Nordstrom Case Analysis

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Nordstrom inc. sells their product through both physical and online stores. For physical stores, Nordstrom currently operates in only the U.S with 117 full-line and 140 Rack department stores spread across 35 states. However, since September 2012, the company has been working on its expansion to Canada with 5 new stores: one in each city of Calgary, Ottawa, Vancouver and two in Toronto. The first Canadian store opens will be in Calgary on September 2014 and the others will follow in 2015. For online shopping, Nordstrom offers customers international shopping through their partnership with global e-commerce provider Borderfree. International customers are able to access to all Nordstrom products found in the US and have their packages delivered quickly and reliably through Boderfree shipping network.
The method Nordstrom currently use to enter foreign market is only exporting through online stores. Therefore, the company has not yet experienced any significant cultural or language barriers, although there are certain benefits that international customers aren’t eligible for, such as free shipping, free return, gifts, promotional codes, etc., according to the policy. The company will soon engage in opening foreign subsidiaries, starting with its new stores open in Canada.
Nordstrom understands the importance of diversity and the company’s has been making continuous efforts in creating a community of diverse backgrounds and experiences. Nordstrom had made considerable progress on the diversity front since 1988, when it started taking a proactive approach to employing people. According to the data provided by the company, today there is 27.2% of the company’s managers are people of color, comparing to 15.7% in 1988. Of all the compa...

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...ich are “Open Communication”, “Internal Review” and “Arbitration”. “Open Communication” is simply talking it over, one – on –one with the person directly involved or discuss your concerns with the department manager, HR manager, Diversity Affair director, store manager or regional manager. If the “Open Communication” approach cannot resolve an employee’s concern, he/she may formalize it by making a request for “Internal Review” so that their situation is investigated confidentially and carefully by the HR director to come up with potential solutions. The 3rd and highest stage is “Arbitration” in which an independent arbitrator would listen to both sides of the situation and make a final and binding decision. This step is very formal and applies only to claims or disputes that involve a legally protected right. The Arbitration process is governed by the Federal Act.

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