The company should not lose hope. The company needs to move forward and stop the old mentality. Restructuring the company may shake things up a bit as suggested in Organizational Theory, Design, and Change, 7th Edition (Jones, 2013. p.353). By shaking things up new ideas and strategies will come through. Keeping everyone in the same position prevents the change from occurring. Restructuring to a circle structure will help organizational learning to take place. Brining all ideas to just the top limits the dissenters from being heard and limits the “groupthink”. Having everyone switch to new roles gives new perspectives for experimenting and brainstorming many different ideas and possibilities. However, when the time comes for the decisions to be made there needs to remain a devil’s advocate in the decision process. This will help eliminate biases. In the new roles, the managers should establish and collateral organizational structure. “A collateral organizational structure allows an organization to maintain its capacity for change at the same time it maintains its stability” (Jones, 2013. p358). The managers have the responsibility to evaluate each other’s decisions and test each other’s solutions. By restructuring and giving managers responsibilities in different areas innovation will take place. The changes will take place to fix the concerned areas the company faces. The solutions to the lack of new trendy clothes and limits on reaching customers will be eliminated with fresh eyes in new departments. Using a variety of approaches and the benefits of each approach will guide the company back.