Introduction

Intermune- a biotechnology company initiated its business in the 90s in order to offer bettermedication to different diseases,including Hepatitis C and others,and to improvise the health of the patients, and control the side effects. Though, it somehow maintained the offering level, however it faced high employee turnover that caused it tolose the markets significantly and incur continuouslosses.

To overcome the issue, the company sold itself to the othergroup at a premium price and kept it under the leadership of Welch, to lead and drive change and to develop a uniformculture in theorganizations to deal withthe retention issues. In doing so, Welch developed the performance measure system, appraisal, HR policies and other derivatives to run the organization in the same direction.

Though initially, questions wereraised on the credibilityandability of Welch due to the layoff, however in the long term, organizationhas been able to maintain the fresh talent and uniform value set.

Though till now, Welch has implemented differentstrategies to develop the core values and culture,however, maintaining the culture anddriving the change in thelong term, is a challengeahead for Welchin order to make Intermune successful.

Analysis

What is your assessment of Dan Welch’s different initiatives as he set out to address the strategic, organizational and cultural challenges that faced InterMune during his ten years as CEO? Which initiative is likely to have the most payoffs? Why?

Since its inception, Intermune failed to develop auniform culture due to the absence of concrete value set and HR policies to motivate the employees and to develop an organizational culture leading to better organizationalperformance.
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In such situation, Welch identified the loopholes in the currentstrategy(the distinct strategy)and pointed out thatculture of each separatedepartmentled to the development of multiple cultures and values in the organization.In addition, he also identified the absence of recognitionand other values set to motivate the employees to outperformin the organizationwere leading to high turnover ratio.

While dealing with the problem, Dan Welchinitiated theorganizational cultural strategy in order to motivate the employees.He developed the hiring policies, recognitionmetrics, performance appraisal metrics and other acknowledgment and motivation techniques to retain the employees and also maintain the stability of the organization in the long term.

On assessing the measures closely, it can be said that the overall initiatives taken by Welchhave been effective in developing the uniform culture, motivation practices, the roles andorganizationalstructure to maintain the values and also disseminatingresponsibilities effectively.

Among those measures, the development of reward and compensation policies and activerecognitioninitiatives remain to be most successful as they focuson employee development and motivation factors that are important to address in order tomaintainthe retention ratio in the organization.This is because the major issue that the organization facesisthe 50% flight ratio of the employees that makes it difficult forthe company todevelop the uniform culture and value set in the organization. In addition,ithas caused the organization substantial issues and frequently recurring cost, leading to substantialoperational cost.Hence maintaining the employee base through Strong HRpoliciesand roles has been the most effective initiative taken byWelchto maintain the competitive edge in the market...................

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