Walgreens Walgreen’s was founded in 1901, by Charles R. Walgreen Sr. , in the city of Chicago. When Walgreen’s was opened, there were already 1500 pharmacy’s competing in the same market. He was determined to succeed and “by making certain drug items himself, Mr. Walgreen was able to ensure their high quality, yet offer them at lower prices than comparable merchandise” (Unknown, 2013).
Today the organization is based on the same century old company culture reflecting the vision of its founder. The culture of Walgreen’s is based on a common set of values and beliefs shared by employees of the entire organization.
This often guides how members of an organization interact with each other and people on the outside. Walgreen’s organizational culture is based on “The Four Way Test”, introduced in the 1930’s by Charles Walgreen Jr, and based on the ethical business principles learned from his father. (Unknown, A Company Founded on Principles, 2013).
The Four Way Test consists of the following questions: 1. Is it the truth? 2. Is it fair to all concerned? 3. Will it build goodwill and better friendships? 4. Is it beneficial to all concerned?
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It seems clear that this situation describes the problems that arise, when the meeting between ascription based and achievement based cultures is not handled in the right way. Achievement based cultures accord status on the basis of what you have achieved, while in ascription based cultures your status depends on your family background, gender, age and education. Things you should avoid when doing ...
The test can be found in every Walgreen’s store, and is the very first thing taught to all new employees. Walgreen’s also has a company creed which reads: “We believe in courtesy, in kindness, in generosity, in cheer, in friendship, and in honest competition” (Walgreen, 2013).
Organizational behavior is based on the way people within a company act. Every company has their own unique culture that includes such things as values, ethics, aspects and philosophy. There are many different studies of group dynamics to try and understand why groups of people act as they do.
At Walgreen’s there is a very strong culture displayed by all employees, from the CEO down to the person stocking the shelves. All employees must adhere to a series of company policies that helps to define the work environment and how to interact with people from outside the company. Walgreen’s organizational behavior can very well be summed up with their mission statement: “Mission Statement Our Vision: To be “My Walgreens” for everyone in America—the first choice in health and daily living … owning the strategic territory of “well. Our Mission: To be the most trusted, convenient multichannel provider and advisor of innovative pharmacy, health and wellness solutions, and consumer goods and services in communities across America. A destination where health and happiness come together to help people get well, stay well and live well. Our Values: Based on the principles upon which Walgreens was founded more than a century ago: Honesty, trust, and integrity with our customers, our shareholders, suppliers, the communities we serve, and among ourselves. Quality through consistent and reliable service, advice, and products across every touchpoint and channel.
Caring, compassionate and driven to delivering a great customer and patient experience through outstanding service and a desire for healthy outcomes. A strong community commitment and presence built through service, expertise, and the personal engagement of every Walgreen team member” (Unk, 2013).
Walgreen’s is a very diverse company. In fact, the current Walgreen’s CEO Greg Wasson is quoted saying “Diversity and inclusion at Walgreens are more than business initiatives, they are a way of life, embedded deep in our culture” (Wasson, 2013).
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The Critiques on Vision & Mission of Perusahaan Automobil Nasional (PROTON) Vision can be define as an inspire statement that consists of goal and objective that an organization would like to achieve or accomplish in the mid-term or long term future. It is intended to serves as a clear guide for choosing current and future course of action. It also becomes the driver statement that will lead ...
Walgreen’s does everything it can to ensure diversity within its ranks. Over the past few years, they have taken steps to enhance company diversity within the company and in the products offered for sale in its stores. Any successful company must have good communication within its ranks. They must maintain open lines of communication all the way from the top to the bottom. Within Walgreen’s there is a hierarchy, meaning that there is a board of directors at the top, middle managers, and then the store managers.
In order for the company to be successful, each level must communicate daily. This is done either by email or telephone and video conference calling. These options are much more cost effective than trying to gather all concerned parties for a physical meeting. The culture within Walgreen’s is set up to encourage all employees to interact with fellow employees and customers. Bibliography Unk. (2013).
Mission Statement. Retrieved 05 2013, from Walgreens. com: http://news. walgreens. com/article_display. cfm? article_id=1042 Unknown. (2013).
A Company Founded on Principles. Retrieved 05 2013, from walgreens. com: http://www. walgreens. com/topic/sr/four_way_test. jsp Unknown. (2013).
Our Past. Retrieved 04 2013, from walgreens. com: http://www. walgreens. com/marketing/about/history/hist2. html Walgreen, C. (2013).
American National Business Hall of Fame. Retrieved 04 2013, from anbhf. org: http://www. anbhf. org/laureates/cwalgreen. htm Wasson, G. (2013).
Reflecting Diversity in Our Mission. Retrieved 04 2013, from walgreens. com: http://webpickup. walgreens. com/topic/sr/sr_reflecting_diversity. jsp