In July 2013, Kesha Cash transitioned out of her stable role as co-founder of and fund manager for Jalia Ventures ("Jalia"), an initiative investing in early-stage mission driven "businesses operated by entrepreneurs of color," to launch her own impact venture fund focused on underserved communities. Because Jalia had been funded and supported by Serious Change, L.P., a global impact investment fund, Cash was new to the process of fund formation. She had heard that she needed at least $250,000 over a period of two years to get through the fundraising process but managed to launch the fund with a budget of just over a third of that amount in under two years while taking barely any salary. By December 2014, Impact America Fund (IAF) had its first official close at less than 50 percent of the target fund size-a strategic decision made by Cash to begin investing in order to prove that she could source and close deals on her own. With her initial close, Cash's vision of creating a fund focused on generating real financial returns while improving the wellbeing of underserved communities was realized. Despite her success in bootstrapping the initial fund, Cash had much more work ahead of her. In addition to managing investors and sourcing new deal opportunities, Cash now had to consider how to scale for later funds, and whether to continue to follow the fund's original vision on her own, as she had already proven that she could do, or take on a partner in order to pursue strategic opportunities. Indeed, the real work was just beginning. This case describes the challenges faced in the formation of a sustainable for-profit impact venture capital fund. It covers the origin of the fund; an overview of the fund's structure and terms, investment strategy, early fundraising, and strategic opportunities; as well as a discussion of impact measurement.

Set in March 2015, the case begins when the Baltic Dry Index (BDI), an economic indicator of the average price to ship raw materials, hits an all-time low. Khalid Hashim, Managing Director of Bangkok-based Precious Shipping Public Company Limited (PSL) is now tasked with navigating the company through economic uncertainty. In the past, PSL, has weathered similar volatility characteristic of the cyclical nature of the shipping industry. Though it was able to survive some of the biggest downturns in the market, most notably the Asian Financial Crisis of 1997 and the Global Financial Crisis of 2008, is it poised to sail through the next downturn?

The case in intended to be used for MBA and executive education classes. It deals with (mis) handling by the Indian auto major issues such as new-generation workers, industrial relations (IR) dynamics, regional realities and cross-cultural HR. Perceiving harsh work environment, Gen Y workers of the new plant decided to form an independent trade union, which led to bitterness and grave tensions in IR. The emerging dynamics culminated in bubble burst when unexpected violence led to the tragic burning of the otherwise popular plant HR chief. The shocked management declared a month's lockout, and terminated the services of more than 500 core workers. The lockout caused production losses of Rs. 25 billion. Workers in general continued to remain disengaged due to large number of termination cases of their colleagues and seeing 147 of them behind the bar during murder and violence trial. Two years after the violence incident, the parent Suzuki tightened its control on this Indian subsidiary and took away executive powers from three top Indian executives, holding them responsible for the fiasco. Five years after the incident, the trial court sentenced a dozen union leaders to life imprisonment for the murder, and set free more than one hundred workers who had been charged of violence. The union was asking for their jobs back, which led to added complexity. Several strategic HR interventions taken by the management to contain workers' disengagement proved only partially effective. Management is in a dilemma about the using appropriate HR strategy for managing the situation.

In 2013, United Bank of India (UBI), predominantly present in the eastern and northeastern parts of India, faces considerable difficulty in managing its swelling amounts of bad debt. A forensic enquiry by an external agency has identified some serious problems in the bank’s credit appraisal process, loan disbursement procedures, and non-performing assets (NPA) detection system. With the bank’s year-over-year growth of NPAs surpassing the growth of its credit, the management team faces the urgent task of developing an effective turnaround strategy to bring the bank back into a profit position.

By 2015, the HNA Group had grown from its roots as Hainan Airlines, a small airline founded in 1993 into a global conglomerate that ranked #464 in the Global 500. Much of this success it had achieved by cross-industry expansion within China, but since 2008, it had increasingly looked to expand globally. The HNA Group in general and Hainan Airlines in particular were recognized for their quality of service within China. However, this high reputation had yet to be translated across borders. Would HNA Group be able to bring its unique characteristics that made it successful within China to bear on the global marketplace?

In 2013, United Bank of India (UBI), predominantly present in the eastern and northeastern parts of India, faces considerable difficulty in managing its swelling amounts of bad debt. A forensic enquiry by an external agency has identified some serious problems in the bank's credit appraisal process, loan disbursement procedures, and non-performing assets (NPA) detection system. With the bank's year-over-year growth of NPAs surpassing the growth of its credit, the management team faces the urgent task of developing an effective turnaround strategy to bring the bank back into a profit position.

Nestlé SA, in an effort to integrate sustainability into its business model, has recently established the NESCAFÉ Plan. This multi-faceted plan is based on creating shared value. It emphasizes sustainability as a source of competitive advantage and wealth creation, rather than viewing sustainability as a cost to be incurred to minimize risks and protect the company's reputation. Nestlé's manager of creating shared value in the beverages strategic business unit faces two core dilemmas in executing this plan in China. In the short term, should Nestlé purchase green coffee beans that are socially or environmentally certified (e.g., Fairtrade), or should it instead expand its efforts to work directly with farmers to develop better farming practices? Longer term, would a backward integration into coffee farming provide a better means of ensuring that sustainability is embedded in the business model?

In April 2015, Dan Price, chief executive officer and founder of Gravity Payments, a private credit card processing and financial services company, announced that every employee would receive a minimum annual salary of US$70,000 over the next three years. Price said he was concerned about the increasing pay gap in the United States and news of his bold move went viral, causing debate over employee compensation plans and the wealth gap in society. At first, there was applause for his radical actions, causing an initial rise in new business. However, there was almost an immediate backlash both internally and externally. One senior worker at the company resigned, claiming that lesser-skilled workers would simply clock in and out while highly skilled workers were not similarly compensated with raises. A lawsuit was filed by Price's brother, a minority shareholder, who believed that the move would hurt the company. A number of clients left Gravity Payments while other companies criticized the move, saying it made them look stingy. Price attempted to tackle pay inequality by increasing salaries, but this created controversy. Employees were not the only stakeholders affected by Price's actions. What should Price do now?

<p style="color: rgb(197, 183, 131);"><strong> AWARD WINNER - John Molson MBA Case Writing Competition</strong></p><br>In 2013, Nestlé SA, in an effort to integrate sustainability into its business model, has recently established the NESCAFÉ Plan. This multi-faceted plan is based on creating shared value. It emphasizes sustainability as a source of competitive advantage and wealth creation, rather than viewing sustainability as a cost to be incurred to minimize risks and protect the company’s reputation. Nestlé’s creating shared value manager in the Beverages strategic business unit faces two core dilemmas in executing this plan in China. In the short term, should Nestlé purchase green coffee beans that are socially or environmentally certified (e.g., Fairtrade), or should it instead expand its efforts to work directly with farmers to develop better farming practices? Longer term, would a backward integration into coffee farming provide a better means of ensuring that sustainability is embedded in the business model?

In April 2015, Dan Price, chief executive officer and founder of Gravity Payments, a private credit card processing and financial services company, announced that every employee would receive a minimum annual salary of US$70,000 over the next three years. Price said he was concerned about the increasing pay gap in the United States and news of his bold move went viral, causing debate over employee compensation plans and the wealth gap in society. At first, there was applause for his radical actions, causing an initial rise in new business. However, there was almost an immediate backlash both internally and externally. One senior worker at the company resigned, claiming that lesser-skilled workers would simply clock in and out while highly skilled workers were not similarly compensated with raises. A lawsuit was filed by Price's brother, a minority shareholder, who believed that the move would hurt the company. A number of clients left Gravity Payments while other companies criticized the move, saying it made them look stingy. Price attempted to tackle pay inequality by increasing salaries, but this created controversy. Employees were not the only stakeholders affected by Price's actions. What should Price do now?

Tsinghua University is one of the most prominent universities in China, and, increasingly, in the world. Its evolution to this position reflects the major developments in Chinese history--outward looking internationalism in the 1920s and 1930s, creative survival in the 1940s, Sovietization in the 1950s and 1960s, chaos in the 1970s, rebuilding in the 1980s, and, since the 1990s, a laser focus on becoming one of the best higher education institutions in the world. This case study traces this institutional history and then examines Tsinghua University's recent attempts at reform in faculty governance, curriculum, and funding as it seeks "world-class" status.

A Swedish newspaper reveals that IKEA has erased all images of women from its catalog for Saudi Arabia. The article sparks criticism of IKEA from the Swedish government and its customers in the West. Critics contend that IKEA is not living up to its own commitments to gender equality. Some threaten a boycott. IKEA must respond. Reissuing the catalog with women included risks running afoul of Saudi censors who can impose harsh penalties. The company has had a presence in Saudi Arabia for nearly 30 years.

Supplement to case 116015. A Swedish newspaper reveals that IKEA has erased all images of women from its catalog for Saudi Arabia. The article sparks criticism of IKEA from the Swedish government and its customers in the West. Critics content that IKEA is not living up to its own commitments to gender equality. Some threaten a boycott. IKEA must respond. Reissuing the catalog with women included risks running afoul of Saudi censors who can impose harsh penalties. The company has had a presence in Saudi Arabia for nearly 30 years.

Supplement to case 116015. A Swedish newspaper reveals that IKEA has erased all images of women from its catalog for Saudi Arabia. The article sparks criticism of IKEA from the Swedish government and its customers in the West. Critics content that IKEA is not living up to its own commitments to gender equality. Some threaten a boycott. IKEA must respond. Reissuing the catalog with women included risks running afoul of Saudi censors who can impose harsh penalties. The company has had a presence in Saudi Arabia for nearly 30 years.

In the summer of 2015, after reporting another year of strong growth in programming and fundraising at miraclefeet.org, a nonprofit dedicated to providing treatment to children born with clubfoot in developing countries, co-founder and executive director Chesca Colloredo-Mansfeld (MBA '92) found herself wanting to do more. While miraclefeet had reported record numbers in each year since its 2010 founding, she knew that she had the capacity to not only treat but also eradicate untreated clubfoot, one of the most common congenital deformities of the feet, and one of the leading causes of physical disability in the developing world. In order to achieve this vision, Colloredo-Mansfeld would have to alter the organization's current funding strategy, which relied heavily on high net-worth individuals. Finding the ideal combination of fundraising opportunities in a timely manner was critical to not only Colloredo-Mansfeld's eradication plan but also the long-term financial sustainability of the organization. This case describes the challenges of fundraising as it relates to the financial sustainability of a growing non-profit organization. It covers the founding vision and business model, a review of financials, impact metrics development, as well as a discussion of strategic opportunities.

Alquería was founded by Professor Jorge Cavelier and his son Enrique Cavelier with the motto, "A bottle of milk is a bottle of health." From Alquería's inception, the Cavaliers looked for ways to innovate on their products and to substantially improve the quality of the milk they offered to their customers, introducing new packaging formats and production techniques. In 1992, Carlos Enrique Cavelier took over at Alquería's helm. His studies in Sociology, Anthro¬pology and Public Administration abroad as well as his years in public service in Colombian po¬litics prepared him to become a business leader who cared not only about his family business' prosperity but also about the communities surrounding the company. During his tenure, Cave¬lier has shown a special commitment to his suppliers -small dairy farmers- helping them with training programs on nutrition and more updated, efficient and quality-enhancing production techniques. He has also played a key role in his organization's communication and identity buil¬ding efforts, as well as a strong network and partnership driver, engaging Alquería stakeholders. Headed by Cavelier, Alquería has taken a leading role in significant national debates, such as the ones on corporate responsibility in post-conflict scenarios, on free trade treaty challenges, and on Colombia's competitiveness issues, among others. The company's current management has received national and international awards. By 2013, Alquería ranked among Colombia's largest dairy producers, following Colanta S.A. and Alpina S.A.

Alquería was founded by Professor Jorge Cavelier and his son Enrique Cavelier with the motto, "A bottle of milk is a bottle of health." From Alquería's inception, the Cavaliers looked for ways to innovate on their products and to substantially improve the quality of the milk they offered to their customers, introducing new packaging formats and production techniques. In 1992, Carlos Enrique Cavelier took over at Alquería's helm. His studies in Sociology, Anthro¬pology and Public Administration abroad as well as his years in public service in Colombian po¬litics prepared him to become a business leader who cared not only about his family business' prosperity but also about the communities surrounding the company. During his tenure, Cave¬lier has shown a special commitment to his suppliers -small dairy farmers- helping them with training programs on nutrition and more updated, efficient and quality-enhancing production techniques. He has also played a key role in his organization's communication and identity buil¬ding efforts, as well as a strong network and partnership driver, engaging Alquería stakeholders. Headed by Cavelier, Alquería has taken a leading role in significant national debates, such as the ones on corporate responsibility in post-conflict scenarios, on free trade treaty challenges, and on Colombia's competitiveness issues, among others. The company's current management has received national and international awards. By 2013, Alquería ranked among Colombia's largest dairy producers, following Colanta S.A. and Alpina S.A. Case B looks at the advantages and potential of the strategy pursued to include suppliers in Alquería's overall strategy via an initiative deployed at La Macarena, which provides the grounds for a second debate, complementing and delving deeper into the learning objects set for this case.

In 2008, the chairwoman of the Neoglory Holdings Group (Group) convinced her 23-year-old son to join the Group’s fashion jewelry business. By 2014, she was determined to quadruple the Group’s assets to RMB 100 billion in 10 years. While she had just appointed her son as the vice-president of the Group in order to help her achieve such an ambition, she pondered when she should let him fully take over the Group; whether she should hire non-family executives (following disappointing results from them in the past); and how she should draw in her other family members. How could her son nurture the career development of his extended family members and set up a family council? With his goal to make the Group the most harmonious family business in China and a role model throughout the world, he would have to establish effective family governance.

In fall of 2015, the Toronto, Canada-based education technology non-profit Rumie had distributed thousands of computer tablets preloaded with collections of thousands of pieces of curated educational content to nongovernmental organizations (NGOs) in some of the most impoverished countries around the world that lacked basic educational resources. Founder and executive director Tariq Fancy, with his team, was deciding whether to accept a large new order from an NGO in Pakistan that would require Rumie for the first time to provide ongoing services such as teacher training, performance monitoring, and other support. Some on the team felt that providing a full suite of bundled services would detract from their recent push to decouple Rumie's software and services from the physical tablets to achieve greater reach and scale. In October 2015, Rumie opened the LearnCloud, its proprietary online content curation portal for NGOs, to the public. Now anyone could discover, share, and rate free digital educational content from any source. Fancy considered, "Education Access represents a big order and huge growth, but does it lead us into doing things we haven't done before, may not be good at, and may not be scalable to be used by different partners in different geographies?"