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Case Study Ariel Project

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The case of TerraCog’ conflict to reach on a common ground is due to lack of communication among various departmental functions, lack of single company vision, fulfilment of personal objectives, and absence of leadership that eventually led up to group conflicts. As stated above, departmental functions responded to their personal objectives in having the final decision sway in their own directions. Sales teams wanted to ship the product which is technically stronger than the competitor’s product and yet the retail price is lower or equal to competitors. The personal objective of company’s president Richard Fiero ran with those Ed Pryor which were to create the quality product quickly at a low cost. Richard failed to consult Allen Roth, Director of Design & Development, or with Harold Whistler, Vice President of Design & Development, before making the decision to move forward on the project. Lack of leadership was evident not only in case of Richard, but with Emma as well, who despite given the full ownership of the project, failed to bring Design & Development and Sales team together on single ground. Allen Roth, Director of Design & Development, who was stepping up for Harold Whistler (since he would be retiring shortly) wanted to produce a quality product without being rushed into cutting corner or cutting costs. He didn’t want his other projects to suffer as a result of Project Aerial.
As a consequence of the conflicting departmental and individual objectives, there is a lack of consistent vision. There is also a lack of leadership and communication due to an unstable executive team.
In the start to pursue the project was done haphazardly and hurriedly, without taking the current development projects in to consideration, which because of Ariel, would suffer serious setback in their schedule. Throughout the study, various instances are

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