The electric guitar market is both enticing and daunting for a small company - a multi-billion $US sector that has grown almost constantly since the 1960s, but where competition is based as much on image as on substance. The market is naturally fragmented (similar to the market for many musical instruments), yet dominant players make entry and sustenance difficult. While Asian producers or branded imports dominate the low and mid-priced market, collectors and serious players seek high-end branded or handmade instruments that can be resold with only minor loss, if any. To augment collector value, high-end guitar manufacturers constantly modify components, making short-run series with unique features (often specified by "name" musicians and sold under their signature). For established brands, vintage instruments, and handmade instruments, used guitars may sell for their original purchase price or surprising multiples thereof; the value of some pieces increases after only ten years. From this standpoint, experienced buyers can make essentially risk-free purchases. The case tells the story of Joe Naylor, the owner-manager of Reverend Guitars, a small company that made a startling impact on the electric guitar market with a clever use of innovative products, innovative marketing and innovative use of the internet to a) leverage an existing community and b) build a new one.
A team led by Vivienne Cox, Executive Vice President for Gas, Power, and Renewables, identifies and launches a new business, BP Alternative Energy. Investing on this scale in a "green" power business was a radical departure for BP.It illustrates how Cox guided the emergence of a vision for AE, got key stakeholders on board and set in place conditions for a highly motivated team.
Terminating employees is one of the most unpleasant, yet necessary, responsibilities managers have to carry out. The Wall Street Journal has reported that firing someone is one of three situations that make company presidents most uneasy. Due to a number of factors including anxiety, lack of preparation and ingrained social norms, terminations are often botched, putting companies at risk for low employee morale, negative PR, and lawsuits, among other undesirable outcomes. The ideal course of action is to prevent a termination in the first place through a combination of effective hiring, communication, coaching and management. Yet, after all other reasonable options have been exhausted, retaining a "problem employee" may be the only action worse than firing him. Keeping such an individual on staff allows substandard results or harmful behavior to continue and simultaneously sends the message to the rest of the organization that the company tolerates under-performance. As a result, the best course of action in these situations is to carefully prepare for a termination and then conduct it swiftly and respectfully. After an employee has been fired, proactively informing those with a need to know and filling the vacant position as soon as possible minimizes disruption to the organization. When a termination is properly handled, companies often resume normal business operations with very little tumult.
The case examines how the best practices of two banks were organized and managed to provide financial services to a small niche of foreign customers in the mining, tourism and construction sectors in Tanzania. The two banks claimed to be similar in many ways. They both were from countries whose economies were run broadly on neo-liberal lines, in that there was little state intervention in either economy, however, differences existed with respect to how they managed their operations. The case is ideally suited to illustrate the on-going tension and different types of best practices in cross-market integration. It provides opportunities to explore the challenges faced by multinational company banks in managing global workforces, the evolution of the banking sector, and the influence of technology in shaping work in organizations.
This is a shortened version of The Coca-Cola Company (A): The Rise and Fall of M. Douglas Ivester, HBS case #9-800-355. It eliminates some background detail and the financial data and exhibits. As with the original case, it chronicles the appointment of Douglas Ivester as CEO of Coca-Cola and the missteps that led to his dismissal.
Introduces students to the technique of relative cost analysis, a core technique of strategists. Among the intricate quantitative analyses that strategists undertake, relative cost analysis may be the most common. The goal of a relative cost analysis is simply to estimate how a company's costs compare to a rival's. Companies examine relative costs for a host of reasons: to anticipate how a rival is likely to react to a price change; to predict how a price war may evolve; to test whether a cost advantage it believes it has is real and sustainable; to decide how low a company must bid in order to win a competitive contract from a rival; to identify opportunities for internal cost reduction; to estimate, in the context of an acquisition, how much the costs of an acquired company might be reduced and what a reasonable price might be for the company; and so forth.
Describes the development and implementation of one of the world's most advanced human resource management support systems. The Royal Bank of Scotland Group is a global banking leader that began implementing a strategy for measuring the impact of human capital on bottom-line financial metrics in 2000. Spearheaded by HR executive Greig Aitken, this strategy included the use of an online toolkit of software through which HR executives could measure employee performance, gauge its impact on business performance, and commission new unit-specific surveys and studies. Aitken faces several challenges in advancing the use of human capital strategy throughout the Group: namely, how should he further build buy-in among key Group executives? And how should the Group respond when human capital analysis reveals some startling results in one of its most important divisions?
Dean Venky of the newly launched School of Engineering and Applied Sciences is faced with a range of opportunities and challenges as he presides over the launching of a new school of engineering at Harvard University. His opportunities include an ample endowment, a small but elite faculty, and the potential to collaborate with the other schools within Harvard. His challenges include attracting the best faculty and students, creating linkages across the university, and determining a strategy that will make Harvard engineering as well known as its other schools. Students must analyze the engineering school's strengths and weaknesses relative to other top schools, the political challenges of organizational change, and the most appropriate strategy for the Dean to follow.
What the acquiring company pays for a target in a merger or acquisition is called "consideration." Consideration can be in the form of cash, shares, or a combination of the two. Lays out the basic mechanics of equity consideration. Derives formulas for the Deal NPV of an all-equity deal and shows how to calculate and interpret key parameters, including percentage ownership, the exchange ratio, the acquisition premium, the wealth transfer, and the target's downside protection. Explains how synergies and over-valued shares affect the Deal NPV. Also shows how to calculate critical break-even exchange ratios. Ends by looking at cash-and-stock deals.
Karl Henderson was a senior manager at Metrionic Systems, a Santa Clara, California-based provider of networking solutions. During his time there, he had worked on and managed various cross-functional teams. When he was given the opportunity to manage a team that was spread across five continents, Henderson was confident that with a little groundwork, he could manage perfectly and deliver on time as he had always done. Due to a recent increase in the number of breaches into enterprise networks by hackers, Metrionic's vice president wanted the team to develop the next-generation network-security product for IT professionals. Companies were seeking advanced security devices that could prevent any further attacks. The home bases of the individuals on the team created by the vice president stretched across five continents. For the first time in his life, Henderson had to consider the various aspects of managing a team virtually. After reading the case, students can be given a role to play from the virtual team. They must decide how to proceed in the first conference call. In addition, the Henderson role must consider issues, such as how to create and manage the communication across the globe. See BC-0211 for the B case.
Mitalio is a BPM (Business Process Management) developer with a solid presence in the business enterprise arena. Its installed base includes global corporations in three continents. The announcement of the merger of BEA and Fuego, two well-known BPM competitors, has placed Mitalio in a reactive position. With 140 projects with potential clients around the world in the proposal stage and with an additional 60 pilot projects under way, the BEA announcement is likely to produce fear and uncertainty among its customers. Its effects need to be neutralized as soon as possible. The loss of any of the current projects or an extended decision delay, due to the BEA announcement, may have an undesirable impact on the company financial performance in 2006 and 2007. Mitalio must address this challenge with a decisive e-marketing strategy that boosts the sales pipeline and helps position the company as thought leader in the BPM field.
A summer employee at NoVeggie Inc. (NoVeggie) of Toronto, Ontario, was analyzing the viability of changing delivery companies. NoVeggie's largest client, Select Grocers (Select), had recently decided to introduce NoVeggie's products to a new group of Select's grocery stores in Ontario. Although this move would increase sales, it was also expected to increase delivery costs. Now the summer employee is trying to determine the actual delivery costs in order to assess whether the increase in sales would be beneficial, or whether changes in the delivery system were necessary.
The newly appointed executive director of the Office of Alliance Management (OAM) at Eli Lilly and Company (Lilly) was returning to his office after his first meeting with his supervisor, the senior vice-president of Corporate Strategy and Business Development (CSBD). The executive director had been promoted to the position just a week earlier, and now the senior vice-president has asked him to conduct a complete review of the OAM strategy. The senior vice-president made it clear that it was fine to leave the strategy as it currently existed, or to change it radically if the situation warranted. Now the executive director must decide what Lilly should do to build and maintain its leadership in alliance capability.
This case is designed to examine the issue of corporate social responsibility in a small firm. The key issue is how a small organization can maintain its strong social responsibility philosophy when (a) the organization is growing, (b) the environment in which the organization exists is extremely competitive, and (c) the entrepreneurial visionary who started the firm is getting ready to step down. The case describes the dilemma the owner of White Dog Cafe has regarding the transition of current management to the new management team and the development of the White Dog Cafe's social responsibility philosophy, the challenges that other socially responsible organizations have had as they have grown, and the strategies that the company has used to successfully keep its philosophies and goals at the forefront of its business operations.
The president of Asian Paints Ltd., India's largest paint manufacturer, was wondering how he could improve the way the company's International Business division was managing its team of 120 global managers. The company had operations throughout Asia in various locations such as China, Singapore and Thailand; throughout Africa in countries such as Oman, Egypt and Mauritius; and in the Americas in Jamaica. The team of global management was critical to the success of the company's globalization endeavour, which was expected to gather momentum once the ongoing consolidation was complete. The president must decide how to structure the management of this global team.
Dave House and partner Paula Puddy developed and taught preparation workshops for the Professional Engineering Professional Practice Examination. The exam preparation offerings include two-day workshops, a distance learning self-study course and a published book of answers to previous exam questions. All activities are offered jointly by the Ontario Society of Professional Engineers and Puddy's training firm, Vantage Professional Development (Vantage). House must propose a clear strategy of each of the offerings and make recommendations to Puddy about the future of the relationship between Vantage and the Ontario Society of Professional Engineers. The case deals with strategic choices for product and market development in a small entrepreneurial firm, and it allows students to carry out an extensive financial analysis gaining an appreciation for the trade-offs involved in a joint venture.
The owner of Mountainarious Sporting Co. has requested a long-term loan to cover construction costs for major alterations to his store's layout. He has also requested an increase in the business's line of credit to fund additional inventory purchases for the increased store space. The loan manager has received the company's financial statements and must decide whether to grant the loan in a short time in order that the renovations may proceed.
This case is designed to examine the issue of corporate social responsibility in a small firm. The key issue is how a small organization can maintain its strong social responsibility philosophy when (a) the organization is growing, (b) the environment in which the organization exists is extremely competitive, and (c) the entrepreneurial visionary who started the firm is getting ready to step down. The case describes the dilemma the owner of White Dog Cafe has regarding the transition of current management to the new management team and the development of the White Dog Cafe's social responsibility philosophy, the challenges that other socially responsible organizations have had as they have grown, and the strategies that the company has used to successfully keep its philosophies and goals at the forefront of its business operations.
In February 2005, Nigel Burton, in his third year as president of global oral care at Colgate-Palmolive Company (CP), had every reason to feel optimistic. Worldwide market shares were strong and Colgate Max Fresh (CMF), a new toothpaste that had helped drive Colgate to a record value share in the important U.S. market, was in the global pipeline for 2005. Burton had on his desk the proposed marketing launch plans for CMF in China and Mexico. Each plan sought to maximize the business potential in the local market. Burton had to assess the plans from a global perspective.