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Case Study 1

Celeritas, Inc. Leadership challenges in fast-growth industry

1. Identifies the most important facts surrounding the case.

The most important facts surrounding the case are the lack of a Strategic leadership, overlooked
environment scanning, failure to articulate a convincing reason to change; in all divisions of the
company. Other important facts are discussed as under. The decision making strategy was not
good from beginning to end. The directors and authorities are confused totally they forget the
main goals and main concerns. The management between business functions and units were very
poor which results extremely unsatisfactory and affect the following problems

 Their income starts declining day by day.

 Poor management caused the termination of marketing executive that have been
accomplished in six weeks of reestablishing the operational connections and team
building. They did not analyze the problem but they directly fired the marketing
executive.

The main them which surrounds the case is lack of trust and miscommunication between the
senior directors which also become a problem of many issues. There was no valuation of the
team work every one was doing alone either it is good or bad they don't give values to each
other's work or each departments works.

As a whole generally no one of the director has knowledge of cooperating with customers in
face-to-face way that typically perhaps has come despite the fact that the entire procedure of
recognizing the breakthrough modernization to the moment of getting account receivable, cash
and bank transfer, from the customer.

2. Identify the key issue or issues.

 Poor Decision Making.

Over all the decisions makings are very inconsistent all of the executives of Celeritas inc are just
become against each other's decisions, when an executive is making any decision regarding any
planning the other will reverse that decision just like the other will get a u turn of that planning.
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They are changing decisions time to time which affected the company badly whenever they get
new information they would change the decision they can't think what a planning is and how to
complete a plan.

 Poor Coordination among divisions

The poor decision making, changing the decision of one executive, to go against each other's
decision, Resulted, poor coordination among the divisions of the company. Just suppose that the
sales division is ordering 2000 units but the manufacturing department will provide 1000 unit as
the coordination between each divisions executives was not good. They don't try to understand
each other's problem, the operating department is thinking against the sales and the sales
department is against marketing department and marketing is against R&D and so on.

 Confusion about the Goals and priorities

The executive Directors forget the aim of the business; they forget the objectives of the
company, they just denied the priorities. As there was no trust and accurate decision making
among the executives of Celeritas inc so they are totally confused that what was the Goal of the
business what are the things which have to be given priorities.

 Lack of trust and Communication

Poor Decision making among the executives resulted poor coordination among the divisions of
the company which confused the executives about the mission and Goals of the business. Due to
all these issues the lack of trust issues started among divisions and executives, managers and low
level managements so they have loose trust from each other. Loosing trust mostly was due to
miss communication.

3. Specify alternative course of action.

The alternative courses of action according to me are Retraining, by giving a daily training from
experts to the executives as well as to the low level management.

Celeritas Inc employees has to do a self assessment of their works, they have to evaluate thier
own work. They have to know the self assessment techniques and re assigning Job task.
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The celeritas CEOs have not good leadership trait so they need to hire more CEOs who has
ability to do manage the division and don't forget the company's goals, mission and objectives.

4. Evaluate each course of action.

The evaluations of course of action are the management needs trustworthy CEOs executives and
they need a good strategic leader who can keep them in right track of the Goals of the business
and the objectives.

Their management need training by experts who can start a new theory for them teach them not
to blame others work just keep up your good work and the need to trust each other division to
division the CEOs need to make such a plan which will not affect the other department
negatively do such decisions which will be positive for all divisions and profitable.

5. Recommend the best course of action.

The best course of action is all the executives of each department has to trust each other's and
they need to have make decisions by keeping all divisions benefit and then they have to decide.
The executive don't need to make a good decision for their own department and let the other
departments negatively.

They have to find CEOs who has professional in decision making and leadership for the long
term. And they need to pay attention on each individual work by keeping eye on them
practically.