Johnson & Johnson was founded in 1886 by the Johnson brothers. It is an American manufacturer of pharmaceutical, medical, and consumer products. Since the 1960s the company has been based in New Brunswick, New Jersey. In the United States they are in third place as one of the most environmentally conscious companies. The company is managed according to the principles, according to Johnson & Johnson (1997), of “Broadly based in human healthcare, managed for the long term, decentralized approach and our people and values” (J&J Strategic Framework). Enterprise Risk Management is a strategic plan that involves the entire company. It is designed to identify risks or events that could affect the business, which allows them to evaluate and resolve this. This means that every employee is encouraged to be open, sincere and fact-based in discussing risk issues, making all relevant facts and information available so that the company can consider all possible options and make decisions" ( Internal environment and goal setting). Management and business leaders are responsible and held accountable for managing risks that could impact the company and its stakeholders. Johnson & Johnson's key stakeholders are the United Nations, whose goal is to create new alliances and the Gates Foundation, which works to cure neglected tropical diseases. The Board of Directors oversees the senior leadership. They are also responsible for providing the independent auditor of the companies with regular reports from their senior executives. the most important function is to oversee all processes of risk management. Responsibility is the condition of being held responsible for something. In every company, responsibility must be equally distributed. Putting too much pressure on one section of the company could have major consequences. It's called Performance and Management Approach (P&D). All employees working in management level positions are monitored through this approach. It builds its foundation on frequent conversations between managers and employees. According to J&J (1997) they created a “5 Conversations Framework, which consists of performance and development planning, mid-year, career planning, end-of-year performance and compensation conversations” (Strategic Framework). To complete accurate assessments, the P&D approach uses two specific measures to understand employee quality. The first measure concerns results. Study what goals employees have compared to the company's actual goals. The second measure is leadership. Leadership is designed to understand and reflect on the company's successes and failures. After studying these two measures, a four-point rating scale is used to understand the link between performance and wages. Performance is then compared to bonus increases and leadership to reward. So in this case hard work pays off