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Project Communication from Start to Finish is a five-chapter book by Geraldine Hynes, Ph.D., a communications expert, university lecturer, and author. Its key premise is that skills in project management are critical in a broad range of businesses and industries. A key knowledge area for project managers is communication. This book offers techniques and strategies that enhance communication in diverse environments. It offers innovative ways to bridge cultural gaps, increase understanding, and ensure project success. Project managers will learn how to build trust and rapport, manage conflict, listen, communicate expectations, give performance feedback, and overcome communication barriers. A look to the future includes best practices for using emerging technology when communicating with distributed teams. This book's concise format makes it a readable, practical guide, and it can also be used as a reference for fixing the most frequent communication breakdowns. Cases and examples are presented to illustrate applications of the communication principles from a project's start to finish. Chapter 5 focuses on helping project managers learn strategies and techniques for communicating with stakeholders in a global context. Specifically, project managers will learn how to: communicate with distributed teams; use traditional and emerging communication technology; develop culturally sensitive project teams; and apply PMI standards for ethical and professional conduct when communicating. It also considers four major trends in the global work environment: growing reliance on teams and cross-boundary collaboration, increasing reliance on technology, expanding project teams' cultural sensitivity, and heightened emphasis on ethics.

Athena Bancorp was founded in 2016 by Beth Daniels, a banking professional with 15 years of experience in the industry. Daniels took advantage of what she perceived as a gap in the market caused by recent industry consolidation, a decreasing industry focus on branch banking, and tighter lending standards. Athena has an aggressive growth goal-"to grow to 15 branches, with loans and deposits increasing by threefold over the next five years." However, the bank's operating philosophy centers on a high-touch approach, and it relies on dedicated, highly-capable employees who are willing to work long hours. Burnout is setting in at the branch level and morale is declining. Daniels and her leadership team are struggling to hire enough employees to execute this strategy. The case illustrates a company whose success is driven primarily by its human resources (HR) strategy. It also highlights the opportunities and challenges of operating a service business with a high performance/high commitment culture. The case can be used to discuss topics such as leadership, management, organizational culture, strategy, motivation, and entrepreneurs. It is recommended for upper-level undergraduate students or MBA students in courses focused on organizational behavior, general management, human resource management, leadership, or entrepreneurship.

This case follows Nate Jamison as he determines which business entity to form for his growing City Moving Company (City Moving) in Washington, DC. From the start, Jamison operated City Moving as a sole proprietorship while he bootstrapped the business. Eventually he was able to get his own truck and hire two steady employees, and the three hope to formalize a business partnership to expand City Moving so that all three men can lead their own moving teams. To document the new ownership agreement, the partners know they need to properly register City Moving as a business entity. But which one would best fit City Moving's needs?

Unlike any other European airline, Ryanair DAC had long experienced impressive growth and performance thanks to its well-designed and ruthlessly executed low-cost carrier business model. However, the limits of growth did begin to appear, at which time the company adjusted its business model with an increased emphasis on customer orientation. As a result, cracks in the business model appeared and labour issues came to the fore. While the media and industry analysts were focused on these challenges, Ryanair was undergoing a quiet digital revolution, shifting the airline's business model toward a technology-based travel platform. With the problems in the business model and a shifting business strategy, could Ryanair achieve the ambitious growth targets it set for 2024?

The case explores the journey of Fernandez Hospital (FH) and its evolution from a small maternity clinic to a tertiary-level hospital for women and children with a focus on accessible and high-quality healthcare in the areas of obstetrics and gynecology. Dr. Evita Fernandez, CEO of FH, was a vocal advocate of natural birth, contrary to the trend towards Caesarean section (C-section) deliveries seen in most hospitals across India. The case is set in the year 2014 and deliberates on the options that Dr. Fernandez had at different stages of FH's journey and the strategic decisions that she and her team made and implemented. It showcases the challenges FH faced in deciding what to do next while keeping its values intact. From studying the case, students will appreciate the need for organizations to develop a framework to help them analyze their current situation, establish priorities, identify opportunities, and make rational and well-informed decisions about the future. Dr. Fernandez had an expansive purpose of enabling safe deliveries in society at large. While an expansion of the existing hospitals may achieve this goal to the limited extent of enabling safe deliveries within her hospitals, it would not result in a much wider preference across the country for natural deliveries over C-section deliveries. The case ends with Dr. Fernandez and her team contemplating various options available to them.

Democratic institutions and other important decision-making processes in society have long been designed around the assumption that groups are better at making important decisions than are individuals. But, there is extensive research indicating that group decision making often falls short of its ideal-even when the stakes are high and consequences of the group's actions are substantial. This briefing note introduces three key biases that impede effective decision making in groups, and seven research-based strategies for mitigating biases in group decision making. Strategies discussed have been demonstrated to enhance the quality of decision making and avoid common pitfalls when making decisions in groups.

Roger Federer, widely regarded as the best tennis player in the history of the sport, walked onto the court to thunderous applause during in the second edition of the Laver Cup in September 2018. Named after tennis legend Rod Laver, the Cup pitted many of the greatest players from Europe against those from the rest of the world. Federer was more than one of the Laver Cup's main stars-he was an owner and co-creator. In fact, the idea for the event had originated in his boutique company TEAM8, which he co-founded in 2013 with his agent and business partner Tony Godsick. The Laver Cup's success had not gone unnoticed in the world of tennis. With traditional tennis tournaments such as the Davis Cup attracting new investors and with governing bodies such as the Association of Tennis Professionals planning to relaunch their team event, the competition for top players and for desirable slots on an already very full tennis calendar was stronger than ever before. Was TEAM8's Laver Cup well-positioned for long-term success?

Supplement to case 618051

In May 2018, Singapore's publicly-listed Hyflux Ltd, which was once the world's fifth largest desalination plant supplier, filed for court-supervised reorganisation of its liabilities and businesses. The company's total liabilities had escalated to S$3.4 billion (Including contingent liabilities); while its readily available cash balance was S$18.9 million and its market capitalisation was S$165 million. The court granted the company a debt moratorium, which was extended several times as Hyflux explored options of capital injection from strategic investors, asset sales and rescue financing. The revelation that the once-star company was under water and drowning in debt shocked the stakeholders. How and why did this reversal of fortune happen? Were there any red flags leading to this fallout? How would the financial restructuring affect the stakeholders? Finally, what lessons in financial management could be drawn for the company, creditors, banks and investors?

The case demonstrates how Ant Financial, the leading Fintech company in China, carried out an innovative CSR project-Ant Forest and how the project creatively integrates social goals with business practices to create a significant social impact as well as strategic values. Ant Forest is an exemplar showcasing how an environmental initiative can synergize with the core competence of a Fintech company. For undergraduate or master students, the instructor can stimulate discussion on popular CSR practices and on how to improve their effectiveness by introducing creative designs such as gamification. For an in-depth discussion, the instructor can introduce the strategic thinking behind CSR activities and the implicit competition between firms and nonprofit organizations in delivering social goods.

By February 2019, General Motors Company (GM) had evolved into one of the three dominant North American automobile manufacturers, selling over 10 million vehicles annually. However, GM's global market share had been declining over the previous 10-15 years due to intense competition in the small and mid-sized car segment from new entrants with a cost structure unlike global competitors and a product marketing strategy more focused on price than quality products. This development forced GM to rely heavily on sales of its pickup trucks and sport utility vehicles to increase gross margins that had been consistently below industry averages. At this point, the industry was also shifting toward a new automotive platform and related business model dominated by autonomous and electric vehicles. GM had to find a way to transform its current business and profit model to meet the needs and trends of an emerging electric and autonomous vehicle industry.

In 2018, the Singapore-based telecommunication operator StarHub Ltd. (StarHub) acknowledged that in 2017 its total revenue was relatively flat and its net profit had declined. In the face of rising competition and a slowing global economy, the company needed to explore new sources of revenue growth. Two areas of growth seemed promising. The first area involved the launch of StarHub's smart retail analytics for small and medium enterprises in the retail food and beverages industry, which had been experiencing a high churn rate. The second area would apply StarHub's new robotics and automation solutions in the labour-intensive hospitality industry, which suffered from an oversupply of properties and would likely see exits and consolidation. StarHub needed to choose between the two investment options.

This case asks students to review 10 columns of financial data drawn from 10 different companies and to match each with an industry in a list of 10 industries.

This case represents an amalgam of commonly reported experiences people have when interacting with others from different social class backgrounds and positions of power. The A case takes the perspective of Dan Marlow, who grew up with access to financial and cultural resources and has built his own construction company. He has just fired Robby Gomez, an otherwise great worker, for chronic lateness, and he wonders why he is having trouble motivating and keeping employees. The B case takes the viewpoint of Gomez, who works hard but has trouble getting to work on time because of practical difficulties like car trouble and obligations to family and others in his community. By comparing the perspectives and experiences of these two protagonists, students learn to see how our own experiences and cultural knowledge can inform our decisions and the employee programs that we design. Because we are not aware of cultural norms that we have not personally experienced, we need to include a diversity of viewpoints in the decision-making and design process in order to design effective systems and have effective interactions across differences.

B Case to case UV7765 This case represents an amalgam of commonly reported experiences people have when interacting with others from different social class backgrounds and positions of power. The A case takes the perspective of Dan Marlow, who grew up with access to financial and cultural resources and has built his own construction company. He has just fired Robby Gomez, an otherwise great worker, for chronic lateness, and he wonders why he is having trouble motivating and keeping employees. The B case takes the viewpoint of Gomez, who works hard but has trouble getting to work on time because of practical difficulties like car trouble and obligations to family and others in his community. By comparing the perspectives and experiences of these two protagonists, students learn to see how our own experiences and cultural knowledge can inform our decisions and the employee programs that we design. Because we are not aware of cultural norms that we have not personally experienced, we need to include a diversity of viewpoints in the decision-making and design process in order to design effective systems and have effective interactions across differences.

Kewal Balana, Proprietor of Ganga Enterprises (Commission Agent firm) at Sriganga Nagar, Rajasthan, a province in western India, was worried about the government decision of abolishment of 2 % commission in May 2018, in 'Kachi-Aadat' line of business, due to the direct online transfer of money to farmer's bank account. Due to the abolishment of commission the firm suffered a net reduction in profit of INR 1 million, 2% of INR 50 million of commodities sold by the business to the government every year. More than the abolishment of commission, he was concerned about the recovery of interest on credit which he had been providing to approximately 400 farmers for more than 40 years. Ganga enterprises provided short term credit to farmers on interest rates ranging from 15% - 18%. Considering the above situation, Bhushan Kumar, younger brother of Kewal Balana, wanted to quit the Kachi- Aadat line of business and move to Pakki-Aadat line of business. This would help the firm to sell commodities directly to the industrial unit and charge 1% commission on net sales. His son Shobhit Kumar Balana on the other hand wanted to enter into an entirely new line of business where in the firm would buy the commodities, store them and sell them later when the prices increase (stock trading). He wanted to enter the business of stock trading using his knowledge of agricultural market and commodity derivatives and trading.

This case describes a business opportunity for B+L, a German firm that forecasts demand for construction materials. China's Belt and Road Initiative (BRI), a large infrastructure building program, could allow B+L to broaden both its product range and its client base. The protagonist is Martin Langen, the founder and chief executive officer of B+L. His firm produces forecasts for a range of construction materials in particular geographies. The forecasts are based on publicly available data. B+L adds value by creating models that contain a variety of factors and adjustments to produce forecasts that are standard and directly comparable across regions. This kind of forecast is unavailable elsewhere, and is highly valued by construction materials makers. When China announced the BRI, a plan to build infrastructure along the old silk routes through central Asia, Martin believed B+L could create new forecast products to estimate demand for construction materials in BRI affected markets. Since these markets were not always well developed, and there was a high degree of uncertainty surrounding the BRI projects, B+L would have to develop new techniques to create the new forecasts.

This disguised case presents the situation confronting the new VP materials supply chain as "HungryPet". Newly arrived in the role, the VP realizes that the ambitious new project to implement an end-to-end planning system neglects the key bottleneck of materials supply between the HungryPet factories and their packaging and ingredient vendors. In response to this situation, the VP conceives a new, innovative cloud solution to improve collaboration between HungryPet and its vendors. The solution would improve and streamline the information flow, saving planner time and propagating supply requirements and confirmations faster. This would protect and enable the expected benefits of the new planning system project. Ideal as an exam question for MBA or Master students, a Teaching Note is provided. This contains a grading guide as well as sample submissions considered exemplary.

A group of Canadian parents wanted the Canadian government to create a redress system related to Canada's no-fly list, which affected some of their young children whenever they flew. The parents formed an advocacy group called the No Fly List Kids group in 2016, and the group undertook various campaigns-including innovative guerrilla marketing campaigns and uses of both digital and traditional marketing-to highlight the issue of Canadian children being identified as potential security risks before they boarded flights within Canada. Over a three-year period, the group worked to raise awareness of the issue and to pressure the Canadian government to create a redress system similar to that in the United States. Its efforts eventually resulted in the allocation in 2018 of CA$81.4 million dollars for a redress system. In November 2018, the group was scheduled to meet members of the Senate, and it had to decide what short-term and long-term activities to undertake to achieve its stated goal of having a functioning redress system that would help all those affected by the no-fly list-not only children of group members, but all people, young and old, from various backgrounds.