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    A Case Study of Clothes R US

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    Apparels R Us opened its doors and began operations more than a decennary ago. When the company foremost opened. the laminitiss and CEOs were on the floor seeking to sell to clients their assorted apparels and designs. The apparels came with economized monetary values. saved clients clip that would hold been spent looking for the right garb and in so making do the customer’s lives less complicated. The shop has grown so much in the past decennary. to go a major provider concatenation that is non merely nationally recognized but besides globally renowned. The phenomenal growing comes with even higher growing in footings of one-year gross revenues and income.

    The company has surprisingly continues to keep some kind of loose human resource scheme. Directors have paid small attending towards reconstituting the human resource and monitoring of public presentation particularly when it comes to repair employees. Lack of a centralised system to command and pull off the departments’ means that there are no specific inside informations on the public presentation of employees. Clothes R us has operated with a decentralized. freewheeling civilization in which each shop director has treated his or her ain employees as some sort of personal land in which the director has the right to command their enlisting and public presentation as they see fit.

    Majority of the full clip gross revenues people have college grades in add-on to huge experience in their country of specialisation. However. there is continued discontent with the trust on insouciant employees. The beginning of the job stemmed from the early yearss when the company required inexpensive labour. Unfortunately. the continued trust on insouciant employees has caused demoralisation among the lasting employees. A company that was seeing much growing in the yesteryear is non confronting a crisis in human resource.

    Specifying the job

    Even with assorted schemes coming to play to guarantee that the company does non run out of needed work force. these will merely be effectual if the lasting employees are motivated to execute at a much higher degree. Clothes R US is merely get downing to recognize the importance of a motivated work force.

    The challenge comes in guaranting and keep the motive of employees. Continued trust on insouciant employees has restrained the flexibleness of the lasting employees. Employees lack the chance to be independent. Casual employees take up functions that would necessitate originative direction and accomplishments ; as such the company is now enduring from the being of a dull work force. Directors have been slow in understanding. how flexibleness motivates the employees. Flexibility is non merely in points of responsibilities but besides in footings of the work hours and even the work topographic point. A common quotation mark is that alteration is every bit good as a remainder. Professional human resource advisers frequently advice companies to guarantee that employees have a assortment of endowments. displacements and even work desks. The alteration frequently serves to do the occupation seem new and hence actuate the employee. Poor motive besides means high turnover of the employees.

    Low assurance: assurance is a character that lays down the foundation of employee motive. It is of import for employees to experience they non merely have the accomplishments but besides the know how to cover with assorted challenges at the work topographic point. Since. Clothes R US focuses more on using temporarily employees to pull off simple undertakings ; employees are fast losing assurance in their ability to execute.

    With the planned enlargement. the company is now confronting a crisis. Employees are unwilling to go forth their comfort zones. unwilling to volunteer for the new undertaking and even choosing for increased bend over. Because bulk of the employees in the company exhibit low ego regard. they are unable to do usage of their accomplishments and endowments. Further. they are wholly unable to organize positive work relationships. This means that they are less than loyal to the company and therefore more likely to seek other employment even when they are gaining less. It is non surprising hence to happen that employees of fabrics R US are ever happening alibis as to why they are non executing. why the company is non turning instead than heightening their ain accomplishments to guarantee better public presentation. The company is presently holding a lasting work force enduring from low ego regard.

    Lowered outlooks: one of the chief drawbacks of trusting on current and contingent employees is that the public presentation degrees and outlooks of success have been lowered in the company. It is hence non surprising to happen that the lasting employees merely do every bit much as is expected of them to run into their ain responsibilities. The lasting employees do non force themselves or even use themselves wholeheartedly and diligently to their occupations. The company low outlooks have served to kill employee morale to make better and better at each undertaking. Alternatively. employees study to work. make the lower limit and leave the remainder to the insouciant employees.

    Contingency syndrome: eventuality workers frequently provide an advantage to employers. Clothes R US began taking advantage of this group of worker during the early old ages of enlargement. Contingency workers do non anticipate benefits and are frequently paid much less than lasting workers. They are given disputing undertakings which would otherwise cost the company in footings of preparation lasting employees to guarantee they have the accomplishments to finish the occupation. Unfortunately. the addition of eventuality workers in the company has had a negative impact.

    Eventuality workers tend to convey restlessness in lasting employees who are convinced that life could acquire better and more interesting outside the company. Further. eventuality workers do non posses the security and stableness of lasting employees ; they therefore lack committedness to the occupation which tends to rub off on lasting employees. They prefer the freedom of their impermanent position and frequently seem to be extremely compensated for simple undertakings. This state of affairs is likely to de-motivate the lasting employees in add-on to doing struggle and strain with the other employees. With clip. the lasting employees begin to lose involvement in peculiar undertakings foe which they feel they should besides be compensated and rewarded.

    Legal deductions

    Change in organisation construction: a move or enlargement of Clothes R US non merely affects the location of the concern but besides the organisation and concern construction. Directors will necessitate to sit down and re-define occupations and duties to suit the new shop. This besides means finding the methods through which the shops will have their stock list and administer the same. As a registered concern. the company will necessitate to describe the alteration in construction. Gopal ( 2008 ) indicates that this is a measure that is frequently over-looked during enlargement and which could turn out somewhat more than dearly-won to the new venture. Registered concerns need to enter such alterations and describe them to the registrar of concerns for their ain protection. Should a difference arise. the company will turn to the alterations recorded with the registrar and this is what will be used to find the way of the instance.

    Business licences: although the new shop will be runing as a franchise of the chief shop. it is of import to observe that licences will be required for this peculiar concern. This includes licences to run in Sheffield. and besides distribute points in Sheffield. Lack of a licence is considered fraud and could set down senior directors and the concern itself in a batch of legal jobs. In add-on. the concern will necessitate a revenue enhancement enrollment. Many concern proprietors assume that the new venture will run with the same revenue enhancement enrollment. However. harmonizing to the jurisprudence. both concerns are separate ventures and necessitate single revenue enhancement enrollment licences.

    Zoning demands: although there are several vesture and manner concerns runing in Sheffield. before opening the shop it is of import to research and happen out some of the zoning demands. To avoid congestion districting Torahs are changed often. Should such jurisprudence take consequence before the gap of the concern. it is likely that the same concern could be closed before taking off.

    Non- revelation: being in a volatile industry such as manner and vesture ; the company has expanded really fast. With a high turnover of employees. it is non surprising that many other concerns with about similar construction including selling and client relationship are being set up. This exposure is a consequence of disregarding the importance of a non-disclosure understanding with all employees. Confidential information is leaked. former employees set up viing stores all because the non- revelation is ignored. ( Dessler 2000 ) . From here on henceforth all employees lasting and contingent should subscribe non-disclosure understandings prepared by the legal sections and carefully structured for the company needs.

    Non-disclosure understandings are non merely for the employees but besides other stakeholders who come into contact with the company. This includes providers who may be tempted to reach rivals with sensitive information that could gain them a good and better net income. This means that all contracts must include a tight and adhering non- revelation understanding. This reduces the exposure of the company and gives a opportunity to lawfully contend any exposure by stakeholders. providers and employees ( former and present ) successfully.

    Keeping healthy relationships

    During a move such as is planned by Clothes R US. the company frequently ignores the demands of the human resource or does non adequately address such demands. A move and enlargement such as this 1 is likely to convey feelings of anxiousness or apprehensiveness. If such feelings are non decently addressed. the employees will go less than motivated and conflict degrees may originate. The followers are some of the schemes which could be employed to guarantee a healthy relationship during the move:

    Communication: the communicating channels between employees and senior directors of Fabrics are US have non ever been unfastened. Employees are frequently in the dark about precisely what is go oning to the company. Of class. this is because directors have been plagued with the disease of contingent workers. During this move. it would be advisable for the directors to be unfastened and develop an unfastened door policy with respect to issues confronting the company and helping employees manage the challenges they are confronting. Through proper and good communicating. senior directors of the company can better the efficiency and effectivity of their ain employees. It may besides be surprising to larn that some employees possess endowment. accomplishments and information that would non merely do the move much easier flop besides more profitable to the company.

    Authorization: employees of Clothes R Us have suffered from deficiency of authorization. This has led to lowered public presentation and serious jobs in motive. The traveling period is an ideal chance to authorise the lasting employees by supplying them with alone undertakings cultured for their ain preparation and set of accomplishments. This will give employees an chance to go more involved and hence surrogate committedness to the undertaking. Mathis and Jackson ( 2003 ) . province that In add-on. authorization will liberate directors to concentrate on the bigger undertakings instead than sudating the inside informations. This is a great chance for employees to prove their ain abilities and creativeness in covering with the challenges that come Forth. The consequence is a much more motivated and high skilled set of workers who are committed to the undertaking to the full. It is clip for the senior directors to swear their ain employees.

    Groups and Teams: the company decidedly requires some signifier of synergism in the work force. This could be easy achieved by trusting on groups and squads.

    In squads. members are expected to pass on. bounciness thoughts around and rectify each other’s errors. The consequence is that there is a diverse set of cognition. Further. undertakings are completed as a squad furthering healthy and positive relationships which have been missing within the company. Harmonizing to Jeffs ( 2008 ) . to bask the full fruits of groups and squads. the directors have the duty of guaranting that the squads are composed of members with complimentary cognition. accomplishments and characters. This reduces the sum of struggle that could be experienced and promotes more positive signifiers of disputing each other. The groups besides need to bask some kind of liberty with minimal supervising so that the members enjoy the freedom of determination devising. The squads in themselves are leaders. managers and ushers in the undertakings that are.


    The jobs faced by Clothes R US can be resolved merely though the three constituents of the anticipation theory by Vroom Victor. His theory suggests that when employees believe that high attempts are frequently met with high wagess. they become more motivated. The constituents of such motive are:

    Increasing anticipation: employees of the company have been enduring from low outlooks. a state of affairs that has been brought on by increased trust of immature. impermanent workers. Senior directors have an chance to pass on that high attempts will take to great wagess for lasting employees. Based on this. employees need to be challenged to take up disputing undertakings. the success of which will be increased wagess. It is the success in such undertakings whether in a squad or separately that are likely to increase the degree of anticipation. For workers to hold the assurance to take up such ambitious undertakings. they may necessitate excess preparation and squad edifice activities that will give them the assurance.

    Increasing instrumentality: directors at Clothes R US have ignored and hardly understand the importance of instrumentality to increasing employee motive. Instrumentality speaks to the employee’s perceptual experience about the extent to which public presentation within certain undertakings will take to coveted ends and consequences. Such ends include. increased wage. occupation security and the opportunity to set about more interesting and bewitching undertakings. Instrumentality can be achieved merely though the enlargement of occupation responsibilities and flexibleness of occupation rubrics which allow employees to prove their ain abilities and endowments. For illustration. should the company link wage rises to public presentation ; there will be increased instrumentality and as such more motive non merely to work but to stand out at work. This will besides cover with the issue of increased bend over.

    Increasing valency: anticipation theory acknowledges that when it comes to ends and results. people are different. Whereas some workers may react to pay addition. others are more interested in disputing undertakings and undertakings. Valence hence addresses how each of the results appears to employees. Senior directors will non merely throw in what they think will be attractive to employees. Rather. they will take clip to understand the work force and entreaty to their ain assortment of desires. ends and demands.

    A cardinal challenge for the directors of Clothes R US. is happening the right form of motive while at the same clip seeking to spread out the range of the concern. No affair how many desirable results the directors present to the employees. if they continue to experience that impermanent workers can make better than motive will travel down. ( David 2005 ) . This means scaling down on the contingent workers and trusting more and more on the lasting employees. The company has the challenge of brining back assurance to its workers. This means concentrating on diverseness in the occupation specifications and guaranting flexibleness in the undertakings assigned to the work force.


    • David. F. R. ( 2005 ) .Strategic direction: Concepts and instances. Upper Saddle River. N. J:
    • Pearson Prentice Hall.
    • Dessler. G. ( 2000 ) .Human resource direction. Upper Saddle River. New jersey: Prentice Hall.
    • Gopal. C. C. R. ( 2008 ) .Business statute law ( text edition with suggested replies ). New Delhi: New
    • Age International ( P ) Ltd. . Publishers.
    • Jeffs. C. ( 2008 ) .Strategic direction. Los Angeles: Sage.
    • Mathis. R. L. . & A ; Jackson. J. H. ( 2003 ) .Human resource direction. Mason. Buckeye state:
    • Thomson/South-western.

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