TK HOW BOH HAAS MAKES IT WORK AT LEVI STRAUSS Suaus. charged the wav in dial business, Fins. openly to employeen, reward them for quality levi poured tens of millions of dellars into new-. whik, and ghe them more power to make dee. product developmens, marketing and computer sions in areas that directly affect them zation on basie product lines, downwed the on : flocts what Levi Straess values: ganization th laying off more than four thousand manapers, and trimmed the number of producte by ruothinds. Third. a new computer syacen beloed streamline manufacturing and distriturtion by linking Levidirectly to retailens and fabric suppliers. This new sysem enables customers to order and pay electronically for new inventory. Links with suppliers let Levi fine-tune the Who all wam a company that our peciple are proust of amounts and kinds of tabries it orvers to meet and comusined to, whire all enipioyece hwie at op:consumer demand. The goal of the system is to portunity to contribute, learn, grow, and advanice electronically monitor the manufacture of a pair hased on merit, nol polisce or backeroued. We of jeans. When the customer buys jeans in some wast our prople to feel reipected, treated tairfy, lie of jeans is low, an order to manufacture them is practices, and updating some of our values to reautomatically placed, Lastly, Levi started to pay flect contemporary circumstances. What type of attention to what its customers wanted. In just leadership is necessary to make our Aspirations a four yeans, Docker's, a line of casual clothing aimed at the less slim, over twenty-five market, has become a half-billion-dollar a year success. Haas paid attention to the global market. As markets open and geographic barriers have become increasingly blurred, Levi took advantage ability, teamwork, and trust. Not only must we going on. Even women are now wearing jeans. Diversity. Leadership that values a diverse work Until recently, few people would have ever imag- force (age, sex, ethnic group, etc.) at all levels of the ined this happening in Japan. In addition to sell- organization, diversity in experience, and diversity ing overseas, Levi is manufacturing overseas as in perspectives. We have committed to taking full well. Most Dockers, for example, are made in the advantage of the rich backgrounds and abilities of Caribbean basin. The reason: Dockers require all our people and to promoting a greater diversity twice the amount of labor that 501 jeans do. The in positions of influence. Differing points of view greater the labor, the more the emphasis is to will be sought; diversity will be valued and honesty manufacture outside of the United States. rewarded, not suppressed. To raise productivity as well as help keep mo-_ Recognition: Leadership that provides greater rale high, Levi is trying a gain-sharing program. recognition-both financial and psychic-for indiAt its jeans factory in Blue Ridge, Georgia, em-_ viduals and teams that contribute to our success. ployees and plant management set productivity R Recognition must be given to all who contribute: improvement goals and agreed to split the savings__ those who create and innovate and also those who vith employees. Last year, each employee earned Continually support the day-to-day business ren extra 5450 . Before the gain-sharing program, quirements. N extra \$450. Before the gain-sharing program, Ethical Management Practices: Leadership that epitoais was Levi's second-best plant. Now, it is the mizes the stated standards of ethical behavior. Wh est. At another one of its jeans plants in El Paso, must provide clarity about our expectations and must xas, employees work in teams. Each team of enforce these standards through the corporation. Communioations: Leadership that is clear about QUESTIONS: company, unit, and individual goals and performance. People must know what is expected of them and receive timely, honest feedback on their performance and career aspirations. 1. What leadership skills has Haas shown? Emponerment: Leadership that increases the au- 2. Why can employees work without a boss? thority and responsibility of those closest to our What leadership style will work most effecproducts and customers. By actively pushing retively with those employees? sponsibility, trust, and recognition into the organi- 3. What are some problems of leading people zation, we can harness and release the capabilities who live in foreign countries? How does Leof all our people, 39 vi's "Aspiration Statement" help leaders do this easier