Introduction How do individuals discover and exhaust opportunities? Development of ideas is key and fundamental aspects that coins with desire for money to relay human prosperity (Singh & Waddell, 2004; Drucker & Maciariello, 2008). Apparently, Alden could have had the fervency to ignore the ideas that pooped into his mind and proceed with other activities of his day. However, Alden possessed a unique acumen to engage and research in a bid to reveal ideas for the world. Such people are vital for development. They create and lay a foundation that other people can follow (Lippke 1995). The strategies that Alden applied in his work show autonomic management. He is a person who relies on his abilities and lays his ideas without fears. It is, therefore, crucial to describe the achievements of Alden as an example for all people who wish to proper in life. In a bid to perform this task, I will assess and justify the team structures adopted by SkullCandy and; also the primary sources of innovation they use to ensure that they remain competitive. Types of Team and Discussion There are four types of managerial team structures which determine the control of an organization. They are organized to facilitate regulation and development of ideas in a particulate strategy. The four are functional, lightweight, heavyweight and autonomous team structures arranged according to their complexity (Drucker & Maciariello, 2008). Functional team structure entails employees who are not allowed to integrate between the grouping apartments. It is controlled by a chief executive officer since there are no project managers. This team is appropriate for some derivatives projects. Secondly, lightweight team structure involves a management where a project manager mediates the cross-functioning within the distinguished groups. The team requires low coordination which characterize it for derivative projects. On the other hand, heavyweight team structures allow collocation of the staff. They have managers to mediate the cross-functioning (project manager) and to receive reports on performances (functional manager). This depicts a significant proportion of communicating and coordinating. Therefore, it has been adapted for platform projects. Lastly, autonomous team structure is equivalent to the later, except that the team members report to the project manager instead of the functional manager. This structure is prevalent and fit for breakthrough projects. Also, the same structure could be parallel with key platform projects. This case depicts the utilization of lightweight and heavyweight team structures that facilitate cross-functional integration and strategies of ideas evaluation at the level of project manager. It is identifiable that Josh Poulsen (product manager) had the responsibility to coordinate the members and ensure that work is completed on time. Major decisions on the field of designing are taken to Dan for approval. When the team has completed the design, a CEO (Alden) approved the process to start the production. Additionally, skullcandy team was not partitioned on full basis. This was depicted by the fact that graphic designers were located separately from industrial design directors. We can, therefore, note that