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BM6940 Innovation and Change Management
COMPANY OVERVIEW L'Oreal (or “the company”) is one of the largest cosmetic companies in the world. It produces and markets a range of make-up, perfume, hair and skin care products in over 130 countries. Since its inception about 100 years ago, the company has developed a strong brand portfolio of 27 international brands (these brands' annual sales are superior to 50 million euros). Its brand line-up includes L'Oreal, Redken, Matrix, Lancome, The Body Shop, Garnier, Maybelline, Kerastase and Inneov among others, all of which are recognized globally. The company had 613 patents filed in 2011 and have 5 development centres around the globe which are based in Shanghai, Rio de Janeiro, Dubai, New York and Paris. L'Oreal brand was ranked 40th in the Best 100 Global Brands 2011 list by an industry source. It is headquartered in Clichy, France and employs 68,900 people in 66 countries. The company recorded revenues of E20, 343.1 million in the financial year ended December 2011 (FY2011) an increase of 4.3% over FY2010. The operating profit of L'Oreal was E 3, 292.6 million in FY2011, an increase of 7.7% over FY2010. The net profit was E2, 438.4 million in FY2011, an increase of 8.9% over FY2010. BEAUTY FOR ALL For more than a century, L’Oréal has devoted itself solely to one business: beauty. It is a business rich in meaning, as it enables all individuals to express their personalities, gain selfconfidence and open up to others. Beauty is a language. L’Oréal has set itself the mission of offering all women and men worldwide the best of cosmetics innovation in terms of quality, efficacy and safety. It pursues this goal by meeting the infinite diversity of beauty needs and desires all over the world. Beauty is universal. Since its creation by a researcher, the group has been pushing back the frontiers of knowledge. Its unique Research arm enables it to continually explore new territories and invent the products of the future, while drawing inspiration from beauty rituals the world over. Beauty is a science. Providing access to products that enhance well-being, mobilising its innovative strength to preserve the beauty of the planet and supporting local communities. These are exacting challenges, which are a source of inspiration and creativity for L’Oréal. Beauty is a commitment. By drawing on the diversity of its teams, and the richness and the complementarity of its brand portfolio, L’Oréal has made the universalisation of beauty its project for the years to come. L’Oréal, offering beauty for all.
wrinkles.The company's R&D group comprises departments specialized in the technologies critical to the company's various product categories. In order to understand local characteristics.wordpress. For instance.com/2011/11/09/key-competitors-of-loreal-paris-and-nivea/ 2 . sun spots discolorations. at the Pudong research centre. pores and unevenness are visibly corrected. The company dedicated E721 million to cosmetic and dermatological research in FY2011. the first fast-acting Serum proven to dramatically reduce the look of uneven skintone such as redness. gloss and the shine effect. The company has a cross-functional product development process intended to optimize the company's ability to bring to market its new product offerings and to ensure that the company continuously has new products lined-up in key categories under its various brands.5% of sales. Lancôme is competing with the Idealist Serum from Estee Lauder (almost launched at the same time). in China. http://ehis. focusing on fragrance. Cosmetic brands also need to use a good communication to compete with other brands. the company has research centres both in mature countries and emerging markets.ebscohost. three years of study of Chinese hair. together with analysis and interpretation of a local custom using dry wash shampoo led to the creation of a range of shampoos and hair care products ideally suited to local hair types and cultural traditions. L'Oreal has increased its focus on developing differentiated and customized products across various countries and regions. famous actors or actresses to represent its brand : Eva Longoria or Doutzen Kroes for makeup and Claudia Shiffer for haircare. What are the promises? In 4 weeks.4% in FY2011 and represented 3. For example. acne marks. R&D spending increased by 8. dark spots. Lancôme’s searchers worked during 10 years to develop the LR 2412 molecule. This new care is protected by 20 patents. With this care.com/ehost/pdfviewer/pdfviewer?vid=3&hid=5&sid=279f0176-5e9d-4545bf0e-d80a59a217b9%40sessionmgr12 http://beautyfulbrands. Furthermore. used in the new Visionnaire facecare. Some cosmetic brands have a huge budget regarding their communication and use special strategies to attract customers. Strong R&D capability allows the company to launch new products frequently and also expand its presence in new markets. It has 19 research centres and 16 evaluation centres across the world. These R&D centres formulate products that are most effective and the best suited to the needs of the consumers in these countries and regions.Shahrzad Haji Mirza Ali 860205-1461 BM6940 Innovation and Change Management FOCUS ON INNOVATION AND CHANGE Focus on innovation and differentiation through robust R&D efforts L'Oreal's drive to innovate is based on a strong R&D effort. l’Oréal Paris uses a lot of models. The company also launched Baby Lips (the first-ever lip balm line from Maybelline New York) considering the Chinese consumers’ judgment on lip balms.
it enables each employee to play an active role in his or her personal development. The “Culture and Strategy” seminar helps new managers to understand the group’s strategic vision. This intellectual melting pot process trains managers in a common language.Shahrzad Haji Mirza Ali 860205-1461 BM6940 Innovation and Change Management Breakdown of shareholding Mrs Bettencourt and her family 30. Brazil. Lebanon and Turkey—joined the scheme in 2011. Rolled out in 45 countries. particularly in the New Markets. “My Learning” is a real success.2 % Treasury stock 1. In the L’Oréal “house of talents”. In 2011. its General Manager Musharaf H. sending a strong signal to employees destined to build the L’Oréal of the future.000 connection hours and 43. It consists of a week of conferences and workshops to focus on the group’s strategic challenges. “My Learning” online training also plays an important role. To get as close as possible to its markets. trains new generations of senior executives. L’Oréal’s subsidiary in Pakistan has already taken the group’s spirit and culture fully on board.com/_en/_ww/html/company/pdf/LOREAL_RA2011_HD_27032012_EN. Morocco. in conjunction with the Executive Committee. Because taking up the challenge of a billion new consumers also means accelerating the way skills and knowledge are transmitted to others. Training is provided through events bringing together employees from all over the world. using an approach inspired by business school MBA programmes. One example is the “International Management Seminar” for experienced executives.900 employees are provided with everything they need to enable them to flourish. L’Oréal is one of the companies to offer a training course in sharing the corporate culture and strategy. The “Executive Education” seminar first held in 2011 in Lebanon and Taiwan. made sure she was personally involved in recruiting people with the right profiles to drive the subsidiary’s growth: men and women who stand out because they are passionate about beauty. With a total of 23. the seminar was held in Mumbai in India.pdf 3 .loreal. and ends with an open debate with Jean-Paul Agon.8 % Nestlé 29.000 employees trained. L’Oréal is also developing a full line-up of local training programmes. the 68. innovate and make a personal contribution. New countries—the United States. Following a tailor-made induction programme. http://www.6 % Public 38. and encourages entrepreneurial spirit.4 % Building a House of talents After two years of existence.
Their pioneering research and discoveries have changed the way we think in various areas of the physical sciences and opened new frontiers in science and technology. Boulder (USA) for having been the first to cool down molecules so much that she can observe chemical reactions in slow motion which may help further understanding of molecular processes which are important for medicine or new energy sources. Federal University of Rio Grande do Sul. University of Nigeria. 4 .” UNESCO Director-General Irina Bokova On 28 March 2013. Nsukka (Nigeria) For her significant contributions to the understanding of daily variations of the ion currents in the upper atmosphere which may further our understanding of climate change. Such key developments have the potential to transform our society. Tokyo University of Science (Japan) For discovering the functional importance of the difference between left handed and right handed molecules which has wide applications including research on neurodegenerative diseases such as Alzheimer’s. University of York (United Kingdom) For ingeniously modifying her electron microscope so that she was able to observe chemical reactions occurring at surface atoms of catalysts which will help scientists in their development of new medicines or new energy sources.Shahrzad Haji Mirza Ali 860205-1461 BM6940 Innovation and Change Management The L’Oréal Foundation and UNESCO announced the five women scientists who will be honoured as the 15th L’Oréal-UNESCO For Women in Science Laureates The research of the 2013 Laureates demonstrates exceptionally original approaches to fundamental research in the Physical Sciences. • Professor Pratibha GAI. National Institute of Standards and Technology. • Professor Marcia BARBOSA. the five Laureates will be honoured at an Awards ceremony in Paris and will each receive US$100.000 in recognition of their accomplishments. Porto Alegre (Brazil) For discovering one of the peculiarities of water which may lead to better understanding of how earthquakes occur and how proteins fold which is important for the treatment of diseases. Their work. • Professor Francisca Nneka OKEKE. and University of Colorado. their dedication. serves as an inspiration to us all. • Professor Reiko KURODA. “These five outstanding women scientists have given the world a better understanding of how nature works. • Professor Deborah JIN. from contributing to better understanding climate change to advancing research on neurodegenerative diseases and potentially uncovering new energy sources.
The evening program welcomed honorary guests including:City Council Speaker Christine C. we know that science must take full advantage of all of our planet’s intellectual resources." Council Speaker Christine C.org/new/en/media-services/singleview/news/loreal_unesco_for_women_in_science_announces_the_five_laureates_of_its_15th _annual_awards/ L'Oreal USA Fellowships For Women In Science Award L'Oreal USA celebrated five post-doctoral female scientists as the recipients of the 2012 L'Oreal USA Fellowships For Women in Science at an awards ceremony on September 13th. Year after year. the For Women in Science Award has recognized a great diversity of scientists. supports the advancement of women in the sciences. from curing diseases to protecting the environment. the creativity of these women in science and the importance of their findings continuously contribute to better understanding and improving the world we live in. 77 women working across the spectrum of research. Beyond what these women do in their daily work. I thank them for their commitment to the sciences and on issues that have the potential to affect the lives of us all.com/4womeninscience http://www. an exemplarily commitment to the achievement and advancement of science.com http://twitter. “As a company driven by science.M. This national awards program. created in 2003.unesco.E. The recognition and promotion of women in science is more than ever crucial to confronting the enormous challenges facing the world today. engineering and math (S. among other things. Criterion included. they are actually achieving something much larger: they are showing the world that women can excel in anything they want to do. and an inspiration to us all to be the best at what we do. "I am delighted to honor these women today. the L’Oréal-UNESCO partnership is a long-term commitment to recognizing women in science and supporting scientific vocations.T. Quinn 5 . Chairman and CEO of L'Oréal and Chairman of the L’Oréal Foundation Over the past 15 years.) under the most promising post-doctoral female scientists across the country.” Jean-Paul Agon. technology. Regional and National Fellowships and an international network of more than 1300 women in 106 countries. Quinn and Ambassador of France to the United States Francois Delattre. For Women in Science has grown into a global programme that includes International. We are very proud to have created this unique programme with UNESCO fifteen years ago and are committed to steadfast support of its expansion. www. This year's awards ceremony was held at The Morgan Library and Museum in New York City.forwomeninscience. They truly are role models. especially for younger people.Shahrzad Haji Mirza Ali 860205-1461 BM6940 Innovation and Change Management A global programme promoting women and careers in science Established in 1998.
The program has also awarded 864 Fellowships.NY74549 UNESCO-L’Oréal International Fellows are expected to go abroad to learn new techniques and bring them back to their country. Back in Tunisia. When Mounira Hmani-Aifa of Tunisia won the UNESCO-L’Oréal International Fellowship in 2002. revealing the contributions of these scientific women each year. Each Fellow receives up to $60. who was named an International Fellow 10 years ago. which have been granted to young women scientists from 93 countries so that they can continue their research projects. Their research include: Christina Agapakis. Jaclyn Winter.000 to continue their post-doctoral research. Los Angeles. New Haven. Sweden. CA. Source: PR Newswire Item: 201209140957PR. is working in biological diversity and characterizing specific pathways that underlie adaptive change.is working to understand human anatomy by looking at the tools of our early ancestors. University of California.NEWS.NEWS. Erin Marie Williams. The George Washington University. The program has become a benchmark of scientific excellence on an international scale. Mounira Hmani. which. University of California. CA. she used it to do postdoctoral research in human genetics at the Faculty of Health Science in Linköping. academic. CT. is working in quantum optics the interactions between quantum states of light and mechanical motion. did exactly that and dit it susccessfully. which address critical global challenges that could aid millions around the world. two of whom received the Nobel Prize in 2009. has recognized 67 Laureates. Additionally. Stanford. Joanna Lynne Kelley. is interested in chemical diversity of biologically active natural products. The L'Oreal USA Fellowships For Women In Science is a national extension of the global L'Oreal–UNESCO For Women in Science program. Yale University.NY74549 US. In 2012. synthetic biologist. since 1998.Shahrzad Haji Mirza Ali 860205-1461 BM6940 Innovation and Change Management The 2012 Fellows are working on breakthrough scientific research. she continues to study the genetic origins of 6 .ebscohost.USPR.received a Special Fellowship. CA. Los Angeles. the L’Oreal USA Fellowships For Women in Science offers professional development workshops for the 2012 Fellows to aid and support these five women to build networks with accomplished female leaders in corporate. developing a remarkable level of excellence and publishing in leading international journals. is working to engineer new relationships between microorganisms that usually would not find each other in nature. Washington. 09/14/2012 http://ehis. anthropologist. Mounira – who is now an Associate Professor in Human Molecular Genetics at the Faculty of Sciences and Scientific Researcher at the Centre of Biotechnology of Sfax (Tunisia) . biochemist. Lilian Childress. physicist. Stanford University. DC. geneticist.com/ehost/detail?vid=3&hid=4&sid=279f0176-5e9d-4545-bf0ed80a59a217b9%40sessionmgr12&bdata=JnNpdGU9ZWhvc3QtbGl2ZQ%3d%3d#db=bwh&AN=20120 9140957PR. in the footsteps of Marie Curie.USPR. governmental and scientific fields.
The Special Fellowship rewards excellence and perceverance in the career of a former International Fellow. the creativity of these women in science and the importance of their findings continuously contribute to better understanding and improving the world we live in. from curing diseases to protecting the environment. the For Women in Science Award has recognized a great diversity of scientists.forwomeninscience. making possible genetic counselling for affected families. Regional and National Fellowships and an international network of more than 1300 women in 106 countries. L’Oréal believes in women. children. ‘My problems – family life. innovation and excellence. with four children. socialize. Over the past 15 years. 77 women working across the spectrum of research.com/4womeninscience Since its creation in 1945. She is hoping that. Chairman and CEO of L’Oréal and Chairman of L’Oréal Foundation. The Organization works to eliminate all forms of discrimination and to promote equality between men and women. She does not see any special difficulty in being a female scientist in her country.are the same as those of my French and Swedish friends. www. as a part of a bilateral project between Tunisian and Swedish teams.aspx 7 . “We are very proud to have changed the face of science by supporting women in science. a rare hereditary disorder affecting the eyes. she succeeded in discovering some of the genes responsible.Shahrzad Haji Mirza Ali 860205-1461 BM6940 Innovation and Change Management hereditary deafness in the laboratory directed by Professor Hammadi Ayadi. For Women in Science has grown into a global programme that includes International. It focuses on policy development and building capacities in science. and Mounira has shown a singular determination in pursuing her work while maintaining the balance of her family life. Having recruited some Tunisian families in collaboration with ophthalmologists and otolaryngologists. the molecular biology professor Mohamed Sami Aifa. researchers will no longer be required to teach full time. Established in 1998. technology and innovation and promoting and strengthening science education and engineering. she started a new genetic study on posterior microphthalmia. Mounira plans to use her 2012 Special fellowship to further investigate and interesting lead turned up by research concerning a posible link between one of the genes she discovered and glaucoma. under the new government in Tunisia. and also to participate in sports. allowing her more time for lab work.We are convinced that science and women bring hope and foster discovery. UNESCO has pursued its mission of promoting science at the service of sustainable development and peace. pregnancy. Year after year.loreal.com/_en/_ww/index. All the best talents must be called upon to accomplish this mission. where she notes that more women than men have PhDs in science. she holds a full-time teaching job at the Faculty of Sciences. La Femme Libre.” she says. In addition. L’Oréal believes in science. http://www.” Jean-Paul Agon. especially in scientific research. Married ‘to and understanding scientist’. read and even join an association for women’s rights. the L’Oréal-UNESCO partnership is a long-term commitment to recognizing women in science and supporting scientific vocations.com http://twitter. yet still manages to continue her research and publish frequently in prestigious scientific journals.
half of the board members in every Norwegian company must be women. However they do have a strong commitment to diversity with 113 different nationalities and 58% of managers and 38% of management committee members are women.Shahrzad Haji Mirza Ali 860205-1461 BM6940 Innovation and Change Management Chaotic spiral of thoughts L’Oreal should have different types of supporting and encouraging programs such as: Mentor programs. CNBC. seminars. 29% of Management Committee members work outside their country of origin. When Sir Lindsey Owen-Jones Chairman of L’Oreal were giving an interview to CNBC. campaigns and public “inspiration days” for women only from an external aspect. internally. being acting like men to get where they are? I don’t believe L’Oreal is struggling to keep their women entirely because of external factors such as general French belief. External political factors like the 50/50 quota that the Norwegian government implemented in their regulations and laws concerning their company culture i. L’Oreal had to fight to convince them that it was possible to do both. They should help their female employees to settle things with their children’s education. their husband and family obligations. Are the women in high powered positions helping the women below them or are they pulling away the ladder after themselves because they are afraid of the competition? Do the women that reaches the higher positions being playing the game of men i. They would give them a perfect even-break. We have to take quick decisions. It could also be internal how the women are treating each other and if there is an absence of female mentors. accommodation and things that will make it easier for a couple to work abroad together and also keep sending the husbands to the same region. For example: For people that was married and spent half their carrier in different countries and had husbands not as mobile as themselves. conferences and different courses that will encourage their women execs to keep their positions. The Leaders he said. I believe that the mentors play a significant role which will be presented later on. L’Oreal has more female managers than most companies. Why is it almost only men in the board committee they should offer women high positions too? Only 3 of 15 board members are females according to the annual report 2011 and the corporate website.e. The leaders.e. They could also do this for a headhunting purpose. L’Oreal would their employee’s husbands company where they were working and ask their managers to send them to the same location. They should think about how they can get women more involved and interested in the company by different competitions. we were hiring more women than men but they were losing them to family obligations and general French belief that women’s place were at home. gender studies. debates. Source: DVD.The secrets to their success They should have a good look on how the women cooperating within the company catfight VS sisterhood. 8 .
After all. even in our female-heavy publishing environment sexism exists: men get heard more often than women. many of the women bosses we and our informal focus group have worked for have a tendency to micromanage. 'My Voice Counts' Unfortunately. Many female bosses are neither inspiring nor amazing. Know that the women have something of equal value to contribute and give them the floor. Many are frustrating." This led to much discussion about the good. This doesn't mean that you are friends. don't pause just because you hear a male voice. Just like the Book and Publishing Industry which is also dominated by women and is also struggling to keep their women. biggest and most respected publishing houses in Sweden) was that the few women that actually made it to the top and became managers pulled the ladder behind them and made it impossible for other women to climb the ladder. You are the boss and she reports to you. Nothing is more debilitating than 9 . Even at junior levels. Yes. point of view or idea.Shahrzad Haji Mirza Ali 860205-1461 BM6940 Innovation and Change Management Parallel example: The women dominating book and Publishing Industry Catfight VS sisterhood My experience of working at Bonniers Publishing (was founded in 1837 and is one of the oldest. Fighting in a way that won’t be beneficial for the company (i. bad and ugly of this female-heavy world. the men in the room seem to be treated as though they have the more relevant comment. But don't mistake this relationship for friendship.e. While L’Oreal want to hire more women but not offering them higher positions if you look at the numbers of female board members but that could also be the “ladder theory”. After informally polling acquaintances in the industry. When we asked members of our personal book club all women in publishing if they enjoyed working for women. ladies-wholead. we have compiled a list what women in the publishing business wish female bosses including their own knew. 'Micromanaging Backfires' Is this a strictly gender-based issue? Of course not but whether it's motivated by insecurity or a hyper sense of devotion to detail. so please respect that and don't ask her to go to the movies with you on a Saturday night. 'I Am Not Your Friend' It's normal for you to create a sense of intimacy and positive rapport with your female subordinates. it is great that you both loved Brokeback Mountain. While men usually are cooperating women always seem to be fighting among themselves. one of them shook her head and said. competitive and petty. negative competiveness) that will destroy its management instead and make women resign in the end. I believe that the women that are working at L’Oreal are fighting among themselves. "I just wish I didn't have to pretend to be her friend. you're working closely for long hours in a highly stressful environment. However my experience was that they wanted to hire more men to benefit the company dynamic and get a better “balance”. Listen to everyone. are disappointed in James Frey and are counting down the days until summer Fridays begin again. Please. support the sisters.
No one wants to hear that it was the fresh-faced assistant in the publicity department who just booked the new author on the Today show. So the senior publicist. turning what was once a young-and-eager new employee into an unhappy one who spends her day scouring PW for new employment. Mentors work with the students for four hours each week. a national program that recognizes excellence among women business leaders.com/ehost/detail?vid=16&hid=6&sid=a836d720-bf16-4c4c-a04e5a7be7ea9ef4%40sessionmgr12&bdata=JnNpdGU9ZWhvc3QtbGl2ZQ%3d%3d#db=a 9h&AN=20520283 Six-week mentor program for women in Cleveland Women executives in Cleveland are helping young female students sort out their career plans. 'Let Me Get Credit for My Work' As a junior in publishing it is very hard to be recognized by both the senior executives and the authors.ebscohost. Many of the mentors in the program have been honored through the YWCA's Tribute to Women in Industry. YWCA career development director. checking the to-do lists and questioning decisions creates uninspired and resentful employees who have zero ownership (and waning interest) over their own work. thrilled to share good news. passes it along… as her own. http://ehis. 'Tell Me What You Want' It was common among the women we interviewed that female bosses tend to be vague about what they need from their employees. The mentor program pairs working women with students at Start High School.ebscohost. phrasing requests as questions." says Barbara Levison. http://ehis. Take the case of Anette Bovee. The six-week mentor program is sponsored by YWCA and the Toledo Public Schools. attended a quarterly management meeting in Cleveland and helped compute monthly financial reports. "We wanted to help young women get a first-hand look at job opportunities and the skills that they will need to succeed. Senior management pays the experienced publicists more money just because they can secure that type of booking. "Do you think you could write that catalogue copy this week?" or "What do you think about going to BEA this year?" instead of "I need that catalogue copy by next Monday" and "I need you to go to BEA. giving them job assignments and introducing them to other employees in the organizations. Looking over their shoulder. so own it and tell her what you want her to do." You are the boss. and the last thing an author wants is to think that her campaign is being handled by a junior person. Since joining the program. Bovee has met one-on-one with the president of a local bank. a 16-year-old high school student.Shahrzad Haji Mirza Ali 860205-1461 BM6940 Innovation and Change Management someone who doesn't trust you to get the job done.com/ehost/detail?sid=a836d720-bf16-4c4c-a04e5a7be7ea9ef4%40sessionmgr12&vid=17&hid=6&bdata=JnNpdGU9ZWhvc3QtbGl2ZQ %3d%3d#db=a9h&AN=9707085767 10 .
Williams suggests making it part of their performance evaluations. managing director in Korn/Ferry's Stamford." she says.." What can HR do to facilitate mentoring relationships for female execs? "You can't force mentoring. problem/threat or can capitalize on an opportunity. she says. I believe the case address an existing issue. From that point of view the case is covered. "so assigning mentors often doesn't work. "Lack of role models in key finance or other highly regarded functions within a company has been my biggest challenge. http://ehis. especially a female mentor." Williams says. Another frustrated respondent said: "It seems as if men still have an easier ability to identify a mentor in a company who can help with their career progression. promotion to the next level. Why hire more women and do their absolute best to keep them? Because they are worth it. My vision is to see more high positioned women in the business world in the future and by raising a discussion that we will overcome some of the political. will encourage mentoring to "develop organically..g. But is that innovation? Well at least it encourages a change.Shahrzad Haji Mirza Ali 860205-1461 BM6940 Innovation and Change Management Finding a mentor." HR can encourage it." says Ellen Williams. Planning meetings that include a social component. e. "We're all driven to some extent by how we are paid. office. Making mentoring a goal. according to a new report by executive search firm Korn/Ferry International. As a result." Finding mentors is important for this group because many don't expect to end their careers in finance. can be difficult for high-achieving women in finance. "where junior people have an opportunity to meet senior people and strike up relationships. Conn. I realize that this is not proper innovation and more about a change (and that the subject is quite political) however it does not make it less relevant and the module is about both innovation and change which goes hand-in-hand with each other." states the report. "Today's executive women in finance are preparing themselves to assume larger roles as mentors and CEOs at a time when boards and managements are more committed than ever to considering diverse slates of candidates for top positions. as some companies do. culture and norm barriers. a great parallel would be finding the meaning of life in the philosophy world.com/ehost/detail?sid=a836d720-bf16-4c4c-a04e5a7be7ea9ef4%40sessionmgr12&vid=17&hid=6&bdata=JnNpdGU9ZWhvc3QtbGl2ZQ %3d%3d#db=bth&AN=20411250 My mission with this assignment was to figure out how women can penetrate the man dominating business world and what L’Oreal has to do to keep their women executives in the company. can ensure that it happens. for example." For managers who express interest in mentoring but claim they don't have time to do it. One respondent to the Korn/Ferry survey noted that. 11 . by arranging meetings "that people want to come to" she says." Some respondents reported hiring an executive coach to fill the mentoring role. The complicity with gender will not change over a night.ebscohost. "there will be more high-level female mentors who are able to pass along hard-earned advice about career issues unique to female finance professionals. the report continues. however.
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