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Walgreens Organization

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Walgreens Organization Project
Julie DeGroot
Principals of Management
February 1, 2014
Professor Brad Bridges
South University Online

Walgreens in the past had been focused on opening stores and the layout of the stores for the customer’s convenience. They basically had managers and employees that did what they were told, almost like a command and control approach. They decided to do an organizational change which means the adoption of a new idea or behavior by an organization (Daft, 2014). Over the years, Walgreens has changed there management approach to the divisional structure. They now have different divisions with managers and employees under those divisions both in corporate and in store. They also changed their incentive programs to make sure that the employees were doing the best they could and were given an incentive to support that. They also started a loyalty program for customers to make them more competitive with the all the other drugstores. Walgreens organizational structure in the corporate offices has the president, vice president, CEO, HR, IT, employee relations, and finance; they couldn’t make all those decisions at the corporate level. District managers took on most of the HR, IT, employee relations and finance themselves which left them no time for the stores. Walgreens recognized this and created two new positions, vice president for markets and community leader. Vice president for markets is in the field for the 30 U.S. markets which take on HR, IT, real estate, employee relations and finance. This fees up the district managers to be able to help the store managers more and give the stores they over the support they need. The vice president for markets brings the corporate leaders closer to the customer. The community leaders serve as mentors to less experienced managers and help with training as well as they offer to help them

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