This case follows the performance review and financial-statement-forecasting decisions of a Value Line analyst for the retail building-supply industry in October 2002. The case contrasts the strong operating performance of Home Depot with the strong stock-market performance of Lowe's. Students examine a financial ratio analysis for Home Depot that acts as a template to generate a comparable ratio analysis for Lowe's. The student ratio analysis is designed to build intuition with respect to interpreting individual ratios as well as ratio interrelationships (e.g., the DuPont framework). The historical-performance comparison suggests that investors are skeptical of the ability of Home Depot to maintain its performance trajectory, yet they project sustained improvements for Lowe's. Students are invited to scrutinize the analyst's five-year income-statement and asset-side balance sheet forecast for Home Depot. The case expressly focuses on the asset side of the balance sheet as a preview for other cases using free-cash-flow forecasting. The Home Depot forecast exercise exposes students to the mechanics of financial-statement modeling and sensitivity analysis, which they can use in building their own forecast for Lowe's. Finally, the strong-growth assumptions for Home Depot relative to the modest-growth forecast for the industry suggest that the company can be expected to capture massive and perhaps unreasonable market share in the near term. The exercise provides a striking example of the importance of comparing bottom-up business forecasting with top-down industry forecasts.
Circles, a corporate concierge company on the verge of profitability, must make a decision whether to take a D-round venture capital despite ever-changing and ever-worsening terms. A four-year-old company with several major clients, it has met its business plan projections and finds itself only a month or two away from profitability. Co-founder Janet Kraus works with her board and management team to consider alternatives to taking venture capital money. Together, they weigh the pros and cons of different types of funding and growth strategies and, ultimately, they must decide which path to pursue.
Describes the 1990s consolidation on the newsprint industry. Questions whether consolidation will ever deliver on its promise. Whereas some industry observers maintain that the effects of consolidation are already visible, others argue that further consolidation is necessary. Others, however, claim that because newsprint is a commodity and firms compete on the basis of price, consolidation will not restore industry profitability. Data to build individual firm and industry supply curves for 2001 is available upon further request. Illustrates the transition from a perfectly competitive industry (demand and supply) to oligopolistic competition (Porter's five forces). To obtain further exhibits, please contact HBSP customer service for more information.
In just a few years the Forest Stewardship Council (FSC) made impressive progress toward its mission of promoting "environmentally appropriate, socially beneficial, and economically viable management of the world's forests." By 2001, 25.5 million hectares of forests in 66 countries had been certified as meeting FSC's standards for sustainable forestry. With members in 59 countries, the FSC had managed to bring forestry's mainstream close to its viewpoint, with 80% of the industry recognizing the need for third-party certification. However, by mid-2002, the formula that had brought success to the organization as a small start-up was proving inadequate to sustain the healthy growth of a global, mature, multistakeholder organization. Its management and staff were finding themselves lacking critical skills to take the organization to the next level. Some of its governing structures were paralyzing it. Serious imbalances between supply and demand of certified wood were threatening to break the organization. Moreover, competing certification schemes backed by powerful business groups were moving swiftly to capitalize on those imbalances and displace FSC as the global standard of choice for certification. Finally, the organization also suffered from a chronic financial weakness. In that context, Heiko Liedeker, FSC's executive director, is compelled to rethink the organization.
On May 30, 2000, Calvin Klein, Inc. (CKI) filed suit against Warnaco Group, Inc. and Linda Wachner, its CEO, for breaching its jeanswear licensing and distribution contract and, in so doing, diluting the equity of its brand. On June 26, 2000, Warnaco countered with its own suit, denying the major allegation of trademark dilution and justifying distribution through warehouse clubs as acceptable business practice. The countersuit further claimed that CKI had, in fact, breached the license and eroded the brand through its own strategies and practices. The lawsuits were precedent setting: This was the first time a licensed manufacturer/distributor had been charged with brand equity dilution or a designer held accountable for ineffective brand advertising. It was a case that would potentially rewrite the rules of fashion licensing and distribution, and bring into the limelight the tensions faced by every brand steward attempting to balance revenue growth goals with preservation of the equity of the brand. This case presents extensive background facts.
Develops a cultural framework for thinking about what a brand is and how firms shape their brands through their marketing activities. Four dimensions of the brand are described: economic, social, psychological, and symbolic.
Part science, part art, decision making is one of an executive's primary accountabilities. A firm's success or failure relies heavily on the quality of the decisions its top managers make. Judging from these conversations and interviews with senior execs in high-tech companies, the decision-making process is, on average, noticeably more egalitarian than in traditional, hierarchical companies. In manufacturing operations, technical specifications drive the process; in service firms, customer behavior does. But in the high-tech world, the process is based on a group-aided or participative style, with a high tolerance for employee error.
Planning teams and boards of directors focus primarily on developing strategy and less on actually implementing it. Here is a technique they can use for incorporating implementation issues into the planning process, rather than dealing with them after the strategy has been approved. By means of a strategy implementation scorecard, they can identify desired outcomes or measures that become part of the firm's formal strategic plan. Considering such measures during the planning stage not only relates individual and department performance to strategy implementation, it also gives the board a more clearly defined role in strategy.
Because companies can no longer possess all competencies themselves, strategic partnerships between customers and suppliers are becoming more and more essential. In fact, firms rely on strategic partners to achieve and sustain a competitive position. Theory helps explain the choice between arm's-length and cooperative relationships, and practice provides some valuable examples. Strategic partnerships, however, need to be set up and managed--a process not yet well understood. Companies often lack strategic thinking and the necessary supplier management capabilities. Advanced corporations continuously improve internal and external collaboration. Moreover, they allocate their scarce resources and time by selectively managing the full range of relationships--from "discrete exchange" to "relational exchange"--across the supplier portfolio.
Details the evolution of the Charles Schwab business model, from its founding in 1975 to October 2002. The protagonist, David Pottruck, is faced with re-inventing the firm as a full-service brokerage at a time of tremendous industry instability as the industry reels from the effects of deregulation, consolidation, global economic downturn, and investor lack of confidence.
The head of production for Rexford Studios must analyze the terms and value consequences of an international financing involving a German film fund. The financing involves a sale-leaseback structure where international tax rules give rise to a sizable economic pie that is divided up among the fund investors, the studio, and the arrangers. To conduct the negotiation, the producer must value the cash flow streams to each of the parties and recognize the nature of the tax arbitrage in the context of his overall financing needs. As a consequence, the major issues involved in film financing and the nature of sale-leaseback transactions driven by tax considerations are explored, as is the competition between countries for film production. Finally, the underlying determinants of opportunities created by international tax rules are valued. To obtain executable spreadsheets (courseware), please contact our customer service department at [email protected].
This case considers the alternative financing mechanisms for film financing, the evolution of film finance in the United States, and the nature of tax-motivated film financing in the United States and around the world. It develops the strategy driving motion picture finance and the various instruments that advance that strategy. Aggregate trends in those financing patterns are examined with special attention paid to tax-driven financing strategies. It concludes with an evaluation of the international market in fiscal incentives for motion picture finance.
Corning, Inc. has a 150-year history of building a strategy around innovation. Founded as a glass manufacturer in 1851, the company quickly established itself as a maker of specialty glass products and over the next 100 years diversified into light bulbs, television, cookware, silicones, medical products, and, finally, optical fiber. As the telecommunications industry boomed in the late 1990s, the optical fiber business boomed with it, and Corning's stock hit record highs. The firm made more than $9 billion worth of acquisitions in fiber and photonics (acquiring more than $6 billion worth of goodwill in the process) before the crash hit. Corning's stock collapsed, and in 2002 the company faced serious operating challenges. Designed to be used as an opening case in a course on technology strategy. Outlines the history of innovation at Corning, stressing the company's history of "patient money" and long-term commitment to technology. Briefly summarizes the firm's recent history and then the challenge that faces the firm's chief technology officer in seeking to justify spending on research and development.
After assuming the position of CEO of Pepsi-Cola North America (PCNA), Gary Rodkin faces organizational problems within PCNA and external friction between PCNA and its largest bottler, the Pepsi Bottling Group. In addition to the challenge of organizational alignment, this case also provides an opportunity to examine effective leadership, reorganization, and brand management in the context of the beverage industry.
After assuming the position of CEO of Pepsi-Cola North America (PCNA), Gary Rodkin faces organizational problems within PCNA and external friction between PCNA and its largest bottler, the Pepsi Bottling Group. In addition to the challenge of organizational alignment, this case also provides an opportunity to examine effective leadership, reorganization, and brand management in the context of the beverage industry.
Describes the events that transpired during the May 1996, Mount Everest tragedy. Examines the flawed decisions that climbing teams made before and during the ascent.
In the fall of 1999 Garry Ridge, the newly appointed CEO of WD-40 Company, wanted to rejuvenate the company and stimulate its employees to look beyond the firm's relatively narrow focus of the last 43 years. The very nature of WD-40 Company's success in capturing the market had created its own limited growth opportunities. The A case describes the company's one-product business success, and Ridge's background. The B case reveals some of the challenges Ridge faced in implementing change. The B case tells how the new CEO helped WD-40 company achieve growth in both new products and markets through related acquisitions. Despite these purchases, though, the company's earnings failed to climb in the years between 1998 and 2001. Ridge concluded that he needed to do more than just buy more companies, so he framed a model of strong leadership and "learning theory" that he thought would enable the company outsmart its competitors. He built a framework that was demanding, yet forgiving, when individuals fell short. Ridge held employees responsible for their results, but he encouraged everyone to acknowledge mistakes and learn from them. The company's financial results suggest success for his leadership model. This case set lends instructors a valuable tool to conduct conversations in the classroom about leadership and leading strategic change.
In the fall of 1999 Garry Ridge, the newly appointed CEO of WD-40 Company, wanted to rejuvenate the company and stimulate its employees to look beyond the firm's relatively narrow focus of the last 43 years. The very nature of WD-40 Company's success in capturing the market had created its own limited growth opportunities. The A case describes the company's one-product business success, and Ridge's background. The B case reveals some of the challenges Ridge faced in implementing change. The B case tells how the new CEO helped WD-40 company achieve growth in both new products and markets through related acquisitions. Despite these purchases, though, the company's earnings failed to climb in the years between 1998 and 2001. Ridge concluded that he needed to do more than just buy more companies, so he framed a model of strong leadership and "learning theory" that he thought would enable the company outsmart its competitors. He built a framework that was demanding, yet forgiving, when individuals fell short. Ridge held employees responsible for their results, but he encouraged everyone to acknowledge mistakes and learn from them. The company's financial results suggest success for his leadership model. This case set lends instructors a valuable tool to conduct conversations in the classroom about leadership and leading strategic change.
In 2002, ConAgra Foods CEO Bruce Rohde was deliberating the next steps in the process of transforming the company from an agribusiness giant to a value-added food processor. ConAgra had become the second largest food company and number one food service supplier in the United States following decades of growth through acquisitions, primarily in grain milling and meat processing businesses. During the 1990s, ConAgra made significant inroads into processed foods, with 86% of FY2002 operating profits coming from its value-added businesses. Despite its expanding portfolio of branded products, ConAgra's image as a commodity-oriented agribusiness company persisted. Given the rapidly changing food industry and the divestiture of ConAgra's fresh meat business, Rohde must establish a new identity and direction for the company.