Case study: Mentoring Development

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Mentoring development and close working relations with Black-owned suppliers is noble, but the management at Pepsi needs to show that they act in good faith. The way the people interact and how they respond to change gives is an important indicator of the workplace culture evaluating the culture ought to go beyond reliance on data by considering open-response questions in surveys and feedback to better understand what needs to change (HBR, 2019).
Recently, Pepsi management reported on support for increasing representation, improving working relations with black-owned suppliers and working with the black communities (Laguarta, 2020). Successful change management requires creating mutual trust, addressing the receptiveness to change and alignment of organizational policies with the change in culture.
It is important to demonstrate that the company care and build mutual trust, which makes it easier to collaborate and work together with diverse groups (Groysberg et al., 2018). A workplace culture that emphasizes mutual trust and collaboration is supportive, but the people would need to be on board with the idea of the company’s gestures. Despite emphasis flexibility and adaptability, at Pepsi there is also likely to be resistance to change. Effective collaboration is possible when there is a supportive trust, and the management at Pepsi is faced with the challenge of convincing the stakeholders on the need for change in practices and policies.
Alignment of the change with the company’s policies is an issue that ought to be addressed to drive successful change. The leaders need to take into account whether the current policies affect the change initiative and need to consider altering policies as way to support the changes in organizational culture (HBR, 2019). Pepsi has a collaborative culture and yet the man...