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