Case A describes the creation and growth of Nuru Energy. Starting from nothing, the founder 'bootstraps' a social venture with the goal of providing affordable and effective lighting solutions for 800 million people without access to the electricity grid in sub-Saharan Africa and India. The case narrates the challenges involved in developing a social enterprise with a dual aim of turning a profit and making a social impact. It focuses in particular on the finanical challenge and provides a context to discuss difference financing options and their implications. It looks at the different business model alternatives - market-based and donor-based. The central theme is to assess the merits and drawbacks of the different funding alternatives. Case B is an update that explains what financing option the founder chose and its implications. It sets the stage for a discussion about trade-offs in the geographical expansion of social ventures.
Case A describes the creation and growth of Nuru Energy. Starting from nothing, the founder 'bootstraps' a social venture with the goal of providing affordable and effective lighting solutions for 800 million people without access to the electricity grid in sub-Saharan Africa and India. The case narrates the challenges involved in developing a social enterprise with a dual aim of turning a profit and making a social impact. It focuses in particular on the finanical challenge and provides a context to discuss difference financing options and their implications. It looks at the different business model alternatives - market-based and donor-based. The central theme is to assess the merits and drawbacks of the different funding alternatives. Case B is an update that explains what financing option the founder chose and its implications. It sets the stage for a discussion about trade-offs in the geographical expansion of social ventures.
This teaching case discusses the challenges facing GreenField Software (GFS), a start-up company offering software products and services to support sustainability. The case describes the start-up process, the crafting of the firm's strategy and structure, and the development of its products and services in the emerging 'green Information Technology (IT)' industry. It follows the key decisions made by the CEO and his executive team as they navigate a shifting and increasingly competitive marketplace. As GFS approaches the 2-year anniversary of its launch, the team must decide several key issues. These include whether to market their product as a business continuity solution or as a 'green IT' solution; what intellectual property will differentiate them from the competition; and how to respond to the changing needs of the marketplace.
This case focuses on Skype in the voice-over-IP (VoIP) industry. Its offering created such exceptional utility for users around the world that Skype has become a verb - to "skype" someone means to call someone using the Skype application. Yet despite explosive growth in demand, the company was not profitable in four out of the five years prior to its acquisition by Microsoft in 2011. The case allows participants to deepen their understanding of Blue Ocean Strategy by applying first-hand the concepts and tools of the Blue Ocean strategy sequence.
This is the first part of two-case series of Zappos's blue ocean strategic move as an innovative online shoe retailer. Part A focuses on how Zappos reconstructed the existing boundaries of the online footwear retail industry. It describes Zappos's distinctive value proposition that is neither an offline nor online shoe store in the conventional sense. The case also introduces how Zappos broke the value-cost trade-off of the conventional online shoe store. The case comes with a theory-based video case, which can be obtained from https://www.blueoceanstrategy.com/teaching-materials/zappos
The second part of Zappos case focuses on Zappos's people proposition, which led to high performance and raised barriers to imitation. It demonstrates the importance of Fair Process that builds deep trust and commitment in the company, making it difficult for competitors to imitate Zappos. Theory-based Movies and Lecture Slides can be obtained from https://www.blueoceanstrategy.com/teaching-materials/zappos
This case study presents an example of business model innovation in the context of primary care delivery. It documents the story of Laastari, a new IT-driven retail health clinic chain based in Finland, including the process that links conceptual strategy to implementation and practice, as well as the evolving stakeholder ecosystem of the company.
The (A) case involves managing the planning and execution of the first convocation held at one of the campuses of a business school in Nagpur, India, at fairly short notice. The school’s chairperson of post-graduate studies in management programs has been appointed as the chief co-ordinator of the event. Leveraging his operations-management background and working in collaboration with other faculty, he sets about identifying the required activities and their precedence relationships in order to ascertain the time required to complete these activities.<br><br>The (B) case 9B13D004 presents a situation that arises about three weeks into the project that necessitates some replanning in midstream.
The SickKids Foundation, the fundraising arm of the Hospital for Sick Children in Toronto, Ontario, works with Dairy Queen and the Children's Miracle Network on an annual event called Miracle Treat Day. On that day, proceeds from Dairy Queen Blizzard sales are donated to children’s hospitals across North America. But the cause-related marketing program has had unequal success: the amount raised in Toronto is less than what is raised in many other Canadian municipalities. The associate director of the Children's Miracle Network at the SickKids Foundation has challenged her team to figure out why this is happening and what they can do to improve the performance of the initiative.
Eight women had first enrolled in Harvard Business School's traditional MBA program in 1963. By 2013, the number of women in the MBA classroom had reached 40%. The 50th anniversary of women's enrollment in the traditional MBA program gave HBS Dean Nitin Nohria the opportunity to take stock of the progress that had been made by HBS women students and alumnae and ponder what still remained to be done. The case examines the evolving experiences of male and female MBAs over the decades through interviews with dozens of HBS alumni, as well as the experiences of female faculty at the School. The case scrutinizes a number of issues facing professional women, such as changing definitions of success and diversity, barriers faced by women at work, the expectations of work and family, and present-day implications for the pipeline of future women leaders. Students consider the role of the School in addressing disparities both on campus and in the wider business world.
The (A) case involves managing the planning and execution of the first convocation held at one of the campuses of a business school in Nagpur, India, at fairly short notice. The school's chairperson of post-graduate studies in management programs has been appointed as the chief co-ordinator of the event. Leveraging his operations-management background and working in collaboration with other faculty, he sets about identifying the required activities and their precedence relationships in order to ascertain the time required to complete these activities.The (B) case 9B13D004 presents a situation that arises about three weeks into the project that necessitates some replanning in midstream.
Following the sinking of the Deepwater Horizon drilling rig in late April 2010, the Obama administration organized a massive response operation to contain the enormous amount of oil spreading across the Gulf of Mexico. Attracting intense public attention and, eventually, widespread criticism, the response adhered to the Oil Pollution Act of 1990, a federal law that the crisis would soon reveal was not well understood - or even accepted - by all relevant parties. This two-part case profiles the efforts of senior officials from the U.S. Department of Homeland Security as they struggled to coordinate the actions of a myriad of actors, ranging from numerous federal partners (including key members of the Obama White House); the political leadership of the affected Gulf States and sub-state jurisdictions; and the private sector. Case A provides an overview of the disaster and early response; discusses the formation of the National Incident Command (NIC), which had responsibility for directing response activities; and explores the NIC's efforts to coordinate the actions of various federal entities. Case B focuses on the challenges the NIC encountered as it sought to engage with state and local actors - an effort that would grow increasingly complicated as the crisis deepened throughout the spring and summer of 2010. Case number 1981.0
Iz-Lynn Chan, assistant director of retail business group and service quality and vice president of Far East retail consultancy for Far East Organization, a private real estate developer group in Singapore, raises service standards in the company's hospitality portfolio, Far East Hospitality. Chan and her small team in the Service Quality and Standards Department (SQSD) for Far East Organization apply to the Singapore government for the National Customer Centric Initiative (CCI) for Far East Hospitality. After being awarded the CCI, Chan must make some tough decisions about how to carry out the CCI. Despite Far East Hospitality's leading market share in mid-tier hotels and serviced residences, there had been a number of new entrants into the market and competition is fierce in Singapore's hospitality industry.
The managing director of a multinational company turns a loss-making business into a profit-making venture by using his unique brand of leadership to change the organizational culture and develop a responsible proactive attitude in his employees. Throughout this process, many difficult personnel decisions must be made, including the decision to remove some senior employees who resist the necessary changes.<br><br>Once under the new leadership team, recruitment and talent development become essential to the future growth of the company. The managing director wonders how to manage this challenge.