Organizational Behavior PROJECT

Working with Diverse People in Johnson & Johnson

Executive Summary
Today's workforce is made up of a very diverse population of individuals from every part of the
world, which creates dynamic multiracial and multicultural organizations. Such diversity brings
with it many differences in skills, abilities and experiences Johnson & Johnson Company created
an atmosphere where different viewpoints and ideas came out of brainstorming sessions and
were welcomed to bring there best to the World.

INTRODUTION

Johnson & Johnson (J&J) is one of the largest healthcare firm s in the world and one of the most
diversified.
Its operations are organized into three business segments: pharmaceutical, which generates 47
percent of revenues and 58 percent of operating profits; medical devices and diagnostics, which
account for 36 percent of revenues and 31 percent of operating profits; and consumer, which
contributes 17 percent of revenues and 11 percent of operating profits. J&J’s pharmaceutical
products include drugs for family planning, mental illn ess, nervous system diseases,
gastroenterology, oncology, immunotherapy, cardiovascular disease, pain management,
allergies, and other are as.

Website
https://www.jnj.com/

Headquarters
New Brunswick, New Jersey, United States

Year Founded
January 1886; 132 years ago

Company Type
Multinational
Size
134,000 (2017)

Specialties
They produce pharmaceutical, medical devices and diagnostics, J&J’s pharmaceutical products
include drugs for family planning, mental illness, nervous system diseases, gastroenterology,
oncology, immunotherapy, cardiovascular disease, pain management, allergies, and other are
as…

Employees at Johnson & Johnson

Alex Gorsky

Chairman, Board of Directors and Chief Executive Officer

Joaquin Duato

Vice Chairman of the Executive Committee

Peter Fasolo, Ph.D.

Executive Vice President, Chief Human Resources Officer

Ashley McEvoy

Executive Vice President, Worldwide Chairman, Medical Devices

What is workplace diversity?

Workplace diversity is about recognizing, valuing and respecting differences and

reflecting this in the way we work and treat each other. It includes a workplace
that is respectful, collaborative, flexible and inclusive
What is working with diverse people?

In an ideal world, the term “diverse” would apply to everyone as each worker brings a distinct
perspective, background, and skills to any organization. The sum of these unique contributions
is a diverse workforce.
Cultural diversity is a form of appreciating the differences in individuals. The differences can be
based on gender, age, sex, ethnicity, sexual orientation, and social status. Companies have
realized the value in acquiring a diverse workforce.

To do this you need to communicate effectively with clients who have different needs, such as
people from culturally and linguistically diverse backgrounds, or people with a disability. You
may need to develop new skills and be creative when communicating with clients and co-
workers.

Types of Working with diverse people

There are four major personalities

1. Direct
2. Spirited
3. Considerate
4. Systematic

Personality 1: Direct

About: The direct personality is very outgoing. He or she leads by taking action and isn't afraid
to make decisions.

What their desk looks like: organized into piles.

Strengths: Not afraid to take risks, assertive

Weaknesses: Jumps to conclusions and acts too quickly, can be abrasive and blunt.
Dismissive of others' ideas.
How to deal with the direct personality?

Be prepared and stick to businesses only.

-Give them alternatives to choose from so they don't feel coddled.

-Set clear boundaries: this person will jump on weakness. Don't get too close.

Personality 2: Spirited

About: The spirited personality is charismatic and loves to get others involved in a project. He
or she loves to work in groups and get other involved.

What their desk looks like: Messy.

Strengths: Very cooperative and easy to get along with.

Weaknesses: Can make a choice before enough information has been gathered. Prone to
outbursts.

How to deal with the spirited personality

-Allow them to provide input and ideas

-When giving negative feedback talk about the project abstractly instead of personally. They are
very sensitive to rejection.

-Focus on the big picture of the project. Try to avoid criticizing the small details. Keep it big
picture.

Personality 3: Considerate

About: Leads by encouraging and coaching. Easy-going and doesn't cause conflict.
What their desk looks like: Lots of personal mementos.

Strengths: Is good at collaborating with others. Is flexible and recognizes better ideas.

Weaknesses: Bad at making decisions or giving others feedback.

How to deal with the considerate personality?

Suggest manageable steps for a solution so they don't get overwhelmed

-Prod them for feedback because they are likely to be passive.

Personality 4: Systematic

About: Obsessed with achieving high-quality results.

What their desk looks like: Very tidy

Strengths: Analytical, precise and thorough.

Weaknesses: Can get bogged down in the details. Can hurt others or seem inflexible.

How to deal with a systematic personality

-Give them candid feedback about what they're doing.

-Make sure you have facts and data to support feedback and suggestions.

Objective 

The fundamental objective of Johnson& Johnson is to provide scientifically sound, high quality
products and services to help heal, cure disease and improve the quality of life.

Workplace diversity objectives

 recognizing, valuing and respecting differences and reflecting this in the way we work
  creating a flexible working environment that supports the effective contribution of
everyone – including balancing work, family and other caring responsibilities effectively
 Preventing and eliminating any discrimination in the workplace.

Need of Working with Diverse People in Johnson & Johnson

Diversity & Inclusion

Diversity at Johnson & Johnson is about your unique perspective. It’s about you, your
colleagues and the world we care for—all backgrounds, beliefs and the entire range of human
experience—coming together. You view the world from a unique vantage point; a perspective
that gives you problem-solving potential ideas, solutions & strategies that, when mobilized, can
bring health to billions.

Inclusion at Johnson & Johnson is about creating a deep sense of belonging. It's about a
culture where you are valued, your ideas are heard and you advance this culture for everyone.

Diversity & Inclusion at Johnson & Johnson means - You Belong.

Our Vision
Be yourself, change the world.

Causes of Working with Diverse

1. You’ll have a better understanding of your customers

2. Diverse teams perform better
3. Greater innovation and creativity
4. It’ll be easier to hire and retain talent
5. It’ll boost your employer brand

Advantages of Workplace Diversity

Cultural diversity in the workplace occurs when a company hires employees from a variety of
backgrounds, race, gender, age, or religion. A diverse working culture benefits companies in
countless ways. It can contribute to an organization’s efficiency and create a competitive
advantage. Here are some benefits of a workplace that hires teams with cultural diversity in
mind

1. Cultural Diversity leads to Higher Morale

2. Cultural Diversity gives you Different Perspectives
3. Cultural Diversity has a Global Impact
4. Cultural Diversity increases your Community Relations
5. Cultural Diversity cause Melting Pot of ideas

Disadvantages of Diversity in the Workplace

1. Communication Issues
2. Lack of freedom of speech
3. Increased cost of training
4. Integration issues
5. Increased competition
6. Breeds disrespect

Data Collection
Data collection is the process of gathering and measuring information on targeted variables in
an established systematic fashion, which then enables one to answer relevant questions and
evaluate outcomes. Data collection is a component of research in all fields of study
including physical and social sciences, humanities, and business. While methods vary by
discipline, the emphasis on ensuring accurate and honest collection remains the same. The goal
for all data collection is to capture quality evidence that allows analysis to lead to the
formulation of convincing and credible answers to the questions that have been posed.

Data collection methods

There are two types of data collection Quantitative and Qualitative

Quantitative research is concerned with testing hypotheses derived from theory and/or being
able to estimate the size of a phenomenon of interest.
Typical quantitative data gathering strategies include:

 Experiments/clinical trials.
 Observing and recording well-defined events (e.g., counting the number of patients
waiting in emergency at specified times of the day).
 Obtaining relevant data from management information systems.
 Administering surveys with closed-ended questions (e.g., face-to face and telephone
interviews, questionnaires etc).

Interviews

In Quantitative research(survey research),interviews are more structured than in Qualitative

research.

Face -to -face interviews

have a distinct advantage of enabling the researcher to establish report t with potential
participants and therefor gain their cooperation. These interviews yield highest response rates
in survey research. They also allow the researcher to clarify ambiguous answers and when
appropriate, seek follow-up information. Disadvantages include impractical when large samples
are involved time consuming and expensive.

Telephone interviews

are less time consuming and less expensive and the researcher has ready access to anyone on
the planet who has telephone .Disadvantages are that the response rate is not as high as the
face-to- face interview but considerably higher than the mailed questionnaire. The sample may
be biased to the extent that people without phones are part of the population about whom the
researcher wants to draw inferences.

Computer Assisted Personal Interviewing (CAPI):

is a form of personal interviewing, but instead of completing a questionnaire, the interviewer

brings along a laptop or hand-held computer to enter the information directly into the
database. This method saves time involved in processing the data, as well as saving the
interviewer from carrying around hundreds of questionnaires. However, this type of data
collection method can be expensive to set up and requires that interviewers have computer
and typing skills.

Sampling
 is the process of selecting units (e.g., people, organizations) from a population of interest so
that by studying the sample we may fairly generalize our results back to the population from
which they were chosen.

Questionnaires

Paper-pencil-questionnaires

can be sent to a large number of people and saves the researcher time and money. People are
more truthful while responding to the questionnaires regarding controversial issues in
particular due to the fact that their responses are anonymous. But they also have drawbacks.
Majority of the people who receive questionnaires don't return them and those who do might
not be representative of the originally selected sample.

Web based questionnaires:

A new and inevitably growing methodology is the use of Internet based research. This would
mean receiving an e-mail on which you would click on an address that would take you to a
secure web-site to fill in a questionnaire. This type of research is often quicker and less detailed.
Some disadvantages of this method include the exclusion of people who do not have a
computer or are unable to access a computer. Also the validity of such surveys are in question
as people might be in a hurry to complete it and so might not give accurate responses.

Questionnaires often make use of Checklist and rating scales. These devices help simplify and
quantify people's behaviors and attitudes. A checklists a list of behaviors, characteristics, or
other entities that the researcher is looking for. Either the researcher or survey participant
simply checks whether each item on the list is observed, present or true or vice versa. A rating
scale is more useful when a behavior needs to be evaluated on a continuum.

Qualitative data collection methods play an important role in impact

evaluation by providing information useful to understand the processes behind observed
results and assess changes in people’s perceptions of their well-being. Furthermore qualitative
methods can be used to improve the quality of survey-based quantitative evaluations by
helping generate evaluation hypothesis; strengthening the design of survey questionnaires and
expanding or clarifying quantitative evaluation findings. These methods are characterized by
the following attributes:

 they tend to be open-ended and have less structured protocols (i.e., researchers may
change the data collection strategy by adding, refining, or dropping techniques or
informants)
  they rely more heavily on interactive interviews; respondents may be interviewed
several times to follow up on a particular issue, clarify concepts or check the reliability
of data
 they use triangulation to increase the credibility of their findings (i.e., researchers rely
on multiple data collection methods to check the authenticity of their results)
 generally their findings are not generalizable to any specific population, rather each case
study produces a single piece of evidence that can be used to seek general patterns
among different studies of the same issue

Regardless of the kinds of data involved, data collection in a qualitative study takes a great deal
of time. The researcher needs to record any potentially useful data thoroughly accurately, and
systematically, using field notes, sketches, audiotapes, photographs and other suitable means.
The data collection methods must observe the ethical principles of research.

The qualitative methods most commonly used in evaluation can be classified in three broad
categories:

 in-depth interview
 observation methods
 document review

Organizational Analysis

The process of reviewing the development, work environment, personnel and operation of a
business or another type of association. Performing a periodic detailed organizational analysis
of a company can be a useful way for management to identify problems or inefficiencies that
have arisen, but have not yet been addressed, and then develop strategies for dealing with
them

SWOT model
A SWOT analysis (alternatively SWOT matrix) is a structured planning method used to evaluate
the strengths, weaknesses, opportunities and threats involved in a project or in a business
venture. A SWOT analysis can be carried out for a product, place, industry or person. It involves
specifying the objective of the business venture or project and identifying the internal and
external factors that are favorable and unfavorable to achieve that objective.The degree to
which the internal environment of the entity matches with the external environment is
expressed by the concept of strategic fit

 Strengths: characteristics of the business or project that give it an advantage over

others.
 Weaknesses: characteristics that place the business or project at a disadvantage
relative to others
  Opportunities: elements that the project could exploit to its advantage
 Threats: elements in the environment that could cause trouble for the business or
project


The McKinsey 7S Mode

The McKinsey 7S Framework emphasizes balancing seven key aspects of an organization,

operating unit, or project.[3] Three of the seven elements—strategy, structure, and systems—
are considered "hard" elements, easily identified, described, and analyzed. The remaining four
elements—shared value, staff, skill, and style—are fluid, difficult to describe, and dependent
upon the actors within the organization at any given time. The 7S organizational analysis
framework is based on the premise that all seven elements are interdependent, and must be
mutually reinforcing in order to be successful. Changes in a single element can result in
misalignment and dysfunction throughout the organization, disrupting organizational harmony.

Findings of workplace diversity

Workforce diversity could have a positive and negative impact on an organization.

Nevertheless, it is up to the company to figure out the best strategies that will successfully fit
into the target market of the organization. If the organization then feels diversifying its
workforce is the best strategy to improve productivity, then it has to implement it. The
outcome compares and discusses the extent to which the companies view diversity at the
workplace, and also the reasons for the variation in managing diversity in small and big
companies.

Recommendation

Emphasized on the implications management should be mindful of in order to build a healthy

working environment within the circles of workplace diversity. More so, I suggested that
managers have a more positive and proper perception regarding the implementation of
workplace diversity. Companies constantly device ways to effectively manage diverse
employees

Administration survey…..