After reading and analyzing the case, students will be able to: understand how to identify customer pain points by using customer experience mapping and the Jobs to Be Done framework; identify hypotheses to measure and improve the customer experience; articulate the logic for creating a quantitative metric for the quality of the customer experience; understand how business executives can lead the development of machine learning analytics models.
HCL Technologies Ltd. (HCL) was one of the big four information technology (IT) companies in India. The infrastructure services division (the company’s flagship revenue generator), had phenomenal growth over the years. However, by fiscal year 2015–16, the division was facing growth challenges. Market dynamics, including competition size and capability, client expectations, and the technology landscape, were all changing. The company was trying to build its corporate entrepreneurship function to prepare itself for adapting to these emerging challenges. The HCL enterprise technology office (ETO) exploration team had been chartered by the company to bring new technologies and breakthrough solutions into the organization. The company was looking forward to shifting away from its dependence on its traditional IT infrastructure outsourcing business and toward new technology domains.
Takata Corporation was a business-to-business firm based in Japan, whose logo once symbolized safety. In 2013, however, the company mishandled its airbag recall crisis, which was Japan’s largest automotive safety recall. The crisis led to the largest corporate bankruptcy filing of a Japanese firm and impacted Japanese banks involved in a collateral-free syndicated loan. How could the company have better managed the crisis?
Tata Motors Limited, an Indian automobile manufacturer, had been struggling with decreasing market share and profitability, which was affecting the company's share price. After the appointment of a new chief executive officer in 2016, the company undertook several reorganization programs to revive its financial health and improve its market share. However, it still registered heavy losses in the first nine months of fiscal year 2018–19. Was there more that the company could do to improve the company's position and regain lost investor confidence?
In December 2018, US-based Virgin Galactic LLC (Virgin Galactic), a commercial space tourism company founded by Sir Richard Branson, launched its first successful crewed test spacecraft. The company’s goal was to launch suborbital space tourism in 2019. However, experts and critics voiced concerns that Virgin Galactic’s space tourism program could have adverse environmental and health effects. A prominent astronaut also considered Branson’s space program to be a marketing gimmick aimed at ultra-rich consumers. Branson believed that Virgin Galactic caused less environmental pollution than conventional air travel and with time would become affordable. Could Branson make space tourism a feasible reality in the long term? Was Branson right to claim that space tourism would become affordable over time? Should he pursue multiple business opportunities, such as intercontinental space travel and supporting research and development projects, along with space tourism?
As this case opens in 2019, CEO Daniel Skjeldam and his team have successfully reinvigorated Hurtigruten, a storied but struggling Norwegian ferry and cruise operator, and have established it as the leading provider of polar expedition cruises. They now face a critical decision: should they expand beyond the polar regions and begin operating expedition cruises extensively in warm waters? The case introduces students to relative cost analysis; illustrates how a market can be structurally unattractive despite a current boom; and explores the logic of expanding from one segment of a market into other segments.
Jordanian entrepreneur, Nour Al Hassan, founded Tarjama in 2008, tapping into an underserved and high demand need: Arabic translation service. Its lean model comprised of hiring full-time employees, mainly women, who worked from home. It steadily grew over the following decade to become a three-office, 140-employee company. In January 2017, Al Hassan launched a second business, Ureed.com, which encompassed a scalable, competitively priced online model. It was a linguistics marketplace, bringing companies and freelancers together. By October 2018, Ureed.com had significantly grown, having over 14,000 freelancers using the platform. As Al Hassan looked ahead at the ambitious growth plan they had in place, which included geographic expansion, diversifying the language offering, and monetizing Ureed.com's proprietary training and language tools, the main challenge she foresaw was maintaining the quality of the work performed by the freelancers while ensuring they remained motivated and loyal to the platform. Was the company ready for this growth plan or was it too ambitious for a company relying almost exclusively on freelancers? Would the training tools and technology add-ons suffice to sustain quality levels as the number of clients and freelancers grew? How could Al Hassan continue to create loyalty with an ever-growing number of freelancers? What were the other imminent challenges of adding new offices and languages simultaneously with only a small team of full-time employees?
This case was written in 2019, 10 years after Xuzhou Construction Machinery Group Co. Ltd. (XCMG) initiated its SAP ERP project in 2009. The digital transformation of XCMG has been so fast, that within less than 10 years, it developed from this internal IT project to a digital platform that provides services to many external enterprises. This case is to discover the factors that enabled this rapid digital business transformation. The case study shows the digital transformation of XCMG, the leading construction equipment manufacturing company in China. Established in 1943, before the establishment of the People's Republic of China, for past over 66 years, XCMG was a traditional manufacturing company, and enjoyed the dividends of the China's economic development. XCMG was so successful in its manufacture b2b business not only domestically, but also internationally, by learning from oversee companies and continuous innovating. Until recently, China's economic development slowed down, and the China-US trade friction emerged, however, XCMG had already prepared for this situation, and started its digital transformation 10 years ago.
Over the course of the 2010s, the rapid advancement of mobile technologies and the rise of online freelancing platforms seemed to portend a radical transformation of labor markets into on-demand, flexible talent pools. Even though several Fortune 500 companies-including Microsoft, Samsung, and General Electric-embraced digital labor solutions, enterprise adoption lagged far behind smaller businesses and startups. Despite the promising potential benefits, concerns persisted about navigating labor regulations, ensuring appropriate vetting, and guaranteeing the quality of work. Sarah Tang, the newly appointed Vice President of Enterprise at Freelancer, Ltd., took on the challenge of crafting the growth strategy, operations, and sales of Freelancer's services to Fortune 500 companies. What it would take to convince more enterprises of the potential of on-demand freelance labor that could help them hire skilled freelancers in volume or in multiple countries simultaneously? What did the future hold for open work practices between enterprises and digital labor markets?
On March 15, 1848, the governor of the Bank of France, Antoine d'Argout, faced the potential collapse of his institution. A cascade of agricultural and industrial shocks, rising food prices, spikes in unemployment, and currency outflows struck at the heart of the French economy. At the same time, France, and Europe more broadly, had dissolved into armed revolution. The French king's abdication in February, alongside the already teetering financial system, resulted in massive bank runs that toppled a substantial part of the Paris banking system. Dramatic monetary contraction and the collapse of credit markets choked off sources of economic growth. Across Europe, proposals for action polarized three broad coalitions-liberals, radicals, and conservatives-each of which differed about the pace and extent of democratization. With the provisional French government lacking legitimacy and even facing bankruptcy, a state bailout seemed unlikely. Faced with the threat of financial collapse and anarchy in the streets, d'Argout contemplated the situation. What had caused the crisis at the Bank of France and in the French economy? What was the connection between financial and societal distress, and could they be treated separately? How would conservative, liberal, and radical advisers interpret the crisis and suggest remedies? Given this analysis, how should d'Argout try to save his bank? Would tactical reforms save the Bank, or should d'Argout make wholesale changes? The tasks for students are to plot the causes and course of the crisis and to consider the difficult policy tradeoffs.
Supplement to case UV7966 On March 15, 1848, the governor of the Bank of France, Antoine d'Argout, faced the potential collapse of his institution. A cascade of agricultural and industrial shocks, rising food prices, spikes in unemployment, and currency outflows struck at the heart of the French economy. At the same time, France, and Europe more broadly, had dissolved into armed revolution. The French king's abdication in February, alongside the already teetering financial system, resulted in massive bank runs that toppled a substantial part of the Paris banking system. Dramatic monetary contraction and the collapse of credit markets choked off sources of economic growth. Across Europe, proposals for action polarized three broad coalitions-liberals, radicals, and conservatives-each of which differed about the pace and extent of democratization. With the provisional French government lacking legitimacy and even facing bankruptcy, a state bailout seemed unlikely. Faced with the threat of financial collapse and anarchy in the streets, d'Argout contemplated the situation. What had caused the crisis at the Bank of France and in the French economy? What was the connection between financial and societal distress, and could they be treated separately? How would conservative, liberal, and radical advisers interpret the crisis and suggest remedies? Given this analysis, how should d'Argout try to save his bank? Would tactical reforms save the Bank, or should d'Argout make wholesale changes? The tasks for students are to plot the causes and course of the crisis and to consider the difficult policy tradeoffs.
On July 3, 2018, the president of AIESEC in Lebanon was pacing around the lobby of the conference venue before the morning plenary session. As one of the world's largest youth-run organizations, AIESEC developed the youth of the world by sending them on cross-cultural exchange programs. The Lebanon chapter of AIESEC was established in 2011 and grew steadily in its early stages, until it began struggling with commitment and motivation problems at the leadership level, which spilled over to its members. Members who were once attracted by the promise of personal and professional development were leaving the inactive organization, which was no longer contributing to their growth. Lack of motivation and volunteer turnover were also causing a shortage of leadership candidates in the organization's pipeline, which was having a serious impact on the long-term sustainability of AIESEC in Lebanon. From this conference session, the president of AIESEC in Lebanon hoped to address two main questions: How could member's commitment be improved at AIESEC in Lebanon? What processes could be put in place to track the volunteer management changes?
In April 2018, two black customers were arrested at a Starbucks Corporation (Starbucks) outlet in Philadelphia, Pennsylvania, after one of the two men asked to use the restroom while the pair were waiting to meet someone. After a video of the arrest went viral on social media, Kevin Johnson, the chief executive officer of Starbucks, immediately apologized to the men and, further, announced that the company would hold racial bias training across all Starbucks stores in the United States. Johnson was criticized for the presumption that a half-day training session could possibly resolve racial bias issues. Employees also expressed their dissatisfaction with the training program. Johnson also announced an open-toilets policy, which was also criticized, raising several questions: Had Johnson managed the crisis appropriately? How could he make such training effective? Should Johnson change his open-toilets policy? Should he reconsider his decision to conduct such training at the cost of future revenues?
On July 3, 2018, the president of AIESEC in Lebanon was pacing around the lobby of the conference venue before the morning plenary session. As one of the world’s largest youth-run organizations, AIESEC developed the youth of the world by sending them on cross-cultural exchange programs. The Lebanon chapter of AIESEC was established in 2011 and grew steadily in its early stages, until it began struggling with commitment and motivation problems at the leadership level, which spilled over to its members. Members who were once attracted by the promise of personal and professional development were leaving the inactive organization, which was no longer contributing to their growth. Lack of motivation and volunteer turnover were also causing a shortage of leadership candidates in the organization’s pipeline, which was having a serious impact on the long-term sustainability of AIESEC in Lebanon. From this conference session, the president of AIESEC in Lebanon hoped to address two main questions: How could member’s commitment be improved at AIESEC in Lebanon? What processes could be put in place to track the volunteer management changes?
In April 2018, two black customers were arrested at a Starbucks Corporation (Starbucks) outlet in Philadelphia, Pennsylvania, after one of the two men asked to use the restroom while the pair were waiting to meet someone. After a video of the arrest went viral on social media, Kevin Johnson, the chief executive officer of Starbucks, immediately apologized to the men and, further, announced that the company would hold racial bias training across all Starbucks stores in the United States. Johnson was criticized for the presumption that a half-day training session could possibly resolve racial bias issues. Employees also expressed their dissatisfaction with the training program. Johnson also announced an open-toilets policy, which was also criticized, raising several questions: Had Johnson managed the crisis appropriately? How could he make such training effective? Should Johnson change his open-toilets policy? Should he reconsider his decision to conduct such training at the cost of future revenues?
Yueting Network Technology Company Ltd. (Airparking) was founded in Guangzhou in 2015 by a pair of former managers from a large, state-owned real estate company to solve a common problem in Chinese metropolitan cities: a severe lack of parking space. Airparking's business model, based on the sharing economy concept, allowed the company not only to optimize the distribution of parking spaces but also to increase the operational efficiency of parking lots through digital technologies and solutions. As the company grew, the founders pivoted their business model by spinning off an asset-management branch focused on financializing their digital technologies and parking facility management capabilities. By 2019, Airparking was a relatively mature regional start-up, and the co-founders were looking forward to future growth and looking for ways to scale both the Airparking platform and the related asset operation platform. Their dream was a ¥10 billion valuation for each.
After the management of Magna International Inc. (Magna) tabled a proposal to shareholders in May 2010 to acquire all of Frank Stronach's Class B voting shares for approximately US$1 billion, vociferous opposition emerged, heavily criticizing the process by which the terms had been agreed on and the lack of information provided by the board. The Ontario Securities Commission ruled that Magna needed to provide more information to shareholders. In compliance with that order, Magna released an amendment that included a report from its financial advisor, its advisor’s advice to the Magna board, and PricewaterhouseCooper's evaluation of the deal. In late August 2010, a Magna shareholder needed to decide whether to keep or sell her shares, and wanted to understand what amount, if any, would have been appropriate for Stronach’s Class B voting shares. As a consumer conscious of the environmental, social, and governance aspects of a corporation, she was also concerned whether Magna’s board and special committee had applied good governance principles.
The advent of design thinking as a tool for innovation has led to its adoption in a range of organizations. While proponents of design thinking continue to focus on the principles and practices of their method, little is known on the organizational conditions required for design thinking to attain a long-term impact. This article explores seven empirical case studies to identify the conditions required in organizations seeking to integrate design. It identifies four conditions-strategic vision, facilities, cultural capital, and directives-and examines their relationships.