Amgen Inc. (NASDAQ: AMGN, SEHK: 4332) is an international biotechnology company headquartered in Thousand Oaks, California. Located in the Conejo Valley, Amgen is the world's largest independent biotech firm. The company employs approximately 17,000 staff members. Its products include Epogen, Aranesp, Enbrel, Kineret, Neulasta, Neupogen, Sensipar / Mimpara, Nplate, and Prolia. Epogen and Neupogen (the company's first products on the market) were the two most successful biopharmaceutical products at the time of their respective releases.

BusinessWeek ranked Amgen first on the S&P 500 for being one of the most "future-oriented" of those five hundred corporations.[3] BusinessWeek ostensibly calculated the ratio of research and development spending, combined with capital spending, to total outlays; Amgen had the fourth highest ratio, at 506:1000.

Amgen is the largest employer in Thousand Oaks and second only to the United States Navy in terms of number of people employed in Ventura County.

With plans to expand into a new campus under construction in South San Francisco, Amgen abruptly halted construction on the plans and instead put the 365,000 square feet (33,900 m2) of new space on the sublease market



President
Kevin Sharer
4
Director
Frank Biondi
3
Director
Paul Reason
2
Director
Leonard Schaeffer
3
Director
Frank Herringer
3
Director
Vance Coffman
2
Director
David Baltimore
Director
Gilbert Omenn
3
Director
Ronald Sugar
2
Director
Rebecca Henderson
2
Director
Judith Pelham
Director
Frederick Gluck
2
Director
Jerry Choate
3
Director
François De Carbonnel
2
Commercial Operations
George Morrow
Operations
FB
Research & Development
RP
COO
Robert Bradway
Compliance
AR
CIO
TF
8
Legal
David Scott
2
Government & Corporate Affai...
David Beier
3
Human Resource
Brian McNamee
Quality
GS

However, with the modern trend toward Flattened Organizational Structure, decentralized decision-making, fewer organizational layers, and more direct access to upper management, the employee is motivated to contribute his voice to matters that affect the entire organization. A flattened structure that permits a wider Span of Control with less supervision and fewer procedural hurdles will enhance and encourage the employee’s autonomous decision making.
As an aside, I will add that most theories of motivation maintain that it’s not money that inspires people to excel in the workplace; rather, it’s the broader opportunity for autonomous decision making, greater personal responsibility, direct contributions to upper-level matters that benefit the entire company, a sense of accomplishment, and so forth. In other words, employees are motivated by the freedom to pursue excellence, both for themselves and for their organization as a whole.
Is it any wonder that more and more organizations are gravitating to flatter, more modern, and more personally rewarding organizational structures?
Some Final Observations
The pros and cons of the various organizational structures are fairly well balanced against one another — There are yet opportunities for personal fulfillment, profit and satisfaction regardless of the organizational path one chooses.
On the flip side, there is for most employees the allure of a secure and profitable career path, a reward that is pretty much assured through commitment to the tall and more traditional organizational structure. We find a greater number of inexperienced workers in the tall structures because they have that longing for a more defined and secure career path. Over time, they learn the ropes, all of their questions are eventually answered, and they prepare themselves for a series of promotions to their ultimate goal within the organization. Tall, multi-level companies are much more stable and predictable, offering the employee a long-term opportunity to “climb the latter to success” through such a series of promotions, providing the employee has the patience and fortitude to toe the line and pursue that particular goal.
True, a fiercely dedicated employee can tread a rather well-defined path to the top in a tall organizational structure, while that path is not nearly so clear nor well-defined within a flattened organizational structure. Naturally, the flat structure has a very low ceiling for promotion, and there is a great deal of heated competition for promotions when they become available.
Even so, the employee of a flat organization is granted much more autonomy, much more control, and many more decision-making opportunities, enabling him to sharpen his managerial skills on a fast track compared to the employee languishing for years in a tall organizational structure. We typically see older, more experienced employees populating a flat structure. These employees may even be specialists in their fields; as such, they don’t require as much direct supervision nor as many rules and procedures to guide them. They bask in the autonomy and personal responsibility of flat structures. In addition, they rub elbows with other diverse and highly experienced specialists who pass on their
Organizational Structure:
A Critical Factor for Organizational Effectiveness and Employee Satisfaction 19
Organizational Structure:
A Critical Factor for Organizational Effectiveness and Employee Satisfaction 20
knowledge in the course of daily interaction, making for a continuous and fast-paced learning environment.
If there is one significant lesson that we can take from this examination of Organizational Structure, it is perhaps that organizations should very carefully weigh their corporate structure options before committing to them — and the same is true for the employee in selecting his working environment. Mounting evidence indicates that employees should very carefully choose the organizations best suited to their individual temperaments, skill sets and, yes, personalities.
Personality is possibly the most important factor for a prospective employee to consider when choosing an organization:
Is this job, this setting, this organizational structure right for my personality?
Some studies have attempted to provide an answer: People who have a need for power and achievement tend to prefer the tall structures, because they thrive on every promotion that comes their way; people who have a need for autonomy prefer the flat structures for the freedom to make decisions and exercise wider control in their work environment.17
If you’re presently working in a company that doesn’t seem right for you, you may have stepped into an organizational structure that cannot satisfy your personality and your career goals, and perhaps you should consider changing jobs, if you can. Otherwise, you’re not benefiting the company any more than the company is benefiting you.
More importantly, people coming out of college and looking for a job should very, very carefully examine a company’s organizational structure before applying for a position therein. Determine the organization’s structure in advance, and make certain that it matches your personality and your career objectives — in this way, you may reap the benefits and avoid the pitfalls of the diverse Organizational Structures we have discussed, thus ensuring long-term satisfaction with your career choice and with your contribution to the organization as a whole.
 
Last edited:

jamescord

MP Guru
Amgen Inc. (NASDAQ: AMGN, SEHK: 4332) is an international biotechnology company headquartered in Thousand Oaks, California. Located in the Conejo Valley, Amgen is the world's largest independent biotech firm. The company employs approximately 17,000 staff members. Its products include Epogen, Aranesp, Enbrel, Kineret, Neulasta, Neupogen, Sensipar / Mimpara, Nplate, and Prolia. Epogen and Neupogen (the company's first products on the market) were the two most successful biopharmaceutical products at the time of their respective releases.

BusinessWeek ranked Amgen first on the S&P 500 for being one of the most "future-oriented" of those five hundred corporations.[3] BusinessWeek ostensibly calculated the ratio of research and development spending, combined with capital spending, to total outlays; Amgen had the fourth highest ratio, at 506:1000.

Amgen is the largest employer in Thousand Oaks and second only to the United States Navy in terms of number of people employed in Ventura County.

With plans to expand into a new campus under construction in South San Francisco, Amgen abruptly halted construction on the plans and instead put the 365,000 square feet (33,900 m2) of new space on the sublease market



President
Kevin Sharer
4
Director
Frank Biondi
3
Director
Paul Reason
2
Director
Leonard Schaeffer
3
Director
Frank Herringer
3
Director
Vance Coffman
2
Director
David Baltimore
Director
Gilbert Omenn
3
Director
Ronald Sugar
2
Director
Rebecca Henderson
2
Director
Judith Pelham
Director
Frederick Gluck
2
Director
Jerry Choate
3
Director
François De Carbonnel
2
Commercial Operations
George Morrow
Operations
FB
Research & Development
RP
COO
Robert Bradway
Compliance
AR
CIO
TF
8
Legal
David Scott
2
Government & Corporate Affai...
David Beier
3
Human Resource
Brian McNamee
Quality
GS

However, with the modern trend toward Flattened Organizational Structure, decentralized decision-making, fewer organizational layers, and more direct access to upper management, the employee is motivated to contribute his voice to matters that affect the entire organization. A flattened structure that permits a wider Span of Control with less supervision and fewer procedural hurdles will enhance and encourage the employee’s autonomous decision making.
As an aside, I will add that most theories of motivation maintain that it’s not money that inspires people to excel in the workplace; rather, it’s the broader opportunity for autonomous decision making, greater personal responsibility, direct contributions to upper-level matters that benefit the entire company, a sense of accomplishment, and so forth. In other words, employees are motivated by the freedom to pursue excellence, both for themselves and for their organization as a whole.
Is it any wonder that more and more organizations are gravitating to flatter, more modern, and more personally rewarding organizational structures?
Some Final Observations
The pros and cons of the various organizational structures are fairly well balanced against one another — There are yet opportunities for personal fulfillment, profit and satisfaction regardless of the organizational path one chooses.
On the flip side, there is for most employees the allure of a secure and profitable career path, a reward that is pretty much assured through commitment to the tall and more traditional organizational structure. We find a greater number of inexperienced workers in the tall structures because they have that longing for a more defined and secure career path. Over time, they learn the ropes, all of their questions are eventually answered, and they prepare themselves for a series of promotions to their ultimate goal within the organization. Tall, multi-level companies are much more stable and predictable, offering the employee a long-term opportunity to “climb the latter to success” through such a series of promotions, providing the employee has the patience and fortitude to toe the line and pursue that particular goal.
True, a fiercely dedicated employee can tread a rather well-defined path to the top in a tall organizational structure, while that path is not nearly so clear nor well-defined within a flattened organizational structure. Naturally, the flat structure has a very low ceiling for promotion, and there is a great deal of heated competition for promotions when they become available.
Even so, the employee of a flat organization is granted much more autonomy, much more control, and many more decision-making opportunities, enabling him to sharpen his managerial skills on a fast track compared to the employee languishing for years in a tall organizational structure. We typically see older, more experienced employees populating a flat structure. These employees may even be specialists in their fields; as such, they don’t require as much direct supervision nor as many rules and procedures to guide them. They bask in the autonomy and personal responsibility of flat structures. In addition, they rub elbows with other diverse and highly experienced specialists who pass on their
Organizational Structure:
A Critical Factor for Organizational Effectiveness and Employee Satisfaction 19
Organizational Structure:
A Critical Factor for Organizational Effectiveness and Employee Satisfaction 20
knowledge in the course of daily interaction, making for a continuous and fast-paced learning environment.
If there is one significant lesson that we can take from this examination of Organizational Structure, it is perhaps that organizations should very carefully weigh their corporate structure options before committing to them — and the same is true for the employee in selecting his working environment. Mounting evidence indicates that employees should very carefully choose the organizations best suited to their individual temperaments, skill sets and, yes, personalities.
Personality is possibly the most important factor for a prospective employee to consider when choosing an organization:
Is this job, this setting, this organizational structure right for my personality?
Some studies have attempted to provide an answer: People who have a need for power and achievement tend to prefer the tall structures, because they thrive on every promotion that comes their way; people who have a need for autonomy prefer the flat structures for the freedom to make decisions and exercise wider control in their work environment.17
If you’re presently working in a company that doesn’t seem right for you, you may have stepped into an organizational structure that cannot satisfy your personality and your career goals, and perhaps you should consider changing jobs, if you can. Otherwise, you’re not benefiting the company any more than the company is benefiting you.
More importantly, people coming out of college and looking for a job should very, very carefully examine a company’s organizational structure before applying for a position therein. Determine the organization’s structure in advance, and make certain that it matches your personality and your career objectives — in this way, you may reap the benefits and avoid the pitfalls of the diverse Organizational Structures we have discussed, thus ensuring long-term satisfaction with your career choice and with your contribution to the organization as a whole.

hey dear,

Here i am uploading Organisational Chart of Ametek, so please download and check it.
 

Attachments

  • Organisational Chart of Ametek.docx
    14.1 KB · Views: 0
Top