This case examines how Harley-Davidson has worked to globalize its business by focusing on how CEO Matt Levatich and India country manager Anoop Prakash assess and act on the opportunities and challenges posed by entering the Indian market, and where and how the lessons they learn there are applicable elsewhere both geographically and within Harley-Davidson's organization.
This case examines how Harley-Davidson has worked to globalize its business by focusing on how CEO Matt Levatich and India country manager Anoop Prakash assess and act on the opportunities and challenges posed by entering the Indian market, and where and how the lessons they learn there are applicable elsewhere both geographically and within Harley-Davidson's organization.
Developers Jonathan Rose and Adam Weinstein were trying to determine which of three proposals to submit to the city of New York in response to a RFP to create an affordable housing project in the South Bronx. The site, referred to as Via Verde, was a 1.5-acre triangular brownfield in one of the poorest neighborhoods in New York City. It was 2006 and the housing market was peaking but had not yet crashed. Both Rose and Weinstein were experienced developers of low-income housing, the former as CEO of the Jonathan Rose Companies, a national developer, and the latter as CEO of Phipps Houses, the largest non-profit developer and manager of low-income housing in NYC. The three proposal options differed in their risk and return profiles for the developers, and differed in how much they incorporated health-oriented, mixed-income living for the residents.
In summer 2010, unusually intense monsoon rains in Pakistan triggered slow-moving floods that inundated a fifth of the country and displaced millions of people. This case describes how Pakistan's government responded to this disaster and highlights the performance of the country's nascent emergency management agency, the National Disaster Management Authority. It also explores the integration of international assistance, with a particular focus on aid from the international humanitarian community and the U.S. military. Case number 2015.0
The case follows Brad Griffith, the founder of Gametime, a mobile application for purchasing and redeeming event tickets. The case examines how Griffith assesses whether he has found an attractive business opportunity initially, and later whether he has found product/market fit. It also describes Griffith's decision to be a solo founder and how he leverages contractors and advisors in building the product.
The case follows AngelList, an online platform connecting entrepreneurs with investors, as it searches for product/market fit and business models. Founded in 2010 by entrepreneurs Naval Ravikant and Babak Nivi, AngelList begins as a project to give back to the start-up community. Ravikant and Nivi write a blog that provides founders with advice and then build AngelList to give them access to investors. However, investors often have incentives to interact with entrepreneurs using traditional modes of communication in order to protect their access to top startups, limiting trackable activities and outcomes on AngelList.
This case challenges students to take a holistic view and analyse root causes ranging from management support, integration of company and supply chain strategy onto cross-functional engagement and required decision-rights to formulate a call for action towards top management to turn supply chain into a competitive advantage. The reader will need to acknowledge supply chain performance drivers (e.g. SKU portfolio complexity) outside logistics and warehouse management that would need to be integrated into their final recommendation. The case can be used effectively to motivate the relevance of supply chain management towards a general management audience or to summarize a series of lectures on supply chain management at the end inviting the participants to draw up an integrative proposal for improvement.
Vasudev Nair, CEO of PENPOL, a medical devices company in India, was facing a financial crisis. With debt mounting and cash flow becoming increasingly problematic, he had to make some decisions about the future of the company. Incorporated in 1987 under Nair's leadership, PENPOL began as a producer of hematology products with the introduction of its innovative blood bag product. The blood bag business was expanded with the introduction of multiple types of bags and blood bag equipment. In 1993 the company entered the urology business with the introduction of urine bags and within four years the urology line was expanded to include stone management devices, leg bags and foley catheters. Growth in the urology business was met with limited success however, and by 1998 PENPOL had exited all but the urine bag product line. The failed launches resulted in huge inventories of unsold goods and problems getting payment from stockists (distributors) that contributed to the company's mounting debt and cash problems. In addition, the Urology Division's flagship product, the urine bag, faced intensified price competition. PENPOL's Blood Bag Division was also suffering due to increased competition in the Indian market. Vasudev Nair had to stop the bleeding. He considered a few alternatives. Knowing that the company had no more access to debt financing, he considered the possibility of securing private equity or the infusion of funds from some of the co-owners of PENPOL. With this infusion of funds, could he or should he save both the Blood Bag and Urology Divisions? Should he divest or sell the Urology Division in order to bring in funds to shore up the blood bag business? Divesting the Urology Division would mean sacrificing the star product, the urine bag, which after much effort was gaining acceptance in the market. Given that a competitor had expressed interest in the company, he considered establishing a joint venture with the competitor.
David Perkins moved to Park City, Utah in May of 2004 to make and sell craft whiskey. From the biotech industry with an MBA, but no experience in spirits, he saw growth in the sophisticated super premium segment. His "big idea" was to build a Western brand. He spent two years preparing, then launched "High West" late in 2007. He then faced a critical choice on how to grow. Should he hire a sales/marketing team or build a distillery? While his realtor found four distillery locations, he searched for sales talent. The case puts students in Perkins' shoes deciding on strategies with far-reaching implications.
This case focuses on a major manufacturing division ($1.2 billion sales; 5500 employees) of a global oilfield services company as it converts from a departmental organization with a "traditional" machine shop hierarchy to a team-based environment. During the conversion, roles and responsibilities change from a traditional foreman structure to a Self-Directed Work Team (SDWT) structure for the Radial Bearing Team. Individual behaviors and the dynamics of change influence how the team copes with new responsibilities, authority and problem solving as together, they manage equipment utilization and the day-to-day workflow, and control quality. Some dysfunction arises as the leaders of this organization manage the change process while trying to support the new roles and ideas. The team is successful, but everyone has to encourage innovation while adapting to the changing environment. The case also highlights specific techniques the team adopts for monitoring its performance as it assumes responsibility and accountability for quality improvement. Management had challenged the unit's leadership to produce results that justified the implementation of Self-Directed Work Teams (SDWTs). Now, George Smiley, the machine shop manager, and Shane Husky, the internal OD specialist, had to present evidence to help management decide if expansion of the SDWT program was warranted and the best practices learned from the RBT experience that would contribute to future success.
Simon Rothman had recently been promoted from executive-in-residence to Partner at esteemed venture capital firm Greylock Partners and placed in charge of managing a $100 million early-stage fund commitment dedicated to online marketplaces. In Greylock's view, 2014 was a special moment in time for online marketplaces, the beginning of a boom in the space that was being catalyzed by mobile technology and social identity. Rothman was the right man for the job. An early eBay employee, he had founded eBay Motors and turned it into a multi-billion dollar business and also advised several successful online marketplaces such as Lyft, Wanelo and TaskRabbit. For his first investment as Partner, Rothman was particularly interested in the food delivery space, which was ripe for disruption by online marketplaces. Rothman had five food delivery startup options to choose from, a philosophy on how to analyze marketplace businesses, and a few weeks to make his first ever investment as a Partner at Greylock.
WeaveTech, formerly Johnson-Ware, is a clothing company that produces jackets, coats, overalls, coveralls, and fire-resistant clothing for the military. A private equity firm renamed the company after it acquired Johnson-Ware several years ago. WeaveTech now faces a changing market, and its new CEO is planning to change its strategy. As part of this strategy, the CEO wants to cut the number of WeaveTech managers by 20%. He asks Frank Jennings, WeaveTeach's VP for Human Resources, to recommend how to do so. Jennings has done his best to balance these changes with the company's long history, its small-town culture, and its high-performance culture. The case presents information on the implicit lifetime employment contract, a significant change in strategic direction, and a problematic performance appraisal system. Jennings finds the decision to reduce headcount to be challenging. Is it ethical to discharge high-performing managers? Is the new strategy sound? How should Jennings respond to the managerial reduction mandate, and what should he recommend to the board?
In mid-2011, as global markets corrected amid worldwide economic uncertainty, Drew Houston, co-founder and CEO of Dropbox, the fast-growing file synchronization and sharing company, found himself in a difficult, albeit enviable, situation. Houston, who had already raised over $7 million through two rounds of venture funding (one seed round and a Series A round) and developed a large and growing user base, began receiving significant investor interest. With positive cash flows and profitability achieved, additional financing was not necessarily needed. However, in order to pursue future strategic efforts, Houston knew that additional cash was essential. After all, Houston and his team had already successfully executed the freemium business model but they had a greater vision-one that included a "path" to one billion users. In order to achieve this goal, the team delineated a number of strategic initiatives: extending their popular consumer product to the enterprise segment; opening up a platform upon which to allow third-party developers to add services and applications in order to build scale; augmenting the consumer side through distribution partnerships; and finally, finding a way to transition itself from a web-based company to one that could service cross-platform mobile devices. The team also realized that they would need a robust balance sheet to compete with well-established industry leaders such as Google, Apple, Amazon, and Microsoft. They would also need to focus on strategic hiring initiatives and key acquisitions in order to carry out these goals. This case describes Dropbox's path from inception up to its Series B round of financing. Specifically, it focuses on the team's strategic decisions as well as questions surrounding the execution of each initiative. Additional considerations include how much financing to raise, at what valuation, which terms were most important, and with whom to partner.
This background note explores the basic themes surrounding the government's approach to providing housing: namely its shift from a supplier and builder of affordable housing to an approach that focuses on demand-side solutions and indirect subsidies to private developers. In addition to a shift from supply-based to demand-based solutions, there is an on-going debate about whether to provide people-based or place-based solutions. The above shift and debate reflects the troubles encountered in the original urban renewal efforts, and the desire today to provide affordable housing that is close to jobs and transportation, that is mixed-income, and contextual to its surrounding development.