. Long hours can be a fundamental dissatisfying factor and it can harm performance along with effect of stress. In my view, there can be some modifications in work schedule. For instance, they can provide secondary or flexible work schedules. Employees start to feel more control over their work by deciding their own working hours. This autonomy and positive effect of change on family life can make employees more motivated to their jobs. References Aamodt, M. G. (2010).industrial/ organizational Psychology. USA Wadsworth Cengage learning. Executive division of the President Council of Economic Advisers. (2010). Work-life Balance and the economics of the Workplace Flexibility. Kraft Foods. (2011). In Wikipedia. Retrieved November 19, 2011, from ht tp//en. wikipedia. org/wiki/Kraft_Foods. Kraft Foods Employee Review (2011). Retrieved from http//www. glassdoor. com/Reviews/Kraft- Foods-Reviews-E13294. htm. Laschinger,H. K. S. , Finegan, J. E. , Shamian, J. , &038 Wilk, P. (2004). A longitudinal abbreviation of the Impact of Workplace Empowerment on Work Satisfaction.Journal of Organizational Behavior, 25, 527545. Robbins, S. P. , &038 Judge, T. A. (2011). Organizational Behavior. New jersey Pearson. Yerema, R. and Leung, K. (2011). Chosen as one of Canadas Top 100 Employers and greater Torontos Top Employers for 2012. Retrieved from http//www. eluta. ca/top-employer-kraft-canada. Waltner, C. (2010). Networking Communications for the world-wide Corporation An Interview with Kraft Foods CIO, bell ringer Dajani. Retrieved from http//newsroom. cisco. com/feature-content? type=webcontent&038articleId=5305212. picpicpicpicpicpicpicpicpicpicpicpic