Benefits program established by Nike for their employees:

• health + life insurance

• On-site fitness centre/fitness discounts

• Transportation allowance

• Employee stock purchase plan (15% discount)

• Paid vacation and holidays

• Retirement savings plan with company contribution

• Employee discounts on products and services offered by Nike

On top of all these non-monetary benefits, Nike employees are paid well and fairly.

Under this leadership comes a functional structure that divides

• finance

• global human recources

• product and merchandising

• operations department

• administration and legal

• global sports marketing

  
  

1- board of directors: they make the big decisions for the company

2- team supervisors: they work closely with employees and make sure the work gets done.

3- middle Managers: they manage smaller teams inside the department and help carry out the plan

This concept involves the people and the materials being in the right place at the right time.

Toyota embraces the above concept in the following:

LEVELLING OUT and PUT ORDER TO THE WORKLOAD

Eliminating waste is a typical first step in Lean. However, it is critical to also even out the work and reduce overburden on the workers. Thi process further creates efficiency in the workplace

Code of Conduct:

• employee ethics

• anti-corruption policy

• privacy protection

For example, falsely reporting attendance, lending your work card including employees and non-employees are not allowed.

Focus on doing what is right for your employees and your customers. This will lead to positive results over time. 

The above matches FAYOL's 5th point - UNITY OF DIRECTION, whereby the organization should have a single plan of action to guide the workers and managers; and take action as a whole unit for the company's mission and vision.

Example: Xiaomi’s R&D team develops new smartphone features while the Intelligent Hardware Department develops physical products based on its ecological chain department.

- Example: Xiaomi’s department managers are held accountable for their unit’s productivity and fulfillment and are held accountable by the CEO, Lei Jun. (IoT Department, Ecological Chain Department).

 - Example: Xiaomi’s IoT (smart devices) teams work together to create products that can connect, like smart speakers that connect with Xiaomi phones to create an ecosystem that achieves their goal of becoming the all in one electronics solution. From 2010-2014 they only produced mobiles phones but as of today, Xiaomi are thriving in cloud computing as well as internet services.

- Example: Xiaomi holds team-building activities (Mi Culture Days) and hackathons where employees can share ideas & form a closer bond. Xiaomi keeps providing the basic essentials such as the charging brick in the box even when competitors such as Apple & Samsung don’t.

They founded a complete structure for decision making which starts from the shareholders meeting and directly to the board directors. And the board directors will deliver each decision making to different department which is strategy committee, remuneration committee, nomination committee, Audit committee and ESG committee. Each committee only make the decision for their own parts.

Develop exceptional people and teams who follow your company’s philosophy.

Respect for people is a key pillar of the Toyota Way management principles.

Invest in your people. Committed employees will show up and work hard at completing and improving their jobs every day. As Toyota trainer and author Shigeo Shingo once said, “Management must learn to shift their attention from fighting fires that should not be there to developing better people and processes.”

The above matches Fayol's 14th principle: ESPIRIT DE CORPS conveying team spirit will build harmony and unity within the organization.

In Midea, managers are empowered to make decisions within their departments, ensuring that authority is accompanied by responsibility, which promotes accountability and effective leadership.

Midea Group, the principle of Authority and Responsibility is implemented through a structured approach that ensures managers are both empowered to make decisions and held accountable for those decisions. This balance promotes efficiency, enhances decision-making, and ultimately contributes to the organization's overall success. By creating a culture where authority is clearly defined and responsibility is emphasized, Midea fosters an environment conducive to innovation and collaboration.

1.⁠ ⁠Delegation of Author

2.⁠ ⁠Clear Job Descriptions

3.⁠ ⁠Performance Evaluation

• From Leading-edge sports research labs and footwear and apparel design facilities to highly -touted childcare and pre-school

Develop exceptional people and teams who follow your company’s philosophy.

Respect for people is a key pillar of the Toyota Way management principles.

Invest in your people. Committed employees will show up and work hard at completing and improving their jobs every day. As Toyota trainer and author Shigeo Shingo once said, “Management must learn to shift their attention from fighting fires that should not be there to developing better people and processes.”

The above matches Fayol's 14th principle: ESPIRIT DE CORPS conveying team spirit will build harmony and unity within the organization.

Grow leaders from within, rather than buying them from outside the organization. Your leaders must be role models of the organization’s philosophy and understand the daily work so that he or she can be great teachers. These leaders will be respected and most effective.

This matches Fayol's EQUITY - as managers should be kind and fair to their subordinates to represent a great leader and a great mentor figure.