levi's case study
Post on 09-May-2015
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LEVI’s Case StudyPrepared By:
Yuvraj Sinh (10108)Sreeju Potty (10099)Ritesh Sawant (10092)
Where Did Levi’s Go Wrong
Rushed up with the process of team formation, could have done a pre
implementation research
Unable to understand the human side of management change
Lack of fit between wage structure and employees and their work profile
Late in understanding global change and competitor
What Levi’s Should Have Done
Should have implemented the plan in phases
Appoint a leader within the team
Change the incentive system
Categorized based on past performance and group the employees of same level and different specialization
Incentive Plans of Levi’s Should Be
Fixed Wage + Variable Team Incentive
Variable Incentive Schemes:10% incentives for guiding fellow worker
Offer fixed wage , 10-15% less than the prevailing market rate
Top Performing GroupAppoint a leader and trainer within the groupKey Player should rewarded
Was Outsourcing Inevitable for Levi’s
“Outsourcing” could have been the best solution
Other Solutions
Achieve Economies of Scale
Use of Advanced Technologies
Reduce Wastages and Defect Rates to increase
productivity
THANK YOU
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