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Supplements the (A) case.

This case discusses why society grants professional associations the rights of certification and self-regulation. In exercising these rights, professional associations serve client interests but also the interest of member practitioners. The case discusses how associations that place practitioner interest over client interest risk the separation of their profession. It concludes with a discussion of the relationship between professional associations and professional service firms.

In 1997, the U.S. Treasury was deciding whether to proceed with a proposal to issue inflation-indexed bonds. This case explores the challenges facing innovation in the financial markets as the Treasury tries to determine whether to introduce Treasury Inflation-Protection Securities.

The Monetary Authority of Singapore (MAS) is responsible for the country's monetary policy, and its decisions are intended to support the country's overall strategy for sustainable economic growth with price stability. MAS has been very successful in managing exchange rates using a managed float system, which allows more flexibility than a fixed exchange rate but less volatility than freely floating exchange rates. Following the Asian financial crisis, Dr. Khor Hoe Ee and his colleagues must decide whether to continue to manage exchange rates through the managed float or whether alternative monetary policies would be more effective in supporting Singapore's economic goals.

Maxxium (A) covers the creation and growth of the wine and spirits distribution joint venture formed in 1999 by three different producers: Highland Distillers of Scotland, Jim Beam Brands of the USA, and Remy Cointreau of France. It highlights tools and principles that the top management team developed to guide its relationship with its shareholders, as well as with 3rd party brands that use their distribution network.

In the early 2000's, MOL, the newly privatized Hungarian Oil and Gas Concern considers acquiring a controlling stake in TVK, a downstream customer specialized in the production of polymers. The case highlights the tension between long-term competitive/growth strategy and short-term operational issues and cash considerations, in the context of this particular decision. It also provides the opportunity to explore the broader strategic challenges that this company faces, if it wants to stay alive in the consolidating Central European Oil market. This market is particularly interesting and unique after the fall of the Berlin Wall. It faces deregulation, privatization and major consolidation, as the region's economies move into market economies. MOL, in particular, is a very interesting company, which, despite being a small player could successfully challenge Royal Dutch SHELL, Austria's OMV and large Russian oil companies with its bold acquisitions, thus creating one of the first and largest multinational companies of the region.

Spreadsheet Supplement for case 204037

Spreadsheet Supplement for case 804098

Major Steckleson is facing his toughest challenge yet. As an experienced observer-controller at the U.S. Army's National Training Center, Steckleson is responsible for helping leaders of the 3rd Armored Cavalry Squadron learn from a deadly mistake in simulated combat by facilitating the unit's After Action Review (AAR). AARs are structured conversations about recent experience designed to help units learn from both mistakes and successes.

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In May 2003, the president and CEO of Kikkoman Corp. sat in his Tokyo office weighing various options for strengthening the company's long-term growth. Kikkoman was the world's largest producer of soy sauce, largely due to its pioneering role since the 1950s as the leading promoter of the product, particularly in non-Asian markets. But times had changed. The domestic Japanese market was saturated, competition had increased, and Kikkoman needed to think of innovative ways to increase revenue.

Paul Kennedy, executive director of Fleet's Managed Asset Division, must decide whether to extend further credit to Polaroid Corp. in the fall of 2001. Polaroid's credit rating had been declining rapidly, but it was a major employer in the Boston area with many employees who were Fleet Bank customers.

Students conduct game-theoretic analyses as they examine the situation of Germania Fluggesellschaft MBH at the launch of its first scheduled flight service on the Frankfurt-Berlin route in the fall of 2001. Entry into this market will bring Germania into direct competition with Deutsche Lufthansa AG, which currently holds a monopoly on the route. Students perform strategic analyses from the viewpoints of both competitors, to explore the strategic implications of repeating the same game several times (i.e., explore the difference between games and supergames), to discover the strategic role of reputation in repeated interactions between players, to understand the value of deterrence and evaluate the threat of predatory pricing, and to create a successful business model for entry into a market that is dominated by a large, monopolistic incumbent. See also the B case (UVA-QA-0621).

Case B: This case picks up after the ousting of the former CEO of Bertelsmann, following his attempts to push the company forward in its exposure to the capital markets and the extent of corporate synergies. It shows how unforgiving the New Economy could be to dreams of internet driven synergies. It also shows how business unit profitability remains a key concern, and especially as economic conditions change, although ideas for greater cooperation are not lost but re-sized.

The largely privately funded $3.7 billion Chad-Cameroon Petroleum Development and Pipeline Project represented the single largest foreign direct investment ever made in Sub-Saharan Africa at the time of its approval by the World Bank in June 2000. This case provides descriptive data about the project, its sponsors, the countries involved (particularly Chad), and the views of some of the project's critics. It is designed to allow the student to gain a modest, but balanced, view of the process of dealing with large natural resource projects in emerging economies.

Home Store, Inc. is a retail chain of home improvement stores catering primarily to middle income female homemakers interested in undertaking do-it-yourself (DIY) and do-it-for-me (DIFM) projects. The company grew rapidly from a single store with sales revenue of $8.8 million in 2001 to 20 stores with total sales of $11.334 million in 2003. Yet, the company's rapid growth in revenues has been accompanied by declining profits and a substantial increase in receivables, inventories, and capital investments in new stores. The resulting cash outflows have been financed by increased borrowing from Bank of America as well as stretching the company's payables, i.e., taking longer to pay suppliers. Bank of America reluctantly increased the maximum amount available to the company under its term loan to $5 million from $2.6 million. In early January 2004, Hermione Granger, President and Chief Executive Officer of Home Store, Inc., and Ron Weasley, the company's chief financial officer, completed a review of the company's financial situation. The company's executives are unsure whether the new credit limit will permit the company to implement its growth strategy since there is only $1.464 million remaining under the term loan at the beginning of 2004.

Ed Davidson is on top of the world, literally and figuratively, at the beginning of this fictional case study. He's in the Swiss Alps, headed for Davos and his first experience as a delegate to the World Economic Forum's annual conference. And he has reason to believe he is about to be made president of his company, Carston Waite--and, therefore, heir apparent to the CEO position. Then his phone rings. It's his mentor, Frank Maugham, the CFO and a board member at Carston Waite, calling to inform him of a major setback. "David asked me to let you know you are not going to be named president," he says. "At least not yet. He wants to stay close to the business." But Frank has a plan to change the CEO's mind. Meanwhile, Ed feels betrayed and humiliated--and his desire for revenge against the CEO mounts. When the news comes that Frank's plan has failed and has cost Frank his job, Ed is already deep in a plot of his own. He's in Davos because David had to back out; Ed is supposed to deliver the CEO's remarks in his stead. But why not use this opportunity on the world stage instead to deal a parting blow? In R0401A and R0401Z, a psychoanalyst, a psychiatrist, an executive coach, and a governance expert comment on Ed's state of mind and his best course of action. They are Kenneth Eisold, the president of the International Society for the Psychoanalytic Study of Organizations; Dee Soder, the founder and managing partner of the CEO Perspective Group; Jeffrey P. Kahn, the CEO of WorkPsych Associates; and Charles M. Elson, the Edgar S. Woolard, Jr., Chair of Corporate Governance at the University of Delaware.

Like it or not, leaders need to manage the mood of their organizations. The most gifted leaders accomplish that by using a mysterious blend of psychological abilities known as emotional intelligence. They are self-aware and empathetic. They can read and regulate their own emotions while intuitively grasping how others feel and gauging their organization's emotional state. But where does emotional intelligence come from, and how do leaders learn to use it? In this article, 18 leaders and scholars (including business executives, leadership researchers, psychologists, an autism expert, and a symphony conductor) explore the nature and management of emotional intelligence. Their responses varied, but some common themes emerged: the importance of consciously--and conscientiously--honing one's skills, the double-edged nature of self-awareness, and the danger of letting any one emotional intelligence skill dominate. Among their observations: Psychology Professor John Mayer, who codeveloped the concept of emotional intelligence, warns managers not to be confused by popular definitions of the term, which suggest that if you have a certain set of personality traits then you automatically possess emotional intelligence. Neuropsychologist Elkhonon Goldberg agrees with professors Daniel Goleman and Robert Goffee that emotional intelligence can be learned--but only by people who already show an aptitude for it.

Does using Tyco's funds to purchase a $6,000 shower curtain and a $15,000 dog-shaped umbrella stand make Dennis Kozlowski a bad leader? Is Martha Stewart's career any less instructive because she may have sold some shares on the basis of a tip-off? Is leadership synonymous with moral leadership? Before 1970, the answer from most leadership theorists would certainly have been no. Look at Hitler, Stalin, Pol Pot, Mao Tse-tung--great leaders all, but hardly good men. In fact, capricious, murderous, high-handed, corrupt, and evil leaders are effective and commonplace. Everywhere, power goes hand in hand with corruption--everywhere, that is, except in the literature of business leadership. To read Tom Peters, Jay Conger, John Kotter, and most of their colleagues, leaders are, as Warren Bennis puts it, individuals who create shared meaning, have a distinctive voice, have the capacity to adapt, and have integrity. According to today's business literature, to be a leader is, by definition, to be benevolent. But leadership is not a moral concept, and it is high time we acknowledge that fact. Leaders are like the rest of us: trustworthy and deceitful, cowardly and brave, greedy and generous. To assume that all good leaders are good people is to be willfully blind to the reality of the human condition.

Leaders go through many transitions in their careers. Each brings new crises and challenges that are predictable. Knowing what to expect can help you get through and perhaps emerge stronger. In this engaging article, Warren G. Bennis, professor and founding chairman of the University of Southern California's Leadership Institute, reflects on leadership, recounting his own experiences as a young lieutenant in the infantry in World War II, as the new president of a university, and as the mentor to a unique nursing student. Bennis also describes the experiences of other leaders he has known throughout his career. Drawing on more than 50 years of academic research and business expertise--and borrowing from Shakespeare's seven ages of man--Bennis says the leader's life unfolds in seven stages. "The infant executive" seeks to recruit a mentor for guidance. "The schoolboy" must learn how to do the job in public. "The lover with a woeful ballad" struggles with the tsunami of problems every organization presents. "The bearded soldier" must be willing to hire people better than he is, because he knows that talented underlings can help him shine. "The general" must become adept at allowing people to speak the truth and being able to hear what they are saying. "The statesman" is hard at work preparing to pass on wisdom in the interests of the organization. And, finally, "the sage" embraces the role of mentor to young executives.