The CEO and founder of ExerciseApp decided to take the plunge and spec out the features of his new iPhone mobile application and supporting website. He planned for ExerciseApp to stream exercise workouts from pro-athletes to followers who wanted to "Train. Play. Be. Like the Pros" and get an edge to their workouts. As he envisioned the application, he realized he would need a lot of help with the technology and the setup of this entrepreneurial venture in order to successfully bring it to market. With limited funding, he must decide on the next steps for the business, including the application's features, business model and market strategy.

The case follows the progress of a year-long multi-module 'Make a Difference' programme for all 70 employees of Best Western Italy, the European operations and reservations centre for Best Western International, a global hotel group. The programme is designed to help individuals explore their own personal and professional goals, and then to work together to redesign the mission and vision of their organization. The objective is to unlock organizational energy, and to enhance trust and communication across all hierarchical levels. The outcomes included a restructuring of the senior executive level to create a flatter organization with more distributed leadership; improvement in the Great Places to Work Institute Italia ranking; and six company-wide projects initiated by employees. The case describes not only the programme design, but the necessary precursors for successful implementation, including organizational readiness for change and the skills and experience required of the coaches. It poses the question: How can this level of organizational change and renewal be sustained over time? Please visit the dedicated case website http://cases.insead.edu/best-western-italy to access video interviews and other support material.

The case follows the progress of a year-long multi-module 'Make a Difference' programme for all 70 employees of Best Western Italy, the European operations and reservations centre for Best Western International, a global hotel group. The programme is designed to help individuals explore their own personal and professional goals, and then to work together to redesign the mission and vision of their organization. The objective is to unlock organizational energy, and to enhance trust and communication across all hierarchical levels. The outcomes included a restructuring of the senior executive level to create a flatter organization with more distributed leadership; improvement in the Great Places to Work Institute Italia ranking; and six company-wide projects initiated by employees. The case describes not only the programme design, but the necessary precursors for successful implementation, including organizational readiness for change and the skills and experience required of the coaches. It poses the question: How can this level of organizational change and renewal be sustained over time? Please visit the dedicated case website http://cases.insead.edu/best-western-italy to access video interviews and other support material.

The case follows the progress of a year-long multi-module 'Make a Difference' programme for all 70 employees of Best Western Italy, the European operations and reservations centre for Best Western International, a global hotel group. The programme is designed to help individuals explore their own personal and professional goals, and then to work together to redesign the mission and vision of their organization. The objective is to unlock organizational energy, and to enhance trust and communication across all hierarchical levels. The outcomes included a restructuring of the senior executive level to create a flatter organization with more distributed leadership; improvement in the Great Places to Work Institute Italia ranking; and six company-wide projects initiated by employees. The case describes not only the programme design, but the necessary precursors for successful implementation, including organizational readiness for change and the skills and experience required of the coaches. It poses the question: How can this level of organizational change and renewal be sustained over time? Please visit the dedicated case website http://cases.insead.edu/best-western-italy to access video interviews and other support material.

Strong urbanisation leads to mega-cities with huge environmental problems. Singapore has managed to combine strong economic and population growth with keeping the city liveable and green. There is a lot to be learned from their unique experience.

The case describes a series of blue ocean strategic moves made by Salesforce.com in the CRM application market. In particular, the case addresses the concern of business executives over the applicability of blue ocean strategy in the B2B area. B2B managers often find that they are locked into providing products of certain types and specifications to their immediate customers. But in fact, value innovation can take place on the three platforms of a business offering, i.e., product, service and delivery. Salesforce.com's strategic moves provide an exemplary demonstration of how a company can effectively create and renew its blue ocean in the B2B field by value innovating its single business on the product, service and delivery platforms alternately. The case is accompanied by a comprehensive teaching note that analyzes and explains the key strategic moves of Salesforce.com using major BOS frameworks and tools. The case comes with a teaching note and a lecture slide pack. The lectures slides can be downloaded from https://www.blueoceanstrategy.com/teaching-materials/salesforce-com/ The case and teaching note are also available in Chinese.

The case focuses on Gram Vikas, an organisation that develops comprehensive water and sanitation systems in rural villages in India. It describes the story and development of Gram Vikas, and focuses on the challenges of scaling up social innovations by transferring them to other organisations, a common challenge in any innovation process.

The case study focuses on risk management practices at Maryland & Virginia Milk Producers Cooperative, in particular the organization's crisis preparedness to ensure business continuity. The case provides detailed information on the dairy industry as well as the specific operations of Maryland & Virginia. It can be included in a risk management discussion within the context of supply chain management for an MBA or executive audience.

Bell Canada, a publicly listed Canadian telecom firm, receives takeover offers from LBO (leveraged buyout) firms. A strategic acquirer, Telus, is also potentially interested. The case describes the synergies and efficiency gains available to both types of acquirer, which allows for a discussion about the respective contributions that a financial buyer (PE/LBO firm) and a strategic acquirer could bring to the target firm.

Grupo Mazaplan, a Mexican giant, entered the Ecuadorian market by purchasing controlling interest in Supercompra, a large local retailing company. Juan Pedro Zapata, Supercompra's incoming CEO discarded a purchasing model whereby a central company office sourced all produce from national distributors who then made direct deliveries to points of sale, and substituted it with another featuring decentralized company units called "proximity platforms" located in various parts of the country, which bought produce directly from local farmers. The first platform was established in the Andean region, where farmers were smallholders. The case looks at the difficulties faced by companies when trying to develop commercial relations with low-income suppliers through market mechanisms, and elaborates on how Supercompra handled these relationships. It is chronologically situated in March 2006, the moment when Supercompra must decide how to proceed regarding its relationship with its low income suppliers: 1) allow relations with small Pallatanga growers to dwindle away, discontinuing further efforts and resources invested in organizing them, and dedicating efforts entirely to building relationships with local middlemen and larger commercial farmers; 2) continue to work on the relationship with small growers, but reframe it as a social or CSR initiative; or, 3) allocate more efforts and financial resources to building stable and solid business relationships with small producers, which would imply making a major investment, and dedicating additional time and effort organizing and fostering small farmers with the hope of achieving profitable commercial relations with them within a few years.

The CEO of Britannia Industries Ltd, a manufacturer of bakery products, was at a crossroads. Two years earlier, the firm had started providing specially fortified biscuits to small groups of school-going children in selected locations in India. The product offered a step toward addressing the widespread national problem of malnutrition and, unlike corporate philanthropy, this initiative was an extension of what the company was fundamentally good at – making biscuits. After early signs of success, Britannia’s CEO faced two challenges. How should Britannia scale up the manufacture and distribution of social products? And, how should the firm develop the social products into a sustainable business?

In 2011, Microsoft's Server & Tools Business (STB) was large, fast growing and highly profitable on the strength of traditional packaged product lines led by the Windows Server operating system. Even as the current packaged business was performing exceptionally well, Microsoft's leadership understood that cloud based solutions would become more prevalent in the future. As the newly appointed President of STB, Satya Nadella had to find a balance between managing the current packaged business and building the cloud offering.

Supplement for case 613031. Update on progress of Microsoft's Server & Tools Business through July 2011. Satya Nadella and his team explore whether or not to support Linux on Windows Azure.

Supplement for case 613031. Update on progress of Microsoft's Server & Tools Business through August 2012. Pleased with the Windows Azure product, Satya Nadella must decide how to attract customers to the cloud based platform.

The case tracks Vietnam's economic policy choices and performance from the end of the Vietnam war to the Doi Moi economic reforms and the economic transformation that followed. Throughout this period, the country had become a darling of the international aid community. As the country was preparing for the 2011 Party Congress, however, signs of growing economic frictions were becoming increasingly visible. The case closes by setting the scene for the challenges the new leadership was going to face.

This note focuses on organizational "competencies" or "capabilities" as a potential source of sustained competitive advantage. Research in this area hypothesizes that some firms outperform their competition because they can do things that their rivals cannot.

Jeffrey Offutt had overcome many hardships and personal difficulties to better himself and build his own graphic-design and corporate-printing business: Jita Printing. Just as it seemed his efforts had begun to pay off in the form of steady work and a loyal clientele, Offutt was hit with two problems. First, designing and printing marketing materials for a small local theater had started as a quick, small undertaking for deeply discounted prices, but had turned into a drawn-out job with multiple design stages. Second, a hardcover book design for a flower shop, involved an entirely new business venture for Jita, and Offutt was having a difficult time coming up with a quote that was both competitive and profitable. How should Offutt deal with these two problems? This case is used in entrepreneurship electives at Darden, but would also fit well in a small business strategy course for non-MBA audiences.

This case is used in Darden's core Leading Organizations course and is appropriate for MBA, Executive MBA, GEMBA, and executive education programs. The manager of a baby product company's global customer support center observes friction among her staff about the only non-American on the team, whom the others accuse of increasing their call response rate time-thus effectively lowering their pay. When conflict arises on a multicultural team, to what extent can it be attributed to cultural differences and when should a manager become involved?

It was May 16, 2012, and the highly anticipated pricing of Facebook Inc.'s initial public offering (IPO) was underway. An analyst at CXTechnology Fund was preparing to speak to the lead underwriter about his final interest in the deal. The analyst had reviewed Facebook's phenomenal growth, its profitable business model and the competitive landscape for the social networking industry. The IPO appeared to be oversubscribed with heavy interest from institutional and retail investors alike, but the valuation seemed expensive, even by technology standards. The analyst needed to make a decision on whether to buy shares in the IPO or not. A spreadsheet for students is available, product 7B12N031.

A U.S. medical device manufacturer is operating in more than 40 international markets, including its most recent entries in the BRIC markets. The company president is now ready to look to new emerging markets for revenue growth. This time a more advanced "post-BRIC" analysis is needed to determine which market to enter next. Because the capital investment and risk associated with entering a new market is high, making the right market selection is critical.