Ann Taylor Swot

The needs of customers may sometimes be conflicting (for example, managers want production results and longer working hours whereas employees want more time off and focus on work/life balance).

* Finally , the time zones problem . 40% of the companie’s clients are located on a different time zone so , the customer service is not available at certain time . For this , we think that the best solution is to change the employees working hours. The employee that will be in charge of Professional users and Large corporate accounts will be working from 10:00 to 9:00 , on this way , the large corporate’s accounts needs will be covered . The other 9 employees will continue with a normal schedule from 7:00 to 6:00. Also , the company needs

If the workplace of today could be characterized by a single theme, it would most likely focus on the continual presence of change. Dramatic changes in technology, the marketplace and the workforce have compelled organizations to re-evaluate not only the competitiveness of their products, but also the core ways in which work is performed. It is out of this pursuit for continued survival that organizations have been faced with the notion of varying work-schedules beyond the traditional hours of nine to five. This paper will explore the societal and business changes that have led to a proliferation in flexible work patterns. This paper will also address the benefits and disadvantages of flexible work patterns for

However, not all the employees agreed that this was the most appropriate basis for allocating the time slots or the shifts to the CLT workers. There were around 500 workers working within the customer loyalty team and they provided exceptionally high level of customer service at Zappos. All the employees in the younger tribe needed to first abide by the 10 core values and continue to be humble and wait for their turn. However, all the employees were not satisfied with this approach which is the primary problem in this case.

It has proven true for the company that cheaper is not always better, therefore getting the cheapest labor will not yield the most effective customer service. It would be beneficial to rate employee performance in accordance to high, middle, and low performers and to discuss with them how they feel they are doing in conjunction with suggestions on yielding better performance. Better performance should come

Flexible work shifts have been on the rise due to changes in demographics such as higher amounts of females in the workplace and dual income households (Idris, 2014). In most health care industry positions, employees may be required to work long hours and shift hours. These shifts can be very hard on employee morale and welfare. Strenuous and difficult shifts can lead to burnout and high retention rates (Mathis, Jackson, & Valentine, 2014). Alegent Health offers flexible work schedules in order to help employees gain a balance between their work and personal lives. Alegent Health’s willingness to be flexible with their employees increases their retention

Ann Taylor’s target market primarily comprises of ages between 30 years and 60 years to whom, the company offers a plethora of work related apparel and accessories. LOFT’s target market comprises of 18 to 34 year olds who have a wide variety of casual work related (can be used for other purposes) apparel and accessories. Although the two divisions cater to different target markets, their primary purpose is to provide to the ‘working customer.’ Ann Taylor’s expansion into value based divisions (LOFT and its clearance centers) has captured the value market. The pricing at LOFT is about 30% lower than its sister concept, Ann Taylor. The outlets too, have captured the market that comprises of consumers seeking deeper value over traditional pricing and stores. The corporation added more value to these “clearance centers,” by creating private labels for the outlet centers. All the three divisions have proven to be a success among consumers. A third strength of the company would be its marketing strategies through celebrity associations. Some of the biggest celebrities like Heidi Klum, Milla Jovovich, Rachel Bilson are the faces of the company. The brand equity of the company, i.e. the image of the company in the minds of the consumers is enhanced because of positive perceptions. To further enhance this, the company is specifically targeting different markets by using different celebrities for each type of market. For example: Christina Hendricks, known for her curves is a

Changes in our workforce and economy means that some organizations are trying harder to retain good employees and now offer more career life work balance through flex time, home office time, and job sharing. If the company is small, management may be inclined to re-define a job to keep a talented, valuable, well-trained employee.

The needs of customers may sometimes be conflicting (for example, managers want production results and longer working hours whereas employees want more time off and focus on work/life balance).

Victoria Secret was founded in by Roy Raymond, and his wife Gaye, in San Francisco, California, on June 12, 1977. The company got its start when Roy Raymond was trying to shop for lingerie for his wife. He’d gone to a department store to make his purchase, only to find himself deeply uncomfortable and made even more so by saleswomen scrutinizing his presence there. “When I tried to buy lingerie for my wife,” Raymond told Newsweek in 1981, “I was faced with racks of terry-cloth robes and ugly floral-print nylon nightgowns, and I always had the feeling the department-store saleswomen thought I was an unwelcome intruder.” Raymond saw an opportunity in his discomfort and in 1977 borrowed $80,000 to open Victoria’s Secret as a store designed originally to make men comfortable when buying lingerie for their wives.

J.A. Counter’s ROWE program includes influence tactics as well as a couple of power bases. The influence tactics prevalent in this case are soft tactics because they are worker friendly and not coercive at all. Inspirational appeals are present in this case because the decision to incorporate ROWE into the work environment at J.A. Counter is a direct approach to appealing to all employees. They are no longer bound by set days and times to be present at their jobs but rather given the motivation to complete their tasks by a certain time but at their own pace, hours chosen, and days preferred. This tactic is used to appeal to the employee’s. Consultation is another

While I increased the discount levels to 20% for D – I also reduced the sales force time allocation gradually specific to D. While this was on – surprisingly the customer satisfaction levels of D didn’t show much improvement.

The strengths of the 70/20/10 rule is that it encourages innovation within a large organization. This system gives employees the flexibility to pursue a business of there own interest, which could improve employee job satisfaction. There are also limitations to this strategy, this allocation of time method should work under the assumption that all employees are able to manage there successfully. However, by giving flexibility to employees there would be variability in how each individual employee manages there time.

Established in 1956 by Robert Liebeskind, Ann Taylor, an upscale woman’s clothier began operation in New Harford Connecticut. Ann Taylor was established to cater to working women who wanted style and class to be their trademark. Ann Taylor or ANN is in the retail clothing industry. According to the ANN website, their purpose is to, “inspire and connect with women who put their best selves’ forward each day.” (Ann Taylor) Kay Krill, CEO of Ann Taylor states on their website that, “At ANN Inc. we share a profound commitment to our clients. For more than half a century, we have evolved with the needs of real women, who live full active lives. Our values are her values. We understand that a woman expresses herself by what she wears- at work,

But what are the consequences for the employees ? The new system scheduling time work is totally irregular and unpredictable which may decrease the employee’s job stability and potentially create financial hardships. The result was a computerized system that totally