INTRODUCTION:

Pepsi is a carbonated soft drink produced and manufactured by PepsiCo. It is sold in many

places such as retail stores, restaurants, schools, cinemas and from vending machines. The

drink was first made in the 1890s by pharmacist Caleb Bradham in New Bern, North Carolina.

The brand was trademarked on June 16, 1903. There have been many Pepsi variants

produced over the years since 1898.

In October 2008, Pepsi announced that it would be redesigning its logo and re-branding

many of its products by early 2009. In 2009, Pepsi, Diet Pepsi and Pepsi Max began using all

lower-case fonts for name brands, and Diet Pepsi Max was re-branded as Pepsi Max. The

brand's blue and red globe trademark became a series of "smiles," with the central white

band arcing at different angles depending on the product. Pepsi in countries such as the U.S.,

Canada, Brazil, Bolivia, Guatemala, Nicaragua, Honduras, El Salvador, Colombia, Argentina,

Puerto Rico and Australia is carrying the "smile" logo, while the rest of the countries continue

to use the old design on all packaging.

In mid-September 2009, the new logo has started to appear on 300 and 600ml bottles of

Pepsi in Australia. Pepsi Max bottles still carry the current logo as of 27th September. Pepsi

Max cans now have the new style Pepsi writing and logo, but still carry the current style

"Max" part of Pepsi Max. no doubt that it holds a good solid share in Asian market. It has

immensely focused on the training and development program of its employees to

continuously accelerate on the improvement of its products.

Performance Appraisal

The Performance Appraisal methods vary from one organization to another. Change

in method of Performance Appraisal has observable and immediate side effect on

organizational processes like work task, job design, organizational structure,

knowledge and skill required, and values, attitudes and behaviour of employees.

Substantive changes in one or more of the above factors leads to perceive or actual

psychological threat of job displacement, reduction in economic security, disruption of

social arrangements and redefining of authority relationships. These threaten the

psychological and social status of an employee, triggering off resistance to change.

MBO (Management By Objective)

The principle behind Management by Objectives (MBO) is to create empowered employees

who have clarity of the roles and responsibilities expected from them, understand their

objectives to be achieved and thus help in the achievement of organizational as well as

personal goals.

Some of the important features and advantages of MBO are:

1. Motivation

2. Better communication and Coordination

3. Clarity of goals – With MBO, came the concept of SMART goals i.e. goals that are:

Specific, Measurable, Achievable, Relevant, and Time bound.

The goals thus set are clear, motivating and there is a linkage between organizational goals

and performance targets of the employees.

The focus is on future rather than on past. Goals and standards are set for the performance

for the future with periodic reviews and feedback.

POOR PERFORMANCE DUE TO:

 Lack of alignment of individual and organizational goals.

 Managers are not thrilled to deliver less then favourable news.

 Influence of higher rating by other department.

 Lack of confidence and competence.

 Lack of productivity and effectiveness, contributes least to organization bottom line.

SUGGESTIONS AND RECOMMENDATION:

1. Pepsi should build a strong management and development framework to stand the

vigorous competition from the various industries.

2. Paper work must be reduced; computerized work should be more and as per trainee is

trained.

3. There should be on-line information of all the employees regarding all the activities

performed by them like performance, communication skills, quality of work, over time

devoted by each employee, etc.

4. By adopting MBO (Management by objective) method, Employees compete against each

other and don’t help others.