Demographic Factors Research

Coca Cola Coca Cola is one of the biggest beverage organizations in its industry. Coca Cola manufactures and distributes, and markets their products. Coca Cola was invented on May 1886 by John Stith Pemberton in Jacob’s pharmacy in Atlanta, GA (Coca Cola, 2009). The name for the company was suggested by his bookkeeper Frank Robinson. The Coca Cola is a globalized company and has business practices put in place that are built on simplicity and solidity. The Coca-Cola Company and its network of bottlers include the most sophisticated and all-encompassing production and distribution system in the world (Coca Cola, 2009).

That system is devoted to people working long and hard to sell the products that Coca-Cola creates. The main demographic at work at Coca-Cola Company is that “the company continuously wins in the marketplace because of the pride, passion and dedication their employees bring to the business of quenching the world’s thirst” (Coca Cola, 2009). The company is often said to be a great place to work because employees located globally are given opportunities to work together and build the world’s greatest brands, to develop their skills and expand their areas of expertise. Coca Cola values the relationships with its employees. They understand that the success of the business depends on every employee in their global enterprise” (Coca Cola, 2009). For this reason Coca Cola was ranked #9 on the 2009 Diversity Inc Top 50 Companies for Diversity list. This will be the sixth year in a row that the company has won this honor. The company has also won awards for the Human Rights Campaign Best Place to Work awards for their performance regarding workplace policies for gay, lesbian, bisexual and transgender associates (Coca Cola, 2009). Proctor ; Gamble

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William Procter and James Gamble formed the company known as Procter ; Gamble in 1837 (2005). The two men came from England and Ireland and decided to stay in Cincinnati and put their money together to form their own company. Proctor ; Gamble has a demographic that is solely based on a high level of diversity as it covers a broad range of personal characteristics such as race, sex, age, cultural heritage, personal background and sexual orientation (Procter ; Gamble, 2010). Procter ; Gamble believes in the importance of developing and supporting a ixed workplace. With this in mind, Procter ; Gamble markets its goods domestically and internationally. Their products have presence in over 180 countries where they appear primarily in high frequency stores. They have actual operations in over 80 countries (2005). Procter and Gamble was named one of the top 10 places to work according to Black Enterprise in 2010. In order to ensure that management is being held accountable for Procter and Gamble’s diversity efforts they are awarded stock options for their focus on diversity for the company.

This is how the company chooses to reward their employees. “Much of PG;E’s strength is a result of innovative ideas and the contributions of 7,000 minority employees. With a focus on recruitment, management participation, supplier diversity, and community relations, PG&E—a $11. 7 billion company—knows that hiring individuals from varied backgrounds enhances its products and services. PG&E’s ability to create a diverse work environment is a mission-critical element in being successful” (Coca Cola, 2009). Diversity as a Demographic Factor

In comparing the diversity practices of both companies it is evident that Proctor ; Gamble and Coca Cola have had to practice assimilation due to their globalization process. “Assimilation describes the process of change that a minority ethnic group may experience when it moves to a country where another culture dominates” (Kottak ; Kozaitis, 2003). Coca Cola and Procter ; Gamble work hard to create a work environment that is inclusionary for every one of their associates as part of the globalization process. Globalization describes the accelerating links between nations and people in a world system connected economically, politically, and by modern media and transportation. ” (Kottak ; Kozaitis, 2003). Both companies have diversity programs in place to train their employees and keep them stay focused on what the company’s philosophy follows. Coca Cola and Procter ; Gamble have practiced multiculturalism because they operate out of many countries. “Multiculturalism pervades the worlds of work, politics, public service, and personal relations. We confront elements of MC as we work, vote, socialize, nd watch television” (Kottak ; Kozaitis, 2003, pg 50). It very important for the people who chose to be employed by these companies understands the importance of cultural diversity to them. The companies target all races in their efforts to show the world their multiculturalism. References Kottak, C. P. ; Kozaitis, K. A. (2003). On being different: Diversity and multiculturalism in the North American mainstream (2nd ed. ). Boston: McGraw-Hill. Proctor ; Gamble, 2010. Retrieved on July 1, 2010 from http://www. ohiohistorycentral. org/entry. php? rec=969 Procter ; Gamble”, Ohio History Central, July 1, 2005, retrieved on July 1, 2010 from http://www. ohiohistorycentral. org/entry. php? rec=969 Richardson, N. (2006). 10 BEST IN WORKFORCE DIVERSITY. Black Enterprise, 36(12), 126. Retrieved from MasterFILE Premier database. The Chronicles of Coca Cola. (2009). Retrieved on July 1, 2010 from http://www. thecoca-colacompany. com/heritage/chronicle_global_business. html The Coca Cola Company. (2009). Workplace Culture. Retrieved on July 1, 2010 from http://www. thecoca-colacompany. com/citizenship/workplace_culture. html .

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