This case documents the origin and development of Together for Sustainability (TfS), a chemical industry initiative dedicated to raising sustainability standards throughout the industry's supply chains. In 2011, six Chief Procurement Officers (CPOs) from some of the world's biggest chemical companies collaborated on a solution that would enable their companies to jointly advance supply chain sustainability-namely, eliminating adverse environmental, human rights, and labor impacts by suppliers. Towards this end, the six CPOs would build Together for Sustainability, a standalone non-profit organization that would coordinate the measurement of member companies and their suppliers' sustainability performance. Over the next decade, TfS scaled from 6 to 50 member companies. TfS has transformed the chemical industry by creating a template for collective action and setting new sustainability standards for supply chains. It must now decide what lies ahead and how it might go about achieving those goals. In 2024, TfS was at a critical juncture in its development. While TfS had earned a reputation as a leader in sustainability both within and outside the chemical industry, representatives from TfS member companies were now immersed in vigorous debates as to how to scale their initiative-and their impact-even further. Members were divided as to whether to expand their initiative into other industries or to remain focused on the chemical industry. Moreover, others were beginning to question whether TfS's non-profit model was truly the best medium for scale, or if a for-profit model would potentially be better suited to maximizing impact. What aspects of their initiative were specific to the chemical industry? What might translate to other industries?
Atijeevan Foundation was founded in 2013 with a mission to rehabilitate and empower victims of acid attacks. The founder, who was a survivor of an acid attack herself, wanted to ensure that the past traumatic experiences of survivors did not impede their opportunity to make a place in society and lead a meaningful and dignified life. She learned about the challenges through interactions with the survivors she trained and helped find employment. Many of them reported incidents of harassment, bullying, discrimination, and insensitive behaviour from co-workers. The founder was contemplating how to help. Should she support and encourage survivors to independently manage their own workplace challenges at work, which would align with her philosophy of self-advocacy and resilience? Or should she ask the human resources department in each organization to support survivors? She was also contemplating how each organization’s equity, diversity, and inclusion initiatives could be expanded to integrate the unique challenges and needs of survivors of acid attacks to foster their empowerment in the workplace.
Owner and general manager of Hunter Steel, is struggling to decide what to do about Ontario’s labour shortage as a result of COVID-19. The steel company is categorized as Tier 2, and requires general labourers and saw mechanics within each warehouse in order to efficiently run operations. Currently, each of his 5 warehouses are short 2 general labourers. This is unsustainable and poses a threat to meeting demand, Hunter must decide a course of action. He can either invest into partial automation eliminating the need for as much labour to be employed, pursue a labour government assistance program, continue status quo and hope, or pursue a marketing campaign that markets to consumers and potential hires.
In 2020, Cathy Siskind-Kelly and Rob Kelly, co-founders and co-owners of Black Fly Beverage Company were deciding whether they should undertake a major expansion of their company’s production facility. Black Fly was started in London, Ontario in 2005 and had grown to be one of the largest ready-to-drink brands in the alcoholic beverage industry. Part of Black Fly’s business relied on a co-packer for their canned products, and increasing challenges including supply-chain disruptions caused by the COVID-19 pandemic made their reliance on the co-packer increasingly risky. The move would not only allow them to massively increase their capacity, but bring their can production in-house, as well as become a co-packer for other beverage companies
It was June 2023, when Dr. Himanshu Awasthi, founder of Prajiv Farm Solutions, considered expanding his business by addressing the challenges in the agricultural sector, particularly fodder production. Recognizing the issues faced by Indian farmers—low productivity, lack of technical knowledge, and reliance on monsoons—he had decided to specialize in cultivating green fodder crops for livestock feed. He understood that fodder crops improved soil fertility, reduced soil erosion, and diversified income streams. Starting in 2016, Prajiv Farm Solutions cultivated hybrid fodder crops including sorghum, berseem, and Napier grass on its 24-acre farm. Six years later, it was time to scale up. As a low-value, high-volume crop, the challenges differed for fodder cultivation. Delivery of green fodder was also a time-bound activity, and the company had found it challenging to reach distant markets. Awasthi wondered what the most suitable model would be for scaling up. Could he convince other farmers to take up fodder as a business? How could he reach more distant markets? Would a hub and spoke model be suitable? Awasthi also wondered whether forming farmer–producer organizations was a viable solution to address scalability. He had to consider the strengths and weaknesses of each option before deciding on the most feasible.
Trimster was a premium men’s personal care e-commerce start-up founded in 2015. In India, where trust deficit was a primary reason for the failure of new brands, most customers preferred cash on delivery (COD) modes of payment. Companies, however, preferred prepaid orders not only because they guaranteed the customer’s intent to purchase but also because COD orders were much more likely to result in returns that would take a heavy toll on Trimster’s reverse logistics costs, reducing the company’s profit margins and leaving less money for the company to invest in marketing to acquire new customers. In an increasingly competitive market, Trimster’s senior vice president of sales and marketing needed to decide on the best payment modes to pursue in order for the company to achieve sustainable growth.
HelpSeeker Technologies, a Calgary-based technology startup, employed technological innovations such as digitization and artificial intelligence (AI) to address social welfare solutions, facilitating swift access by its users to crucial resources like psychological aid, medical services, and housing. HelpSeeker confronted a significant challenge: reconciling its identity as a technology firm with its commitment to societal betterment. In October 2023, facing the need to expand and monetize its services, the company grappled with the delicate task of scaling without compromising its core mission of addressing pressing social issues.
By early 2022, Zhongguang Yiyun Supply Chain Management Co. Ltd. had spent six years developing its supply chain management (SCM) and supply chain finance (SCF) platform, ToTrade. The platform collaborated with multiple banks and focal companies to provide integrated SCF services to over 1,000 upstream and downstream small and medium enterprises (SMEs) in China's Jiangsu, Zhejiang, and Shanghai Provinces. But the site of competition in the Chinese SCF market had shifted from a single company's SCF capability to its integrated SCF network. Therefore, it was crucial for ToTrade to establish a robust financial supply network in order to enhance the implementation and development of its SCF services. As the volume of ToTrade's SCF service increased, the company faced key questions: How could ToTrade develop its network to further support its SCF development? And how could the platform effectively evaluate its SCF service performance to better guide this development?
As Chief Executive Officer Maya Kambeitz sat in her Calgary office preparing for the upcoming mid-2018 board meeting, she considered a potential growth strategy for Norfolk Housing Association (Norfolk Housing) that would align with its core values: to offer inclusive and affordable housing, and to maintain financial stability in 2019 and beyond. Norfolk Housing was a social enterprise registered as a non-profit corporation in Calgary, Alberta, offering rentals of affordable and priced-to-market apartments in shared buildings. Kambeitz wanted the board to consider whether or not to acquire another building, ideally near the current locations, to expand their operations. The increased number of units would improve operational efficiency through economies of scale and serve more people, aligning with the social enterprise's dedication to both long-term financial sustainability and social purpose. However, expansion would require financing and support to acquire and manage the new building, which could put Norfolk Housing's financial sustainability at risk. The challenge was to achieve Norfolk Housing's purpose to expand and provide affordable housing to more Calgarians while also maintaining long-term financial stability, which ensured that current tenants would not lose their homes if the association failed. Kambeitz had learned about Riley Park Place, a property with 24 units that was for sale. The location was close to their current properties and its acquisition had potential. However, there were some questions about whether the opportunity aligned with Norfolk Housing's purpose and financial sustainability.
Based on their extensive consulting and advisory experience in large-scale consulting transformations for various large enterprises, Ramesh Srinivas and his colleagues at Worxogo Solutions Pvt. Ltd. (Worxogo) in Bengaluru, India, had launched an artificial intelligence (AI)-based nudge platform called Nudge Coach in 2017 to change employees' behaviour positively and voluntarily so as to bolster team performance. The platform's self-learning AI engine had been designed based on insights from behavioural sciences and popular motivation theories. It featured deep-learning algorithms that understood individual motivations and provided personalized coaching tips, appropriate challenges, and rewards. The platform was presented as a coach that could help employees manage their performance. By 2023, Worxogo had garnered numerous clients and accolades for its platform's novelty and efficacy in improving employee performance and organizational outcomes. However, Worxogo had implemented its platform predominantly for a limited set of functions, such as sales and data-centre operations, characterized by well-defined lead and lag performance metrics. Clients, buoyed by the platform's success, began encouraging the Worxogo team to extend the nudge-based performance-improvement system to other functions and domains. Thus, Srinivas, Worxogo's chief executive officer, faced a dilemma in August 2023of whether to continue to focus on Nudge Coach's limited existing functions or to explore appropriate nudge-based outcomes for tasks without clear lead and lag performance indicators. His other challenge was to determine how organizations and individuals could measure the effectiveness of nudges in improving performance without clear short-term outcomes. Which approach would Srinivas take to respond to these challenges?
In January 2024, Ben & Jerry's Homemade Holdings Inc. (Ben & Jerry's), a subsidiary of Unilever, was facing several critical decisions. It had been over a year since the company had been sued by its independent board about the company's decision to sell its Israeli business to a long-time licensee in that country. That situation was resolved with the court ruling against the independent board. However, guiding principles had to be developed to prepare for similar situations in the future. Specifically, the Ben & Jerry's management team had to work with its independent board to help avoid such incidents from reoccurring. Ben & Jerry's also had to achieve a balance among the perspectives and demands from various stakeholders, which were sometimes in conflict with each other.
This case considers a simple buy-versus-rent decision in the context of an individual family home. In mid-2022, the rise in real estate prices in the Washington, DC, metro area has resulted in a dramatic increase in the rental rates for a young working couple. They must compare paying the higher rent with an opportunity to buy their friends' house on Ramsay Street. This decision elicits a discounted-cash-flow analysis that serves as an introduction to valuation based on equity residual cash flow. The mortgage financing required with the house purchase invites a discussion of leverage and its effect on the risk of their equity stake as well as the appropriate risk premium to be used in the discount rate. At the Darden School of Business, this case is used in the elective courses "Managerial Finance" and "Valuation in Financial Markets," as an introduction to equity-residual-cash-flow valuation and financial risk.
This case study examines the integration and the multifaceted role of technology in the Digiturn workplace, a multinational high-tech startup specialized in digital product development and online presence solutions for small and medium-sized enterprises (SMEs). It discusses characteristics of knowledge work in the IT industry and in particular for high-tech startups. The case highlights the tension between the need for standardization to ensure efficiency and the desire for flexibility to accommodate individual work styles and cultural differences. This case study contributes to the literature on digital collaboration in multicultural startup environments, offering insights into the strategies for successfully managing at distance multicultural global virtual teams in a way that respects cultural diversity and promotes inclusive engagement. It also provides practical implications for managers and HR professionals in similar contexts, emphasizing the role of HR in guiding digital transformation and shaping company culture in the digital age. The case be used to discuss implications of use of digital technologies and AI in the workplace (e.g. trust, ethics).
In 2016, A.P. Moller - Maersk (hereafter "Maersk") announced a strategic decision to separate its oil- and gas-related operations (sold to French Total in 2017) from the conglomerate and to concentrate on container logistics. However, instead of only focusing on sea freight, Maersk adopted a growth strategy aimed at making it an integrated logistics company offering customers end-to-end (E2E) supply chain solutions when the supply chain included containers. The strategy required substantial investments in land- and air-freight facilities as a supplement to the existing sea-freight business. Hence, Maersk embarked on a transformation of its business model from a focus on container shipping to globally integrated logistics. Under the slogan ALL THE WAY (later changed to ALL THE WAY TO ZERO to emphasize the importance of zero carbon transportation of cargo, including decarbonized shipping), the new value proposition offered to customers was to handle their entire container-related supply chain, including sea, land, and air transportation; storage; and customs clearance and other paperwork. The case provides relevant background information for a review of Maersk's E2E strategy (as per November 2023) seven years after its introduction. During the intervening years, the environment in which Maersk operated changed dramatically. Obstacles to the strategy arose and new opportunities to support it emerged. The case revolves around the question of whether Maersk should abandon its E2E strategy or continue it (possibly with some adjustments).
The case focuses on external hiring and internal mobility (expatriation) implemented by the Danish bunker trading giant OW Bunker, trader and reseller of fuel (bunker) to shipping firms. As the firm pursues an aggressive international expansion and significant growth, the used staffing strategies are under pressure. OW has successfully internationalized to roughly 30 different countries with shipping or oil extraction activity, growing the number of front-office, core employees, to 180 (from 130 in previous years). It was, before its collapse in 2014, the largest bunker trading firm by the volume of sales.
In December 2022, amid mounting pressure to cut costs, Google announced it would consolidate the operations of its four navigation-related brands under the leadership of Chris Phillips, vice president and general manager of the Geo services division. The restructuring plan meant that the 500-member team of Waze, a navigation app that had operated independently since its acquisition in 2013, would now be tied to Google's core mapping products--Google Maps, Google Street View, and Google Earth. Students will take the role of Aaliyah Williams, a fictional marketing consultancy CEO, and make recommendations to Phillips on crafting a portfolio strategy that optimizes Google's market share and growth. In analyzing this case, students will learn how to leverage brand architecture and brand management tools to ensure a strong portfolio with clear positionings that minimize brand overlap and cannibalization.
At a time of struggle for brick-and-mortar retailing, some brands have successfully drawn foot traffic to stores. These companies deliver value that isn't easily replicated in the online channel, curate memorable shopping experiences, and reward shoppers for visiting. Consider lessons learned from using five tactics, such as sensory experiences and escapism, to convince shoppers to visit.