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Jack Goodwin had recently read an article on using futures contracts on individual stocks for hedging purposes. He held about 500 shares of Abbott Laboratories in his trading portfolio. While he was concerned about the share price falling in the short run, he was bullish over the long run. Of course, he could sell now and buy later, but that would mean he would have a taxable capital gain, which he wanted to avoid. He thought the single-stock-futures contracts offered on the OneChicago Exchange might present the opportunity to hedge the price risk.

Frank Johnson was contemplating his alternatives for the upcoming year. On the following day, January 12, the U.S. Department of Agriculture (USDA) World Agricultural Supply and Demand Estimates report was scheduled to be released. From Johnson's point of view, the biggest issue was the projected corn carryover from 2010. In November, the USDA predicted that for the first time in recent years the projected carryover would be about 827 million bushels, which would be the lowest since 1996. The low carryover boded well for corn prices. At that time, the USDA estimated a U.S. average cash corn price for 2010-11 of $5.20. With current spot prices at about $5.83 per bushel, he expected the outlook to actually improve but was concerned about the overall price uncertainty. The uncertainties related to the use of corn in ethanol production and demand for corn from China loomed large in his thinking. He needed to consider whether he should hedge all or some part of the following year's crop.

Charles Fogler was reviewing some analysts' reports on Whole Foods Market, Inc., that had been released earlier that day. It was September 21, 2010, and Whole Foods had closed at a price of $38.17. Two reports caught his attention.

Curtis "Hank" Barnette exited Bethlehem Steel's boardroom with a sense of calm and purpose. He loved Bethlehem Steel. He had seen it prosper and decline over the previous 30 years, and he had given most of his life to shepherding it through change. Barnette was a soft-spoken man with graying hair and a serene countenance. He paused at the plate-glass window and looked toward the massive blast furnaces and the miles of steelwork structures on the south side of town. This was American history. So much had happened here: so many lives, families, innovations, and purposeful interactions. And now a special division of the corporation would come to an end on his watch as chairman and CEO: The doors were closing on Bethlehem Steel's Structural Products Division located in the heart of the city of Bethlehem. Or were they? When one door closed, somewhere else a window opened-didn't it? The current business structure would end, but he had assets to work with: the land, historical artifacts, town, buildings, goodwill he'd spent a good part of his life creating, and the people.

The case highlights the impact of recent collective bargaining changes on the implementation of performance-based pay in a Canadian business school currently going through the AACSB accreditation process, the Edwards School of Business at the University of Saskatchewan. It is written from the perspective of a new faculty member who is engaged in a decision-making process surrounding the development of a points-based system designed to allocate merit pay. The process is forcing her to evaluate how she is structuring the allocation of her work, which is directly affecting her motivation toward coaching a student case competition team. Edwards historically used a judgment-based approach to the allocation of merit. The case outlines the rationale used in the design of the new points-based system, discusses the potential advantages and disadvantages, and highlights the perspectives of different stakeholders throughout the process, including the union, the faculty and senior administration at the university, college and department levels. The union is opposed to merit, so has outlined fairly stringent criteria for the awarding of merit in the new collective agreement. Faculty opinion is mixed surrounding merit more generally, and the implementation of a points-based system versus a judgment-based system in particular. Senior university administration is committed to the continuation of the merit system at the university as a tool to reward outstanding performance and to retain star faculty. The individual departments at Edwards are in the midst of finalizing the standards and procedures for allocation of merit-based pay. The protagonist is uncertain about how her department will proceed in the design and allocation of points, and how it will result in her re-allocating her work tasks.

This case provides readers with the opportunity to examine three different leadership styles. Amundsen picked his crew of only 19 men based on both proven skills, including skiing and cold-weather endurance, and his assessment of how the candidates would work together as a team. Amundsen also planned meticulously. He learned from the units and translated this learning into detailed preparations for the food and supplies, and worked with his team to develop new ways of doing things. His expedition was clearly much more focused on the singular goal of reaching the South Pole. Scott, by contrast, selected a crew of 65 men and hired a professional skier to train the crew. However, he failed to make the skiing lessons mandatory. Additionally, he grossly understocked his supply depots, which were also much more distant from one another than Amundsen's depots. Shackleton held in middle position in which he engaged in participative and inclusive leadership, but still failed to plan as well as Amundsen.

In 2011, Fonterra, the world's largest processor and exporter of dairy products, needed to reposition its business to take advantage of rising demand in emerging markets in Asia.

In 2009, Paul Sagan, CEO of Akamai, the leading online content delivery network with a 60% market share, needs to decide how to respond to aggressive entry in its market, whether and how to pursue the explosive growth in online video, and whether to stay with its distributed network model or move towards its competitors' more centralized design.

In 2009, Paul Sagan, CEO of Akamai, the leading online content delivery network with a 60% market share, needs to decide how to respond to aggressive market entry, whether and how to pursue the explosive growth in online video, and whether to stay with Akamai's distributed network model or move towards its competitors' more centralized design.

The case describes and discusses the organizational and strategic challenges of outsourcing research and development (R&D) activities from Denmark to China. Nokia Denmark was founded in 1996 as a subsidiary of the Nokia Corporation and contained the largest Nokia R&D unit, concentrating on the development of mobile telephones, outside Finland. In 2007, Nokia Denmark received instructions from corporate headquarters to drastically increase the number of mobile phones developed. Motivated by the need to release pressure on its in-house capacity, Nokia Denmark decided to outsource certain product development projects to the Taiwanese company Foxconn in a joint R&D (JRD) setup. Foxconn, one of the world's largest electronic component manufacturers, which was also developing products for many of Nokia's competitors, was given the responsibility of developing and testing selected standardized and less complex mobile phones, while more complex and sophisticated technology projects were retained in-house. However, by 2010, Foxconn had become a central figure in Nokia Denmark's product development process with responsibility for increasingly complex projects. Given the increasing importance of Foxconn for Nokia Denmark, the rising pressure from the corporate headquarters and the competitive market environment on products and costs, Nokia Demark thus faced a central question on how to proceed with the JRD. Three alternatives were outlined for the future of Nokia Denmark's JRD with Foxconn: the management could decide on scaling up, phasing out or continuing the status quo.

Red Bull spends an estimated 40% of sales on marketing, largely on sponsored events related to extreme sports. This brief case serves to frame an evaluation of Red Bull's marketing strategy in the increasingly populated energy drink market.

This case study on India's wireless giant Bharti Airtel (Airtel) is the second of two cases on the company that show how the firm exemplifies many of the tenets set forth in the book The New Age of Innovation by CK Prahalad and MS Krishnan. Case B presents the students with the varied strategies that Airtel has pursued to become one of the most profitable wireless telecommunications companies in the world, despite the fact that it operates in one of the poorest countries on Earth. Airtel changed the industry by moving away from such standard metrics as Average Revenue Per User (ARPU) and has employed alternative measurements for success. It has also relied heavily on outsourcing non-core functions and designed unique Value-Added Services (VAS) for its varied customer base. The case asks students how Airtel can maintain its culture of innovation while growing quickly. How will it be able to remain agile, entrepreneurial, and flexible in the face of the necessary standardization that accompanies global expansion?

The case presents a review of the main facts related to the merger process experienced by three companies, Bancolombia, Conavi and Corfinsura, in the Colombian financial market during 2005 and 2006. The merger decision emerges from directors and senior executives visualizing an incoming significant market transformation - adjustment in industry regulation, improvement in international competence and consolidation of main players - and their further response in order to adapt to the new economic conditions. Considering the fact that the success rate of merger processes is not above 30 per cent, the sustained financial results achieved by Bancolombia from the very beginning of the integration process are robust indicators that invite exploration into what was done and how it was done.

The Westons reflect on how they have changed and on the lessons they have learned.

Describes the role of business development (BD) managers in technology companies, detailing the following: 1) BD managers' key responsibilities at each step in the process of creating a partnership agreement, 2) how the nature of the BD function evolves as a technology startup matures, and 3) the attributes of effective BD managers.

In mid-2011, the management of Brasil Foods, a leading Brazilian branded foods producer and protein exporter, is evaluating strategies for international and domestic growth. The team has just received approval from Brazil's antitrust authorities to complete the merger of Perdigao and Sadia, the two massive food producers that had combined to form Brasil Foods in 2009. Now, the team is free to focus on their ambitious plan to double revenues by 2015. Domestically, the plan calls for Brasil Foods to maintain its allowed retail market share and expand its presence in the fast-growing food service sector. Internationally, the plan sets out a vision of Brasil Foods evolving from an exporter to a true multinational. The team believes their operational expertise and scale combined with Brazil's booming economy and vast agricultural resources form the ideal platform for achieving their vision. Yet, amid a wealth of possibilities, they face tough choices, such as which emerging markets to pursue first. They also face serious personnel issues, including integrating employees from Perdigao and Sadia-longtime industry rivals-and developing an international team that understands foreign markets.

In 2010 Drive Property Solutions, a special servicing firm in Chicago, had partnered with Spiner Capital to win an FDIC auction of distressed debt. Included in that auction was the defaulted mortgage note on Northwinds Community Crossing, a retail strip mall in suburban Savannah, Georgia, which had been in default since November 2009. Sam Schey, an asset manager at Drive, needed to decide how to maximize recoveries from the nonperforming loan.

In 2011 Khalil and Adil Sattar are considering growth opportunities for K&N's, their family business that is the market leader for processed chicken and value-added chicken products in Pakistan. This position has been built through a strategy of vertical integration, product innovation, and branding. K&N's has also developed its own chain of retail "Chicken Stores" to promote their products. Growth opportunities include contained expansion in Pakistan, exporting to nearby markets, and/or developing a global Halal food brand.

Marine Harvest has the leading position in salmon aquaculture. Aquaculture is very much a growth business, many believing it could play a major role in solving the world's growing need for protein. The CEO is considering three alternatives for taking advantage of his firm's dominant position. Expand production in Chile, produce value-added salmon products, or backward-integrate into the salmon feed business.

The Sundance case raises the question of how markets for innovative cultural products can be created and what the role of intermediaries in creative industries ought to be. The case describes the history of the Sundance Institute, which was founded by actor/director Robert Redford to promote independent filmmaking. Started as a "Lab," where independent filmmakers could work on their film projects, the Institute soon expanded to organize the Sundance Film Festival in order to facilitate the exhibition and distribution of independent films, including those not supported by the Sundance Labs. Thirty years after Sundance was founded, its top management team wonders whether the mission of Sundance would be best served by increasing and improving the supply of independent films in the market, or by educating consumers to create an audience for independent cinema.