May 10, 2011-j&j

May 10, 2011-j&j - Johnson & Johnson Company...

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Johnson & Johnson Company
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Executive Summary This case highlights the importance of EAP programs, discussing the unique aspects of working with employees with special needs and discusses corporate culture. The short term and most urgent problem that needs to be addressed is a violent incident that occurred over a week ago, involving a special needs employee. The alternatives discussed included firing or suspending the employee in question, disciplining the shift foreman, instituting enhanced performance measures, having EAP stepping in, or hiring a supervisor to oversee ARC employees. It was decided that the employee be suspended, and have certain conditions imposed before returning to work, the shift foreman being disciplined, performance procedures for all staff instituted with EAP being a part of the training, procedures and follow up and monitoring .
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Standard Case Outline Introduction Background-external and internal Specific area of interest to case Problem Situation Analysis Conclusion (Justification & Contingency)
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Starting the Case Read the case once quickly to get a general idea Unique human resources conflict in a health care organization with mentally challenged employee with a spotless record . Scan the exhibits Answer WHO/WHAT/WHERE/WHEN/HOW Mark Simpson/Major Incident/On site/8 days ago/Assault & Injury
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Problem Statement Identify issues and symptoms EAP’s their importance and effect, employees with special needs, corporate culture, group behaviour WHO must make a decision on WHAT to do to accomplish something ( WHY ) within a certain period of time ( WHEN) Who: Mark Simpson What: Recommendation to VP Why: Corporate culture very positive, BUT serious incident in contravention of company credo. When: Very quickly because of time lapsed between incident and complaint.
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Theory Corporate Culture Leadership Motivation Training procedures
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Analysis Corporate Culture Relatively small co., rumours will circulate Hiring of special needs individuals will now be under scrutiny Company’s focus on health employees is put to the test EAP Services Individual/Incident in Question Management did not know about horseplay Phillips did not always understand pranks and had mood swings Employees favourable towards Phillips-he is only 2nd ARC person hired Phillips stopped attending Violence unexpected
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Implications Other employees thoughts if Phillips is fired Success or failure of ARC program-longer term effects Implications of Phillips not attending ARC Corporate Culture affected Boring work-not motivating, reason for horseplay and other social behaviours?
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Reasons for Incident? Men had no direct supervision, Frank had abandoned his leadership role
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This note was uploaded on 06/08/2011 for the course ECON 1006 taught by Professor Pow during the Fall '11 term at CUNY Baruch.

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May 10, 2011-j&j - Johnson & Johnson Company...

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