In 2016, the chief executive officer (CEO) of Feihe International Inc. (Feihe), the manufacturer of a leading infant formula brand in China, was considering whether his company should enter Canada. Although the company would be challenged by the Canadian dairy industry’s unique supply management system, Canada was eager to attract foreign investment and the CEO needed to overcome the intense domestic competition in China’s infant formula market. The CEO needed to decide on an integrated strategy to enter Canada. Should he pursue a greenfield strategy, an acquisition, or a joint venture?
In 2016, the chief executive officer (CEO) of Feihe International Inc. (Feihe), the manufacturer of a leading infant formula brand in China, was considering whether his company should enter Canada. Although the company would be challenged by the Canadian dairy industry's unique supply management system, Canada was eager to attract foreign investment and the CEO needed to overcome the intense domestic competition in China's infant formula market. The CEO needed to decide on an integrated strategy to enter Canada. Should he pursue a greenfield strategy, an acquisition, or a joint venture?
India's most recognized celebrity chef Sanjeev Kapoor has been an integral part of the country's food industry since 1993. As a celebrity chef, Kapoor enjoyed a 17-year run of his hit TV cooking show "Khana Khazana", published more than 100 cookbook titles in multiple languages and endorsed a variety of brands. Kapoor later turned entrepreneur when he established a restaurant company that has partnered with more than 60 restaurant franchisees worldwide and launched his own TV channel-FoodFood. Although Kapoor has multiple businesses, he continues to find more exciting growth opportunities coming his way.
In December 2015, the new government in Argentina lifted capital controls, leading to a sudden drop in the value of the Argentine peso. This depreciation of the peso had the potential to significantly affect companies that exported goods to Argentina. One such company was Bajaj Auto Limited (Bajaj Auto), an Indian exporter of motorcycles to Argentina. On December 18, 2015, Bajaj Auto’s shares dropped 2.43 per cent and lost over US$212 million in market capitalization. The market was reacting to concerns that exports from the world’s fourth-largest manufacturer of two-wheelers, Bajaj Auto, might be hurt in Argentina, where it was the market leader with over 30 per cent of the market share.<br>Following the 30 per cent decline of the peso on December 16, 2015, there was uncertainty about the future of the currency. What caused Argentina to lift currency controls and float the peso? Why had the Argentine peso depreciated so sharply, and what was its future course? Moreover, how would this affect Bajaj Auto and how could it handle such a crisis?
In December 2015, the new government in Argentina lifted capital controls, leading to a sudden drop in the value of the Argentine peso. This depreciation of the peso had the potential to significantly affect companies that exported goods to Argentina. One such company was Bajaj Auto Limited (Bajaj Auto), an Indian exporter of motorcycles to Argentina. On December 18, 2015, Bajaj Auto's shares dropped 2.43 per cent and lost over US$212 million in market capitalization. The market was reacting to concerns that exports from the world's fourth-largest manufacturer of two-wheelers, Bajaj Auto, might be hurt in Argentina, where it was the market leader with over 30 per cent of the market share. Following the 30 per cent decline of the peso on December 16, 2015, there was uncertainty about the future of the currency. What caused Argentina to lift currency controls and float the peso? Why had the Argentine peso depreciated so sharply, and what was its future course? Moreover, how would this affect Bajaj Auto and how could it handle such a crisis?
This case focuses on the introduction of the Safer Affordable Fuel-Efficient (SAFE) Vehicles Rule in 2018 and General Motors' (GM's) challenge regarding how to best respond during the proposed rule's public comment period. GM, a company committed to a vision of zero crashes, zero emissions, and zero congestion, can respond to the SAFE public comment period in one of four ways: support the new SAFE standards, favor maintaining the status quo Corporate Average Fuel Economy (CAFE) standards, propose a National Zero Emission Vehicle (NZEV) program, or opt to say nothing. The case presents GM's company history, the history of U.S. fuel economy standards, the electric vehicle market, and an overview of the stakeholder landscape surrounding this issue. Students will explore how sustainability, government, and business interconnect when making a policy recommendation that will not only affect GM's business but also the trajectory of sustainability within the auto industry as a whole.
In 2016, the supply chain manager at Northwestern Memorial Hospital recognized that many problems occurring throughout the hospital originated at the hospital receiving area. Some problems had reached epic proportions: overstocking at par locations, stocking at temporary locations, misplaced items, expired items, and inaccurate inventory records. Most of the problems could be traced to the receiving area's procedures and average three-day dock-to-stock lead time. A value-stream mapping kaizen event revealed that a big contributor to the long lead time was the receiving area's reliance on batch-oriented processing. The supply chain manager recognized the severity of the situation and urgent need to do something to improve operations in the receiving area and shorten the lead time from package arrival to final delivery. He felt that reducing the lead time from three days to one day would reduce or eliminate many of the problems, and it seemed a reachable goal. The supply chain manager intended to approach this challenge using the lean production practices he had successfully employed elsewhere.
Case A describes a leadership crisis affecting the managing director of the German construction company SÄBU Holzbau GmbH. In 2013, severe organizational problems, such as deficiencies in internal communication, indecisiveness, and a lack of clarity in the distribution of tasks and responsibilities, led to frustrations for both customers and employees. The crisis culminated with three key employees leaving the company because they were no longer willing to cope with what they described as "chaos."
Supplement to case W19170 Case B describes how management at SÄBU Holzbau GmbH was able to overcome the crisis with the help of a team of consultants who supported the company through a change process that significantly altered the its culture.
In late September 2017, the country manager of Garrard Japan was reviewing an interim strategy to deal with emerging, negative views on the ongoing globalization of industry and commerce. Garrard Japan was a wholly owned subsidiary of Garrard S.A., a leading packaged foods company. The European-based multinational enterprise had been a major contributor to globalizing trade and commerce, and the survey results had highlighted a Japanese view that global companies were concerned more with profits than with meeting the needs of local communities. The country manager wondered whether the strategy developed by his team to change these perceptions was adequate. He was also considering how to execute the strategy and who should pay for it: Garrard Japan or Garrard S.A.?
In 2014, Song Weiping, the founder, chair, and major shareholder of the high-end residential property developer Greentown China Holdings Limited (Greentown), based in Hangzhou, China, had started to consider decreasing his involvement in his company. Without any family to provide an obvious successor, Song had to evaluate different ways to leave the business he founded. The alternatives ranged from selling all or part of his holdings to keeping his shares but having someone else manage the company. If he chose to resign his position as chair and remain as a financial investor, he would have to find a suitable successor to act as chief executive officer. If he chose to sell his interest in the company, what criteria should he use to determine the best buyer or buyers? How much should he sell, and how could he determine a fair price?
At the end of 2017, the human resources director at Yuanbo Education Group, a fast-growing educational service enterprise located in Shanghai, China, was struggling to calm down the managers, who were complaining about their salaries. Managers of the established business units were paid a relatively lower base salary but often with a sizable bonus tied to a revenue target. In contrast, the new hires for the recently established business units were paid a much higher base pay but with little or no bonus available. Both veteran and new managers were dissatisfied with their pay structure. The human resources director knew that he needed to take action soon. But what should he do and where should he start?
This technical note discusses the various financial services segments in which technology solutions have been used to solve problems, including lending, payments, wealth/investment management, insurance, and regulation. For each of the segments, the note identifies key issues facing the segment, why and how fintech might provide an answer to the challenges faced, and the potential difficulties fintech may experience in doing so. For example, in lending, fintechs could solve issues related to access and convenience-without the need for costly infrastructure. The note also discusses the potential advantages/disadvantages of traditional banks over fintechs. Finally, the note describes influential technologies that are used in fintech such as application program interface (API), artificial intelligence (AI), and machine learning.
In 2014, Song Weiping, the founder, chair, and major shareholder of the high-end residential property developer Greentown China Holdings Limited (Greentown), based in Hangzhou, China, had started to consider decreasing his involvement in his company. Without any family to provide an obvious successor, Song had to evaluate different ways to leave the business he founded. The alternatives ranged from selling all or part of his holdings to keeping his shares but having someone else manage the company. If he chose to resign his position as chair and remain as a financial investor, he would have to find a suitable successor to act as chief executive officer. If he chose to sell his interest in the company, what criteria should he use to determine the best buyer or buyers? How much should he sell, and how could he determine a fair price?
Case A describes a leadership crisis affecting the managing director of the German construction company SÄBU Holzbau GmbH. In 2013, severe organizational problems, such as deficiencies in internal communication, indecisiveness, and a lack of clarity in the distribution of tasks and responsibilities, led to frustrations for both customers and employees. The crisis culminated with three key employees leaving the company because they were no longer willing to cope with what they described as “chaos.”
Case B describes how management at SÄBU Holzbau GmbH was able to overcome the crisis with the help of a team of consultants who supported the company through a change process that significantly altered the its culture.
At the end of 2017, the human resources director at Yuanbo Education Group, a fast-growing educational service enterprise located in Shanghai, China, was struggling to calm down the managers, who were complaining about their salaries. Managers of the established business units were paid a relatively lower base salary but often with a sizable bonus tied to a revenue target. In contrast, the new hires for the recently established business units were paid a much higher base pay but with little or no bonus available. Both veteran and new managers were dissatisfied with their pay structure. The human resources director knew that he needed to take action soon. But what should he do and where should he start?