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A regular Check on the managers, to eliminate challenges and have Healthy conflicts.
Apolitical when an employee comes up with a New strategy or idea. Anyone can
express, his/her ideas.
Análisis de pasos
Interdepartmental Coordination.
R&D cuts were proposed , could have opened the doors for the other companies.
Inventory was set at LOW level. can impact Reputation if not careful in addressing
issues that could arise with a limited inventory.
INTER-FIRM COORDINATION
Staff downsizing
Autónoma y responsable. • Se lleva a cabo una reevaluación del presupuesto. •
Coordinación interdepartamental. • Se propusieron recortes en I + D, que
podrían haber abierto las puertas al resto de empresas.
• Los recortes a corto plazo no obstaculizaron los objetivos a largo plazo.
• El inventario se estableció en un nivel BAJO. puede afectar la reputación si
no se tiene cuidado al abordar los problemas que podrían surgir con un
inventario limitado. •
COORDINACIÓN INTERFIRMAS
• Reducción de gastos comerciales
• Reducción de personal
ANALYSIS
QUERIES
&
SUGGESTIONS
IMPACT OF REDUCTION IN COMMERCIAL EXPENSES & STAFF
Morale Problems
Profit Plan targets developed with reference to two docs : 1. Approved 5 and 10 year
plan 2. second year forecast.
Budgets prepared till the expense centre level for each operating company.
Production Budget
.
2. June Revision
3. November update
MARCH MEETING
Update on the basis of recent estimates of sales and profits for each operating
company.
JUNE REVISION
Requires managers at codman and shurtleff and all other subsidiaries to re budget in
may.
Re-Checking of all budget estimates.
ACTION PROPOSED
Meeting with BOB SULLIVAN, GINO LOMBARDO, BILL BAILEY, JOHN SMITH
FEWER PROJECTS
Staff reduction.
Ranking of activities.
POSITIVES OR STRENGTHS
OF
THE PLANNING AND CONTROL MECHANISM
NOVEMBER UPDATE
Focussed on results for the ten months just completed and revised projections for the
remaining two months.
CONCLUSION
and strategies.
Three factors for success
1. Decentralized management
2. Sense of responsibility to key
constraints.
3. Desire to manage for long term.
Financial estimates 1. Unit sales volume
2. Sales Revenue
3. Net income
4. ROI
Planning focus on 2 years only and remains fixed over a 5 year period.
Work starts in January and takes 6 months.
.CONCLUSIÓN CINCO Y DIEZ AÑOS PLAN • También analizaremos qué tan
bien la empresa coordina su proceso de planificación y control financiero y qué
problemas pueden encontrar a medida que la empresa implementa cambios
para cumplir con la declaración de misión corporativa. CODMAN Y
SHURTLEFF
• Cada empresa operadora elabora sus propios planes y estrategias. • Tres
factores para el éxito 1. Gestión descentralizada 2. Sentido de la
responsabilidad de la clave limitaciones. 3. Deseo de administrar a largo plazo.
• Estimaciones financieras 1. Volumen de ventas unitarias 2. Ingresos por
ventas 3. Ingresos netos 4. ROI • La planificación se centra solo en 2 años y
permanece fija durante un período de 5 años. • El trabajo comienza en enero y
dura 6 meses.
INTRODUCTION
1. RANDOLF
2. NEW BEDFORD
3. SOUTHBRIDGE
INTRODUCCIÓN • ESTABLECIDO EN 1838 EN BOSTON POR THOMAS CODMAN •
SE TRATA DE DISEÑO Y MODA DE INSTRUMENTOS QUIRÚRGICOS. • PRIMER
CATÁLOGO EMITIDO EN 1860 • ADQUIRIDO POR JOHNSON & JOHNSON INC EN
1964 • CODMAN Y SHURTLEFF OPERAN DESDE TRES UBICACIONES DE
FABRICACIÓN: 1. ALEATORIO 2. NUEVO BEDFORD 3. SOUTHBRIDGE
DISTRIBUTION FACILITY AT AVON, MASSACHUSETTS.
The autonomy of Codman & shurtleff enables them to take charge of their own destiny.
Completely accountable for their performance.
They were concentrated on long term success, not short term, so the tactics
implemented were proper and favourable.
The company was not planned for any contingency planning apart from using the
contingency funds.
One major issue : company dealing with unfavorable profit objective. currently two
million dollars short of their projection.
SUBSYSTEMS
AND EXTERNAL CONSTRAINTS
Management By objectives
SUBSYSTEMS
Budgeting
Rewards
HR planning and development
EXTERNAL CONSTRAINTS
5 and 10 year plan let them have long term views and learning objectives
TIPOS DE PLANES • Una multinacional estadounidense fabricante de
dispositivos médicos, productos farmacéuticos y productos de consumo
empaquetados. • Fundada en 1886 • Una empresa de Fortune 500 •
Actualmente contamos con 250 empresas subsidiarias en 57 países. • Johnson
& Johnson tiene su sede en New Brunswick, Nueva Jersey • Ventas mundiales
de $ 65 mil millones para el año calendario de 2011 • El plan de 5 y 10 años les
permite tener visiones a largo plazo y objetivos de aprendizaje.
BEFORE WE START !!
It includes 4 main points :
1. Specific Goals or Goals Specificity
2. Proper Feedback
3. Participation in decision making
4. Explicit Time Period
Long plans helps in effectiveness of the system and helps in change identification
Initially, Codman and Shurtleff , the culture was defined in a focused mission which was
PRODUCT ORIENTED.
After codman and shurtleff was bought by Johnson & Johnson, they had to achieve a
compromise on a new mission statement.
To achieve the compatibility, the new worldwide mission was defined i.e " MEDICAL
SPECIALITY IN NEURO-SPINAL SURGERY BUSINESS".
Systems Approach
to MBO
• Inicialmente, Codman y Shurtleff, la cultura se definió en una misión enfocada que
estaba ORIENTADA AL PRODUCTO. • J & J, fue orientado por MEDICAL
SPECIALTY. • Después de que Johnson & Johnson comprara codman y shurtleff,
tuvieron que lograr un compromiso sobre una nueva declaración de misión. • Para
lograr la compatibilidad, se definió la nueva misión mundial, es decir, "ESPECIALIDAD
MÉDICA EN EL NEGOCIO DE CIRUGÍA NEURO-ESPINAL". Enfoque de sistemas a
MBO
PLANNING
VICE PRESIDENTS
Controlling Output rather than process, it allows subsidiaries to seek innovative ways to
achieve the mission.
Proper indentification of alternative courses of action that can be used if and when
original plan proves inadequate.
Forward thinking
REPORTING
RELATIONSHIPS
No punishment, they try to find & correct the problems.
Challenging of IDEAS.
To recover $2 million dollars that company was short of their profit objectives for the
year.
Secondary Objective
NEGATIVES OR WEAKNESS
OF
THE PLANNING & CONTROL MECHANISM
BENCHMARKING
and qualitative.
Managers are forced to review their businesses in depth for costs, trends,
manufacturing, efficiency.
Spending to DATE
Profit Plan and 2nd Year forecasts were used to evaluate managers on planning,
forecasts and achievements.
Executive Board accepts 9/10 actions and plans and allows managers to go ahead.
Managers are not free from Challenges . Constanty asked on their work and objectives
CONTROL
What is control ??
The process of measuring performance and taking action to ensure desired results.
Remuneration Indicator : The objective indicator used to set remuneration is linked with
every manager activity, this might create conflict because every division will try to
achieve their numbers, even when this implies affecting other divisions performance.
SCENARIO PLANNING
Establish more control over the subsidiaries by making some policies and rules