Johnson & Johnson Diversity Plan Essay Example for Free

Johnson Johnson variety show Plan EssayJohnson Johnson was formed in 1885 in Brunswick, New Jersey, later two brothers, James woods and Edward Mead Johnson saw a need to develop unfertilized supplies for surgical procedures. During that time, doctors operated without gloves, sterile equipment and used unclean cotton from textile mills to pack the wounds so the mortality rate for surgical patients was very high. One of the first results Johnson Johnson developed was ready to use surgical dressings which to led to large decline in surgical mortality rates. Johnson Johnson continued developing and expanding their product line and their company.In 1919, Johnson Johnson began their first foreign expansion. The brothers first expanded into Canada and after an or so the world trip in 1923 began to develop commercial enterprise in many more countries. They expanded into Australia in 1931, Sweden in 1956 and Japan in 1961 (Johnson Johnson, 1997-2007). Over the next 60 yea rs, Johnson Johnson had established companies in over 50 countries.During their international expansion, Johnson Johnson also diversified their product line. They eventually nonionised their operations into three main divisions pharmaceutical, medical devices and diagnostics, and consumer products (Answers Corporation, 2007). They became well kn make for the talcum powder, band-aids and the pain reliever, Tylenol. In 1932, Robert Wood Johnson II, known as General Johnson succeeded his uncle to take over running Johnson Johnson. The General believed strongly in decentalisation within the entire governing and all the divisions both in the United States and internationally were given means to make their own decisions.The General was also responsible for developing the Johnson Johnson religious doctrine in 1943 and it is quiesce in force today. The credo is defines the four primary responsibilities of the organization in their order of their importance. Johnson Johnsons first responsibility is to its customers, so to its employees, then to the biotic community, and finally to its shareholders (Lukas, 2003). Believing and enforcing in this credo is what has made this organization what it is today and helped Johnson Johnson overcome wizard of the most critical times in its history when it dealt withthe Tylenol poisonings. The first priority of Johnson Johnson was then and is still today the safety of its consumers.Johnson Johnson believes in multifariousness of its organization, its product line and its vendors. The organization has both an Office of globular Diversity as well as a supplier mutation chopine (Johnson Johnson, 1997-2007). They believe further diversity increases both their economic prosperity as well as benefiting each social community where they are located. By encouraging diversity by with(predicate)out its entire organization, Johnson Johnson has become one of the largest global wellness care attractors in the world.Will iam C. Weldon, Chairman, Board of Directors and Chief Executive Officer for Johnson and Johnson sets a clear mannikin for the diversity action plan for the company. He states in his Chairmans Message on the JJ website, how the company interacts with a divers(a) group of stakeholders daily and how both internal and external partnerships allow the company to more than it could on its own. With that in mind the company must create a Diversity Action Plan that allows employees to grow, develop and dramatize more responsibility, creating extraordinary leading in the business sectors around the world (JJ.com).Cultural NormsJJ is committed to having its own operating companies purchase goods and services from a diverse supplier base that contributes to the economic vitality of the communities in which we choke and work. To achieve this goal JJ has created a Supplier Diversity Program in 1998. The intent of this program is to provide value to the company and to enhance the companys rol e as a health care leader throughout the world. The included in the program areCertified minority-owned businesses, beautiful and largeCertified woman-owned businesses, small and largeCertified Small Disadvantaged BusinessesSmall veteran-owned and service disabled veteran-owned businessesSmall, certified HUBZone businessesThe HUBZone Empowerment undertake program provides federal contracting opportunities for qualified small businesses located in distressed areas. Fostering the development of these federal contractors as viable businesses, for the long term, helps to empower communities, create jobs, and attract private investment(SBA.gov). other area the company attempts to enhance its image both in the US and around the world is through the development of Standards for Responsible External Manufacturing. These were developed to ensure the companies who do business with the company meet the alike high standards of ethical behavior, product gauge, and social responsibility pract iced by JJ. There has to be harsh commitment tocomply with applicable legal requirements,be founder ethically and with integrity,integrate quality into business processes, work people with dignity and respect,promote the safety, health and well-being of employees,operate in an environmentally responsible manner, and lend oneself management systems to ensure ongoing performance and continual improvement (JJ, 2006)These values and practices are determined through a vigorous benchmarking process for which any potential manufacturing partner must meet before turn associated with the JJ Family of Companies. There is a two-fold advantage to this process. The first is it allows potential partners the opportunity to understand the values that drive the organization as well as providing them with a template for the sustainability the JJ Company has demonstrated. In addition, the high standards set by the company are not compromised by external manufacturing partners that could damage the J J image.To maximize their diverse workforce, the company has a vision statement in place that allows the company to maximize the benefits. The following is the companys vision statementThe Johnson Johnson Family of Companies testament realize this vision byFostering inclusive cultures that embrace our differences and drive innovation to accelerate outgrowthAchieving skilled, high performance workforces that are reflective of the diverse global marketplaceWorking with business leaders to identify and establish targeted market opportunities for consumers across diverse demographic segments andCultivating external relationships with professional, patient and civic groups to advocate business priorities.The statement allows the diverse workforce by utilizing the vision statement by including the companys belief ( religious doctrine). The credo, Latin for I believe,guides the company to the responsibilities as they relate to customers, employees, community and shareholders. The respo nsibilities are as followsTo our customers we will embrace diversity in order to respect, understand and meet their varying health care needs.To our employees we will ensure a diverse and inclusive workplace, offer merit-based opportunities for employment and advancement and provide the necessary resources to develop our next generation of leaders.To our communities we will recognize opportunities to improve economic and human health care in the areas in which we live and work.To our shareholders we will oppose acts of intolerance and be mindful of the positive impact that diversity and inclusion have on our businesses.JJ over the years has continuously looked toward engine room to play key role in JJs strategical initiatives. The different approaches to productivity have varied throughout the years. umteen factors contribute to the productivity and success of the JJ Company. engine room has played an important role in JJs ability to remain competitive and to continuously innova te. It is through technology that JJs management team is able to refine processes, collaborate, innovate, and increase the productivity of the organization in todays dynamic business environment that is changing continuously.The success of these companies is attributed to all the fortunate mergers and acquisitions that have taken place throughout JJ history. Many of these companies were sensory(a)ed due to successful mergers that allowed JJ to develop new products and offer them in different markets throughout the world. The successful organization of the products JJ offers allows JJ to successfully merge with other companies to gain additional control over the industry.The result of this Credo is a healthy bottom line that is socially responsible. JJ history of philanthropy through partnering with othercompanies from around the world has created programs dedicated to providing needed services over the long term. JJ does not have a relegating statement because the ethical principa ls listed in the Credo drive the company. The customer first philosophy insures the needs of the customer are met. Another principal outlined in the Credo is the dedication to producing a high quality product. Through this set of values the company has developed a trust with the consumers of their products. Trust develops into a personality of integrity that in turn provides the company with a basis for business strategies. This ethical high bridle-path approach is a proven winner in this function.Problem solving involves many departments and many steps. engine room plays an integral part in JJs ability to innovate, perform research and development, and manage the logistics associated with the distribution of a product during the products lifecycle.JJ defines diversity as a variety of similar and different characteristics among people, including age, gender, race, religion, national origin, physical ability, sexual orientation, persuasion style, background and all other attribute s that make each person unique. Although some differences may not be obvious as others, Johnson Johnson strives to understand and remove barriers that one may face due to these differences. Johnson Johnson utilizes these differences to create a working environment where their employees can thrive. JJ believes that diversity helps the interaction between people as well as inspiring innovation.JJ is committed to the practice of their global diversity vision which they use to identify their key, future objectives piece guiding the fulfillment of their commitments to their customers, employees, the global community and their shareholders. Johnson Johnson supports various educational opportunities such as Diversity University and relation Groups. JJs Diversity University provides an internal, full range of Diversity e-learning courses, diversity best practice information, and is a comprehensive diversity resource and database for employees. Affinity Groups are voluntary, employee-dr iven groups that are organized around a particularshared kindle or dimension. These groups have been initiated by employees and usually focus on a shared interest or characteristic, such as race, ethnicity, gender or sexual orientation. Each groups main intent is to create an open forum for idea exchange and to strengthen the linkage to and within diverse communities.The successful leadership of the workers and the restless safety decisions that have had to be made, for example the recall of 264,000 bottles of Tylenol in 1982 and then a fleck recall in 1986, have made JJ a reputable name that many have handsome to know and trust.ReferencesAnswers Corporations. 2007. Johnson Johnson. Retrieved June 27, 2007 from http//www.answers.com/topic/johnson-johnson?cat=biz-finJohnson Johnson. Global Diversity Its All of Us. Retrieved June 30, 2007 fromhttp//www.jnj.com/our_company/diversity/index.htmjsessionid=EGT3V0ZLGAFE0CQPCCFWU2YKB2IIWTT1Johnson Johnson (2007). Supplier Diversity P rogram. Retrieved July 2, 2007 from httpwww.jnj.comJohnson Johnson (2006). Sustainability Report. Retrieved July 4, 2007 from httpwww.jnj.comJohnson Johnson. 1997-2007. Our Company. Retrieved June 26, 2007 fromhttp//www.jnj.com/our_company/index.htmLeading with Diversity The New York Times. Retrieved June 29, 2007 fromwww.nytimes.com/marketing/jobmarket/diversity/jandj.htmlLukas, P. (2003, April). Johnson Johnson. FSB Fortune Small Business. Vol.13, Iss. 3 pg. 91. Retrieved June 26, 2007 from ProQuest database.SBA.gov (2007). HUBZone Empowerment Contracting program. Retrieved July 5, 2007 from https//eweb1.sba.gov/hubzone/ meshing/general/whoweare.cfm3The Diversity Vision Statement, Retrieved 06/29/07 fromhttp//www.jnj.com/our_company/diversity/diversity_vision/index.htmThe company Credo, Retrieved on 06/29/07 fromhttp//www.jnj.com/our_company/diversity/credo/index.htm