Johnson and Johnson Case
Johnson And Johnson
2/19/2009 Prof. DB Student A
EXECUTIVE SUMMARY
In the Johnson and Johnson Company efforts to improve the quality of life for people everywhere while still maintaining a standard of employee and customer service. Mark Simpson had an incident that J&J never before had and that was violence in the work place. Mark Simpson being the HR manger had to deal with this work place assault in a timely and professional manner, because this experience will be the template for future action plans. This type of case can set precedents. Mark needs to come up with the best alternatives to present this to Mr. Perry the VP of HR department. J&J cares about its employees just as they care about its community and customers. J&J follows its Credo and has a corporate culture of caring for people. Bob Phillips part of the EAP program is mentally challenged assaulted another employee from the maintenance department. The other employee assaulted was Bob Bishop. Bob learned from the company nurse that he suffered severe bruises to his chest where he was punched by Tom Phillips. The nurse advised Bob to report this incident to management. Many alternatives were considered in order to reach a decision. These alternatives consisted of: a) Verbal discussion; b) Use company EAP service; c) Use ARC services d) suspend Tom for the assault. Given the circumstances, the only way to deal with the situation was to ensure that Tom Phillips be treated as an individual employee. Therefore, by maintaining J&J’s Credo that is
caring for its employees and people. Mark Simpson would find the best alternative for this incident and Tom Phillips would be treated as an individual employee with the same respect as everyone else and receive the best treatment possible while maintaining confidentiality.
Objective The objective after reading the case is to determine the right course of action, this is to find a way to resolve the situation with Tom Phillips and Bob Clark, while
2/19/2009 Prof. DB Student A
EXECUTIVE SUMMARY
In the Johnson and Johnson Company efforts to improve the quality of life for people everywhere while still maintaining a standard of employee and customer service. Mark Simpson had an incident that J&J never before had and that was violence in the work place. Mark Simpson being the HR manger had to deal with this work place assault in a timely and professional manner, because this experience will be the template for future action plans. This type of case can set precedents. Mark needs to come up with the best alternatives to present this to Mr. Perry the VP of HR department. J&J cares about its employees just as they care about its community and customers. J&J follows its Credo and has a corporate culture of caring for people. Bob Phillips part of the EAP program is mentally challenged assaulted another employee from the maintenance department. The other employee assaulted was Bob Bishop. Bob learned from the company nurse that he suffered severe bruises to his chest where he was punched by Tom Phillips. The nurse advised Bob to report this incident to management. Many alternatives were considered in order to reach a decision. These alternatives consisted of: a) Verbal discussion; b) Use company EAP service; c) Use ARC services d) suspend Tom for the assault. Given the circumstances, the only way to deal with the situation was to ensure that Tom Phillips be treated as an individual employee. Therefore, by maintaining J&J’s Credo that is
caring for its employees and people. Mark Simpson would find the best alternative for this incident and Tom Phillips would be treated as an individual employee with the same respect as everyone else and receive the best treatment possible while maintaining confidentiality.
Objective The objective after reading the case is to determine the right course of action, this is to find a way to resolve the situation with Tom Phillips and Bob Clark, while