The newly-appointed manager of commercial accounts considers a loan request from the owner of a recreational motorsport dealership in the amount of $60,000 long-term loan for renovations and the addition of a tattoo parlor. The owner has also requested a $450,000 working capital loan for operations and to help manage seasonal fluctuations in sales. This is a comprehensive case in which students assess qualitative issues affecting the recreational motorsport industry during a weak economic climate. Students learn the basics of commercial lending and the risks involved in lending to a company that has no bank loan history and that is seeking credit for sustainability.
In this case series, Margaret Ballis, a soon-to-be Darden School of Business graduate, is about to begin her dream job at a leading investment management firm. On her way to becoming a fund manager, she cannot help wondering about her future success. Ballis is trying to assess her ability to consistently outperform the stock market; she questions whether it is even possible to achieve persistent performance as a fund manager. Using data downloaded from Morningstar, Inc., on 2,852 mutual funds, students are prompted to investigate whether funds that beat the S&P 500 Index benchmark during a five-year period are more likely to beat the Index over the next five-year period. Students are asked to take a closer look at the "hot hand" phenomenon by investigating investors' reactions to streaks of outperformance and examining whether funds that outperformed their peers several years in a row also outgrow their peers in terms of size. The A case (UVA-F-1621) and its supplement (UVA-F-1623) can be used to support an introductory class in data analysis with an emphasis on PivotTables, data filtering, and regressions. The B case (UVA-F-1622) can be used to support a more advanced financial analysis for students with some exposure to the CAPM model. There are two supplemental spreadsheets: one for students (UVA-F-1621X) and one for instructors (UVA-F-1621TNX).
In this case series, Margaret Ballis, a soon-to-be Darden School of Business graduate, is about to begin her dream job at a leading investment management firm. On her way to becoming a fund manager, she cannot help wondering about her future success. Ballis is trying to assess her ability to consistently outperform the stock market; she questions whether it is even possible to achieve persistent performance as a fund manager. Using data downloaded from Morningstar, Inc., on 2,852 mutual funds, students are prompted to investigate whether funds that beat the S&P 500 Index benchmark during a five-year period are more likely to beat the Index over the next five-year period. Students are asked to take a closer look at the "hot hand" phenomenon by investigating investors' reactions to streaks of outperformance and examining whether funds that outperformed their peers several years in a row also outgrow their peers in terms of size.
On April 4, 2007, talk show host Don Imus, while chatting with his sidekicks on his morning radio program, referred to the Rutgers women's basketball team-which had lost a college championship game the previous evening-as "nappy-headed hos." This was not the first time that Imus and the regulars on his show-which was nationally syndicated by CBS Radio and simulcast on MSNBC-had ed racial and sexual innuendo into their early morning banter. "Imus in the Morning" had long been a show that alternated serious conversation with prominent politicians and journalists with crass locker-room humor and gibes directed at homosexuals, blacks, Jews, and other ethnic minorities, most of them figures in sports, entertainment, or politics. In the past, Imus had weathered occasional protests against his insulting brand of humor, but this time would be different. His remark about the Rutgers team was picked up by a liberal media watchdog group and posted, with an accompanying video clip, on its website and, later, on YouTube. Almost immediately, there was an outcry from black organizations and leaders, and calls for Imus to be fired. An apology by Imus did nothing to quiet critics, as other groups and individuals began to clamor for him to be taken off the air. Media coverage, spotty at first, expanded as protest grew more vocal. In a little over a week, the controversy came to a head. With advertisers bailing out and critics unappeased by apologies and a two-week suspension, NBC, and CBS abruptly canceled the long-running show. HKS Case Number 1920.0
The iPierian case profiles a startup biotechnology company leveraging the recent development of induced pluripotent stem cells (iPSCs)-adult stem cells that have been reprogrammed to a "pluripotent" state whereby they can differentiate into approximately 200 different cell types in the body. The science in this field is in the nascent stages, but the pace of change is rapid as new discoveries are made and as companies devise applications for the technology. iPierian has established itself as an early leader in the space by creating a consistent way to create high volumes of high quality iPSCs and subsequently differentiate those cells into motor neurons. The company must decide between three major directions-tools, drug development of therapeutics-in which it can steer the business and continue to develop its technology. iPierian must also make this decision in the context of the role of large pharmaceutical players in the industry with whom they can either partner or potentially compete against in the race to find successful applications for iPSC technology.
The chief executive officer of Maple Leaf Foods, Inc., a food processing company employing 23,000 people in more than 50 locations, has just been advised that a deadly outbreak of Listeriosis has been linked to products shipped from a Maple Leaf Foods plant and that there have been several fatalities and many more severe illnesses linked to this contamination. He must decide what to do immediately, within the next few days, and in the longer term to deal with the problem and the effect that the negative publicity will almost certainly have on the company.
"AWARD-WINNING CASE: Adjudged second best case at the ISB Case Competition 2010 held in partnership with the Richard Ivey School of Business and the Association of Indian Management Schools and sponsored by the Chartered Institute of Management Accountants. This case describes the successful journey of Dr. Amita Joshi in a medium-sized pharmaceuticals organization, Samuel Drugs, in India, which was facing serious performance problems. Joshi realized that the organization had strong manufacturing capability; however, it lacked marketing excellence and badly needed someone who could be tasked with making the company marketing-oriented. Joshi selected, out of turn, a young general manager of sales, Rajesh Mishra, as director of marketing. He proved to be an excellent choice and performed very well in his new role. Samuel Drugs had three subsidiaries, and one of them, Eastern Pharmaceuticals Limited (EPL), required a managing director, and Mishra was selected. He also continued to perform his previous role of director of marketing. Then conflict ensued between Joshi and Mishra. This case reveals the important roles of communication, coordination, multiple and diverse stakeholders, and organizational conflict in determining organizational effectiveness. This case also highlights the point that managers need to tackle both formal and informal aspects of an organization, rational and social sides of organizational life, and changing dynamics of relationships and networks."
Brazil's new president, Dilma Rousseff, had announced plans to sustain GDP growth above 5 percent annually and continue the country's leadership role among emerging economies. Between 2003 and 2010, Brazil benefited from strong economic growth and stable policies under the Lula administration. Brazil also increasingly led the BRICs (the fast-growing countries of Brazil, Russia, India, and China) in multilateral negotiations, notably in the World Trade Organization's Doha Round. Yet Brazil's actions to enforce a compulsory license of a patented therapy for HIV/AIDS and its victory in a longstanding WTO dispute with the United States over cotton subsidies had created tensions with major trading partners. Entering office in January 2011, Rousseff had the opportunity to outline a new agenda for international trade. Specifically, she had to decide whether to seek completion of the Doha Round, which was in a stalemate due to disputes over global intellectual property rules and agricultural subsidies and tariffs, or to instead pursue regional trade agreements in South and Central America. Rousseff also pledged active government involvement in the economy, described in the case as "Brazilian capitalism," but it was unclear whether fiscal expansion coupled with conservative monetary policies would reduce bottlenecks to growth and further temper Brazil's high inequality.
It is 2010, and Gary Swart, CEO of oDesk, is contemplating the next steps for his organization. Founded in 2004 in California, oDesk operates an online marketplace that matches Employers with Contractors. oDesk provides fact-based information on Contractors, including experience, skills, and certifications, to Employers, who use this information as a basis for interviewing and hiring Contractors. oDesk's online marketplace also includes a payment platform and tools that allow Employers to audit and verify Contractors' work and time sheets. oDesk collects commissions, approximately 10% of gross services, on all work that goes through its platform. oDesk has enjoyed robust growth since its inception and to date has focused on a very distinct market segment: small and medium-sized employers, Contractors who provide computer programming services, and U.S.-based employers hiring overseas Contractors. Swart believes that the time has come for oDesk to expand beyond this niche, but he is concerned about maintaining oDesk's strong reputation and market positioning and, as such, he wants to grow in a very focused manner. Should oDesk expand its customer focus to include large employers? Broaden the services its marketplace offers beyond computer programming? Widen its geographic reach? Each of these growth options offers opportunities and entails costs. Swart considers each of these in turn.
An established winery's first marketing director is charged with reviving the once-hot brand. Cofounded by an expert winemaker with ties to the famous Château Lafite-Rothschild, Clos Du Val had seen its glory days, with high ratings accompanied by robust sales. During the 1990s, however, sales had begun to lag, though it was unclear why. What should the new marketing director do first? A teaching note is available to verified faculty that covers both this condensed A and B case and the longer A and B cases as well as the follow-up C case (UVA-M-0749); a multimedia case supplement featuring interviews with the principals is also available.
In January 2007, Hazem Ben-Gacem, managing director and co-head of Investcorp Technology Partners (ITP), needs to decide what to bid at an auction for Moneybookers Limited, one of the top three e-payment solution providers in Europe. However, approximately 70% of Moneybookers revenues were related to transactions from online gaming sites (down from 100% in 2002). Although the thesis was that e-commerce transactions would soon make up a much larger chunk of the company's revenues, high gaming revenue still raised some questions. Between now and when Ben-Gacem had first submitted a bid of €60 million for Moneybookers back in November 2006, the U.S. Congress had enacted the Unlawful Internet Gambling Enforcement Act putting pressure on e-payment firms with gambling exposure. How would investors in ITP view this transaction? Ben-Gacem also worried about whether Moneybookers could manage the growth of its business and the evolution of regulation around monetary transactions. Moneybookers had effectively become a type of bank with deposit accounts and capital adequacy requirements and all the reporting that went along with it. But could an internet startup maintain the compliance and accounting standards necessary to handle such scrutiny? Could it succeed-and if it did, what would it be worth?
Leaders at Aquion Energy, a Pittsburgh-based battery start-up, are deciding on a market entry strategy. Should they pursue the large but unproven grid utility market or a smaller, but higher margin market?
RentJuice, founded in mid-2008, provided a subscription software service-sold via phone and live online webinars-that allowed real estate professionals like brokers and agents to manage and market rental listings, communicate with clients, and complete transaction paperwork (e.g., tenant applications, credit screening, lease documents), all through a single, intuitive, web-based interface. The case explores RentJuice's early development and the challenges it confronted in scaling its direct sales effort.
Variations in tax impact make it essential to know a person's tax status for personal financial planning and the structuring of business transactions. A broad overview of the Canadian income tax system is presented in this note along with descriptions of various types of taxable receipts. Key messages are: that different types of income are often taxed differently; that same types of income are often taxed differently depending on the entity that receives it; and that the amount of income tax varies based on the level of income the taxpayer earns.
Building Organizational Capacity for Change is an eleven-chapter book written by William Q. Judge, Jr., the E.V. Williams Chair of Strategic Leadership and Professor of Strategic Management at the College of Business & Public Administration at Old Dominion University. The book was published by Business Expert Press in February of 2011. Composed of three sections, the text explores methods for building an organization's capacity for change, an eight-dimensional dynamic capability that helps leaders more effectively prepare their entire organization, from frontline employees to senior management, to better anticipate and adapt to change. The author argues that this proactive strategy, as opposed to reacting to change, unleashes an organization's creative potential while maintaining accountability, clarifies the roles of each employee in the change process while enhancing organizational flexibility, aligns organizational systems to facilitate change, and builds the organization's leadership pipeline for the future. In Chapter One, the author challenges the conventional rules surrounding leadership and change by examining the obstacles that a traditional reactive approach creates for managers and leaders. The concept of organizational capacity for change is first introduced and posited as an essential concept for understanding management challenges in a fast-changing world.
Building Organizational Capacity for Change is an eleven-chapter book written by William Q. Judge, Jr., the E.V. Williams Chair of Strategic Leadership and Professor of Strategic Management at the College of Business & Public Administration at Old Dominion University. The book was published by Business Expert Press in February of 2011. Composed of three sections, the text explores methods for building an organization's capacity for change, an eight-dimensional dynamic capability that helps leaders more effectively prepare their entire organization, from frontline employees to senior management, to better anticipate and adapt to change. The author argues that this proactive strategy, as opposed to reacting to change, unleashes an organization's creative potential while maintaining accountability, clarifies the roles of each employee in the change process while enhancing organizational flexibility, aligns organizational systems to facilitate change, and builds the organization's leadership pipeline for the future. In Chapter Two, the author further examines and demonstrates the importance of organizational capacity for change. The eight dimensions of the concept are briefly introduced, and are then discussed individually in Chapters 3-10.