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This case focuses on Hilton's corporate response to the global problem of human trafficking in the hospitality industry. It outlines Hilton's responses to date and discusses the company's human rights policies and forward-looking anti-trafficking initiatives. These include matters such as revising Hilton's internal code of conduct and related policies and procedures, training employees to detect and report trafficking activities, collaborating with anti-trafficking NGOs and civil society organizations, and developing means to enhance scrutiny of partners, vendors, and suppliers. The case ends with the protagonist, Hilton's vice president of corporate responsibility, considering a variety of potential decisions and next steps to implement them.

Xbed Technology Group (Xbed), a start-up that branded itself as an online hotel platform, was founded in 2015 with the aim of addressing the changing landscape of China's hospitality industry while coping with issues related to a customer-to-customer sharing economy model. By employing a dual-sharing model and utilizing state-of-the-art digital technologies, the company emerged as a disruptor in the market and expanded to 44 cities in China in just two years of development. As Xbed grew, it faced many challenges, including intense competition from both sharing economy players and traditional hotels. In 2017, as the company looked toward the future, its founder wondered about the future of hospitality services in China and what the company's strategic focus should be as it pursued its next phase of growth.

John Law had fled to safety in Brussels, Belgium, in December 1720. His furtive exit from France confirmed for many people that he was a criminal. Yet only months before, he had been hailed as a financial genius and the second most powerful person in France. In four years, he had managed to refinance the nearly bankrupt government of France and in the process created new markets, institutions, and securities. Then a bubble and crash in France's markets turned public opinion against him. In advance of petitioning for a return to Paris, Law needed to prepare a defense. To sustain a return, he would need to assert that the collapse of the Mississippi Company bubble was a matter of external circumstances and bad luck rather than mismanagement or fraud. On what circumstances could he pin the rehabilitation of his reputation?

Student spreadsheet for cases UV7544 and UV7548.

Supplement to case UV7544. From 1721 to 1723, John Law hovered near to France, hoping to receive a message from the regent to return and repair his system. Throughout his exile, Law maintained an amicable relationship with the regent and always hoped to return to France. Meanwhile, the French political pendulum continued to swing to the right, in favor of the financial system of the ancient regime. In short, the new regime deconstructed Law's system: institutions closed, monopolies redistributed, and government debts renegotiated or repudiated. The government sharply limited the granting of corporate charters and development of the banking industry.

In September 2009, President Barack Obama announced a hefty tariff on low-cost automobile and light truck tires imported from China. Earlier that year, the United Steelworkers of America, which represented workers in many US tire production plants, had filed for protection under Section 421 (the "China safeguard") of the US Trade Act of 1974. Supporters of the decision saw the tariff on Chinese tires as an extension of the president's efforts to enhance the enforcement of trade laws, the position Obama had adopted time and again as a candidate in 2007. Could the tire safeguard provide a template for how policymakers could protect American workers?

Supplement to case UV7541. In September 2009, President Barack Obama announced a hefty tariff on low-cost automobile and light truck tires imported from China. Earlier that year, the United Steelworkers of America, which represented workers in many US tire production plants, had filed for protection under Section 421 (the "China safeguard") of the US Trade Act of 1974. Supporters of the decision saw the tariff on Chinese tires as an extension of the president's efforts to enhance the enforcement of trade laws, the position Obama had adopted time and again as a candidate in 2007. Could the tire safeguard provide a template for how policymakers could protect American workers? The B case provides an epilogue.

Standard Chartered Bank (Singapore) Limited (Standard Chartered) was part of an international banking group that focused on the creation of wealth across Asia, Africa, and the Middle East. As part of its commitment to corporate social responsibility, Standard Chartered launched a project in 2012 called Silver Lining, a community project that aimed to support elderly Singaporeans in meeting their financial and health care needs. Silver Lining had overcome a number of challenges since its inception, choosing appropriate partners and finding ways to help young volunteers overcome language barriers to work with elderly clients. It had also joined with other organizations to collaborate on offering supports and services to seniors in the community, some of whom were dealing with poor mental health. In early 2017, Standard Chartered had to make some key strategic decisions in order to ensure the continued relevance of Silver Lining and justify the need for continued funding for the project.

The president and vice-president of BonaVista Pools Limited (BonaVista) needed to decide what to do for the upcoming pool production season. They received notice that the two employees in charge of overseeing the most crucial step of the pool production process were going to be unavailable for the upcoming period. Anticipating a busy season, the president and vice-president needed to decide whether to hire a new nozzle operator, promote their junior nozzle operator, or outsource this crucial step in the pool production process. They needed to look at the financial and operational implications of each option and ensure they maintained the premier standard of BonaVista set by their father.

Tonya Lanthier tucked her twin 13-year-old girls Teagan and Ramsey into bed and gave each of them a big hug. She considered herself blessed to have two happy children and a fast-growing business that enabled dentists to find well-matched auxiliary staff, and for dentists, dental assistants, hygienists and front-office staff to find jobs they loved. Her company, DentalPost, was by all accounts thriving. Earlier in the week, however, she'd attended a workshop on product and service innovation and a couple of her fellow participants had suggested ways that what they had learned could be put to use in Tonya's business. "We've got the most comprehensive solution in our industry," she thought to herself, "and we've been making it even better - one step at a time - for more than a decade. There's always been an opportunity for us to innovate and that's probably still true, even now. So, I wonder what our next innovation should be?"

This is a two-part case. Case A introduces Kim Underhill as the new Regional Head at Appliances International, a leading global appliances manufacturer that has sold more than 30 million household and professional products in over 70 markets. Underhill was headhunted in December 2016 to help revive the firm's declining performance in the key Asia-Pacific markets of India, Thailand, Singapore and Malaysia. Of the four markets, India, had proved to be particularly challenging with AI having a marginal presence, stagnant sales, recurring losses, and poor brand image in the country. Upon taking charge, Underhill sensed some wariness on the part of the India team in dealing with a woman leader. She held meetings with the employees to understand the issues better, and thereafter decided to implement a series of measures to help turn the situation around. Over the next few months, she laid off a number of senior managers whom she believed were incompetent and lacked motivation. She implemented new performance incentives for the sales staff. She also met the key customers, and worked towards addressing their concerns and misgivings with AI. However, by the end of the year, there was no significant improvement in AI India's sales performance or relationships with its channel partners. With 14 months gone by, Underhill was worried. Had she overcommitted by promising to turnaround the company in two years? What should she do now? Case B sees Underhill implementing other initiatives to turn the company around, such as joint activities with channel partners, investment in brand activities, running of product and service training, and holding regional meetings to encourage open conversations among colleagues across different offices. She also drew upon AI's matrix structure to have experienced managers located in other countries assist in coaching employees at the India office. Consequently, AI's sales in India began to grow, recording 20% increase in the following year.

This is a two-part case. Case A introduces Kim Underhill as the new Regional Head at Appliances International, a leading global appliances manufacturer that has sold more than 30 million household and professional products in over 70 markets. Underhill was headhunted in December 2016 to help revive the firm's declining performance in the key Asia-Pacific markets of India, Thailand, Singapore and Malaysia. Of the four markets, India, had proved to be particularly challenging with AI having a marginal presence, stagnant sales, recurring losses, and poor brand image in the country. Upon taking charge, Underhill sensed some wariness on the part of the India team in dealing with a woman leader. She held meetings with the employees to understand the issues better, and thereafter decided to implement a series of measures to help turn the situation around. Over the next few months, she laid off a number of senior managers whom she believed were incompetent and lacked motivation. She implemented new performance incentives for the sales staff. She also met the key customers, and worked towards addressing their concerns and misgivings with AI. However, by the end of the year, there was no significant improvement in AI India's sales performance or relationships with its channel partners. With 14 months gone by, Underhill was worried. Had she overcommitted by promising to turnaround the company in two years? What should she do now? Case B sees Underhill implementing other initiatives to turn the company around, such as joint activities with channel partners, investment in brand activities, running of product and service training, and holding regional meetings to encourage open conversations among colleagues across different offices. She also drew upon AI's matrix structure to have experienced managers located in other countries assist in coaching employees at the India office. Consequently, AI's sales in India began to grow, recording 20% increase in the following year.

In November 2017, Coca-Cola India Private Limited (Coca-Cola India) laid out a plan for the next summer-the introduction of a whipped frozen fruit dessert. Minute Maid Perfect Fruit, which Coca-Cola India planned to launch in India's top 10 cities in 2018, was to be an extension of the company's Minute Maid brand. Coca-Cola India also intended to expand Maaza, its fruit drink brand, with two new variants. These extensions were to be part of the company's strategy to launch a line of Beverage Plus products. Although globally, the parent company first began testing Perfect Fruit in Australia, the frozen dessert market in India would be the first to witness its full-scale launch. The company planned to launch the products at high foot-traffic retail outlets and popular locations for young people. If Coca-Cola India chose to make a foray into the frozen desserts segment, what strategic capabilities could it leverage? What possible obstacles to success could arise in the new product categories? What branding strategies could the company use to promote its products in this segment? Which market segments should the company target? What were the pros and cons of entering this segment? Most importantly, was it the right time to enter this market segment?

GoPro, Inc. was an American action camera and software manufacturer founded in 2002 by a young entrepreneur. The company introduced innovative action cameras and became a successful brand with the help of content marketing. It continued its innovative spree for more than a decade and was the market leader in the industry. However, in March 2017, the company faced challenges due to product failures and increased competition, and the introduction of new products in the market. GoPro's stock price dropped as a result of a loss of confidence by both consumers and investors. What strategies could the company adopt to regain its competitive strength and revive confidence in its brand? What could it do to be more innovative and successful, and in doing so, fend off the low-cost competition?

In October 1720, John Hanger, governor of the Bank of England (BoE), and his fellow directors confronted the imminent collapse of the South Sea Company (SSC). The SSC directors urgently appealed to the BoE for funds to prevent collapse. Should the bank rescue the SSC? The answer to this question hinges upon an assessment of the origins of the market bubble, Britain's strategy of creating trading monopolies, the development and role of the new BoE, and Britain's jockeying to be a major power.

Student spreadsheet for cases UV7532 and UV7536.

Supplement to case UV7532. In October 1720, John Hanger, governor of the Bank of England (BoE), and his fellow directors confronted the imminent collapse of the South Sea Company (SSC). The SSC directors urgently appealed to the BoE for funds to prevent collapse. Should the bank rescue the SSC? The answer to this question hinges upon an assessment of the origins of the market bubble, Britain's strategy of creating trading monopolies, the development and role of the new BoE, and Britain's jockeying to be a major power. The B case presents an epilogue.

In 1822, the directors of the Second Bank of the United States contemplated the election of a new president of the bank. The policies of the new president would either continue those of the retiring incumbent, which had contracted the nation's money supply, restoring the bank's stability after a panic but also stoking outrage across the United States, or deviate from them to support national economic development by providing more credit and a sound paper currency usable throughout the country. The case frames the contest for control of the Second Bank that would ultimately determine the bank's role in the American economy. The case presents opportunities for financial analysis of the health and performance of the Second Bank, for assessment of the governance and management of the bank, and for consideration of the timing of a change in strategy regarding the bank.

In April 2018, after it became known that Google was collaborating with the US Department of Defense on Project Maven, over 3,000 employees signed an internal memo asking CEO Sundar Pichai to (a) cancel the project immediately, and (b) enforce a policy stating that the company would never build warfare technology. Project Maven had been launched in early 2017 as part of the DoD's efforts to integrate AI and machine learning into its defense strategies. Drones, robots and AI were increasingly deployed in intelligence gathering and combat operations in what was considered a 21st century "arms race." While Google described its role as "non-offensive," the memo argued that involvement in Project Maven might hurt its reputation and ability to attract talent at a time when public trust in technology was waning. The case puts students in the shoes of a recent hire faced with the choice of signing the memo. It also invites them to consider how they would respond, as CEO, to such a petition against one of the company's contracts.