The paper 'Pepsi Beverage Company - Theories and Concepts of Organization Behavior" is a good example of a management case study. Pepsi Beverage Company is an international company that deals with the quality production of soft drinks, and franchises in countries around the world. The firm has relied on organizational behavior to help promote social integration within the company, improve the capacity of production and increase its market share. Organizational behavior helped offer better leadership, exploit the full potential of personnel involved, develop relationships between workers, and allow personnel involved to make expectations that are realistic; helps in improving work satisfaction thus promote quality production (Markus, 1977).
By implementing the objectives of the organization, human objectives and the objectives of the society initiated by organization behavior, Pepsi is able to develop better and effective relationships between the organization and the people involved Theories and Concepts of Organization Behavior Organizational behavior in Pepsi Company is influenced not by one element per se but by a diverse range of elements. These are concepts of motivation, elements of what determines problem-solving, elements of decision making, behavior based on personality issues, communication, organization structures and behavior influenced by the ability of a person to take control and relieve stress.
From all these allay of concepts and factors, theories and models are derived to explain organizational behavior and what influences people to relate (Harris, 1994). Motivational Theories of Organization Behavior Among motivational theories is Maslow's theory. This theory states that an employee will execute the best of their skills if their needs were met. The theory suggests that there is a hierarchy of needs, and an employee will be as much productive depending on which order of needs they are at.
These needs begin with the basic needs which are the physiological needs that are essential for the survival of individuals. These needs are like water, food, shelter, air, sex, and clothing. The second order of needs is safety needs (Harris, 1994). An employee will be motivated to work harder if they feel that they have security in work, financial security, and have been covered against risks like medical insurance covers.
Repenning, N. 2002. A Simulation-Based Approach to Understanding the Dynamics of Innovation Implementation. Organization Science, 13(2): 109-127.
Kogut, B., P. Urso, and G. Walker. 2007. Emergent Properties of a New Financial Market: American Venture Capital Syndication, 1960–2005. Management Science, 53(7): 1181-1198.
Ash, M.G. 1992. "Cultural Contexts and Scientific Change in Psychology: Kurt Lewin in Iowa." American Psychologist, 47(2), pp. 198–207.
Bligh, Michelle C. 2006. Surviving Post-merger ‘Culture Clash’: Can Cultural Leadership Lessen the Casualties? Leadership, 2: 395 - 426.
Harris, S.G. 1994. Organizational Culture and Individual Sense making: A Schema-Based Perspective." Organization Science, 5(3): pp. 309–321
Markus, H. 1977. Self-schemata and processing information about the self. Journal of Personality and Social Psychology, 35(2): pp. 63–78.
Information on Pepsi retrieved from www.pepsi.com [Accessed September 25, 2010]