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J&J Analysis

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BUS*2090*03 Team Report
Winter 2011
Thursday, March 31, 2011

Johnson & Johnson – Socialization and Culture, and Organizational Structure

Mathew Baptista
Cassandra Dingli
Sophia Jefferson
Jessica Mighton
Hayley Summers
Daniel Vijayakumar
SUMMARY

Johnson & Johnson (“J&J”), one of the largest, well-known organizations in the world, produces products for consumer health care and for use by medical professionals in care and diagnostics. Some of their most recognizable brands include Tylenol, Neutrogena, Listerine, Band-Aid and Reactine. These, along with their many other brands, are produced in over 60 countries by more than 250 different operating companies that make up the J&J organization. In total, more than 114,000 employees are part of the organization, and they are managed through a system of decentralized management with a wide span of control. J&J faces the unique challenge of trying to create one corporate culture that all parts of their organization believe in and adhere to. One of the strategies used to combat these obstacles is values-based leadership and linking employees and subsidiaries under a common set of values, as outlined in "Our Credo". J&J works extremely hard to uphold their Credo, which was written by Robert Wood Johnson – one of the founders of the organization – in 1943. It is a set of values that J&J vow to work by and which lend to the present culture that is so important in the organization today. J&J also attempts to induce a culture of innovation and promote diversity and acceptance of differences throughout its subsidiaries. Since organizational culture is such a vital piece in connecting J&J’s subsidiaries, a very strong culture has developed. In most instances this is beneficial, but issues do arise, and the organization must handle them effectively to continue its success.

ORGANIZATIONAL STRUCTURE

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