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This case explores the benefits and challenges of creating and sustaining an organizational culture that emphasizes fun and playfulness by telling the story of an inspiring organization that has cultivated such a culture: the Michigan chapter of the Make-A-Wish Foundation (MAW). The case provides background information on the organization and describes the initiatives and activities that create a playful culture at MAW. It also highlights the benefits and challenges of playfulness for employees, external partners, donors, and wish families, as well as describes how leaders and employees create a culture of "serious play" that maintains the benefits while minimizing the costs of playfulness.

Due to continued budget shortfalls the project manager for the Spinal Cord Rehabilitation Program at the Toronto Rehabilitation Institute needed to provide proposals for immediate cost-saving measures. One of these measures included how to schedule the nursing staff. The problem involved meeting certain occupancy target levels while ensuring a minimum number and correct mix of available nurses.

Students explore the variability in earnings due solely to the need to make estimates for several common financial statement asset-related expense items. They consider depreciable asset lives and residual values; estimated uncollectible accounts receivable; and temporary versus permanent losses on marketable equity security investments. The case can be used as an asset module capstone case either an undergraduate- or graduate-level introductory financial reporting/accounting course. Alternatively, it could be used to introduce the asset module of an accounting course. A new medical practice is about to be launched and is seeking investors. As one of the doctors puts the final touches on a pro forma income statement, he must make several estimates that are required/allowed under generally accepted accounting principles (GAAP) to finalize the projected first year earnings figure.

In 2004 Washington Mutual (WaMu) was touted by the business press as one of the most customer-focused, innovative, community-friendly, employee-loyal, and shareholder-enriching retail banks in the United States. Its stock reached $46.18 in May 2006, an almost 60% increase since 2001. CEO Kerry Killinger was lionized. By late 2008, however, WaMu's stock had plummeted to 16 cents as it became infamous as the largest bank failure in U.S. history. Relying on publicly available published sources, the case documents eroding focus on customers, excessive risks in subprime mortgages, alleged unethical pressure on mortgage officers to approve bad loans, attempts by the CEO to retain his job, and the eventual termination of the CEO, sale of the company to Chase, and destruction of all shareholder value. Whereas the (A) case documents WaMu's formula for success, the (B) case challenges readers to discover the seeds of destruction in the company's leadership, culture, incentives, and human resource policies and practices. WaMu's death contains some hard lessons of the danger of success and pride.

The general manager of a not-for-profit Ultimate Frisbee club seeks a marketing strategy to increase membership. For-profit clubs had claimed an ever-growing portion of the market, and the general manager has been asked to review current offerings in the marketplace and to develop a formal marketing plan that would ensure the club's viability in the coming years.

Korea Auto Insurance Co. Inc. (Korea Auto Insurance) incurred both direct and indirect costs. Direct costs were incurred at branches as they performed sales and operating activities, while indirect costs were incurred at headquarters as it supported branches through the activities of the information technology, operating support, investment, marketing and general administrative teams. Indirect costs accounted for a significant part (41 per cent) of the total costs incurred. However, they could be neither directly traceable nor logically related to specific sales activities. Korea Auto Insurance currently allocated indirect costs incurred by headquarters to branches based on sales revenue. Using the amount of sales revenue as an allocation base for overhead was not regarded as a reasonable method by the Taejon City branch manager. Branch managers had complained that the current allocation base was not related to the level of actual benefits they received from the headquarters. They argued that the allocation process distorted the operating performances of branches as reflected in the books. The manager of the Taejon branch suggested that the ABC (activity-based cost) method be applied to solve the problems related to the current overhead allocation process.

Spreadsheet supplement for case 909B14.

In May 2008, the board of directors of BCE. Inc. (BCE), one of Canada's leading integrated communications companies, was dealing with the fallout of a previous day's Quebec Court of Appeal decision. The court had ruled to disallow a $50 billion privatization deal as, according to the court, the process was flawed and did not take into consideration the debenture (bond) holders of Bell Canada (a wholly-owned subsidiary of BCE). The court had ruled that the board allowed a deal in which benefits had accrued only to the shareholders (a 40 per cent increase in value since the firm was in play) at the expense of the bondholders, who were dealt an 18 per cent decrease in value over the same time period. In deciding whether or not to launch a last-ditch appeal to the Supreme Court of Canada, management and the board needed to determine who were the key stakeholders involved in the decision to take the firm private, what their interests were, and how those interests should guide the board.

Unlike conventional supply chains, green supply chains are designed to ensure that value creation, rather than risk and waste, accumulates at each step, from design to disposal and recovery. As a primer, this note is suitable for undergraduate, MBA, or executive students exploring corporate response to environmental degradation, rising energy and materials prices, and the growing challenges of international global supply chains. Managing complex relationships and flows of materials across companies and cultures poses a key challenge for green supply chains. But "greening" a supply chain nets many benefits.

This technical note expands on the previous note, "Forwards and Futures" (UV1045), which introduced the basics of forward and futures contracts. It begins with examples where the hedging was one-for-one and the maturity of the futures contract exactly matched the timing of the transaction. Often times the hedging approach is not as clear as it is in those examples. This note covers hedging and more complex examples.

This case discusses the issue of leading change at the business banking division of Nedbank, a prominent South African bank, between 2005 and 2009. (This timeframe, beginning just 11 years after Apartheid's end, covers Ingrid Johnson's leadership of this division during a period of significant change within Nedbank and South Africa). One of the oldest banks in South Africa, Nedbank merged with another South African bank in 2002. Troubles financing the acquisition and several ill-advised bets in the market caused Nedbank's market value to plummet and led to the ouster of the bank's senior leadership. The business banking division was one of Nedbank's largest business units with 2000+ staff. For many years, it had been a consistently profitable but underperforming division, and had yet to fully implement a strategic restructuring when Johnson takes over in 2005. Johnson's mandate is to instill a high performance culture, which she determines requires overhauling the division's culture, formal organization, critical tasks, and people. The class discussion focuses on what Johnson did to lead the change effort, what worked, what did not, and what more she needs to do. The case and associated video nicely describe Ingrid's leadership style shifting from a chartered accountant to a more seasoned leader. The video shows Ingrid interacting with AMP participants. Ingrid describes what she did in Business Banking, how she executed those changes, what she learned about leading large system change, and what she learned about herself as a leader.

Just months after declaring their intent to become a solar cell equipment supplier, van Mierlo and Sachs were again revisiting the issue of what the company should be. Becoming a successful solar cell manufacturer would potentially be much more lucrative than becoming a successful equipment supplier. But, the latter was much less capital intensive and perhaps a less operationally risky approach. For van Mierlo and Sachs, the question - "What kind of company should 1366 become?" - was back on the table.

On July 17, 2009, Zappos.com, a privately-held online retailer of shoes, clothing, and other soft-line retail categories, learned that Amazon.com, a $19 billion multinational online retailer, had won its Board of Directors' approval to offer to merge the two companies. Amazon had been courting Zappos since 2005, hoping a merger would enable Amazon to expand and strengthen its market share in soft-line retail categories. While Amazon's interest intrigued Zappos' senior executives, they had not felt the time was right--until now. Amazon's offer-10 million shares of stock (valued at $807 million), $40 million in cash, restricted stock units for Zappos' employees, and a promise that Zappos could operate as an independent subsidiary-was on the table. Zappos' financial advisor, Morgan Stanley, estimated the future equity value of an IPO to be between $650 million and $905 million; this estimate skewed the Amazon offer-at least in financial terms--toward the high end of Zappos' estimated market value. Hsieh and Lin, Zappos' CEO and COO, respectively, knew that much of Zappos' growth, and hence its value, had been due to the company's strong culture and obsessive emphasis on customer service. In 2009, they were focusing on the three C's-clothing, customer service, and company culture--the keys to the company's continued growth. Hsieh and Lin had only a few days to consider whether to recommend the merger to Zappos' board at their July 21 meeting.

Web 2.0 technologies are now a staple of social collaboration on the internet. In 2006 Andrew McAfee, of the MIT Center for Digital Business, coined the term Enterprise 2.0 to describe how organizations use emergent social software platforms, or ESSPs, to pursue their goals. However, some organizations don't achieve the many collaboration-related benefits that internal ESSPs can offer. After studying both successful and unsuccessful E2.0 initiatives, McAfee attributes most of the failures to five misconceptions. The first two myths crop up before an E2.0 initiative is launched. One is that the risks of ESSPs, most notably from inappropriate use, will greatly outweigh the rewards. McAfee makes the case that those dangers rarely manifest in practice. The other pre-launch myth is that the ROI of an E2.0 initiative should be calculated in monetary terms. McAfee shows how Enterprise 2.0 can deliver valuable benefits in terms of developing human, organizational, and information capital - without a numerical ROI yield. The final three myths arise after an E2.0 project is deployed. One holds that people will flock to a collaboration platform once it is built. Success actually requires various types of top-down support, including active participation by senior leaders. Another is that E2.0's primary worth is in helping close colleagues work together better. In reality, the value extends to networks of expertise well beyond a user's inner circle. The importance of those far-reaching interpersonal connections also debunks the last myth: that E2.0 should be judged by the information it generates. Information is indeed useful, but E2.0's greatest advantage lies in transforming potential ties between people into actual ones.

On June 23, 2006, Anadarko Petroleum Corporation announced that it was simultaneously acquiring two public companies, Kerr-McGee and Western Gas Resources, in all-cash deals. The total price was about $24 billion, a figure close to Anadarko's market cap at the time. The parallel deal flows and negotiations had been completed in a matter of months. The specific dynamics of this "deal" were extraordinary. Anadarko, Kerr-McGee and Western were all companies with rich and dynamic histories. The combination of resources, processes and people involved in these deals was complex and powerful. The announcement presented a real investor relations challenge for Anadarko. How would Anadarko explain the deals? How would the companies combine to build the most value? What would be divested to pay back the cash? What was the strategy behind these transformative deals? How was this pulled off so quickly and effectively?

The M-Budget Card case study is about mastering the challenges of an exploratory strategic initiative in a context marked by time pressure and frequent change. M-Budget was the first of a series of highly successful projects that established GE Money Bank as a leader in the Swiss credit card market. The business concept was to cooperate with the country's leading retailer MIGROS to develop an innovative credit card offering, the M-Budget card. The M-Budget card was launched a mere six months later and was an immediate success. The demand for the card exceeded expectations by far and the bank was inundated by more than 100,000 applications in the first weeks. The road to the successful market launch, however, was a rocky one and the team around Pierre had to master numerous challenges. Pierre, who took the lead in the initiative, had to select the right people to compose a team that had all the expertise and knowledge required to develop an entirely new market offering. A competitive move by the second largest retailer COOP forced the team to change its initial value proposition while working under intensive time pressure. Finally, the team had to overcome a series of operational problems after the initial market launch. The case study retraces the initiative's development over time and describes the leadership and organizational challenges faced by the team on its way to the successful creation of an entirely new business segment.

For months, Jon Baumhauer, the Chairman of the Family Board and influential member of the Executive Board of E. Merck OHG, had sustained the commitment of the family owners to a transformational merger that would define the future of Merck. Maintaining such secrecy among the 120-plus family partners representing the 10th to the 12th generations of Merck family owners was no small feat, but the absence of a deal was starting to create tensions on all levels. The offer from Ernesto Bertarelli, the largest shareholder of Serono, a Swiss-listed, family-controlled biotechnology firm, was hardly a surprise. Ernesto, through the company's investment bankers, had peddled the firm for months to all major pharma companies in the world, but had found few takers. The surprise was the newfound willingness of Serono to consider a negotiated deal. Merck's Executive Board, the family and Merck's advisers had kept an eye on Serono throughout the year. The company was attractive for its family culture, strong R&D capabilities, significant US presence, a rich product pipeline and of course world-class biotechnology manufac-turing competencies. Its size would give Merck much needed critical mass, but the deal was not cheap. It required extensive leverage and new equity injections from the family, its risk profile was higher than Merck's and cultural differences ran deep. Now the deal was within reach. Was this the transformational opportunity the Merck family sought? It was time to put the "courage and pioneering spirit" of the family firm to the ultimate test. Learning objectives: Managing a family business for sustainability; sophisticated family and business governance structures; managing growth; technology innovation; maintaining the entrepreneurial spirit; multi-generation family business; critical size and growth issues in the pharma business; managing incentive systems for executives.

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This case presents market research data concerning the launch of a new drawstring trash bag in Brazil. Ad-lider, one of the leaders in the Brazilian plastic bag industry, has purchased the production machinery for producing the trash bag, and now must decide how the new product should be launched. Data for focus groups and field interviews are included for analysis. The case touches on many areas of marketing, including new product development, marketing research, and creating customer value.