Sudha –

The 3M Company, previously the Minnesota Mining and Manufacturing Company, is an

American multinational company with interests in industry, worker safety, health care, and
consumer products. The company was founded in 1902 and headquartered in Maplewood,
Minnesota, United States. It operates in more than 153 locations across 77 countries.
The 3M Company is recognized for its innovative culture, research and development. It holds
over 50,000 patents that covers a wide range of technologies.
Some of the Major innovations of 3M include: Post-It Notes, Waterproof Sandpaper, Mask Tape,
audio-visual equipment, medical goods and safety products.

Saniya –
DIVERSITY AND INCLUSION AT 3M
3M values the diverse perspectives, abilities, experiences, and personalities that distinguish each individual.
Individuals at 3M feel secure to fully engage and participate because they are comfortable while expressing their thoughts.
3M guarantees fair treatment, opportunity and advancement to all.
Mike Roman, Chairman and Chief Executive Officer of 3M, has established a CEO Inclusion Council, which is comprised of a
diverse group of 3M leaders from throughout the world prioritizing measures to create a more inclusive and competitive
workplace.
3M is dedicated to promoting equality and safety, eliminating harassment and discrimination, and advancing women and
LGBTI+ individuals through its policies and programmes.
3M established a new Equity & Community organization to advance in equity at workplaces and business practices.
To preserve pay parity around the world, employees of various genders are paid the same for equivalent work tasks, and the
company is committed to transparency.
Employee Resource Networks (ERNs) are employee-led groups at 3M that foster collaboration across cultures, lifestyles,
abilities, and genders while promoting diversity, inclusion, and leadership development.

Sudha –
LEARNING AND DEVELOPMENT AT 3M

Zoe Dickson is Chief Human Resources Officer and Felipe Lara-Angeli is Chief Learning
Officer at 3M.

Learning is a priority at 3M, beginning with the CEO, and progress is reported to the Board of
Directors. The simple phrase ‘Development for All' is a compelling one that promotes inclusivity
and employee empowerment, as well as the availability of best-in-class resources to all.

3M has invested in a unique internal global coaching organisation that works directly with
executives.

The “15 percent culture” at 3M has been in place for more than 72 years.
15% time refers to time that a 3Mer can devote outside of their usual job tasks to pursue interests
and passions

At 3M, there are two parallel career pathways known as the "dual ladder" structure.
Members of the 3M technical community can further their careers by pursuing management
positions or continuing to pursue their technical interests, or by hopping between the two
alternatives based on opportunities and interests.
XChange is a learning platform that has demonstrated a variety of learning and adoption patterns
from diverse enterprises.
By bringing together the finest practices and learning approaches from these firms it provides
distinct viewpoints and multiplied learning opportunities.

3M leadership development in the form of one-on-one coaching. Employees might benefit from
leadership coaching to help them reach their full potential and handle change.

SANIYA-

3M’S EMPLOYEE ENGAGEMENT

Trust is the foundation for employee engagement and virtually all other employee attitudes about their job, according to a 3M
study. As a result of their experiences, people gain trust over time.
• People are treated fairly so that they trust their surroundings.
• By Trusting one's environment leads to a sense of safety.
• When People feel safe and comfortable enough, they act on their own initiative, which supports engagement and
creativity.
3M wanted to make sure that people were aware of all of the benefits that 3M provides to its employees, as well as their role in
society. This makes it easier for people to get involved in product and process improvements that benefit a greater good.
3M is committed to
1. Taking care of the environment
2. Taking care of others
3. Taking care of its employees
Financial incentives must be aligned with a company's objective to create long-term change. For 3M, this included examining
compensation and benefit plans, as well as shift plan designs, in order to more directly link pay and performance.
The Engagement strategies for 3M’s growth and future success are
Energizing teams for growth in :
• Cultural Inclusion
• Leadership Behaviours
• Flexibility
• Community Involvement
• Pay for Performance
• Career broadening
• Leadership Development

SUDHA-
CEO:
Mike Roman is the chairman of the board and CEO of 3M, a science-based firm worth $33
billion. He leads a team of over 90,000 individuals that work together to solve problems and
enhance people's lives.
Roman began his career at 3M as a design engineer after graduating from college and rose
through the ranks for three decades, eventually becoming CEO.
Under Mike's leadership, 3M is developing four areas to drive growth and performance:
portfolio, transformation, innovation, people and culture. The 3M Value Model, which enables
the company to deliver for all of its stakeholders, includes these priorities as a major component.
Under his leadership, 3M has been named to Ethisphere's list of the World's Most Ethical
Companies, and it was also named one of Fast Company's Best Employers for Innovators
Mike Romans Covid-19 Health Crisis Response .He focused on maximizing the production of
personal protective equipment. He led a joint Ford-3M operation to create more powerful air
purifying respirators in late March. He is a a key leader in the private sector response to COVID
-19
Roman's leadership as CEO of 3M has been strengthened by close ties with long-serving
business executives.

SANIYA-
ORGANISATIONAL VALUES
The current state of 3M is the outcome of a long-term effort to develop an internal culture. This has been made possible by the
company's core beliefs, which have been in place since its inception. These ideals have helped 3M become one of the largest and
most recognized corporations in the United States and internationally.
3M mission statement – “3M is committed to actively contributing to sustainable development through environmental protection,
social responsibility, and economic progress”
The focus of this company is to leave an impact on all aspects of the society through its products.
The statement has the following primary components:
1. Improving lives
2. Exceeding expectations
3M Vision Statement – “3M products enhancing every home. 3M innovation improving every life.”
This vision statement identifies the developmental path of this corporation.
It has two main components:
1. Enhancing every home
2. Innovations for everyone
3M core values – “collaboration, innovation, and perseverance, passion for change, integrity and honesty.”

SUDHA –
ORAGANISATIONAL STRUCTURE AND CULTURE
3M’s organizational structure is mainly hierarchical at the corporate level. The company is very
large. This large organizational size requires top leaders to have strong command and control of
the business. For such command and control to be realistically achieved, 3M needs to maintain a
hierarchical structure.
3M has operations in different types of markets, such as healthcare, electronics and
communications, and transportation. This departmental organizational structure ensures that
3M’s different businesses are properly managed. Also, because each department is large,
departments have their own unique structures. The structure of one department could be a matrix
structure while the other could be more hierarchical. The matrix organizational structure is used
in R&D to support 3M’s innovation through employee contributions.
The culture at 3M, evolved out of the core values of its place of origin, is a non-political, low
ego, egalitarian and non-hierarchal. An orientation towards achievement and a paternalistic
approach towards its employees especially in research and new product development is strong.
The leader of the team often became the general manager of the division and this was seen as a
great motivator.

An essential and fundamental characteristic that drives many strategic management decisions in
3m is control or creativity orientation. The competition strategy based on creativity or innovation
is on the other extreme of the 3M strategic spectrum.
In essence we can say that 3M is the classic example. 3M is a company which invests in research
and development as well as it provides a flexible and Diverse workplace in which employees can
experiment and innovate.