Edwards Lifesciences: Business Analysis

Organizational Culture and Charity Edwards Lifesciences has always based their culture on giving. Giving to their employers, patients, and other charities. Edwards Lifesciences is know for having a relationship culture (Thompson, 2011). This is where they value family values and understand that their work may not be the most important thing to focus on. At Edwards the employees and the organization itself, work very closely with multiple charities to help those in need. Edwards works the closets with United Way and the American Heart Association (Gollinger, 2015). One of Edwards mottos is that it “doesn’t give to charity, it gives to change” (Bosworth, 2015). Every employee is required to volunteer or give to charity is some sort of way. Most

At Google the employees drive the giving rather than the organization, which is what is happening in Edwards Lifesciences. The culture at Google is decided more on the younger nature of the employees. The culture at Google allows for more freedom and trust. Instead of working to create relationships, Google is working to create new ideas without stressing professionalism (i.e. suits) and instead stressing personal accomplishments and ideas (Google,

He split the company from Baxter and has been the leader ever since. Mussallem created the credo that the company works from and personally addressing the entire corportation four times a year in their quarterly meets. Mussallem ask created this company and has its foot in every division and aspect of the company. He personally meets with customers, physicians, and patients to ensure the products are helping the patients and are living out the credo that he put into place. He is very professional business man, originally a design engineer, but is approachable by all employees. Mussallem has a personal feedback box called “ask Mike” where any employee can put concerns in the box to be addressed to everyone (Gollinger, 2015). Everything from wanting more claim chowder to environmental issues have been placed in that box. Michael Mussallem eats lunch in the cafeteria with all employees so people know he is approachable and to get to know all of his employees personally. Many employees in the company say the success of the company is because of his work (Gollinger, 2015) He has won the CEO cancer gold standard and has even spoke in front of the U.S. house committee to fight for patient care. Micheal Mussallem has created the culture, community, and mission of Edwards Lifesciences and will continue to help grow this company even