Having just emerged from bankruptcy protection, Air Canada faces a corporate restructuring. Many of its assets, including its frequent flyer program, Aeroplan, offer ways to raise cash to stabilize its balance sheet and return capital to its shareholders. Frequent flyer programs have been core marketing tools for airlines since their launch in the early 1980's. Aeroplan represents an important asset for Air Canada as both a strategic and a financial resource that provides rewards through its lucrative frequent flyer program and allows it to reap the financial benefits of its relationship with the Canadian Imperial Bank of Commerce (CIBC) Aerogold credit card. On the other hand, as Aeroplan is diversifying away from the airline and travel industry into a broader loyalty program, its resource requirements, organizational needs, and desire to control its cash flow are not necessarily aligned with those of Air Canada. Air Canada must decide how it should divest Aeroplan and what kind of relationship it should have with Aeroplan after that divestment. What corporate and business relationship would best suit all parties concerned: Air Canada and its shareholders, on the one hand, and Aeroplan and its commercial partners on the other?

The Vanca, an online apparel brand and supplier to online retailers ("e-tailers") has achieved a fair degree of success by focusing on quality, innovative designs, "fast fashion" and a strong network with its customers. Management is looking to grow the business further; however, there are challenges such as uneven sales across some of its product ranges, maintaining its competitive edge and the threat from private labels being introduced by the industry's three largest e-tailers. The Vanca's chief executive officer, a successful entrepreneur, has called a meeting to consider these challenges and to prepare the company's next growth model.

The inventory manager of sales and distribution for Toffee Inc., a confectionery company, had just concluded a meeting with all relevant personnel. The meeting had not been entirely positive. The words of the production manager still echoed in his ears: "If the ingredient inventory is not re-examined and reworked to the firm's advantage then [soon] the final products based on these ingredients will cease to yield the kind of profits that the firm expects." The inventory manager needed to prepare a comprehensive forecasting and inventory management plan with a view to minimize the cost of managing the supply chain by judicious use of resources, better forecasting, and improvement in the ingredient inventory purchasing and management systems.

In mid-October 2007, the chief executive officer (CEO) of the TSX Group was contemplating his strategic options. In March 2009, a decade-long non-compete agreement between the TSX Group and the Montréal Exchange would expire. Under this agreement, the former had been the sole exchange for trading senior equities in Canada while the latter had the monopoly on exchange-traded derivative contracts. Afterwards, both exchanges would be able to compete directly in their respective businesses. The CEO believed a merger between the two Canadian exchanges made strategic sense, especially given the current merger wave globally, but his counterpart had rebuffed his advances. What was the best way to bring his rival to the bargaining table? Should the TSX Group make a hostile bid? How much of a premium for shares should be offered?

The Friends of Western Buddhist Order, an organization dedicated to spreading the teachings of Buddha in modern context, started a giftware company called Windhorse, with a two-part vision of making work a context for spiritual growth and raising money for charity. After operating for more than 20 years, Windhorse experienced challenges in keeping up with its rapid business growth. To bridge this gap, the company recruited non-Buddhists to the organization; however, many of the Buddhist members felt that the purpose and meaning that had bonded the members to the organization was fading. As a result, an increasing number of Buddhists started leaving the organization, while many new members were unwilling to work for the low remuneration. Was it viable for such a value-based organization to continue to pursue financial prosperity?

WoodBarn India was a construction company specializing in wooden houses and buildings. The company had worked primarily for business-to-business buyers but was fairly successful in earning a good reputation. However, to make profits, WoodBarn needed to tap into the Indian middle-class housing market, which was largely dominated by brick-and-mortar houses. The major challenge was to educate consumers and break the existing mindset that wooden houses were non-durable. Additional challenges related to procurement since the required raw material was not available in the domestic market and obtaining the same increased the final price of the product.

In December 2012, the senior management team of Whole Foods Market Inc. was contemplating the company's options for international expansion, including further expansion in Canada. The company, headquartered in Austin, Texas, was a natural and organic foods supermarket that had become known and trademarked as "America's Healthiest Grocery Store." It had seen steep growth since its inception in 1977 and had an appetite for more. Ten years ago, its first Canadian store was opened in Toronto, followed by three more stores in Ontario and four in British Columbia. Was it time to expand deeper now and, if yes, into which provinces? It would be interesting to expand into Quebec with a store location in Montreal, but that province had a strong union presence, which was inconsistent with the company's culture. Also unclear was which management team should be running an extensive Canadian operation. Should the current U.S. team facilitate the expansion, or should a Canadian management team be developed? A systematic approach to assessing the options was needed.

The equity analyst for a large investment bank is in the process of evaluating a potential takeover of Shoppers Drug Mart, Canada's largest drugstore retailer, by Loblaw Companies Limited, Canada's largest grocery retailer. Rumours of the takeover have been circulating for some time, and the analyst wants to provide her buy-side clients with both her comments on the proposed transaction and her assessment of a reasonable offering price.

By 2013, Victoria's Secret, one of the most successful intimate apparel companies in the world, controls 35 per cent of the global lingerie market from its headquarters in California. However, the company's gross profits are beginning to decline because of higher buying and occupancy expenses and higher promotional costs. This slide in profitability, if left unchecked, has the potential to destroy the share price and brand equity of this eponymous brand. What can be done to reverse these financial trends?

On July 12, 1971, Sport Participation Canada, a not-for-profit company, was established by the Canadian government to encourage Canadians to increase their physical activity levels to fight the "obesity epidemic" that was causing health care costs to soar. One year later, the company was nationalized and renamed ParticipACTION. To spread its message, it relied on humourous ads, especially on TV, to encourage adults and children to exercise more. Despite considerable public support, the organization did not have enough capital to continue its operations without increased government funding and was forced to close in January 2001. The resulting uproar led the government to change its mind, and ParticipACTION was revived in 2007. However, its success with nationwide programs such as Sports Day in Canada and Bring Back Play was not enough to save it from further cuts in 2014. Would turning to social media outlets help to re-energize its campaign to encourage Canadians to adopt a healthier lifestyle? Could the organization attract enough donations from the public and private institutions to make up for the shortfall in government funds? These were the dilemmas facing its board in 2015.

"Intel's Mobile Strategy in 2015 and Beyond" examines the company's 2014 - 2015 strategy to become a more important mobile player. In early 2015, the semiconductor giant had virtually no presence in the smartphone market, and had only recently gained a real presence in the tablet market. Getting into the mobile market was strategically vital for Intel as the notebook market had been shrinking due to cannibalization from tablets. Flattening demand for notebook processors also meant that production volume in Intel's multi-billion fabrication plants was flattening as well. Intel's mobile efforts had led to losses of $5 billion by the first quarter of 2015. Most phones and tablets ran on a competing architecture designed and licensed by ARM Holdings, and Intel competitors Qualcomm, Apple, Samsung and MediaTek made most of the processors for mobile devices. Intel's efforts to gain market share included compensating its manufacturing customers for the cost of using Intel's more expensive chips. Its goal was to supply chips for 40 million tablets by the end of 2014 (which it exceeded). Intel was also engaging in new partnerships and investment tactics in China to sell Intel-branded chips for the low end of the tablet market. In pursuing the mobile market, Intel had encountered technology challenges and delays, as well as an internal resistance to selling the lower-priced, lower-margin mobile processors, despite having data showing customers' increasing desire for mobile products. Intel had very little time to establish a relevant presence in the mobile market, and the question was whether implementing these new strategies would be enough.

In May 2013, the owner of Sawdust, Co., a small woodworking business outside Kigali, Rwanda, had to decide on a new strategic direction for his company while not compromising its past success. He had started the company in 2007 with the goal of revolutionizing the sawdust industry in his country while also promoting social welfare in the region by offering employment to both survivors and perpetrators of the 1994 genocide. Although the company has achieved modest profits, he is eager to do more. However, some tough decisions lie ahead. He can choose to go alone and take out bank loans to invest in the three lines of machinery needed to expand the business; he can engage in a joint venture in which he will have to give up an equity stake in return for the required capital; or he can follow the status quo. How can he achieve top line revenue growth, remain profitable and socially responsible and withstand international competition?

The chief financial officer at Beijing Automobile Group Co. Ltd., a large Chinese state-owned automobile manufacturer, is weighing up whether the company should purchase an equity stake and/or access to the intellectual property rights and production equipment of Saab Automobile, the troubled Swedish premium automaker owned by General Motors. Previous experience of Chinese technology acquisitions in the auto sector has given him pause for thought. He has to weigh up the likely return on investment, the ability of the company’s workforce to absorb and develop new technology, and the role of competitors in China’s rapidly growing auto market. He has three options: purchase access to Saab’s intellectual property rights alone, purchase an equity stake as well as access to those rights or do neither. If he goes ahead with either of the first two options, and if the gamble pays off, he will enhance his own reputation and that of his company. However, if the gamble fails, not only reputation but potentially a lot of money will be lost and much effort wasted in trying to absorb a foreign product into current operations.

In July 2014, the managing director of Lakshmi Projects in Delhi, India, finds himself struggling with the marketing and sales strategy for the year ahead. Founded in 1997, the company specializes in offering turnkey solutions for bulk material handling systems for industries in the fast-growing infrastructure segment of the Indian economy; its two main product categories are elevator and conveyor systems. Yet, the company was failing to meet its sales targets, largely due to an overextended and underachieving salesforce. What was the right structure for the sales, after-sales and quality teams in the organization? An additional concern was that a sales strategy for the company’s new product, set to launch in October 2014, had not yet been decided. Fluctuating industry dynamics, financial strains, field sales and service requirements meant that this was a complex decision that held larger consequences for the company’s future.

In November 2013, the senior manager of Human Resources at Attock Refinery Limited, headquartered in Morgah Rawalpindi, Pakistan, is considering whether to amend the current performance appraisal system to bring it in line with the goal of creating a performance-oriented culture in the company, which refines 70 per cent of the country’s crude oil. Significant changes had been made over the last 14 years, but the current performance management system is still not distinguishing between different categories of performers, and employees continue to complain that everyone gets more or less the same ratings and pay increments regardless of the amount or quality of the work they do. Should the weights for objective setting and competencies in the appraisal forms be adjusted? Should competencies be better defined and training sessions held on how to objectively evaluate them? Should there be more direction at all levels in setting specific, measurable, attainable, realistic and timely objectives? Considering the views of employees and managers in all departments, he must decide what, if any, changes should be made to promote the desired company culture.

The Executive Director (ED) of a not-for-profit that provided family-centered services to children with disabilities was concerned about the organization's sustainability. The organization was heavily dependent upon financial support from government, however, this funding was insufficient to cover all operating expenses and address the growing demand for services. The ED was interested in developing long-term strategic partnerships to build awareness and generate greater financial support for the organization while remaining true to the organization's mission. She needed to assess current partnerships and determine where to best direct her efforts regarding new partnerships. She also wanted plan that was realistic given the organization's limited people resources.

Board members of a youth camp affiliated with the United Church of Canada were contemplating how to improve the competitive positioning of the camp. The organization recently received a relatively large donation and the Board Chair viewed it as an opportunity to revisit the organization's direction and positioning relative to other camps in the area. The organization faced competition from a number of faith based and non-faith based camps, most of which offered more diverse programming or were positioned with a stronger Christian message. The Board needed to determine how to improve the organization's competitive position without jeopardizing its Christian roots and core mission. It also had to decide how the donated money could support this, whether through a new building or other means.