The Organizational Study of Levi Strauss

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Abstract
This paper analyzes the organizational structure and design of the world’s largest brand-name apparel marketers, Levi Strauss & Company. The concepts of hierarchy, change management, and employee involvement applications will be discussed, along with the organization’s environment and competitive strategies. The premise of this paper is the accomplishment of this organizational mode Levi Strauss for change and the ultimate success of the company’s transformation. Levi Strauss and Company was founded in 1853 and since has become a household name in the trouser industry. They are the world’s largest producer of brand-name clothing and the second largest maker of jeans in the United States. Levi Strauss started the tradition of being an apparel innovator and today, the company still upholds the commitment to offering products that are right for every generation. Levi Strauss mission statement is to seek to reflect the voices of the communities where they have a business presence and make a difference by addressing tough social issues and empowering people to solve their own problems and those of their communities The values of Levi Strauss and Company are the foundation of the company. It is what defines them and sets them apart from the competition, sets the vision for the future, the business strategies and the decisions that are made. The four core values are empathy, originality, integrity, and courage. When they talk of empathy, they are walking in other people’s shoes. Their success comes from listening to what consumers want and meeting their needs of the consumers, retail customers, shareholders and employees. The company’s long-standing traditions of community involvement and employee volunteerism continue today which contribute to their commercial success. Authenticity and innovation is what makes Levi’s an original. The jeans have been worn by generations who incorporated them into their own sense of style. The ethical conduct and social responsibility illustrates the integrity that the company holds for always doing the right thing. The commercial success maintains the company’s beliefs and behaviors which motivates customers trust and loyalty. And lastly, the company has the courage to always stands up for what they believe in, whether it is challenging accepted practices or conventional perception. Their ultimate goal for Levi Strauss is making the company more competitive by implementing a number of business turnaround strategies and by changing the process of how they develop, deliver, and market the products. The organization markets their products under the leading brand names such as Levi’s, Dockers, and Signature. These are the most widely recognized brands in the apparel industry. The company’s organizational level analysis begins with their strategy. The corporate citizenship states a strong belief in the company which can shape society through civic engagement and community involvement, responsible labor and workplace practices, charity, ethical conduct, and environmental awareness. The four core values of the company’s mission statement of empathy, originality, integrity and courage sum up the long-term purpose of the company’s goal Levi Strauss for successful strategy and transformation. Levi Strauss developed and implemented a sourcing program in 1991 that incorporates value in working with stakeholders for improvement of working conditions in factories that produce their products, and a Levi Strauss in the communities where these are located at. They were able to gather valuable information and maximize positive effects by working with other companies and key stakeholders, such as non-governmental organizations, local governments and trade unions. Other memberships and working groups that this organization is a part of are The Business for Social Responsibility, American Apparel and Footwear Association, and The U.S. Council for International Business....
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