Organization Dynamics Of Adidas

Organizatio
n
Dynamics
of Adidas
Students Name

Introduction
Adidas is considered as the German
multinational corporation. The
company has segmented its market
into three main divisions, which
include Sports Heritage, Sports Style,
and Sports Performance. It believes
that employees play a major role in
enhancing the productivity of the
company.
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Organization
Structure
￮ The company adopts the top down organization
structure where the executive board stands alone and
consists of three vice presidents related to different
divisions in the organization.
￮ The company adopts a matrix structure where there is
proper flow of communication between the different
divisions and different levels. 3

external
factors
The political instability, terrorism, and war
create the need to make the changes in
the supply chain of Adidas as the
company operates in the global
market.
It invests a huge amount in protecting its IP
system and must be aware of the
exports, imports, and sales to avoid
legal issues in other countries.
.
4

Role of Managers
and leaders
￮ The managers and the leaders play a
major role in implementing change in
the organization.
￮ The leaders scrutinize the actions of
adopting change and make the best
decision for the company.
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￮ The company adopts the winning culture by
believing in its employees.
￮ The company describes that their employees have
the creativity, confidence and fosters to achieve the
objectives by collaborating with the other team
members.
￮ The employees have the confidence to take quick
decisions and calculate the risk associated with it.
Culture at Adidas
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Recruitment and
retaining of employees
Adidas focuses on recruiting the best
talent for the company and asks
questions to the people who want to be
employed in the company. It scrutinizes
the human by taking the interview and
pre-screening test to select the best
talent for the company.
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Teamwork at
Adidas
￮ The company adopts the culture of collaboration. It emphasizes on
forming teams and collectively takes the decision to implement the
strategies.
￮ The company makes collaboration with the other departments so that
it does not lead to a delay in decision making and implement the
strategies according to the changing needs of the customers.
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9

Forms of communication
The company adopts various
communication strategies to expand its
market share and have a wide reach
over the market.
It adopts the verbal and the nonverbal
communication methods in the form of
conducting workshops, updating
websites and having personal contacts
with the customers.
. 10

Conflicts at
Adidas
￮ It is analyzed that Adidas suffers
from various intergroup and
intragroup conflicts as the
company adopts the culture
where collaborative leadership is
involved which in turn creates
the conflicts among the
members of the group.
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Use of Power
and Politics
￮ The company has the power to solve all
the complexities efficiently and has
effectively able to sustain its competitive
advantage in the complex environment.
Adidas focuses on developing the
leadership qualities in such a manner that
it does not lead to a negative environment
in the company.
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Decision Making
Process
￮ The company identifies the
decision based on the problem
or the opportunity that lies in
the internal and external
environment. It gathers the
information based on the
decision taken to solve the
problem or to grab the
opportunity.
13

Ethical
Approach
￮ The Adidas is the second largest
sportswear company and with
its strong brand name, it comes
with lots of ethical issues. It is
analyzed that the company has
undertaken various ethical
issues including underpayment
of the wages; the workers were
forced to lie at the time of
inspections.
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The leadership
Approach
The Company adopts the
participative style of leadership
at the organization in which it
strives for the innovative ideas
given by employees and
rewards the employees for
providing constructive
suggestions.

Recommendations
￮ The company must develop an inclusive culture
and must provide justice to all the employees by
promoting fair practices in the organization. It
must provide equal opportunities to all the
employees to develop their career path and
provide higher growth opportunities.
￮ It must consider the utilitarian perspective to
ensure that all the people in the organization are
happy to enhance productivity and create a
positive brand image of the company.
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References
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Alvesson, M. (2013). Understanding organizational culture. London: Sage
Bolman, L. G., & Deal, T. E. (2017). Reframing organizations: Artistry, choice, and leadership.
United States: John Wiley & Sons
Carr, D. (2019). The Effectiveness of Collaboration within Supply Chain Management: A Case
Study of Adidas Group. Retrieved from: https://scholarship.claremont.edu/cmc_theses/2078/

References
￮ Cohen, E.L., Burton, D.M., & Lounsbury, M. (2016). The structuring of work in
organizations. United Kingdom: Emerald
￮ Crane, A., & Matten, D. (2016). Business ethics: Managing corporate citizenship and
sustainability in the age of globalization. United Kingdom: Oxford University Press
￮ Eunson, B. (2012). Communication in the workplace. Canada: Wiley
￮ Fairholm, W. G. (2010). Organizational power politics. United States of America:
ABCCLIO
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References
￮ Landers, N.R. & Schmidst, B.G. (2016). Social media in employee selection
and recruitment. Switzerland: Springer
￮ Lipsky, B.D., Avgar, C.A., & Lamare, R. J. (2016). Managing and resolving
workplace conflict. United Kingdom: Emerald
￮ Morgan, J. (2014). The future of work. Canada: Wiley publications.
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References
￮ Reilly, A.H. & Larya, N. (2018). External Communication about Sustainability:
Corporate Social Responsibility Reports and Social Media Activity.
Environmental communication, 1-17
￮ Schein, H.E. (2010). Organizational culture and leadership. United States of
America: Wiley
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References
￮ Wildfeuer, J. (2018). Branding and Customer Satisfaction: A Research about
the Adidas Group. Retrieved from:
https://www.theseus.fi/bitstream/handle/10024/146318/Bachelor%20Thesis
%20Julia%20Wildfeuer.pdf?sequence=1
￮ Woodcock, M. (2017). Team development manual. London: Routledge
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