Rotate up-and-comers through various functions, business units, and locations, conventional wisdom suggests, and you'll give them a chance to round out their skills and prepare for general management. However, mobility as a leadership development strategy can go wrong in many ways. It can disrupt operations and undermine accountability, demoralize managers who don't get to change roles, and cost a lot to implement. Perhaps worst of all, it can become an end in itself, causing other strategic and operational aims to get lost in the shuffle. Mobility can be an excellent development tool when companies use it wisely - as Marriott International, Corning, and UnitedHealth Group have done. The authors cite these successes and several failures, and offer a framework for solving the mobility equation in a way that's right for your organization. Developing an appropriate mobility strategy entails answering three questions: What kind of mobility? Mobility for whom? And how much mobility? Your answers will depend on your company's circumstances and overarching objectives. For instance, to figure out what kind, you'll need to consider that changing a manager's function within a unit may help that person acquire the knowledge and skills to run that unit one day, whereas switching someone to a different unit may help develop broader leadership capabilities. To decide for whom, you can try "sponsored mobility," which means directing investments toward a chosen few individuals; "contest mobility," which means opening up opportunities to many; or a combination of the two. The approach you choose will depend partly on how robust a system you already have for identifying and retaining high potentials. Finally, to determine how much, you'll need a solid fix on which areas of the enterprise require the developmental benefits of mobility. Targeted analysis will show the likely impact on retention, promotions over time, and operational efficiency.

Financial risk management is hard to get right even in the best of times. It can take one of six paths to failure, nearly all of them exemplified in the current crisis. Relying on historical data. A risk manager who assessed real estate risk on the basis of statistics from the past three decades would have been sorely unprepared for the volatility of house prices in 2007. Focusing on narrow measures. A daily Value-at-Risk (VaR) measure is commonly used for securities trading. But a daily measure assumes that assets can be sold quickly or hedged, so it doesn't apply to portfolios with which the firm may be temporarily stuck. Overlooking knowable risks. Risk managers often distinguish among market, credit, and operational risks, which they measure differently and in isolation rather than cross-organizationally. They may also fail to assess new risks embedded in the instruments they use for risk mitigation. Overlooking concealed risks. Risk takers may deliberately hide their risks, as happened at the French bank Societe Generale in 2007. Or they may underreport them when their trading positions are complex and short-lived. Failing to communicate. Sometimes even the most scrupulous risk manager cannot clearly explain a state-of-the-art system to the CEO and the board. In such a case, their confidence in the system's capabilities may be unwarranted. Not managing in real time. It is difficult to hedge trading positions when their risk characteristics can change completely within a single day - as can happen, say, with barrier calls. The author advises practicing sustainable risk management: Never mind that catastrophic risks have extremely small probabilities; build scenarios for them and design strategies for surviving them anyway.

All companies making big-budget investment decisions face the same basic dilemma: On the one hand, they must make timely, strategic investments to prevent rivals from gaining ground. On the other, they must avoid tying up too much cash in risky projects, especially during times of market uncertainty. The traditional valuation methods - namely, discounted cash flow and real options - fall short in resolving this dilemma. Neither one, on its own, properly incorporates the impact of demand and price volatility in an industry while also taking into account additional investments that the firm and its competitors may make. In this article, Nelson Ferreira, an associate principal at McKinsey & Company in Sao Paulo; Jayanti Kar, an associate at McKinsey & Company in Toronto; and Lenos Trigeorgis, a professor of finance at the University of Cyprus and the president of the Real Options Group, present a valuation tool that overcomes the shortfalls of those analytic approaches. The tool, called option games, combines real options (which predict the evolution of prices and demand) and game theory (which captures competitors' moves) to quantify the value of both flexibility and commitment, allowing managers to make rational choices between alternative investment strategies. Option games will be of particular value to companies facing high-stakes decisions, such as those involving millions of dollars in capital investment, in a volatile environment in which their moves and those of their competitors clearly affect each other.

Countries around the world are putting innovation at the top of their agendas. As a result, companies now have access to a global market for talent, capital, tax credits, and regulatory relief. Before setting up a research laboratory or a marketing office in one of the world's innovation hot spots, organizations must consider which of the emerging innovation models best suit their requirements. An astute company can also blend elements of each model in a systems integration approach. In the focused factory model, countries concentrate their resources. Singapore, for instance, plans to increase funding for R&D in life sciences, clean technology, and digital media, and to provide benefits such as tax relief to attract companies interested in conducting research in those areas. GlaxoSmithKline and Novartis have already begun doing so at the biomedical research center Biopolis. Countries adopting the brute force model hope to generate innovations by marshaling massive amounts of labor and capital. China, for example, is increasing funding for 10 universities in order to produce many specialists in every area of science and technology. The goal of the Hollyworld model is to create the right environment for innovation by assembling a critical mass of skilled individuals. India, for example, is partnering the best graduates of its universities with Indians who have trained at educational institutions in the West. Several countries have developed large-scale ecosystems combining funding bodies, research institutions, and business and academic collaboration. Finland's innovation system, for instance, is bolstered by strong governmental stewardship and the involvement of public and private players. Aalto University, scheduled to open in the autumn of 2009, will exemplify the country's holistic approach.

Astrigo is in trouble. The home improvement chain has missed its earnings forecast badly and sales are falling. A 10% reduction in staff looks like the only choice. Layoffs, however, would undermine the retailer's longtime commitment to employees and the ability to provide its famed customer service. But tapping cash reserved for strategic acquisitions goes against the firm's values, too. What should the CEO do? Four experts comment on this fictional case study in R0903A and R0903Z. Board advisers Laurence J. Stybel and Maryanne Peabody, of Stybel Peabody Lincolnshire, suggest that the company borrow a page from McDonald's and declare Astrigo's intention to focus on the interests of long-term shareholders. This move would establish a framework that would help management make tactical decisions with more clarity and flexibility. The company could then use its cash to buy a little time to study the options. If Astrigo can't avoid layoffs, a last-in, first-out approach would be the least costly. Former CEO Jurgen Dormann understands the challenge Astrigo faces. When he took over ABB, the company was in deep distress. After shaking up his executive committee, Dormann personally reached out to all 180,000 employees to enlist their help. They came back with ideas that saved $1.6 billion - and rescued the company. Management professor Robert I. Sutton thinks too many executives assume that layoffs are the best way to reduce costs. They don't factor in how long it takes to realize the savings from job cuts, the costs to hire and train people once business picks up, or the damage to morale and productivity. Astrigo's executives should consider alternatives such as pay cuts, reduced benefits, unpaid time off, and incentives for departure. If layoffs are in-evitable, Astrigo should do them quickly, and firing the bottom 10% of employees would be the worst approach.

Astrigo is in trouble. The home improvement chain has missed its earnings forecast badly and sales are falling. A 10% reduction in staff looks like the only choice. Layoffs, however, would undermine the retailer's longtime commitment to employees and the ability to provide its famed customer service. But tapping cash reserved for strategic acquisitions goes against the firm's values, too. What should the CEO do? Four experts comment on this fictional case study in R0903A and R0903Z. Board advisers Laurence J. Stybel and Maryanne Peabody, of Stybel Peabody Lincolnshire, suggest that the company borrow a page from McDonald's and declare Astrigo's intention to focus on the interests of long-term shareholders. This move would establish a framework that would help management make tactical decisions with more clarity and flexibility. The company could then use its cash to buy a little time to study the options. If Astrigo can't avoid layoffs, a last-in, first-out approach would be the least costly. Former CEO Jurgen Dormann understands the challenge Astrigo faces. When he took over ABB, the company was in deep distress. After shaking up his executive committee, Dormann personally reached out to all 180,000 employees to enlist their help. They came back with ideas that saved $1.6 billion - and rescued the company. Management professor Robert I. Sutton thinks too many executives assume that layoffs are the best way to reduce costs. They don't factor in how long it takes to realize the savings from job cuts, the costs to hire and train people once business picks up, or the damage to morale and productivity. Astrigo's executives should consider alternatives such as pay cuts, reduced benefits, unpaid time off, and incentives for departure. If layoffs are in-evitable, Astrigo should do them quickly, and firing the bottom 10% of employees would be the worst approach.

The sole shareholder of a Newmarket, Ontario, bamboo wholesaler wants to complete all necessary accounting transactions in order to determine the fiscal 2007 results. Students are required to record all opening balances, the necessary transactions, and adjusting and closing entries. The case is a comprehensive one wherein the required transactions involve cash, accounts receivable (including write-offs, recoveries and bad debts), retail inventory (purchases, returns, discounts, FOB terms, valuation and the lower-of-cost-or-market rule), and fixed assets (purchase, amortization, repairs, trade-ins and sales).

Ribe Maskinfabrik A/S (RM) had, during the last 15 years, developed from a simple machine works operating out of Southern Jutland (Denmark) to the modern and globalized RM Group consisting of three distinct business units. This change had developed gradually as its outsourcing activities became increasingly important during the last years. In the beginning, outsourcing activities developed in an ad-hoc and reactive manner. However, RM gained important knowledge on how to optimize the outsourcing processes, and it developed a very extensive network of suppliers, many of which it had relationships with for many years. This network was offered to RM's customers and represented a high value to them. RM had already established these contacts and was able to assure the quality of its partners, which saved its customers valuable time and effort. In that sense, RM exploited its own experience and network of suppliers and became an outsourcing consultant.

In November 2007, Amazon introduced the Kindle, the first electronic reader with wireless functionality. The case describes the launch of the Kindle and provides information on representative players in the industry (or broader ecosystem) who are likely to be affected, and react: including Penguin (the leading educational publisher), Barnes & Noble (the largest bricks-&-mortar retailer), Apple and Sony (as manufacturers of competing devices), Google (as a major provider of free e-content) and Adobe (as a competitor in creating an e-book standard).

In December 2008, nightlife impresario Noah Tepperberg is celebrating the fifth anniversary of his New York City nightclub Marquee. While most clubs are over within their first one-and-a-half years, Tepperberg has succeeded in keeping Marquee one of NYC's hottest clubs for what seems an eternity in the nightlife industry. However, concerns remain about Marquee's staying power, rising costs, and increased competition. When is the right time for Tepperberg to pull the plug on Marquee?

The case describes the effort of Merck, a global leader in pharmaceuticals, in making available its medicines to the poor. The challenge for the company (or for that matter, any pharmaceutical company) is how to integrate its business strategy with its corporate social responsibility, especially when operating in "lower income" countries.

Given the importance of global education, colleges and universities are faced with increasing pressure from various stakeholders to internationalize their campus. The dean of the Grant MacEwan School of Business is faced with the task of internationalizing the school. Her job is doubly difficult as the school is implementing a strategic move towards becoming a baccalaureate-granting institution, and upgrading its available international programs. The application of standard business models of SWOT and PEST analysis, examining the multi-dimensionality of internationalization and its application in the non-profit sector, and development of defined benchmarks to evaluate the success of any expansion efforts are all areas that the dean should consider in making her recommendations.

Given the importance of global education, colleges and universities are faced with increasing pressure from various stakeholders to internationalize their campus. The dean of the Grant MacEwan School of Business is faced with the task of internationalizing the school. Her job is doubly difficult as the school is implementing a strategic move towards becoming a baccalaureate-granting institution, and upgrading its available international programs. The application of standard business models of SWOT and PEST analysis, examining the multi-dimensionality of "internationalization" and its application in the non-profit sector, and development of defined benchmarks to evaluate the success of any expansion efforts are all areas that the dean should consider in making her recommendations.

Supply chain management of aviation spare parts is characterized by stringent regulations, tight turnaround and lead time, large numbers and expensive parts. Managing spare parts in the aviation industry, thus, has always been a challenge for all airline operators, and Cathay Pacific is no exception. Spare parts operations at Cathay Pacific covered procurement, inventory management, repair management and logistics management. Cathay Pacific handles all procurement and inventory management in-house whilst third party logistics service providers are employed for repair and logistics management. In this case, the student is asked to examine various alternatives to optimize the supply chain management and instigate process improvement of aviation spare parts operations at Cathay Pacific.

Amanda West is a GSB graduate who has launched a healthy fast food restaurant out of business school. She developed the business plan with her S356 team and validated the idea throughout the course. After graduation she decided to launch the business on her own. She successfully formed a board of advisors, raised angel financing and has been searching for a location for her first restaurant site. Her search has lasted eighteen months and she has yet to sign a lease.

Amanda West is a GSB graduate who has launched a healthy fast food restaurant out of business school. She developed the business plan with her S356 team and validated the idea throughout the course. After graduation she decided to launch the business on her own. She successfully formed a board of advisors, raised angel financing and has been searching for a location for her first restaurant site. Her search has lasted eighteen months and she has yet to sign a lease.

This case analyzes the business strategy and expansion of JWT China from the late 1990s to 2008. As part of the world's fourth largest marketing communications network, JWT China grew into one of the largest integrated communications companies in China operating from offices in various parts of the country. The case provides students with a comprehensive history of and insights into China's advertising industry and the challenges for foreign and domestic firms operating within a highly regulated media environment controlled by the Chinese government. At the same time, this case offers insights into the structure of the highly fragmented Chinese consumers market, exploring the socio-economic disparities in income and media access as well as culturally determined consumer behavior across different regions and urban and rural areas. The case lets students explore how these trends might impact JWT's advertising and marketing strategies in the future and how to evaluate JWT's business expansion in China dealing with local and foreign competition.