As the Japanese diaper market expands, Kao management must determine its response to new product introductions by its two major competitors. Options include launching a new premium priced brand or a new low priced brand, or increasing advertising and promotion expenditures for Kao's current diaper line.
Ten years after entering Japan, P&G had accumulated over $250 million in operating losses on declining annual sales of $120 million by 1983. The decision facing the president of P&G International: exit, retrench or rebuild the operation? Ironically, the initial entry was a success story with P&G Japan achieving an operating breakeven in their fifth year and market leadership in a number of categories. However, in the late 1970's market share and profit in all categories declined disastrously. Management changes failed to reverse the trends until an objective examination of the entry strategy, approach to the Japanese consumer, competition, technology and internal organization were made. By 1983, accelerating losses forced P&G to decide whether to exit or stay.
Updates the (A) case. The issues facing P&G were two-fold. 1) General manager, Japan--how to keep both the business and organization growing; 2) President, international--what role should the Japanese operation play in the P&G worldwide business?
Merck & Co., Inc., a major pharmaceutical company, is in the process of reviewing and evaluating its personnel policies and practices. Employee interviews revealed that rewards for excellent performance were not adequate: outstanding performers received salary increases that were, in many cases, only marginally better than those given to average performers. In many cases, outstanding performance was not even clearly identified. The objective is to have students wrestle with a common malady of performance appraisal systems: the tendency of managers to assign uniform ratings to employees regardless of performance. Alternative appraisal systems should be suggested and discussed.
In late 1986, Merck revised its performance review and pay practices. The most important change was a shift from an absolute rating system to a forced-distribution system in which managers are forced to adhere to a given distribution of performance ratings. Other major revisions included revised rating categories, revised performance categories, and a shift in the timing of performance evaluations. A discretionary award program was also introduced. The objective is to have students discuss the costs and benefits of the revised performance plan, paying particular attention to the relative performance evaluation aspects of the new plan. Is it better than the plan it replaced? Is pay more closely related to performance under the new plan?
Discusses the 1989 modified performance appraisal program by adding performance gradations and allowing for differences in employee rating distributions depending on the division performance for the year. The objective is to have students discuss the revisions in the plan, focusing on the effects of forced-distribution ranking systems with flexible targets.
Examines the changes taking place in Eli Lilly in response to the globalization of the pharmaceuticals industry. Identifies the steps taken by management, problems currently faced, and challenges for the future. Allows examination of the process of implementing a global strategy from the headquarters perspective.
Examines Otis's market entry strategy in China through a joint venture with Tianjin Elevator Works. The teaching objective is a basic evaluation of a joint venture in a developing country. May be used with Otis Elevator Co.: China Joint Venture (B1), (B2), and (D).
Focuses sharply on a crossfunctional product development team at Honeywell's Building Controls Division. Traces the history of teams at the division, which introduced them as a response to intensifying competition and the need for faster development. Reveals the challenges team members, their managers, and executives face when an organization adopts a collaborative approach to work. With a history of sequential product development and animosity between functional areas, the MOD IV team has the added pressure of having to finish the division's most ambitious project in history under a strategy of faster development. Through three perspectives -- team member, manager, and executive -- the case exposes students to the reality of teamwork.
A department general manager has to decide whether or not to add a lightweight compressor to the line, what price to charge, and what volume to produce. The analysis requires maximizing contribution in a situation where one factor is constrained. As such, it takes into account opportunity costs and shadow prices as well as fixed and variable costs, demand curve analysis, and sunk costs. Also invites discussion about the proper measurement, offering departmental profits and return on sales as candidates.
Conscience explains why most business men and women keep their word and deal fairly with one another. There is no evidence that honesty pays, despite efforts to argue otherwise. As business people, we tell ourselves that dishonesty is punished, but it is hard to find cases in which retaliation is swift and sure, even when wrong has clearly been done.
As 1992 approaches, markets are opening in Western Europe and throughout the world. U.S. experience with the competitive dynamics of deregulation over a ten-year period provides valuable lessons for managers debating whether and how to expand into new markets. To thrive in the competitive environment an open market creates, many executives must exchange their companies' roles as broad-line players for new roles as low-cost entrants, focused segment marketers, and providers of shared utilities. They must also be prepared to make new strategic choices as the structure of the industry changes.
Levi Strauss & Co. chairman and CEO Robert Haas says that, because new economic realities place more complex demands on employees, a company's values are now more important than ever before. At Levi, Haas is using the company's values (codified in the Levi Strauss Aspirations Statement) to reinvent occupational roles and responsibilities, performance evaluations, employee training, work organization, and business decisions.
Many U.S. manufacturers, searching for growth in maturing consumer markets, have shifted their emphasis from advertising to sales promotions. But promotions actually mean price reductions. The loss of profits can be severe. Promotions bring volatile demand, whereas the producer seeks stable demand. Theme advertising that seeks to sustain a brand's image and build customer loyalty can actually help stabilize demand.
How can one company gain access to another's resources or customers without merging ownership or management? New information partnerships can help diverse companies develop strategic coalitions through the sharing of data. This has been made possible by a quantum improvement in hardware and software. Customers benefit from these innovations as well. Their desktop work is made simpler, and the standards by which they compete are made more universal.
The promotions committee at Meeker, Needham & Ames, a long-established law firm, met to discuss the candidacy of three associates up for partner. The vote was split on the candidacy of Julie Ross, who, although she had exceptional skills and an ability to bring in new business, worked only part-time as an associate. The meeting minutes and the expert commentaries that follow discuss the advantages and disadvantages of having a part-time partner.
Companies that aim for "zero defections" (keeping every customer they can profitably serve) can make profits rise. Defection rates are both a measure of service quality and a guide for achieving it. By listening to the reasons why customers defect, managers know exactly where the company is falling short and where to direct their resources.