PFIZER, INC

PROJECT PLAN

Prepared for:
Eller College of Management
Management 310A
Jerel E. Slaughter

Prepared by:
Rashed Al Senan
Claire Albertsen
Erin Domagala
Zachary Garcia
Dean Papadopoulos

October 2, 2021
SMART Goals

Our team is in the process of developing and coordinating an evaluation strategy that serves the
purpose of gaining further insight into two organizational issues experienced by current and
former employees. These two issues include unsatisfactory work-life balance and constant
organizational restructuring, which can lead to issues regarding job performance/satisfaction and
organizational commitment. Furthermore, our team has designed a multi-leveled interview
procedure, in which we will be personally interviewing, via Zoom, a total of 4 full-time, current
employees and 4 former employees of Pfizer who have experienced a struggle with work-life
balance, long hours, and organizational restructuring. From October 8th to October 17th, we will
be conducting 3 interviews, via Zoom, with current employees and 4 interviews, via Zoom, with
former employees of Pfizer that are or were positioned throughout a few of Pfizer’s 53 global
locations about their experience with restructuring, job security, and overall job satisfaction to
further understand how these issues have affected employees’ various, personal lives. We will
also be scheduling an interview with a customer analytics specialist from Pfizer, Jim Nicholas,
on October 17th to discuss his overall job satisfaction and experience with restructuring
considering his managerial position, using the first set of tactical interview questions below. In
the final evaluation procedure from October 8th to October 24th, we will be sending out a series
of surveys to 8 current employees and 8 former employees that are or were positioned in
different departments and different job positions within their firm. Our team will be asking
participating members to anonymously evaluate their experience with constant change in the
workplace and stress induced by long hours and lack of job security. As a goal-driven,
communicative, and versatile team, we will be able to meet set goals for this project on time as a
collective, including finishing with a polished presentation and final report before November
22nd. In order to fulfill these said goals, we plan on meeting once a week on Fridays from
10:30am to 11:30am to discuss and review the progress of our project.

Plan for Collecting Data

Our team will be interviewing and surveying current and former Pfizer employees to gain
insights about the company’s culture and organization through employee satisfaction and
commitment rates. This will assist our team in creating progressive change where it is needed

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within our organization and give our employees more purpose and pride in their career at Pfizer.
To gain the most effective results possible, we will be interviewing and surveying anyone who
either currently works for or formerly worked for Pfizer within the last 5 years, as several
company-wide developments have been made in this time frame. We ask for honest feedback
from our research participants in order for us to be able to compound and use this information to
influence future decisions for Pfizer’s organizational structure and culture.

Our team will begin by speaking with 4 current, full-time employees and 4 former employees
from Pfizer. One interview with a current employee, Jim Nicholas, will be held in-person, whilst
the other 7 interviews will be held via Zoom being that they are all located in different regions of
the world. From these interviews, we will have the opportunity to learn more about what it is like
to work for Pfizer’s corporate offices and to what degree Pfizer’s employees face challenges with
a steady work-life balance and constant organizational restructuring. The questions we will be
asking current employees of Pfizer during the interview include:

1. Do you feel you have the opportunity for growth at your company?
A. Yes
B. No
C. Unsure
2. What resources does your company offer for employees that feel stressed?
____________________________________________________________________
3. How often do you feel overwhelmed by your job?
A. Often
B. Sometimes
C. Occasionally
D. Never
4. If you feel stressed at work, is there a specific reason?
A. Coworkers
B. Workload
C. Work Environment
D. Personal Issues
E. Other
If you selected other, please explain
___________________________________________________
5. Do you feel there is a high level of communication between upper management and
fellow subordinates within the company?

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 A. Yes
B. No
C. Unsure
6. On average, how many hours of overtime do you incur at work weekly?
A. 1-5
B. 6-10
C. 11-15
D. 16-20
E. Other ___________

Furthermore, our team will also be conducting interviews via Zoom with 4 former employees
from Pfizer to help us gain further insight as to what driving or motivational force had caused
these former employees to transfer out of Pfizer’s corporation. The purpose of interviewing
former employees is to gain insight on organizational topics with the intent that these participants
will give more honest and open feedback. The questions we will be asking former employees of
Pfizer during the interview include:

1. How long were you employed at Pfizer?

_______________________________________________________
2. How does your current workload compare to that of Pfizer’s?
________________________________________________________________________
__________________________________________________________
3. Did you feel there was room for growth at Pfizer? How does this compare to your
current job? Please explain.
________________________________________________________________________
____________________________________________________________________
4. Why do you no longer work for Pfizer? Please explain.
________________________________________________________________________
____________________________________________________________________
5. In what ways did Pfizer develop your professional skills? Check all that apply.
A. Made connections within the industry
B. Helped with teamwork skills
C. Improved business communication skills
D. Positive work environment experience

Our team will conclude our evaluation of Pfizer’s organizational culture and structure by sending
out a survey to 8 current employees and 8 former employees. Each participant will receive a

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quick, 20-question survey based on the Likert scale. Depending on whether the person taking the
survey is a current or former employee will determine the trajectory of questions asked
throughout this survey (former employees will have past tense questions). The purpose of this
survey is to gain anonymous feedback with the intent that these participants will feel obligated to
answer these questions regarding Pfizer’s organizational structure and culture more freely. These
former and current employees will rate their experiences by referring to the following
statements:

1. Overall I am satisfied with working with this organization.

2. Negative change in organization structure will affect the variety of tasks that I perform.
3. The jobs here are well organized and coordinated.
4. Management usually keeps us informed about things we want to know.
5. My work and dedication to the company are fairly rewarded.
6. I am often expected to do tasks that are not reasonable.
7. Management frequently does not have a clear vision of goals or expectations.
8. I am not forced to choose between job and family obligations.
9. The organization rules make it easy for me to do a good job.
10. I feel I can easily communicate with members from all levels of this organization.
11. The amount of work I am expected to finish each week is reasonable and rarely
uncertain.
12. My workload is manageable.
13. I work in an environment that is supportive of my family and personal commitments.
14. I have adequate technology support (laptops, internet access, VPN connectivity, etc.)
to be able to work away from the office.
15. There is a spirit of collaboration and cooperation toward organizational vision in the
workplace.
16. I can manage my job responsibilities in a way that enables a healthy work-life
balance.
17. I do not need to work overtime because I usually finish tasks within working hours.
18. I feel job performance is fairly evaluated.
19. The amount of stress in my job is manageable.

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 20. I am satisfied with the communication status between colleagues within other
departments.

Participants will be able to rate each statement or question on a 1-5 scale, 1 being strongly
disagree and 5 being strongly agree. The Likert scale mentioned above is as follows:

1 2 3 4 5

Strongly Disagree Disagree Undecided Agree Strongly Agree

Our team will also be referring to outside resources for further research regarding Pfizer’s issues
with organizational commitment and job satisfaction. More specifically, we will be looking into
sources and studies regarding Pfizer’s work-life balance, long hours and overtime, job security,
unreasonable expectations, and constant restructuring efforts. We intend on using the library
resources, as well as Google Scholar, Forbes, New York Times, and reliable reviews from
Indeed and Glassdoor. By synthesizing the information found from reliable, outside sources and
the honest feedback from our variety of evaluation methods, our team will be able to provide a
valid and complete measure of data that will help influence better decision-making in the future.

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Work Breakdown Chart

Work Breakdown Structure

Start End Duration

Description of Objective Date Date (days)

Preceptor Meeting (Zach) 3-Oct 4-Oct 1

Project Plan (Whole Team) 3-Oct 6-Oct 3

Begin Surveys and Interviews with Jim Nicholas

and Current/Former Employees (Dean and Claire) 8-Oct 20-Oct 12

Review Data (Rashed, Erin & Zach) 20-Oct 25-Oct 5

Issue Second Chance Surveys (Zach, Claire & Rashed) 21-Oct 26-Oct 5

Identify Issues and Start Brainstorming (Whole Team) 26-Oct 1-Nov 6

Find Solution(s) and Create Deliverables (Whole Team) 2-Nov 15-Nov 13

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Major Report (Whole Team) 6-Oct 22-Nov 47

Presentation (Whole Team) 6-Oct 22-Nov 47

Peer Reviews (Whole Team) 22-Nov 25-Nov 3