This case tracks Turkish Airlines' transition from regional player to global powerhouse. With an order for 212 aircraft in the first half of 2013, the airline had moved to double its size and become one of the industry's top-ten players. Growing its fleet would allow Turkish Airlines to fly many more destinations, boost revenues, increase aircraft utilization, and achieve higher cost efficiency. But it would also increase the already intense competition with European giants like Lufthansa, Air France, British Airways, and the fast-growth Gulf airlines Emirates, Etihad, and Qatar Airways. Critical questions faced CEO Temel Kotil and his team: How would Turkish Airlines keep growing without jeopardizing profitability? How would it manage the operational complexities and other external factors? Recruit the best people? Continue to differentiate itself in a fiercely competitive industry?
Discusses leadership from the perspective of seven activities that must be managed if an organization is to be successful. The activities include: (1) strategy formulation, (2) cultural maintenance, (3) customer management, (4) conflict management, (4) customer management, (5) motivation, (6) management control, and (7) authority and influence.
A joint venture company that started its operations in 2004 in India was in the business of growing, processing and marketing fresh fruits and vegetables, both in India and abroad. As new market opportunities emerged in response to the growing demand for frozen products in the domestic market, the company launched frozen vegetables in the Indian market in 2011 and successfully established the supply chain covering contract farming, processing and distributing the product. The following year, the chief executive officer (CEO) of the company was reviewing the first year's performance of frozen vegetable business as part of the annual business plan process. The business was still small and not profitable. The CEO had to decide how to scale up and make the business profitable.
Founded in 1889 in Kyoto, Japan, Nintendo has always operated in the entertainment business, beginning with playing cards and, in the 1970s, entering the electronics and video game industry with a small handheld console. By investing in innovation to ensure continuing delivery of new recreational experiences, Nintendo was dominant until the mid-1990s when the two multinational giants, Sony and Microsoft, entered the market with large investment capital and promotional campaigns. Nintendo competed with these new challengers, but its Wii U and 3DS systems, launched in November 2012, met with little success. In 2014, the company faces many questions as it looks to move forward. Has it lost its innovative edge? Were its strengths in human resources and research and development not being leveraged to their full potential? Can the new strategic directions — to revitalize existing products, take advantage of smart devices, actively utilize existing character IPs and expand into other new markets and other new business areas — successfully revive the traditional dominant position of Nintendo in the game industry? Should it pursue strategic alliances or mergers and acquisitions to acquire required resources and competencies from outside to invest in product and market diversification?
The head of marketing and sales at National Dairy, a quasi-government co-operative enterprise in the Indian state of Odisha, is hounded by the threat from private milk marketing firms that are attempting to overtake the monopoly position enjoyed by National Dairy for close to three decades. The title company’s field salesforce provides intelligence reports from the market, indicating that National Dairy’s authorized retailers and bulk customers (e.g., tea stall owners and restaurants) were slowly switching to competing brands, lured by attractive schemes and better earnings. National Dairy faced the dilemma of wanting to defend its leadership position and build a sustainable competitive advantage while at the same time continuing to uphold its social obligations towards the farming community in Odisha.
T Nexus was incorporated in 2000 and in 2013 became a leader in cloud-based supply-chain management solutions. Born as a technology platform dedicated to the shipping industry and in particular to facilitating supply-chain management for major international carriers, in 2002 GT Nexus became in an SaaS (software as a service) provider, integrating analytics software on its platform. The Global Trade Platform introduced by GT Nexus was a major innovation in the shipping industry: it offered a standardized interface to shippers seeking to book cargo space with major carriers and allowed carriers to manage a far larger customer volume. Over time, the GTN platform became a non-industry specific supply-chain solution, used by some of the largest MNCs (multi-national corporations). GT Nexus expanded its product offering and platform, designing its own software solutions, such as the Trade Solution platform for financing, by partnering with other software companies, such as MicroStrategy and Flagship Custom Service, or by directly acquiring competitors, in the case of Metaship AG in Europe. A final merger with TradeCard in 2013 made GT Nexus the market leader in cloud-based supply-chain management software with over US$100 billion of international trade transactions managed on the platform. After the merger with TradeCard, GT Nexus offered a complete procure-to-pay solution on the cloud, covering every aspect of supply-chain management. The company experienced brisk growth as a pioneer of cloud-computing technology applied to supply chains.
A young engineer at a major Quebec construction company realizes that, over time, he has placed himself in a tricky legal and ethical position: at the request of his immediate superior, a man he respects and to whom he feels indebted, he has repeatedly falsified cost estimates for the public works projects his company is bidding on. The young man thinks about what he should do and the potential impact of his decision on his career and loved ones.
In March 2015, Amazon unveiled to its selected Prime members a wi-fi connected Dash Button that could be attached to home appliances and allowed consumers to make online orders automatically by simply pushing the button. In April 2015, Alibaba, the Chinese e-commerce giant, established "smart living" business unit, taking another step in deeply exploiting the Internet of Things (IoT) business opportunities. Internet of Things was defined as a worldwide information infrastructure in which physical and virtual objects were uniquely identified and connected over the internet. These inter-connected devices would generate and communicate big data dynamically, enhance operational efficiency and create new business opportunities for various industries. The e-commerce sector was no exception to the booming IoT development trend. The IoT would expand the scope and depth of e-commerce by linking people, smart devices and objects that were offline in the current e-commerce business model, generating unprecedented big data on product performance and customer behavior and experience, involving more communication and action, and ultimately shaping the future of e-commerce. How would the IoT change the current e-commerce model? What business transformations could companies undergo to integrate the IoT with existing e-commerce platforms and create new business models and competitive advantage?
"Inconspicuous consumption"--elite consumers' affinity for discreet rather than traditionally branded luxuries--has become a global phenomenon. Work by researchers at Royal Holloway, University of London and elsewhere has identified two best practices that can help companies get out in front of the trend. Firms can redesign offerings to be less conspicuous; Louis Vuitton, Michael Kors, Tesla, and Audi, for example, have begun downsizing or even hiding their logos, while Tiffany has dropped the spelled-out brand name from its fashion jewelry line in favor of a simple "T." Companies can also rebrand around experience, artistry, or utility. For instance, Daimler still markets the Mercedes line in China but has also launched the subtler, all-electric Denza brand there; the hotel chain Jumeirah markets the unique qualities of each of its properties. This reprint contains three additional Idea Watch articles. "The Sorry State of Nonprofit Boards" is a visual presentation of survey results from nearly 1,000 nonprofit directors. Among the findings are that directors lack critical skills, boards lack formal processes, and upheaval is common. "What Your Firm Can Learn from Coworking Spaces" looks at new research showing that people thrive in shared office spaces, and why. "CEO Pay Can Drive Consumers' Decisions" describes experiments showing that people are more willing to buy from companies with CEO-to-worker pay ratios close to what they deem is fair.
We've long sensed that spending time in green landscapes soothes and restores us. Now new research reveals that people benefit from simply looking at nature--for remarkably short periods of time.
A viral video is every marketer's dream. Social viewers--people who watch shared content rather than videos they've found by browsing--are far more likely to buy a product and recommend it to others. But it remains a mystery to most companies why some videos catch fire and others just sputter out. Unruly, a marketing technology company, offers an answer. Its analysis of 430 billion video views and 100,000 consumer data points reveals the two most powerful drivers of viral success: psychological response (how the content makes you feel) and social motivation (why you want to share it).
This article identifies three types of traps that can emerge when implementing workplace flexibility-altered work-life dynamics, reduced fairness perceptions, and weakened organizational culture-and provides core lessons for managers seeking a balanced flexibility approach. First, managers must become flex-savvy to understand the variation that exists in flexibility practices to align implementation with the workforce and organizational context. Second, implementing flexibility must not be treated as an accommodation but as a broader systemic organizational change empowering individuals and teams. The article provides a Worksmart case to highlight how to avoid traps and implement balanced workplace flexibility across multiple stakeholder interests.