This case describes work-life programmes (WLPs) implemented by the management of Changi General Hospital (CGH) in Singapore since the late 1990s to 2005. Its Director of Human Resource, Yap Bee Cheng (Yap), hoped that flexible work options, support for staff and their family, and programmes for staff's physical, social and emotional well-being would make CGH a preferred employer. Yap learnt from Ivy Tai (Tai), Manager of Human Resource Management Department that WLPs had contributed to overall improvement of key performance indicators (KPIs) of the hospital from 2003 to 2005. However, she noticed that the attrition rate of the Operating Theatre (OT) Department was slightly higher than CGH's average. Further, absenteeism in the OT Department had remained higher than the organisation. Operating in a tight labour market for such skills, Yap and Tai wondered on ways to improve KPIs of the OT Department as they faced a new external environment for the healthcare sector.
In 2003, Unilever and Oxfam embarked on a groundbreaking "learning project" designed to better understand the impacts of business on poverty. Developing countries were seen as an essential component of Unilever's corporate strategy, with developing and emerging markets forecast to account for 90% of the world's population by 2010. Unilever had long been present in many of these markets and was increasingly aware that its future growth would depend upon its ability to address issues of social and economic development in developing countries, including poverty. Oxfam, one of the world's most prominent nongovernmental organisations (NGOs), was focused in its campaigning and other activities on the alleviation of poverty. Thus, despite the often adversarial relationship between corporations and NGOs, the two organisations shared a common interest which formed the basis for their collaboration. The goal was to examine the role of business in poverty reduction, specifically by studying Unilever's operations in Indonesia. Case A describes how this collaboration came about and provides background on Unilever, Unilever Indonesia (UI), and Oxfam, including its campaigns against the pharmaceutical and coffee industries. It also examines the role of NGOs, the challenge of tackling poverty in developing countries, the Millennium Development Goals, and the UN Global Compact. The case ithe difficulties inherent in better understanding the role of MNCs in poverty alleviation as well as in forging effective collaboration between corporations and NGOs.
This set of two cases describes how two MBA alumni acquired a long-established business in France, and, despite all their efforts to modernise it, grow it and apply best practices as learned in business school (Case A), finally turned it into a loss-making and cash-bleeding company (Case B).
The case describes how AMF Snaps, a supplier of fastenings for the premium clothes market, has risen to become one of Europe's leading and most innovative snaps companies. From the first collection in 1996, designed by founder Andreas Faerber with the help of some friends using simple computer graphic tools, by 2007 the workforce had increased from four people to 70, with annual sales of 50 million snaps. Unwavering in his belief that the relationship with the customer is key to success, in 2007 Faerber was faced with a dilemma. Survey results revealed a gap between what employees perceived to be the company's strong points and what its clients considered them to be. It also uncovered a weak point in the snap supplying process: the outsourced manufacturing of the snaps. .
The director for the Tom Baker Cancer Centre (TBCC) and vice-president of the Alberta Cancer Board (ACB) took a moment to reflect on the past six months. He had assumed the leadership of the TBCC in December 2006. Alberta Health & Wellness had created an ambitious provincial vision for cancer in which the director would play a key role. The director recognized that it would be difficult to gain buy-in from the different stakeholders because they were used to a different way of operating. Before moving forward, the director wanted to have several discussions with ACB, his management team and the front-line staff, and present to them some preliminary objectives.
Around 1994, competition in the credit card market was based on price (i.e., interest rates and annual fees). After Chase and American Express launched bonus point programs in 1993, HSBC was forced to follow in 1994. The original program was targeted at high-income consumers as with luxury brand redemption items. Competition reacted and consumers quickly learned to expect a points program as a standard feature. Again, HSBC differentiated their credit card products by adding a wider range of redemption items, and lowering redemptions levels. Problems emerged in 1997-1998 as the program became a source of complaints because of operational difficulties in fulfillment and a lack of competitive advantage in the marketplace. In 1999, HBSC's credit card was rated poorly, largely because of the problems with the bonus point system. Research was used to understand consumers and revitalize the program. Significant changes were made in the features, improved operations and an improved selection of redemption items. By 2002, the program was rated as one of the best in the industry. The challenge is, Where does HSBC go from here?
Dr. Reddy's Laboratories (Dr. Reddy's), a large pharmaceutical company in India, is trying to acquire the fourth largest generics manufacturer in Germany. Dr. Reddy's quoted $570 million in a competitive bidding situation. The company's chief negotiator is getting ready to close the deal if selected. Students will examine the issues for the chief negotiator, such as: is the price right, is the fit strategic, will the acquisition add value, how can the synergies be fully exploited and how should management proceed with the integration. The (A) case is positioned just before the acquisition and hints at the possible risks. The supplement case, Dr. Reddy's Laboratories (B), product # 9B08M065, is positioned two years post-acquisition and examines a major risk which, as it unfolded, brought the viability of the business model into question.
This supplement to Dr. Reddy's Laboratories (A), product # 9B08M064, looks at the two years post-acquisition and examines a major risk which, as it unfolded, brought the viability of the business model into question.
The chief executive officer of a chemical company supplying cleaning and hygiene products is preparing a bid worth $3 million in new business. Students are asked to analyze the industry, construct and interpret a statement of cash flows, calculate and interpret financial ratios, perform a differential analysis, project a cash budget, calculate sales breakeven and project a statement of earnings and a balance sheet.
The founders of BarKar, an investment company, are considering whether to invest in Harley-Davidson Inc. BarKar is a value-oriented investment company in Vancouver, B.C., Canada that specializes in identifying and investing in companies trading at more than a one-third discount to their intrinsic value. In order to reach a decision, the founders have to look at the financials and carry out a strategic analysis to determine the intrinsic value of this stock.
Rick Drumm (his real name), once a teen-age drumming contest winner, is facing the most promising, but also the most challenging, career transition in his career as a manager and a leader. While a second-year MBA student in a fast-track program, and working as President of Vic Firth Inc, a $20 million-sales drumstick manufacturer, he is being recruited to become president of J. D'Addario & Co., the largest manufacturer of musical accessories in the US. Having survived a series of interviews - by the headhunter, various Board members, and the Chairman of D'Addario - he is informed that he has to be interviewed by Jack Welch, the legendary CEO of General Electric, as the final step in his selection process. Rick has to decide how to prepare for this interview, how to approach this final test of his qualifications to assume the leadership of a much larger and more complex organization. The (A) case describes his concerns and questions about the up-coming interview. It also paints the scenario of Ricks personal history, and the sometimes colorful career transitions he has gone through up to this latest opportunity. Critical themes are highlighted, tracing the central threads of his development as a manager. The (A) case ends with Rick ringing the bell at Welch's Boston residence on a cold afternoon in December.
Rick Drumm (his real name), once a teen-age drumming contest winner, is facing the most promising, but also the most challenging, career transition in his career as a manager and a leader. While a second-year MBA student in a fast-track program, and working as President of Vic Firth Inc, a $20 million-sales drumstick manufacturer, he is being recruited to become president of J. D'Addario & Co., the largest manufacturer of musical accessories in the US. Having survived a series of interviews - by the headhunter, various Board members, and the Chairman of D'Addario - he is informed that he has to be interviewed by Jack Welch, the legendary CEO of General Electric, as the final step in his selection process. Rick has to decide how to prepare for this interview, how to approach this final test of his qualifications to assume the leadership of a much larger and more complex organization. The (B) case describes the actual interview process, and provides Rick's reflections on this interview, the surprises he encountered, as well as the affirmations that he found in Welch's observations about managing a family-owned business.
Rick Drumm (his real name), once a teen-age drumming contest winner, is facing the most promising, but also the most challenging, career transition in his career as a manager and a leader. While a second-year MBA student in a fast-track program, and working as President of Vic Firth Inc, a $20 million-sales drumstick manufacturer, he is being recruited to become president of J. D'Addario & Co., the largest manufacturer of musical accessories in the US. Having survived a series of interviews - by the headhunter, various Board members, and the Chairman of D'Addario - he is informed that he has to be interviewed by Jack Welch, the legendary CEO of General Electric, as the final step in his selection process. Rick has to decide how to prepare for this interview, how to approach this final test of his qualifications to assume the leadership of a much larger and more complex organization. The (C) case focuses on Jim D'Addario (the scion of the D'Addario clan, and Chairman and CEO of the company), and his views about the growing needs for executive leadership at this historically venerable musical accessories company. The case provides the history of this enterprise through various transitions in business focus and leadership, and of how Jim came to ask Welch to interview his "best candidate". The case also describes Jim's views on what the company needed at this point in time, and his perspective on Rick Drumm's key attributes. The case closes with Rick describing his initial steps to diagnose the most pressing problems at D'Addario, and the actions he took to take charge of the situation.
Around 1994, competition in the credit card market was based on price (i.e., interest rates and annual fees). After Chase and American Express launched bonus point programs in 1993, HSBC was forced to follow in 1994. The original program was targeted at high-income consumers as with luxury brand redemption items. Competition reacted and consumers quickly learned to expect a points program as a standard feature. Again, HSBC differentiated their credit card products by adding a wider range of redemption items, and lowering redemptions levels. Problems emerged in 1997-1998 as the program became a source of complaints because of operational difficulties in fulfillment and a lack of competitive advantage in the marketplace. In 1999, HBSC's credit card was rated poorly, largely because of the problems with the bonus point system. Research was used to understand consumers and revitalize the program. Significant changes were made in the features, improved operations and an improved selection of redemption items. By 2002, the program was rated as one of the best in the industry. The challenge is, "Where does HSBC go from here?"
The chief executive officer of a chemical company supplying cleaning and hygiene products is preparing a bid worth $3 million in new business. Students are asked to analyze the industry, construct and interpret a statement of cash flows, calculate and interpret financial ratios, perform a differential analysis, project a cash budget, calculate sales breakeven and project a statement of earnings and a balance sheet.
Ron Guntz, commander of recruiting for Israel's Special Forces, had been instructed by his superiors to evaluate the process by which he selected solders for its 20-month long training program. Was the Army conducting this process in an ideal manner? The case examines the Special Forces training in light of the types of missions soldiers are expected to execute and asks students to consider whether the Special Forces recruitment and training process identifies the best possible candidates for future Special Forces service.
In 2007, Loews Inc., under the leadership of James Tisch, was considering whether to buy natural gas properties from Dominion Resources. The question is whether the acquisition fits the corporate strategy. In exploring the questions, students will have the chance to consider what is in fact a corporate strategy, how Loews' corporate strategy adds value, and how the way Loews is managed contributes to the results-a tripling of market value in 5 years.
BMW is faced with potential channel conflicts across several EU country markets. The case highlights BMW's approach to redesigning its channel in Greece. The case provides details on both headquarter and country head perspective on BMW's channel strategy.
This a role play supplement to Competing for Development (A): Fuel Efficient Stoves for Darfur, product # 908M61. The role plays feature additional background, motivations and decision priorities from the key local and international players in Darfur's fuel efficient stove interventions, including the Intermediate Technology Group , renamed to Practical Action in 2005 (ITDG/PA), the Lawrence Berkeley National Lab, Aprovecho, the International Lifeline Fund, the United States Agency for International Development (USAID), and organizations representing local, female, internally displaced persons (IDPs).