Levi Strauss and Company: Case Study

Term Paper, 2012

8 Pages, Grade: B



Every corporate culture statement of an organization provides a detailed review of its pillars and how strongly they are aligned to meet the demands of the shareholders, employees, and the community. To achieve a cohesive integration between these three elements it is crucial that the Human Resource department recruits and retains top talented employees to safeguard and promote the culture of the organization. Levi Strauss and Co. is one of the major organizations that value and uphold its corporate culture in an aim of making a difference and history (Levi Strauss & CO., 2013). Talented employees look at various issues before applying to be part of an organizations team. Corporate culture statement is one area that has currently taken significant position and reflects how an employee will react in their work environment how the expectations of the organization. According to Stanford (2011), corporate culture defines the business of the organization, the responsibility of the employees to the shareholders, good corporate citizenship, and boundaries of its operation and interaction with other external environment like government, other companies and various agencies.

To attract top talent through corporate culture statements consider placing the employees of the organization first. It should provide detailed information on how employees are respected and treated with considerations as members of one large family. It should be a way to position the company as an enduring preferred employer where employees value high performance standards and work in collaboration with the leaders (Kotter, 2008).

Corporate culture should indicate how you place the best employees in positions of great influence. This is to help employees maximize their potential and skills. Establish how the leaders of the organization are able to meet with the employees to discuss with them the best way to solve their most challenging tasks. Levis Strauss and Co. indicates that they are externally focused and with great skills possessed by its members are able to scan new developments to satisfy their clients. This is a show that the top talents will be in a position to work and search for new developments and meaningfully contribute to company growth. At the same time, top talents seek to understand if the company is responsible enough to follow various ethical principles in its daily operations. This is both on the side of keeping up with laws regarding standards of products, employee protection, environmental protection and corporate social responsibility (Flamholtz & Randle, 2011). It should also provide that with the help of the top talent, a great contribution can be made towards corporate culture through as Levi puts it “employees as agents of change.”

Recruitment of the top talent should also be a major issue to the organization. Let the owners of the organization not disengage from the hiring activity and illustrate how they are emotionally involved in selecting the best team that can work for the company. This is a better way to show that the company understands itself and the leadership styles it sales out. Key respectable people should be used to select employees. Inform the top talent how the organization is flexible enough to recruit those with skills even when a position is not available for them (Thorne & Pellant, 2007). It is important that the corporate culture clearly illustrate what sets the company apart and what it actually stands for. Provide a compelling employee value preposition which include how the organizations supports career developing opportunities, work and life balance initiatives, competitive pay including job security and stability. This should also incorporate information of how the company has achieved its positive reputation. Lastly, corporate culture should illustrate how the organization is in a position to create development opportunities and ensure that its employees develop personally and professionally for job satisfaction.


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Levi Strauss and Company: Case Study
King`s College London
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ISBN (Book)
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levi, strauss, company, case, study
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Kelvin Molly (Author), 2012, Levi Strauss and Company: Case Study, Munich, GRIN Verlag, https://www.grin.com/document/270820


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