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The Public Image Assessment exercise acquaints students with the ideal images they hold of themselves, the actions they engage in to convey these images, and the benefits and costs of these behaviors to themselves and to others. Social psychologists call this process impression management. Although managing others' impressions of us is a natural part of life--and there are good, pragmatic reasons for being concerned with the images we present to others--problems arise when people are driven by concerns about others' assessments of them. When the goal of validating one's image becomes more important than others, the task, or a group's mission, it becomes difficult to learn, take risks, and experiment.

In 2001, after Tata Tea took over the giant Tetley in a leveraged buy-out, it was presented with problems: there was the array of vertical integration synergies, but the leveraged buyout structure, cultural differences, and lack of planning meant that the realization of synergies was delayed. The difficulties were exacerbated by the cyclical downturn in the tea industry and the increased competition from substitute products. The purpose of this case is to illustrate: (1) issues associated with cross-border merger integration; (2) when vertical integration makes sense and when it does not; (3) the application of PMI frameworks and concepts; (4) the issues associated with a leveraged buyout structure; and (5) the trap of the winner's curse.

What makes an industry attractive? What role do innovation and entrepreneurial initiative play in building and sustaining a new business in a competitive industry? The A case presents the story of 14-year U.S. Navy veteran John "Rooster" Clagett, who left his career as a fighter pilot to pursue a business career. That step has landed him where he is at the moment: founder and president of Visual Training Solutions Group (VTSG). Clagett's current product offering is a virtual-reality training system designed for fighter pilots. While VTSG has several current government contracts, all of them are due to deliver in the next few months, leaving the pipeline dry in the near future. Rooster is concerned that he may not have the funding to meet his working-capital needs through the end of the year. In addition to the tactical issue of working capital, Rooster is faced with a decision about the future direction of the company. His product has started to gain traction, and large competitors are starting to take notice. Rooster sees several options: forging ahead and taking the large players head on, creating a plan to try to partner with them, or taking his innovative product in a different direction and to a different industry. He is unsure of the competitive environment in the e-learning industry. Is that industry an attractive place in which to compete? He had gained a foothold in the Department of Defense because of his unique knowledge, but would he be as successful outside his comfort zone? The B case (UV2012) offers a short epilogue revealing Rooster's success in meeting his funding needs, his decision to stay in the defense industry, and the birth of strategic alliances with several large defense contractors.

Cityside Financial Services, a disguised consumer bank, serves both a largely African-American urban community and a more affluent, predominantly white clientele. To match the gender and racial makeup of its staff to that of its customers, Cityside's sales division implemented an aggressive affirmative action hiring program. The program succeeded in raising the numbers of women to 50% of all employees and of African-Americans to 53% of middle managers and 25% of executives. Cityside operated a profitable business with high customer satisfaction rates that were widely perceived as a successful model of the "business case for diversity." Therefore, the bank's leadership was mystified to discover growing resentment and demoralization among its African-American employees.

Spencer Owens & Co, a disguised consulting firm, focuses on domestic and international economic development. As an extension of the firm's commitment to social justice, 20 years ago, Spencer Owens management introduced an affirmative action hiring and promotion program. Within 10 years, the firm had achieved the most diverse support and professional staff in the industry. Yet, despite management's good intentions, Spencer Owens--and, increasingly, its work--suffered from acrimonious staff relations and frequent recriminations around racial issues. The protagonist of the case tries to diagnose the problem.

A Spanish soccer team that received a large influx of cash thanks to a real estate transaction with its stadium faces critical accounting decisions. The team's accountants are confronted with decisions about players' contracts, jersey inventory, season ticket sales, and the lease of a parking garage, among others.

Swiss food giant Nestle attempts to improve the performance of its suppliers of agricultural commodities to raise quality, lower costs, and contribute to sustainable development. Its initiatives focus first on coffee, cocoa, and milk. Nestle managers assert that the initiatives deliver both private benefits (better quality and reduced costs to the firm) and social benefits (higher incomes for farmers, better environmental quality in farming regions). Questions include the ways in which these programs create value for shareholders, the manner in which they should be marketed, and their efficacy in addressing social issues.

In December 2001, Comcast won the auction to acquire AT&T Broadband. The $72-billion winning bid would combine Comcast, the country's third-largest cable operator, with the industry leader. Comcast Corp. President Roberts and Comcast Cable President Burke had to consider post-merger-integration strategies. This case examines (1) how government legislation can affect the competitive dynamics of an industry, (2) the difficulties companies face in integrating senior-management teams with different management styles and companies with different cultures, (3) integrating complementary products with low opportunity to cross-sell and achieve cost savings, (4) establishing "success metrics" for a defensive acquisition, and (5) understanding how integration activities can send signals across a corporation.

In response to a perceived undervaluation by the capital markets, Nestle is considering divesting a part of its ophthalmology subsidiary, Alcon, and must decide on a listing location. In the process, students are challenged to wrestle with the valuation of a conglomerate, the tradeoffs involved in listing in the United States versus Europe, and the incentive and tax consequences of that listing decision.

Necanko, Inc. is a large international food manufacturer. A buyer-scheduler for the company must forecast sales demand to determine production planning, inventory management, and distribution for the year. Sales were normally predictable and stable, but the company has just come back from a three-month layoff due to slow sales, and it is now experiencing a sales increase three times greater than usual. The buyer-scheduler is uncertain why the sales are spiking and must decide what action to take.

Founded in 1994 as a private think tank, Digital Economy focused on researching the effects of emerging technologies on competitive strategies and high-performance organizations. By the late 1990s, clients demanded consulting services to complement previously purchased research services. The company's business model and offerings flourished in the technology boom. Then, in the first quarter of 2001, the technology boom began to deflate. Digital Economy's decision makers were confident that the changes in the environment would be short lived and that the company's business model and offerings were infallible. Unfortunately, such an assessment and subsequent decisions led to substantial losses in the next two years. The parent firm pressured Digital Economy to realize a profit by the following fiscal year or be completely shut down or consolidated. Despite Digital Economy being in a state of crisis, the management team failed to see the need for change.

On December 11, 2001, China became a member of the World Trade Organization. Many say the 1999 US-China bilateral trade agreement and the vote in Congress to permanently establish normal trade relations with China paved the way for China''s WTO accession. Even though China was not a WTO member, the United States had granted China Most Favored Nation trading status (MFN) since 1979. However, under US law, China''s trade status required an annual renewal that often became a focal point in Congress for protests over human rights issues, security concerns, and the growing US trade deficit with China. In order to support China''s WTO accession, the United States had to commit to non-discriminatory treatment by agreeing to make China''s MFN status permanent-known as PNTR or Permanent Normal Trade Status-thereby giving up the right to annual reviews. The vote in Congress generated a lobbying battle on Capitol Hill of historical proportions. Why did PNTR pass? What role should trade agreements play in promoting human rights, enhancing domestic reform, encouraging the rule of law, and promoting national security? How were the US-China bilateral agreement and the PNTR vote linked to other key negotiations? What is the role of trade in advancing America''s economic interests? (Revised August 2005) HKS Case Number 1771.0

In November 1977, U.S. Air Force officials expressed mounting concern about the restrictions on their tactical capabilities that resulted from a string of problems with the new F100 engine in F-15 and F-16 fighter jets. The F100 engine, produced by Pratt and Whitney Aircraft, was a powerful new engine that played a critical role in the U.S. air-defense system. Development of the engine had started in the late 1960s, and its performance specifications pushed the envelope of the technological possibilities. Although setbacks had to be expected, there had long been a growing concern about the unreliability of the F100 engine in combat situations. The Air Force felt that Pratt had been largely unresponsive in prior discussions of these problems and was now reviewing its options.

The B case recounts the events that culminated in the development of an alternative to Pratt and Whitney's F100 jet engine. Following an initial development program, the Air Force announced a split order for 120 engines from General Electric for the F-16 and 40 engines from Pratt and Whitney for the F-15. While this order would only meet the needs for the year 1985, Secretary of the Air Force Verne Orr had decided to hold off on any long-term commitments and to observe contractor performance and field experience during the first year. A few days later, the Navy chose General Electric's F110 engine as a replacement for Pratt's TF30 in the F-14. See also the A (UV3883) and C (UV3886) cases.

The Consultative Group on International Agricultural Research (CGIAR) has a long, successful history at inventing solutions that help developing countries improve their agriculture. Their research centers are spread across the globe. For many years, they were funded by sponsors who took a long-term view--commensurate with the necessary horizon for R&D. Increasingly though, donors want faster, evidence-based payoffs to their donations. How should CGIAR adapt?

Loyalty Management UK (LMUK) manages British supermarket chain Sainsbury's frequent-shopper card program, called Nectar. LMUK uses Sainsbury's sponsorship as the magnet to attract other retailers into a profitable, multisponsor loyalty network. Examines the economics and consumer behavior of retail loyalty programs and allows comparison of the brand-building power of a single-sponsor program to the promotional power of a multisponsor program. Describes the launch of the program and its first 18 months of growth, at the end of which it is the largest loyalty program in Britain. Illustrates the use of the program to deliver customer-specific promotions to the 13.5 million-member database and how the program evaluates the success or failure of specific promotions.

Provides a brief introduction to fiscal policy, including the fiscal multiplier. Uses Ireland's experience in the 1980s to explore the possibility that fiscal contractions--tax rises and expenditure costs--can stimulate economic growth (contrary to conventional Keynesian wisdom) via confidence effects and the establishment of a credible framework for fiscal stability over the medium term. A rewritten version of an earlier note.

Presents summaries for the The Moral Leader course.

The Sri Lanka Wildlife Conservation Society's management team knew that they had conceived a very unique project, Elephant Walk Thru. The success of this innovative ecotourism project hinges on their ability to balance the needs of a diverse group of stakeholders as well as various economic and political-legal forces facing the organization. Their primary task in the ensuing months is to identify salient external opportunities and threats posed by stakeholder groups. Equally important is to evaluate the continually changing political-legal and economic environments prior to constructing the facilities.

Presents a brief historical overview of Enron's rise, its strategic successes and failures, the evolution of its business model, and the organizational processes relied upon by Enron's management to drive and monitor the business. A rewritten version of an earlier case.