In June 2018, an intern at an investment firm was given the task of assessing the financial condition of Bon-Ton Holdings, Inc. (Bon-Ton), a leading US department store chain. In January 2018, it had entered into forbearance agreements with some of its lenders and announced store closures at 42 locations as part of its rationalization program. On February 4, 2018, it filed a voluntary petition for protection against bankruptcy and for reorganization. With the US retail industry already having witnessed more than 15 bankruptcies in 2017—the most in the last six years—would Bon-Ton survive? What measures could the company take to fight bankruptcy? What actions might put the company back on track?
In 2018, California-based Tesla Inc. (Tesla) seemed to be gaining momentum after a series of setbacks in the production of its mass-market Model 3 car. Tesla's partnership strategy, guided by founder and chief executive officer Elon Musk, had been key to its success, yet Tesla did not appear to be succeeding as a stand-alone firm. It continued to command a small portion of overall vehicle sales, it had not mastered mass-production techniques, and it had not solved its sales dilemma by receiving permission to bypass the car dealership network in the United States. Tesla would continue to need partners for growth even as the nature of its partnerships changed. The challenge was to determine Tesla's partnership strategy in the short to medium term.
The director of World Tailors, a small Canadian manufacturer that employed immigrant and refugee women to sew high-quality aprons, napkins, and market bags, wondered how all of the needed products would be completed for the 2017 December holiday season. During the past seven years, demand for World Tailor products had steadily increased from craft markets, online orders, and retail stores. How could the capacity of its current operations be better managed and expanded? World Tailors was more than a local manufacturer: it supported courageous women, who had recently arrived in Canada as refugees and immigrants, to integrate into the community. Would reorganizing as a business co-operative better balance the unique social mission of the organization?
I@NS was intended to mimic the experience of founding a start-up, getting it funded, building a product, and taking it to market, with all the potential risk and reward this entailed. Except, of course, this particular start-up experience would occur within Nokia Corporation, a 150-year-old global company with 103,000 employees working in more than 100 countries-a company that described its mission as "creat[ing] the technology to connect the world." Given this rather unusual "start-up" environment, the creators of the program had no idea how it would all unfold. But, they went ahead and established it, evangelized it to Nokia Software employees around the world, judged the first round, and then launched a second round, which was still underway at the time this case was written. In the process of creating I@NS, its founders learned many important lessons about encouraging and supporting innovation and a start-up mentality within an established corporation. The case covers many elements of the design and implementation of an innovation program including: Strategic objectives of innovation processes; Defining success; Determining the scale and scope of new ventures; The staging of the innovation process; The gating and funding decision making process; The definition of the strategic objectives behind the innovation process; Communicating the process to the wide organization; Communicating (the go/no go) gating decisions; Identifying and allocation resources; Recruiting evangelists and mentors; Team formation and composition; How the process interacts with and impacts the culture in the organization; Incentives for innovation; Career development paths for innovators; Attitudes to risk.
I@NS was intended to mimic the experience of founding a start-up, getting it funded, building a product, and taking it to market, with all the potential risk and reward this entailed. Except, of course, this particular start-up experience would occur within Nokia Corporation, a 150-year-old global company with 103,000 employees working in more than 100 countries-a company that described its mission as "creat[ing] the technology to connect the world." Given this rather unusual "start-up" environment, the creators of the program had no idea how it would all unfold. But, they went ahead and established it, evangelized it to Nokia Software employees around the world, judged the first round, and then launched a second round, which was still underway at the time this case was written. In the process of creating I@NS, its founders learned many important lessons about encouraging and supporting innovation and a start-up mentality within an established corporation. The case covers many elements of the design and implementation of an innovation program including: Strategic objectives of innovation processes; Defining success; Determining the scale and scope of new ventures; The staging of the innovation process; The gating and funding decision making process; The definition of the strategic objectives behind the innovation process; Communicating the process to the wide organization; Communicating (the go/no go) gating decisions; Identifying and allocation resources; Recruiting evangelists and mentors; Team formation and composition; How the process interacts with and impacts the culture in the organization; Incentives for innovation; Career development paths for innovators; Attitudes to risk.
Despite initial skepticism throughout the company, by 2015 Coesia had achieved its "Ambition 2015" by exceeding the revenue goal of €1.5 billion. The company had created legitimate diversification beyond the tobacco industry, while at the same time significantly strengthening its competitive position in tobacco machinery. All the evidence suggested that Coesia's transformation had been a success. In mid-2016 a new goal, "Ambition 2020," was set with the aim of further doubling the 2015 business. The group had made the crucial choice of adopting an operating model that was referred to as the "strategic enabler" model. The enabler model ensured that the individual companies had significant autonomy and P&L responsibility. Functions such as HR, R&D, marketing and finance were created at group level to support the individual companies. A regional structure was added to enable the companies to access global markets. A Coesia identity and culture was also emerging. By the end of 2018, the group had expanded from 12 companies in 2010 to 21. The dramatic increase in size - both in terms of revenue and number of companies - brought new opportunities, challenges and dilemmas. The enabler model had delivered successful results, but the leadership team was reflecting on what, if any, changes were needed to make it scalable and efficient for a larger group.
The case opens in December of 2018, with Sunil Duggal, the CEO of Dabur India (a multinational consumer goods conglomerate with a focus in Ayurvedic products) contemplating who should succeed him at the head of the company. The new CEO will have been the first since Dabur completed its transition from family management to professional management in 2002, and though publicly listed, the majority of the company's shares were still owned by the Burman family, who founded it in 1884. The case then describes how the Burman family grew the company until the mid-1990s, when professionalization began. The case explains the various obstacles and difficulties that the company overcame in the process of professionalization and explains how the family came to step back from the business. It specifies the nature of the family's involvement during Duggal's tenure as CEO, as the company expanded across the globe, and then it closes by returning to the question of what a professionalized, multinational family business should be seeking in its next CEO, sixteen years after it last confronted such a decision.
This note explains how several retail and service organizations use a practice described here as "structured empowerment" to balance control and flexibility as they grow. I define structured empowerment as a practice that grants employees both (a) the power to make choices from narrow sets of options on a set of inputs and processes and (b) the responsibility to deliver results according to the company's value proposition. This lets a company control operations-by standardizing the options frontline employees can choose from to drive results-and adapt to diverse markets-because combining choices from the options makes a large number of service offerings and routine sequences possible. This abridged version of the note does not reference the case "OXXO's Turf War Against Extra." It is intended to be used in a classroom setting where "OXXO's Turf War Against Extra" is also being taught, abridged so that it does not give away any relevant information about the case.
DayTwo is a young Israeli startup that applies research on the gut microbiome and machine learning algorithms to deliver personalized nutritional recommendations to its users in order to minimize blood sugar spikes after meals. After a first year of trial rollout in Israel, CEO Lihi Segal and her team are devising a global go-to-market plan for the firm. The team is considering several target markets, ranging from people with diabetes to professional athletes, and distribution strategies including selling direct to consumers or through partnerships with healthcare professionals or insurance companies. Their choices are important because they will affect DayTwo's costs, pricing, positioning, distribution channels, marketing efforts, and product development.
This case reveals to readers what has transpired at Kids & Company in the year following the decision point presented in Kids & Company: Entering the U.S. (case 418-011).
Set in 2018, the case describes the evolution of New Delhi Television Limited (NDTV) in the Indian news broadcasting industry. Starting as a news production company in 1988, NDTV ventured into general entertainment, media consulting, and e-commerce over the next three decades. Students analyze how the firm tailored its activities to pursue a differentiation strategy in news broadcasting. They also assess the challenges faced by NDTV when it diversified into new businesses and its ability to leverage core assets (star journalists) in these businesses.
The case on Siwggy, Foodora,and Yelp analyzes the hyperlocal food delivery business models that are popular in their respective markets. These multi-sided firms bring together local businesses such as restaurants and salons with their patrons through assistance in service discovery and delivery. This case elaborates how the foodtech space is evolving in countries such as India, Germany, and the United States, and how each of these hyperlocal platforms are adopting different strategies to sustain their business in their primary markets. When used as an introduction to multi-sided platforms, this case can help the student understand the hyperlocal space, the logistics challenges that food industry faces and how these delivery service platforms help address the same. This case also looks at what threats these platforms pose to its different sides and how envelopment possibilities emerge. It should help the students appreciate how a technology platform brings differentiation to the traditional food industry, and how a platform business model can provide significant competitive differentiation. By presenting three different hyperlocal platforms in as many geographies, the case study helps illustrate the commonality of business models while bringing forth the nuances of each market and its operational complexities.
Organizations large and small must source a variety of items and services in order to sustain their quotidian operations. This activity takes centerstage with retail outfits, where sourcing constitutes a primary business activity. This case illustrates the problems faced by a fledgling online start-up called Fiesta Gifts, which caters to a clientele of retail stores that are spread across continental United States. Under pressure from its investors, the firm's management is faced with the option of turning around the loss-making operation or shutting shop. The case begins by familiarizing the reader with the context of the US gifting and novelty sector. It then describes the complexities of Fiesta's operations, which involves sourcing thousands of items from hundreds of suppliers and routing them to customers through distribution centers that are located across the country. Despite fulfilling a steady stream of customer orders all year round, the company has accrued substantial losses; inefficiencies in its supply chain are largely to blame. Taking note of this, the CEO has demanded concrete action steps from the senior management. The CFO and CPO have initiated a strategic sourcing exercise, with a vision to curtail spend by rationalizing item categories and suppliers, and to improving lead times. Working from a dataset of purchases that have been made by Fiesta's customers since the launch of the online portal, the duo has employed analytical tools like ABC analysis to arrive at a grand list of decisions; implementing them could address the problems that the firm is facing. The CEO must deliberate the proposal points and decide on further action.
The case is about inflation and how it is computed in the category of food price indexes. The case also covers the tracking and the value of using price data from online sources. The case extends to understanding if it was better or not to formulate inflation through a median CPI. The case provides learning stimulations through rich data sources.
Janarthanan Balasubramanian, Division Head, Information Technology and online Communications at ISKCON wanted to understand the visitor feedback so that appropriate measures can be taken to improve the visitor experience at ISKCON. The primary problem at hand for Janarthanan was to reduce the existing manual effort for his team. Currently three resources are involved in collecting the reviews from social platforms and labeling each review into one of the four classes, viz. positive, negative, neutral and mixed. Two other resources convert the reviews from paper feedback forms/feedback registers placed at different points inside the temple, to an Excel file. The team begins its day by manually collecting, labeling and collating the reviews in an Excel file. At the end of the day, these labelled reviews would be stored in the database. At the end of the week, the total count of reviews for the four classes, viz. positive, negative, neutral and mixed was calculated to understand the overall sentiment. This was an extremely time-consuming manual process from data collection, that is, manually copy pasting the comments from social mediums to data collation and labeling. Janarthanan wanted his team to spend time and effort on analyzing the data and working on remedial actions. He wanted to understand the issues/topics that ISKCON should work on, rather than manually classify reviews and get the count of each review type. Janarthanan felt that getting only the split of positive/negative/neutral/mixed classes is not enough to draw inferences.
The case analyses an opportunity of risk arbitrage associated with stock buy-backs (repurchases) available to retail shareholders in India. The opportunity arises from a differential treatment of small (retail) and large shareholders by Indian stock buy-back regulations. There has been strong anecdotal evidence of individuals taking advantage of this opportunity to make significant returns. The case illustrates the mechanics of the transaction, explores various sources of risks that differentiate it from a pure arbitrage play and the impact of these risks on the profitability of the transaction. The case also analyses the systemic checks that prevent arbitrageurs from making large abnormal profits using this opportunity. Finally, the case touches upon the motivation underlying this regulation and the regulatory considerations involved in remedying the risk arbitrage opportunity.
The case describes the contract selection issue by an embedded product manufacturing company towards the procurement of a component. The manufacturing manager is evaluating various procurement contracts. Currently, the company sources the component through a long-term wholesale contract combined with sourcing it from an alternate online platform. The supplier firm has suggested an options-based contract. The manufacturing manager is also planning to discuss buyback-based sourcing contract with the supplier.