Take a look at this list of corporate values: Communication. Respect. Integrity. Excellence. They sound pretty good, don't they? Maybe they even resemble your own company's values. If so, you should be nervous. These are the corporate values of Enron, as claimed in its 2000 annual report. And they're absolutely meaningless. Indeed, most values statements, says the author, are bland, toothless, or just plain dishonest. And far from being harmless, as some executives assume, they're often highly destructive. Empty values statements create cynical and dispirited employees and undermine managerial credibility. But coming up with strong values - and sticking to them - isn't easy. Organizations that want their values statements to really mean something should follow four imperatives. First, understand the different types of values: core, aspirational, permission-to-play, and accidental. Confusing them with one another can bewilder employees and make management seem out of touch. Second, be aggressively authentic. Too many companies view a values initiative in the same way they view a marketing launch: a onetime event measured by the initial attention it receives, not by its content. Third, own the process. Values initiatives are about imposing a set of fundamental, strategically sound beliefs on a broad group of people. That's why the best values efforts are driven by small teams. Finally, weave core values into everything. It's not enough to hang your values statement on the wall; it must be integrated into every employee-related process - hiring methods, performance management systems, even dismissal policies. Living by stated corporate values is difficult. But the benefits of doing so can be profound; so can the damage from adopting a hollow set of corporate values.
Cynthia Mitchell has finally gotten a plum management opportunity at AgFunds, a Houston-based company that provides financial services to farmers and farmer-owned cooperatives. Peter Jones, regional vice president, has recruited Cynthia to revive the Arkansas district, which has been losing customers for 15 years. The sales force there isn't bad; it's just been poorly managed by an indifferent boss for too long. Still, Cynthia knows she'll need at least one powerhouse sales rep to get things back on track. She thinks she's found that person in Steve Ripley, this year's top trainee at AgFunds, who is inexplicably available three months after the training period is over. In the interview, he proves to be ambitious, intelligent, and personable. But several of Cynthia's colleagues suggest that Steve might not be the best fit for the job: He's a black man in a company whose customer base is mostly conservative and white. Uncomfortably recalling her own experiences at AgFunds--she'd been rejected for a position in a territory that was deemed too unfriendly to female sales representatives--Cynthia addresses the issue with Peter. The mostly white farmers in Cynthia's district just won't trust their books to a black professional, Peter explains. And other minority professionals at AgFunds have derailed their careers trying to make inroads in unfriendly districts. "Steve deserves to start out in a more hospitable district. Once the right opportunity opens up, he'll be hired, and he'll do brilliantly," Peter reassures Cynthia, but she's still uncertain. Should she ignore her customers' biases and hire Steve, possibly setting him up to fail? Or would it be better to let Steve wait for a friendlier opportunity? In R0207A and R0207Z, experts David A. Thomas, Herman Morris, Jr., Daryl Koehn, Alicia Leung, and Glenn C. Loury comment on this fictional case study.
Cynthia Mitchell has finally gotten a plum management opportunity at AgFunds, a Houston-based company that provides financial services to farmers and farmer-owned cooperatives. Peter Jones, regional vice president, has recruited Cynthia to revive the Arkansas district, which has been losing customers for 15 years. The sales force there isn't bad; it's just been poorly managed by an indifferent boss for too long. Still, Cynthia knows she'll need at least one powerhouse sales rep to get things back on track. She thinks she's found that person in Steve Ripley, this year's top trainee at AgFunds, who is inexplicably available three months after the training period is over. In the interview, he proves to be ambitious, intelligent, and personable. But several of Cynthia's colleagues suggest that Steve might not be the best fit for the job: He's a black man in a company whose customer base is mostly conservative and white. Uncomfortably recalling her own experiences at AgFunds--she'd been rejected for a position in a territory that was deemed too unfriendly to female sales representatives--Cynthia addresses the issue with Peter. The mostly white farmers in Cynthia's district just won't trust their books to a black professional, Peter explains. And other minority professionals at AgFunds have derailed their careers trying to make inroads in unfriendly districts. "Steve deserves to start out in a more hospitable district. Once the right opportunity opens up, he'll be hired, and he'll do brilliantly," Peter reassures Cynthia, but she's still uncertain. Should she ignore her customers' biases and hire Steve, possibly setting him up to fail? Or would it be better to let Steve wait for a friendlier opportunity? In R0207A and R0207Z, experts David A. Thomas, Herman Morris, Jr., Daryl Koehn, Alicia Leung, and Glenn C. Loury comment on this fictional case study.
Lays out a framework for understanding the impact of government on business strategy. Distinguishes between two major types of "games" that businesses play that involve government: value net games and public interest games. Highlights the multiple roles that government agencies play as players, rule makers, and referees as well as the need to factor in the impact of multiple levels of government.
This case covers the general characteristics of convertible securities and briefly discusses their history, investors, issuers, and method of valuation.
The Delphi Corp.'s board of directors faces a transition as lead director Thomas Wyman approaches mandatory retirement. Chairman and CEO J.T. Battenberg reflects on Delphi's history and its successful reinvention by Wyman and Battenberg when it separated from its 100-year-old parent company, GM. Examines how boards of directors interact with top management and how management can work effectively with an active board.
The founders and proprietors of a successful 23-year old women's apparel store are facing a critical issue. Can they grow by adding a second store that will not compete with their existing operation? If so, where should it be located, what managerial changes are required to make the second store successful, and how can it be funded without putting at risk the financial stability of the existing business?
Describes the evolution of WorldSpace, the world's first major provider of digital radio service to the developing world. The brainchild of Noah Samara, an African-born, American-trained lawyer, WorldSpace has a dual commercial and social mission. Samara wants to address the problem of development by bringing "information affluence" to the people of Africa, Asia, and Latin America. Specifically, he wants to provide high-quality news, entertainment, and education content transmitted through a low-cost digital radio system. In less than a decade, Samara has achieved a great deal: He has raised over $1 billion for the project, acquired the rights to a vast swath of the world's digital radio spectrum, and launched two proprietary satellites. The question now is, Can he combine his social objectives with a for-profit mission? And will the people of Africa, Asia, and Latin America want what WorldSpace is selling?
The Entropia management team and a Harvard Business School field study team look for applications for "grid computing" in the financial services industry, identifying a "go-to-market" plan for this new technology.
The Electronic Tendering System (ETS) was a flagship project under the Hong Kong Special Administration Region's (HKSAR's) e-government strategy to lead by example in the adoption of electronic means for government transactions with the public and businesses. With the success of the initial launch in April 2000, HKSAR planned to extend the ETS to all other government procurements, with a goal of transferring 80% of all procurement tenders online by the end of 2003. Also under consideration was an electronic marketplace system (EMS) for the small value purchases and to integrate the two systems for a total procurement solution.
The Netherlands suffered economic crisis in the late 1970s and early 1980s, despite (or perhaps because of) its access to North Sea gas. In response to mounting inflation and unemployment, a tripartite agreement between employers, unions, and government was reached in 1982. This agreement laid the basis for macroeconomic stabilization in the 1980s. At the same time, a variety of structural reforms were introduced--centered on improving the flexibility of the labor market by increasing part-time work. The results appeared impressive: by the mid-1990s, the Netherlands was enjoying strong economic growth and unemployment rates of below 3%, much lower than its large continental European neighbors. However, many observers doubted the sustainability of this so-called "polder model." Low unemployment had been achieved in part by reducing participation rates. Some doubted whether a declining working population could sustain the Dutch standard of living. At the same time, the Netherlands was not a leader in technological development, and others were concerned whether it could compete effectively in the new global information economy.
Vans is best known for selling footwear and apparel to skateboarders, surfers, and other alternative sports athletes. In April 2002, Gary Schoenfeld, the CEO, is facing a number of challenges. With respect to footwear, he must decide what to do about two product lines that are struggling--the outdoor line of hiking shoes and the women's collection. More broadly, Vans is currently embarking on a number of new ventures, some of with which the company has little experience. For example, Vans is in the process of promoting a full-length movie, creating its own record label, and working with video-game developers to develop games based on its sporting events. Traces the up-and-down history of a niche fashion brand in a market in which consumers are notoriously fickle. In recent years, the CEO appears to have revived the brand; however, it is unclear whether the company is in danger of losing its hardcore customer base as it ventures into the consumer mainstream.
The number of connecting passengers through Southwest Airlines' Baltimore station has grown 100% CAGR since 1997. Originally designed as a point-to-point network, this load of connecting passengers has been stressing Baltimore ground operations, resulting in an erosion of service quality and difficulties in achieving fast plane turnarounds--one of the key elements of Southwest's low-cost strategy. This case presents comparative data to illuminate the key elements of Southwest's operating strategy and provides detailed information about the activities and information flows required to turn around a plane, allowing for a meaningful analysis of the process--e.g., resource utilization, capacity, bottlenecks, and coordination mechanisms. A rewritten version of an earlier case.
GDP per person in northern Italy caught up with average incomes in Britain, France, and Germany in the 1970s, but incomes in southern Italy (the Mezzogiorno) fell further behind. This was partly due to cultural and societal differences that dated to the Renaissance, but even more obviously to northern dominance of the new nation in 1860 and Mafia dominance of much of the south. This case focuses on 50 years of efforts to correct this problem. Italy, with its north-south income divergence, is a good metaphor for the global economy with its divergence between First World and Third World incomes. A rewritten version of an earlier case.
In 1992, a corruption investigation and two assassinations created a crisis that prompted the Italian government to dispatch 7,000 troops to Sicily to "retake the island" from the Mafia. This case examines the crisis and the efforts of both the Italian state and the city of Palermo to deal with it. Also explicitly contrasts two development theories in an attempt to explain the economic problems of the South: one cultural (proposed by Robert Putnam); the other political (contained in the writings of Samuel Huntington, Sidney Tarrow, and Simona Piattoni). A rewritten version of an earlier case.
Two engineers formed Teqswitch Inc. to design and produce faster networking equipment. Five years after they began, the company has 120 employees in Canada, England and Australia and sales in the tens of millions. The company decided to expand into Latin America and has worked out a $15 million joint venture with Unitas in Argentina to sell components. Teqswitch establishes an office in Buenos Aires and works with Unitas to develop sales personnel and business processes. As the company is about to launch its next generation of products, the vice-president international of Teqswitch receives information from the joint venture partner about terminating the agreement. He must determine what has gone wrong.
China's entry into the World Trade Organization at the end of 2001 brought promises that foreign financial institutions would be permitted to operate through China. In 1998, Citicorp and Travelers Group Inc. had merged to create the new Citigroup Inc. Travelers brought a vast array of financial services that added to Citibank's existing portfolio of consumer and commercial lending. Travelers had developed a very extensive business in investment banking, asset management, life insurance, property casualty insurance, as well as consumer lending. Citigroup now had to determine the business prospects for each of its activities in the growing China market. Fears of social and economic dislocation might lead China to impose regulatory restrictions limiting the pace of foreign expansion. Economic growth might be impeded by the existing political structure, and reforms might not occur in the near term. A myriad of other challenges included human resources difficulties, e-commerce limitations and regional disparities. The pace of privatization of state-owned enterprises and the societal preferences in regard to alternative insurance and investment products added to uncertainties. Citibank had a record of success in less developed countries, and had developed certain competitive advantages that might be the basis for success in China, but whether and how these could be extended to other Citigroup financial activities remained an important question.
Innomedia Logic Inc. produces and distributes voice over Internet protocol hardware. An increasing demand for this technology and the entry of other companies into the sector have created a highly competitive market. Despite these challenges, Innomedia Logic has grown to a successful operation in just a few years and has projected substantial revenue increases for the next two years. The president, and major shareholder, has received an unsolicited offer for 100 per cent of the company's equity. He must consider how an exit strategy will affect the other seven shareholders and determine whether he would receive greater value if he sells now or if he should continue to grow the company and contemplate a sale in the future.