International Business: Evaluating Lululemon's Working Conditions

This essay delves into the working conditions within Lululemon Athletica Inc, particularly focusing on its Hong Kong subsidiary, Lululemon Hong Kong Limited. It addresses concerns about potential unfair labor practices and deteriorating work environments. The analysis includes evaluating aspects such as working time, remuneration, physical conditions, and healthcare provisions. The essay proposes solutions such as internal emancipation schemes to raise employee awareness and emphasizes Lululemon's obligations to ensure employee safety, welfare, and health. It also highlights the rights and privileges of the subsidiary and its employees, stressing the importance of proactive management in creating a favorable and secure work environment. The essay concludes by advocating for a workplace free of hazards and emotional mistreatment, encouraging the company to address challenges proactively and foster a culture of intolerance towards any form of abuse.

Running head: ESSAY INTERNATIONAL BUSINESS 1
Essay international business
Institution
Name

ESSAY INTERNATIONAL BUSINESS 2
Essay international business
Broadly speaking, working conditions entail a wide range of issues and topics, from
remuneration to working time (work schedules, hours of work, and rest periods) as well as the
mental demands and physical conditions which exist in a particular workplace (Nieuwenhuijsen,
Bruinvels, & Frings-Dresen, 2010). In Lululemon athletica Inc I have noted that the Company
appears to be taking unfair advantage of the working conditions in a Hong Kong subsidiary
(Lululemon Hong Kong Limited) in which I work. Employees in this firm are predicted to
increase in number immensely in future since the company is providing much-sought-after
employment opportunities in Hong Kong. Schulte et al, (2007) state that working conditions are
affected by various factors such as safety and health, working hours and security. If these
conditions are not favorable, they can put the health and security of the employee at risk and thus
the employer, in this case Lululemon athletica Inc, is legally responsible for ensuring good
working conditions (Benach, & Muntaner, 2007).
In my attempt to help solve this issue, the first thing I will do is to evaluate various aspects of
working conditions like working time, remuneration, physical conditions, and health care among
other amenities. This process will enable me to determine the correct state of affairs in this
company as far as working conditions are concerned. After that, I put a proposal or a plan to
Lululemon athletica Inc management suggesting how the conditions such as safe working
environment, proper health care facilities can be enhanced to favor employees particularly those
working in Hong Kong subsidiary. Another step I should take is spearheading an internal
emancipation scheme meant to create awareness among the employees regarding adverse or

ESSAY INTERNATIONAL BUSINESS 3
unsafe working conditions in their workplaces that make it impossible or impractical for them to
work normally (Nahrgang, Morgeson, & Hofmann, 2011). This strategy will awaken and
stimulate them to fight for the rights and privileges.
In this situation where working conditions are deteriorating it is worthwhile pointing out various
rights and obligations Lululemon athletica Inc has. As the employer, this firm has the obligation
to safeguard the safety, welfare, and health of their workforce and other individuals who may be
affected by their business activities (Tangirala, & Ramanujam, 2008). They have the
responsibility to do what is practically possible to ensure their employees are operating in a
conducive working environment. Besides, Lululemon athletica Inc has the obligation under
health and safety law to assess various hazards in the workplace that might endanger the lives of
the employees. The firm is obliged to provide and maintain a secure work situation, equipment,
and machinery. The management, also, must report any risks, injuries, and hazards which are
emerging as threats in their workplaces. This practice is in accordance with the “duty of care”
under Section 20 of the Occupational Safety and Health Act 1984 which requires employees to
be solely responsible for any harsh condition which might adversely affect an employee while at
the place of work.
Lululemon Hong Kong Limited has several rights and privileges which it should relish in this
situation. As a subsidiary of a Group, this firm has the right to get support from the top
executives of the Company. The subsidiary should for instance be provided with adequate and
necessary equipment, machinery, and resources for them to improve their working conditions.
The Group has the duty to deploy specialists to help Lululemon Hong Kong Limited in
combating the deteriorating situation. Despite the prevailing situation our subsidiary still holds
at-will doctrine and thus they have the right to fire any employee who might underperform or

ESSAY INTERNATIONAL BUSINESS 4
violate any policy contained in the employment policy (Stone, 2007). This means that regardless
of the situation in the company’s work conditions everybody is expected to be proactive and
productive. Every employer has the right to recruit and send away employees in line with proper
procedures and to anticipate for reasonable performance from their personnel. Nevertheless, they
do not have the mandate to oppress or discriminate them.
As workers at Lululemon Hong Kong Limited we have legal protection to make sure that our
workplaces are healthy and safe. We are as well entitled in a setting free of various types of
emotional mistreatment such as sexual abuse. Besides, it is our employer’s obligation to ensure
that our workplaces are free of dangerous conditions and health hazards. It is easy for the
company management to create favorable working by addressing challenges proactively, taking
action against any perpetrator of intolerance before they reach the point a worker is motivated to
file a grievance. It is as well sensible to build a secure work surrounding from the start instead of
waiting for someone to get injured or hurt.

ESSAY INTERNATIONAL BUSINESS 5
References
Benach, J., & Muntaner, C. (2007). Precarious employment and health: developing a research
agenda. Journal of Epidemiology & Community Health, 61(4), 276-277.
Nahrgang, J. D., Morgeson, F. P., & Hofmann, D. A. (2011). Safety at work: a meta-analytic
investigation of the link between job demands, job resources, burnout, engagement, and
safety outcomes. Journal of Applied Psychology, 96(1), 71.
Nieuwenhuijsen, K., Bruinvels, D., & Frings-Dresen, M. (2010). Psychosocial work environment
and stress-related disorders, a systematic review. Occupational medicine, 60(4), 277-286.
Schulte, P. A., Wagner, G. R., Ostry, A., Blanciforti, L. A., Cutlip, R. G., Krajnak, K. M., ... &
Simeonova, P. P. (2007). Work, obesity, and occupational safety and health. American
journal of public health, 97(3), 428-436.
Stone, K. V. (2007). Revisiting the at-will employment doctrine: Imposed terms, implied terms,
and the normative world of the workplace. Industrial Law Journal, 36(1), 84-101.
Tangirala, S., & Ramanujam, R. (2008). Employee silence on critical work issues: The cross
level effects of procedural justice climate. Personnel Psychology, 61(1), 37-68.