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Essay / Research Paper Abstract
This 4 page paper is based on case studies supplied by the student. The first part of the three part paper examines the culture of Johnson and Johnson. The second part examines the issues faced with the Hospital Services Group (HSG) was set up and the third part looks at potential strategic approaches for the set u of the HSG. The bibliography cites 2 sources.
Page Count:
4 pages (~225 words per page)
File: TS14_TEjohnchn.rtf
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Unformatted sample text from the term paper:
strong social values in place. The way that the culture has developed has been with the aim of satisfying the stakeholder needs. This lead to the decentralised structure that developed,
so that where new products were sufficiently different they could be maximized. This was seen with the Tylenol product. The setting up of a new company away from McNeil Pharmaceuticals
allowed the existing pharmaceutical company to concentrate on the core competences and areas of operation; prescription drugs, and the Tylenol spin-off allowed the company to make the most of the
market opportunities. The company may have been shaped in this decentralised fashion mainly by Robert Wood Johnson, the chairman between 1938 and 1963, but it built on previous ideas. The
culture was also one that supported the decision making at the lower levels, with the company supporting, then, and later, decision making at local levels supporting this with a structure
that meant the hierarchy above the individual companies moved towards more strategic rather than operational issues. This may be seen as a strong form of empowerment as well as the
company showing the trust they had in the management and employees of the companies. Later policies are seen to support the culture where employees are important stakeholders as seen with
the "Live for Life" employee health program initiated in 1976, which was also supported by flexitime arrangements to facilitate the employees use of the program. This may be seen
as a company that had been adopting the HRM strategies that have since been classified as the human relations school f thought supported by the ideas of Theorists such as
mayo, Maslow and Hertzberg and even the more optimistic ideas of McGregor. The company has been valuing its employees, and while there appears to be a pressure to move away
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