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This case describes the sourcing contract selection challenge faced by an electronics manufacturing company. The company must decide whether to continue the existing wholesale price contract, or should they switch to the quantity flexibility contract suggested by the supplier.

Shashi Jaligama, Managing Director (MD) of GUS Education India (GEI) and his colleague, Nikhil Patwardhan, Senior Director, Client Services held a review meeting with the core team at the end of the workday on April 17, 2020. After the meeting, they looked back with pride on the high level of growth that had been achieved and the high-performance organizational culture they had instilled. However, they reminded themselves that they needed to adopt some initiatives to sustain the rate of growth as well as introduce systems and processes to support the next stage of growth while maintaining the organizational culture. They were concerned that the culture could get diluted with increase in the number of new employees, and their own inability to spare as much time in engaging with employees as they had done in the early stages. Both acknowledged that there were some signs of strain in customer and employee experiences, which needed to be addressed at the earliest. They also wondered if there was something more than culture that needed to be articulated to sustain the high performance as the organization scaled.

This case describes the managerial challenge faced by a mid-size hardware and software services company in determining the course of action that needs to be taken to address certain productivity and quality concerns raised by their customer. As the managing director of the company investigates the cause of the poor quality and under-productivity of a project team, he receives a plethora of equally plausible causes along with supporting data. The challenge is to sift through the myriad problems and causes in a systematic manner to identify the best course of action. This case is rooted in a B2B service business setting and can be used to comprehensively demonstrate the application and utility of the various quality control tools for managerial decision making.

Spreadsheet supplement for case IMB833.

The case tracks the rapid evolution of Yes Bank from a new private sector bank in 2003, to being regarded as a highly successful mid-size bank a decade later, to finally going through significant governance challenges that eventually led to burgeoning non-performing assets (NPAs) and a potential collapse necessitating a rescue by the government. It also briefly discusses the details of the bailout plan to rescue the bank. The case is useful for a discussion on the choices made by the founder of the bank over the years which led to phenomenal growth but may have also led to its eventual collapse. This allows for a discussion on the role of various corporate governance mechanisms that operate in an organization (such as the board of directors, legal rights of shareholders, auditors, external observers, and regulators), and the extent to which each mechanism can satisfy the commonly expected governance objectives. The case also presents an opportunity to debate the justifications for a regulator, especially when they potentially limit the rights of shareholders in an organization.

The COVID-19 crisis has revealed a great deal how national leaders cope with rapid change and make decisions with far-reaching consequences at a time of uncertainty. Not only have they struggled with the unpredictability of the pandemic but with the intricacies of intra-national and international politics. This case series examines in depth the diverging approaches taken by the leadership in five countries - China, France, Singapore, Sweden and the US - with the goal of exposing the common missteps and hurdles encountered during the months when the coronavirus crisis first emerged, challenging students (via group work) to reflect on the lessons learned.

Supplement for Case IN1684

Supplement for Case IN1684

Supplement for Case IN1684

Supplement for Case IN1684

As a global leader in healthcare technology, Philips had an important role to play in the COVID-19 pandemic. The surge in demand for life-saving medical equipment by hospitals around the world presented high-stakes opportunities for the company. At the same time however, national governments in most countries were compelled to implement safety measures that greatly affected commercial activity. The production and flow of physical goods were heavily impacted, leading to widespread disruption of global supply chains, which pulled a great deal of media focus on the topic of supply chains generally. The lockdown in China alone caused a global supply shock that many companies were ill-prepared for. Philips' Healthcare business units, particularly in diagnostics and respiratory equipment, faced critical supply challenges during the Corona crisis which garnered media attention both at home and abroad. In order to capitalize on the high demand for medical equipment, CEO Frans van Houten knew that Philips needed to overcome several hurdles to produce and deliver enough inventory to meet that demand. Furthermore, subsequent pandemic waves and other forms of crises could well cause future supply chain disruptions of the same scale and severity within the healthcare sector and beyond. Aware of the many challenges ahead, van Houten had to decide whether to revise the company's global sourcing strategy to future-proof it in a post-COVID-19 world - and, if so, how.

The increased visibility of gender issues in society has inspired a trend among marketing companies: female empowerment. Marketers are working with clients and developing advertising that advocates equality for female consumers. Yet, despite this trend for femvertising, little progress has been made toward gender equality for the women working inside the creative advertising industry. This article looks at the inequality problem and considers whether it stems from women's thwarted attempts to establish a leadership identity within the strongly-gendered cultures in which they are subject to established practices. We interviewed 30 female creatives from the U.S., U.K., and mainland Europe, and, based on our findings, we present three overarching themes: vision, voice, and visibility. Together, they represent the challenges women experience in developing a leadership identity but also inspire opportunities for agencies to increase the influence of female creatives. If the advertising industry's claims to represent society are to be taken seriously, it must move beyond empowering female consumers to also empowering its female creatives.

Published in 26 languages across 68 countries, Forbes is one of the most-read business periodicals globally, and in 2019, its annual Top 50 World's Most Influential CMOs list highlighted 31 female CMOs and 19 male CMOs who demonstrate industry-shaping leadership. In this article, we analyze the language used to describe the male and female CMOs on the list to determine whether certain words are commonly seen as gendered characteristics, as leadership traits, or as compliments. Using this data, we find that Forbes presents female CMOs in a gendered way and argue for the importance of strategically choosing leadership words for female marketing leaders.

Technology is an engine for growth with great potential to transform women's self-efficacy and social capital. This article focuses on women in sales and sheds light on the intersection of technology, self-efficacy, and social capital in developing countries. The use of technology allows women to transform their social and economic lives by changing and reshaping processes that enable opportunities for growth and development-ultimately offering a bridge to close the many gaps in human socioeconomic development in developing countries. To this end, we offer several recommendations for saleswomen and organizations to expand their application of technological capabilities for product orders, market messaging, and training.

Networking is imperative for career success in business, particularly in industries like sales and marketing. Success in the sales industry is directly tied to networking and building relationships. In this article, we shed light on the relationship between women, business, and golf as a potential networking tool. Many believe golf is the pièce de résistance of business networking, yet there is no research to support this assumption. To boot, women report golf as one of the primary informal networks they feel excluded from, which creates a disadvantage for women working in sales in marketing. We conducted a content analysis of over 500 pages of articles about women and golf from which three primary categories emerged: the benefits of golf for women in business, the effects of not golfing, and the reasons why women don't golf. We include recommendations for managers who may want to encourage their teams to get in the game.

This study identifies sales managers' perceptions of sales forecasting. We surveyed close to 400 business-to-business sales managers, split about equally by gender, and concluded forecasting-related preferences, beliefs, and desires. Herein, we evaluate gender differences and identify some critical perceptions of women that differ from the perceptions of their male counterparts. We also compare attitudes, behaviors, and demographics of women and men. We conclude with organizational recommendations and implications for firms concerning hiring practices, forecasting tool selection, training and development, and the use of an employee resource group.

Female consumers often experience marketplace discrimination in service encounters. Researchers have examined women's differential treatment in many settings, but they have yet to study how women are treated during service-recovery encounters. We found evidence that male providers discriminated against female consumers during the service-recovery process in three experiments. Specifically, male providers offered less compensation to female consumers who complained after a failure than to male consumers who experienced the same failure. Further, we found that perceptions of consumer social power may explain this effect. We offer suggestions for how firms can identify internal marketplace gender discrimination, as well as how they can prevent and treat this significant problem. We also suggest that managers create anticipatory protocols and scripts and engage employees in both bias and interpersonal accuracy training.

Feminism's reemergence in the mainstream has forced businesses and media organizations to be aware of and even to promote gender issues relevant to the marketing of their products, services, and brands, especially those that target young female consumers. Business scholarship has offered marketing guidelines for gendered representations, but most studies have occurred in adult consumption spheres, with less attention paid to feminist messaging in youth media. Through a thematic analysis of 17 Disney and Pixar animated films produced between 1989 and 2018 and featuring a female lead or colead, this study offers a blueprint that could help businesses develop feminist messaging in marketing communications and media directed at young female consumers. While businesses might understand that promoting positive gendered messages is necessary in the current era of heightened feminist awareness, few firms actually do it. And for the companies that do it, integrating feminist messages in a way that does not alienate mainstream consumers might prove challenging. This study's framework, which emerges from an empirical study of Disney and Pixar media, helps reduce some of these creative barriers.

Gender stereotypes, which are particularly harmful to women, have historically been prevalent in advertising, prompting some governments and brands to regulate conventional gender portrayals. This study examines current gender portrayals in television advertising in the Middle East, and specifically in the countries of the Gulf Cooperation Council (GCC), because of the increasing importance accorded to women's empowerment in some of these countries. Building on similar studies elsewhere, we analyze the content of 111 distinct television advertisements aired over a week by a major TV channel in the region. Our analysis reveals that while depictions of certain aspects, such as role (familial/nonfamilial) and location (home/occupational setting), gently nudged traditional stereotypes by portraying women in nonfamilial roles and in occupational settings, depictions of background (female/male/children) and product type further reinforced traditional stereotypes. Based on these findings, we offer specific recommendations to marketers and advertisers in the region.

In 2019, Ai Hua Ong, Group Chairperson, Asia Pacific of Johnson & Johnson (J&J), was ruminating over the choice of Singapore as the company's regional headquarters (RHQ). While political stability, ease of doing business, a start-up friendly and open innovation ecosystem and supportive government regulations had built an ideal climate for the city to function as a base for a RHQ, many other cities in Asia provided tough competition to the city country. Moreover, while co-location had been widely recognised as one of the drivers towards the effectiveness of the innovation ecosystem - emerging technologies like hologrammatic communication could make the need for the RHQ model outdated. In the R&D space, the need for a skilled workforce could be alleviated by employing technologies like Artificial Intelligence. For the purpose of collaboration, blockchain technology could be applied to enable firms to share data more securely over longer distances. The use of Internet of Things (IoT) in the biomedical sciences sector, could reduce the need for being close to the consumer for R&D and market research; while the increased use of 3D printing devices could make Singapore's advantage as a logistical hub in the region less salient, as designs could be shared virtually and printed locally. Amidst such tugging tensions, Ong wondered if Singapore would continue to remain an attractive destination as an RHQ? Would its innovation-ecosystem suffice as a sustained differentiating factor? Could the concept of Technology Hub be an alternative path?