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Weijian Shan, Managing Partner of Newbridge Capital, faces a tough decision in regard to his firm's investment in Shenzhen Development Bank, China's fifteenth largest commercial bank. After signing a binding agreement to sell an effective controlling stake in SDB to Newbridge, the government-owned sellers and SDB reneged on the deal and dissolved the transitional management committee appointed by Newbridge. Weijian Shan and his deal team must work out an action plan to revive and renegotiate the transaction or decide to give up pursuing the deal altogether.

This three-part case-study illustrates key concepts and lessons about leading adaptive change in organizations in the context of turning around Deutsche Telekom, one of the world's largest telecommunication companies. The case portrays some of the efforts undertaken by Deutsche Telekom under the leadership of René Obermann after his ascent to the CEO position in that organization. The case illustrates the challenges associated with resistance to adaptive change, management of expectations of organizational members from their leaders, and the psychological challenges of leading necessary, but unpopular, change efforts under the conditions of pressure from organizational stakeholders, who consciously or unconsciously attempt to divert the change-oriented leader from pushing the organization forward. The A case briefly describes Deutsche Telekom's background of a former state-owned monopolist and its struggles in a current competitive environment, provides information about René Obermann and his ascent to the CEO position, and outlines some of the change initiatives undertaken by the organization. It culminates in a letter sent to René Obermann and Board members of Deutsche Telekom by a company's technician in Berlin. In the letter, which later became associated with the feelings of many of Deutsche Telekom's employees, the author accuses the Board of the company in having no interest in the development of the company, well-being of employees, and service to the customers. The B case shows the reaction to the letter (which quickly leaked to the media) within Deutsche Telekom and in German society, and provides an account of an emotional response from René Obermann, who chose to respond publicly to the letter. The C case provides an overview of the change actions undertaken at Deutsche Telekom under the leadership of René Obermann and describes the outcomes known at the time of preparing this case study.

This three-part case-study illustrates key concepts and lessons about leading adaptive change in organizations in the context of turning around Deutsche Telekom, one of the world's largest telecommunication companies. The case portrays some of the efforts undertaken by Deutsche Telekom under the leadership of René Obermann after his ascent to the CEO position in that organization. The case illustrates the challenges associated with resistance to adaptive change, management of expectations of organizational members from their leaders, and the psychological challenges of leading necessary, but unpopular, change efforts under the conditions of pressure from organizational stakeholders, who consciously or unconsciously attempt to divert the change-oriented leader from pushing the organization forward. The A case briefly describes Deutsche Telekom's background of a former state-owned monopolist and its struggles in a current competitive environment, provides information about René Obermann and his ascent to the CEO position, and outlines some of the change initiatives undertaken by the organization. It culminates in a letter sent to René Obermann and Board members of Deutsche Telekom by a company's technician in Berlin. In the letter, which later became associated with the feelings of many of Deutsche Telekom's employees, the author accuses the Board of the company in having no interest in the development of the company, well-being of employees, and service to the customers. The B case shows the reaction to the letter (which quickly leaked to the media) within Deutsche Telekom and in German society, and provides an account of an emotional response from René Obermann, who chose to respond publicly to the letter. The C case provides an overview of the change actions undertaken at Deutsche Telekom under the leadership of René Obermann and describes the outcomes known at the time of preparing this case study.

This three-part case-study illustrates key concepts and lessons about leading adaptive change in organizations in the context of turning around Deutsche Telekom, one of the world's largest telecommunication companies. The case portrays some of the efforts undertaken by Deutsche Telekom under the leadership of René Obermann after his ascent to the CEO position in that organization. The case illustrates the challenges associated with resistance to adaptive change, management of expectations of organizational members from their leaders, and the psychological challenges of leading necessary, but unpopular, change efforts under the conditions of pressure from organizational stakeholders, who consciously or unconsciously attempt to divert the change-oriented leader from pushing the organization forward. The A case briefly describes Deutsche Telekom's background of a former state-owned monopolist and its struggles in a current competitive environment, provides information about René Obermann and his ascent to the CEO position, and outlines some of the change initiatives undertaken by the organization. It culminates in a letter sent to René Obermann and Board members of Deutsche Telekom by a company's technician in Berlin. In the letter, which later became associated with the feelings of many of Deutsche Telekom's employees, the author accuses the Board of the company in having no interest in the development of the company, well-being of employees, and service to the customers. The B case shows the reaction to the letter (which quickly leaked to the media) within Deutsche Telekom and in German society, and provides an account of an emotional response from René Obermann, who chose to respond publicly to the letter. The C case provides an overview of the change actions undertaken at Deutsche Telekom under the leadership of René Obermann and describes the outcomes known at the time of preparing this case study.

Virgin Group (Virgin) has been eyeing the Canadian banking industry for several years as a new potential investment opportunity. Not unlike the Canadian mobile phone industry (which they entered in 2005), the banking industry is seen as a prime target. Customers have become trapped by high fees, poor customer service, and limited product choice and Virgin can shake things up. The decision being contemplated is whether Virgin Money should enter the Canadian banking industry.

Genzyme, a global biotechnology company, launches a program to develop therapies for neglected diseases, (e.g. malaria, TB), giving away the intellectual property. This case focuses on the decision of which diseases, which partnerships, and which markets should management decide to fund. But the bigger issue is how this program developed under the umbrella role Genzyme's corporate social responsibility fits into its global competitive strategy.

This case centers around a dispute between the owners and the players regarding the profitability of professional baseball teams in connection with the negotiations for a new collective bargaining agreement. The case describes the financial statements of the baseball club Kansas City Zephyrs, and discusses several items whose accounting treatment is under dispute between owners and players. Students are asked to resolve these disagreements and determine the team's "true" profitability. The discussion reveals the tensions in performance measurement, and illustrates the fundamental issues in accrual accounting. The case is best used as an introductory case in a course on financial reporting or performance measurement.

Supplement to case W88C52. This is the second of a three-part case that describes the reaction and attitudes demonstrated by B. Joseph White upon hearing that he was not chosen to be president of the University of Michigan in May of 2002. Joe White responded to this news resiliently by helping the University make a smooth transition to a new president. The case elaborates on Joe White's beliefs about resilience and why he believes resilience is a desirable quality among individuals. Part B presents the speech on disappointment that White gave at the Regents dinner.

Spreadsheet supplement for product UV2549.

This case forces students to examine the drivers of value, particularly growth and margins. It is also effective at drawing attention to the relationship between terminal value assumptions and value creation-assumptions that generate a large sensitivity of terminal value to growth rate are assumptions that imply that a great deal of value can still be created from investments after the planning horizon. The narrative features an analyst who is trying to make sense of a sharp one-day decline in the price of Crocs stock.

Monsanto is facing an uncertain near term financial outlook and the case challenges students to generate an operating forecast (income statement and balance sheet operating accounts). The case naturally lends itself to sensitivity analysis related to sales growth assumptions. The case is intended to cover the basics of forecasting without introducing the complexities associated with financing.

This note reviews the four central parity conditions that underlie most theories regarding the relationship between exchange rates, inflation and interest rates. The concepts are illustrated through a unified example exploring the relation between the U.S. dollar and Norwegian krone. The note presents both an intuitive understanding of the relations as well as precise mathematical formulas frequently employed in analysis.

The case involves repositioning an old 6-story warehouse in Pittsburgh and many of the issues of rehabilitation and selecting and managing the development team especially in a world of capital market uncertainty. The case also demonstrates the alignment of interests of the players, the construction process and the various methods available to contract with the general contractor including lump sum, cost-plus and guaranteed maximum price.

Student spreadsheet to case UV1066

Spreadsheet supplement for case UV0251.

This case is about a major unmet social need: vision correction. Even though technologically this is a simple problem to solve - eyeglasses - it is not being solved. Over 500 million people with refractive error continue to do without vision correction and lead less productive lives than they could if they had eyeglasses.It would seem that private companies could profitably supply eyeglasses to the poor. Essilor, a French multinational company that is one of the world's leading manufacturers of plastic eyeglass lenses, has developed an innovative approach to selling eyeglasses to the poor in rural India. The case describes Essilor's strategy and provides enough data to do a simple economic analysis of the project. The case next describes VisionSpring, a NGO that supplies reading glasses to the poor in developing countries. The case question centers on whether the two approaches are working and challenges students to consider creative solutions.

This case is appropriate for teaching in the areas of entrepreneurship and managing the growth of smaller enterprises. It illustrates how an entrepreneur builds a premier service company by aligning culture, hiring practices, training, rewards, leadership, and its business model.

By 2009, just 30 years after they had been commercially introduced cellular phones were used by billions of people worldwide. This note reviews the development of the cellular telecommunications industry, with particular emphasis on the role of intellectual property and technical standards. Throughout the industry's history, companies owning intellectual property (IP) actively advocated for standards to be adopted that incorporated their IP. Once standards were adopted, companies with strong IP positions were positioned to reap substantial financial rewards. This has led to intense competition over the standards process. This note covers developments to 2009, including work on standards for fourth generation (4G) cellular systems. However, its primary focus is on the earlier struggles between TDMA and CDMA technologies, and the role of Qualcomm in influencing the standards-setting process.

Sowers Action was founded in September 1992 as a non-religious, non-political and not-for-profit charity. Its principal objective was to improve the level of education in remote areas of China by subsidizing poverty-stricken students, building safe school premises and enhancing the qualifications of teachers. The organization implemented a business model that led it to a quick success in its start-up phase. Rarely has a similar organization in Hong Kong grown at such a rapid pace and to such a scale. What differentiated Sowers Action from its peers and what were the major factors that drove its early success? This is a case about entrepreneurship and general management, aiming to introduce the concept of entrepreneurship, entrepreneurial processes and dynamics, and how critical factors work together to lead to a successful start-up phase. It also sheds light on management and operation of social enterprises.