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The case explores who the customers are for a new beverage product, their desires as customers for this product, and their desires when ordering this product from a local specialty store location.

The administrative assistant at the Edmonton, Alberta branch of Vandelay Securities was faced with a dilemma. Her superior had requested a purchase of shares in a firm whose securities were restricted to residents of Alberta for one of her clients who resided in British Columbia. On the purchase request form, the client's province of residence was listed as Alberta, and a post office box address was given. This transaction was the latest in a series that made her feel uncomfortable. The primary teaching objective of this case is to explore when and how one should blow the whistle. The individual's responsibility to herself, the firm, the clients and other stakeholders in exposing the unethical acts of a colleague is presented for debate. Secondary ethical issues include insider trading, high-pressure sales tactics, conflict of interest, and misrepresentation to a regulator.

On a clear day in August 1999 in the new headquarters of drugstore.com, against a backdrop of the Blue Angels flying in formation over Lake Washington practicing for their hydroplane Seafare Cup performance, Peter Neupert was pleased with his company's IPO performance. Just last month, on July 28, 1999, drugstore.com had burst to life as a public company. Shares priced at $18 had soared as high as $69 on the first day of trading, providing a total valuation for drugstore.com of more than $2.9 billion--and a record: drugstore.com was the fastest company ever to reach a valuation of $1 billion. The team had built a virtual drugstore on the Web. During the first six months of its existence more than 160,000 customers had come to shop for more than 17,000 drugstore products and prescription drugs. Customer orders were electronically sent to distribution centers run by Walsh Distribution and RxAmerica, both located in Texas. Drugstore.com had entered into outsourcing agreements/partnerships for fulfilling the orders with these two firms. For six months ending July 4, 1999, drugstore.com sold products to approximately 168,000 customers, and had net sales of $4.2 million with an operating loss of $30 million. In June of 1999, drugstore.com had 980,000 unique visits to its Web site compared to 560,000 unique visits of its competitor PlanetRx.

Updates the case. Designed as an in-class handout. A rewritten version of an earlier supplement.

Catches the situation facing Charles Schwab Corp. in late August 1999 in the dramatically changing brokerage industry. Their bold moves in January 1998 have created a new industry competitive pattern and provoked aggressive response by companies like Merrill Lynch.

Explores Microsoft's overall financial reporting strategy by examining the company's treatment of two accounting issues--software capitalization and revenue recognition. For both issues, the company selects accounting methods that are relatively conservative. Also discusses the issue of managing analysts' expectations and Microsoft's tendency to provide analysts with very conservative expectations for the future. Provides a forum to discuss possible reasons for Microsoft's accounting and disclosure choices and also discusses the Securities and Exchange Commission's recent investigation into Microsoft's accounting practices.

Focuses on the ongoing competitive battles in the global home video game market that is estimated to exceed $15 billion by 1999 in the United States and Japan alone. Describes how Sega Enterprises has redesigned its development processes to create a revolutionary 128-bit video game console (named Dreamcast). Having lost its leading position in an accelerating market to Sony's Playstation console, Sega is trying to reclaim its former position through an aggressive entry strategy in the Japanese market. Integral to this strategy is the ability to bring its Dreamcast console to market rapidly and to manage its relationships with independent game developers. Focuses on: 1) hardware and game software development, 2) the role of market share in an environment of increasing economic returns, and 3) the dynamics of market entry strategies as a function of development capabilities and competitive responses.

Supplements the (A) case.

Greg Erman and Nancy Benovich-Gilby have assembled a team and selected a market for the launch of a high-potential venture based on using an Internet-based service to manage the flow of sales leads between principals and their distribution channel partners. Their development process is key.

A look at the industrial restructuring in the brokerage industry made possible by e-commerce. Focuses the student's attention on the decision alternatives facing Charles Schwab, one of the industry leaders in January 1998. In a word, the challenge is "Do they slash prices to meet competition from companies like E-Trade or do they stand still?"

The Indian software industry, growing at more than 50% per annum and largely dependent on exports of services and products, is one of the few industries in that country considered to be globally competitive. This note allows a discussion of the uses and limits of frameworks for assessing geographic influences on globalization potential. Also permits a discussion of the strategic imperatives for leading competitors within the industry if they are to create company-specific advantages rather than geographic ones.

This addendum to George's T-shirts (UV0680) offers a revised forecast in the form of a cumulative distribution function for the two key uncertainties in the case. It can be used as the basis for introductory risk analysis tools such as Crystal Ball or @Risk.

Describes how firms can learn from projects through postmortem analysis. Focuses on the step-by-step process of preparing and running a postmortem meeting as it is done at Microsoft and other software developers.

Texan entrepreneur Trisha Wilson has founded an interior design firm and watched it grow into one of the most successful firms in the hospitality design services industry. After 20 years of building a company that is truly a reflection of her own personality, Wilson grapples with changes in the firm's work environment during growth, and what will happen to the firm when it comes time for her to retire. Does she have the proper systems in place to ensure that the "Wilson way" of doing business can be replicated and scaled?

A town, "Michigan's little Bavaria," discusses word-of-mouth referral. Enables students to calculate the value of word-of-mouth and understand how to increase it.

Ford encourages its independent dealers to consolidate, showing them the benefits size can bring both to themselves and their customers. Now, consolidated dealerships improve customer service and reduce costs.

Describes the situation at WebSpective, a software company that develops products to help companies manage the network of servers that support their Websites. Describes the use of "concept engineering" tools to interview customers, determine their needs and the resulting product requirements, and prioritize these requirements as the basis for a product and marketing strategy.

Provides a follow-up to the video case. Updates happenings in Williams' career from 1996 through 1999.

It happens all the time. Two parties with common interests fail to reach an agreement--about a sale, a merger, a technology transfer--because they have different expectations about the future. They are both so confident in their prediction, or so suspicious of the other side's motives, that they refuse to compromise. Such impasses are hard to break through. Fortunately, they can often be avoided altogether by using a straightforward but frequently overlooked type of agreement called a contingent contract. The terms of a contingent contract are not finalized until the uncertain event in question--the contingency--takes place. In some areas of business, such as compensation, contingent contracts are common: a CEO's pay is tied to the company's stock price, for instance. But in many business negotiations, contingent contracts are either ignored or rejected out of hand. That's a mistake, according to the authors. In an increasingly uncertain world, flexible contingent contracts can actually be more rational and less risky than rigid, traditional ones. In particular, contingent contracts offer six benefits: they enable a difference of opinion to become the basis of an agreement, not an obstacle to it; they cancel out the biases of negotiators; they level the playing field by reducing the impact of asymmetric information; they provide a means of uncovering deceitful dealings; they reduce risk by sharing it among parties; and they motivate parties to fulfill their promises. While contingent contracts are not appropriate in all instances, they are much more broadly applicable than managers may think.

Hiring good people is tough, but keeping them can be even tougher. The professionals streaming out of today's MBA programs are so well educated and achievement oriented that they could do well in virtually any job. But will they stay? According to noted career experts Timothy Butler and James Waldroop, only if their jobs fit their deeply embedded life interests--that is, their long-held, emotionally driven passions. Butler and Waldroop identify the eight different life interests of people drawn to business careers and introduce the concept of job sculpting, the art of matching people to jobs that resonate with the activities that make them truly happy. Managers don't need special training to job sculpt, but they do need to listen more carefully when employees describe what they like and dislike about their jobs. Once managers and employees have discussed deeply embedded life interests--ideally, during employee performance reviews--they can work together to customize future work assignments. In some cases, that may mean simply adding another assignment to existing responsibilities. In other cases, it may require moving that employee to a new position altogether. Skills can be stretched in many directions, but if they are not going in the right direction--one that is congruent with deeply embedded life interests--employees are at risk of becoming dissatisfied and uncommitted. And in an economy where a company's most important asset is the knowledge, energy, and loyalty of its people, that's a large risk to take.