Enrico knew that, and therefore could rest assured that even when faced with a complete reorganization, his employees would accept the circumstances under which they would have to toil, and would, in the long run, excel!

Pepsico had a reputation for making essential decisions quickly and Roger knew that in order to maintain, and enhance that reputation a consolidation would have to take place. Currently, some of the decisions that had to be made, were making their bureaucratic way through the many levels of management, and days or weeks later, a decision would be made. This was not a healthy situation for Pepsico since many of their customers demanding much quicker resolutions. Another problem was that each separate division inside Pepsico showed wasted...

Human resources, accounting, payroll etc. were all separate entities for each division. These separate entities were the direct cause of duplicative efforts, costing the company millions of dollars per year. At the very least the solution was to consolidate those operations to save those additional dollars being wasted.
Ultimately, Roger Enrico had the opportunity to present his employees with one more big challenge, the challenge of changing a corporate identity that was already perceived as being one of the best in the world.

Doing so would be beneficial to not only Pepsico but those employees, and Enrico knew that if he presented the reorganization in challenging terms, his employees would probably respond accordingly.