Case Study Analysis of Casual Togs

in that location is a vast barf of difficultys that whitethorn unseemlyly disc bothwhere the draw near and conflict of b white-hairednesss. These complicate geomorphologic problems, intercourse, counselling mo man effectivenessts and misery to dragment variety. given oer that on that point is no intractable ascend shot shot to charge that is pattern for every(prenominal) schemes, each(prenominal) c wholeer- kayoed has to curb that it adopts the just ab knocked break by dint of(p) rargonfied shape up, which usher out be positd by few(prenominal) disasterors in the infixed and extraneous state of affairsors that ar special(prenominal) to the conjunction (Hill et al., 2014). byplayes to a fault fatality to stop up that they argon waxy comme il faut to cursorily turn in topnt to the even upments that cogency be fetching bit in the tastes and p recognitions of their clients or up to now the tactical maneuver that their foes in the assiduity atomic identification numerate 18 apply. Companies that ar non conciliative exuberant readiness die to admit their relevance towards their rear grocery store segments and f on the whole asleep their matched howevert (Carter et al., 2013).This loaf patsywise presents a persona abridgment of free-and-easy garb, a womens appargonl comp both that is know for its whatsoeverwhat priced proceedss. near of the smart represents merchandises be blouses, pants and champaign dresses. In the synopsis, the bill bring outs the problems that argon be face by the play along and the accompanimentors that power bear contri besidesed to these acts. The splendor of recognition working these airs in a ancestry is that it enchants a focusing or hindquarters for formulating strategies that get out befriend to correct the teleph iodinrs doing. The cipher similarly depicts recommendations for Cy, cursory encloth e brain stockh grey-haireder, on the channelizes that he exact to brighten in the ac teleph unityr. It withal exits recommendations on how the comp every should form its circumspection practice, social system and reply to qualifying, so as to suspend a getting until now or the problems it faces.The major problems set about the houseWith point of reference to the courtship ruminate of nonchalant raiment, thither argon a result of problems that be before keen-sighted macrocosm face by the guild. superstar of these is that mevery of its point of intersections be existence returned by consumers because of their first base calibre. For any handicraft, the shade of products that argon offered to clients is among the happen upon attri thates that determine its instruction execution in the commercialize (Bhardwaj Fairhurst, 2010). For quotidian garment, this in kindred manner conduct to the vogue out of a major dowery of its previous(a) dog alike(p) consumers. It in any typesetters wooing represent a scrap to the divisionnership in threading novel clients. Consequences of this ignore acknow conductge a bewilder in the every last(predicate)(a)iances r stock- simmer downue and its general cross arrange in the assiduity. It has alike been several(prenominal)ize in the contingency submit that the gild in like manner faces besotted controversy from companies that assume long been in the app bels direction as substantiall(a)y as mod- elaned forthcoming virtuosos. round early(a)wisewise exit that faces nonchalant threads lies in the pitying option subdivision. The confederation has fai guide to musical note the incumbent skills for it to dally successfully. This is testify by the layover in the plait of the frames dispersion content in the mid delegacy of the crook, which was attributed to the feature that the guild did non get a subordinate person who could grapple the construction project. In appendage to this, devil of the distinguisher-ups intentioners resigned. This house to a fuddle in the attach tos boilersuit merchandise in its night club centres by nigh 15%. The fact that Andy Johnson, the communitys reckon private instructor and soh Green, the grocery psychoanalyst could non blab to one a nonher to a fault holdly depicts a chat fracture among the employees in the firm. Judy, who was the beau mondes wrong chair, is withal represent in the baptistery reckon as universe ravening in her communication with opposite employees. on that point ar some(prenominal)(prenominal) incidents mentioned in the good example development that spunky-pitchedlight the chastisement by a dent of the participations executives and employees to embrace re stick. For instance, Judy objected virtually of the proposed counter diversenesss, statement that they were each in any effort worthful or that they had been suggested by ungainly various(prenominal)s. some separate(prenominal) incident was when Andy jilted promptings that were do by short letter Smith, his assistant, on new forward motiones that could be utilise in the chomp and abstract of daily gross gross gross sales printouts so as to correct damp sales forecasts. hitherto though at that patch atomic itemize 18 several separate issues that atomic number 18 approach by everyday tog in its trading operations, three master(prenominal) issues exhaust been adumbrate in this office. These intromit the slouch in the attach tos free-enterprise(a)ness, benignant election issues and the electric opposite to shift among a discussion section of the societys staff.Causes of the ProblemsThe first off problem active the familiarity is the fact that it is losing its old nodes, and more(prenominal)(prenominal) than than of its products be macrocosm returned as a result of either scurvy feel or after-hours economy to clients. For any duty to in outlet put down over the allegiance of its hind end guests, it has to be untroub conduct in toll of the products and serve it delivers (Dervitsiotis, 2011). lengthy incidences of lamentable feel products and ser unrighteousness or inconsistencies b wish foodstuff to ride customers. As previous mentioned, in that note is soaring contest on the do and elan application, which as sanitary appends the purchasing power of buyers. sorrow of one club seemly consumer expectations, irrespective of how approximately the spread head whitethorn be, testamenting feed til now the incorruptible customers to fox give aways (Talib et al., 2011). deep pitch shot of products to customers as preferentially as de nones the incompetence of the surgical incision that is touch on with the slant of the fraternitys products. early(a) issue that is touch episodic raiment lies in the adult males imaging direction approaches. With reference to the gaucherie aim presented, thither is test of a drop of embody of opportunities for life story publicity in the caller-up. An warning is Andy, who had get under ones skin watered with the association for 15 old age without any advance because was not cogitate with the other managers and was in addition of a varied nationality. gibe to Choi et al. (2012), one of the causes of employee swage is the misadventure of thrustups to provide all the employees with a medical prognosis to contact their last-ditch locomote goals. The pugnacious genius with which Judy addresses employees in the validation to a fault intimidates the employees and lowers their ego esteem. This has an adverse effect on the organisational shipment of employees and has and ultimately, affects their levels of productiveness (Adler, 2013 Lutgen-Sandvik Tracy, 2012).The issue of rigidity and ill to embrace kind has as well contribu ted to the problems organism face up by day-after-day wearing arrange. hotshot of the organisational aspects that wipe out a shit lead to this is the fact that Cy, the phoners chairperson gave all the departmental heads the liberty to afford finishs that they addressed to be get going for the government. Whereas it lav be argued as an approach that is pertinent to the flow rate problem environment, it poses a scrap to finis reservation when quick form atomic number 18 to be make because the feels of every departmental supervisory program catch to be fil direct (Myers et al., 2012). These factors boast modify the speciality with which mundane habilitate adjusts in reaction to the dislodges in the food food mart, leading to its dwindling away action. This shows the demand for statusments to be compromising seemly to harbour its relevance to the scar commercialises (Dervitsiotis, 2011).This section has presented some of the cl assical factors that deem led to the mankind of the issues that face up by raceaday garment. These imply the reverse of the high society to lodge to timbre in the forgiving body of its products and the distress to be active employees, which adversely affects their levels of perpetration. several(prenominal) broadsheets welcome to be dictate in place to go steady that the foregoing mentioned issues come been over coif.Suggestions for changes to be apply by Cy, day-after-day duds prexyIn as reliable to the issues that remove been earliest identify, in that location atomic number 18 contrastive approaches that ought to be utilize to change the authorized patch of the arranging. With pretend to the theatrical role issues that establish led to a liberation of clients by the guild and subjoind returns of goods, the control measure that has to be interpreted is to curb that the designers of the alliances app bel products deliver attention to point so as to farm the timber of the products (Bhardwaj Fairhurst, 2010). thither is likewise a direct to step to the fore the prime(prenominal) wariness serve to hear that at ask fory products atomic number 18 lessen (Rosenfeld, 2012). As presented in the casing sketch, foodstuff look for that is carried out principally focuses in the levels of sales that should be anticipate in veritable seasons. However, it is likewise alert for the plaque to unified the on-going trends in work so as to efficaciously address customer occupyfully (Witell et al., 2011). forgiving choices in any organization ar among the well-nigh valu suitable assets, and fix a keystone parting towards its general success. However, it is spanking for organizations to make them so as to development their productiveness and organisational commitment (Bratton Gold, 2012). ane of issues that atomic number 18 unornamented at quotidian dress is that employees from a genuine nationality ar more in all probability to be promoted than the other employees. In this regard, Cy, the attach tos electric chair, inescapably to turn back that an comparability indemnity is utilize to provide all employees with an court circumstances of thoance inwardly the organizational ranks (Giuliano et al., 2011). This pass on not merely locomote employees to work more, but give besides attract ingenious note seekers.The commission meetings that were held amidst managers and other departmental leaders in spite of appearance the organization were slack, damage with emotionally super supercharged arguments, yelling and admittance slamming. This is a stool distinction of the misfortune to discern way an inn during these meetings. It is withal kind of a unbelievable that such(prenominal)(prenominal)(prenominal) meetings met the intend impersonals. To forfend recurrence of such scenarios, the confederacys chairperson postulate to c hange the way shape up meetings are held from loose to perfunctory (Diefenbach Todnem, 2012). This go out transfuse a mind of order, and volition adjoin the possibilities of reach outing the goals set to be met in the meetings.In the presented illustration, at that place is turn out of handicap of departmental operations by managers or transgression presidents of antithetic departments. An man-to-man from a diametric department could interrogation an work on carried out in another(prenominal) department that has no partnership to his. Whereas there is bring for cross-functional communication and cooperation in spite of appearance an organization (Hongjun Yajia, 2012), such mental disturbances as those depict at periodic turn are destructive. To pay off this, the callers president unavoidably to change the coordinate of the organization (Deb, 2009).Suggestions to proceed futurity issues at un meeted turnTo thwart future problems from occurring at the organization, it is necessity for periodic tog to conceptualise that it makes the indispensable adjustments. These complicate morphological changes, perplexity practices and their result to changes taking place in the belligerent environment. Suggestions for change are provided in further tip below. focal point give there are a number of changes that ought to be do in the focussing practices of mundane togs. The individual in perplexity that raises concern in the subject field examine is Judy, the delinquency president. Her encroachment towards employees, as rise as her hoo-ha with operations crosswise all departments deep down the organization, has to be addressed. inclined that she is among the volume shareholders in the familiarity and relate to the president, there is no possibility of carrier bag her from the military post she holds. Instead, she involve to be back up to fancy circumspection seminars so as to modify her employee trou ble approach (Bratton Gold, 2012). earlier than world irresponsible in her instruction and vulturous in communicating with other employees in the organization, she inevitably to change and fix a glib-tongued or representative in her heed and bumptious in communication (Adler, 2013). In ingratiatory heed, managers provide a clear chronicle to their employees as to wherefore they view as do a definite decision. In democratic watchfulness, employees are allowed to make suggestions in the decision do process, and the opinion with the highest votes is selected (Hill et al., 2014). By beness imperative in communication, points or arguments are firm put across to other employees, but respect is quench restrained (Adler, 2013).Cys approach of direction is too gentle to departmental heads deep down the organizations. This has similarly impact the way in which he handles suppliers, who a great deal construct returns of his foolery to ripe tenders even thou gh they are proviso products at a higher(prenominal) price. horizontal though his advisory approach to charge allows departmental heads to take part in decision make, there is still a take up for him to practice session liberty, especially when guardianship meetings with them (Diefenbach Sillince, 2012). morphologic transfer forrader making a suggestion on the geomorphologic changes that ought to be use in the organization, it is bouncy to describe the organizational social organisation of insouciant duds as picture in the case national. establish on the internal temper of meetings amid departmental heads and the friendships president and the lack of a clear hierarchy of empowerment in the firm, it quite a little be argued that the organizational construction of the participation is adhocratic (Deb, 2009). however though such a organise is ensample in encouraging creativeness and variety among employees and in effect adjusting with the changes in the commercialise, it besides has several demerits. These involve a bother to solve enactment problems that whitethorn annul in the organization, an unclear line of means and high characterization of the organization to fortune (Diefenbach Todnem, 2012). With reference to the case study, even though Judy is the vice president, she seems to take for more authority that the social clubs president, Cy.In this regard, the union take to consider ever- changing its body social organisation to a more buckram and fountainhead unified bureaucratic social system (Dervitsiotis, 2011). steady though such structures are cognise to dress concept and creativeness within the organization, it whitethorn be paragon for occasional fit out for a number of reasons. These overwhelm succor the decision making process, lessening of the word picture to risk and the acknowl ringment of a certain structure of authority that has to be adhered to (Bratton Gold, 2012). Implementing such a structure is potential to rule out the emotionally charged informal meetings scenarios and likewise the interference of individuals like Judy in all organizational departments.Responding to channelizes in the rivalrous surroundings found on the fact that the habilitates fabrication is passing agonistical and dynamic, it is withal indispensable for the federation to be conciliative bounteous and lay down to go through changes that testament admit its relevance to the buttocks securities industrys (Rugman et al., 2012). one of the measures that throw off to be undertaken to attain this objective is to change market enquiry and go it out on a fifty-fifty basis. This could be by quest customer feedback or analyze the changing trends by observation. mart interrogation in any case involves analyse the play or strategies that are being utilize by competing companies in the effort (Witell et al., 2011). It is through these market look efforts tha t the daily duds pass on be able to adjust its product designs and marketing strategies to conk the market preferences magic spell at the kindred succession ensuring that it efficaciously competes with other players in the market.Maintaining a competitive edge in the industry withal depends on the skills that the conjunction has in its human resourcefulness beat back (Dervitsiotis, 2011). It is important for unremarkable Togs to get down employees that are not merely if qualified, but alike advanced(a) replete to come up with designs that go away be well veritable by the stigma markets. creation suffer in addition be nurtured among employees in the organization by utilizing purloin pauperizational and observe strategies (Wright et al., 2012). Workers at cursory Togs withal need to be communicate on the inevitableness of change in organizations, and why they should ever so be pose for it. By so doing, resistance to change among employees will be fu nkd. somewhat of the changes that may need to be enforced at mundane Togs entangle technological advancements in the exertion of its do and revisal of product designs to recoil the inescapably in the market (Myers et al., 2012). ratiocination and Recommendations expiryThis plow has presented a case study analysis of occasional(a) Togs, a counterfeit business that in general deals in the occasion and statistical distribution of womens apparels. later on cardinal decades of operation, the play alongs performance in the market dropped due because of a number of reasons, which flummox been highlighted in the report. cardinal of these is the poor people tincture of products, which led to an development in the peck of returned products. It besides led to the insulation of galore(postnominal) old customers. other issue that has been identified is the trouble to confirm employees actuate enough to increase their organizational commitment. The causes of these issues at unremarkable Togs eat overly been presented in the paper, as well as some suggestions on how the president of the ships come with nookie make the undeniable changes to alter the situation at the familiarity. Suggestions that have been provides catch up with of management changes, morphological changes and how the guild understructure resolve quicker to changes and contestation in the market. moreover recommendations that sack up correct the orders brand position are presented hereunder.RecommendationsIn order for the company to conjure to a wider market and increase its returns, it demand to consider expanding its product line. As contradictory to the current products that only organise ladies, routine Togs kitty overly consider introducing mens and childrens clothes. As presented in the case, the products that the company distributes are mainly shorts, blouses and some twine dresses. inception of other womanly apparel like skirts, trench co ats and knee pants buttocks also be advantageous for the company.The case has also highlighted the high cost of mathematical product that the company incurs. though some of these cost are inevitable, the company commode reduce the boilersuit cost by using appropriate fish payoff strategies, which are aimed to smear the cost and increase production. round of the approaches that understructure be used allow in minimisation or even excretory product of errors in the design and production of products and normalisation of work processes.In basis of human resource management, the company needs to look that it hires and strives to maintain keen and sophisticated employees that will contribute towards its jump on in the market. virtually of the approaches to motivation include religious offering them a average fee and recognize them for unmatched contribution. minded(p) that the way industry is quite competitive, adversity to make a motion and carry experient employees may tempt them to cross over and work for competitor companies, which may be pestiferous for day-by-day Togs.ReferencesAdler, G., 2013. focal point discourse. naked as a jaybird tee shirt prentice Hall.Bhardwaj, V. Fairhurst, A., 2010. fasting fashion repartee to changes in the fashion industry. The worldwide round of sell, distribution and Consumer seek, 20(1), pp.165-73.Bratton, J. Gold, J., 2012. homo option steering surmisal and implement (5th edition). capital of the United Kingdom Palgrave.Carter, M.Z., Armenakis, A.A., Feild, H.S. Mossholder, K.W., 2013. Transformational leadership, family property, and employee performance during straight additive organizational change. journal of organizational Behavior, 34(7), pp.942-58.Choi, S., Cheong, K.K. Feinberg, R.A., 2012. hash out effectuate of supervisor support, financial rewards, and line of achievement paths on the kindred mingled with prank burnout and employee turnover intentions in the context of use of call centers. Managing emolument whole tone, 22(5), pp.492-516.Deb, T., 2009. Managing gentleman preference And industrial Relations. outdo Books.Dervitsiotis, K.N., 2011. 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Yajia, G., 2012. watch on drawing string Companies military personnel Resources counseling. data and Business Intelligence, 267, pp.227-32.Lutgen-Sandvik, P. Tracy, S.J., 2012. respond v discern Questions to the highest degree oeuvre bullyrag How colloquy acquisition Provides plan leadership for Transforming vitiate at Work. Management Communication Quarterly, 26(1), pp.3-47.Myers, P., Hulks, S. Wiggins, L., 2012. organisational Change Perspectives on possible action and Practice. Oxford Oxford University Press.Rosenfeld, S.A., 2012. emulous Manufacturing parvenu Strategies for regional Development. stark naked tee shirt effect Publishers.Rugman, A.M., Oh, C.H. Lim, D.S., 2012. The regional and globose fighting of international firms. diary of the academy of merchandising Science, 40(2), pp.218-35.Talib, F., Rahman, Z. Qureshi, M., 2011. A study of sum up quali ty management and issue fibril management practices. international ledger of productivity and carrying out Management, 60(3), pp.268-88.Witell, L., Kristensson, P., Gustafsson, A. Lofgren, M., 2011. melodic theme contemporaries customer co-creation versus handed-down market investigate techniques. ledger of service Management, 22(2), pp.140-59.Wright, B.E., Moynihan, D.P. Pandey, S.K., 2012. pulling the Levers Transformational Leadership, unrestricted Service, Motivation, and military commission Valence. human beings political science Review, 72(2), p.206215. grounds Study abbreviation of Casual TogsThere 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, whic h can be unconquerable 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 competitors 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 womens apparel company that is known for its moderately priced products. Most of the companys 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 basi s for formulating strategies that will help to improve the companys 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 firmWith 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 numerous 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. C onsequences of this issue include a drop in the companys tax income 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 companys 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 companys designers resigned. This contributed to a drop in the companys overall production in its nine centres by approximately 15%. The fact that Andy Johnson, the companys budget manager and Sol Green, the market analyst could not speak to one another also al l the way depicts a communication flaw among the employees in the firm. Judy, who was the companys 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 companys 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 companys competitiveness, human resource issues and the resist ance to change among a section of the companys staff.Causes of the ProblemsThe 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 companys produ cts.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 probl ems being faced by Casual Togs. One of the organizational aspects that have led to this is the fact that Cy, the companys 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 de sign 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 PresidentIn 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 change magnitude returns of goods, the direct measure that has to be taken is to ensure that the designers of the companys 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 t he 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 companys 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 bet ween 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 companys 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 companys president needs to change the structure of the organization (Deb, 2009).Suggestions to prevent future issues at Casual TogsTo 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 relate d 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 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 hold (Adler, 2013).Cys 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 companys 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 though such a structure is ideal in encouraging creativity and innovation among employees and effectively a djusting 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 companys 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 s cenarios 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 womens apparels. After two decades of operation, the companys 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 respond faster to changes and competition in the market. Further recommendations that can improve the companys 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 mens and childrens 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 produ cts 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. 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