MAINSTREAM/MULTISTREAM APPROACH TO MANAGEMENT

MM Grouping 5 - ABM11-G:
- Del Rosario, Penelope Reeve M. - Reala, Elijah Raphael M.
- Misa, Kirstenn Bianca L. - Sy, Richelle Jasmine L.
- Pintor, Sophia Marie B. - Torres, Richard Steve Jr. U.

MAINSTREAM FIRMS

➔ By: PINTOR, Sophia Marie B.

GILEAD SCIENCE, INC.

Management Practices:
- Prioritizing profitability over public health
- Price-gouging of pharmaceutical drugs despite federal government
contributions from public taxes. The taxpayers are early investors but
receive no returns on their investments.
- The Truvada pill to prevent HIV almost costs $2000 per month in
America, but in other countries such as Australia only costs $8.
- An experimental COVID-19 treatment, Remdesivir, which US
taxpayers contribute $70.5 million to develop, is priced at $520 per vial
for patients with insurance.
- Company structure heavily emphasizes on centralization.
- Emphasizes the “top going down that the ideals of the company.”
- Employees are to comply immediately with executive orders assigned
to them.
- Top executives control decision-making, and employees do not have
a say in company decisions.
- Management exercising bureaucratic control within employees
- Promotions are not based on employee merit and performance but
based on connections and relations with top executives.
 - Employees’ are strictly expected to perform the "the Gilead way”
(company vision) and leave no room for employees to express
innovative ideas into the company.
- Upper management enforces a competitive atmosphere; thus,
company culture does not support individual and collective employee
growth.

➔ By: SY, Richelle Jasmine L.

WALMART
Management Practices:
- Rationally Designed Strategies
- The management employs several programs to lower the price of
items like “everyday low price (EDLP)” which focuses on building
their customers' trust by pricing their products for low prices.
- Has low prices and low costs but high sales for them to obtain
larger profits
- Management style contains greed and the desire to succeed at
almost any cost
- Maximization of Profit
- Low wages for employees and low-cost health insurance which
cause approximately 70% of their employees to leave within the
first year.
- Managers do all they can to hold down costs like having control of
their payroll when their sales drop which causes employees to work
off the clock to reach the targeted sales.
- Since they lowered the prices of the items, Walmart also drives
down the quality and durability of consumer goods which causes
customers to purchase more products.
- Lack of employee training that will eventually lead to poor customer
service.
 - Poor working conditions and safety violations on their warehouse
workers.
- Competitiveness
- Hard bargaining tactics with small manufacturers.
- Sued for predatory pricing which is to sell a product at low cost to
drive competitors out of the market and gaining a monopoly in the
market and it is believed that 50% of their products come from
overseas which takes away American jobs.

➔ By: TORRES, Richard Steve Jr. U.

COCA-COLA
Management Practices:
- Quality Control
- Management in Coca Cola ensures their employers that they follow
the standard when it comes to producing the product
- Employees in Coca Cola go through training and development so
that the probability of error among its employees are as minimal as
possible
- Different firms in Coca Cola also add various safety and operational
standards in making their product to have a competitive advantage
when it comes to quality among soda beverages.

- Productivity
- Coca Cola evaluates not only the employees but also the managers
if they have done their required quota for the day and/or month to
help maintain productivity among the staff.
- Coca Cola trains their supervisors and team leaders for handling
problems, especially when it comes to production issues for them to
effectively achieve their quota without any problems from workers
and/or equipment.
MULTISTREAM FIRMS

➔ By: DEL ROSARIO, Penelope Reeve M.

SOUTHWEST AIRLINES
Management Practices:
- According to retiring Southwest Airlines President Colleen Barrett
explains that when they do customer services, they make sure it is
85% proactive.
- Southwest Airlines assures that they have innovative decisions on
fuel, low-priced, high-volume passenger strategies, and not charge
baggage fees.
- The company’s HR attitude: Happy and motivated employees. They
stick to the “treat people how you want to be treated.” When a
passenger gives an employee a problem, they adapt to them and
find something optimistic about the situation.
- Southwest HR establishes employee satisfaction and issues, hence
satisfying passengers’ needs.

➔ By: MISA, Kirstenn Bianca L.

LEI LEI’S BAR & GRILL

Management Practices:
- Servant Leadership
- The owners continue to maintain a servant leadership approach by
working extra hours to minimize the burnout of staff.
- They also treat their employees with respect and offer them various
benefits for their hard work.
- Enabling & Equipping Employees
- Emphasizing learning, providing general information, and allowing
experimentation without performance pressure.
- New hires also pitch in to do whatever else needs doing to create
an inviting and pleasing customer experience.
 - Employees learn through experience the many ways to live out the
“aloha spirit of joyful service.”
- Socialized Power Motive / Leads for Others’ Gain
- Creating a sense of belonging by frequently inviting all employees
to join in a shared meal after most days at work.
- Honoring and freeing experienced employees to decide how they
would responsibly do their jobs.

➔ By: REALA, Elijah Raphael M.

GOOGLE
Management Practices:
- Team-Based Organizational Structure
- Google is known for its cross-functional, team-based organizational
structure by allowing all employees to be a part of decision-making,
placing more importance on intelligence and ideas than on titles.
This allows employees to give their unique ideas and insights that
may have the ability to help the organization in a positive way.
- Work-Life Balance
- Google imposes an “80-20 rule” wherein this policy goes by the
ratio of 80% work, 20% play; hence, giving their employees the
chance to go out and invest their time into a side project for the
seeding of innovative ideas rather than go out and create a
competing new venture.
- Efficient Human Resources
- The Human Resources department of Google use the following
tools to maintain effective and efficient management:
- Manager Feedback Survey. Google employees evaluate their
managers twice a year with a 13-question survey that will help their
managers develop through honest and constructive feedback.
- Career Conversations Worksheet. According to Google’s
management analysis, employees value knowing that their
 manager is invested in their success and career development. To
help managers effectively discuss development with their direct
reports, Google uses the GROW (Goal, Reality, Options, Will)
model.
- “One Simple Thing” Worksheet. Google allows its employees to
set a specific goal which will then become a part of the member’s
goals which aim to encourage personal well-being and work-life
balance. Their managers hold them accountable for accomplishing
these personal goals, along with whatever work-related goals they
already have.
- 1:1 Meeting Agenda Template. At Google, the highest-rated
managers hold frequent one-on-one meetings with their direct
reports. To squeeze the most out of each one-on-one Googlers set
up a shared meeting agenda ahead of time—which both the
manager and the report should contribute to.
 REFERENCES:

COCA-COLA

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GILEAD SCIENCES, INC.

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GOOGLE

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LEI LEI’S BAR & GRILL

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SOUTHWEST AIRLINES

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WALMART

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