This case tracks the evolution from October 2000 to July 2001 of public debate, regulatory decisions, and firm perspectives on the subject of consulting by accounting firms.
On November 17, 1997, Jon T. Elsasser, then vice-president of The Timken Co. bearings business for Europe, Africa, and West Asia, reviewed the company's proposal to the Romanian government for the acquisition of Rulmenti Grei, S.A., an industrial bearings plant being privatized through the Romanian State Ownership Fund. Elsasser reflected on the significance of the acquisition and its potential impact on Timken's global bearings business. Although Rulmenti Grei offered needed production capacity and an improved cost structure, Timken remained wary of Romania's political instability and the numerous operational challenges of integrating the plant into Timken's global organization. Importantly, the investment also represented a marked shift in corporate culture and objectives. Rulmenti Grei produced a variety of bearings types, whereas Timken remained focused on tapered roller bearings, driven by corporate history and pride as a specialist manufacturer. European customer demand required that Timken consider expanding its product offering. Rulmenti Grei had the potential to drive change in a century-old corporate culture.
Can you really change your behavior at work? What if you believe your approach has served you well in the past and helped you succeed to where you are today? This series of cases features Nicholas Gray, a Norfolk Southern Railroad (NS) executive and his experiences in implementing change from a middle manager position. The A case (UVA-OB-0773) begins with Gray identifying a change effort to build a better relationship with colleagues in other departments at NS. As the story unfolds, Gray's management style and some challenges he faces take shape. In the B case, Gray works through his action plan and the implementation of his change initiative. These cases provide an insight into the challenges of being a change agent at both personal and organizational levels.
Can you really change your behavior at work? What if you believe your approach has served you well in the past and helped you succeed to where you are today? This series of cases features Nicholas Gray, a Norfolk Southern Railroad (NS) executive and his experiences in implementing change from a middle manager position. The A case (UVA-OB-0773) begins with Gray identifying a change effort to build a better relationship with colleagues in other departments at NS. As the story unfolds, Gray's management style and some challenges he faces take shape. In the B case, Gray works through his action plan and the implementation of his change initiative. These cases provide an insight into the challenges of being a change agent at both personal and organizational levels.
Describes the circumstances leading to the three-and-a-half-day collapse of a major hospital group's IS capabilities. Identifies the technical reasons for the failure, management steps in dealing with the problem short term, and the long-term lessons they believe they learned from the incident.
Describes the operating challenges of Newport Creamery, a Rhode Island-based chain of ice cream restaurants. Profiles the company's transition from longtime family ownership to a real estate developer, the developer's expansion strategy, and the company's subsequent difficulties. The company is forced to seek Chapter 11 protection and eventually a court-appointed interim CEO spends 2 weeks evaluating whether to recommend keeping the company in Chapter 11 or converting to a Chapter 7 case. During the evaluation period, the interim CEO has to manage the company's financial crisis.
Provides an overview of the wide variety of organizations other than firms, government ministries and regulatory agencies, and universities that may have significant effects on competitiveness. These intermediary entities, referred to as institutions for collaboration (IFCs), include, for example, chambers of commerce, industry associations, professional associations, trade unions, technology transfer organizations, quality centers, think tanks, university alumni associations, and others.
Focuses on Joint Juice, a start-up in the new-age beverage category. The company has a patented formula for producing a glucosamine beverage, the only one on the market. (Glucosamine is a nutritional supplement believed to help rejuvenate joints and treat arthritis.) The company has made slow progress in its initial phase, but as the case ends, it has an opportunity to go national with two of the nation's largest grocery chains.
Having made managing director at an elite investment bank, Peter Isenberg struggles to understand his new role in the firm. He feels as though little has changed, although it is clear to him that those around him have new expectations.
Vicki Amon-Higa, vice president of KANA, a publicly traded, midsize development company, was working with Bryan Kettle, KANA's CFO, to plan a layoff in which KANA would reduce the size of its workforce by nearly 40%. Despite the best of intentions, news of the layoff leaked before the planned announcement. The situation quickly deteriorated as a series of irate managers called Amon-Higa, demanding to know why they weren't aware of the layoff and asking her how to handle the situation. She must quickly assess the situation, figure out what went wrong, and decide how to manage each of the company's stakeholders, including Chuck Bay, KANA's CEO.
This case is the first in a three-part series that explores the multifaceted organizational and strategic choices that companies now face as a result of the global AIDS epidemic. Heineken is considering becoming one of the first companies to offer AIDS drugs (antiretroviral therapy) to employees and their families. Hans Wesseling, the corporate HR manager, and his colleagues in the medical department must consider the organizational, financial, and social impact of this decision and present a recommendation to the board. Shows how Heineken is responding to the epidemic and considering it as part of the company's corporate social responsibility.
Second in a three-part series that explores the multifaceted organizational and strategic choices that companies now face as a result of the global AIDS epidemic. Heineken is considering becoming one of the first companies to offer AIDS drugs (antiretroviral therapy) to employees and their families. Hans Wesseling, the corporate HR manager, and his colleagues in the medical department must consider the organizational, financial, and social impact of this decision and present a recommendation to the board. Shows how Heineken is responding to the epidemic and considering it as part of the company's corporate social responsibility.