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In 2013, Nokia sold its Device and Services business to Microsoft for €5.4 billion. For decades Nokia had led the telecommunications (telecom) industry in handsets and networking. By the late 2000s, however, Nokia's position as market leader in mobile devices was threatened by competition from new lower-cost Asian manufacturers. Apple's 2007 release of its iPhone established an entire new category-the smartphone-immediately popular with users. What were Nokia's missteps over the years? What should Nokia have done differently?

Soon after closing the 2019 merger of Catholic Health Initiatives (CHI) and Dignity Health to create CommonSpirit Health, Lloyd Dean and Kevin Lofton--jointly appointed to the role of CEO--must make several operational and strategic decisions related to the integration of the legacy organizations. As the second-largest, non-profit hospital system in the United States, CommonSpirit Health was focused on improving population health and increasing the value of the care it delivered to patients. To achieve these objectives, Dean and Lofton needed to make decisions about the extent to which key activities, such as branding and electronic health records, would be consolidated for all of CommonSpirit Health or allowed to remain as parallel functions attached to the legacy organizations. The case allows for a discussion of issues associated with the process and governance of post-merger integration in complex service organizations, with a particular emphasis on such topics in the context of the health care industry.

The COVID-19 pandemic had forced a production cut in the factory of Sercomm, one of the world's major telecom equipment producers, in China. The case explores and highlights the challenges that Chief Executive Officer James Wang faced: How could Sercomm recover and ramp up production to meet its U.S. clients' immediate demands? In the longer term, how could it manage the increasing shortage of migrant workers in China? As a supplier of hardware components to the U.S., the company was also caught in the cross-fire of U.S.-China trade tensions due to the tariffs imposed on telecom products. Should the company move its production out of China? Could adopting Artificial Intelligence in the production line be an option?

In 2018, the board of directors of the German utility company E.ON SE was presented with a deal for an asset swap with a major domestic competitor, RWE AG. The deal was meant to help the competitors cope with uncertainties and challenges caused by the ongoing transformation of the utility industry in Europe. In the proposed deal, a recently created RWE-spinoff, innogy SE, would be disassembled with the assets going to E.ON. Because RWE still held a 76.8 per cent stake in innogy, the transfer meant that E.ON could gain full control over innogy's assets. In exchange, RWE would gain a minority investment in E.ON and some other assets. A deal, if approved, would be a surprise to the stock market. Should E.ON's board approve it?

Cumplo S.A. is a Chilean fin-tech company based on sharing economy principles that aims to provide fair credit access and interest rates to small and medium enterprises. By 2016, Cumplo had successfully closed over 3,000 credit operations for a total of around USD 75 million, financed by over 3,500 investors. The case underlines the major issues confronted by the firm's owners concerning involving the limited transparency of personal financial data, low levels of trust in society, competitoin from traditional incumbents in banking, and the institutional voids commonly encountered by sharing economy businesses. It also also highlights debates concering B-Corporations and the the advantages and challenges of doing business with a social or environmental agenda.

Italplastic, C.A. is a Venezuelan family business that was founded in the 1970s by Italian immigrant Antonio Pietri, who had extensive experience in the plastics industry. Antonio started up his company with a business partner and a close friend and then later brought his children in to the company in different roles. The business grew into a company of 350 workers that had a turnover of some USD 7.5 million a year, and had even made small inroads in the Colombian market and in some Caribbean countries. His only male child, Alessandro, graduated from a renowned Venezuelan business school and was first integrated into the company as deputy president. In mid-2005, Antonio appointed Alessandro general manager, and he became president of the board of directors, of which his two daughters were members. Alessandro tried to make several changes and outlined a strategy that would grow the company through involvement in external markets; however, he faced opposition from his father and several employees. At the beginning of 2009, he began to question his future in the company. He repeatedly asked himself the question: Should I stay in the family business or take another path?

The case is the fourth is a case series documenting the genesis, deal engineering, early implementation and then mounting operational challenges faced by Robin Budowski as he acquired and tried to turn around Château d'Agel, a vineyard located in the Minervois region of Languedoc, going from ideation to execution, stagnation and deep crisis. The key protagonist has to decide which plan he will present to the upcoming critical shareholders' meeting. Chateau d'Agel was acquired in 2003, for €0.8 million. After years of below par performances, sales dropped drastically in 2017 while capital expenditures exploded, generating critical financial issues. The vineyard manager was replaced and Robin took full operational control to manage the turnaround, cutting costs and investments.

In 2020, Triodos Investment Management had approximately EUR 4.9 billion in assets under its management (impact investment). Triodos motto was "Financing for change. Change Finance" and understood sustainable finance as a driving force in the transition to a more inclusive and sustainable world. Triodos took a comprehensive view of the companies following the "4P" approach: Product, People, Process, and Planet. Tesla, a clean energy company that produced electric cars, batteries and renewable energy generation, could be part of Triodos's investment. Henk Jonker, Triodos´s Senior Investment Analyst needed to evaluate Tesla's inclusion in the investment universe. He decided to pose the challenge to Clarissa Diaz, a high potential Triodos' researcher. Having in mind Tesla´s mission, "to accelerate the world's transition to sustainable energy," Diaz had to evaluate Tesla´s impact on people and planet. She must review the ESG data along with a financial analysis of the company. Diaz was aware that Elon Musk was a visionary promising to help expedite the move from a mine-and-burn hydrocarbon economy towards a solar electric economy. Still, she was aware that Tesla and Musk were publicly involved in governance, labour, and human rights controversies. Diaz had to weigh the ESG controversial issues that merited the exclusion of Tesla. The case challenges the students to evaluate a company that do not fully meet all ESG standards and to reflect on the responsible leadership role of financial institutions.

Case (A) describes the situation facing John Davison after joining the company in December 2014 as the new CEO. A failing ERP implementation had led to serious operational issues in Singapore (its home base) and the Philippines (its biggest and most profitable market). Affected hospitals and doctors had complained directly to the Zuellig family, who owns the company. The board fired the two Co-CEOs who had been running the company and brought John in to turn it around. The company had lost ground with the ratio of operating profit to Gross Operating Revenue (GOR) dropping from 30% in 2009 to 14% in 2014. Increased competition leading to falling margins had contributed to this, as had a lack of focus on improving productivity. The company's most important clients, such as GSK, were threatening to take their business elsewhere if Zuellig Pharma did not fix its operational problems. The organization was fragmented, with a very small head office, disparate processes across the country operations, and no central leadership of key functions such as operations and quality assurance. The board had lost confidence in the leadership team which, in turn, felt that the board was interfering too much and not giving them the freedom to address the problems at hand. The company had invested in a number of businesses it saw as complementing its main distribution core, but these were sub-scale and (with one exception) loss-making. The leadership team needed to urgently develop a turnaround plan.

Case (B) is set in January 2020 when CEO John Davison decided to step down as CEO by end of June 2020. It describes the specific actions of Zuellig Pharma's transformation and how they resulted in more than doubling the company's net profit between 2015 and 2019 These actions included: (1) driving operational excellence by successfully completing the ERP implementation and taking other steps to fix operational problems; (2) fostering the leadership team through selective changes and aligning it around an integrated regional strategy; (3) increasing head office control while ensuring that country operations had the autonomy needed to operate effectively; (4) resetting the relationship between the management and the board to create more alignment and trust; (5) strengthening relationships with key distribution clients; and (6) growing the solutions businesses which accounted by 2019 for over 20% of GOR and net profit. The case also describes the situation facing Zuellig Pharma as the Covid-19 pandemic began to unfold, and John Davison's initial thoughts on related key issues facing the company.

Case (C) is set in July 2020 when John Graham took over as Zuellig Pharma's new CEO and he needed to decide how to take the company forward. Prior to that, John Graham had effectively led the company's Commercial Solutions business. However, as the new CEO he needed to manage the entire portfolio of new solutions businesses and investments in digital startups. Zuellig Pharma had successfully navigated the first six months of the COVID-19 pandemic. It had benefited from its earlier efforts to increase the robustness of its supply chain as well as the resilience and dedication of its employees. The COVID-19 crisis had accelerated the roll-out of its new e-commerce platform, which allowed for online ordering and cash collection. At the same time, the company had suffered financially because some costs had significantly increased. Zuellig Pharma faced an even more difficult environment with new stakeholders (like patient groups and Ministries of Health) playing a more important role. Given these challenges, its leadership needed to decide how to take the company forward and ensure that it continues to thrive in the future.

Electrolux AB is the world's fifth-largest maker of consumer appliances. In November 2018, Electrolux launched the trial of a subscription-based business model in Sweden for the Pure i9 - a high-end robotic vacuum cleaner. Within nine months, Daniel Wentz, VP Software Products, who had spearheaded the initiative, started seeing traction in the market. Daniel was convinced that there was a much bigger opportunity for Electrolux to create value with the new hardware-as-a-service concept for small appliances. But key questions remained: How to shift the organization from a hardware-first product-push comfort zone to software-first service-pull model? How could Electrolux create more value with the hardware-as-a-service model? How to scale up the subscription-based business model? What options might be considered? What kind of investment and leadership commitment would it take to succeed?

Handout for Case IM1083

The case is about a company in one of the so-called sin industries that has committed to phase out cigarettes - the origin of its sins - in favor of a smoke-free future based on reduced-risk products. In early 2020, Huub Savelkouls, Chief Sustainability Officer at Philip Morris International (PMI) and Jennifer Motles Svigilsky, PMI's Director of Social Impact & Sustainability, were working on the company's first ever integrated report due for publication in June 2020. Motles, perceived skepticism and mistrust about PMI's strategy and, specifically, serious doubts about the health effects of IQOS. In 2017, the UN Environment Programme Finance Initiative, in conjunction with Tobacco Free Portfolios, had called for a Tobacco-Free Finance Pledge. By 2020, the pledge had 141 signatories and 41 supporters. Some environmental, social and governance (ESG) investors still seemed interested in PMI's strategy, but not many were ready to engage publicly. In January 2020, they met with Professor Robert G. Eccles (PMI's advisor on matters regarding sustainability, social impact and investor engagement since May 2019). They were ready to build and validate PMI's materiality matrix and try to align stakeholders' demands with PMI's priorities. They needed to look at PMI's value proposition in more depth in light of the feedback received from stakeholders and the significance of PMI's impact on society and the environment. And they needed to do this in the context of a blanket exclusion of the tobacco industry by ESG investors, mistrust from stakeholders and reputational liabilities. Motles stressed the importance of validating the sustainability materiality matrix because she thought that materiality was a foundational concept in integrated reporting. The case ends with Motles feeling the challenge (a make-or-break moment for her career) and how much was at stake; the sustainability team could not let their stakeholders down and destroy the rapport they were trying to build.

Will Cohen, the case protagonist, has recently been promoted to Bank of America's market sales executive for the mid-Atlantic region. In this position, he finds himself struggling with some of the conversations, personal interactions, and general dynamics he has had with his direct reports. Cohen had had a wildly successful decade-plus experience in wealth and investment advising for several large companies, including Goldman Sachs and JPMorgan Chase & Co.. He had then been recruited to lead the Bank of America private bank team in Charlottesville, Virginia, where, again, he and his team had been enormously successful and effective, leading to his position with the mid-Atlantic region. However, in this position, Cohen had been somewhat disheartened by the workplace ethic, which included lethargy and complacency. He often wondered about his leadership skills, which was a totally new concern for him. After a recent difficult conversation with a team member, Cohen worried about how he was handling the challenges of his new position. His goal was to drive performance while at the same time encouraging the growth of his team members and creating a culture of teamwork, collective ownership, trust, and creativity. He just was not sure he was executing these goals successfully.