“Stakeholders (or interest groups) are tangible, visible and approachable groups or institutions which have a direct influence on the functioning of an organisation.”
Philips employees work in different divisions: Healthcare, Lighting, Consumer Lifestyle and Innovation & Emerging Businesses. Within these divisions, you can have a general leadership position, occupy a functional leadership position, you can be specialist, etc. Philips says it’s giving its employees freedom to develop and improve their skills and talents, it is challenging them to grow. Its employees therefore, are given an high responsibility, but they can also contribute their new ideas. Because when you work at Philips, “you need to be willing to take ownership of your projects and feel accountable for delivering superior results.”
Philips says it’s trying to attract diverse people in a workplace environment wherein “people are valued for who they are (not what they are)”. This is necessary, because Philips also has international teams, since it has become a global leader in electronics. With this statement for its employees, Philips says it’s able to make better decisions, and it’s getting closer to its customers.
But of course, these employees have a certain influence on the customers who buy at Philips. They therefore have to behave according to certain rules (Philips ‘General Business Principles’), otherwise employees could be able to destroy the image of the company. They have to stay focused and they have to try to improve quality at all times, and, most important: they have to be and stay committed to Philips values. But this also works the other way around; when Philips shop managers do their best with helping someone who enters the store, they can recruit new customers. And not only shop managers help Philips getting better sales, also the people who develop new products or techniques improve its sales. They also participate in