The EMco and SolarT case is presented in a series of four short vignettes involved two women, Carrie and Marguerite, who have a twenty-year friendship. Carrie, a venture capitalist, sits on the board of an energy management company called EMco. When EMco's CEO reports that he is recruiting for a new VP of Sales, Carrie immediately introduces him to Marguerite, a seasoned sales executive. Marguerite soon joins EMco and the next three vignettes explore a series of issues she faces in her role. Vignette A presents a conversation between Carrie and Marguerite, 18 months into Marguerite's tenure, in which Marguerite shares with Carrie that she is considering leaving EMco for a different opportunity, fueled by her desire to become a CEO someday. The second vignette also has Marguerite discussing with Carrie her desire to move on from EMco, but to join SolarT, a solar energy company for which Carrie is also a board member. Finally, Vignette C explores the scenario where Marguerite goes to work for SolarT, which is the arch rival of another company, Blue, for which her father is a board member. All of these vignettes are presented in the context of the ethical decisions both Carrie and Marguerite must make to avoid conflicts of interest in each of these three scenarios.

The EMco and SolarT case is presented in a series of four short vignettes involved two women, Carrie and Marguerite, who have a twenty-year friendship. Carrie, a venture capitalist, sits on the board of an energy management company called EMco. When EMco's CEO reports that he is recruiting for a new VP of Sales, Carrie immediately introduces him to Marguerite, a seasoned sales executive. Marguerite soon joins EMco and the next three vignettes explore a series of issues she faces in her role. Vignette A presents a conversation between Carrie and Marguerite, 18 months into Marguerite's tenure, in which Marguerite shares with Carrie that she is considering leaving EMco for a different opportunity, fueled by her desire to become a CEO someday. The second vignette also has Marguerite discussing with Carrie her desire to move on from EMco, but to join SolarT, a solar energy company for which Carrie is also a board member. Finally, Vignette C explores the scenario where Marguerite goes to work for SolarT, which is the arch rival of another company, Blue, for which her father is a board member. All of these vignettes are presented in the context of the ethical decisions both Carrie and Marguerite must make to avoid conflicts of interest in each of these three scenarios.

In 2015, Burger King, one of America's oldest fast-food chains, continues to face fierce competition from McDonald's, Wendy's and the emerging fast-casual restaurant chains. As a result, Burger King needs to develop a marketing mix that will distance it from its competitors and narrow the gap with McDonald's, the industry leader. The marketing mix will also influence Burger King’s allocation of resources between domestic and international markets.

In 2009, the Tata Nano entered the Guinness Book of World Records as the lowest priced car in the world. It was predicted that with the Nano, the Indian car market would expand by 65 per cent. But despite the car’s initial popularity, the final demand for it was low. By 2012, the Nano plant was operating at only 25 per cent of its capacity, and by 2014, Nano production was limited to only three days per week. After introducing the Nano Twist and trying to reposition the Nano as more than a “cheap car,” Tata Motors was considering permanently ceasing production of the Nano and using the plant to manufacture other sedans. What had gone wrong with the Nano and what was in store for its future?

In the dynamic online travel industry, the founders of mygola.com (mygola) needed to decide on the company’s future growth trajectory. The online travel industry was booming, but online travel planning was at a relatively nascent stage. In the travel-planning space, mygola’s initial service offering had been well received but the need to scale up was pressing. The existing product leveraged technological efficiencies and human judgment to provide customized answers for users’ travel queries. The new product, on the other hand, could change mygola’s way of doing business going forward. Though it was untested, it had the potential to put mygola on a higher growth path. The choice of product would mean that mygola would have to make a host of other decisions regarding the business. The decisions that the co-founders had to make could very well turn out to be the most important in mygola’s growth story.

In 2009, the Tata Nano entered the Guinness Book of World Records as the lowest priced car in the world. It was predicted that with the Nano, the Indian car market would expand by 65 per cent. But despite the car's initial popularity, the final demand for it was low. By 2012, the Nano plant was operating at only 25 per cent of its capacity, and by 2014, Nano production was limited to only three days per week. After introducing the Nano Twist and trying to reposition the Nano as more than a "cheap car," Tata Motors was considering permanently ceasing production of the Nano and using the plant to manufacture other sedans. What had gone wrong with the Nano and what was in store for its future?

In the dynamic online travel industry, the founders of mygola.com (mygola) needed to decide on the company's future growth trajectory. The online travel industry was booming, but online travel planning was at a relatively nascent stage. In the travel-planning space, mygola's initial service offering had been well received but the need to scale up was pressing. The existing product leveraged technological efficiencies and human judgment to provide customized answers for users' travel queries. The new product, on the other hand, could change mygola's way of doing business going forward. Though it was untested, it had the potential to put mygola on a higher growth path. The choice of product would mean that mygola would have to make a host of other decisions regarding the business. The decisions that the co-founders had to make could very well turn out to be the most important in mygola's growth story.

Whether taught to students unfamiliar with U.S. business culture or to students unacquainted with working in China, this case allows for an exploration of values that shape attitudes and behaviors in both countries. The material presents one executive's unique leadership experience in managing across cultures. From creating cross-cultural teams to balancing the goals of corporate in the United States and local operations in China, Owen Rankin's role as a leader in the middle is rich with experiences dealing with preconceived notions. The case works as a source for any manager working outside his or her home country. In the (A) case Owen Rankin, VP of corporate reputation at Johnson & Johnson (J&J), is appointed to head up J&J's Olympic Games committee. He was tasked with convincing others in the organization to move forward on the project. Rankin and his team spent months going back and forth to China, meeting with J&J business-unit leaders, and trying to persuade them to support the project. The (A) case ends at Rankin and his core committee back in China at their final decision-making meeting-would it be a go or a no-go decision? The (B) case presents Rankin's experience to build a team, engage stakeholders, develop and activate programs, attend the games, and then wrap up the closing of the sponsorship. As Rankin and his team supervised the dismantling of the event, thoughts turned to the next Olympic Games in Vancouver, Canada, and London, England. Should J&J continue to be a sponsor?

Whether taught to students unfamiliar with U.S. business culture or to students unacquainted with working in China, this case allows for an exploration of values that shape attitudes and behaviors in both countries. The material presents one executive's unique leadership experience in managing across cultures. From creating cross-cultural teams to balancing the goals of corporate in the United States and local operations in China, Owen Rankin's role as a leader in the middle is rich with experiences dealing with preconceived notions. The case works as a source for any manager working outside his or her home country. In the (A) case Owen Rankin, VP of corporate reputation at Johnson & Johnson (J&J), is appointed to head up J&J's Olympic Games committee. He was tasked with convincing others in the organization to move forward on the project. . Rankin and his team spent months going back and forth to China, meeting with J&J business-unit leaders, and trying to persuade them to support the project. The (A) case ends at Rankin and his core committee back in China at their final decision-making meeting-would it be a go or a no-go decision? The (B) case presents Rankin's experience to build a team, engage stakeholders, develop and activate programs, attend the games, and then wrap up the closing of the sponsorship. As Rankin and his team supervised the dismantling of the event, thoughts turned to the next Olympic Games in Vancouver, Canada, and London, England. Should J&J continue to be a sponsor?

A burgeoning mobile application entrepreneur has developed an interesting potential product with her friends. However, when she encounters an investment opportunity, she decides to seek legal advice for the first time in her business life. As a result of her initial meeting with a lawyer, she realizes how unprepared she is and some of the tough questions that she will need to answer.

The chief executive officer of TCL Multimedia, a global TV manufacturer based in China, looked at the company's first-half financial results with some concern. The results did not meet his expectations, and the company had lost market shares, both in China and internationally. Although he was confident that the new, recently adopted corporate strategy would enable a better future positioning of the company, he knew that without the appropriate supply chain design, the effectiveness of the new corporate strategy could suffer.

Following a successful career in finance, Torsten Thiele devoted himself full-time to the challenging cause of ocean conservation and stewardship. In August 2015, Thiele had already come a long way in spearheading initiatives towards the protection of the ocean: from building meaningful connections, to starting the non-profit Global Ocean Trust aiming to protect the ocean, and drafting a proposed system for a Global Ocean Bank for Sustainability and Development (OBSD). But Thiele still struggled to identify the best approach to advance the OBSD at the upcoming Conference of the Parties (COP21) meeting, where he could finally get closer toward a legally-binding universal agreement for countries to consciously protect the ocean.

In 2013, Howard Fischer (hedge fund founder) and Eric Jacobsen (serial entrepreneur and private equity investor) established Gratitude Railroad as a community of impact investors in nine different "tracks." Each track represented a different concept for using capitalism to impact a social or environmental problem. The founders hoped to prove that impact investing could earn market rate returns or better, while achieving a positive social and environmental impact. After over a year of progress, they had to determine the best path forward for their community and how to prioritize between the tracks in order to maximize their impact.

Tom Santel, a former CEO of Anheuser-Busch's international subsidiary, pursued his initial interest in addressing St. Louis' educational challenges, which morphed into an early childhood health intervention program given the strong links between health and education. The initiative focused on connecting existing assets across the city to support the healthy development of infants until they reach third grade. Coordinating the collaboration between businesses, civic organizations, higher education, and nonprofits was challenging.

This article presents an integrated, contingency perspective on family firm innovation called Family-Driven Innovation (FDI). The framework highlights the need for consistency between a family firm's strategic innovation decisions and its idiosyncrasies to achieve and sustain competitive advantage through innovation. This article also offers some directions for future research on FDI and serves as an introduction to this special section on family firms.

Family business socio-emotional preferences are often Janus-faced. Some strive to create a strong business they can pass on to offspring by building innovation-promoting resources such as human, relational, and financial capital. Other family firms cater to family desires for unqualified nepotism, altruism towards undeserving kin, and appropriation of firm assets to fulfill parochial desires that erode these resources. This article explores how such preferences, together with their impact on resources and the innovation demands of their markets, shape the approach to innovation.

How can a family business reduce environmental uncertainty and dependence by developing its business model, changing the logic of creating and capturing value through its activities? Cimber, a Denmark-based family-owned airline, has developed different business models since its establishment in 1950. Resource dependence theory can help illuminate the actions that Cimber took in this process. The family played an important role in balancing internal and external influences, shaping the scope and complexity of the business model, and creating specific path dependencies.

Innovation in family firms is often driven by family assets, valuable resources that are particularly prevalent in family firms. For example, they have particularly strong networks that can be deployed in an innovation context. These family assets can over time atrophy and stifle rather than stimulate innovation performance. However, family firms can fight this process by institutionalizing innovation within the family and the firm by means of family and corporate governance and through incentivizing key individuals in the innovation process.

Innovation is essential for family firms to remain competitive. One means to enhance the success of innovation within family firms is to assess readiness prior to beginning the innovation process. This article introduces the Readiness for Innovation in Family Firms (RIFF) framework, which provides a diagnostic assessment and identifies multiple factors associated with innovation readiness. By applying the RIFF framework, managers of family firms can focus on specific factors that prepare the firm to engage in the innovation adoption process, increasing success.

Alfred Chandler, the celebrated business historian, provided detailed descriptions of the reasons for failed human commitments and the managerial tools needed to prevent/remediate such failings in the context of large business firms. Chandler's historical narrative identifies three distinct "faces" of bounded reliability-opportunism, benevolent preference reversal, and identity-based discordance-as the main drivers of commitment failure. Adopting bounded reliability (BRel) as a micro-foundation in management studies will raise the quality and relevance of scholarly recommendations to improve managerial decision making and action, because analysis of BRel challenges closely mirrors the real-world problems facing practicing managers.