Samsui Supplies & Services Private Limited provided 1.8 million meals annually to long-term care facilities in Singapore through the company's flagship project, Samsui Central Kitchen. The company had won accolades for its work, and in April 2018, the director felt that the time was right to expand the project. He wondered, however, how he would illustrate to the organization's key stakeholders the social impact Samsui was having in the SG$89 million market of providing meals for long-term care facilities. To gain support for scaling up Samsui's initiatives and maximizing the social impact the company was delivering, the director needed to quantify the impact of the company's corporate social responsibility initiatives in a clear and simple message to its various stakeholders.
In October 2013, when Mehta had taken over the reins of Unilever's business in India and the larger South Asia region, HUL had been going through a difficult time. Caught in the midst of a weakening economy, falling consumer spending and increasing competition, growth at the firm had slowed. HUL was underperforming not only the market index but also the FMCG index. At the same time, HUL was struggling with many internal woes, ranging from slow market responsiveness to a higher cost structure. The next quarter had not brought any relief. With the external situation worsening, Mehta wondered what changes he needed to make to ensure consistent, competitive and profitable growth at HUL. . The case is accompanied by a video in which the CEO outlines his thinking, and the choices he made. The video can be used in class as the class discussion unfolds to bring closure to the discussion, and to brief the class on what actions were taken.
This case focuses on a large Saudi Arabian industrial conglomerate and family business Zamil Group's corporate and the family's governance journey. The 12 sons of the founder led and grew the group successfully after taking over from their father in 1961. The secret to their success was to arrive at all decisions with a consensus, although each had their own approach to dealing with issues. In the mid-1990s, they hired world-class consultants and created manuals and guidelines for governing the business and continuing the growth of the Group's assets. They were the model for running a family business in Saudi Arabia. However, the increasing number of family members in the group-84 third-generation and 162 fourth-generation members and the upcoming fifth generation-created challenges going forward. They wanted to ensure that the governance principles they had created would evolve and develop in line with the changing dynamics. The upcoming generations did not have jobs waiting for them in the family business simply because they were members of the Zamil family, and not all of them were motivated to remain invested in the businesses. The second-generation and senior members of the third-generation wanted to make sure that they balanced the needs of the business and those of individual family members. They sought to put mechanisms in place that would keep the shares of the business in the family so as to avoid diluting the family's ownership as they diversified the asset portfolio, addressed diverse risks, and catered to the consumption goals of the next generation. This might mean that the Group would eventually move from being operators to becoming financial investors.
Four years after being founded Amir Amir Konigsberg (CEO) and Adi Avidor (CTO), Twiggle had developed a search enhancement that plugged into the online merchants' existing framework. The company utilized advanced structuring and linguistic tools to build search technology that understood shopper intent and matched it with the right products. Twiggle was founded in 2014 by former Google executives Amir Konigsberg (CEO) and Adi Avidor (CTO), who believed e-tailers were losing enormous revenue due to poor search results. The team built a set of proprietary tools that created a human-like understanding of customer queries in the e-commerce search experience, using natural language processing that translated text into meaning. The team also constructed a semantic model of the e-commerce world for three product domains: fashion, home and electronics. The resulting "ontology" was a set of concepts and categories in a subject area that showed their properties and the relations between them. The Twiggle's tools could also unlock significant online sales revenue by increasing click-through and add-to-cart rates, ultimately improving sales conversions. So far, Twiggle had secured deals with more than half a dozen large e-commerce retailers and, so far, could improve search results in three product categories: fashion, home, and electronics. The company initially targeted large direct-to-consumer e-commerce players. Yet the cofounders encountered challenges pursuing this type of customer. The customer acquisition process included lengthy, intensive face-to-face sales cycles, expensive and technologically complex proof-of-concept testing, and requests for customization. Konigsberg and Avidor wondered if they should expand their customer focus to target a wider set of smaller e-tailers that still had significant volumes of online search queries, but their search quality tended to be less robust and might be easier to improve.
Launching its first products in the fall of 2016 in New York, insurtech startup Lemonade was on a mission to disrupt the insurance market by using AI and behavioral economics principles. The company offered renters, homeowners and condo insurance and mainly targeted millennial, tech-savvy individuals with relatively few assets- customers who were less attractive to traditional insurers who had costly, labor-intensive, operations. By offering a delightful, bot-driven consumer experience, embracing a model that removed any incentive to deny claims and that let customers pick causes to donate leftover money to, building a loveable brand, and employing creative digital advertising - the company was able to grow at an impressive pace. By the end of 2018, Lemonade was active in 24 U.S. states, had insured 425,000 customers and was expecting sales (gross premiums) of over $57 million. In an effort to sustain the spectacular growth momentum, the co-founders sought to pursue ambitious plans in 2019, including the launch of new insurance product lines as well as international expansion. But limited resources and scarce management bandwidth suggested that taking on both moves simultaneously could be highly risky. In deciding which path to take, the leadership team had to consider whether it was more important at this stage to scale globally with the current product lineup or to cover a breadth of insurance categories and stay in the U.S. for now. Assessing the relevance of the business model and the role of AI for each of these moves, understanding the nature of consumers in different markets, and foreseeing competitive pressures from both incumbents and startups were key in making the right call.
Though the shale revolution transformed the U.S. into the largest producer of petroleum products, it was unclear how much success American exporters would find selling liquefied natural gas on the European energy market. Gazprom, the state-controlled Russian energy company, provided Europe with the majority of its natural gas. Many voices discussed European energy needs in terms of security or politics, but buyers and sellers of natural gas in the private sector approached the question from a somewhat different angle. This case, built around unique calculations that model the prices different European customers pay for gas, analyzes the strategic considerations and pricing decisions of Russian and American natural gas suppliers, and pushes students to consider the broader political context of energy in Europe.
In February 2018, the owner of Jump Gymnastics Inc. was preparing for her company's upcoming strategic planning cycle. The privately owned children's recreational sport business located in Vancouver, British Columbia, delivered gymnastics programs designed to prepare children for lifelong sport participation and healthy living. In 10 years, the owner had successfully grown the company based on her passion for helping children reach their full physical potential. Now operating in two locations, the company had expanded into hosting birthday parties and other special events. An expert in her field, the owner had also started to engage in outside consulting work. She wondered what additional opportunities laid ahead. Should she pursue growth through new locations or new programs, expand her consulting and public speaking practice, launch a coaching certification program, or focus on the company's core operations? She wanted to consider not only the best use of her time and energy but also the option that would provide the most financial security.
The Chevron Corporation and Occidental Petroleum entered into a bidding competition in April 2019 for ownership and control of Anadarko Petroleum. Both companies wished to expand their acreage and reserves in the Permian Basin, the core assets of Anadarko, and the largest oil producing region in the world. Although Anadarko first announced that it was accepting Chevron's offer, Occidental quickly publicized its own offer which it argued was superior. After revising its offer to increase the cash component, Anadarko accepted Occidental's offer. Anadarko stockholders had to vote on August 8 to accept or reject the sale of their company to Occidental Petroleum.
This case provides an inside glimpse of an inter-organizational crisis as it unfolds. On January 25, 1990 at approximately 9:35 p.m. eastern standard time, Avianca flight 052 crashed into a hillside in a wooded residential area of Cove Neck, New York. Seventy-three of the 158 people on board died, including all of the flight crew, as well as five flight attendants. The National Transportation Safety Board concluded that the primary cause of the accident was fuel exhaustion. No one will ever understand the full range of causes that led to this accident. Like many crises, the fate of Avianca Airlines flight 052 was stirred by a deadly layering of intricate problems. Perhaps the most tragic among them relate directly to cross-cultural differences, as cues of the crisis were missed, mishandled and lost in translation. Urgencies that were slighted caused known and practiced signal detection and crisis responses to go awry. An exceptional feature of this case is that the evidence on which it rests puts the reader on the scene as the crisis unfolds.Verbatim cockpit dialogue, captured in black box recordings during the last hour before the accident, exposes the lethal impact of unreconciled diversities among languages, jargon, beliefs, values and habits. Relatively common flight problems flare to crisis proportion when individuals who could have averted or fixed them miss signals of impending doom. Accomplished leaders and operators are blindsided by their parochial interpretations of vocabulary and intent, which add fatal obstacles to crisis management efforts.
In June 2018 Harley-Davidson Inc. (NYSE: HOG), the iconic American manufacturer of motorcycles-hogs as they were affectionately referred to - announced that it would shift some United States-based production to a foreign country. Harley explained it had little choice if it was to remain competitive in foreign markets, specifically, Europe. The EU (EU) had the previous month announced an increase in the import duty imposed on Harley-Davidson motorcycle manufactured in the U.S. in retaliation to President Donald Trump's imposition of increased tariffs on European steel and aluminum. But Harley's problems went much deeper than simply European import duties. Harley was suffering from a decade-long slump in sales and profitability. Would shifting production out of the U.S. be the appropriate solution?
This case analyses the evolution of Tencent, now (in early 2019) one of the top 10 listed companies in the world. The case focuses on WeChat, the social networking and lifestyle app created in 2010 and now (in 2019) with more than one billion users. It describes the emergence and growth of WeChat and how it came to dominate large parts of daily life in China; it also provides insight into how WeChat operates and the current strategic challenges facing WeChat. Unlike some case studies on Tencent and WeChat, this case is based on in-depth interviews with executives in the company and in particular Allen Zhang, the founder of WeChat. It therefore provides an in-depth understanding of how WeChat works internally, and it allows the instructor to draw out some general points about innovation in today's mobile-first digital economy.
The Hilti Corporation was founded by Martin Hilti in 1941 in Liechtenstein, Germany. From its inception, Hilti set the highest standards of peoples' practices, innovation, quality and governance. The values of the company; Team, Commitment, Integrity and Courage, defined by Martin, remained unchanged over the years, even though the company leadership transitioned from Martin to his son Michael to the non-family Chairman Baschera and later Fisher. Continuity was given a lot of importance at Hilti. In 2017, the family trust and the board of directors of the Hilti corporation, both had non-family leaders. Michael Hilti, the Lifetime Honorary Chairman of the Board of Directors, was happy that the transition of leadership had happened smoothly and as planned. He was keen to identify and correct possible areas of weaknesses existing or that might emerge in future. He knew that he didn't have a long time to further institutionalize the family and business.
In 2018, Magrabi was the leading retailer of eyeglasses, sunglasses, and other optical products in the Middle East, and it was embarking on a major shift in strategy, transitioning from a brand focused on clinical expertise to a brand that combined technical excellence with a luxury retail experience for customers. This case provides an opportunity to discuss the company's plans for executing its strategy, especially when it comes to recruiting the right people and setting them up for success.
This article explores the role of artificial intelligence (AI) in aiding personalized engagement marketing-an approach to create, communicate, and deliver personalized offerings to customers. It proposes that consumers are ready for a new journey in which AI is a tool for endless options and information that are narrowed and curated in a personalized way. It also provides predictions for managers regarding the AI-driven environment on branding and customer management practices in both developed and developing countries.
Artificial intelligence (AI) has proven to be useful in many applications from automating cars to providing customer service responses. However, though many firms want to take advantage of AI to improve marketing, they lack a process by which to execute a Marketing AI project. This article discusses the use of AI to provide support for marketing decisions. Based on the established Cross-Industry Standard Process for Data Mining (CRISP-DM) framework, it creates a process for managers to use when executing a Marketing AI project and discusses issues that might arise. It explores how this framework was used to develop three cutting-edge Marketing AI applications.
This introduction to this special issue discusses artificial intelligence (AI), commonly defined as "a system's ability to interpret external data correctly, to learn from such data, and to use those learnings to achieve specific goals and tasks through flexible adaptation." It summarizes seven articles published in this special issue that present a wide variety of perspectives on AI, authored by several of the world's leading experts and specialists in AI. It concludes by offering a comprehensive outlook on the future of AI, drawing on micro-, meso-, and macro-perspectives.
This article explores how a collaboration technology called Artificial Swarm Intelligence (ASI) addresses the limitations associated with group decision making, amplifies the intelligence of human groups, and facilitates better business decisions. It demonstrates of how ASI has been used by businesses to harness the diverse perspectives that individual participants bring to groups and to facilitate convergence upon decisions. It advances the understanding of how artificial intelligence (AI) can be used to enhance, rather than replace, teams as they collaborate to make business decisions.
The capability of AI is currently expanding beyond mechanical and repetitive to analytical and thinking. A "Feeling Economy" is emerging, in which AI performs many of the analytical and thinking tasks, and human workers gravitate more toward interpersonal and empathetic tasks. Although these people-focused tasks have always been important to jobs, they are now becoming more important to an unprecedented degree. To manage more effectively in the Feeling Economy, managers must adapt the nature of jobs to compensate for the fact that many of the analytical and thinking tasks are increasingly being performed by AI, and, thus, human workers must place increased emphasis on the empathetic and emotional dimensions of their work.