Describes a series of three vignettes confronted by a fast-growing extended warranty services company, Extended Service Plans of America (ESPA). Doug Tudor had become the company's president after completing its acquisition for Asurion Corporation in June 2006, after a two-year search and negotiation process. Ninety-four days later, three situations occur simultaneously: one of Tudor's two top managers improperly leaks confidential information to the company's former owners; a terminated employee threatens to badmouth the company to its highest-profile customer; and new information regarding a VP's drinking and performance problems seems to call for urgent action. Allows students to understand how to deal with typical issues faced by small companies, including the dynamics of family-owned businesses, barriers faced when trying to professionalize management, and challenges faced by a new manager trying to build credibility in such an environment.
Why do so many corporate initiatives, such as mergers and acquisitions, downsizings, or re-engineerings, look good on paper and turn out so poorly? This case offers the beginnings of one example of a corporate initiative: General Mills' acquisition of the Pillsbury subsidiary from Diageo PLC. Although General Mills financial advisors seemed to think that the balance sheets and products of the two corporations complemented each other and made a perfect match, the organizations were very different. Any shift in corporate control meant things were going to change. Kevin Wilde, the vice president and chief learning officer for General Mills, was part of the transition team responsible for helping the postacquisition integration go smoothly. The B case identifies several issues relevant to managing the integration and includes human resource and organizational information, marketing initiatives, strategy statements, plant closings, and operational changes. Together these cases were meant to motivate students with regard to the importance of understanding human systems and developing people management skills. As an introductory case to Leadership and Organizational Behavior courses, these cases encourage students to think about the skills required of them to be effective in human systems.
With Method standing at number seven on Inc. magazine's list of the 500 fastest-growing companies in 2006, cofounder Adam Lowry is searching for a biodegradable cleaning cloth to expand Method's line of "green" household products. Sustainable design principles have been a guiding force in Method's strategy, and being biofriendly is critical. So is sourcing in the United States. But only China can manufacture the corn-based cloth Lowry has in mind, and there is no way to certify that the product is free of genetically modified organisms. Lowry has to balance his firm's fundamental commitment to environmental sustainability against the fact that some retailers refuse to carry products containing GMOs.
Will Harvey hopped onto his road bike and began pedaling up Old La Honda Road, the famously steep and windy street in Portola Valley, California. As the climb became more arduous, Harvey, the co-founder and CEO of IMVU, a company that developed 3D avatar-based instant messaging, began thinking through the three term sheets that were lying on his desk at the office. He and co-founder Eric Ries had to make a decision within a week about who to partner with on IMVU's current round of financing. Harvey and Ries had adopted an unconventional approach to growth for their startup. While the typical early-stage technology company delayed entering the market until its product had been perfected, IMVU sold its chat service to customers right away, even when it was incomplete, bug-ridden, and carried a beta label. The IMVU development team then made continual modifications to the application based on consumer feedback captured through emails, surveys, and online chat forums. Within eight months of launching the beta product, Harvey and Ries believed that they clearly understood many of the features desired by their "earlyvangelists." IMVU's strategy produced rapid enough revenue growth (on a small scale) to attract offers from several Sand Hill Road venture capital firms, as well as a large strategic acquirer. However, each potential partner had a different perspective on how to ramp the company going forward. Harvey and Ries weighed whether they should continue adhering to the methodology that enabled them to get IMVU off the ground or to shift gears in pursuit of a more aggressive expansion. That decision was the first step in choosing the source of capital best aligned with the company's strategy and goals.
Madam C. J. Walker, who has been credited as the first self-made African-American woman millionaire, created a hair-care empire after years spent as a laundress in St. Louis, Missouri. Decades before the Civil Rights movement, her company gave employment to thousands of African-American women and marketed its products around the world. Madam Walker was active in the social and political causes of her day, and used her position as a successful entrepreneur to promote philanthropy and self-advancement in the African-American community.
This note is designed for use in an MBA marketing research course. It provides an overview of segmentation using K-means clustering. A simple algorithm for K-means clustering and the process of profiling clusters are provided. The note discusses the need for segmentation in marketing and emphasizes the role of managerial judgment in choosing a segmentation policy. Examples from the insurance industry are used in the note.
In order to execute a strategy to transform the entire 768-school Los Angeles public school district, Green Dot Public Schools, a nonprofit charter school management organization with 10 high-performing high schools around Los Angeles, is faced with a crucial choice about how to open its next several schools. Should it pursue an opportunity to collaborate with the public school district, or act on an equally attractive opportunity to compete head-on with the district by working in a neighborhood that has been dramatically underserved for decades?
As part of its expansion and diversification strategy, the Chiaphua Group explored real estate investments in emerging markets. The Group was one of the largest privately held company groups based in Hong Kong, with international investments in a variety of manufacturing and property development. A family member, Raymond Cheng, had narrowed the list of potential markets to Singapore, Malaysia, Indonesia, and Vietnam. Notwithstanding a history of instability and conflict and substantial government control of markets, Raymond concluded that Vietnam was the best option. Revolves around how to assess the market in the absence of hard data, and what would be the appropriate entry points. Illuminates how relationship-driven investments can be the foundation of a long-term investment strategy. Issues also involve how, by working with government through a structured forum (along with personal relations), laws and regulations can evolve to facilitate real estate investments.
It is February 2007, exactly three years before Vancouver hosts the 2010 Winter Olympics. Judy Rogers, City Manager for the City of Vancouver and a member of the Board of Directors for Vancouver's Organizing Committee (VANOC), is keen to ensure the Games will have a lasting positive impact on the city and on Canada. However, a recent event reveals that significant social tensions could negatively effect the event and Vancouver's image across the globe, and Rogers will have to find a way to address the growing concerns. More pressingly, Rogers and her team are faced with the task of creating an Olympic Legacy Reserve Fund that could enable the city to achieve its sustainability goals, but involves a significant tax increase for Vancouver's residents and businesses. With the world watching and the clock ticking, there is a lot at stake. How should Rogers respond to these challenges? Allows for an in-depth examination of critical social marketing issues in the context of one of the world's biggest sports events. Provides rich data on the possible benefits and drawbacks for a variety of constituents, including the International Olympic Committee, the host country and city, its businesses, and local residents, and can serve to illustrate the key tensions as well as best practices in social marketing initiatives.
Describes the initial considerations of Gilead Sciences as it designed a strategy for delivering its AIDS drug Viread to developing nations in Africa. In October 2001, Gilead Sciences received approval from the U.S. Food and Drug Administration for the commercial sale of Viread, a significant new drug for the treatment of HIV/AIDS. Viread proved to be an immediate success, increasing rapidly in sales and market share in the United States within its first year on the market. As Gilead made plans to take the drug global in early 2003, a high priority was to make the drug readily available to millions of people in the least developed nations, where the HIV virus was having its most devastating effects. Pricing and distribution were key considerations. Gilead did not have a distribution system in place in any of these countries, and the price charged in the United States would be prohibitive in the developing world.
Steve Jones, senior investment analyst at Stonehill Capital, among other responsibilities, had to ensure that his team prepared a pitch book which presented all the numbers and graphs necessary to acquire a client's business. Jones was already overworked so he enlisted his intern, Joe Livingston, to help with the task. As the deadline approached, Jones and Livingston worked 18-hour days preparing the pitch book and were very tired and sleep deprived. The morning after the day of the pitch, Jones received an email from the vice-president of Investment Banking telling him that the bank's deal team had been embarrassed by having to explain an error in the pitch book during their meeting to try to secure the deal. Jones is now being asked to explain what happened.
As opposed to other emerging countries, the tire market in India was almost exclusively dominated by local players: 90% of all tires on the Indian market were made and sold by local Indian companies. It is important to note that the big names of the world tire industry--Michelin, Bridgestone, Goodyear, and Continental--were hardly visible in India. Michelin was absent from the Indian tire market and it is very surprising that the world leader of the tire industry had neither a production facility nor a distribution network in India. Why such an absence? Why did Michelin have so little presence in Asian emerging countries and especially in India? Presents the main features of the tire industry in India and allows students to carry out a comprehensive strategic evaluation of the industry's attractiveness as well as an in-depth analysis of the structure of competition. They will also conduct performance analysis for each company.
Fabindia is a for-profit Indian retail company with the stated mission of providing employment to weavers and traditional handicraft artisans in rural India. Established in 1960 as an exporter of home furnishings, Fabindia has grown as a consumer-facing retailer of apparel, home furnishings, organic food, and body care products, and has plans to expand further. Given their mission, their supply chain is fragmented, geographically scattered, and unpredictable. Can they overcome these challenges and still grow profitably while staying committed to their mission?
Examines what happened to Korea after the 1997 financial crisis and the implementation of the IMF-mandated reforms imposed on Korea as conditionalities to the country's emergency loan package.
Splash Corporation has been dubbed the next Unilever - not bad for a consumer packaged goods company that was started in a garage in the Philippines no more than 20 years ago. As one of the largest consumer packaged goods companies in the Philippines, it is now considering international expansion options. Should the company tackle the nearby markets of Indonesia and Malaysia, or should it look farther afield at the lucrative markets of Europe and North America? The company is not short of ambition but resources are scarce.
Computer science departments were new to universities in the 1960s, and the one created at the University of Utah by David Evans and Ivan Sutherland had a research mission to invent the field of computer graphics. Details the research process that led to many of the critical breakthrough concepts and algorithms for the field and the training of PhDs, who then created companies that brought the new technology to the marketplace.
At this point, the Oracle acquisition of PeopleSoft in 2005 seems like ancient history (at least in technology years). In fact, the PeopleSoft acquisition is not even Oracle's latest major acquisition (Siebel was acquired in September 2005). One of the primary reasons that Oracle acquired PeopleSoft was to gain access to the 10,000+ customer base of PeopleSoft (and JD Edwards), which provides more than $1 billion in annual revenue. This customer base is a gift that keeps on giving in the form of a lucrative maintenance stream. This case study discusses options that PeopleSoft customers and, by extension, other enterprise software owners pursue to minimize enterprise resource planning (ERP) ongoing costs of ownership. The case encourages students to evaluate several criteria that can be used to lower ERP costs. There are no material requirements to run the case (other than Internet access).