Shahrzad Haji Mirza Ali


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.


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. 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 http://beautyfulbrands. at the Pudong research centre. the company has research centres both in mature countries and emerging markets. Lancôme’s searchers worked during 10 years to develop the LR 2412 molecule.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. sun spots discolorations. Cosmetic brands also need to use a good communication to compete with other brands. For example. Strong R&D capability allows the company to launch new products frequently and also expand its presence in new markets.wordpress. l’Oréal Paris uses a lot of models.ebscohost. focusing on fragrance. Lancôme is competing with the Idealist Serum from Estee Lauder (almost launched at the same time).com/2011/11/09/key-competitors-of-loreal-paris-and-nivea/ 2 . used in the new Visionnaire facecare. For instance. in China. famous actors or actresses to represent its brand : Eva Longoria or Doutzen Kroes for makeup and Claudia Shiffer for haircare. In order to understand local characteristics. L'Oreal has increased its focus on developing differentiated and customized products across various countries and regions. http://ehis. Some cosmetic brands have a huge budget regarding their communication and use special strategies to attract customers. The company also launched Baby Lips (the first-ever lip balm line from Maybelline New York) considering the Chinese consumers’ judgment on lip balms. 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. The company dedicated E721 million to cosmetic and dermatological research in FY2011. What are the promises? In 4 weeks. the first fast-acting Serum proven to dramatically reduce the look of uneven skintone such as redness. This new care is protected by 20 patents.4% in FY2011 and represented 3. acne marks. R&D spending increased by 8. Furthermore.5% of sales. wrinkles.The company's R&D group comprises departments specialized in the technologies critical to the company's various product categories. dark spots. gloss and the shine effect. three years of study of Chinese hair. It has 19 research centres and 16 evaluation centres across the world. pores and unevenness are visibly corrected. With this care.

Shahrzad Haji Mirza Ali 860205-1461 BM6940 Innovation and Change Management Breakdown of shareholding Mrs Bettencourt and her family 30.900 employees are provided with everything they need to enable them to With a total of 23. This intellectual melting pot process trains managers in a common language.6 % Public 38. and ends with an open debate with Jean-Paul Agon. Lebanon and Turkey—joined the scheme in 2011. particularly in the New Markets. To get as close as possible to its markets. in conjunction with the Executive Committee. Morocco.000 employees trained. New countries—the United States. the seminar was held in Mumbai in India. L’Oréal is also developing a full line-up of local training programmes. Following a tailor-made induction programme. 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. Training is provided through events bringing together employees from all over the world. One example is the “International Management Seminar” for experienced executives. http://www. L’Oréal’s subsidiary in Pakistan has already taken the group’s spirit and culture fully on board. the 68. “My Learning” online training also plays an important role. Brazil.2 % Treasury stock 1. trains new generations of senior executives. “My Learning” is a real success. The “Culture and Strategy” seminar helps new managers to understand the group’s strategic vision. In 2011.4 % Building a House of talents After two years of existence.8 % Nestlé 29. Because taking up the challenge of a billion new consumers also means accelerating the way skills and knowledge are transmitted to others.pdf 3 . using an approach inspired by business school MBA programmes. sending a strong signal to employees destined to build the L’Oréal of the future.000 connection hours and 43. it enables each employee to play an active role in his or her personal development. its General Manager Musharaf H. In the L’Oréal “house of talents”. and encourages entrepreneurial spirit.loreal. It consists of a week of conferences and workshops to focus on the group’s strategic challenges. The “Executive Education” seminar first held in 2011 in Lebanon and Taiwan. L’Oréal is one of the companies to offer a training course in sharing the corporate culture and strategy. innovate and make a personal contribution. Rolled out in 45 countries.

National Institute of Standards and Technology. and University of Colorado. “These five outstanding women scientists have given the world a better understanding of how nature works.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. University of Nigeria. 4 . • Professor Francisca Nneka OKEKE. Federal University of Rio Grande do Sul. • Professor Reiko KURODA. • Professor Deborah JIN. 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. 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. from contributing to better understanding climate change to advancing research on neurodegenerative diseases and potentially uncovering new energy sources. • Professor Pratibha GAI. 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. serves as an inspiration to us all. Their work.” UNESCO Director-General Irina Bokova On 28 March 2013. 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.000 in recognition of their accomplishments. 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. 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. their dedication. Such key developments have the potential to transform our society. • Professor Marcia BARBOSA. the five Laureates will be honoured at an Awards ceremony in Paris and will each receive US$100.

especially for younger people. we know that science must take full advantage of all of our planet’s intellectual http://www. This year's awards ceremony was held at The Morgan Library and Museum in New York City. Quinn and Ambassador of France to the United States Francois Delattre. the For Women in Science Award has recognized a great diversity of scientists. supports the advancement of women in the sciences. created in 2003. Chairman and CEO of L'Oréal and Chairman of the L’Oréal Foundation Over the past 15 years." Council Speaker Christine C. among other things. This national awards program. www. "I am delighted to honor these women today.unesco. They truly are role models. an exemplarily commitment to the achievement and advancement of science. the L’Oréal-UNESCO partnership is a long-term commitment to recognizing women in science and supporting scientific vocations. 77 women working across the spectrum of research.forwomeninscience. they are actually achieving something much larger: they are showing the world that women can excel in anything they want to do.M.” Jean-Paul Agon.Shahrzad Haji Mirza Ali 860205-1461 BM6940 Innovation and Change Management A global programme promoting women and careers in science Established in 1998.T. Quinn 5 . 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. The evening program welcomed honorary guests including:City Council Speaker Christine C.) under the most promising post-doctoral female scientists across the country. _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. engineering and math (S. Year after year. “As a company driven by science. Regional and National Fellowships and an international network of more than 1300 women in 106 countries. Criterion included. We are very proud to have created this unique programme with UNESCO fifteen years ago and are committed to steadfast support of its expansion. The recognition and promotion of women in science is more than ever crucial to confronting the enormous challenges facing the world today. and an inspiration to us all to be the best at what we do.E. For Women in Science has grown into a global programme that includes International. 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. from curing diseases to protecting the environment.

has recognized 67 Laureates. revealing the contributions of these scientific women each year. The program has also awarded 864 Fellowships. she continues to study the genetic origins of 6 . Washington. did exactly that and dit it susccessfully. Each Fellow receives up to $60. Source: PR Newswire Item: 201209140957PR. Lilian Childress. Stanford University. CA. University of California. Additionally. The L'Oreal USA Fellowships For Women In Science is a national extension of the global L'Oreal–UNESCO For Women in Science program. Their research include: Christina Agapakis. 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.NY74549 UNESCO-L’Oréal International Fellows are expected to go abroad to learn new techniques and bring them back to their country. geneticist. working to understand human anatomy by looking at the tools of our early ancestors.NEWS. Sweden. anthropologist. Back in Tunisia. which address critical global challenges that could aid millions around the world. In 2012.000 to continue their post-doctoral research. biochemist. University of California. CA. which. who was named an International Fellow 10 years ago. is working to engineer new relationships between microorganisms that usually would not find each other in nature.NEWS.Shahrzad Haji Mirza Ali 860205-1461 BM6940 Innovation and Change Management The 2012 Fellows are working on breakthrough scientific research. in the footsteps of Marie 9140957PR. Los Angeles. CA.USPR. she used it to do postdoctoral research in human genetics at the Faculty of Health Science in Linköping. 09/14/2012 http://ehis. synthetic biologist. 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) . Mounira Hmani. Joanna Lynne Kelley. is working in biological diversity and characterizing specific pathways that underlie adaptive change. is working in quantum optics the interactions between quantum states of light and mechanical motion. The program has become a benchmark of scientific excellence on an international scale. The George Washington University. since 1998. CT. New Haven. two of whom received the Nobel Prize in 2009. When Mounira Hmani-Aifa of Tunisia won the UNESCO-L’Oréal International Fellowship in 2002. governmental and scientific fields. developing a remarkable level of excellence and publishing in leading international journals. which have been granted to young women scientists from 93 countries so that they can continue their research projects. DC.NY74549 US.received a Special Fellowship. academic.USPR. Jaclyn Winter. Yale University.ebscohost. is interested in chemical diversity of biologically active natural products. Erin Marie Williams. Stanford.

researchers will no longer be required to teach full time.are the same as those of my French and Swedish friends. 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. All the best talents must be called upon to accomplish this mission. L’Oréal believes in science. The Special Fellowship rewards excellence and perceverance in the career of a former International Fellow. She is hoping that. L’Oréal believes in women. For Women in Science has grown into a global programme that includes International. socialize. La Femme Libre. where she notes that more women than men have PhDs in science. She does not see any special difficulty in being a female scientist in her country. she started a new genetic study on posterior microphthalmia.loreal. Married ‘to and understanding scientist’. 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. innovation and excellence. making possible genetic counselling for affected families. http://www. allowing her more time for lab work. children. 77 women working across the spectrum of research. the L’Oréal-UNESCO partnership is a long-term commitment to recognizing women in science and supporting scientific vocations. and Mounira has shown a singular determination in pursuing her work while maintaining the balance of her family life. UNESCO has pursued its mission of promoting science at the service of sustainable development and peace. under the new government in Tunisia.aspx 7 http://twitter. pregnancy.” Jean-Paul Agon.” she says. from curing diseases to protecting the environment. 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 Since its creation in 1945. Established in 1998. The Organization works to eliminate all forms of discrimination and to promote equality between men and women. ‘My problems – family life. with four children. the For Women in Science Award has recognized a great diversity of scientists.We are convinced that science and women bring hope and foster discovery. “We are very proud to have changed the face of science by supporting women in science. Over the past 15 years. as a part of a bilateral project between Tunisian and Swedish teams. and also to participate in sports. Year after year. she holds a full-time teaching job at the Faculty of Sciences. Chairman and CEO of L’Oréal and Chairman of L’Oréal Foundation. It focuses on policy development and building capacities in science. a rare hereditary disorder affecting the eyes. especially in scientific research. technology and innovation and promoting and strengthening science education and engineering. Regional and National Fellowships and an international network of more than 1300 women in 106 countries. the molecular biology professor Mohamed Sami Aifa. In addition. Having recruited some Tunisian families in collaboration with ophthalmologists and otolaryngologists. yet still manages to continue her research and publish frequently in prestigious scientific journals. read and even join an association for women’s rights.

debates.The secrets to their success They should have a good look on how the women cooperating within the company catfight VS sisterhood.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. gender studies.e. The Leaders he said. 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. We have to take quick decisions. internally. They could also do this for a headhunting purpose. L’Oreal has more female managers than most companies. It could also be internal how the women are treating each other and if there is an absence of female mentors. 8 . 29% of Management Committee members work outside their country of origin. their husband and family obligations. For example: For people that was married and spent half their carrier in different countries and had husbands not as mobile as themselves. 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. 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. 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 should help their female employees to settle things with their children’s education. half of the board members in every Norwegian company must be women. Source: DVD. 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. L’Oreal would their employee’s husbands company where they were working and ask their managers to send them to the same location. The leaders. 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. I believe that the mentors play a significant role which will be presented later on. seminars. External political factors like the 50/50 quota that the Norwegian government implemented in their regulations and laws concerning their company culture i. They would give them a perfect even-break. They should think about how they can get women more involved and interested in the company by different competitions. conferences and different courses that will encourage their women execs to keep their positions. 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. L’Oreal had to fight to convince them that it was possible to do both.

'My Voice Counts' Unfortunately. Many female bosses are neither inspiring nor amazing. don't pause just because you hear a male voice. Fighting in a way that won’t be beneficial for the company (i. I believe that the women that are working at L’Oreal are fighting among themselves. After all. we have compiled a list what women in the publishing business wish female bosses including their own knew. negative competiveness) that will destroy its management instead and make women resign in the end. When we asked members of our personal book club all women in publishing if they enjoyed working for women. one of them shook her head and said. "I just wish I didn't have to pretend to be her friend. This doesn't mean that you are friends.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. 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. support the sisters. so please respect that and don't ask her to go to the movies with you on a Saturday night. Even at junior levels. Know that the women have something of equal value to contribute and give them the floor. the men in the room seem to be treated as though they have the more relevant comment. bad and ugly of this female-heavy world. After informally polling acquaintances in the industry. are disappointed in James Frey and are counting down the days until summer Fridays begin again. Listen to everyone. 'I Am Not Your Friend' It's normal for you to create a sense of intimacy and positive rapport with your female subordinates.e. point of view or idea. ladies-wholead. Please. Just like the Book and Publishing Industry which is also dominated by women and is also struggling to keep their women. While men usually are cooperating women always seem to be fighting among themselves. Yes. But don't mistake this relationship for friendship. Nothing is more debilitating than 9 . 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”." This led to much discussion about the good. many of the women bosses we and our informal focus group have worked for have a tendency to micromanage. '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. Many are frustrating. it is great that you both loved Brokeback Mountain. competitive and petty. 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”. even in our female-heavy publishing environment sexism exists: men get heard more often than women.

a 16-year-old high school student. '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. Mentors work with the students for four hours each week. So the senior publicist. Take the case of Anette Bovee. Senior management pays the experienced publicists more money just because they can secure that type of booking. '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. passes it along… as her own. Since joining the program.Shahrzad Haji Mirza Ali 860205-1461 BM6940 Innovation and Change Management someone who doesn't trust you to get the job done.ebscohost. thrilled to share good news. "We wanted to help young women get a first-hand look at job opportunities and the skills that they will need to succeed. checking the to-do lists and questioning decisions creates uninspired and resentful employees who have zero ownership (and waning interest) over their own work." says Barbara Levison. and the last thing an author wants is to think that her campaign is being handled by a junior %3d%3d#db=a9h&AN=9707085767 10 .ebscohost. attended a quarterly management meeting in Cleveland and helped compute monthly financial reports." You are the boss. http://ehis. Bovee has met one-on-one with the president of a local bank. phrasing requests as questions. Looking over their shoulder. so own it and tell her what you want her to 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. "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. Many of the mentors in the program have been honored through the YWCA's Tribute to Women in Industry. The six-week mentor program is sponsored by YWCA and the Toledo Public Schools. giving them job assignments and introducing them to other employees in the organizations. 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. a national program that recognizes excellence among women business leaders. turning what was once a young-and-eager new employee into an unhappy one who spends her day scouring PW for new employment. http://ehis. The mentor program pairs working women with students at Start High School. YWCA career development director.

according to a new report by executive search firm Korn/Ferry International..Shahrzad Haji Mirza Ali 860205-1461 BM6940 Innovation and Change Management Finding a mentor. As a result." What can HR do to facilitate mentoring relationships for female execs? "You can't force mentoring." HR can encourage it. "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 complicity with gender will not change over a night. Conn. "where junior people have an opportunity to meet senior people and strike up relationships. Why hire more women and do their absolute best to keep them? Because they are worth it. promotion to the next level." she 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. 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. From that point of view the case is covered. office." Finding mentors is important for this group because many don't expect to end their careers in finance. the report continues. But is that innovation? Well at least it encourages a change. for example. One respondent to the Korn/Ferry survey noted that. however. a great parallel would be finding the meaning of life in the philosophy world. "so assigning mentors often doesn't work. problem/threat or can capitalize on an %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 be difficult for high-achieving women in finance. especially a female mentor. Making mentoring a goal.. Williams suggests making it part of their performance evaluations. 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." says Ellen Williams. managing director in Korn/Ferry's Stamford." For managers who express interest in mentoring but claim they don't have time to do it." Some respondents reported hiring an executive coach to fill the mentoring role. can ensure that it happens.ebscohost. 11 . e. by arranging meetings "that people want to come to" she says. culture and norm barriers." states the report. "We're all driven to some extent by how we are paid." Williams says. "Lack of role models in key finance or other highly regarded functions within a company has been my biggest challenge. will encourage mentoring to "develop organically. I believe the case address an existing issue. http://ehis. Planning meetings that include a social component.g. as some companies do. she says. "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.

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