Case Study Answer
Case Study 1: Amazon
1. Prepare an organization senior management hierarchical structure for Amazon ?
Ans:
Hierarchical structure
2. Why Jeff Bezos’s Two Pizza Rule Is One of the Secrets to Amazon’s Success ?
Answer : It's a delicious solution to all of your business woes. It’s no secret that
Amazon is an insanely successful company. CEO Jeff Bezos’s smart and efficient
business model is what makes Amazon an ever-growing powerhouse. Part of that
business model involves the way he runs his meetings, and oddly enough, it has to
do with pizza. it’s a rule he uses to keep meetings productive. He calls it the “two
pizza rule” or the “two pizza team.” Basically, Bezos will only hold meetings in which
two pizzas will feed the entire group. If the group that’s gathered together to meet is
too large, then nothing will get done. Everyone has probably experienced their
fair share of meetings where everyone just talks over each other and no progress is
made at the end of it. Considering the success of Amazon, the “two pizza rule” is one
that all companies might want to consider using. It’s the most delicious solution to
the problem.
3. Explain Amazon Culture ?
Answer :
At Amazon, they work with smart, passionate people who are building new products and
services every day on behalf of their customers. Their Leadership Principles empower them
to be owners and innovators while maintaining their customer centricity. Amazon.com
considers itself a completely customer-centric company, believing that if it doesn't listen
to customers, it will fail. According to Amazon's website,Mr. Bezos sketched on a
napkin a small graphic illustrating the company's culture. It shows how growth
leads to lower costs, which leads to lower prices, which leads to better selection—
and everything points to a better customer experience.
Amazon's Culture of Innovation : 1 :Customer Obsession - “Start every process
with the customer and work backwards.” 2 : Long Term Thinking - “Be stubborn on
vision but flexible on the details.” 3 :If you want to be innovative, you have to be
willing to fail.- We are willing to go down on a bunch of dark alleys and
occasionally we find something that really works. 4 You have to be willing to be
misunderstood for a long time - “We are very comfortable being misunderstood.”
4 : Is Amazon a flat organization? Explain?
Fairly Flat Organization structure with opportunity to grow .The organization is very flat, relative to
other companies of this size. While there are so many people at lower levels, the count of senior
leaders is very small. Amazon is organized into teams, each running a particular product and/or
business and not a function like marketing, product or engineering. Amazon leaders are mostly strong
general managers rather than functional experts. A flat organization with many opportunities to grow
and be visible. However, it's up to you to grow your career. Fast paced with a lot of highly motivated,
intelligent, and smart people. There's a definite energetic vibe as compared to another major
corporation.
Case Study 2 : Google
1 : What is the organisation structure of google ?
Answer : Google has a cross-functional organizational structure, which is technically a
matrix corporate structure with a considerable degree of flatness. This flatness is a defining
structural feature that supports the company’s growth and competitiveness. The main
characteristics of Google’s corporate structure are as follows: Function-based
definition,Product-based and flatness.
Google uses function as basis for grouping employees. For example, the company has a Sales
Operations team, an Engineering & Design team, and a Product Management team, among
others. The firm also uses products as basis for grouping employees. For example, the
company groups employees for developing nexus devices. The firm also groups employees
for its Fiber business. In addition, the firm’s organizational structure has considerable
flatness. A flat organizational structure means that Google’s employees, teams or groups can
bypass middle management and report directly to CEO Larry Page .Employees can also meet
and share information across teams.
2 : Explain Google Culture ?
Answer:
Google’s organizational culture is not typical, partly because of the effects of the firm’s
organizational structure. In essence, structure and culture interact to influence the capabilities
of the organization. Google’s organizational culture is Open ,Innovative, Smart with emphasis on
e excellence ,hands –on , supports small company family rapport . Openness is achieved through the
matrix organizational structure. Within Google’s organizational culture context, employees feel free
to give their ideas and opinions. Innovation is at the heart of Google. Every employee is
conditioned to contribute innovative ideas. In this organizational culture, the firm also favors
smart employees who strive for excellence. In addition, the company supports employee
involvement in pro2ects and experiments. !he overall ambiance at the company’s offices is
warm because the firm’s organizational culture maintains a small – company-family-feel,
where people can easily talk and share ideas with each other, including CEO Larry Page.
Thus, Google’s organizational culture supports excellence in innovation through sharing of
ideas and capability to rapidly respond to the market.
3:What is the process of organisation change at Google ? How did it benefited?
Answer:
Google offers a new paradigm in how to think about and proceed through an organizational change.
They came up with a four-step approach to business-driven organizational change we call "Change
Rules." Four analytical questions drive this approach: Why, what, who, and how . These questions
create a common language around change, and brings together change strategy with change process.
Phase 1 - WHY?
Why is making a change necessary? Right now? /Does making a change align with your
vision and aspirations? /What problem are you trying to solve?/What are the threats and
opportunities?/What diverse input is needed and from whom about why a change is necessary
before the decision is made.
Phase 2 - WHAT?
Is your strategy changing? - Are you suggesting a new priority or direction?/What is the
desired future state?/What are the risks/trade-offs of getting to future state?/What will success
and failure look like?/What are the contrary opinions or alternatives?/Who owns the final
decision? Is there alignment?
Phase 3 - WHO?
Who is being impacted by the change?/Who are the key stakeholders that need to buy-
in?/Who should be involved in leading this change? /Who will resist the change and how can
you help them through the transition?
Phase 4 - HOW?
How will you execute the change? /How will you communicate the change? /How will you
make the change stick? /How will you lead through the change? /How will you know if you
are successful? /How will you measure the change?
This approach resulted in 100 percnet of managers understanding the change and 80 percent of their
teams understanding the change (up from 50 percent), resulting in a 90-percent adoption rate.
Case Study 3 Johnson & Johnson
1. Define the organization theory of Johnson and Johnson?
Answer :
Johnson & Johnson embrace research and science bringing innovative ideas, products and
services to advance the health and well-being of people around the world.
Common mission: to help people everywhere live longer, healthier, happier lives.
2. Structurized the hierarchy of the marketing and sale department ?
Answer :
3. What is the organization design of Johnson and Johnson?
Answer :
Johnson and Johnson being a very large company involves production of many different
products which leads to their products being sold in many different markets all over India.
Because of the great difference in market to market and product to product Johnson and
Johnson has a decentralized structure. This means that there are many parts to the company
all which have some managerial power.
Johnson and Johnson practices a flat Business Unit structure with three main divisions.
There are three main divisions in the organization:
Consumer Healthcare
Medical Devices and Diagnostics
Pharmaceutics
Each of the divisions have different responsibility’s to the organization. They are also
responsible for their market and have a lot of managerial power. They can lead their team
and make chances to best fit them.
The goal of Johnson and Johnson decentralized organization is to instil each team with the
core values of their Creed. Though at the same time allow each division to be able to make
decisions best suited for them.
4. What is the corporate culture followed at Johnson and Johnson company ?
Answer :
J&J Culture is all about “Caring for the world, one person at a time ...” Their principle
characterizes their daily work. That’s because they are bound together by a passion for their
fellow human beings: for customers, for patients, for society, for each other. They appreciate
the contribution of every individual and are always looking for new talent with the ability to
think ahead and break new ground. They want to be responsible and contribute creative ideas
to your team. In exchange, they promote their personal development and offer a wide variety
of career opportunities and a modern, flexible working environment. Their working culture
mainly consists of the following:
Smart Management : The management of the organization keeps improving themselves by
improving transparency, restructuring processes and reducing hierarchy. Credo based
Innovation : They have their innovation centers where they get great ideas and support their
employees ,where new ideas are nurtured and translated into meaningful advances.
People Oriented : J&J gives an opportunity to develop as leaders, enjoy flexible career
moves, and work on international teams in a wide variety of functional and operational roles.
Supporting Work Life Balance: Supporting Work Life Balance, paid parental leave &
volunteering leave
Live for Live: On-site gym / health and wellness initiative/ Fruit at work / Discounted
products and movie tickets/ Free confidential counseling service,etc.
Customer Oriented / Quality Focus : As it states in Credo, everything J&J do must be of high
quality. It’s their first responsibility to more than a billion people around the world who use
and trust Johnson & Johnson products.
Social Responsibility : Work together with community-based partners, support efforts that
focus on saving and improving the lives of women and children, help preventing disease
among the most vulnerable, and strengthening the health care workforce.
