Uniqlo organizational culture

The first UNIQLO store was opened in and then developed with an amazing speed to become a huge aircraft carrier in apparel industry in Japan and even the world, combining all facets of its businesses including fabric weaving, dyeing and spinning, product design, manufacturing, marketing, distribution and sales together. Established in in Hong Kong, the company has opened more than 1, stores and counters in 30 markets in East and Middle Asia Regions, concentrating on its five business values of quality, knowledge, innovation, service and simplicity. Organizational culture In order to expand business and create positive images, both UNIQLO and Giordano try to maintain well-accepted organizational culture, keeping pace with the time. In order to achieve this, the whole company adopts a low-cost but effective operation model called SPA Model which makes better use of materials and other resources.

Uniqlo organizational culture

The first UNIQLO store was opened in and then developed with an amazing speed to become a huge aircraft carrier in apparel industry in Japan and even the world, combining all facets of its businesses including fabric weaving, dyeing and spinning, product design, manufacturing, marketing, distribution and sales together.

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For years it devoted itself to selling low-price clothes with a high quality to meet customers' needs, which is also its competitive edge, making the products so popular among people at all ages. Giordano International Limited is a leading retailer of men's, women's and children's clothes and accessories.

Established in in Hong Kong, the company has opened more than 1, stores and counters in 30 markets in East and Middle Asia Regions, concentrating on its five business values of quality, knowledge, innovation, service and simplicity.

Organizational culture In order to expand business and create positive images, both UNIQLO and Giordano try to maintain well-accepted organizational culture, keeping pace with the time. After research and analysis, I find that several common aspects of organizational culture stand out from the two companies' vision and mission, styles of management, ways of doing business, requirements to employees, etc.

Price versus quality UNIQLO's vision is "to offer an outstanding balance of price and quality in a straightforward manner to all customers", from which we can easily identify its focus on price and quality.

Although customers' traditional opinion is that low-price products are always of low quality, what UNIQLO has done change their minds because it aims to make people look fashionable and confident in world-class clothes at a reasonable price. In order to achieve this, the whole company adopts a low-cost but effective operation model called SPA Model which makes better use of materials and other resources.

Giordano also focuses on prices in the midrange. Globalization Globalization is an inevitable trend so as to help companies make larger profit and increase social influence.

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Besides the sale aspect, in order to remain competitive and be aware of the most updated information, different departments are located in different countries where the company can get as many benefits as possible.

For example, its fashion-design centers are in Tokyo, New York, Paris and Milan where designers are able to find first-hand information about fashion trends.

The manufacturing departments can be mainly found in China where large numbers of cheap labors are offered to lower the costs. And the headquarters are still located in Japan, taking responsibility for strategic decision making, location and store format development, distribution and inventory control, etc.

Also it opened an office in Shanghai for production management with decentralization purpose. With the help of the Internet, UNIQLO uses online sales to access larger groups of customers which also contribute to the globalization process. Giordano also has done very well in this area since there are more than 1, branches mainly in East and Middle Asia.

And the website e-Giordano also registered a big success.

Report On Organizational Culture Of Uniqlo And Giordano This essay Report On Organizational Culture Of Uniqlo And Giordano is available for you on Essayscom! Search Term Papers, College Essay Examples and Free Essays on Essayscom - full papers database.4/4(1). Report on organizational culture of UNIQLO and Giordano Target companies UNIQLO HK Limited and Giordano International Limited in the apparel industry Industry background UNIQLO Hong Kong Limited is a wholly-owned subsidiary of fast Retailing Co. Ltd. from Japan. The first UNIQLO store was opened in and then developed with an . Uniqlo Co. Ltd. 株式会社 and that very organization and rationality creates an artistic pattern and rhythm. All these qualities reflect the defining characteristics of modern Japanese culture, modern 'Japaneseness.' ” — Nobuo Domae, CEO, Uniqlo .

As its vision indicates, Giordano aims to become the best and biggest world brand in apparel retailing. Interpersonal skills In modern business, the quality of employees can also demonstrate a company's culture.

As we can see from the recruitment information above, the main requirements to UNIQLO's employees are enthusiasm, good language and communication skills and ability to solve problems. These interpersonal skills are more needed in those international corporations where people are from different backgrounds.

Same as UNIQLO, Giordano also requests staff to have good communication skills, initiative and outgoing personalities and leadership, which shows that people there welcome communication and innovation instead of only compliance to company regulations.

Customer-orientation Both companies pay a lot of attentionTOKYO -- In pursuing an ambitious strategy to build Uniqlo into the world's largest network of clothing stores, Fast Retailing CEO Tadashi Yanai discussed how he is expanding the casual wear chain.

Report On Organizational Culture Of Uniqlo And Giordano This essay Report On Organizational Culture Of Uniqlo And Giordano is available for you on Essayscom! Search Term Papers, College Essay Examples and Free Essays on Essayscom - full papers database.4/4(1). The organizational chart of Uniqlo displays its 2 main executives including Tadashi Yanai We use cookies to provide a better service.

By continuing your navigation, you consent to their use. 1 Stitched with Prejudice: Zara USA’s Corporate Culture of Favoritism Executive Summary This paper reports the findings of our original survey aimed at understanding whether retail workers’.

ORGANIZATIONAL CULTURE – HOFSTEDE MODEL AND SCHEIN MODEL This essay/assignment is a solution paper on Organizational Culture. It reviews the Hofstede Model and Schein Model as well as tries to understand the the dynamics which influences the occupational cultures.

Organizational Culture 5.

Uniqlo organizational culture

Organizational Characteristics 6. Problems, Crisis and Facts 7. Q&A. 1. MISSION, On November 1, , it was restructured as a separate wholly owned subsidiary called Uniqlo Co. Ltd. (UNIQLO) Japan Aug.

1 Stitched with Prejudice: Zara USA’s Corporate Culture of Favoritism Executive Summary This paper reports the findings of our original survey aimed at understanding whether retail workers’. Tadashi Yanai is a hands-on leader who supports a strong, unique culture that is hard to duplicate. His influence is everywhere, as the values and goals of Uniqlo are translated into processes, measures, organizational structure and people. The organizational chart of Uniqlo displays its 2 main executives including Tadashi Yanai We use cookies to provide a better service. By continuing your navigation, you consent to their use.
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