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In October 2019, the director of human resources at SMP India Design Centre had a difficult situation to address. She had received a sexual harassment complaint against a senior team member from two female employees, both of whom were relatively new in the organization. Acting promptly based on the organization's procedures manual and policies, the director initiated an enquiry. A detailed investigation found the accused guilty of gross misconduct. However, the surprising punishment handed down by the organization was only a warning letter. It seemed that taking any other action would go against the company's best interests. The director of human resources felt torn between her responsibility to provide a safe and positive workplace for employees versus being a custodian of the corporate brand and public image. But how could she ensure a healthy working environment if the company ignored serious issues such as sexual harassment against its own employees? Should she fight the company's ruling and provide her own advice to employees? Would her loyalty to the organization be questioned if she decided to support the two victims of sexual harassment?

Philips, the Dutch multinational conglomerate, is assessing whether to enter the business-to-consumer (B2C) LED lightbulb market in the United States. Philips has already been serving the business-to-business (B2B) market with moderate success, but it has completely ignored the B2C market. Now, a change in energy taxes and possibly additional regulatory changes have the company reevaluating that decision. This case is designed as an exam case. It arose out of a joint effort between Darden and Boston Consulting Group to develop digital content that could be used both at universities and in certain industry applications. Please note that it assumes some familiarity with conjoint analysis. At Darden, this case has been used as an exam in a required "Marketing Management" course; it would also be suitable in courses focused on pricing or marketing strategy.

This case, a follow-up to "Design Thinking in Action (A): South Western Railway" (UVA-S-0377) and an abridged version of ""Design Thinking in Action (B): From Insights to Ideas at South Western Railway"" (UVA-S-0378), finds South Western Railway (SWR) and its design-consultancy partner, David Kester & Associates (DK&A), beginning work on a project to improve passenger experience. The team followed a classic design thinking methodology, the Double Diamond, focused on four steps-discover, define, develop, and deliver-and created an ambitious three-month schedule to meet a tight delivery deadline. The case describes in detail how team members gathered data from a variety of passenger categories, created persona types and journey maps, and identified new ideas to help SWR accomplish its goals. It concludes with questions about how these ideas should be tested. What design should experiments take? What outcomes were most important to measure and learn from? For those interested in adding self or peer assessment to students' design thinking learning journey, Professor Jeanne Liedtka, working with coauthors Karen Hold, Jessica Eldridge, and Treehouse Design, has synthesized more than a decade of research at Darden to create the Innovation Impact Assessment. This tool will help students identify personal development opportunities and provide them with practical guidance (in the form of detailed individual feedback reports) to accelerate skill development. The instrument identifies a set of five core competencies based on 44 behaviors that successful design thinkers have in common. It is available for individual use and bulk purchase via Darden Business Publishing at this link: https://store.darden.virginia.edu/innovation_impact_assessment.

This abridged case, the third in a series that begins with "Design Thinking in Action (A): South Western Railway" (UVA-S-0377), describes two waves of experimentation undertaken by UK railway operator South Western Railway (SWR) and its design-consultancy partner, David Kester & Associates (DK&A), during the deliver stage of their joint project to improve customer experience at SWR. They had followed a classic design thinking methodology, discovering customer experiences and needs, defining journey maps and personas, and developing concepts. In this final case, they tested those concepts in actual rail stations to determine whether they met goals for desirability, feasibility, and viability. For those interested in adding self or peer assessment to students' design thinking learning journey, Professor Jeanne Liedtka, working with coauthors Karen Hold, Jessica Eldridge, and Treehouse Design, has synthesized more than a decade of research at Darden to create the Innovation Impact Assessment. This tool will help students identify personal development opportunities and provide them with practical guidance (in the form of detailed individual feedback reports) to accelerate skill development. The instrument identifies a set of five core competencies based on 44 behaviors that successful design thinkers have in common. It is available for individual use and bulk purchase via Darden Business Publishing at this link: https://store.darden.virginia.edu/innovation_impact_assessment.

This case examines the challenges and opportunities of doing business in Rwanda. It highlights Rwanda's economic transformation in the decades leading up to 2023 in the context of its history, culture, and politics. The case gives an overview of some of the main obstacles faced by businesses operating in the country, high transportation costs, some of the most expensive electricity tariffs in sub-Saharan Africa and high levels of government bureaucracy, contrasting these with the efforts undertaken by the government to improve the country's business climate. This is illustrated through the discussion of a business dilemma in which e-mobility startup Ampersand has to assess the extent to which Rwanda's high openness could mean a high threat of competition or plenty of opportunities for growth partnerships.

Why do some entrepreneurs succeed and others do not? Are there personality traits that lead someone to become an entrepreneur? Although many questions still remain, there has been significant research on the "entrepreneurial personality." This note provides an overview of the most frequently studied entrepreneurial traits, including a set of "Big 5" traits, a need for achievement, locus of control, innovativeness, and risk tolerance. Where data exist, we chronicle what is correlated with a desire to be an entrepreneur and what is associated with actual success as an entrepreneur.

Which elements of corporate culture are most critical to women? And what are the most important cultural shortcomings causing women head for the exits? To address these questions, the authors analyzed the language that 3 million U.S. employees used in Glassdoor reviews to describe their employer. What they found is that toxic culture disproportionately affects women, with the widest gender gaps in perceptions of inclusivity and disrespect.

In January 2022, the Tata Group acquired Air India and Air India Express from the Indian government, marking the culmination of a long privatization process of the government-owned airlines. Before the Air India acquisition, the Tata Group already operated two airlines in the Indian market: Air Asia India and Vistara. Air India was a full-service domestic and international carrier with a large fleet; Vistara was a premium full-service domestic and international carrier with a limited fleet; and Air India Express and Air Asia India were low-cost carriers (LCCs). The Tata Group urgently needed to reduce operating costs and maximize synergies across its airline portfolio, as all four airlines were losing money. Tata wanted to capitalize on the massive growth potential in the Indian airline market by augmenting and modernizing its aircraft fleet, expanding the route network, and improving the brand image of Air India. Some of Tatas decisions were constrained by conditions imposed by the Indian government. The Tata Group would need to move quickly, as customers and investors had high expectations for the turnaround of Air India.

The glass cliff phenomenon occurs when White women and men and women of color are sought out for leadership positions during a crisis a time of increased risk for failure. The author explains why occupational minorities are more frequently offered glass cliff assignments and offers advice to help people decide whether to take on one of these challenging but also potentially career-boosting and exciting assignments.

Founded in 2010, in just one decade, the Swiss company On had established itself as a main player in global sports footwear and apparel. Based on an unconventional strategy which one of the founders labeled as "obsessively distinct," On grew its sales with a compound annual growth rate of more than 75% between 2013 and 2021, and went public in 2021. In 2022, On was on the verge of launching a revolutionary new subscription-based service that exclusively provided customers with the Cloudneo, a fully recyclable performance running shoe. Designed as a circular business model, Cyclon would deviate from On's proven growth strategy and would contradict the dominant logic of how running shoes were consumed. On had to decide whether or not to implement the subscription-based business model as envisioned.

Priya Shah, a new consultant, had just begun a project with Biko Taylor, chief procurement officer for the City of Portland, Oregon. A few weeks before, on April 20, 2022, the Portland City Council had passed ordinance 276, authorizing Taylor to pilot inclusive contracting policies designed to attract small diverse businesses (SDBs). Taylor hoped this pilot would help foster wealth creation for marginalized demographic groups by providing more economic opportunities through government contracts. He wanted to identify policies and practices that his division could adopt to achieve the goal of awarding more city government contracts to SDBs. Shah wondered if she could bring her private-sector-sourcing expertise to help Taylor's division improve its sourcing processes and mitigate the challenges in contracting with SDBs. What were some levers the city could use to increase representation of SDBs and incubate them as key suppliers? Were regulations and policies helping or hurting the city's inclusive contracting goals? This field-based case details Portland's procurement process, explores key stakeholders, and focuses on opportunities and challenges to increasing representation of SDBs in city projects. It is suitable for undergraduate and graduate-level operations management courses, in addition to Executive Education programs. This case has been successfully taught at the University of Virginia Darden School of Business in "Strategic Sourcing," a second-year elective course in the MBA program.

Speaking with groups of people is a critical leadership skill. During their careers, leaders need to engage with stakeholders including employees, investors, and members of the general public. This technical note aims to provide the reader with a brief guide for harnessing and channeling the energy they experience when they are about to give a speech. It has two parts. The first section uses scientific research to reinterpret what we experience physically, mentally, and emotionally when we ready ourselves to speak before others. The second section leverages this knowledge by providing tips speakers can employ to perform at their peak.

Speaking truth to power is just table stakes when it comes to real leadership-which requires the courage to challenge beliefs, fears, and blind spots.

In 2018, BlackRock CEO Larry Fink wrote a surprising letter to CEOs across the country stating "to prosper over time, every company must not only deliver financial performance, but also show how it makes a positive contribution to society. Companies must benefit all of their stakeholders, including shareholders, employees, customers, and the communities in which they operate." Now BlackRock is facing pressure from a variety of stakeholders. Republican legislatures are cutting their states' investments in BlackRock funds, saying that the firm's "woke investing" is damaging their states' economies. Environmental groups are protesting that BlackRock is not divesting quickly enough from nonrenewable energy sources. Individual and institutional investors alike are confused by the lack of clear criteria for environmental, social and governance (ESG) funds, and analysts question whether ESG investing is sufficiently profitable. Students are tasked with helping the CEO regain control of the narrative, and advising where BlackRock should position itself next.

VDart Inc (VDart) was founded by Sidd Ahmed in December 2007 in Atlanta, Georgia, United States, as a digital talent management and services firm, which grew at a steady rate to reach US$160 million in annual revenue and more than 2,550 employees in 2019. The same year, the company was classified as the 138th largest and fifty-sixth fastest-growing staffing firm in the United States. VDart's global servicing hub was based in Tiruchirappalli, India, with about 380 employees who served clients from seven geographic locations. VDart differentiated itself from its competitors through its core values of appreciation, recognition, and encouragement (ARE) and through unique cultural practices including shout-outs during Monday conference calls, Friday Lunch & Learn sessions, and annual reward and recognition (R&R) events. Growing rapidly, VDart had set itself an ambitious goal of becoming a $500 million revenue firm by December 2022. However, the rapid growth was putting a strain on the existing culture, making it challenging to sustain and nurture it. Ahmed and the top management were finding it increasingly difficult to instill the VDart culture in new employees, realizing that the values which had propelled VDart's success thus far would not take it to the next level. The case describes the company's twelve-year growth journey, its unique cultural practices, and the growing pains, inviting students to think about options to manage culture during rapid growth.

In December 2019, Pembina Pipeline Corporation (Pembina) must evaluate an opportunity to partner with the Western Indigenous Pipeline Group (WIPG) to bid for the Trans Mountain Expansion (TMX) project owned by the Canadian government. Pembina's chief executive officer had previously stated that the company was unlikely to bid on the pipeline due to the challenging legal landscape, especially regarding Indigenous land rights. However, since WIPG consists of Indigenous communities along the pipeline's route, partnering could mitigate these concerns. If the project succeeds, the payback could solidify Pembina's position as a market leader in oil and gas. Should Pembina proceed with the WIPG partnership? And if they do, how should they manage relations with governments and other stakeholders?

Supplements the (A) case, 720020.

The Social Purpose of the Firm (SPF) is a short module designed to explore how, and under what circumstances, business leaders can harness the power of capitalism and markets to "make a difference in the world" - that is, to address a significant societal problem as a commercial endeavor. This Module Note summarizes the cases and themes discussed in SPF. Together, the cases are designed to study entrepreneurs and business leaders who are tackling some of the world's most complex problems and understand 1) how to identify the problems or challenges that have both commercial potential and a positive impact on society; 2) the opportunities and limitations of the private sector's role in systems change; and 3) how to collaborate with other societal entities to operate most successfully in a cross-sectoral fashion.