In April 2022, the founder of Camncloud, a pioneer in surveillance service based in New Delhi, India, was facing a dilemma about hiring a potential candidate for his new venture. Camncloud offered an end-to-end remote streaming service targeted primarily at preschools. The company’s founder wanted to use his electronics background to carve a niche segment in India’s competitive technology market, but needed help in achieving that goal. Specifically, he was hoping to build a loyal, dynamic, and committed team of high-level experts who faced difficulty in paying competitive salaries to a potential workforce of candidates that were in high demand, with constant offers from competitors. After the early departure of all three of his employees, he was being more cautious in choosing new team members who would be more committed than the previous team. However, while in the process of offering a position to a highly recommended new candidate, he encountered a roadblock. How could he resolve this difficult recruiting dilemma?
The case describes the situation of the cab sector before and after the entry of Uber in Uruguay. It presents the strategy followed by Uber after its entry and the reactions it provoked in the different stakeholders: cab owners, workers, politicians, journalists, pro-government and opposition politicians and consumers. Uber incursion into Uruguay at the end of 2015 and had a great initial success. At the same time, it generated a great deal of agitation and debate in society and in the government. Over the course of a year a series of public initiatives followed in reaction to the new situation, all of them unsuccessful. In November 2016 there were rumors in Uruguay that the Municipality of Montevideo would finally adopt a regulation for the operation of ride-hailing apps. Iván French had just been appointed the general manager of Uber in Uruguay and the beginning of the case starts from his first public appearance since the appointment. Back in the office, he reflects on the report requested by his superior, where he must take a position on the strategy followed by Uber in Uruguay, as well as his recommendations for the future: How successful was the strategy followed by Uber since its entry into Uruguay? Are there any particularities of Uruguay that would have justified an adaptation or change of the generic strategy applied by Uber to enter a country? What should Uber do from now on?
The case describes the situation of the cab sector before and after the entry of Uber in Uruguay. It presents the strategy followed by Uber after its entry and the reactions it provoked in the different stakeholders: cab owners, workers, politicians, journalists, pro-government and opposition politicians and consumers. Uber incursion into Uruguay at the end of 2015 and had a great initial success. At the same time, it generated a great deal of agitation and debate in society and in the government. Over the course of a year a series of public initiatives followed in reaction to the new situation, all of them unsuccessful. In November 2016 there were rumors in Uruguay that the Municipality of Montevideo would finally adopt a regulation for the operation of ride-hailing apps. Iván French had just been appointed the general manager of Uber in Uruguay and the beginning of the case starts from his first public appearance since the appointment. Back in the office, he reflects on the report requested by his superior, where he must take a position on the strategy followed by Uber in Uruguay, as well as his recommendations for the future: How successful was the strategy followed by Uber since its entry into Uruguay? Are there any particularities of Uruguay that would have justified an adaptation or change of the generic strategy applied by Uber to enter a country? What should Uber do from now on?
On Thursday, July 13, 2017, the project manager and the chief executive officer for A-Media Limited were making a significant decision about their company. They could quickly increase their billboard hoardings by 20 per cent by pre-emptively erecting giant mega boards in five locations of interest to a major client. This was a significant opportunity, but it presented several significant risks. One major risk was the client's need to have the mega boards ready before the Christmas season. The client would not commit to renting the space until the boards were at least 90 per cent completed. Was this time frame too short to confirm the prime locations, secure all government permits, hire suppliers and subcontractors, and erect the five structures? How could A-Media Limited manage five geographically dispersed projects simultaneously when the scheduling, supervising, suppliers, city permits, and city inspectors would be different in each location? The project manager had to quickly determine the feasibility of the project, which involved building a detailed schedule and budget.
In April 2022, the founder of Camncloud, a pioneer in surveillance service based in New Delhi, India, was facing a dilemma about hiring a potential candidate for his new venture. Camncloud offered an end-to-end remote streaming service targeted primarily at preschools. The company's founder wanted to use his electronics background to carve a niche segment in India's competitive technology market, but needed help in achieving that goal. Specifically, he was hoping to build a loyal, dynamic, and committed team of high-level experts who faced difficulty in paying competitive salaries to a potential workforce of candidates that were in high demand, with constant offers from competitors. After the early departure of all three of his employees, he was being more cautious in choosing new team members who would be more committed than the previous team. However, while in the process of offering a position to a highly recommended new candidate, he encountered a roadblock. How could he resolve this difficult recruiting dilemma?
Refiloe Molefe, affectionately known as Mama Fifi, was a humane agripreneur running an urban organic vegetable farm, Fifi’s Veggie Farm (Bertrams Inner City Farm), in Johannesburg, South Africa. Molefe’s vision was to empower the nearby urban communities and ensure food security by selling fresh vegetables, teaching the community how to plant organically, and employing community members to work on the farm. She successfully implemented farming activities through partnerships with various governmental institutions, companies, and universities. Many organizations recognized her work on the farm, which received donations, won competitions, and obtained multiple awards.<br><br>Around 2019, while Molefe’s agribusiness was gaining momentum in the area and beyond, the City of Johannesburg Metropolitan Municipality was planning to build a multipurpose centre on the farm premises as part of its strategic objectives. In early May 2022, she was invited to discuss the demolition of the building and the municipality’s decision to move her to a new place in Eikenhof, on the city’s outskirts. Molefe was informed that, on May 26, 2022, the mayor would be handing over the premises to the contractors, and she would have to move to the new location. The new site did not have adequate infrastructure to support organic farming practices and would require her to share the location with farmers who used chemicals, potentially contaminating the soil and endangering her organic farming practices. Not wanting to depend on the government, she was weighing another option: to operate at a local church south of Johannesburg. She had to decide whether to accept the municipality’s offer, use the local church premises, or buy land she could own for a more sustainable future.
In March 2018, the executive committee of the Shree Sharanam Co-op Housing residential society in the state of Gujarat, India attempted to bring transformation at the community level. The committee members knew that water was a precious natural resource that had to be used judiciously. Everyone wanted water to be available as and when required, but the challenge was to apply principles to people’s behaviour. The residents agreed that water conservation was essential but did not have any impetus to this common cause because it involved a price—both monetary and non-monetary—along with other daunting tasks of organizing resources and managing resistance. The committee gathered evidence and decided to propose installing water meters in each household of the residential society to curb the misuse of fresh water.
Organizations dominate our lives, yet how well do we really understand them, and their differences? To get past the one-size-fits-all notion of organization design, this article presents four forms of organizations-the personal enterprise, the programmed machine, the professional assembly, and the project pioneer-each with its own way of managing and crafting strategy. Many organizations come remarkably close to one of these forms, while others can be understood as hybrids of them. Nevertheless, since organizations are made up of people, every one of us different, every single organization structure must be customized through a process of design doing.
Many companies today face the need to embark on a dual transformation: Reinventing and sustaining their core business while concurrently creating new, future businesses. This case about Globe Telecom, Inc., in the Philippines presents the s.tory of just such a transformation The case is bookended by the CEO's 14-year tenure and describes successive waves of reviving and retooling the once-flagging telecom business. It is situated in a transient, highly competitive B2C landscape, continually susceptible to the forces of saturation and commodification. The thread connecting Globe's successive reinventions is the CEO's belief in the company's "unfair advantage" when building new businesses in telco space adjacencies. The project of building this advantage - and the attendant pursuit of new opportunities, sectors and partnerships - has had to be constantly balanced with the ongoing task of growing market share in the core mobile business. Underlying both sets of activities is the rediscovery, at regular intervals, of Globe's purpose as a corporation, a consumer player, an employer and an important stakeholder in the emerging and fast-growing domestic economy, as well a broader sense of being an agent of development for the nation. Managing these intricate processes requires not only foresight from the company's top leadership but also the presence of ambidextrous talent - a workforce that is up to the task of optimizing for today while transforming for tomorrow. Historically, organizations have separated these two tasks in terms of talent, budgets and reporting lines. The case showcases flesh-and-blood individual managers and their observations on the dual challenge of running this business at the same time as building the next businesses.
In March 2018, the executive committee of the Shree Sharanam Co-op Housing residential society in the state of Gujarat, India attempted to bring transformation at the community level. The committee members knew that water was a precious natural resource that had to be used judiciously. Everyone wanted water to be available as and when required, but the challenge was to apply principles to people's behaviour. The residents agreed that water conservation was essential but did not have any impetus to this common cause because it involved a price-both monetary and non-monetary-along with other daunting tasks of organizing resources and managing resistance. The committee gathered evidence and decided to propose installing water meters in each household of the residential society to curb the misuse of fresh water.
Refiloe Molefe, affectionately known as Mama Fifi, was a humane agripreneur running an urban organic vegetable farm, Fifi's Veggie Farm (Bertrams Inner City Farm), in Johannesburg, South Africa. Molefe's vision was to empower the nearby urban communities and ensure food security by selling fresh vegetables, teaching the community how to plant organically, and employing community members to work on the farm. She successfully implemented farming activities through partnerships with various governmental institutions, companies, and universities. Many organizations recognized her work on the farm, which received donations, won competitions, and obtained multiple awards.<br><br>Around 2019, while Molefe's agribusiness was gaining momentum in the area and beyond, the City of Johannesburg Metropolitan Municipality was planning to build a multipurpose centre on the farm premises as part of its strategic objectives. In early May 2022, she was invited to discuss the demolition of the building and the municipality's decision to move her to a new place in Eikenhof, on the city's outskirts. Molefe was informed that, on May 26, 2022, the mayor would be handing over the premises to the contractors, and she would have to move to the new location. The new site did not have adequate infrastructure to support organic farming practices and would require her to share the location with farmers who used chemicals, potentially contaminating the soil and endangering her organic farming practices. Not wanting to depend on the government, she was weighing another option: to operate at a local church south of Johannesburg. She had to decide whether to accept the municipality's offer, use the local church premises, or buy land she could own for a more sustainable future.
Asia Symbol (Guangdong) was part of the Royal Golden Eagle Group (the RGE Group)'s China presence. RGE was a multinational conglomerate that spanned the forestry, pulp, papermaking, viscose fiber and gas industries. It mainly ran businesses in China, Brazil and Indonesia, with a clear business strategy to leverage its industry integration business model to gain the advantage of cost leadership. In an effort to replicate its successful experiences in other countries, it established Asia Symbol (Guangdong) and another pulp processing plant in Shandong province. The case describes how RGE saw China's potential in its global business layout and how it managed to grab over one-third of China's copy paper market share.
Raizen, the world's largest sugar and ethanol producer, strived to find ways to expand the second-generation ethanol (E2G) market, which it pioneered. The company planned to invest R$24 billion (around $4.6 billion) in 20 production plants, with a total capacity to make approximately 1.6 billion liters of E2G. Paula Kovarsky, the company's Chief Strategy and Sustainability Officer, firmly believed that E2G was a readily available biofuel that could assist in the decarbonization of several industries, helping the world navigate the energy transitional and achieve its greenhouse gas emissions reduction targets. Ethanol had already transformed Brazil, where flex-fuel vehicles dominated the streets. Raizen sought to prove that second-generation ethanol, made from a byproduct of sugarcane, that did not compete with food production, could do the same for the world, especially in hard to decarbonize sectors, such as aviation and shipping.
By May 2023, Boortmalt was the word's leading producer of malt, with a production capacity of 3 million tonnes, 15% of global market share, and 27 malting plants across five continents. It had recently acquired a major competitor and had sustained an EBITDA growth of 17% per annum over the past ten years. Despite this success, Yvan Schaepman, Boortmalt's charismatic and eco-conscious CEO, was aware of the rapidly evolving malting industry, marked by changing consumer preferences, technological advancements, and shifting climate dynamics. Schaepman was considering various strategies to sustain growth amidst these headwinds, including greenfield investments, exploring new acquisitions, and expanding into the food sector. This case study explores Boortmalt's growth trajectory, and assesses different strategies for sustaining and enhancing growth. Additionally, it dives into the unique world of malting, the company's culture and sustainability efforts, and the challenges and opportunities of acquiring a competitor.
21Seeds, a female-founded flavor-infused tequila startup launched in 2019, had made inroads into the alcoholic beverage industry by focusing on an underserved consumer segment in spirits-women, primarily in their 30s and 40s, many of whom were moms-and by following a non-traditional playbook of circumventing the traditional on-premise channel (bars and restaurants) and selling primarily to the off-premise channel (retail stores, such as supermarkets and liquor shops) where their target consumer shopped. The all-female founding team had no background in the alcohol industry, yet had grown annual sales to 66,000 cases within just three years-a highly unusual feat for a new spirits brand. Excited about the new "white space" opportunity that 21Seeds offered, Diageo, the multinational beverage company with a portfolio of other major tequila brands, including Don Julio, Casamigos, and DeLeón, acquired the fledgling brand in March 2022, retaining the co-founders as brand ambassadors. Diageo placed 21Seeds in its new Breakout Growth Brands Division, a select small group of brands to be nurtured for aggressive growth, with a goal of turning 21Seeds into a major player within the super-premium tequila segment. Diageo was considering several strategic initiatives for growing the brand, including product innovations, distribution opportunities, and marketing and branding approaches. 21Seeds had been successful to date by executing on a highly focused sales and marketing approach. Now, as the brand was under pressure to accelerate sales, its identity was being reassessed by Diageo. How important was it, at this stage in the lifecycle, that 21Seeds adhere closely to its founding brand story and brand positioning, or was now the time to evolve the brand en route to becoming a much bigger player in the market? The 21Seeds co-founders had views on how to grow the brand, but recognized that it was now part of a large portfolio of brands and ultimately under Diageo's control.
This is a background note that surveys part of the extensive literature on organizational learning. The focus is on learning from experiences, how those learnings get translated into organizational routines and processes, and how that can also lead to getting stuck in competency traps. There is discussion on the learning curve, how that led to forward pricing strategies, and brief discussions on improvement, biases, and organizational memory.
Moving the needle on meeting major sustainability goals â€" like cutting carbon emissions â€" requires setting objectives that are ambitious enough to reflect an organization’s vision and yet sufficiently realistic about business requirements so that early wins can be achieved and momentum can be built. The authors walk readers through a five-step process for identifying and setting sustainability goals, and for managing the tension between urgent needs for climate action and maintaining business health.
Organizational paradoxes are ultimately illusions. They are artificial constructs, sometimes of a system, many times of the mind. They fail to meet the definition of a paradox because they are not irreconcilable. Yet these illusionary obstacles persist as groups, and individuals protect themselves from the perceived challenges of addressing them. They demand engagement because the process of engagement reveals the illusion, develops a deeper sense of self, and builds an organization's capabilities.