Frameworks Analysis for Adidas

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FrameworksAnalysis for Adidas

FrameworksAnalysis for Adidas

Adidasis a multinational organization which is based in Germany. Thecompany performs two major tasks design and manufacturing attiresspecifically for use in sports. Additionally, the origination designshoes. The firm is the second largest manufacturer of sportswearglobally. However, in Europe it is considered to be the largest. Thecompany constitutes other organizations within its operation.Tailor-made-Adidas,Reebok, and Austrian fitness company operates under Adidas group. Theorigination strives to contribute to the society and the world atlarge. Similarly, consumers of the company’s product depicts highlevel of loyalty to the brand.

Thecompany depends on ecological gifts in the manufacture of itsproduct. Further, it uses paper for packing. For the past years,the company obtained the papers from Asia Pulp &amp Paper Companytill 2011 when the organization called the contract. Thismanufacturer of paper is regarded as among the largest paper producerglobally. Scholars depictthis company as a forest criminal due to its potential to destroyforests. The executive director of the company attributescancellation of the contract to the desire of the organization toprotect the forest and thus ensuring a sustainable workingenvironment. The action of Adidas is a complete indication of itscommitment to the society in a critical way. Forests are known toimpact the society in varied ways thus protecting it forms thebenchmark of attaining environmental friendly work environment.

Thispiece of writing is inclined at developing a framework for analyzingspirituality in the work environ of Adidas Company. It attains thisobjective, its uses a combination of, Corporate Social Responsibility(CSR), Respectful Pluralism and Authentic Leadership frames workfor evaluation. The company goes beyond the limit of making profitsto cover the scope of social environmental responsibility

EvaluationPlatforms for Adidas Company

Accordingto Hicks &amp Hickman (2010), attaining corporate socialresponsibility entails an organization accounting for the influencesof their undertakings on customers, employees, suppliers,stakeholders, shareholders, the community and the environment atlarge. Ameer &amp Othman (2012) affirm that to fully comply withthis requirement, an organization must extendbeyond the requirements of law and integrate its activities withinterventions that enhance the quality of life for the employees andthe community as well.

Measuresof Corporate Social Responsibility in Adidas Company

Accordingto Abdolvand&amp Charsetad (2013), CSR is evaluated on triple linemeasures to establish its impacts. The companies returnin the formof profit and financial stability of along time.This measure will give an insight of the probable returnsshareholders obtain from the organization. Adidas level of employeessatisfaction will be evaluated using its employee’s attitudetowards the organization. Further, the social wellbeing of theworkers will be evaluated depending on measures such as reducedturnover and absenteeism. The company’s attempts towardssustainability will be considered. The wastes, materials formanufacturing and impacts to the environment will be used in theanalysis.

Someof the questions which I will address to employees under thisframework include

  1. What is your attitude towards Adidas Company?

  2. How is your work motivation in the company?

  3. In what ways does the company depicts care for the ecological goods and services it obtains?

  4. Which ways do the company use to dispose of its production wastes?

&nbspRespectfulPluralism framework in Adidas Company

Accordingto Hicks &amp Hickman (2010), the framework considers universalhuman values based on the presumptionof inclusion. For an organization to comply with the requirements ofthis principle, it should depict desire to permit employees to showtheir spirituality confined within limits of non-coercion,non-degradation and in the accountof potential strategies for profit generation. The relationshipbetween the organization and the employees will be evaluated todepict any possibility of deception or coercion. The wages offered byAdidas will be evaluated to establish how it correlates to theimpacts on their health and total wellbeing. Additionally,the level of freedom present in the organization in relation tospirituality will be evaluated. Some of the questions which I willaddress to employees under this framework include

  1. Do you have the freedom to explain how you spiritual belief affect your working condition?

  2. Are your wages fare in comparison to the working conditions and quality of services you offer?

  3. How do you relate to the top managers of the company?

  4. Do the organization treat you with the required dignity?

Authenticityat Adidas Company

Thisframework will be used to evaluate spirituality in Adidas Companywork environment. According to Epstein &amp Buhovac (2014),effective use of this measures involves evaluating the honesty of theemployees to the company. Evaluation will be done to account thelevel of commitment in comparison to the maximum attainablepotential. Hicks &amp Hickman (2010) regard work as an associationbetween oneself and the experience, daily activities and theindividuals one interacts with during normal working conditions.Adidas employees will be evaluated to determine their purpose of workon the basis of three factors being with others, working on dailyoccasions, and being guided by actions and values to perform actions.This frameworkis based on the commitment of workers to the company (Hicks &ampHickman, 2010). Authenticity varies among individuals and influencesone`scomfort within the workplace. A variety of questions will be posed tothe individuals to gather data on the employee’s authenticity atAdidas. Some of these questions that will be used under thisframework include:

  1. Do you enjoy manufacturing and all the process in Adidas

  2. Are you comfortable with the working environment established by the company?

  3. How do you balance your work at Adidas and non-work life?

  4. Which other avenues can use apply to meet your values and beliefs?

  5. Do your work at the company increase your value?

  6. How do you relate to other employees?

  7. When do you achieve your full potential, when working alone or with others?

of Data Collected

Mostof the data for the analysis was obtained from peer-reviewedarticles, survey and case studies done by various scholars. Thejournals were carefully selected so as to obtain the desiredinformation. Additionally, responses from interviews give an insighton the probable answers to the variousquestions posed by each of the frameworksof analysis.

Adidas Production sites









(M3/ year)



Adidas Footwear Factory, Germany





Reebok-CCM Hockey Factory, Finland





Adidas Canada Assembly





Scheinfeld, Germany





Adidas Apparel Factory, China





Source(Epstein &amp Buhovac, 2014).

The table above shows the environmental data for Adidas productionsites for the year 2015

Adidas Production sites

Number of employees

Total number of accidents

Number of days production stopped due to accidents

Adidas Footwear Factory, Germany




Reebok-CCM Hockey Factory, Finland




Adidas Canada Assembly




Scheinfeld, Germany




Adidas Apparel Factory, China




Source(Epstein &amp Buhovac, 2014)

Thetable above shows data for health and safety in Adidas productionsites for the year 2013.

Thetable below shows the community projects Adidas Company was involvedin the year 2013.


Received donation requests

Projects supported

Products donated

Hours volunteered

North America










Latin America





Asia pacific










Source(Epstein &amp Buhovac, 2014)

Analysisof Data

Adidas’sCompany Efforts in Protecting the Environment

Accordingto Abdolvand&amp Charsetad (2013), Adidas have adapted substantialmeasures aimed at conserving energy in the past five years. Theseinterventions inclinetowards enhancing efficiency in energy use. Strategies such as theuseof daylighting are among the adopted ways of creating anenvironmentally friendly environment in Adidas Company. Hicks &ampHickman (2010) affirm that the company uses a lot of heat energy inthe manufacturing process. Thus, it attempts to minimizeenvironmental impacts caused by excessive use of sources of heatwhich depend on fuels which arenot environmentally friendly, the company designed a Boiler Plantwhich replaced two heating boilers which werenot effective. According to Ameer &amp Othman (2012), the boiler ismore efficient and the energy management system is mandated tooversee its effective performance. The data given by the scholarindicate that the boiler is characterized by low emissions ofpollutants and consume twenty percent less of natural gas incomparison to the two old boilers.

Accordingto Epstein &amp Buhovac (2014), the Adidas Company have depictedfull commitment towards sustainability. The scholar ascertainsthat the firm takes in account environmental impacts of theiractivities especially when building new structures and refurbishingthe existing buildings. Demolition of the structures impacts theenvironmental in numerous ways and thus, the society. Hicks &ampHickman (2010) note that the organization findsreusing building a better alternative in comparison to completedemolition which causes air and noise pollution. The company usescertified sustainable wood for flooring its structures. Further, itapplies Eco-Timber in adjacent hallways and the main entry to thebuildings.

Wastesfrom companies degrade the environment when disposed of poorly(Cohen, 2010). Numerous regulations exist that outlines the normsorganization should use to dispose of their production by-products.Poorly disposed wastes have the potential to affect the society andare associated with certain diseases and disorders especially thosecontaining lead. Abdolvand&amp Charsetad (2013) affirm that Adidasuses recycling programsin an attempt to minimize solid wastes it disposes to theenvironment. The firm operates jointly with the wastecontractor and the local services in disposing wastes which can’tbe recycling. According to an interview,the recycling strategy hasbeen substantially enhanced to include aluminum paper, glass,batteries, solvents, compact discs, and corrugated cards.

AdidasContribution to the Community

Accordingto Cohen (2010), the company supports numerous organizationsfinancially. The majority of the help funds are allocated to childrenwith an aim of nurturing desirable values in addition to the sportsactivities. These organizations apply games as a toolfor developing self-confidence, teamwork and respect. Ameer &ampOthman (2012) affirm that these values,when taught effectively to children,aids them in overcoming challenges permitting them to live better.

EmployeeHealth and Safety

Accordingto Epstein &amp Buhovac (2014), each individual is entitled to anaccident-freeworking environment. Adidas Company reports minimal numbers ofaccidents annually. Hicks &amp Hickman (2010) affirm that theorganization complies with varied legal and other requirements linkedto the healthof the employees. The company practices varyamong different regions where it operates. According to Epstein &ampBuhovac (2014), the firm uses guidelines presented by the relevantinstitutions in the particular states and countries of operations.Additionally, the organization has established health, risk, andsafety management bodies in all its production sites. Despitemeasures to minimize accidents in the production process, the firmalso considers travel safety and health specifically in relation tocommunicable diseases (Ameer &amp Othman, 2012).


Fromthe analysis of data, it is evident that Adidas Company goes beyondthe limit of making profits to cover the scope of socialenvironmental responsibility. The workforce is a vital element thatdetermines the success of any organization. Companies have theresponsibility of ensuring sustainability in their daily operations.Maximizing efficiency in energy use and recycling wastes aids greatlyin creating an environmentally friendly working environment.Employees play vital roles in influencing the success of anorganization. Organizations thus should treat their workers with therequired dignity allowing them to perform their duties with duerespect fortheir beliefs. Further, it is the responsibility of the companies toguarantee workers a safe healthy working environ. Wages andcompensation paidto workers should be equivalent to the quantity of work was doneand level of expertise employed. Leaders in place of work shouldrelate well with the workers and allow them to express theirspiritual identity in the working arena.

Furtherstudies can beundertakento establish how Adidas Company engages its stakeholders andshareholders since they are critical elements in the effectiveuse of corporate social responsibility framework. Comprehensiveresearch can be done to establish how the company handles issues ofenvironment pollution in its supply chain. A survey can be performedto establish how the company monitors its compliance with the setstandards regarding employees working and general operational ethicsthat may affect the company.

Theanalysis of Adidas Company relates to spirituality and work innumerous ways. The issues related to dignity and respect ofemployees, and hence and thus permitting workers to express theirspiritual beliefs in the work environment. The intervention ofrespectful pluralisms permits for the substantialpedagogical component. Thus, allowing employees to express theirreligious beliefs in the workplace aids a creating an environment inwhich individuals can share their understanding ofreligion and other practices. Work is an important aspect ofreligion and thus,the analysis of the company depicts how religion can be incorporatedintothe workplace to create an organization that is concerned with thesociety and the environment.


Theevidence presented in this framework clearly justifies theimplications presented in the conclusion section of this article.However, the data fails to depict clearly the authenticity of theemployees of the company. Thus, authenticity at work framework is notsuitable for analyzing company’s projects in relation tospirituality in working environment since it requires a complexstrategy of collecting and analyzing data.


Abdolvand,M., &amp Charsetad, P. (2013). Corporate social responsibility andbrand equity in industrial marketing.&nbspInternationalJournal of Academic Research in Business and Social Sciences,&nbsp3(9),273.

Ameer,R., &amp Othman, R. (2012). Sustainability practices and corporatefinancial performance: A study based on the top globalcorporations.&nbspJournalof Business Ethics,&nbsp108(1),61-79.

Cohen,E. (2010).&nbspCSRfor HR: A necessary partnership for advancing responsible businesspractices.Greenleaf Publishing.

Epstein,M. J., &amp Buhovac, A. R. (2014).&nbspMakingsustainability work: Best practices inmanaging and measuring corporate social, environmental, and economicimpacts.Berrett-Koehler Publishers.

Hicks,D. A., &amp Hickman, G. R. (2010). Respectful pluralism at work.Leading Organizations: Perspectives for a New Era (secondnd ed.), Sage Publications, Thousand Oaks, CA,484-499.