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Kamal Patel and Tushar Thumar, co-founders of Khedut Feeds & Foods Private Limited (KFFPL), were contemplating whether to accept the proposal from Royal Exporters Private Limited (REPL) to become one of its contract manufacturers. REPL was a leading peanut exporter in India that shipped premium peanuts to the European Union (EU) and other markets. Patel and Thumar had invested INR 134.8 million to establish a cutting-edge peanut-processing facility for exporting peanuts to the EU. However, despite producing high-quality peanuts, they could not find buyers in the EU willing to pay a reasonable price. This happened for two reasons. First, they started at a time when the EU was considering a ban on Indian peanuts because of the presence of aflatoxin in them. Second, many EU importers were unwilling to take a chance on a new exporter from India. By accepting REPL's offer, KFFPL could benefit from gaining access to its production capacity and obtaining a guaranteed return on investment. However, the downside would be losing autonomy in decision-making, brand-building potential and international recognition.

Global increases in employee absenteeism over the past couple of years can be traced not only to physical illness related to the COVID-19 pandemic but to mental health issues as well. The authors propose the concept of well-being intelligence and share ways managers can apply it in practice, including recognizing their own mental health challenges at work so that they are better equipped to help improve well-being among their team members and throughout the broader organization.

In the fourth quarter of 2021, South Africa's unemployment rate rose to 35%, the highest since 2008. Though some of the job losses could be attributed to the Covid-19 pandemic, the country had already been experiencing high unemployment due to a slow growing economy. The news was worse for the country's youth. Of the 20.6 million people aged 15 to 34 years, 44.7% were neither employed nor in an education or a training program. South Africa's 2030 National Development Plan called for the creation of 11 million jobs between 2010 and 2030. This meant adding 600,000 jobs per year, but the country's economy had only produced 250,000 jobs per year, on average, between 2010 and 2020. In South Africa, young, first-time, job-seekers faced multiple hurdles to finding employment. Youth often lacked job-readiness skills-the behavioral and personal readiness to find and keep a job-and had low formal educational attainment, causing employers to be wary of hiring. In addi-tion, the country's minimum wage was a high proportion of average occupational salaries, providing further disincentives for employers to hire inexperienced workers. Also, workers in South Africa enjoyed significant legal protections to prevent unfair terminations, so employers risked incurring high costs associated with retaining workers later found to be unsuitable. Employers often tried to lower their risk by recruiting over-qualified or over-educated workers, which entrenched exclusion. During its first ten years, Harambee worked to match youth to jobs. The organization analyzed a job to define the specific competencies required, recruited excluded young people and tested them to determine if they possessed those competencies and if so, effected a match. If they did not have the competencies, defined the gap and determine the fastest, most efficient way to train them and move them into the job. This approach led to the organization's initial success but by 2016, its leaders recognized that it was imperative

Only 16% of new corporate ventures succeed, mainly because there are few methodologies for reaching scale. The authors' research shows that successful companies use scaling paths. Such paths require a clarity of ambition; an understanding of the assets needed to access customers, capabilities, and capacity; and a willingness to use a variety of techniques to assemble those assets into a coherent strategy for attaining scale. This article offers leaders five lessons for blazing a scaling path.

Longevity Wines was a family-owned urban winery and certified minority-owned business based in the Livermore Valley wine region of Northern California. Founders Phil and Debra Long opened Longevity Wines in 2008 when their winemaking hobby outgrew their garage. By that time, they had spent years visiting tasting rooms and had identified a need to increase inclusivity in the wine community. The wine industry had a history of exclusion in terms of race, gender, and class; how could Phil Long make the wine community more inclusive and his wine brand more accessible to BIPOC consumers?

In May 2022, an interactive brand activation for Insomnia Cookies (Cookies), called CookieLab, celebrated its one-year anniversary. Insomnia enjoyed strong brand-name recognition for its late-night snack of freshly baked cookies and offered a strong unique selling point (USP), especially among college students. But there were still many questions about the company's next steps, including whether a growth strategy through CookieLab was the most suitable strategy for Insomnia. Specifically, should Insomnia expand CookieLab to other locations, locally, in the north east region of the United States, or across the United States? If yes, what marketing strategy and tactics should Insomnia use to grow that expansion?

Hemant Gaur, managing director of Siddhi Vinayak Agri Processing Pvt. Ltd. (SVA), had to approve the marketing mix for Carisma, a global retail potato brand. Known for its great taste and low glycemic index rating, the Carisma product was available to SVA through its joint venture partner. If the launch of Carisma was successful, SVA could significantly increase its revenue and profitability, as well as its market value. However, the launch would consume precious resources that could otherwise be used to grow current revenue sources and SVA capabilities. Thus if the launch was unsuccessful, SVA would have wasted its resources and lost the confidence of its investors. The decision was critical for SVA, and Gaur had to make it soon to allow the full financial year's revenue to be included in the SVA valuation.

Going through a dynamic market change with increased user growth and competition, the digital fitness scale-up Freeletics GmbH (Freeletics) found itself at a crossroads in September 2020. Equipped with fresh funding of US$25 million, the chief executive officer and the business development lead discussed the path forward for the company. Its current successful offering, a digital fitness coaching app, promised continuous growth. However, changing market conditions during the COVID-19 pandemic, new user behaviours, and emerging technologies offered new opportunities-and new competition. Consequently, Freeletics had to diversify its business model with new offerings to strategically renew its competitive advantages while keeping the existing successful business growing. The chief executive officer and business development lead had to find an organizational approach that would allow them to start a new entrepreneurial journey without neglecting what they had already built.

In July 2022, Ashley Sudjianto, a partner at Adelaida Technology Capital (ATC), had to make a recommendation to ATC's investment committee on how much money ATC should lend to CarboCaptor Inc., an emerging chemical-manufacturing start-up that had a patented, cost-effective solvent that captured carbon dioxide (CO2) from the air. In late 2021, CarboCaptor had been well on the way to launching a new vertical: chemical compounds to aid CO2 storage in concrete. Now, CarboCaptor's CEO had reached out to ATC for $6.5 million in debt financing, $2.3 million of which was to fund equipment purchases, and $4.2 million of which was to finance CarboCaptor's growth strategy and working capital needs. ATC was a perfect partner to reach out to. An East Coast venture leasing investor, the fund specialized in small-scale biotech and manufacturing equipment financing. It typically acquired these tangible assets and leased them to companies, receiving in return a promise of scheduled payments as well as warrants to purchase start-up stocks. CarboCaptor's equipment needs were exactly what ATC aimed to finance. There was just one catch: CarboCaptor's board of directors had decided to offer ATC its two core patents as collateral for the financing. The patents had 13 years of useful life remaining and were crucial for CarboCaptor's ability to produce its most popular product, CO2 solvent. But ATC had never used patents as collateral for a venture leasing transaction before. On all accounts, CarboCaptor's two core patents were valuable. Could Sudjianto convince her partners to use patents as collateral in exchange for funding the full $6.5 million CarboCaptor had requested? And if she could, what terms and deal structure would be the best to account for the riskiness of the venture?

Spreadsheet Supplement for Case UV8695

Corporate Social Responsibility (CSR) is often criticized for being overly broad and abstract, if not cynical and deceitful. This leaves many stakeholders frustrated or disengaged, including occasionally the organization's own staff and shareholders. We see the extraordinary disruptions of the past three years amid the COVID-19 pandemic as an opportunity to reengage with CSR in a more meaningful way. Echoing early conceptualizations by academics and practitioners, we turn to the idea of neighborliness as a guide for this transformation, outlining concrete ways in which this can be operationalized for focused engagements that reflect each company's embeddedness in distinct communities.

Udaan was an Indian business-to-business (B2B) e-commerce start-up founded in 2016. Initially, it grew at a brisk pace, achieving unicorn status in record time. For the small retailers Udaan targeted, the pre-existing product distribution chain was long, inefficient, and highly fractured. With the arrival of e-commerce, deepening cell phone penetration, and the government's increased interest in digitization, many start-ups emerged in the B2B e-commerce space. While most players adopted a vertical-based business model focused on specific product categories, Udaan pursued top-line growth and attacked the sector's inefficiencies with a horizontal, cross-category business model. As of 2021, the valuation of Udaan's competitors have grown much faster than its own. In face of this pressure, Udaan's founders had to consider revisiting their strategy and exploring other options.

In January 2021, Indigo Paints Limited launched an initial public offering of ordinary equity shares to list the company on a stock exchange. It was one of the most subscribed public offers in recent times in India. The company was in the business of manufacturing and selling decorative paints. A retail investor from Mumbai, India received an allotment of Indigo shares and wondered if the grey market premium indicated a fair value for the stock. He understood that initial public offerings were generally underpriced, but wondered what the company's intrinsic value actually was. He sought input from his friend, who was an independent financial advisor, to help him understand the value proposition that the initial public offering would bring to Indigo Paints Limited. The two friends consulted all relevant financial statements and began their calculations.

Spreadsheet Supplement for Exercise W31083

In this exercise, students are required to match eleven unidentified companies to the relevant industry group in which they operate, based on the Global Industry Classification Standards (GICS). Students are provided with a description of the eleven GICS and the financial information of the eleven companies. Each company is listed on the Australian Securities Exchange (ASX). While the exercise has an Australian focus, international students should be able to correctly match the companies to their industry due to the generic nature of the industry characteristics.

Spreadsheet Supplement for Exercise W32386

Annie Anthony, the chief financial officer of Liz Motor Corp. (Liz), was attempting to use capital budgeting to evaluate an environmental, social, and governance (ESG) project using all the available quantitative and qualitative information. Anthony had planned an ESG project, which would help the company adopt solid-state battery technology for most Liz electric vehicles and reduce the carbon footprint of electric vehicle batteries by 39 per cent, to improve the company's ESG and sustainability. The technology was so new that Liz would be the first major automaker to use it on a large scale. It would increase sales and the profit margin in the long run but would also require a heavy initial investment to allow Liz to adopt the technology. With all the information needed for a thorough capital budgeting analysis, Anthony believed she was ready to develop a framework to comprehensively evaluate this critical project. She also needed to do ten sensitivity analyses based on ten different scenarios.

Spreadsheet Supplement for Case W32397

James Han, director of strategy and planning at CHINT Group, needed to select the new country manager for the group's branch in Saudi Arabia. The branch was expected to become CHINT's regional hub for the Middle Eastern market, but the incumbent country manager lacked the necessary leadership skills. Han was considering two candidates: Wendy Sun, the country manager in Turkey, and Jack Ma, the country manager in Egypt. Both branches had achieved outstanding business growth under the leadership of Sun and Ma, respectively. Han needed to evaluate their capabilities and decide who was a better fit for the target market and the local team in Saudi Arabia, while also taking into account the cost of replacing them at their respective branches.

In the 2020s, with the emergence of a variety of digital technologies, Prada Group was interested in developing a new digital strategy. The global leading luxury fashion house headquartered in Milan, Italy, was recognized for its innovation and creativity. It sought a strategy that reflected the values and legacy of the company, while considering the sense of exclusivity that consumers of luxury brands desired. Prada Group was considering a digital strategy involving either the Metaverse or Web3 through the launch of a non-fungible token or by offering branded headsets and other equipment for customers to enter the Metaverse. Both the Metaverse and Web3 were relatively new technology concepts, not commonly known for interacting with luxury fashion brands. The company had to decide if it should explore an opportunity involving the Metaverse or Web3, or if it should instead find a way to remain relevant to customers by pursuing another digital strategy.