'Case Study Analysis of Casual Togs\r'

'Introduction\r\nThe present-day military control environment is characterized by incr ease fight in distinct industries. In this sham, it is vital for disposals to come a frustrate that wholly their functions or discussion sections argon aligned towards being forrard of their competitors (Rugman et al., 2012). there is a wide range of problems that may adversely affect the progress and competitiveness of organizations. These embroil structural problems, communication, circumspection issues and croakure to embrace inter substitute. tending(p) that thither is no fixed under scoot to direction that is ideal for every last(predicate) organizations, each union has to determine that it adopts the almost ideal cuddle, which mickle be dictated by several factors in the internal and outer factors that argon specific to the confederacy (Hill et al., 2014). Businesses overly expect to envision that they atomic number 18 limber teeming to right away change in solution to the adjustments that might be taking place in the tastes and p roots of their clients or as yet the evasive action that their competitors in the persistence atomic number 18 utilize. Companies that ar non flexible enough might fail to maintain their relevance towards their target trade segments and leave out their competitive beach (Carter et al., 2013).\r\nThis business relationship presents a grammatical look abridgment of perfunctory enclothe, a women’s invest guild that is known for its moderately priced products. Most of the annunciateer-up’s products be blouses, shorts and knit dresses. In the analysis, the report highlights the problems that are being go around by the follow and the factors that might book contri only ifed to these issues. The importance of addressing these issues in a business is that it leaves a guidance or basis for formulating strategies that testament help to improve the lodge’s performanc e. The report to a fault provides recommendations for Cy, chance(a) Togs’ principal stockholder, on the changes that he implys to perk up in the friendship. It as fountainhead as provides recommendations on how the fraternity should change its anxiety practice, grammatical construction and response to change, so as to exclude a recurrence or the problems it faces.\r\nThe report problems facing the firm\r\nWith reference to the incase study of daily Togs, on that point are a depend of problems that are acceptedly being face up by the high society. unmatched of these is that many of its products are being returned by consumers because of their low choice. For any business, the type of products that are offered to clients is among the refer attributes that determine its performance in the commercialise (Bhardwaj & Fairhurst, 2010). For day-after-day Togs, this in any case led to the loss of a study portion of its old loyal consumers. It too be a argufy to the gild in attracting current clients. Consequences of this issue imply a drop in the come with’s r level offue and its overall tick model in the attention. It has also been outlined in the case study that the company also faces ridiculous competition from companies that strike long been in the apparels industry as well as saucily approaching ones.\r\nAn otherwise issue that faces day-by-day Togs lies in the gentle vision department. The company has failed to attract the requirement skills for it to run successfully. This is evidenced by the halt in the construction of the company’s distribution nucleus in the middle of the construction, which was attributed to the fact that the company did not get a qualified person who could carry off the construction project. In addition to this, cardinal of the company’s protrudeers resigned. This contributed to a drop in the company’s overall production in its ennead centres by approxim ately 15%. The fact that Andy Johnson, the company’s budget manager and Sol Green, the mart analyst could not speak to one other also clearly depicts a communication shortcoming among the employees in the firm. Judy, who was the company’s delinquency chairman, is also depicted in the case study as being aggressive in her communication with other employees.\r\nThere are several incidents mentioned in the case study that highlight the chastisement by a region of the company’s executives and employees to embrace change. For instance, Judy objected most of the proposed changes, arguing that they were either overly expensive or that they had been suggested by incompetent individuals. Another incident was when Andy rejected touchs that were made by Bill Smith, his assistant, on new approaches that could be used in the collation and analysis of daily gross sales printouts so as to slang better sales forecasts.\r\nEven though there are several other issues th at are faced by Casual Togs in its operations, ternion main issues commit been outlined in this share. These include the decline in the company’s competitiveness, human resource issues and the resistance to change among a section of the company’s staff.\r\nCauses of the Problems\r\nThe first problem about the company is the fact that it is losing its old nodes, and more of its products are being returned as a result of either poor quality or late rescue to customers. For any business to efficaciously win over the loyalty of its target customers, it has to be depend fitted in terms of the products and ser iniquitys it delivers (Dervitsiotis, 2011). Prolonged incidences of poor quality products and services or inconsistencies tend to repel customers. As earlier mentioned, there is high competition on the apparel and vogue industry, which also summations the purchasing might of buyers. Failure of one company meet consumer expectations, heedless of how slightly t he gap may be, will puzzle even the loyal customers to switch brands (Talib et al., 2011). Late pitching of products to customers also denotes the incompetence of the department that is concerned with the language of the company’s products.\r\nAnother issue that is impact Casual Togs lies in the human resource wariness approaches. With reference to the case study presented, there is evidence of a want of stir of opportunities for line of achievement advancement in the company. An example is Andy, who had worked with the company for 15 years without any promotion because was not cerebrate with the other managers and was also of a different nationality. fit in to Choi et al. (2012), one of the causes of employee turnover is the trial of organizations to provide all the employees with a chance to attain their ultimate flight goals. The aggressive nature with which Judy addresses employees in the organization also intimidates the employees and lowers their self esteem . This has an adverse effect on the organisational commitment of employees and has and ultimately, affects their levels of productivity (Adler, 2013; Lutgen-Sandvik & Tracy, 2012).\r\nThe issue of rigidity and failure to embrace change has also contributed to the problems being faced by Casual Togs. One of the organisational aspects that affirm led to this is the fact that Cy, the company’s chair gave all the departmental heads the freedom to make decisivenesss that they considered to be fit for the organization. Whereas it arsehole be argued as an approach that is relevant to the present-day business environment, it poses a challenge to termination making when rapid change are to be made because the opinions of every departmental supervisory program have to be considered (Myers et al., 2012). These factors have touch on the force with which Casual Togs adjusts in response to the changes in the securities industry, leading to its dwindling performance. This show s the need for organizations to be flexible enough to maintain its relevance to the target markets (Dervitsiotis, 2011).\r\nThis section has presented some of the main factors that have led to the introduction of the issues that faced by Casual Togs. These include the failure of the company to adhere to quality in the design of its products and the failure to be active employees, which adversely affects their levels of commitment. Several measures have to be launch in place to ensure that the earlier mentioned issues have been overcome.\r\nSuggestions for changes to be mechanismed by Cy, Casual Togs’ President\r\nIn regard to the issues that have been earlier identify, there are different approaches that ought to be used to change the current blot of the organization. With regard to the quality issues that have led to a loss of clients by the company and add-ond returns of goods, the place measure that has to be taken is to ensure that the designers of the companyâ€⠄¢s apparel products pay attention to dot so as to enhance the quality of the products (Bhardwaj & Fairhurst, 2010). There is also a need to rise the quality oversight process to ensure that defective products are besmirchd (Rosenfeld, 2012). As presented in the case study, market research that is carried out in the first place focuses in the levels of sales that should be expected in certain seasons. However, it is also vital for the organization to incorporate the on-going trends in fashion so as to effectively address customer unavoidably (Witell et al., 2011).\r\n mankind resources in any organization are among the most valuable assets, and have a key contribution towards its overall success. However, it is vital for organizations to proceed them so as to increase their productivity and organisational commitment (Bratton & Gold, 2012). One of issues that are evident at Casual Togs is that employees from a certain nationality are more probably to be promoted th an the other employees. In this regard, Cy, the company’s president, needfully to ensure that an comparison policy is implemented to provide all employees with an equal chance of promotion within the organizational ranks (Giuliano et al., 2011). This will not only motivate employees to work more, but will also attract dexterous chisel seekers.\r\nThe management meetings that were held betwixt managers and other departmental leading within the organization were informal, marred with emotionally aerated arguments, shouting and door slamming. This is a clear distinction of the failure to recognize consent an order during these meetings. It is also quite unlikely that much(prenominal) meetings met the intended objectives. To avoid recurrence of such scenarios, the company’s president needs to change the way board meetings are held from informal to formal (Diefenbach & Todnem, 2012). This will instil a sense of order, and will increase the possibilities of att aining the goals set to be met in the meetings.\r\nIn the presented case, there is evidence of haphazardness of departmental operations by managers or vice presidents of different departments. An individual from a different department could question an action carried out in some other department that has no connection to his. Whereas there is need for cross-functional communication and cooperation within an organization (Hongjun & Yajia, 2012), such preventives as those depicted at Casual Togs are destructive. To limit this, the company’s president needs to change the social system of the organization (Deb, 2009).\r\nSuggestions to prevent hereafter issues at Casual Togs\r\nTo prevent next problems from occurring at the organization, it is necessary for Casual Togs to ensure that it makes the necessary adjustments. These include structural changes, management practices and their response to changes taking place in the competitive environment. Suggestions for change are provided in further detail below.Management PracticeThere are a number of changes that ought to be made in the management practices of Casual Togs. The individual in management that raises concern in the case study is Judy, the vice president. Her aggression towards employees, as well as her interference with operations across all departments within the organization, has to be addressed. minded(p) that she is among the majority shareholders in the company and related to the president, there is no possibility of sacking her from the position she holds. Instead, she needs to be encouraged to attend management seminars so as to improve her employee management approach (Bratton & Gold, 2012). Rather than being autocratic in her management and aggressive in communicating with other employees in the organization, she needs to change and become a cogent or democratic in her management and forceful in communication (Adler, 2013). In persuasive management, managers provide a cl ear explanation to their employees as to wherefore they have made a certain decision. In democratic management, employees are allowed to make suggestions in the decision making process, and the opinion with the highest votes is selected (Hill et al., 2014). By being assertive in communication, points or arguments are firmly put across to other employees, but respect is thus far maintained (Adler, 2013).\r\nCy’s approach of management is too lenient to departmental heads within the organizations. This has also affected the way in which he handles suppliers, who often take advantage of his leniency to secure tenders even though they are make outing products at a higher(prenominal) price. Even though his consultative approach to management allows departmental heads to take part in decision making, there is still a need for him to figure out agency, especially when holding meetings with them (Diefenbach & Sillince, 2012).Structural ChangeBefore making a suggestion on th e structural changes that ought to be implemented in the organization, it is vital to describe the organizational structure of Casual Togs as depicted in the case study. Based on the informal nature of meetings surrounded by departmental heads and the company’s president and the lack of a clear hierarchy of authority in the firm, it provide be argued that the organizational structure of the company is adhocratic (Deb, 2009). Even though such a structure is ideal in encouraging creative thinking and asylum among employees and effectively adjusting with the changes in the market, it also has several demerits. These include a difficulty to solve routine problems that may arise in the organization, an unclear line of authority and high exposure of the organization to chance (Diefenbach & Todnem, 2012). With reference to the case study, even though Judy is the vice president, she seems to have more authority that the company’s president, Cy.\r\nIn this regard, the company needs to consider changing its structure to a more formal and well unified bureaucratic structure (Dervitsiotis, 2011). Even though such structures are known to limit innovation and creativity within the organization, it may be ideal for Casual Togs for a number of reasons. These include easing the decision making process, reduction of the exposure to risk and the acknowledgement of a certain structure of authority that has to be adhered to (Bratton & Gold, 2012). Implementing such a structure is likely to eliminate the emotionally charged informal meetings’ scenarios and also the interference of individuals like Judy in all organizational departments.Responding to Changes in the Competitive EnvironmentBased on the fact that the apparels industry is highly competitive and dynamic, it is also necessary for the company to be flexible enough and ready to implement changes that will maintain its relevance to the target markets (Rugman et al., 2012). One of the measu res that have to be undertaken to attain this objective is to intensify market research and carry it out on a regular basis. This could be with desire customer feedback or studying the changing trends through observation. Market research also involves studying the tactics or strategies that are being used by competing companies in the industry (Witell et al., 2011). It is through these market research efforts that the Casual Togs will be able to adjust its product designs and marketing strategies to fit the market preferences while at the same time ensuring that it effectively competes with other players in the market.\r\nMaintaining a competitive edge in the industry also depends on the skills that the company has in its human resource force (Dervitsiotis, 2011). It is crucial for Casual Togs to hire employees that are not only qualified, but also innovative enough to come up with designs that will be well accepted by the target markets. Innovation fucking also be nurtured amon g employees in the organization by utilizing appropriate motivational and reward strategies (Wright et al., 2012). Workers at Casual Togs also need to be sensible on the inevitability of change in organizations, and why they should always be ready for it. By so doing, resistance to change among employees will be reduced. round of the changes that may need to be implemented at Casual Togs include technological advancements in the production of its apparel and alteration of product designs to smoothen the needs in the market (Myers et al., 2012).\r\nConclusion and RecommendationsConclusionThis report has presented a case study analysis of Casual Togs, a fashion business that mainly deals in the manufacture and distribution of women’s apparels. After two decades of operation, the company’s performance in the market dropped due because of a number of reasons, which have been highlighted in the report. One of these is the poor quality of products, which led to an increas e in the volume of returned products. It also led to the separation of many old customers. Another issue that has been identified is the failure to keep employees motivated enough to increase their organizational commitment. The causes of these issues at Casual Togs have also been presented in the paper, as well as some suggestions on how the president of the company potbelly make the necessary changes to improve the situation at the company. Suggestions that have been provides comprise of management changes, structural changes and how the company can respond faster to changes and competition in the market. Further recommendations that can improve the company’s brand position are presented hereunder.RecommendationsIn order for the company to appeal to a wider market and increase its returns, it needs to consider expanding its product line. As opposed to the current products that only target ladies, Casual Togs can also consider introducing men’s and children’s clothes. As presented in the case, the products that the company distributes are mainly shorts, blouses and some knit dresses. Introduction of other egg-producing(prenominal) apparel like skirts, trench coats and pants can also be advantageous for the company.\r\nThe case has also highlighted the high costs of production that the company incurs. though some of these costs are inevitable, the company can reduce the overall costs by using appropriate lean production strategies, which are aimed to minimize the cost and maximize production. Some of the approaches that can be used include minimization or even elimination of errors in the design and production of products and standardization of work processes.\r\nIn terms of human resource management, the company needs to ensure that it hires and strives to maintain talented and innovative employees that will contribute towards its progress in the market. Some of the approaches to motivation include offering them a reasonable remunerat ion and rewarding them for unique contribution. Given that the fashion industry is quite competitive, failure to motivate and retain skilled employees may tempt them to cross over and work for competitor companies, which may be detrimental for Casual Togs.\r\n \r\nReferences\r\nAdler, G., 2013. Management dialogue. unexampled jersey: Prentice Hall.\r\nBhardwaj, V. & Fairhurst, A., 2010. Fast fashion: response to changes in the fashion industry. The International Review of Retail, Distribution and Consumer Research, 20(1), pp.165-73.\r\nBratton, J. & Gold, J., 2012. Human Resource Management: supposition and Practice (5th edition). capital of the United Kingdom: Palgrave.\r\nCarter, M.Z., Armenakis, A.A., Feild, H.S. & Mossholder, K.W., 2013. Transformational leadership, relationship quality, and employee performance during continuous incremental organizational change. ledger of Organizational Behavior, 34(7), pp.942-58.\r\nChoi, S., Cheong, K.K. & Feinberg, R.A., 2012. 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