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The learning objective for this article is to present the reader with some basic and intermediate strategies for teaching case studies in an online classroom environment. The authors draw upon their considerable experience to describe a number of classroom situations and provide tips, tools and techniques that the reader will immediately be able to bring back to their online classroom. The COVID-19 pandemic has increased the urgency to quickly develop skills for the online higher education classroom. The general outline of this paper is as follows: The authors begin with some preliminary considerations regarding how to set the stage for online case instruction. The authors then discuss some practical and pedagogical issues to consider as an instructor designs their online course. Next, the authors present a brief overview of some synchronous, asynchronous and hybrid online case teaching approaches. Academic integrity issues are discussed, as well as a brief debate regarding the future of online higher education.

Rob Taylor, Founding Chairman, and Tracy Hackland, CEO of Columba Leadership, an award-winning South African non-profit organization, pondered a strategic question in March 2018. Columba Leadership was a non-profit values-based youth program that had facilitated individual change since 2009. By February 2018, Columba Leadership had organized 449 residential academy programs and graduated 5,211 high schoolers and 1,260 educators from 169 schools in some of the more disadvantaged areas. Columba Leadership had also pioneered the use of the Social Return on Investment methodology in South Africa. Columba Leadership's value proposition consisted of a six-day residential academy where high schoolers received training in 21st-Century leadership skills (critical thinking, leadership, problem-solving, communication, etc.) based on a framework of six values, including awareness, focus, creativity, integrity, perseverance, and service. Since its inception in 2009, Columba Leadership's focus had been on facilitating positive individual change. However, in 2017 Columba Leadership's executives observed how some schools, that they called "catalytic", had produced higher performance rates and the institutionalization of youth leadership after some of their students had attended Columbia Leadership academies. The systematic impact of these high schools prompted an internal reflection at the Board level, while the organization was also experiencing substantial pressure to change externally from funders. Should Columba Leadership keep its existing approach to youth development and focus on running more residential academies in a broader geographical area? Alternatively, was it time to re-evaluate the residential program and develop a more systemic approach that involved working more with schools in order to scale their impact? What were the key arguments in favor of the different approaches to scaling? What potential objections could the Board raise?

Eric Gomez, CEO maxiaNET Inc., an international brand management and consumer packaged goods distribution company from San Diego had a new opportunity to export disposable diapers into Venezuela. Gomez had experienced success exporting products into the country and understood first-hand the extreme shortages in basic goods and the economic and political crisis facing the country. Diapers were increasingly non-existent or only offered for purchase on the black market. maxiaNET had a strong local partner and access to distribution channels, however many strategic issues remain to be solved. Gomez needed to develop an appropriate business model that would cover costs, while at the same time offer extreme discounts and enable widespread product distribution and sales. Ultimately, he needed to decide on whether and how to proceed with importing diapers into Venezuela.

The adoption of information technology (IT) in public services in India has been uneven and fraught with numerous difficulties. The case describes a context within the Indian police, where a middle-level officer, Vijay Kumar, led the adoption of an IT-based projectto organise an All India Level Police Meet. Vijay faced significant resistance from senior police officers, and he had to navigate the realm of organisational politics to implement the organisational change project within severe time constraints. Vijay had clearly articulated the design principles of efficiency, transparency and accountability behind the implementation of the IT project right from the beginning. While he took ownership of the project to see it through, he also sought the sponsorship of the top leadership to overcome contingencies in a project of dynamically changing scope and tight deadlines.

The adoption of information technology (IT) in public services in India has been uneven and fraught with numerous difficulties. The case describes a context within the Indian police, where a middle-level officer, Vijay Kumar, led the adoption of an IT-based projectto organise an All India Level Police Meet. Vijay faced significant resistance from senior police officers, and he had to navigate the realm of organisational politics to implement the organisational change project within severe time constraints. Vijay had clearly articulated the design principles of efficiency, transparency and accountability behind the implementation of the IT project right from the beginning. While he took ownership of the project to see it through, he also sought the sponsorship of the top leadership to overcome contingencies in a project of dynamically changing scope and tight deadlines.

The adoption of information technology (IT) in public services in India has been uneven and fraught with numerous difficulties. The case describes a context within the Indian police, where a middle-level officer, Vijay Kumar, led the adoption of an IT-based projectto organise an All India Level Police Meet. Vijay faced significant resistance from senior police officers, and he had to navigate the realm of organisational politics to implement the organisational change project within severe time constraints. Vijay had clearly articulated the design principles of efficiency, transparency and accountability behind the implementation of the IT project right from the beginning. While he took ownership of the project to see it through, he also sought the sponsorship of the top leadership to overcome contingencies in a project of dynamically changing scope and tight deadlines.

On September 9, 2019, thousands of Amazon.com Inc. employees threatened to join the global climate strikes planned for the week of September 20-27, 2019. Employees were protesting the e-commerce giant's customer-centric approach and its lack of transparency regarding its carbon footprint. Pressure for more transparency was mounting-not only from employees but also from various non-governmental organizations, politicians, and competitors. However, transparency could reveal environmental issues that might lead to a boycott of the company's products and services. Furthermore, transparency and environmental initiatives could work against Amazon's customer-centric approach, and would likely not be approved by the shareholders. Amazon.com Inc. needed to make a decision. Should the company adopt a confrontationist approach and steadfastly pursue its customer-centric approach in the interest of shareholders? Or, should it adopt a co-operative approach and change the company's business model to minimize environmental damage?

Black entrepreneurs encounter many unique obstacles when raising capital to start and grow a business. During their second year at Harvard Business School (HBS), MBA students Kimberly Foster and Tyler Simpson decided to do something to make a difference for early-stage Black technology entrepreneurs seeking funding. In just four months, they created the inaugural Black New Venture Competition (BNVC), which attracted 300 applicants and became the largest student-led business plan competition for Black entrepreneurs in the U.S. Over the course of the competition, Foster and Simpson were able to begin to identify some of the biases and frictions in the evaluation and funding of early-stage Black ventures. Was there bias in the selection rubric? What would happen when these Black founders faced traditional white VC investors in their next funding round? Now Foster and Simpson needed to decide what to keep and what to change for future iterations of the BNVC. Were they, and their successors, even thinking big enough for BNVC 2.0?

B Case to 118041

TSA promulgated a regulatory process to ensure safety and security at the nation's airports. That process also creates opportunities for entrepreneurs. This case describes the TSA process and engages the students to identify and vet opportunities to create private value. The SCAMPER methodology is explained and used to identify market opportunities. They are vetted using the 6 Hats framework. The case can also be used to help regulators understand the unintended consequences that may emerge from regulations.

These cases follow Emilia Nguyen-newly-appointed CEO of her family's third-generation real estate business in the historic district of Scott's Addition in Richmond, Virginia-as she prepares her proposal to renovate her family's 8,000 sq. ft., three-story Art Deco building. She plans to convert the building from traditional annual-lease office suites into a coworking space with five separate options, each with its own price point. Four of these options are available as a month-to-month rental, and one option will be offered to walk-in customers in a café. In the A case, Nguyen examines survey data from 50 respondents that captures willingness-to-pay (WTP) price points for each of the four monthly rental options. She must set prices and allocate the available space between these options to optimize revenue. Students are provided with a spreadsheet of survey results and asked to calculate the optimal price point for one of the four monthly rental options, ignoring capacity constraints. Then students must recalculate their answers while considering all four options and capacity constraints. Thus students must solve a problem that incorporates both pricing and capacity allocation decisions.

These cases follow Emilia Nguyen-newly-appointed CEO of her family's third-generation real estate business in the historic district of Scott's Addition in Richmond, Virginia-as she prepares her proposal to renovate her family's 8,000 sq. ft., three-story Art Deco building. She plans to convert the building from traditional annual-lease office suites into a coworking space with five separate options, each with its own price point. Four of these options are available as a month-to-month rental, and one option will be offered to walk-in customers in a café. In the B case, Nguyen must develop a pricing scheme for walk-in customers who want to rent office space in the café, which occupies half of the first floor. She is deciding between establishing a fixed price-per-day and hourly pricing. This requires calculating the optimal price for each pricing scheme and comparing the respective revenues. She examines survey data from 20 respondents that captures WTP price points for spending up to eight hours working in the café (in increments of one hour). Students are again provided with a spreadsheet of survey results which allows them to calculate the optimal pricing scheme (and price) without considering capacity constraints, then again repeating the calculation after considering capacity constraints.

Spreadsheet supplement for case UV8155.

Alisha Bhandari, vice president of operations at a successful and well-respected global supplier of paints, coatings, specialty materials, and optical products, had watched during her 10 years at the company a subtle disintegration of workplace culture. Her own observations, coupled with a recent employee survey, had revealed an overall mindset of complacency, lack of motivation, inflexibility, and a general malaise and unwillingness to be flexible to new ideas in the company. Some managers admitted to being fearful of suggesting changes and a distaste for deviating from the normal routine or even considering embracing anything innovative. Bhandari had also noticed greater stress and tension in various departments, and believed that this was already affecting company performance. She worried that the more motivated employees might be lured away by competitors and general malaise would grow larger and more problematic. For the sake of workplace efficiency, employee mental health, and the future success of the company, Bhandari knew that things needed to change, but she was uncertain what steps to take and strategies to put into place.

In 2016, new CEO Chris Linthwaite had been brought in to turn around Fluidigm Corporation (Fluidigm), a biotechnology company based in San Francisco. Following a year of missed earnings, strong currency headwinds, product backorders, strong competition, and a lag in product demand, Fluidigm's stock had collapsed 87% in 10 months. Fluidigm was burning through cash; it had posted yet another quarter of losses; employee morale had plummeted; and the company had mounting cash flow issues. Linthwaite was preparing his turnaround strategy to present to his board of directors. He had many levers he could pull to right the ship, including cost cutting and restructuring, launching new products, and making an acquisition. This case is intended for a first-year MBA course in business strategy. The course develops students' ability to evaluate, design, and execute a firm's strategy by analyzing the competitive and organizational factors essential to sustained success. The case is used in the latter half of the course and is about selecting an appropriate growth strategy for a company in turmoil. It is used to introduce the basic tradeoffs between pursuing organic growth strategies, such as R&D and innovation, and pursuing other possible strategies, such as inorganic growth through acquisitions, cost cutting, and restructuring.

This case investigates the downfall of Ocean Park Corporation (Ocean Park or the park) from the perspective of financial statement analysis. Ocean Park's performance significantly declined from a surplus of HKD127.2mn in FY2013 to a severe deficit of HKD557.3mn in FY2019. This was mainly attributable to the shrinking revenue size and mounting difficulties in controlling the operating costs during this period. In 2020, Ocean Park was hard-hit by the coronavirus pandemic, which pushed it further to the verge of liquidation. After rounds of debates, the Hong Kong legislature eventually approved of a relief fund of HKD5.4bn in taxpayers' money. The case seeks to highlight the financial ratios and metrics commonly used in financial statement analysis, and their interpretations. It provides insights on Ocean Park's financial performance in terms of profitability, liquidity, solvency, and operational efficiency. Students will tackle practical questions regarding financial statement analysis of Ocean Park from FY 2013 to FY2019, and the financial impact of the relief fund by means of pro forma financial statements over the next few years.

A new accounting standard, IFRS 16 Leases, has come into effect on 1 January 2019. The new standard introduces a single lessee accounting model and requires a lessee to recognise assets and liabilities for all leases with a term of more than 12 months (except for low value underlying asset). The IFRS 16 introduces on lessee's account the "right-of-use" asset to represent its right to use the underlying leased asset and the "lease" liability to represent its obligation to make lease payments. The purpose of the case is to introduce IFRS 16 and illustrating its effect and the differences on treatments of leases compared with IAS 17. The case features a coffee company called Lazy Coffee. Readers take on the role of Jan Lo, the Financial Controller of the Company, who is closing the accounts of 2019 and retrospectively restating the figures of 2018 to reflect IFRS 16. Jan is also required to prepare detailed discussion on the application, implications and impact of changes in the accounting policy.

Boubyan bank grew from a small Islamic bank in Kuwait to one of the largest and most successful financial organizations in its home country. As the bank is entering its next phase of growth, the leadership must confront how to successfully deal with issues around digitization, regional and global expansion, as well as recruiting talent in a more complex and increasingly hybrid world of digital and physical solutions.

This case presents the coming year's performance goals as established by Marietta Austin, the new president of Tractors, Inc. (a subsidiary of AA Equipment Corporation [AAEC], a fictional company), along with data pertaining to several years of actual financial performance. Austin has asked her direct reports to come to a meeting with specific ideas for actions that they plan to pursue in order to help the business unit achieve those performance goals. Students are tasked with creating their own ideas for action to meet the stated goals.