Nutricia Case Study

1417 Words6 Pages

Nutricia advanced medical nutrition is a multinational company founded in Netherlands present in almost 74 countries worldwide. “In 1905, Nutricia pioneered the concept of specialised medical nutrition, developing low sugar recipes for diabetic patients and iodine-fortified milk for goitre sufferers. Nutricia is a medical nutrition division of Danone since 2007 (www.nutricia.com)”. We are number one medical nutrition company in Europe. Our portfolio includes some the world’s most successful brands: Neocate and Nutrision range. Medical nutrition is nutrition to alleviate disease symptoms or delay the progression of a disease, moreover, food for people who cannot eat or lack of specific nutrition. Nutricia medical nutrition has been found in …show more content…

In partnership with doctors, healthcare professional and caregivers, we work to make a real difference in people’s lives by speeding recovery and encouraging independence”(www.nutricia.com). Now we are a small company forty-eight employees. All managers were promoted internally within the organisation in almost all cases, and a formal hierarchy has been begun which emphasis on control and bureaucracy because of a rapid expansion of the system and to regulate the organisation. It seems that we were a flat organic structure, however, by the time we are moving to be a more functional bureaucratic structure. Nutricia is a people-focused place to work, to learn and to share ideas. However, an organisation without performance is an organisation without means. Therefore, our employees are fueled the company’s growth. Based on Danone’s policy to fill 80% of all vacancies internally, to encourage internal movement and to be an excellent place to grow and therefore whenever possible Danone management seek to fill job openings by promoting its current employees. All managers promoted internally, even if external managers are significantly superior to existing …show more content…

1999 cited in Rollinson, D., 2005:93). Our organisation does not do a personality assessment for recruiting new employees or promoting existing employees comparing to other organisations. However, they pay attention to the personality styles in coordination with the intelligence. They measure specific core competencies for each position through nomothetic approach “set dimensions and parameters that could be applied to all interviewees” (Rollinson, D. 2005:72). “Based on Guion and Gottier (1965) in their comprehensive review of the research literature as follows “it is difficult to advocate, with a clear conscience the use of personality measure in most situations as a basis for making employment decisions” (p.106). Schmitt, Gooding, Neo and Kirsch (1984) reached the same conclusion in their survey two decades later, as did a more recent survey by Hough, Eaton, Dunnette, Kamp and McCoy (1990)”( Goodstein, L. D. and Lanyon, R. I. 1999:

Open Document