Case ID: R0711A     Solution ID: 30581

Mad About Plaid HBR Case Study and Commentary Case Solution


This HBR Case Study incorporates both the case and the critique. For showing purposes, this republish is likewise accessible in two different forms: contextual analysis just, reproduce R0711X, and editorial just, R0711Z. Castlebridge and Company, a producer of brilliant outerwear, is extremely old British establishment. Its central station stay in London, however the greater part of its assembling has moved seaward. With the last residential industrial facility slated to close, the association's administrators battle to safeguard the Britishness of the brand. For antiquarian Niall Ferguson, the plant conclusion is a consistent stride. The British open has been down this street, as have remote customers of British items. The genuine hazard to the brand, Ferguson states, is the potential loss of its high-class cachet- - not its national character. Mold journalist Dana Thomas contends that by widening their business sectors past the super well off, extravagance brands have made themselves powerless against monetary variances. Cutting expenses by moving generation seaward is unavoidable, so Castlebridge ought to, with trademark British sincerity, tell the truth about it. On the off chance that the firm sparkles light on its local roots and its universal creation, it could build up a triumphant notoriety as a really present day, worldwide brand. Dov Seidman, CEO of LRN, disagrees with how Castlebridge has approached the move to seaward generation. In this present reality where notoriety matters like never before, the firm can't simply beat contenders. It must outbehave them, by staying faithful to its commitments and acting in a principled way. Seidman encourages the organization to rediscover and recommit to the center values that have presented to it this far. Author and advisor Gill Corkindale peers inside Castlebridge, concentrating on the staff that will remain on as the organization rebuilds. She prescribes a trust-building individuals methodology, displayed by the CEO, which underlines direct correspondence from administration, and additionally authentic requesting of, and reaction to, the conclusions of workers.

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