In 2016, blockchain, the technological innovation behind the cryptocurrency bitcoin, was gaining traction as companies began to integrate blockchain-based technology into their existing business models. While blockchain technology was still in its infancy, it could potentially transform the US$40 trillion global supply-chain industry. Ultimately, the emergence of blockchain would challenge market positioning in established businesses. Some advantages would become obsolete with the introduction of blockchain into the supply-chain network. How would vertically integrated companies compete with multiple participants that specialized in a particular task linked by blockchain? Would the key to future businesses be providing value-added services rather than seeking information asymmetry in the market? What kinds of firms could leverage this technology to better position their brands and value creation?
On December 20, 2008, Ontario’s premier, Dalton McGuinty, and Canada’s prime minister, Stephen Harper, announced their decision to provide $3 billion in interim loans to General Motors of Canada Limited. Due to the 2008 economic downturn and declining auto sales, the company had drawn from its cash reserves in an effort to maintain operations and, as a result, was facing insolvency. The automaker accounted for approximately 19,000 direct jobs in Ontario, and its collapse would mean a great economic loss for Canada. The provincial and federal governments needed to work together to support the company and, in doing so, also support Canada’s economy during this financial downturn. Ontario’s assistant deputy minister of Finance needed to determine the best way to proceed with the proposed financial plan, while also working with multiple governments and appeasing public opinion.
Corporate globalization is a process of interaction and integration among the employees, products and customers of different nations—a process driven by international trade compliance and investment and aided by information technology. This process has obvious effects on the environment, on how culture evolves, and on political systems, economic development, and prosperity. When expanding to new markets, firms need the right leadership, which means an experienced globalizer. Companies can use different styles of organization for their globalization teams, such as a) purely centralized under one lead; b) completely decentralized under each main enterprise department; and c) split into two main departments, such as products and marketing. Groups or individuals benefit from working together in areas such as vendor pricing negotiation, localization workflow improvement, buying technology to automate localization and testing, mapping what customers need from the enterprise, and collectively pushing for newer areas to be globalized. Keeping teams as close to one another as possible benefits employees, who typically want to learn different aspects of globalization to advance their careers. Ultimately, the more divided the teams, the lower the flow of talent, innovation, and other benefits to the customer.
Professional coaching, one of the fastest-growing professions in the world, helps individuals and teams achieve their best. However, while individual coaching is a recognized tool, coaching task-performing executive teams is not as well established or understood. No matter what title and company are on one’s business card, the ability to lead positive change is an essential skill. But executing successful transformations is not simple: the failure rate of change programs is around 70 per cent. Getting from dilemma to solution is strategic, demanding creative responses within a coaching methodology built on team agreement; a cycle of energizing, redesigning, and gelling; and a dialogic approach to learning. To better communicate winning aspirations and select the guiding principles and rules that a team commits to throughout a coaching journey, a team charter can be designed before any coaching begins. Designing the charter can be a powerful way to introduce team coaching, and later, the charter can be critical if the team goes off track or becomes dysfunctional. Ultimately, team coaching is an act of positive leadership. It should be highlighted in the talent development portfolios of enterprises in order to emphasize team development and performance effectiveness.
Mexico City, one of the largest urban centers in the world with 22 million inhabitants, has long wrestled with severe air pollution problems. In June 2014, Tanya Müller Garcia, Secretary of Environment (SEDEMA) of the government of Mexico City announced a controversial step to tighten the Hoy No Circula Program (HNC), also known as No-drive days. The goal of the program, first implemented in 1989, was to improve air quality by taking almost half a million vehicles a day out of circulation in the Mexico City metropolitan area (MCMA). The HNC program had undergone many modifications since it was first implemented; the June 2014 program modifications introduced additional restrictions that were particularly unpopular because they seemed to fall disproportionately on the lower socio-economic groups in the area. Protesters reacted strongly and blockaded main avenues and access routes into the city for several days, causing massive disruptions. Secretary Müller was facing increasing pressure to evaluate both the Hoy No Circula Program and SEDEMA's approach to controlling air pollution in general. Secretary Müller knew that the best approach was far from simple or obvious. The economics, politics, health, and transportation needs of the people of MCMA-combined with its geography and climate-made for a mix that was potentially as noxious as the air itself on certain winter days.
In cities and towns across America, leaders in local governments, businesses, nonprofits, educational institutions, faith-based organizations, labor unions, and other organizations are coming together in new ways to help their communities prosper. Why are such cross-sector collaborations arising now? What purpose do they serve? What key decisions must their leaders make? What principles might guide those decisions? This note suggests a way to think about such questions.
On December 20, 2008, Ontario's premier, Dalton McGuinty, and Canada's prime minister, Stephen Harper, announced their decision to provide $3 billion in interim loans to General Motors of Canada Limited. Due to the 2008 economic downturn and declining auto sales, the company had drawn from its cash reserves in an effort to maintain operations and, as a result, was facing insolvency. The automaker accounted for approximately 19,000 direct jobs in Ontario, and its collapse would mean a great economic loss for Canada. The provincial and federal governments needed to work together to support the company and, in doing so, also support Canada's economy during this financial downturn. Ontario's assistant deputy minister of Finance needed to determine the best way to proceed with the proposed financial plan, while also working with multiple governments and appeasing public opinion.
In 2016, blockchain, the technological innovation behind the cryptocurrency bitcoin, was gaining traction as companies began to integrate blockchain-based technology into their existing business models. While blockchain technology was still in its infancy, it could potentially transform the US$40 trillion global supply-chain industry. Ultimately, the emergence of blockchain would challenge market positioning in established businesses. Some advantages would become obsolete with the introduction of blockchain into the supply-chain network. How would vertically integrated companies compete with multiple participants that specialized in a particular task linked by blockchain? Would the key to future businesses be providing value-added services rather than seeking information asymmetry in the market? What kinds of firms could leverage this technology to better position their brands and value creation?
In 2014, Hubtown Limited (Hubtown), an Indian real estate development company, was attempting to implement a process to differentiate between its employees in order to enhance performance, identify employees who could be groomed for future growth, and distribute rewards. Hubtown was consolidating to concentrate on a few large, complex projects in residential and commercial spaces in urban centres. Like other companies in the industry, it competed for talent and faced challenges when attempting to retain, reward, and promote valuable employees. Earlier efforts to implement a results-based performance management system had failed, so the organization decided to design and adopt a behaviour-based approach and to implement it from the bottom up to bypass resistance from senior management. Case A describes the challenges the human resources head faced in creating an institutionalized performance culture and designing the implementation plan for this system. Case B describes the implementation process and presents the initiatives taken by the human resources team to implement the process, train the stakeholders, and address challenges along the way.
This case considers the 2016 acquisition of U.S. gambling concern Hope Enterprises by a major hotel company, Carter International (Carter). It is a relatively straightforward exercise in valuing a potential acquisition target. The case presents an opportunity for students to use both discounted cash flow and market multiples in their analysis. In addition, at the instructor's discretion, students can consider the debt-equity mix in the acquiring firm and evaluate an opportunistic debt issue across different currencies. The case is commonly used as a review case or an exam case for a standard applied corporate finance course.
In September 2015, the marketing manager of the Advanced Surgical Solutions Division at Medtronic plc (Medtronic), Kingdom of Saudi Arabia (KSA), weighs his options as to how best to respond to yet another instance of "grey marketing," that is, the unauthorized distribution of genuine branded products. The rampant parallel importation of one of Medtronics' best-selling products-LigaSure Vessel Sealing instruments-has resulted in a much smaller-than-usual order from one of Medtronics' most important customers, the King Faisal Specialist Hospital & Research Center. Medtronics' marketing manager must find a way to respond appropriately to the customer without risking the ire of his sole authorized distributor in KSA.
In 2012, the incoming general manager for AdNike Pharmaceutical's operations in China faced a major challenge. AdNike was a leading global pharmaceutical company that had been in China for over 40 years. However, its performance in the country had been worse than expected. In the most recent half-decade of its operations in China, AdNike faced a changing regulatory environment that was becoming more challenging to navigate. Also, local competitors were making significant inroads into AdNike's business. The new leader was charged with reinvigorating the company so it could achieve the growth and performance that was originally intended. Despite being new to China and not speaking any Mandarin, he had to determine a new strategic direction for AdNike while balancing the needs of external and internal stakeholders.
This industry note details the state of the healthcare and pharmaceutical industries in China in 2012. It has details on the size of the respective industries, their growth, their regulation and key political actors, as well as information and analysis on other important stakeholders in the pharmaceutical and health care sectors in China in the 2010s. The level of detail is high, as is the complexity of information presented. The note can be used independently, however, it was written primarily to serve as a companion to W16865.
On July 19, 2013, the documentary Blackfish was released. The movie claimed to have uncovered a series of animal abuses at SeaWorld and alluded to the negative impact of captivity on orcas, known as killer whales, which had resulted in the harm and even death of whale trainers. Whether real or alleged, such negative publicity threatened to affect the company's image, stock prices, profits, and many of the company's corporate relations. SeaWorld now faced several options in terms of responding to the movie release: ignore it, respond to it, or use it as an opportunity to completely rebrand. Which option would be the best for the company in the long run?
This case is designed to highlight the vital role of promotion, the fourth "P" of the marketing mix, in a brand reinvention exercise. Using the context of the brand reinvention journey of Officer's Choice Whisky (OCW), the case highlights the importance and need for syncing brand objectives and communication objectives so as to build brand relevance in a competitive environment, increase revenue and enhance customer loyalty. The case also highlights the importance of systematic market research in identifying brand weaknesses and providing direction for effective marketing communications.Ahmed Rahimtoola, Head of Marketing at Allied Blenders and Distillers (ABD), was leading the process of conducting an extensive brand reinvention exercise for Officer's Choice. Market research had established the need for brand reinvention, indicating that Officer's Choice had to overcome the challenges of low brand salience, lack of emotional connect with customers, and outdated brand communication. Accordingly, the best advertising agencies in India were invited to come up with creatives that would answer the following question: How should Officer's Choice reposition and repackage itself and reconnect with consumers? ABD had the tough task of choosing the creative that held the magic recipe that would strategically weave brand objectives and communication objectives to yield optimal benefits. In discussing the firm's creative options, the case brings to light the crucial aspects of a brand reinvention process, the role of communication objectives in brand reinvention, and the mechanics of a successful marriage of marketing communication and brand strategy objectives.
May 2016, Singapore. Umesh Shah, the head of Unilever International (UI), was pleased with what his team had been able to achieve since the business unit was created at the beginning of 2012 by merging the operating companies' export units with the purpose to better exploit the "white spaces," i.e. business opportunities created by new global trends and marginal areas not given proper focus and support by Unilever operating companies (OpCos) because they did not belong to key core brands, consumers, channels and geographies. By late 2015 UI had grown into a very profitable business, doubling the turnover it had inherited in 2012, by pushing the envelope of Unilever sales and filling some cracks within its existing markets and channels. This included, for example, growing Unilever's presence in smaller markets like the Pacific Islands, increasing the sales of non-core brands in fringe markets, targeting original subgroups of consumers (such as immigrants, religious and other ethnic categories) in traditional markets or focusing on non-traditional channels such as airports and tax-free outfits. UI faced strong resistance from the OpCos initially, but gradually won them over. He still faced critical questions about UI's future. Would its ambition to almost double turnover by 2020 require making bigger bets and accepting more risk? What was the optimal scale of UI business in the long term? Should it review the working arrangements with the OpCos to remain mutually beneficial? Would the next generation of UI leaders come from within or outside the business? Were changes in the way staff were evaluated and compensated required? Learnong objective: Developing a white space organization, nurturing the internal entrepreneurs, managing fast growth, new business models, intrapreneurship, managing incentive programs, managing brands on the margin, niche marketing, expansion strategies on the fringe.
Before re-entering the Southeast Asian market in 2015, the Hisense-Hitachi joint venture mainly used the well known Hitachi brand to explore overseas markets for the sale of commercial central air conditioners. After the JV had accumulated enough capacity to adopt a product differentiation strategy, they decided to treat the Hisense brand as the focal brand in Southeast Asia and adopted a series of distribution strategies that differed from what they had used to sell Hitachi branded products elsewhere. The (B) case provides a basis for discussing target market selection, and the establishment of varying distribution channels (exclusive vs non-exclusive agents) in different countries. This case can be used with Hisense-Hitachi Joint Venture (A): Expanding Internationally (9B16M169).
In 2012, the incoming general manager for AdNike Pharmaceutical’s operations in China faced a major challenge. AdNike was a leading global pharmaceutical company that had been in China for over 40 years. However, its performance in the country had been worse than expected. In the most recent half-decade of its operations in China, AdNike faced a changing regulatory environment that was becoming more challenging to navigate. Also, local competitors were making significant inroads into AdNike’s business. The new leader was charged with reinvigorating the company so it could achieve the growth and performance that was originally intended. Despite being new to China and not speaking any Mandarin, he had to determine a new strategic direction for AdNike while balancing the needs of external and internal stakeholders.