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The world is changing all around us. To continue to thrive as a business over the next ten years and beyond, we must look ahead, understand the trends and forces that will shape our business in the future and move swiftly to prepare for what's to come. In light of this, the company has created a 2020 Vision. It creates a long-term destination for the business and provides with a "Roadmap" for winning together with company's bottling partners.
To achieve its mission, the company have developed a set of goals, which it hopes to work with its bottlers to deliver:

People: Inspiring each other to be the best we can be by providing a great place to work

Portfolio: Offering the world a portfolio of drinks brands that anticipate and satisfy people's desires and needs

Partners: Nurturing a winning network of partners and building mutual loyalty

Planet: Being a responsible global citizen that makes a difference by helping to build and support sustainable communities

Profit: Maximising long-term return to shareholders, while being mindful of our overall responsibilities

Productivity: Being a highly effective, lean and fast-moving organisation.

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The Coca-Cola Company is the world's largest beverage company and is the leading producer and marketer of soft drinks. The Company markets four of the world's top five soft drinks brands: Coca-Cola, Diet Coke, Fanta and Sprite.
The company mission is:

To refresh the world in mind, body and spirit

To inspire moments of optimism and happiness through our brands and actions

To create value and make a difference.

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Respecting human rights and protecting workplace rights is fundamental to the company's culture and imperative for the sustainable business.
Diversity & Inclusion
Every human being deserves respect and should be treated with fairness.  The Coca-Cola Company works hard to create an inclusive work environment that includes the respect of its associates and values both their contributions and differences.  Its global diversity and inclusion roadmap enables it to create a competitive advantage by leveraging associate advocacy and connection with the brands, performance and engagement.
Human & Workplace Rights
An essential ingredient in every one of the company's products is their profound commitment to human rights and workplace rights. Respecting human rights and protecting workplace rights is fundamental to their culture.
Workplace Safety
Every worker has a fundamental right to a safe and healthy workplace. Providing a safe and healthy working environment for all of the employees is a core element of the company's Workplace Rights Policy.

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Before the nineties the Coca-Cola company was having a centralize system of control, but after sometime they realized that if they had to meet the demands of the customers they should adopt a decentralized system in which the authority of decision making is distributed between different managers so that every sector can be managed effectively.
For The Coca-Cola Company, execution involves focusing on three core capabilities of:
• Consumer marketing - which generates that bond and emotional connection with consumers.
• Commercial leadership - which involves all the strategic actions taken with over 20 million retail customers who sell Coca-Cola brands around the world each day.
• And franchise leadership - which is working with its 300 bottling partners around the world to create greater system alignment

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Coca Cola is a carbonated soft drink sold in restaurants, stores and vending machines all over the world.The company is best known for its flagship product Coca-Cola, invented in 1886 by pharmacist John Stith Pemberton in Columbus, Georgia.The Coca-Cola formula and brand were bought in 1889 by Asa Griggs Candler, who incorporated The Coca-Cola Company in 1892. The company has operated a franchised distribution system since 1889, wherein The Coca-Cola Company only produces syrup concentrate, which is then sold to various bottlers throughout the world who hold exclusive territories.
The Coca-Cola Company is truly global, and its main product is recognised and consumed worldwide. The Company organises and structures itself in a way that reflects that fact. At the same time, the Company looks to meet the particular needs of regional markets sensitively and its structure also needs to reflect that fact.

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More than 700,000 associates create the Coca-Cola system.
Each associate brings his or her unique talents and ideas to work every day to help the Coca-Cola system achieve the goals outlined in the 2020 Vision.
The company has stated folowing employee engagement strategies-
1. Encouraging Open Communication:
To encourage a work environment of open communication and to effectively solicit and leverage innovative ideas, we engage in frequent dialogue with our associates around the world. Such dialogue provides us with valuable information, increases awareness, promotes business strategies, shares successes and opportunities, and solicits employee opinions. For example, global associates and bottling partners have contributed ideas to major initiatives, such as our 2008 Beijing Summer Olympic Games activation.
2. Rewarding and Developing Employees:
Our compensation and benefits packages are among the best in the world, benchmarked against other global, high-performing employers. We also offer a variety of developmental opportunities for our associates, including Coca-Cola University, a learning program for high performers. Using the Peak Performance System, our performance management and development system, in tandem with more than 100 global people development forums, associates and their managers regularly discuss development, movement and succession plans around the world.

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Spans of Control and Leadership Structure

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Spans of Control and Leadership Structure

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The Coca-Cola Company has a corporate (Head Office) segment that is responsible for giving the Company an overall direction and providing support to the regional structure.

Key strategic decisions at The Coca-Cola Company are made by an Executive Committee of 12 Company Officers. This Committee helps to shape the six strategic priorities. The Chair of the Executive Committee acts as a figurehead for the Company and chairs the board meetings. He is also the Chief Executive Officer (CEO) and as such he is the senior decision maker. Other executives are responsible either for the major regions (e.g. Africa) or have an mportant business specialism e.g. the Chief Financial Officer.
As a company whose success rests on its ability to connect with local consumers, it makes sense for The Coca-Cola Company to be organised into a regional structure which combines centralisation and localisation. The Company operates six geographic operating segments - also called Strategic Business Units (SBUs) - as well as the corporate (Head Office) segment.

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The success of The Coca-Cola Company revolves around five main factors:

1. A unique and recognised brand - Coca-Cola is among the most recognised trade marks around the globe

2. Quality - consistently offering consumers products of the highest quality

3. Marketing - delivering creative and innovative marketing programmes worldwide

4. Global availability - Coca-Cola products are bottled and distributed worldwide

5. Ongoing innovation - continually providing consumers with new product offerings e.g. Diet Coke (1982), Coca-Cola Vanilla (2002).

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There is a high percentage of delegation in the company. The work is done with proper authority and responsibility. Every manager is made accountable for the actions of his subordinates. All the subordinates are guided very keenly by their respective managers at the time of accomplishing some goal. Keeping the delegation process on the other side the managers also motivate their subordinates to boost up their energy and make them more effective by using different methods. They make their subordinated think that they have to give their best to their managers which increases their performance, quality of work and satisfaction of the customers.
Managers play a very important role in the motivation of the employees in Coca-Cola Company. They help them in all their problems either they are personnel or professional. They give them feedback on their performance which makes the employee feel good. Working environment and a challenging milestone are a major factor in employee motivation in the company.