This case, a supplement to Pop Shoppe (A), deals with the entrepreneur’s decision point in 2010 on whether to enter the U.S. carbonated soft drinks market.
AppDirect is a start-up that offers small businesses software-as-a-service solutions through a business app marketplace and portal. Daniel Saks, cofounder and co-CEO, is faced with the key question of deciding distribution strategy: should AppDirect find channel partners or create a self-branded platform? The case describes the evolving business app market by analyzing the strategies and business models of competitors for both the marketplace and portal products. The marketplace offers small businesses search, trial, and purchase of software-as-a-service apps for a wide range of business needs, from customer management to human resources, while the portal service gives businesses the ability to manage all their apps in one place, from user management to single sign-on. The case encourages discussion on the evolution and future direction of this nascent market.
This case study examines the business model of the Preservation of Affordable Housing, Inc., (POAH) and its applicability to nonprofit housing providers. POAH is one of the premier socially conscious low-income housing developers and owners in the United States. Its primary mission is to purchase large, multi-family properties and refinance them for long-term affordability. As of 2010, POAH has rescued and refinanced more than 4,900 units of affordable rental housing in eight states and the District of Columbia. Since its founding in 2001, POAH has been unique among preservation owners not only for its business model - which attends closely to the bottom line of every transaction - but also for its commitment to policy and regulatory reform affecting a range of housing affordability issues. This case invites the readers to explore many dimensions of organizational strategy for nonprofit housing companies. In the world of nonprofits POAH is unusual in many ways including its origins-as it was formed in order to complete an acquisition of a significant subsidized low-income housing portfolio its organizational structure, which combines for-profit and nonprofit companies its financial model which emphasizes returning profits to the company and increasing cash flow as opposed to developer fees and especially property management fees its ability to influence government officials to modify regulatory policies to suit the needs of nonprofit housing groups. Finally, the case explores the larger importance of POAH for the low-income housing field.
The Indian business landscape is marked by uncertainty, turbulence, hyper-competition and non-linear growth. The arena of the automobile sector epitomizes this changing scenario. Increasing competition from foreign born automobile organizations and homegrown organizations such as Tata Motors are posing a threat to the market leader - Maruti Suzuki India Ltd. A fierce battle for market share is ensuing among these automobile giants. In spite of this, Maruti Suzuki has succeeded in maintaining its leadership position. However, with more companies venturing into the bastion of Maruti Suzuki - the small car segment - the threat to their market share is looming larger than before. This case illustrates the journey of Maruti Suzuki since its inception and depicts the changes in its organizational strategy, HR strategy and work culture, in response to business challenges. Maruti Suzuki had to undergo multiple changes from being a public sector undertaking and a monopoly, to one capable of competing with world class automobile companies. This case describes the various challenges faced by the organization in this journey and how HR has partnered in bringing about the much needed transformations. The challenges range from having to create a performing workforce, changing the mindset of the employees, to coping with many cross cultural issues. The most difficult challenge is to engage in breakthrough innovation. HR needs to create an organizational culture that not only supports this endeavour but also helps retain the human resources.
Appropriate for marketing classes. This note follows the evolution of selling starting with the skills set forth by Dale Carnigie in the 1950s through the 1970s followed by consultive selling in the 1980s and 1990s and the valued added selling of the 21st century.
At one time, the Pop Shoppe was a leading player in the Canadian soda pop market, however, changing market conditions and corporate mismanagement drove the company into bankruptcy in the early 1980s. In 2003, an entrepreneur purchased the rights to the brand, and was considering reintroducing it into the market. The entrepreneur had a hunch that many Canadians would be as fond of the Pop Shoppe as he was, and excited to see it back on the market, however, he had little experience in the beverage industry and consumer habits had changed in the many years since the brand had died. Looking at the market, the entrepreneur wondered if there was an attractive space for Pop Shoppe. His gut instincts told him that older consumers would embrace the reintroduction of the old brand, but it was difficult to know if they were a sustainable market segment. Would older consumers be able to turn their children onto the brand? With little experience and limited funds, he knew that if he proceeded with the idea, he could not afford to make many mistakes. If he chose to reintroduce the Pop Shoppe, he questioned how true he should stay to the original concept. Could a new Pop Shoppe compete in the current market? Despite the entrepreneur's love for the old brand, he wondered how he could raise enough consumer and retailer interest to make the brand succeed.
By 2010, the entrepreneur's revived Pop Shoppe brand was holding second place in the premium carbonated soft drink market. This level of market penetration was a bit unexpected, and the entrepreneur began contemplating his next move. The entrepreneur wanted to grow the brand larger, in hopes of selling out and moving on to other business ventures that had captured his interest. He had watched as other small drink brands had been bought up by larger firms, and thought that the Pop Shoppe should be attractive to another company looking to expand its portfolio. Concerned that he might have taken the brand as far as it could go in its home market, the entrepreneur considered other avenues for growth. With a solid footing in the Canadian market, he began to wonder if the Pop Shoppe could find a similar level of success in the United States. His drive to grow the brand in hopes of acquisition made the larger U.S. market seem like an appealing option, however, it had many potential risks as well. Although the Pop Shoppe had made successful re-entry into the Canadian market, the U.S. market was far more competitive. He wanted to grow the company large enough to attract a potential buyer and move on, but he did not want to jeopardize his Canadian success by investing too much into a U.S. gamble.
In 1982, Fadi Ghandour founded Aramex, a leading provider of logistics and transportation solutions with headquarters in Amman, Jordan. From its early inception, Ghandour strategically included principles and practices of corporate social responsibility (CSR) and sustainability in the company's culture in order to align business interests and competence with stakeholders' needs. The community and environment were regarded as key stakeholders driving Aramex to act as a responsible citizen. Since its inception, Aramex had been involved in sustainability activities grouped into six primary areas: education and youth empowerment; community development; entrepreneurship; sports; environment; and emergency relief. Committed to growth and opening new offices globally, Aramex faced the challenge of preserving CSR as an integral part of its expansion strategy. In late January 2011, Ghandour and Hattar began brainstorming ways to address the need to harmonize CSR and sustainability values and practices across operations and ensure that sustainability principles were firmly institutionalized across branches and subsidiaries.
It was February 16, 2005 and Edgar James, from Merrill Lynch, one of the leading investment banks, was reviewing the file regarding the leveraged buyout (LBO) of Masonite International Corporation (Masonite). A couple of months earlier, Kohlberg, Kravis and Roberts (KKR), one of the oldest and largest private equity firms, had teamed up with Masonite's senior managers and offered to take the company private via a US$2.52 billion LBO. A shareholder meeting to vote on the transaction was scheduled in less than 48 hours, but it was very likely that the deal would be voted down. Most of the major shareholders had already announced that they would reject the transaction, arguing that the premium offered by KKR was insufficient. As the head of Merrill Lynch's team working on the LBO, Edgar had to finalize his recommendation before talking to Masonite's Board of Directors. Was KKR about to walk out? After all, there were increasing concerns about the profitability and growth prospects of building products companies in general and Masonite in particular, due to the ever-increasing cost of raw materials, the negative impact of the tightening of monetary policy on consumer spending and mortgage rates, and the debatable health of the housing market. But Masonite was still one of the best-positioned companies in the industry, with strong earnings and cash flows. Would this be enough to entice KKR to increase their offer?
This case profiles the evolution of Sodexo's diversity initiative. Diversity became a key priority for Sodexo, North America in 2001 after a class-action lawsuit was filed and certified in Washington, D.C. against Sodexo Marriot Services, Inc., the food services division that Sodexo had merged with in 1998. In 2002, Dr. Rohini Anand was hired by Michel Landel, CEO of Sodexo, North America. Soon thereafter, Anand was instated as chief diversity officer for Sodexo, North America. Anand and Landel worked with several executives to develop and implement systems that were conducive to a diversity strategy. The team started to build the human resource processes that would address many of the concerns in the lawsuit: training systems, selection systems, and a career posting center. By 2010, Sodexo, North America was continuing to gain traction on its diversity strategy, and a global diversity initiative for the group was underway. In addition, the company had developed diversity priorities focused on five different dimensions of difference from a global perspective: gender, race/ethnicity, sexual orientation, disabilities, and age. However, more work still needed to be done to engage employees around the world in the company's diversity initiatives.
In 1982, Fadi Ghandour founded Aramex, a leading provider of logistics and transportation solutions with headquarters in Amman, Jordan. From its early inception, Ghandour strategically included principles and practices of corporate social responsibility (CSR) and sustainability in the company’s culture in order to align business interests and competence with stakeholders’ needs. The community and environment were regarded as key stakeholders driving Aramex to act as a responsible citizen. Since its inception, Aramex had been involved in sustainability activities grouped into six primary areas: education and youth empowerment; community development; entrepreneurship; sports; environment; and emergency relief. Committed to growth and opening new offices globally, Aramex faced the challenge of preserving CSR as an integral part of its expansion strategy. In late January 2011, Ghandour and Hattar began brainstorming ways to address the need to harmonize CSR and sustainability values and practices across operations and ensure that sustainability principles were firmly institutionalized across branches and subsidiaries.
It was May 19, 2004, and Ralf Thomas, analyst at SBU Investment Research, was reviewing the Form 40-F that one of the companies he was covering, Masonite International Corporation (Masonite), had filed with the Securities and Exchange Commission (SEC). Masonite was one of the world's largest manufacturers and merchandisers of doors, door components, and door entry systems, headquartered in Mississauga, Ontario. Its latest results were very good, with strong growth as well as high margins and cash flows. The company was on track to pay down debt and be well positioned to achieve the investment-grade credit rating it was coveting. But despite all this good news, Ralf had some concerns; he was wondering whether this strong performance was sustainable. He knew that earnings of building products companies were cyclical. They were generally sensitive to the state of the economy, demand for housing, consumer sentiment, sharp increases in interest rates, changes in buyers' credit terms, and rising prices of raw materials such as wood products and steel. Most economies around the world were recording full-employment and noninflationary growth rates, but real growth was so high that central banks were mooting the idea of raising interest rates. In addition, there were now concerns that there might be housing bubbles in several geographic areas. But even more worrying, the price of raw materials, like steel, had more than doubled over the last 12 months, and there were shortages, in particular in North America, Masonite's main market. If sales were to soften in an environment marked by high production costs and rising interest rates, Masonite's margins and cash flows could be under pressure. Ralf still had a "buy" rating on the stock. Was it time to change it to a "hold" or even a "sell"?
In September 2009, Troy Carter, manager of up-and-coming pop star Lady Gaga, has to decide on a new course of action now that his artist's planned co-headlining arena tour with hip-hop superstar Kanye West has been canceled. Carter knows that continuing the tour solo comes with huge risks, but scaling it back to smaller theaters or postponing the tour altogether has disadvantages as well. Making matters more complicated, Carter also has to consider the implications for Gaga's partners, including the concert promoter Live Nation and the William Morris Endeavor agency. What is the best strategy? This case is designed to help students understand the decisions that helped propel Lady Gaga into one of the entertainment world's biggest names. Written from the perspective of her manager, the case provides rich insights into the artist's touring, recorded-music, and socialmedia activities, as well as supporting economic data.
As part of an effort to radically transform the company, Wal-Mart's leaders undertake a number of sustainability initiatives, in particular the creation of a sustainable products index. If successful, the index will enable consumers to gauge the environmental impact of the products they decide to buy.
This case profiles the evolution of Teach Plus, a non-profit organization founded on the premise that in order for public schools to continuously improve urban student achievement, teaching must become a career that motivates and retains effective early career teachers. Teach Plus began as a pilot in fall 2007, launched by Celine Coggins, a former teacher and labor-management consultant, and incubated at the Rennie Center for Education Research and Policy in Cambridge, Massachusetts. In August 2009, Teach Plus became an independent 501 c3 with Coggins as CEO and Monique Burns Thompson, a social entrepreneur and former school district administrator as president. Since its inception, Teach Plus had demonstrated that its approach was effective in helping teachers to understand and directly influence policy. Through the T + Network, Teach Plus found evidence that reform-minded teachers existed in large numbers throughout urban school districts and that many were willing to share their perspectives with policymakers. Through the development of a public school turnaround initiative in Boston, Teach Plus showed that teacher-driven policy initiatives filled an important gap in the education reform landscape. By mid-2011, Teach Plus had grown to a network of more than 3,500 reform-minded teachers in five cities. While Teach Plus had reached significant scale in its first 18 months of operations, it also faced a significant strategic challenge. Moving forward, would Teach Plus best address its agenda as a "voice/advocacy" organization or as a "teacher turnaround" organization?
In 1995, the United Nations began to ease sanctions on Iraq in what was known as the “Oil for Food” program. One of the first companies to return to Iraq under the UN program was U.S.-based International Farm Equipment Co. (IFE). IFE had been an important supplier of agricultural equipment to Iraq until the Gulf War in 1990. Shortly after IFE established its Iraq office upon returning, the Iraqi Ministry of Agriculture demanded a direct payment of 10 per cent of all future contracts. Several other companies had agreed to make the payments, including at least one prominent competitor of IFE. The payments would be classified as “post-sale commissions” and would be conducted through a third-party agent working on IFE’s behalf. IFE’s business manager for the Middle East needed to decide how to proceed.
The controller for Asis Electronics, a subsidiary of a European-based corporation, was concerned that Asis might have overcharged the U.S. Ministry of Defense in a contract for transmitters. However, Asis’s chief financial officer did not address the matter when he learned of it. After being asked to sign an annual compliance document related to anti-corruption practices, the controller needed to decide whether or not to report the irregularities through established “protected communications channels” that ensured confidentiality.
Office romance has challenged sexual norms at work. Under the prevailing norms 40 years ago, a workplace affair meant a semi-clandestine liaison between a male executive (married or unmarried) and a female secretary or low-level assistant. Over the past few decades, sexual norms have become more flexible, and office romances are more likely to be out in the open. This case provides six real-life examples of office romance. In each case, students have an opportunity to consider how well the parties to the romance have conducted the relationship in a business context and what leaders could have done to manage the situation.