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The owner of a scenic flying tour operation reviews the financial details of his company's fixed assets for the purpose of completing the necessary accounting transactions for the fiscal year.

MediaMath is a demand-side platform that provides a single interface from which online media buyers can buy display media advertising from multiple advertising exchanges. The company's chief executive officer is contemplating the strategic direction of his new business after its first full year of operation. Specifically, he needs to determine which clients he should most actively pursue and how that decision will affect the strategic direction of the business.

This case is an abridged version of UVA-M-0768, "The Tata Nano: The People's Car (A)," and UVA-M-0804, "The Tata Nano: The People's Car (B)."

This case describes the introduction of the Apple iPhone, including subsequent price reductions and market share goals. The case includes publicly available data on iPhone production costs, channel margins, and marketing costs. It concludes with the July 2008 introduction of the second-generation 3G iPhone.

Tencent's business development has been nothing short of spectacular given its less-than-two decades of company history. From a handful of tech-oriented entrepreneurs to a Hong Kong-listed company of over 20,000 staff, Tencent's development model was heavily challenged when it launched the e-commerce business in 2006. This case study exemplifies the concept of business models as tools to manage change rather than paradigms for adaptation and imitation.

At the end of the year's third quarter, the sales team at a generic-pharmaceutical company has achieved just 91 per cent of its sales target, and growth is less than what was anticipated. The general manager of sales needs to decide whether he can revise the sales targets for the last quarter of the year without compromising growth. He also needs to address the impact of launching a new product when the sales team is striving to achieve its budgets and devise strategies the sales team can use to achieve their sales targets during a selling downturn.

Samsung Electronics' ambition to go beyond a household brand to become a premium life-style brand through its range of smartphones offers insights into the concept of dynamic capabilities, which drives the management team to stay on course to achieve predictable results. The case illustrates the growth trajectory of a company which has reached a point where growth sustainability becomes a question at the heart of its strategic management.

Ontela, a technology start-up company, has introduced an innovative service called PicDeck that improves the mobile imaging experience for wireless subscribers. Ontela sells PicDeck to wireless carriers, who in turn private-label the service to their subscribers. Ontela must decide which customer segments it should target for the service and how to create a positioning strategy and a marketing communication plan to promote it. It must also consider the value proposition of the PicDeck service for wireless carriers (its direct customers), who need to be convinced that the service will lead to higher monthly average revenue per user (ARPU) and/or increased subscriber loyalty. Part A of the case provides qualitative information on customer personae that represent different customer segments. Students are asked to develop a targeting and positioning strategy based on this qualitative information. Part B provides quantitative data on customer preferences that can be used to identify response-based customer segments, as well as demographic and media habits information that can be used to profile the segments. Students are asked to revise their recommendations based on the additional quantitative data.

The presence in Puerto Rico of U.S. drugstore chains like Walgreens and CVS, as well as megastores like Walmart, Costco, and Kmart led to the closure of around 30 percent of locally owned community-based pharmacies between 2005 and 2011. To address competition from U.S. chains, owner-pharmacists pursued collective action, including organizing buying groups and, in 2009, the Alliance of Community-Based Pharmacy Owners. One of the two purposes of the Alliance was to educate consumers on how "patriotic" and beneficial it was for them to buy at community-based pharmacies instead of U.S. chains. The other was to help Alliance members (pharmacists) improve the skills needed to manage their businesses and confront outsiders. By December 2011, however, the Alliance was barely surviving due to the lack of sufficient members. A new strategic roadmap for the Alliance was needed if it was to become the organization its founders planned.

MRW is a courier firm based in Barcelona (Spain). In 2010, it was consolidating internationalization of its business. It is against this background that the case raises a highly sensitive, emotional issue: What to do about Sonia, a recently-hired manager (still in her probationary period) who suddenly reveals that she is pregnant. Moreover, her pregnancy is a high-risk one, likely requiring an early medical leave. The new manager's post involves setting up Information Technology (IT) systems, which are vital to the firm's business, internationalization and invoicing. 'The case explores two standpoints: (1) a company weathering the economic crisis, in which it is contrary to the firm's 'belt-tightening' measures to hire a replacement for an employee on leave; (2) the company's track record in the CSR field including its promotion of opportunities for women. The case aims to create a dilemma for students. Some will defend Sonia's right to a maternity leave and to continue working in MRW, especially in the light of her trials and tribulations with fertility treatment and the fact that the pregnancy is a risky one. Others will defend the company's interests, arguing that the situation in the firm is critical and that MRW's internationalization is vital for the company's business development. The latter group will focus on Sonia's role in launching the internationalization project. The question of what to do about Sonia's pregnancy is a critical one for both the Technology Department and for Sonia. Dealing with it requires great care.

In February 2005, Jesús Cepeda, Director of Grupo Santander's Management Control Area, reviews a Chilean pilot test of a new management information system, MIS America. Grupo Santander, a global financial institution, had grown rapidly through acquisitions in recent years, giving rise to a great need for reliable, timely information to help Santander managers compare performance across globally distributed units and make better strategic and operational decisions. Top executives had an urgent need for both consolidated and precisely disaggregated information.The pilot test in Chile had suffered numerous delays. Cepeda had to decide what to do next regarding MIS America. The original plan had specified that following the Chile pilot, the new system would be rolled out throughout Latin America, but Cepeda was not sure if he was ready to authorize the rollout. This case study highlights the information systems challenges associated with rapid growth via acquisition. The case also examines questions of centralized versus decentralized control in a corporate MIS that addresses different needs in different Latin American countries, while responding to Grupo Santander's own needs at the corporate level. The challenges presented by this large and complex project are applicable to many IT projects in other industries and geographic settings.

"PCDA" is the Spanish acronym for Pastillas Contra el Dolor Ajeno (Pills for Other People's Pain).The case outlines the methods employed by the Spanish branch of Médecins sans Frontières, hereafter MSF (Doctors Without Borders) to develop a physical product that could be used to raise funds for the organization's social initiatives. The case focus is set in mid-March 2011, a few weeks after Juan Ramón Axta's appointment as the new head of the PCDA project at a time when sales were plummeting. The PCDA was successfully launched in November 2010. This cutting edge idea and the campaign created to publicize it received wide media coverage. The PCDA was initially very successful with consumers. The initiative was seen as a unique innovation in Spain and around the world. During the first 20 days that followed the product launch, 1.5 million packets were sold. After three months, sales reached 3 million packets. Pharmacies complained of constant stock outs. The sales of the PCDAs surpassed all previous forecasts. Based on this initial success, MSF ordered an extra 3 million packets. However, at the end of February sales dropped by 400,000 packets (i.e., a 50% decline from the previous month). At that pace MSF feared sales in March would not exceed 100,000 packets. This sharp drop in sales created significant uncertainty about the campaign's future. Atxa had to decide whether MSF should continue with the project or cancel it. He wondered whether he should put an end to it and learn from the experience. He had only recently been placed in charge of it, so he felt compelled not to choose this option. However, what was the best thing to do?

In late spring 2009, Osvaldo Martínez, Finance Manager at Autopistas del Centro, a private company operating a toll road bypass in Madrid, was analysing with growing concern the financial impact of reduced traffic on its toll road. In 2008, overall freeway traffic in Spain fell by 12%, and the trend did not suggest any improvement in 2009. Mr. Martínez believed the situation to be basically unsustainable. The company's lenders wanted to renegotiate costs and deadlines, due to the increase in risk of the project. Due to the drop in revenues and operating earnings, the project would need an additional two million euros and the current shareholders refused to agree to all the refinancing of the project coming out of their pockets. Operational and financial improvements would be needed in order for the project to be viable and offer at least a minimal return. The case describes the progress of a project finance operation from its beginnings in 2004, and the situation of the project in 2009 in the face of a crisis and consequent failure to meet the initially expected cash flows. The case offers an excellent opportunity to discuss what to do when a Project Finance fails, analysing the alternative ways of ensuring the project's viability and profitability.

Gelfond knew little about the movie business when he and a partner acquired IMAX, back in 1994. At the time, most IMAX movies were nature documentaries, shown in the theaters of science museums, but he recognized that the entertainment experience the company provided had great potential. Figuring out how to move into mainstream markets turned out to be far more challenging than Gelfond had anticipated, however. The technology constraints of the pre-digital era and the cultural constraints of the Hollywood movie industry combined to slow IMAX's progress toward the successful business model it relies on today. At one point in 2001, the stock was trading at 55 cents a share, and some bondholders tried to force IMAX into bankruptcy. In 2006 Gelfond and his team actively tried to sell it. But doubts about its survival faded in 2009--particularly after the IMAX version of Avatar became a global phenomenon, bringing $250 million in revenue to the company.

By 2050 the number of people living in cities will have nearly doubled, to 6 billion, and the problems created by this rampant urbanization are among the most important challenges of our time. Of all resource-management issues, the author argues, water, electricity, and transit deserve the greatest focus. Every other service a competitive city provides--functional housing, schools, hospitals, stores, police and fire departments, heating, cooling, waste management--depends on a reliable infrastructure for those three resources. Many corporations and investors assume that fixing cities is the purview of government. But governments around the world are stuck--financially, politically, or both. Implementing solutions to the problems of urbanization requires large amounts of capital, exceptional managerial skill, and significant alignments of interests. All these abound in the private sector. Thus major opportunities exist for businesses that can create and claim value by improving resource efficiency. The products and services that new (or legacy) cities will require, and that provide the return investors and entrepreneurs need, optimize both technological sophistication and financial sophistication--approaches designed to attract capital by offering different levels of risk and return, different cash-flow priorities, and options for both short-term and long-term investment. The author cites a number of companies that have moved toward or into what he calls "the efficiency frontier." These include Sarvajal, in India, which saves money and eliminates waste by selling direct to customers through its "water ATMs"; the Boston-based EnerNOC, which manages electricity production and consumption to reduce spikes in demand; and EMBARQ, based in Washington, DC, which coordinates the interests of business and government to organize city transit services.

In puzzling over whether it's better to be feared or loved as a leader, Machiavelli famously said that, because it's nigh impossible to do both, leaders should opt for fear. Research from Harvard Business School's Amy Cuddy and consultants Matthew Kohut and John Neffinger refutes that theory, arguing that leaders would do much better to begin with "love"--that is, to establish trust through warmth and understanding. Most leaders today approach their jobs by emphasizing competence, strength, and credentials. But without first building a foundation of trust, they run the risk of eliciting fear, resentment, or envy. Beginning with warmth allows trust to develop, facilitating both the exchange and the acceptance of ideas--people really hear your message and become open to it. Cultivating warmth and trust also boosts the quantity and quality of novel ideas that are produced. The best way to gain influence is to combine warmth and strength--as difficult as Machiavelli says that may be to do. In this article, the authors look at research from behavioral economics, social psychology, and other disciplines and offer practical tactics for leaders hoping to project a healthy amount of both qualities.

Change is hard, especially in a large organization. Yet some leaders succeed--often spectacularly--at transforming their workplaces. What makes them able to exert this sort of influence when the vast majority can't? The authors tracked 68 change initiatives in the UK's National Health Service, an organization whose size, complexity, and tradition can make reform difficult. They discovered several predictors of change agents' success--all of which emphasize the importance of networks of personal relationships: Change agents who were central in the organization's informal network had a clear advantage, regardless of their position in the formal hierarchy. People who bridged disconnected groups or individuals were more effective at implementing dramatic reforms. The resisters in their networks did not necessarily know one another and so were unlikely to form a coalition. Change agents with cohesive networks, in which all individuals were connected, were better at instituting minor changes. Their contacts rallied around the initiative and helped convince others of its importance. Being close to people who were ambivalent about a change was always beneficial. In the end, fence-sitters were reluctant to disappoint a friend. But close relationships with resisters were a double-edged sword: Such ties helped push through minor initiatives but were a hindrance when attempting major change.

In theory, the risk management groups of two British banks--Saxon and Anglo--had the same influence in their organizations. But in practice, they did not: Saxon's was engaged in critical work throughout the bank, while Anglo's had little visibility outside its areas of expertise. In their study of these two financial institutions, the authors identified four competencies--trailblazing, toolmaking, teamwork, and translation--that help functional leaders or groups compete for top management's limited attention and increase their impact. Anglo's risk managers were strong in only some of the competencies, but Saxon's were strong in all four. They consistently scanned the internal and external environment for important issues to which they could apply a risk management perspective (trailblazing) and then developed tools--such as quarterly risk reports--that spread their expertise (toolmaking). While controlling the tools' design and implementation, the risk managers incorporated business managers' insights (teamwork) and made sure everyone could understand the findings (translation). Ultimately, experts' roles must fit the organization's strategy and structural needs. In some situations, functional experts can raise their profile by cultivating just two of the competencies. But those who are strong in all four are likely to be the most influential.

The ability to persuade others to contribute to your efforts is a key skill for managers, for team members--for anyone who wants to elevate the probability of success. Research by leading social scientist Robert Cialdini has found that persuasion works by appealing to certain deeply rooted human responses: liking, reciprocity, social proof, commitment and consistency, authority, and scarcity. In this edited interview with HBR's executive editor, Cialdini expands on the six principles of persuasion and how leaders can make effective, authentic use of them in everyday business situations. He also previews findings from new research on the ethics of influence and how dishonesty affects individuals and the organization.