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Area Ownership
- Work where you want and what you want! -
The Area Ownership system is one whereby the Company asks MRs about the area they want to work and take it into consideration to determine MRs’ assignments. This is a very unique system that the Company and the labor union created as a result of long discussion. No other pharmaceutical companies apart from Bayer have this kind of system that our employees accept with a great expectation.
About 1,300 MRs work for Bayer in offices throughout the country.
Previously, MRs were transferred every few years in order to improve their skills and capabilities by exposing them to various regions and experiences. At the same time, this also prevented employees getting stuck in a rut in their jobs and help them discover new challenges.
However, MRs feel significant psychological burdens under the previous system because they have to prepare for another transfer every few years and, for employees with families in particular, are concerned over their spouses’ changes of jobs and their children’s changes of school. In addition, it has been discussed how to solve the issue that they find it difficult to make plans to buy a house. In such circumstances, the Company and union shard the view that it is difficult for MRs to make a best performance because they cannot concentrate in their jobs or respect the areas where they work. As a result, Bayer started the Area Ownership System following discussions with the employees’ labor union.
This system fosters a sense of reassurance on the part of employees that the Company determines their work assignments in consideration of their wishes, and because employees are able to ensure stable lifestyles with their families, they are able to expect greater support from their families. In addition, as the name of the system suggests, MRs have ownership of the areas where they work and by promoting active MR activities, the Company is able to expect a higher level of performance.
Under this Area ownership system, we realize a Win-Win Relationship for Both MRs and the Company
The current situation is that 60% of MRs work in the areas where they want and a further 10% work in “Block Work.”
Having all MRs doing area work is thought to be difficult, but Bayer will aim for the thorough implementation and promotion of the system to have more MRs’ wishes fulfilled.
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