Leadership Done Right

Brandon W. Jones

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Specialty Medical Chemicals

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In the case study, Specialty Medical Chemicals, there are some significant systemic problems. There were three main areas of problems that were occurring in the case. The three areas were: the management approach taken by CEO Carl Burke, the response of the existing vice presidents, and the system as a whole.

Specialty Medical Chemicals

Specialty Medical Chemicals

When Carl Burke became the CEO, he was an outsider to the company. He first took the approach of, “I am just going to ride the wave for a little while and see where it takes me before I make any drastic changes.” As he did this, he found that the company wasn’t performing as he felt it should. Because he had spent his entire career with a single company, his overall outlook was very narrow-minded. He felt that all companies should operate the same way that he was used to operating at Merck. Although it was important for him to come in with his own ideas, it was equally as important that he come in with a little more flexibility. [Read more…] about Specialty Medical Chemicals

Get Healthy or Else

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The article, “Get Healthy Or Else” by Michelle Conlin discusses the dilemma between cutting medical costs without killing employee morale. In 2007, Scott’s Miracle-Gro made sweeping changes to encourage employee health. They required employees required to participate in a full/all-inclusive health screening to receive the lowest insurance premiums. Employees were also required to have a health coach and the company policies were changed to prohibit smoking.

Those who made healthy choices were rewarded. To promote healthy habits and regular exercise, they built a health facility across the street from the company operations office making it easier for employees to exercise. Between the health facility and coach, they created a system that encouraged and enabled employees to succeed within the new rules.

Get Healthy or Else

The Story of Joe Pellegrini

The article shares the story of Joe Pellegrini, the 48-year-old supply chain executive. Joe designed and implemented the new program and was subject to the same strict policies to receive the lowest premiums.

When the program was first implemented, Joe began receiving coaching. His coach continuously encouraged him to see his doctor because of his weight and hypertension. Like most people, he put it off for quite some time. He was an active guy with a regular fitness program so why should he get checked?

By the time he finally went in, the doctor found a 95% blockage in his heart. He was basically a dead man walking. They performed emergency surgery and put in two stints to save his life. Joe Pellegrini cheated death by finally going to the doctor.

The Story of Scott Rodrigues

On the other side of the equation was the story of Scott Rodrigues. He was a 30-year-old with a regular smoking habit. Scott was hired at the start of the new health program. Scott didn’t realize it, but the new health program had a policy prohibiting smoking. It made regular cigarettes against the drug policy. Shortly after starting, he received a drug test and failed. The reason? He had nicotine in his system from his smoking habit. Therefore, Scott’s Miracle-Gro terminated Scott because he failed the test. [Read more…] about Get Healthy or Else

Jesica’s Story – The Story Of A Failed System

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In the article Jesica’s Story: One Mistake Didn’t Kill Her – The Organ Donor System Was Fatally Flawed explained the story of Jesica Santillan. Jesica was born in Guadalajara, Mexico. As a child she didn’t have stamina and as she grew older, she would get tired more easily. Her parents noticed this change and sought medical attention. After tests and other medical investigation, the doctors determined she had a weak heart. They felt her best chance of survival was further medical treatment in the United States.

Jesica's Story - Jesica Santillan

Her parents took her to North Carolina because of family, the Mexican population, and nearby medical facilities. While Jesica Santillan was in school, the school officials found she was having health problems and sent her to Duke. Duke eventually decided to give her a heart and lungs transplant. Tragically, her heart-lung transplant went horribly wrong and Jesica died. Her blood type and the donor’s did not match. That small error cost Jesica Santillan her life.

The Aftermath

Immediately following the tragedy, the surgeon, Dr. James Jaggers, took responsibility for her death. He said that since he failed to notice the difference in blood type, it was his fault. This tragedy, however, led to investigations which found several checkpoints when people should’ve checked the blood type but didn’t. They determined that Dr. James Jaggers was just one person in a series of mishaps that led to Jesica’s death. Jesica died because of a systemic problem, not because of one person’s failure. [Read more…] about Jesica’s Story – The Story Of A Failed System

Use HR for A Competitive Advantage

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There are many lessons that can be learned from a successful company. Southwest Airlines is a great example of how the proper use of the human resources department can create a competitive advantage. Many companies say their employees are their most important assets, but relatively few companies act accordingly.

I learned from the case study that in big corporations it is actually possible to treat the employees as the most important asset, which in turn it creates a competitive advantage. Southwest Airlines put the needs of their people foremost creating a unity amongst the employees that was very strong.

Use HR for A Competitive Advantage

Create a competitive advantage through HR

As Southwest Airlines demonstrated, the people within a company are the most important asset. When the employees feel needed and appreciated they will work harder. In addition, it is very important for the employer to take care of its employees so the employees can trust the company. One of the biggest factors in employee satisfaction is the measure of trust they have in the company.

An additional factor that was very important to Southwest Airlines was allowing the employees to be themselves. Some companies say they allow employees to be unique. However, immediately upon hiring, they put the employee into the predetermined mold. From the Southwest Airlines case, I was able to learn how to allow people to be themselves. People can be put into a job where they are required to do certain tasks but then given the freedom to make decisions and interact using their best judgment.

Another important factor that leads to employee satisfaction is the employee’s ability to make important decisions without having to constantly ask permission. I’ve worked in situations where I was unsure which decisions I could make and those only the supervisor could make. Those situations created a great amount of uncertainty which hindered my ability to work effectively.

I have also worked in other situations where I was able to make decisions without having to ask my supervisor. Those situations gave me more confidence and allowed me to be a better employee. Additionally, that trust made me more conscientious about my work, since it wouldn’t be reviewed quite as closely.

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