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The case starts by describing the transformation of ING Netherlands from a traditional bank with functional hierarchies to an organization that embraces digitalization and 'Agile' principles. Then it illustrates how the bank is re-organized around self-managed teams without traditional managers. Finally, the narrative recounts how employees are empowered to make decisions.

Supplement to case IN1530 and IN1533

Supplement to case IN1530 and IN1533

Supplement to case IN1530 and IN1533

Supplement to case IN1530 and IN1533

Supplement to case IN1530 and IN1533

As a student at the Harvard Business School, Sadiq Gillani decided to focus his career on the airline industry. This case study explores Gillani's strategic decisions to take positions with aviation consulting companies, start-up airlines, and budget airlines-and gain valuable experience that prepared him to work on big transformative issues, skills he would later use as chief strategy officer at the Lufthansa Group, Europe's largest aviation company. At Lufthansa, a company with a German culture where people tended to work their way up, Gillani found himself an outsider. Networking and establishing a presence as a global expert and leader in the industry helped move his career forward. In 2018 Gillani became senior vice president at Emirates, which operated in 80 countries around the world and was the largest airline in the Middle East. As he reflected on the moves he had made to build his career and his reputation in the airline industry, Gillani wondered to what extent the career strategies he had employed were generalizable to other people in other industries-and whether these strategies would prepare him for his next position.

Set in February 2018, the case follows Gillian Tee and Lily Phang, the co-founders of Homage, a Singapore-based tech startup providing on-demand home care service to the elderly. Homage was founded as a solution to the growing social problems caused by an ageing population-the proportion of Singaporeans aged 65 years and above was on the rise while the support ratio was declining rapidly. Challenged by the shortage of skilled labour, the limited capacity of facilities, and rising costs, the government was keen on promoting the concept of families and communities as the first line of care for the elderly. However, tending to the needs of elderly family members was affecting the social, family and work life of family caregivers. Such informal caregiving was also causing discomfort to the elderly care recipients. The incumbent care agencies relied on foreign workers due to the shortage of a trained local workforce; their conventional operating model was less effective in meeting the requirements of the care recipients, and coordination between the care recipient and the care professionals was erratic and tedious. Homage's smartphone-based application addressed these problems in caregiving by matching elderly care recipients to care professionals based on more than 50 different criteria. The application empowered heretofore dormant caregivers to choose service requests that matched their terms and skill levels. By automating the entire process, the application rendered a seamless and cost-effective on-demand service for the elderly while creating flexible income opportunities for those who had dropped out of the workforce. After gaining ground in the market and securing funds for growth, Gillian and Lily were gearing up for scaling the business by driving up its adoption and usage. However, they had to prepare for the accompanying potential challenges.

In 2015, the chief executive officer (CEO) of Hart Schaffner Marx, a 130-year-old U.S. maker of men's suits and sport coats in Des Plaines, Illinois, set out to create an employment program for people with autism with the help of the company's partner, Autism Workforce. Unlike other similar employment programs, this program aspired to employ people who were seriously affected by autism challenges. The two partnering organizations had worked diligently to activate work skills in people with developmental disorders, and now sought to extend and leverage their initial successes. In 2017, the company's CEO and owner was now facing decisions about how to extend and leverage the employment program's initial success.

In March 2017, a pharmacy in Berlin encountered a personnel scheduling problem. The pharmacy's key activity was serving customers in-store with ready-made medication. These services had to be offered during regular opening hours, on occasional Sundays, and during pre-assigned emergency-service shifts. In addition, customer-specific formulations had to be prepared, and certain office duties had to be performed. A particular aspect of the problem was that, in addition to differences in the employment contracts, the employees' preferred attendance times had to be considered. Although the issue was presented as an operational problem, long-term considerations of determining the cornerstones of the employment contracts could be addressed.

On October 3, 2016, the Government of Ontario released its finance statements for the province without the opinion of Ontario's auditor general. This incident stemmed from a disagreement between the auditor and the government over public-sector pension accounting interpretations, which had the potential to seriously affect the province's budget balance and long-term debt levels. It was uncertain how this disagreement would be resolved. Many members of the media, think tanks, and opposition political parties decried the government for refusing to co-operate with the auditor, while others felt the auditor had gone too far in her interpretation of Public Sector Accounting Standards.

In 2016, Michael Rubin's Fanatics was the U.S.' largest sports e-commerce company, and operator of the official online store for all the major American sports leagues. That year, Fanatics began to dabble in manufacturing licensed sports merchandise, securing limited permissions from leagues to manufacture apparel in response to 'micro-moments,' sudden surges of interest in a team or player that were too abrupt for the league's usual licensees to react to. The success of these efforts raised the possibility that Fanatics might make a play to displace a major athletic wear manufacturer as the official merchandise licensee of a major sports league. For a company with little manufacturing infrastructure and experience however, it was unclear whether this was an advisable step for Fanatics, or how they would go about it.

The Eastman Kodak Company (Kodak) was a name familiar to most Americans. The company had dominated the film and photography industry through most of the 20th Century and was known for making affordable cameras (and the "Kodak Moment") and supplying the movie industry with film. At its peak in 1997, Kodak had a market value of $30 billion. Despite inventing the first digital camera, Kodak stumbled to capitalize on the new technology and by 2011 the company was in Chapter 11 bankruptcy protection. In September 2013, Kodak emerged from bankruptcy as a smaller business-to-business (B2B) digital imaging company. The following March, Jeff Clarke took over as Kodak's new CEO. The company continued to produce and sell film to moviemakers, but Clarke, who needed to reinvent Kodak, wondered if keeping that business line made sense. To some inside the company, film was a "sacred cow" and fundamental to Kodak's identity. In January 2016, Clarke and his executive team traveled to Las Vegas, Nevada, for the annual Consumer Electronics Show (CES) where the company unveiled a prototype of its new Super 8 camera-an analog motion picture camera initially launched in 1965 to shoot home movies-with updated features. Over the course of the four-day event, media and other industry players had overwhelmed the Kodak booth, excited to catch a glimpse of the camera, asking when they could expect to see the Super 8 on shelves. While the business-to-business (B2B) side of the company appeared to be growing, the new Super 8 reflected the culture and identity of a firm originally rooted in film and consumer products. Sentiment aside, Clarke needed to decide if the new Super 8 fit into the company's overall strategy and whether Kodak was focused on the right markets for growth. What was the optimal path to reinvention?

This note provides a brief overview of the history of Saudi Arabia as well as the economic and political context in 2018. The note is an essential supplement to the case "Almarai Company: Milk and Modernization in the Kingdom of Saudi Arabia," HBS No. 719-020, but is also appropriate for other relevant cases.

In 2017, a strategic analyst with the Ontario Ministry of Energy, was asked to evaluate the potential for decommissioning the Ontario Power Generation's Pickering Nuclear Generating Station (Pickering) in Pickering, Ontario, at the scheduled end of the plant's operations in 2024, instead of waiting until 2054. Decommissioning Pickering would require $5.264 billion in 2016 terms. Storing the spent fuel would cost another $4.3 billion, for a total of $9.564 billion. Ontario Power Generation had set aside $2.75 billion for decommissioning Pickering and for long-term storage of its spent fuel. To bridge the gap between what it had contributed and what was required, Ontario Power Generation was investing in a decommissioning fund and assuming that its investment would increase in real terms by 3.25 per cent a year. The strategic analyst had to examine what it would cost to decommission Pickering in 2024 versus what it would cost in 2054.

In late 2015, the chief people officer at IndiaFirst Life Insurance Company, a joint venture with two public sector banks in India, faced a new challenge. The company's managing director and chief executive officer communicated the company's goal to become India's largest insurance provider and to be among India's top five insurance companies by 2020. The chief people officer was tasked with ensuring the company had the organizational capabilities in place to achieve this goal. Although the chief people officer was confident he could complete the task, he needed to devise a plan, roll it out, and deliver it promptly to meet the pressing expectations of achieving the new vision.

In 2011, Alexis Horowitz Burdick founded Luxola, an e-commerce platform selling branded cosmetics online in Singapore. By 2015, Burdick was able to expand her venture across 12 markets in Asia Pacific region and was acquired by Louis Vuitton Moet Hennesey (LVMH) under its cosmetics arm of Sephora. However, the initial years of Luxola had been fraught with several challenges. The primary challenge for Luxola had been attracting funding from venture capitalists. Luxola had been established by a solo woman founder, and typically venture capitalists avoided investing in start-ups established by women. Another unexpected challenge for the company was the 'lack of trust' reputed cosmetic brands had on e-commerce platforms. Burdick used a lean business model and customer centric strategies to cope with these challenges. After the acquisition, Sephora retained the senior staff including its founder. Burdick now focussed her attention on more sophisticated channels of marketing and implemented digital analytic tools and behavioural messaging to drive customer conversion ratios. These strategies had begun to produce results, and Burdick was hopeful that she could further grow the company in the region fairly quickly. Luxola had tapped on an unmet user need of women in Southeast Asia - sourcing branded cosmetics from an online platform. The unmet user need had stemmed from a demographic transformation wherein the young women in the region were becoming increasingly independent and liked to splurge on themselves. Other than demographics, what other sources of innovative opportunity had Luxola satisfied? Was exiting through acquisition the right strategy for Luxola?

This case describes President Donald Trump's steel and aluminum tariffs of 2018. The case covers the recent history of U.S. trade protectionism in these industries, as well as the domestic and international politics surrounding the Trump tariffs. The case discusses industry reaction to the tariffs, as well as their implementation by the Department of Commerce, and retaliation by other countries.