Throughout this project, we decided to mainly focus on three dimensions concerning the People and Organization Management course. In fact, in our report, you will find that we insisted on the training of employees, the compensation and benefits scheme at Tape à l'Oeil as well as the organizational dimension.

 

 

| EMPLOYEE TRAINING

​

​Employee training is the first item we chose : we analyzed how Tape à l'Oeil allows growth and development inside its facilities. We discussed about the importance of the « TAO University » and how it trains its employees, thanks to the « central services », « network » and « management » department.

​

On the one hand, we believe that raising awareness about environmental and social issues should be a priority for a company like Tape à l'Oeil , which seems already very concerned about these topics. In fact, they already offer new ways of consuming and producing : by producing less clothes every year to reduce waste, by producing with less water, less fertilizer and less GMO.

​

On the other hand, we want to implement a new way of selling clothes and we believe that employees will be able to follow us only if they have a clear understanding of our vision and on how to implement such changes. Promoting a more « circular economy » and explaining how the changes will be made, should be explained in the early stage of Tape à l'Oeil employees’ career, already inside the « TAO University ».

​

First, we discussed the importance of the « TAO University » to enlighten employees. We know that they are already dealing with children in their day-to-day activity, but we think it is different to just talk to them and try to teach them the importance of having a positive impact on society (socially and environmentally speaking). Thus, the role of the « TAO University » would be to explain to the employees how to do so. Then, we talked about the « Boost Talent » department and how it positively impacts the behavior of employees. Promoting a comforting environment allows them to more easily accept the vision of the company. If they feel that the company has their back, they will also do everything they can to pursue the company’s vision and reach its intended goals.

​

​

 

| COMPENSATION AND BENEFITS

 

The second item we chose is the compensation and benefits. More than just the salary, the global rewards offered by Tape à l'Oeil allow us to have a representation of employees’ satisfaction. The many benefits they offer (lot of training, individual bonuses, high level of employees’ participation in the decision making a lot of communication), create a feeling of both empowerment and belongingness towards the company. 

​

Thanks to these, they are ranked 4th in the « Best Workplaces for 1,000 to 2,499 employees » category, according to Le Figaro. Once again, working in an environment that they enjoy will encourage employees to do their best. For example, when convincing the customer to make a small donation : by being engaged themselves (because they understand their task and know that they are part of something bigger), they should be even more convincing when talking about the actions of « SOLIDARITÉS INTERNATIONAL ».

​

​

​

​

​

​

​

​

​

 

​

| ORGANIZATIONAL DESIGN

​

Finally, the last item we chose is the organizational design of the company. In fact, we believe it is very important to understand deeply how a company works before deciding what to implement. Before offering our original new ideas, it was important for us to grasp the big picture of both the structural and contextual dimensions of Tape à l'Oeil. This item added a very strong value to our solution because it gave us the direction towards which we had to work. It allowed us to understand Tape à l'Oeil's needs to « consume better » and « produce better ». Without this clear understanding of Tape à l'Oeil's vision, we could have been misled by offering a solution forgetting the circular economy.

​

​

​

​