In Differences at Work: Martin (B) HBS Case No. 408052 Martin leaves the firm partially because of the incident but he does not tell his firm the reason for his departure.
In Differences at Work: Sam (B) HBS Case No. 9-408-054 Sam receives an informal apology from Human Resources which leaves Sam feeling unsatisfied as it is not an official company response. Sam leaves the company for unrelated reasons shortly thereafter but still continues to think about the incident.
This note presents some basic concepts and findings from social science research that can help you anticipate and manage some of the complexities of differences at work.
In Differences at Work: Alex (B) HBS Case No. 9-408-042 turns to his uncle, an employment lawyer, to discuss the situation. After receiving a matching offer from his current firm, Alex decides to stay with his firm but concedes that he did not have to make any hard ethical decisions. He wonders what he would have done if he had not received the matching offer.
In Differences at Work: Ben (B) HBS Case No. 9-408-043 Ben shares his colleague's comment with another colleague who empathizes with Ben's discomfort but dismisses the remark as a joke, leaving Ben to decide whether he wants to confront his colleague.
In Differences at Work: Will (B), HBS Case No. 9-408-045, Will describes how decided to respond to the question so that his colleague could tell from his answer that Will was a gay man.
In Differences at Work: Allie (B) HBS Case No. 9-408-055 Allie and her colleague initially refuse to go but when her boss makes a scene they reluctantly agree to accompany him to the beach despite his inappropriate behavior. Later back at company headquarters they tell their boss' boss about the incident who tells the women that he will support them if they decide to file a sexual harassment claim.
In Differences at Work: (C) HBS Case No. 9-408-056 Allie decides not to pursue a sexual harassment charge and instead remedies the situation by transferring to the marketing division in her company. She reflects on how powerless the situation made her feel and how it has made her extremely cautious about workplace interactions.
In Differences at Work: Alex (A), HBS Case No. 9-408-011 Alex has been asked an inappropriate question by the interviewer at an interview for his dream job. How will Alex handle the situation? Should he accept the position is offered?
In Differences at Work: Ben (A) HBS Case No. 9-408-012 one of Ben's professional colleagues unexpectedly makes an anti-Semitic remark during a casual conversation. What should Ben do?
The executive vice-president of newspapers for Schibsted was about to meet with his colleagues to discuss the company's plan to release an internally developed free daily newspaper concept called 20 Minutes. Over the past couple of years, Schibsted's executive team had kept a watchful eye on the free newspaper industry, which was enjoying tremendous popularity. Earlier in the year, Schibsted had launched Avis 1, a free paper with direct delivery to homes in Oslo, Norway. Looking to expand beyond their home country of Norway, Schibsted's executives had developed a proposal to simultaneously launch 20 Minutes in Zurich, Switzerland, and Cologne, Germany. The executive vice-president of newspapers and his colleagues were scheduled to present this recommendation to Schibsted's board of directors within a month. They were in the midst of preparing a financial and strategic analysis, since they were certain the board of directors would ask some tough questions. The supplemental case Schibsted (B): Should We Start Up "20 Minutes Cologne" Again?, describes the events folllowing.
On December 1999, Schibsted, Norway's largest media company, launched a free daily newspaper, 20 Minutes simultaneously in Zurich, Switzerland, and Cologne, Germany. As of February 2000, the launch of 20 Minutes in Zurich had been considered a success, whereas the Cologne launch had been fraught with difficulty. Schibsted had been caught up in a lawsuit filed by two prominent German publishers. The Cologne edition had been shut down for five weeks. After an appeal, Schibsted had been granted approval to restart distribution. Now the question was: Should Schibsted launch 20 Minutes in Cologne again? This is a supplemental case to "Schibsted (A): Should We Launch '20 Minutes'?"
An intern at SC Johnson requested a meeting to discuss a new initiative he wanted to pursue after analyzing coupons for SC Johnson's Glade brand. The intern had identified a large variance in coupon redemption rates and coupon return metrics, and wanted to discuss the possibility of developing a better way to plan coupon promotions.
Air Miles, the largest third party loyalty program in Canada, has more than nine million subscribers. Competition in the loyalty card market is heating up with the entry of Aeroplan and myriad proprietary loyalty programs launched by retailers and other brands, and Air Miles seeks to tighten its relationship with customers. Paradoxically, for a data-driven company focused on influencing consumers individually, Air Miles opts to develop and launch a mass advertising campaign to reconnect with consumers, and just as importantly, to re-energize internally.
The executive vice-president of newspapers for Schibsted was about to meet with his colleagues to discuss the company's plan to release an internally developed free daily newspaper concept called 20 Minutes. Over the past couple of years, Schibsted's executive team had kept a watchful eye on the free newspaper industry, which was enjoying tremendous popularity. Earlier in the year, Schibsted had launched Avis 1, a free paper with direct delivery to homes in Oslo, Norway. Looking to expand beyond their home country of Norway, Schibsted's executives had developed a proposal to simultaneously launch 20 Minutes in Zurich, Switzerland, and Cologne, Germany. The executive vice-president of newspapers and his colleagues were scheduled to present this recommendation to Schibsted's board of directors within a month. They were in the midst of preparing a financial and strategic analysis, since they were certain the board of directors would ask some tough questions. The supplemental case Schibsted (B): Should We Start Up 20 Minutes Cologne Again?, product #9B07M020 describes the events folllowing.
A new investment analyst with Alpha Value Fund was working on a presentation he was to make to the fund's investment committee, recommending an investment of $50 million in Sanderson Farms. Sanderson Farms was one of the leading poultry processors in the United States. Their stock had closed that day with a share price of $22.62 on the New York Stock Exchange. Eight months ago, the stock was trading at $48 per share. However, with the threat of an epidemic outbreak of avian flu and because of the losses incurred from hurricane Katrina, the share price plummeted. The investment analyst believed that the markets were over-reacting and, based on his analysis, Sanderson Farms presented a value candidate. He knew he had to be persuasive given the fund's preference for stable business and his relative lack of experience as an analyst.
Founded in 1988 and chaired by Lawrence Fung, the Hong Kong Economic Times Group ("HKET Group") started off as a publisher of Hong Kong Economics Times (HKET)-the first Chinese-language financial newspaper in Hong Kong. Launched when the city's economy was booming, the newspaper set out to be the Chinese-language equivalent of the Financial Times and to become one of the pre-eminent financial and business information and service providers in Greater China. Widely recognized for its quality content and leading market status, Hong Kong Economic Times has evolved closely with the economic and business environment of the city, catering to the changing needs of the local business community, such as the addition of a property section during the rise of the property market in the early 1990s and an IT section during the dotcom bubble in the mid- to late 1990s. In the face of new challenges to traditional newspaper industry like the proliferation of the Internet, the HKET Group responds by focusing on two fundamental driving forces that have become the pillars to its success: diversification and differentiation. With a vision to becoming a diversified media group, HKET has branched out to book publishing, multimedia services, electronic information services, recruitment advertising and training. Set in 2006, this case addresses the changes faced by the print newspaper industry and HKET's market positioning amid such changes. The case explores the role of creativity, especially in the context of Blue Ocean Strategy. It can also be used to teach differentiation strategy and entrepreneurship. All of these concepts can be discussed within the context of a corporate culture that creates a healthy environment for business growth.
Kerstin Berger observes her new colleague Tina Orton gradually slide into complete dysfunction and burnout. Orton, just hired, is given very little guidance or support in a "set up to fail" job situation. In addition she is going through tremendous personal change. With a near-impossible project, a hands-off boss, and a new culture and language (she has just moved to Switzerland to be with her new husband on an expatriate assignment), Orton finds herself in an untenable situation. She asks for help but does not get it; instead she resorts to pathological overworking in an attempt at control-an attempt that does not work and that leaves her completely burned out. When one morning Orton cleans out her office, leaves her badge on her desk, and disappears, Berger is left to pick up the pieces of her project one month before launch. Learning objectives: To consider how it happens that accomplished professionals sometimes find themselves in impossible situations. To understand the nature of burnout and the factors behind it. To identify best (and worst) practices for hiring and "on-boarding" new professionals in IT and other staff functions. To think about our own biases about what constitutes success and failure, and to what extent situations dominate individuals in determining outcomes (fundamental attribution error).
Describes the economic development of Iceland since 1945, focusing in particular on the years since 2000, when Iceland experienced strong growth and Icelandic companies aggressively internationalized.