Victoria’s Secret is every woman’s go-to lingerie store for any of their essential needs for bras, sleepwear, beauty products, and lounge wear. However, behind the glitz and glamour of the Victoria’s Secret Angels, who model and advertise the sensual products, there is a deeper and complex business strategy that makes this company so successful in its domain. No other lingerie company has thrived so much in sales as Victoria’s Secret has, making $6.12 billion in revenue in 2014 (Victoria’s Secret Company Statistics, n.d.). This organizational analysis breaks down the business of Victoria’s Secret in order to identify the overall structure and culture, what makes the organization so effective and efficient, and the strengths and weaknesses.
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The initial purpose of Victoria’s Secret was to make men feel comfortable shopping for intimate items. In 1980, Raymond sold Victoria’s Secret to Leslie Wexner, CEO of Limited Brands, who then later changed the target audience and with their primary focus more on middle-class women, ages 20-45, with still attempting to attract men shopping for wives or girlfriends. Leslie continues to run as CEO of Victoria’s Secret, for Sharen Jester Turney recently resigned in the beginning of 2016, with Wexner taking over until a suitable replacement can be found (Victoria’s Secret Stores, LLC., n.d.). In 2004 Victoria’s Secret created the launch of PINK apparel clothing line for young high school/college girls (Victoria’s Secret Stores, LLC., n.d). Under Limited Brands, Victoria’s Secret developed into a multi-billion business with the concept of making women feel sexy, youthful, and romantic. It has over 1,000 stores across the nation, with their headquarters in Columbus, Ohio. Today, Victoria’s Secret is the number one known place both men and women have recognized as the place to buy …show more content…
During their onboarding process, they teach associates the four main concepts for delivering the brand message and defining what the organization culture and values are. According to Jones, (2012e) organizational culture is defined as, “the set of shared values and norms that control organizational members’ interaction with each other and with people outside the organization” and value is defined as, “general criteria, standards, or guiding principles that people use to determine which types of behavior, outcomes are desirable or undesirable.” Victoria’s Secret instills culture and value to their employees with this first concept, which is that the “customer rules” and everything need to begin and end with the motivation and drive to fulfill every customer’s desire (Victoria’s Secret Inc.-About US, n.d). The second is “passion leads to success,” meaning that Victoria’s Secret pursues excellence and encourages their employees to be emotionally, intellectually, and spiritually engaged in their work (Victoria’s Secret Inc.-About US, n.d). There was a time where Victoria’s Secret hired anyone, even if they had no experience, but with the transition into commission and
The initial purpose of Victoria’s Secret was to make men feel comfortable shopping for intimate items. In 1980, Raymond sold Victoria’s Secret to Leslie Wexner, CEO of Limited Brands, who then later changed the target audience and with their primary focus more on middle-class women, ages 20-45, with still attempting to attract men shopping for wives or girlfriends. Leslie continues to run as CEO of Victoria’s Secret, for Sharen Jester Turney recently resigned in the beginning of 2016, with Wexner taking over until a suitable replacement can be found (Victoria’s Secret Stores, LLC., n.d.). In 2004 Victoria’s Secret created the launch of PINK apparel clothing line for young high school/college girls (Victoria’s Secret Stores, LLC., n.d). Under Limited Brands, Victoria’s Secret developed into a multi-billion business with the concept of making women feel sexy, youthful, and romantic. It has over 1,000 stores across the nation, with their headquarters in Columbus, Ohio. Today, Victoria’s Secret is the number one known place both men and women have recognized as the place to buy …show more content…
During their onboarding process, they teach associates the four main concepts for delivering the brand message and defining what the organization culture and values are. According to Jones, (2012e) organizational culture is defined as, “the set of shared values and norms that control organizational members’ interaction with each other and with people outside the organization” and value is defined as, “general criteria, standards, or guiding principles that people use to determine which types of behavior, outcomes are desirable or undesirable.” Victoria’s Secret instills culture and value to their employees with this first concept, which is that the “customer rules” and everything need to begin and end with the motivation and drive to fulfill every customer’s desire (Victoria’s Secret Inc.-About US, n.d). The second is “passion leads to success,” meaning that Victoria’s Secret pursues excellence and encourages their employees to be emotionally, intellectually, and spiritually engaged in their work (Victoria’s Secret Inc.-About US, n.d). There was a time where Victoria’s Secret hired anyone, even if they had no experience, but with the transition into commission and