<p style="color: rgb(197, 183, 131);"><strong> AWARD WINNER -Latin American Business Cases Award, European Foundation for Management Development (EFMD) Case Writing Competition</strong></p><br>A Mexican appliance manufacturer, MABE, has evolved quickly after selling nearly half its stake to a large multinational company in the early 1990s. The manufacturer was then able to dominate the Mexican appliances market and venture into other Latin American countries. Just before the 2008 financial crisis, the manufacturer formed a joint venture with a Spanish company and entered the Russian market, but it was not successful. The manufacturer faced a dilemma: Should it leave the Russian joint venture with its Spanish partner and refocus on other emerging markets? Should it acquire a local manufacturer? Should it remain as it was?<br><br>This case can be taught on its own, or in combination with Mabe: Learning to Be a Multinational (B) 9B15M121.
Senior management of a large stock exchange is reviewing a recent software problem that resulted in a botched opening for the initial public offering of a popular social media company. They are drawing up a list of recommendations on how to prevent this type of failure in the future, taking into account the needs of their various stakeholders, including customers, market makers, listed firms, regulators and shareholders. Overviews of the stock market, NASDAQ in particular, and the use of technology to trade stocks securely and quickly are followed by examining the aftermath of a delay in the correct trading of Facebook shares on its opening.
The chief executive officer and chair of the board of directors of a company that designs, builds and sells consumer and commercial refrigeration products are trying to decide if the firm should expand in Asia and, if so, which method it should use. In recent years, Metalfrio has become a global leader in its industry by establishing manufacturing operations in Mexico, Turkey and Russia, as well as expanding within its home territory of Brazil, with sales in over 80 countries. Asia is offering promising opportunities for growth, and key customers are suggesting the company establish manufacturing operations there to better serve its global needs. The case addresses how Metalfrio transfers its competitive advantages across its international operations, and it further discusses how the company coordinates its operations to serve countries in which it does not have a production facility via exports. The case analyzes the competitive advantage of the firm and its transferability to other countries.<br><br>The supplement, A Note on the Commercial Refrigeration Industry 9B13M024, provides an overview of the commercial refrigeration sector.
This supplement to Metalfrio: Achieving Global Leadership in the Plug-in Commercial Refrigeration Industry 9B13M012 gives an overview of the commercial refrigeration sector, including a history of the industry, major participants and markets, and key local and regional competitors. The note also provides select financial and market data for the years 2002 to 2009.
The CEO of EFL (India), a direct sales organization, must decide which changes to the sales compensation systems would better motivate his sales reps and improve their sales performance.
This case is set in April 2013, and discusses the key elements that have contributed to the successful operations of the Rolls-Royce Singapore Seletar Campus. In 2006, Rolls-Royce had decided to expand its production capacity and set up operations outside the UK to meet growing customer demands and future growth. Asia was the Group's largest and fastest growing market, with almost half of their new aircraft-engine orders coming from customers in this region. In order to meet this increased demand, Rolls-Royce helped strategise and facilitate the company's largest investment to date: the US$565 million (SG$700 million) Seletar Campus - a 154,000 square metre site housing cutting-edge manufacturing, training and research capabilities. However, while building the facility was relatively straightforward; sourcing the right talent was more challenging. The issue of technology and knowledge transfer essentially came down to developing the high-value skills necessary to assemble and test Trent aero engines and manufacture wide chord fan blades to Rolls-Royce standards. Rolls-Royce was committed to growing its own highly-skilled workforce, and invested heavily in training staff with the intention of developing high-value skills through internationally recognised qualification programmes. Rolls-Royce knew that the local labour market lacked enough seasoned aerospace technicians with the desired manufacturing experience to meet their requirements. To overcome this challenge, the Group developed several collaborations with existing and new partners to develop training and qualifications programmes. This case discusses the challenges encountered, and the way they were overcome, by this public-private partnership that successfully created an ecosystem, which could provide a steady stream of new recruits with the high-value prerequisite skills mandatory for developing quality aerospace technicians.
A social enterprise organization, whose mission is to battle poverty and gender discrimination through providing access to technology, is faced with the prospect of losing some or all of its government funding in a time of global recession. Under the legal structure of a non-governmental organization, Digital Opportunity Trust has partnered with large corporations and other organizations and established a local presence in disadvantaged areas. It has worked in a partnership setting to mobilize the information technology knowledge of young people and train them to become leaders of change in their local communities, which in turn will give them the relevant skills and experience to support their own career paths. The organization's striking success has been driven by its innovativeness and, more particularly, its noticeable efforts to reconcile the corporate and non-profit aspects of doing business, along with the challenges that come with it, without compromising the quality of the social enterprise brand that it is bringing forward.
East Solutions was a successful business process outsourcing (BPO) provider based in Bangalore, India. Although salaries for Indian IT professionals were about half of those of their counterparts in the United States, the board of directors at East Solutions recognized a worrying trend: if salaries in India continued to grow at a fast rate, they would soon erode the cost advantage of sending work to India and potentially threaten the entire Indian BPO industry. As a solution, East Solutions repositioned itself by leveraging technical, industry and process expertise to form a partnership with clients based on value added in addition to cost savings. This plan required East Solutions to refocus on fewer geographic and sector groups. It also required transforming the role of the company's IT managers, who needed extensive training, additional resources and a new compensation strategy. On an average year, the new compensation plan increased the IT managers' incomes by 4 per cent, so it was expected to be popular, but IT managers rejected the new compensation plan and it was abandoned after 18 months. The chief executive officer (CEO) in charge of the new plan for East Solutions was unsure why it had failed.
KSOIL has a project that bills customers on units of documents delivered. The productivity of employees is evaluated on the same basis. The output of the home-based team has increased two to three times compared to its previous office-based performance. As a result, the rewards and compensation for the home-based team have doubled compared to office-based employees. The head of HR is convinced home-based workers are using unfair means to achieve such high output. She is against the decision of the project manager to increase the size of the home-based team. She believes this will only increase the unrest among office-based workers. The general manager needs to make a decision soon, while keeping in mind the profitability, employee welfare and ethics of the firm.
Garry Halper Menswear Limited (GHM) is a medium-sized manufacturer of superior-quality men's suits and jackets that up to now have largely been distributed in Canada. The firm has landed a very large order for men's suits with Sutton's in the United States. To meet the order, the firm has decided to import partly completed suits from China. The treasurer of GHM must assess the financing needs and related risks that result from this large increase in sales. At the same time, he believes that the company's present bank is timid in its response to the firm's needs, and he would like to consider another banking relationship.
In this age of tough, global competition, companies in business-to-business markets need to rethink the way they manage their customer portfolio and interact with their customers. Customer managers with mainly sales- or relationship-oriented roles cannot leverage their business relationships with customers who seek co-creation. For such co-creation relationships, companies need to install network-oriented managers who systematically create value and reduce risk together with the customer. This article distinguishes three customer asset management perspectives (i.e., sales, relationship, and network) that may be employed by customer managers at the supplier-customer interface. Following an explication of the evolving network perspective, it describes how firms can nurture the network perspective and the corresponding customer manager role in terms of mindset, context, and competence.
Rational, analytical, directed approaches for strategy creation and execution may work for creating value by conventional, hierarchically structured organizations operating in stable environments. However, when the basis of competition shifts from product features to an experience delivered by a network of independently acting participants in a complex and fast-evolving market environment, approaches based on command and control do not work. For order to emerge from such chaos and to gain more control over success, strategy based on reason alone is not enough to inspire action in others. To understand what it takes to effectively make strategy under such circumstances, this article shows how the UK's Royal Marines, in collaboration with more than a dozen different stakeholder groups, developed a novel adaptation of wargaming to affect strategic change in Afghanistan. It also demonstrates the broad applicability of this strategic approach.
This article illuminates the drivers of exponential improvements in performance and cost and explains why some technologies experience more rapid improvements than others. It shows how exponential improvements in performance and cost are largely driven by two mechanisms: creating materials to better exploit their physical phenomena; and geometric scaling. Improvements in some technologies are directly experienced through these two mechanisms, while improvements in higher-level "systems" are indirectly experienced through improvements in specific "components." Understanding these drivers can help us better recognize when new technologies might become economically feasible and thus create appropriate policies for promoting improvements.
Sidharth Gupta, CEO of Getit Infomediary Ltd, had just received a term sheet from Helion Venture Partners (Helion), one of India's independent venture capital firms, offering to invest Rs 200 million in return for an equity stake in the company. His dream of transforming Getit from a regional print company into a digital company with broad geographical reach was within grasp. However, Gupta had to act fast; Helion's term sheet would expire in a fortnight if unexecuted. Bank finance and trade credit had tided Getit through tough times in the past, and Getit still had a Rs 250 million bank line to draw on. Should he take the venture capital investment? And if so, implications would this have for his family business and for him personally?
Social influence marketing is a powerful tool--but understanding how influence actually works is more complicated than it might appear, because correlation and causation are easily confused. Robust analytics can help marketers get it right, enabling them to design effective campaigns and avoid costly mistakes.
To optimize your forecast of the success of a product at launch, combine computer analysis with the judgment of several experts, in specific proportions depending on how uncertain the context is.
Top female executives usually start out with pay comparable to their male counterparts', but a gap emerges and increases over the course of their tenure. Four strategies can help them maintain pay parity.
What's in a signature? If yours is large, it's an indicator that you may be a narcissist. And if you're a CEO, that doesn't bode well for your company.
Today's organization must develop young, customer-facing employees who are (a) committed to the company's mission and (b) capable of taking decisions and initiative, not just direction.