Set in 2013, Elaine Ng, CEO of the National Library Board of Singapore (NLB), has to ensure the library remains relevant in the new knowledge economy. The goals of the library have changed from providing convenience and accessibility to information to building social capital and facilitating knowledge sharing under the auspices of the Ministry of Information and the Arts. Additionally, new mediums have become available to access information and people can now access information remotely. NLB has also added more depth and breadth to its book collection to meet the specific needs of niche groups such as young professionals and the business community. As a knowledge leader, NLB is taking the lead in environmental sustainability as they partnered with various organisations in conservation efforts. Their partnership with City Development Limited went a step further in creating the world's first green library for children, My Tree House. It was constructed using sustainable materials and was stocked with literature on environmentalism. The collaboration resulted in an on-going effort to educate the young in environmental sustainability.
A recent law-school graduate is delighted to land a job as a junior associate at an up-and-coming legal firm in New Delhi, India. In spite of his initial enthusiasm for the job, after just three months, the young man is on the brink of quitting. The firm has failed to meet its promises with respect to compensation and the nature of the work assigned. After many fruitless attempts to rectify the situation, the young associate is left feeling powerless, cheated and angry. A series of futile arguments with his immediate superior have left him all the more bitter, as he believes that his boss holds some sort of personal grudge against him. He now wonders whether he should quit this job he so desperately wanted, or tough it out and wait for things to get better.
This case is set inside IBM Research's efforts to build a computer that can successfully take on human challengers playing the game show Jeopardy! It opens with the machine named Watson offering the incorrect answer "Toronto" to a seemingly simple question during the championship match. Was the answer a reflection of a strategic weakness, or was it actually consistent with design principles established by the development team? The case seeks to expand students' view of the product development process. Traditional software development projects begin with the gathering of requirements and analysis of the problem, and the writing of a detailed specification. The Jeopardy! problem is different-it requires a probabilistic approach where there is no closed form solution. Instead statistical patterns in the data are important and there is no obvious mapping to the way queries are expressed. Such problems are increasingly common in data mining, optimization problems, or Internet applications where the goal is to find an acceptably good solution in a short amount of time, when a deterministic approach might be less fruitful or impractical. We aspire for students to recognize that product development can take many forms, and that these are enabled by creativity and the right organizational flexibility and mindset. This abridged version of the case focuses on the choice of Jeopardy! as the development target, and the approach taken by the development team. The original case is HBS No. 612-017, and has much more detail on the design strategy for the Watson system.
A recent law-school graduate is delighted to land a job as a junior associate at an up-and-coming legal firm in New Delhi, India. In spite of his initial enthusiasm for the job, after just three months, the young man is on the brink of quitting. The firm has failed to meet its promises with respect to compensation and the nature of the work assigned. After many fruitless attempts to rectify the situation, the young associate is left feeling powerless, cheated and angry. A series of futile arguments with his immediate superior have left him all the more bitter, as he believes that his boss holds some sort of personal grudge against him. He now wonders whether he should quit this job he so desperately wanted, or tough it out and wait for things to get better.
This case allows students to learn the principles of capital budgeting in a global context. It features a power company in Brazil that is a subsidiary of AES Corporation. A new-to-the-firm manager is assigned his first big project: to evaluate and defend the case for investing in a 500 MW thermal power plant. He must present his findings to the Global Valuation Review team, including a recommendation for the project and a bid price for the upcoming government auction. The manager must build three different valuations: a base case, an optimistic scenario, and a pessimistic scenario.
Only about one-third of unethical corporate behaviour is driven by a desire for personal gain — greed isn’t the key issue. This article debunks myths of unethical corporate behaviour and argues that such behaviour is most often a result of situational and contextual factors, job dependence and cognitive factors. No evidence suggests that the average businessperson has a Machiavellian personality. Although some unethical workplace behaviour is self-serving, most unethical acts are the result of managers encountering moral dilemmas. They can act unethically out of desperation, especially when their job security and financial livelihood are challenged. If they behave unethically, they often rationalize their unethical behaviour by believing that what they did was morally acceptable, and emotionally “consume” to address the negative feelings associated with this behaviour. Their organizational dependence causes them to experience added pressure to perform, thus perpetuating unethical behaviour. <br><br> In order to avoid the cycle of unethical behaviour, managers should a) have human resource managers focus on providing employees with career counselling and development opportunities so as to avoid becoming too dependent on their employers; b) try to live within their means; c) keep an independent ombudsperson in the firm that can assist when they encounter moral dilemmas; d) implement ethical training programs; and e) practice ethical leadership. The outcomes associated with workers behaving badly are often relatively benign, ranging from lost office supplies and inflated expense reports to minor customer deceptions and white-lie tax filing. Collectively, however, the cost of these acts is enormous, and the business world needs a better understanding of what makes managers misbehave.
Facebook celebrated its ten year anniversary in February 2014. Over the past decade it has grown into the largest social network in the world with one billion users. After filing an IPO in 2012 at a $104 billion valuation (the third largest IPO in U.S. history), the stock price steadily declined, but recovered after the company implemented an effective advertising strategy. Facebook worked to maintain its "hacker ethos" and remain nimble as it matured. The company was worth close to $200 billion. Could this kind of value sustain itself for years to come?
This case reviews Emerson Electric's proposed acquisition of Avocent Corporation in 2009. The focus of this case is how a technology company such as Avocent, with a dramatically different business model compared to its acquirer, should be integrated into a large, multi-industry conglomerate like Emerson. Underlying this managerial question is a broader strategy question-under what conditions should the acquiring firm A modify its own business model and/or fold itself into its acquisition B, rather than trying to integrate B into the old business model? The case also touches upon themes related to the management of human capital during the acquisition of a technology startup.
After years of rapid growth, Peru's economy had recently slowed. Mineral prices were down and the current President, Humala, had only a year remaining in office before the next election. And he could not run again. While the country had many strengths, especially in minerals, natural resources and tourism, infrastructural problems, corruption, drugs, and inequality continued to plague its growth. The next election would help determine Peru's future growth.
After 16 years in management consulting, Barış Karakullukçu left to become the CEO of Mudo in 2012, one of the best-known names in Turkey's retail industry. She was tasked with leading Mudo's transition from a family business to a more institutionalized, corporate structure and ensuring a smooth handover of the company from the first to the second-generation owner. As CEO, she makes a series of difficult decisions to transform the company. She develops a new performance management system, reengineers most of the operations, and replaces 80% of the management team including several C-level executives. Two years later, the impact on operations is positive, however the company's profitability continues to struggle. Karakullukçu must decide how best to move forward. While the founder seeks rapid and opportunistic growth, Karakullukçu believes that the company should stabilize its cost structure and limit expansion plans.
Mark Verbiest, Chairman of Transpower New Zealand, initiated a performance review of Transpower's board of directors. The review, which took four months to complete, provided board members with individualized feedback on their performance, as well as information on how the overall board functioned as a team. As Verbiest considered the feedback from this process he questioned, was Transpower's board operating at optimal performance levels? Was Transpower's new CEO receiving the support she needed to fulfill her responsibilities? And, in light of the evaluation's findings, what should the board's action plan be?
This exercise will help students understand how to develop a Strategic Marketing Plan: an essential skill, but one that many business, government, and organizational leaders are not equipped to develop strong and competitively superior strategic plans. Because it is complicated to develop a case with the information needed for students to practice developing a Strategic Marketing Plan, this exercise is designed to help students understand how to create a strategic plan in the context of their own brand creation. As such, this exercise not only provides students with practice creating a strategic plan, it has a side benefit of helping them achieve greater success during their internships and careers through more proactive thought and management of their professional brand. In general, this exercise should provide useful, practical insight regarding what it takes to create and demonstrate a superior brand at work, while generating depth of insight about the process of creating a strong strategic plan. This exercise is intended for more advanced students (e.g., undergraduate seniors or MBA, executive MBA, or executive education students) at any point during the business school curriculum. It is designed to follow either "Your Professional Brand: Creating a Brand Essence Statement for Your Internship" (UVA-M-0881) (designed for use by someone starting a dream internship) or "Your Professional Brand: Creating a Brand Essence Statement for Your Career" (UVA-M-0887) (designed for use by someone starting a dream full-time job), which help students understand how to create a superior Brand Essence Statement (BES). The assignment in this exercise also requires students to read and work with "Developing a Superior Brand Essence Statement" (UVA-M-0892) and "Developing a Superior Creative Brief Plan" (UVA-M-0890).
P&G Canada faces ongoing global pressure to increase productivity and reduce spending. Thom Lachman, President of P&G Canada, is seemingly out of options that will make a large enough impact without harming the business, until the idea of a radical space reduction strikes him. The case follows Lachman, working closely with Country HR Manager Jane Lewis, from idea inception to the eve of the company-wide transition to a dramatically scaled-down and reorganized office space. In particular, the case provides a basis for discussion surrounding employee motivation-specifically as it is affected by the change management process and workspaces, benefits versus perks, and sorting effects. A (B) case details the outcome of the office space transition.
Although not all MBA students end up working in a marketing function and/or on a brand per se, all students will develop a professional brand, whether it is proactively built or created through happenstance. This exercise helps guide students through a process to think strategically about how to develop their professional brand at work. It is used in conjunction with a technical note that details how to build brands using a tool called the Brand Essence Statement. In this exercise, students are asked to use the tool to create their own Brand Essence Statement, focused primarily on the brand image that the students wish to achieve as a full-time employee. This exercise is appropriate in a general marketing, brand management, or strategic marketing course at the undergraduate or graduate levels during a module focused on branding. It should be used in conjunction with the technical tool and a discussion on Brand Essence Statements.
Although not all MBA students end up working in a marketing function and/or on a brand per se, all students will develop a professional brand, whether it is proactively built or created through happenstance. This exercise helps guide students through a process to think strategically about how to develop their professional brand in an internship setting. It is used in conjunction with a technical note that details how to build brands using a tool called the Brand Essence Statement. In this exercise, students are asked to use the tool to create their own Brand Essence Statement, focused primarily on the brand image that the students wish to achieve during the internship period. This exercise is appropriate in a general marketing, brand management, or strategic marketing course at the undergraduate or graduate levels during a module focused on branding. It should be used in conjunction with the technical tool and a discussion on Brand Essence Statements.
The rapid rise of app-based "ridesharing" services, led by San Francisco-based companies Uber and Lyft, had a disruptive effect on the existing market. Uber and Lyft dominated the ridesharing market in the United States and many other markets, although other companies such as Sidecar and Cabulous drove key innovations in the service. By 2015 Uber was clearly the dominant firm. Despite encountering opposition from regulators and traditional taxi companies all over the world, Uber managed to expand to 58 countries and more than 300 cities. In a world of smartphones, apps, and GPS systems, the methods of traditional taxis suddenly seemed obsolete. Was ridesharing truly a value-creating innovation or just a cleverly devised scheme to mask the illegal maneuvers of an unregulated insurgent? Were Uber and Lyft just technology companies that revolutionized the market-making power of advanced data systems and free markets to serve the basic desire of every traveler to get from point to point quickly, conveniently, and cheaply? Or were they glorified illegal cab services, flagrantly cannibalizing an established taxi system?