This case focuses on how Company A, which is in Electronics Manufacturing Service (EMS), applied big data analysis to respond to fast-changing order demands and human resource planning challenges with a high turnover rate of workers, especially in peak season. Through discussion of this case, students will understand the process of human resource planning, recruitment, and selection in the industry of electronics manufacturing services. Through data analyses, students can learn the rationale of how to convert data stored in the company databases (e.g., work log data) into data that can be statistically analyzed and statistically analyzed.
Faced with the challenge of continuing to differentiate the Wellness Institute from traditional fitness facilities, the executive director at the non-profit organization was considering undertaking a thoughtful and comprehensive internal and external branding exercise to improve and refresh its brand. The executive director found the inconsistencies of the current brand troublesome. She was faced with some potential opportunities she would like to explore by better understanding the organization’s brand. But would her many stakeholders support spending money on a branding exercise and investing resources in an effort to impact a broader community? Could she justify the expense to her board? How would her staff react to the rebranding? Was branding the best place to invest resources to impact the broader community?
This case provides an update to the (A) case, which introduces students to adaptive platform trials, an ambitious, more efficient type of clinical trial that increases access to therapies. The A case centers on Dr. Brian Alexander's efforts to launch an adaptive platform trial for studying potential therapies for glioblastoma (GBM), an aggressive form of brain cancer. The (B) case provides an update and explores the strategies that Alexander is considering for sustainably financing this trial.
Gun violence was a significant problem in America. Three Harvard Advanced Leadership Initiative Fellows Christy Wood, Russell Sternlicht, and Gareth Glaser each decided to do something about gun safety. They each used their professional and leadership experience to identify their own solutions to the issue. Wood created a set of principles for investments funds to pressure gun manufacturers and gun sellers within their portfolios to adopt safety standards. Sternlicht designed a membership-based lobbying and advocacy group in order to harness the power of mass movements to create positive change. And Glaser founded a smart-gun company whose product could help reduce certain types of deaths and injuries. Would any of these three innovations move beyond the historical gridlock on gun safety?
This case explores the life and career of Alicia Keys, the 15-time Grammy winning singer-songwriter and producer. Set in 2019, it covers the evolution of Keys's 18-year musical career and additional passions, including acting, entrepreneurship, social justice activism, and collecting art with her husband, rapper and music producer Swizz Beatz. Now a mother of two young sons and with no intentions of slowing down, Keys considers what the next phase of her life and career might hold. This case would be useful for students studying the music and entertainment industry. It also holds relevance for executives approaching the peak of their career and looking to make more deliberate decisions about time management and prioritization.
Faced with the challenge of continuing to differentiate the Wellness Institute from traditional fitness facilities, the executive director at the non-profit organization was considering undertaking a thoughtful and comprehensive internal and external branding exercise to improve and refresh its brand. The executive director found the inconsistencies of the current brand troublesome. She was faced with some potential opportunities she would like to explore by better understanding the organization's brand. But would her many stakeholders support spending money on a branding exercise and investing resources in an effort to impact a broader community? Could she justify the expense to her board? How would her staff react to the rebranding? Was branding the best place to invest resources to impact the broader community?
Christian (Chris) Viatte, head of service experience and innovation at Swisscom, market leader in Switzerland's telecommunications industry, strode into his office and dropped into his chair. Some of Swisscom's top executives would soon be holding a meeting to discuss the company's partnership with Mila, an on-demand home service marketplace start-up. Under Chris's leadership, Swisscom and Mila had created Swisscom Friends, a service solution connecting Swisscom customers with vetted, tech-savvy people in their neighbourhood who could help them with small service requests. By 2015, Mila and Swisscom had built up a service crowd of more than 1,500 active "Friends" throughout Switzerland, and Swisscom now had to consider the future of what was still a purely contractual relationship. Should Swisscom partially or even fully acquire Mila? Should it withdraw from the partnership and offer the service on its own? Should it become more involved in Mila's management? This two-part case discusses the development and management of the partnership between Swisscom and Mila, particularly how Mila grew from being a contractual partner to a fully owned subsidiary of Swisscom.
Christian (Chris) Viatte, head of service experience and innovation at Swisscom, market leader in Switzerland's telecommunications industry, strode into his office and dropped into his chair. Some of Swisscom's top executives would soon be holding a meeting to discuss the company's partnership with Mila, an on-demand home service marketplace start-up. Under Chris's leadership, Swisscom and Mila had created Swisscom Friends, a service solution connecting Swisscom customers with vetted, tech-savvy people in their neighbourhood who could help them with small service requests. By 2015, Mila and Swisscom had built up a service crowd of more than 1,500 active "Friends" throughout Switzerland, and Swisscom now had to consider the future of what was still a purely contractual relationship. Should Swisscom partially or even fully acquire Mila? Should it withdraw from the partnership and offer the service on its own? Should it become more involved in Mila's management? This two-part case discusses the development and management of the partnership between Swisscom and Mila, particularly how Mila grew from being a contractual partner to a fully owned subsidiary of Swisscom.
Since its founding in the late 1990s, JetBlue Airways has been known as an innovator in the U.S. airline industry. This case explores how in the mid- to late-2010s, JetBlue sought to drive further innovation by setting up a corporate venture capital arm. Led by Bonny Simi, a long-time JetBlue executive, commercial airline pilot, former U.S. Olympian, and Stanford alumna, JetBlue Technology Ventures (JTV) seeks to bring external innovation in house. The case relates the history of JTV's establishment, details its investment decision-making criteria and processes, and examines the governance structures put in place to ensure strategic alignment with its corporate parent. Considerable attention is also paid to the ways in which JTV helps integrate into JetBlue Airways new technologies developed by the start-ups it invests in. Overall, the case assesses how JTV tries to achieve both financial and strategic objectives, which has historically been a challenge for corporate venture capital arms set up by other large companies across a variety of industries.
In late 2018, evidence emerged that many of Google's temporary help agency workers, vendors, and independent contractors ("TVCs") were unhappy with the company. TVCs, who reportedly made up 49.95% of Google's 170,000 person global workforce, had raised concerns of mistreatment, citing instances of pay inequity, social exclusion, and physical endangerment. "Flexible" workers, such as TVCs, were often seen as a key cog for Silicon Valley's IT companies: they made workforces scalable, they helped firms get access to specialized knowledge for temporary projects, and they boosted innovation by creating "knowledge spillovers" between firms. But, at the same time, many onlookers worried that flexible work arrangements were aggravating social inequality and making more jobs precarious. Google employees, major media outlets, and politicians demanded that the company change its policies on TVCs. One suggestion was that Google convert all of its TVCs to full-time status by early 2020. As tensions reportedly escalated between Google's workforce and its management team, some began to wonder if Google was still an employer of choice.
This note reviews the basics of projecting cash flows for a typical operating decision. To find the economic consequences of any decision, one needs to project the cash flow effects of that decision and discount those at the appropriate hurdle rate. The focus on cash flows arises because any evaluation of economic impact must recognize opportunity costs-the other uses to which one might allocate resources available to a firm. This note discusses two typical ways to organize operating information to calculate cash flow, typically referred to as free cash flow in this context. The first estimates the cash consequences related to various elements of a decision. The second starts with a typical accounting estimate of operating income before taxes and then makes adjustments. The concepts in this note are applied to the firm Morgan Industries, a setting that has been integrated across all the Financial Analytics Toolkit series of technical notes.
Plant management at Pasta Serafina, a pasta producer in the south of Italy, is struggling to contain employee absenteeism. While the misbehavior is concentrated in a minority of the workers, its effects impact not only the plant's performance, but also the climate and work environment. Embedded in institutional and legal environment that allows very little room for corrective action, and already dealing with persistent low margins, management decides to address the issue by asking the employees themselves to find a solution to the problem. The case exposes students to managerial challenges associated with curbing moral hazard and changing the company culture in a setting where standard legal and contractual tools, such as firing workers for performance or using incentives to influence behaviors, are not available.
The case complements Pasta Serafina (A) by describing the aftermath of a town hall meeting in which management had publicly denounced the absenteeism problem and challenged the employees to find a solution. In spite of the initial mistrust against management, the fear of an imminent plant closure coupled with the relief associated with finally being able to be heard by management, pushes the employees to act to contain the problem themselves. Within a short time, absenteeism hits record lows. Management, however, is left wondering about the sustainability of the new culture.
By 2018, Netflix had been credited for revolutionizing how viewers consumed entertainment-shifting from ad-fueled linear network programming to a highly personalized, on-demand, all-you-can-consume, ad-free model. The company was riding a long wave of revenue and subscriber growth as it expanded internationally and into original production. From its earliest days, Netflix leadership had fostered a workplace characterized by such values as excellence, maturity, transparency, accountability, candor, and autonomy. The Culture Deck, later dubbed the Culture Memo, documented how Netflix's culture had evolved and enabled the organization to repeatedly innovate, disrupt, and pivot. The case examines the company's history and delves into ways leadership continues to nurture its unique culture through an emphasis on concepts such as "freedom and responsibility," "context, not control," and "highly aligned, loosely coupled." The case allows students to assess CEO Reed Hastings' view that the culture is capable of further scaling even as headcount surges and the company continues its expansion into new geographies and even more content production.
In 2017, Bill Connors, the President of Comcast's Central Division, launched a startup accelerator in Comcast's new Atlanta Regional headquarters. Comcast was America's largest cable and internet service provider, having built a profitable business bundling television content and delivering it via cable networks to more than 20 million households. The business was changing rapidly with the rise of streaming services, and Connors wanted to change the culture and orientation of Comcast's central division. Connors was getting ready to meet Burunda Prince, a candidate for the position of Managing Director of the new accelerator. Is she the right person for the job? The case explores structural questions for corporate startup accelerators, such as whether Comcast should hire another company to manage the accelerator and where the accelerator should be located. It also provides a basis for discussions relating to the role that a startup accelerator can play in a large corporation. This case can be taught as a standalone case, or with its counterpart, "Burunda Prince at The Farm, a Comcast NBCUniversal Innovation Hub (Powered by Boomtown)" which would follow this one and focuses on the operational challenges of launching a corporate startup accelerator.
After a successful inaugural year, Burunda Prince, the Managing Director of Comcast's startup business accelerator The Farm, was getting ready for an eventful 2019. Comcast was America's largest cable and internet service provider, having built a profitable business bundling television content and delivering it via cable networks to more than 20 million households. The business was changing rapidly with the rise of streaming services, and The Farm was an initiative spearheaded by Comcast's Central Division to introduce innovation into the Division's culture. The case describes Prince's approach in building The Farm from her arrival in August 2017, with discussions around how she chose participants for The Farm's programs, how she worked with Comcast and with her employer, Boomtown Accelerators, who was under contract to run The Farm for Comcast, and how she developed her Atlanta ecosystem of startups, investors, and mentors. Should the business accelerator maintain its position as a general business accelerator, or should it focus on areas specific to Comcast? Should it maintain the same curriculum structure for its accelerator programs? This case can be taught as a standalone case, or with its counterpart, "Bill Connors and The Farm, a Comcast NBCUniversal Innovation Hub (Powered by Boomtown)" which precedes this one and focuses on Comcast's rationale for launching a corporate startup accelerator.
This case discusses the challenges faced by Kenyan alcoholic drinks producer Keroche Industries Limited in 2003, when the Kenyan government accused the company of manufacturing and selling substandard alcoholic drinks, revoked its liquor licenses, and shut down its manufacturing facility. At the same time, the multinational East Africa Breweries Limited (EABL) was planning to enter the same low-income market as Keroche. The husband and wife duo Tabitha and Joseph Karanja had founded Keroche in 1997 with the aim of providing Kenya's low-income consumers with a cheap and safe alcoholic drink alternative, since these consumers frequently turned to unregulated, informally brewed alcohol that could blind or even kill those who drank it. However, the government was now claiming that Keroche, too, produced substandard drinks. Tabitha Karanja was convinced that EABL was behind these government attacks. The case describes the history of Keroche and EABL, and asks what Tabitha Karanja might do now to combat the allegations of the government and respond to the factory closing.
This case discusses the situation of the Kenyan alcoholic drinks producer Keroche in July 2004, when co-founder Tabitha Karanja was debating whether to enter the Kenyan beer market. Doing so would mean direct competition with the multinational EABL in an industry and market where Keroche had no experience. It would also require significant investments in manufacturing capacity, technology, and marketing. The case asks whether Tabitha Karanja should enter the Kenyan beer market, and if so, whether she should continue to target the low- to middle-income consumers with whom she had built the Keroche business, or shift the company's focus toward the upper middle- and high-income consumers who had been customers of EABL. The case also describes how the company successfully rebounded from the plant closures, litigation, and media attacks of the previous year, including through court battles and an extensive public relations campaign.