Case Study Analysis of Casual Togs

Introduction The present-day business environment is characterized by increasing competitiveness in different industries. In this regard, it is vital for organizations to ensure that all their functions or departments are aligned towards being ahead 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 include structural problems, communication, management issues and failure to embrace change. Given that there is no fixed approach to management that is ideal for all organizations, each company has to ensure that it adopts the most ideal approach, which can be determined by several factors in the internal and external factors that are specific to the company (Hill et al., 2014). Businesses also need to ensure that they are flexible enough to promptly change in response to the adjustments that might be taking place in the tastes and preferences of their clients or even the tactics that their c ompetitors in the industry are using. Companies that are not flexible enough might fail to maintain their relevance towards their target market segments and lose their competitive edge (Carter et al., 2013). This report presents a case analysis of Casual Togs, a women’s apparel company that is known for its moderately priced products. Most of the company’s products are blouses, shorts and knit dresses. In the analysis, the report highlights the problems that are being faced by the company and the factors that might have contributed to these issues. The importance of addressing these issues in a business is that it provides a guidance or basis for formulating strategies that will help to improve the company’s performance. The report also provides recommendations for Cy, Casual Togs’ principal stockholder, on the changes that he needs to make in the company. It also provides recommendations on how the company should change its management practice, structure and response to change, so as to avoid a recurrence or the problems it faces. The major problems facing the firm With reference to the case study of Casual Togs, there are a number of problems that are currently being faced by the company. One of these is that many of its products are being returned by consumers because of their low quality. For any business, the quality of products that are offered to clients is among the key attributes that determine its performance in the market (Bhardwaj & Fairhurst, 2010). For Casual Togs, this also led to the loss of a major portion of its old loyal consumers. It also posed a challenge to the company in attracting new clients. Consequences of this issue include a drop in the company’s revenue and its overall brand position in the industry. It has also been outlined in the case study that the company also faces stiff competition from companies that have long been in the apparels industry as well as new upcoming ones. Another issue that faces Casual Togs lies in the human resource department. The company has failed to attract the necessary skills for it to run successfully. This is evidenced by the halt in the construction of the company’s distribution centre in the middle of the construction, which was attributed to the fact that the company did not get a qualified person who could supervise the construction project. In addition to this, two of the company’s designers resigned. This contributed to a drop in the company’s overall production in its nine centres by approximately 15%. The fact that Andy Johnson, the company’s budget manager and Sol Green, the market analyst could not speak to one another also clearly depicts a communication flaw among the employees in the firm. Judy, who was the company’s vice president, is also depicted in the case study as being aggressive in her communication with other employees. There are several incidents mentioned in the case study that highlight the failure by a section of the company’s executives and employees to embrace change. For instance, Judy objected most of the proposed changes, arguing that they were either too expensive or that they had been suggested by incompetent individuals. Another incident was when Andy rejected suggestions that were made by Bill Smith, his assistant, on new approaches that could be used in the collation and analysis of daily sales printouts so as to make better sales forecasts. Even though there are several other issues that are faced by Casual Togs in its operations, three main issues have been outlined in this section. 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. Causes of the Problems The first problem about the company is the fact that it is losing its old customers, and more of its products are being returned as a result of either poor quality or late delivery to customers. For any business to effectively win over the loyalty of its target customers, it has to be dependable in terms of the products and services 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 fashion industry, which also increases the purchasing power of buyers. Failure of one company meet consumer expectations, regardless of how slightly the gap may be, will make even the loyal customers to switch brands (Talib et al., 2011). Late delivery of products to customers also denotes the incompetence of the department that is concerned with the delivery of the company’s products. Another issue that is affecting Casual Togs lies in the human resource management approaches. With reference to the case study presented, there is evidence of a lack of equal of opportunities for career advancement in the company. An example is Andy, who had worked with the company for 15 years without any promotion because was not related with the other managers and was also of a different nationality. According to Choi et al. (2012), one of the causes of employee turnover is the failure of organizations to provide all the employees with a chance to attain their ultimate career 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 organizational commitment of employees and has and ultimately, affects their levels of productivity (Adler, 2013; Lutgen-Sandvik & Tracy, 2012). The issue of rigidity and failure to embrace change has also contributed to the problems being faced by Casual Togs. One of the organizational aspects that have led to this is the fact that Cy, the company’s president gave all the departmental heads the freedom to make decisions that they considered to be fit for the organization. Whereas it can be argued as an approach that is relevant to the present-day business environment, it poses a challenge to decision making when rapid change are to be made because the opinions of every departmental supervisor have to be considered (Myers et al., 2012). These factors have affected the effectiveness with which Casual Togs adjusts in response to the changes in the market, leading to its dwindling performance. This shows the need for organizations to be flexible enough to maintain its relevance to the target markets (Dervitsiotis, 2011). This section has presented some of the main factors that have led to the existence 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 motivate employees, which adversely affects their levels of commitment. Several measures have to be put in place to ensure that the earlier mentioned issues have been overcome. Suggestions for changes to be implemented by Cy, Casual Togs’ President In regard to the issues that have been earlier identified, there are different approaches that ought to be used to change the current situation of the organization. With regard to the quality issues that have led to a loss of clients by the company and increased returns of goods, the direct measure that has to be taken is to ensure that the designers of the company’s apparel products pay attention to detail so as to enhance the quality of the products (Bhardwaj & Fairhurst, 2010). There is also a need to intensify the quality management process to ensure that defective products are minimized (Rosenfeld, 2012). As presented in the case study, market research that is carried out mainly 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 needs (Witell et al., 2011). Human 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 motivate them so as to increase their productivity and organizational commitment (Bratton & Gold, 2012). One of issues that are evident at Casual Togs is that employees from a certain nationality are more likely to be promoted than the other employees. In this regard, Cy, the company’s president, needs to ensure that an equality 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 talented job seekers. The management meetings that were held between managers and other departmental leaders within the organization were informal, marred with emotionally charged arguments, shouting and door slamming. This is a clear indication of the failure to recognize authority an order during these meetings. It is also quite unlikely that such 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 attaining the goals set to be met in the meetings. In the presented case, there is evidence of interference of departmental operations by managers or vice presidents of different departments. An individual from a different department could question an action carried out in another department that has no connection to his. Whereas there is need for cross-functional communication and cooperation within an organization (Hongjun & Yajia, 2012), such interferences as those depicted at Casual Togs are destructive. To limit this, the company’s president needs to change the structure of the organization (Deb, 2009). Suggestions to prevent future issues at Casual Togs To prevent future 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. Given 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). R ather than being autocratic in her management and aggressive in communicating with other employees in the organization, she needs to change and become a persuasive or democratic in her management and assertive in communication (Adler, 2013). In persuasive management, managers provide a clear explanation to their employees as to why 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 still maintained (Adler, 2013). Cy’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 supplying products at a higher 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 exercise authority, especially when holding meetings with them (Diefenbach & Sillince, 2012).Structural ChangeBefore making a suggestion on the 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 between departmental heads and the company’s president and the lack of a clear hierarchy of authority in the firm, it can be argued that the organizational structure of the company is adhocratic (Deb, 2009). Even tho ugh such a structure is ideal in encouraging creativity and innovation 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 risk (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. In this regard, the company needs to consider changing its structure to a more formal and well structured 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 measures 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 through seeking 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. Maintaining a competitive edge in the industry also depends on the skills that the company has in its human resource force (Dervitsiotis, 2011). It is important 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 can also be nurtured among employees in the organization by utilizing appropriate motivational and reward strategies (Wright et al., 2012). Workers at Casual Togs also need to be informed 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. Some 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 reflect the needs in the market (Myers et al., 2012). Conclusion 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 increase in the volume of returned products. It also led to the withdrawal 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 can 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 respo nd 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 female apparel like skirts, trench coats and pants can also be advantageous for the company. The 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. In 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 remuneration 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. References Adler, G., 2013. Management Communication. New Jersey: Prentice Hall. Bhardwaj, 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. Bratton, J. & Gold, J., 2012. Human Resource Management: Theory and Practice (5th edition). London: Palgrave. Carter, M.Z., Armenakis, A.A., Feild, H.S. & Mossholder, K.W., 2013. Transformational leadership, relationship quality, and employee performance during continuous incremental organizational change. Journal of Organizational Behavior, 34(7), pp.942-58. Choi, S., Cheong, K.K. & Feinberg, R.A., 2012. Moderating effects of supervisor support, monetary rewards, and career paths on the relationship between job burnout and turnover intentions in the context of call centers. Managing Service Quality, 22(5), pp.492-516. Deb, T., 2009. Managing Human Resource And Industrial Relations. Excel Books. Dervitsiotis, K.N., 2011. The challenge of adaptation through innovation based on the quality of the innovation process. Total Quality Management & Business Excellence, 22(5), pp.553-66. Diefenbach, T. & Sillince, J.A., 2012. Crossing of Boundaries–Subordinates’ Challenges to Organisational Hierarchy. Research in the Sociology of Organizations, 35, pp.171-201. Diefenbach, T. & Todnem, R., 2012. Reinventing Hierarchy and Bureaucracy: From the Bureau to Network Organizations. Bingley: Emerald Group Publishing. Giuliano, L., Levine, D.I. & Leonard, J., 2011. Racial Bias in the Manager-Employee Relationship An Analysis of Quits, Dismissals, and Promotions at a Large Retail Firm. Journal of Human Resources, 46(1), pp.26-52. Hill, C., Jones, G?. & Schilling, ?M., 2014. Strategic Management: Theory: An Integrated Approach. Mason: Cengage Learning. Hongjun, L. & Yajia, G., 2012. Study on Chain Companies Human Resources Management. Information and Business Intelligence, 267, pp.227-32. Lutgen-Sandvik, P. & Tracy, S.J., 2012. Answering Five Key Questions About Workplace Bullying How Communication Scholarship Provides Thought Leadership for Transforming Abuse at Work. Management Communication Quarterly, 26(1), pp.3-47. Myers, P., Hulks, S. & Wiggins, L., 2012. Organizational Change: Perspectives on Theory and Practice. Oxford: Oxford University Press. Rosenfeld, S.A., 2012. Competitive Manufacturing: New Strategies for Regional Development. New Jersey: Transaction Publishers. Rugman, A.M., Oh, C.H. & Lim, D.S., 2012. The regional and global competitiveness of multinational firms. Journal of the Academy of Marketing Science, 40(2), pp.218-35. Talib, F., Rahman, Z. & Qureshi, M., 2011. A study of total quality management and supply chain management practices. International Journal of Productivity and Performance Management, 60(3), pp.268-88. Witell, L., Kristensson, P., Gustafsson, A. & Lofgren, M., 2011. Idea generation: customer co-creation versus traditional market research techniques. Journal of Service Management, 22(2), pp.140-59. Wright, B.E., Moynihan, D.P. & Pandey, S.K., 2012. Pulling the Levers: Transformational Leadership, Public Service, Motivation, and Mission Valence. Public Administration Review, 72(2), p.206–215.

Managment assignment Essay Example | Topics and Well Written Essays - 500 words - 1

Managment assignment - Essay Example It is fair to say that in some instances, it gives true reflection of an individual whereas in other case it exaggerates the character traits of an individual. It is however good way of self-evaluation. About the results of my test, most of the findings here are true about me. I generally tend to prefer introverts to extroverts and that is clearly reflected in the 11% score that I got on preference of introversion over extraversion. I naturally pay more attention to the dynamics of the information I received over the one that I sense with my five senses. I have to study to clearly grasp some events, I am also very adventures, always looking to explore new horizons. So on that front, the 25% of moderate preference of intuition over sensing is fully justified. I don’t have any preferences when it comes to choosing between thinking and feeling. I take both of them more less the same way. The 33% that I got in my preference of judging over perceiving is pretty accurate. I have a weakness of judging situations rather just perceiving them in one way or the other. It is safe to say am a social guy who loves fun and is outgoing. My generosity is also quite evident in my day to day life. I think honestly that I can do remarkably well in a career where this traits are vital like for instance events coordination, nursing, fundraising, conflict resolution and mediation and performing arts like music. My leadership would more or less consultative and consensus seeking. It would be the type of leadership where people work harmonious with minimum friction or conflict. I tolerate ambiguity to a certain level that is not so detrimental. Am definitely a type B person because I not so ambition and aggressive as other are. I also take things a little slower giving a little thought. I am not overly bothered by stiff competition or high risk. This type of personality will

Law Breaking Essay Example | Topics and Well Written Essays - 500 words

Law Breaking - Essay Example http://www.nytimes.com/2012/02/01/nyregion/members-of-violent-brooklyn-gang-face-murder-charges.html?_r=1&ref=crimeandcriminals The article has used the classical theory to explain the events and behaviors of this gang, which views that punishment and deterrence, should be the basis for crime control. In this article much has been said on deterrence whereby most of the gang members have already been arraigned in court charged, and others have already been put in custody for their actions. From the article thus; we can clearly see the reaction of the Federal District, as being driven by the classical theory and, therefore, taking the action of prosecuting and deterring the offenders, as a means of correcting their antisocial behavior. From what the article reports, it would be agreeable to say that not much information has been given on the crime activities of the "six folk nation" gang. It would, therefore, be stated that the crime has been implicitly theorized. In this case thus; the article gives just enough information to pass the message, about the illegal actions of the gang. However, though, there is a description of the activities that took place in April and September 2008, there is no clarity on the actual events of the two occasions to make the theorization explicit. It is thus implicitly theorized. From my view, crimes in society are partly caused by the social structure of the people. This is how people tend to group themselves depending on their social class, level of education and others. In the case of "six folk nation" gang, maybe a closer scrutiny of the composition would elicit ideas that the members of the gang belong together in the social structure and thus support each other’s action regardless. According to lecture 1 on law breaking, the system of organization among the members of a particular social group is likely to cause crime. In

Semiotic interpretation of an image Essay Example | Topics and Well Written Essays - 1000 words

Semiotic interpretation of an image - Essay Example With the signs in photos open for interpretation, an observer can be able to appreciate the denotative and connotative signification. The caption that has been provided is a photo of the Olympic event. It captures the moment where the participants involved are awarded with medals after victory in the sports they had participated. When awarding the Olympic participant, the protocol is that the winner is awarded with a gold medal then the first runner up is awarded with silver followed by brass for the second runner up. After receiving the medals, the next stage involved playing of the national anthem in front of everyone. Only the person who takes the gold is awarded the chance of having his or her country’s national anthem played. From the background of the picture provided, there is a possibility of stating that the event is not a recent one and may have taken place somewhere in the middle 1900s. An aspect that brings out the background of the photo is the ‘black power’ salute that the two of the participants posed. During the 1960’s, there were many instances where the black Americans fought against what they believed to be racism from the original citizens in the country. From this, it is clear to deduce that the time the Olympic event in the picture is taking place might be the 1968 summer Olympics. This aspect then is possible to award the photo with both the denotative and connotative values (Bathes, 35). There is a connotative value that the ‘black power salute’ poses awards the photo. This value is in the unity of the black Americans. The two Olympic participants can be said to be sending a message to the other black people. The message here is not only directed to the black Americans but to all the black people all over the world since Olympics is an international event. The first African country to participate in the Olympics was South Africa in the year 1904; this was under the

Yves Saint Laurent and Pierre Berge Essay Example | Topics and Well Written Essays - 1750 words

Yves Saint Laurent and Pierre Berge - Essay Example The essay "Yves Saint Laurant and Pierre Bergà ©" discover Pierre Bergà © partnership with the famous designer and explores his role in success of the popular brand. Who was that unsung hero, and how did he come to meet St Laurent? Bergà © went so far as to pen his own account of the meteoric ascent from a mere inclusion in Dior’s stable to worldwide fashion phenomenon that was Yves St Laurent. In this account, he tells of his presence at St Laurent’s 1962 debut in Paris, writing an homage to the designer’s artistry. He understates his contribution, yet it is fully there: a subtle acknowledgment of the innumerable benefits that come from a long and stable association. A salute to the standing ovations that were to become part and parcel of these men’s careers. Bergà © was born into a middle class family where education and achievement were rewarded. His father was a sporting enthusiast on weekends, but an ordinary public servant who fulfilled ordinary tasks in the French tax office from Monday to Friday. His love of music definitely came from his mother, an amateur soprano, who understood the finer points of education and bequeathed her elegance and philosophies to her son. He went to Paris after his secondary education, probably without an inkling of what his future would bring. In 1958, Bergà © met Yves St Laurent. It was inevitable that the fashion ambience would have thrown them together. Paris has always been the kind of place that attracts the right kind of people to itself, and then of course to each other.

Mothers and Fathers Essay Example | Topics and Well Written Essays - 250 words

Mothers and Fathers - Essay Example Depending on what either parent does towards the child, determines the particular reaction the child would have in response to the parent’s behavior. In most instances, infants turn to either parent in certain situations, based on the previous interactions that the two have had (Raver 36). For instance, when an infant feels hungry, most will turn to their mothers considering that in similar instances, mother have always provided the food. Similarly, most infants will turn to their fathers whenever they feel scared for protection. Different factors contribute differently towards the position of a parent in giving care to an infant. Cultural alignments and environments play a critical role in determining how infants view either parent. Naturally, mothers are the primary caregivers in most societies as they stay home with the infants while the fathers fend for the families. However, in an instance in which the mother is the sole provider in the family and, therefore works outside the home, the father then forms a stronger bond with the infant (Kenner & McGrath 42). In such an instance, the infant would view the father as the primary nurturer and caregiver. Based on the considerations above, it is evidently clear that other than for the birthing process and breast-feeding, a mothers position as a caregiver of an infant or child is never biologically different from that of a father; however, it all depends on the circumstances involved. Both the father and mother’s positions as caregivers of an infant rema in the

Paraphrasing Essay Example | Topics and Well Written Essays - 250 words - 37

Paraphrasing - Essay Example Almost all organizations engage in this type of operation in a bid to refine their processes. Task-focussed approach involves consultation that is always accompanied with directives. A case in point is in the universities where the senate, after consulting various stakeholders, may reach a decision and then communicate it to the university fraternity through memos, instructions, or emails. The third approach is charismatic transformation and is commonly applied in organizations such as banks. It is characterised by directed business process and re-engineering as its success is anchored on its functionality that often a times calls for the restructuring of processes. Multinational enterprises on the other hand find themselves operating in environments that are constantly changing. This means that they have to be flexible enough to alter their operations in a frequency which marches the level of their dynamic environment. In such a situation, facilitated and directed approaches may var y to also include aspects of fine tuning and corporate transformation. This in turn gives rise to turnaround transformation that is characterised by both directive style and a bit of coercion. The best case to illustrate this is Toyota’s lean Just-In-Time manufacturing technique which seeks to eliminate waste during the production process. Different factors account to organizational failure during change management. Among the prime factors is the absence of effective communication. Communication of the change process to the stakeholders is a critical ingredient in winning their commitment to a cause. The leader thus has the responsibility to let every interested party understand why the change is important, how they will benefit from it, and what will remain unaltered to take care of anxieties and resistances that are likely to crop up. It is