個案總覽

The chief executive of Barry-Wehmiller, a large maker of industrial equipment, has resolved to run the company via "truly human leadership" in which "success is measured by the way we touch the lives of people." With unusual people practices and a distinctive strategy, the company has generated enviable financial results. During the Great Recession of 2007-2009, the company went to great lengths to avoid layoffs. But as the case opens in 2013, one division of the company faces a sharp downturn, and the head of the division must decide whether to let employees go. In light of Barry-Wehmiller's people practices and strategy, what should he do?

The Jet Propulsion Laboratory, a federally funded research institution within NASA, the U.S. National Aeronautics and Space Administration, has played a large role in many space and planetary explorations, particularly to the planet Mars. As a project-based organization, JPL has many opportunities to learn between successive missions, but there are many cultural, structural and incentive-based challenges to the development and exchange of experience-based knowledge. The main case decision point focuses on one such challenge in particular: how to instill in junior engineers the practice-based experience of their seniors. Jennifer Trosper, project manager for the Mars 2020 mission, is trying to decide whether or not to seek funding for a hands-on training program building miniature, educational versions of a Mars surface vehicle. However, the cases address a number of other managerial decisions, such as determining the balance between innovation and replication of prior solutions, given that Trosper has been charged with re-using engineering designs from prior projects, but for an expanded mission. The cases also explore generic knowledge-transfer issues faced by JPL's Chief Knowledge Officer, David Oberhettinger, such as the role of documentation, uses of formal "lessons learned," and how best to use the scarce time of the most valuable JPL engineers.

At the conclusion of the (A) case, Jennifer Trosper needed to decide whether or not to throw her support behind the training and outreach represented by the ROV-E program to build small rovers like the ones used on the surface of Mars by NASA JPL. The (B) case describes her decision and provides further information on her subsequent efforts made after the initial decision.

In 2015, Toshiba, a conglomerate best known throughout the world for its electronics products, announced to the world that it has overstated profits by 151.8 billion yen (US$1.2 billion) over a seven-year period. The conduct of Toshiba's management and employees left a deep stain on Japan that threw corporate culture and corporate governance practices into turmoil. This case presents a comprehensive overview of the Toshiba accounting scandal. It examines how the accounting irregularities in evidence at Toshiba spread from a relatively minor case of accounting misrepresentation to corporate-wide deception ingrained in the cultural fabric of the organization. The research highlights how issues of corporate culture can undermine even the most robust corporate governance strategies, and examines some of the challenges Toshiba faces in its attempts to recover from the biggest accounting scandal in contemporary Japanese history.

In September 2008, Hank Paulson, U.S. Treasury Secretary, Ben Bernanke, Chairman of the Federal Reserve Board of Governors, and Tim Geithner, President of the Federal Reserve Bank of NY, found themselves in the eye of the mightiest financial storm since the Great Depression. After months of battling the crisis, they were confronted with the largest problem they had encountered yet-Lehman Brothers, the global investment bank, was teetering on the edge of failure. This case asks students to consider what the appropriate response from the policymakers and central bankers should have been.

In September 2008, Hank Paulson, U.S. Treasury Secretary, Ben Bernanke, Chairman of the Federal Reserve Board of Governors, and Tim Geithner, President of the Federal Reserve Bank of NY, found themselves in the eye of the mightiest financial storm since the Great Depression. After months of battling the crisis, they were confronted with the largest problem they had encountered yet-Lehman Brothers, the global investment bank, was teetering on the edge of failure. This case asks students to consider what the appropriate response from the policymakers and central bankers should have been.

Itamar Frankenthal was evaluating bank loan proposals to finance his acquisition of Rose Electronics Distributing Company ("Rose"). He contacted 40 small and large banks that lent in the region and that outreach and follow-up calls resulted in nine term sheets received from different lenders. With the proposals in-hand, he needed to decide which one was the most favorable.

Spin Master, a children's toy and entertainment company, was getting ready for an initial public offering (IPO). Its founders were weighing their options with regard to some core issues: What was the right positioning for Spin Master with potential investors? What was the right approach to valuing the business? How did that approach translate into enterprise value, equity value, and share price for the IPO?

In June 2013, the senior vice-president of talent management of the Canadian Imperial Bank of Commerce (CIBC), recognized an organizational need at the bank. He realized that, to build a strong workforce, CIBC needed to move from simply filling diversity targets through recruitment to a focus on the development and advancement of a leadership talent pool. Towards that goal, he appointed the vice-president of executive talent management to lead a new diversity and inclusion department. CIBC had an even representation of women at an aggregate level, but the company wanted to improve the level of representation at the executive level. The vice-president of executive talent management conducted an internal and external analysis of gender diversity and inclusion in the financial sector. She then wondered how to continue the momentum by leveraging CIBC's strong track record as a company committed to diversity, hoping to evolve the strategic focus on gender. She also wanted to determine which key leaders to engage and how best to secure their sponsorship.

David Hamilton has opened Hamilton's Electronics Services, Inc. During the first year, he was too busy to keep much in the way of accounting records. Early in January of the following year, he hired a local CPA to reconstruct, in summary form, all the transactions that had occurred in his business during the previous year.

Several private startups, including Planetary Resources, SpaceX, and Deep Space Industries, had initiated plans to mine minerals in space. The ventures looked promising: an asteroid one kilometre in diameter contained, potentially, $20 trillion worth of industrial and precious metals. Governments had become involved in space exploration as well, with interests that ranged from projecting military power in space to claiming resources. The current legal framework surrounding space exploration was vague, but the United Nations Treaties and Principles on Outer Space recognized extraterrestrial resources as the "common heritage of humankind." What should a privately funded venture company consider when developing a strategy for space exploration and mining? What would be the concerns of a senior government official or a representative from a global organization such as the United Nations? Are the concerns different for different countries?

Supplement to case W16564.

Student spreadsheet for case W15391.

On November 1, 2015, the four founders of Kaps Foods India Private Limited (Kaps) invited external business consultants to a business strategy meeting. The ice cream industry was moving toward the premium segment of the market, and Kaps was eager to move out of its stagnant phase. However, two of the four founders were skeptical about the acceptance of the Kaps brand in the higher-end market. They believed that the market would always consider Kaps a local brand, which was not ideal for moving into the premium market. Also, taking on the bigger players at the higher end of the ice cream segment would be a daunting task for the company. The four partners had a number of issues and options to ponder and discuss with consultants. Becoming a pioneer in the ice cream industry in the central Indian state of Chhattisgarh was a proud achievement for the team, but what new marketing considerations would be involved in entering the premium market?

With a rich history stretching back to the 19th century, Wang Laoji herbal tea was one of the most popular drinks in China. The tea was sold in a green-box version by Wang Laoji and a red-can version licensed to Jiaduobao Beverage Co. Ltd. (Jiaduobao Beverage), but in 2012 the right to use the Wang Laoji name was lost by Jiaduobao Beverage following a legal dispute. Jiaduobao Beverage had to quickly transfer brand associations from Wang Laoji to its own brand and retain consumer loyalty. But was it successful in doing so? Did Jiaduobao Beverage enhance its brand equity through transferring Wang Laoji's brand associations? What could Wang Laoji do to counter its loss of brand equity?

In the summer of 2016, wearables 'wunderkind' and Pebble founder and CEO, Eric Migicovsky, was pleased with the young startup's success in the five years since its founding. The Silicon Valley-based company had recently shipped its two millionth smartwatch; held the record for three of the four highest Kickstarter campaigns ever (raising cumulatively over $40 million on the site); launched its first non-watch product dubbed a "wearables game changer;" and enjoyed a loyal customer base, particularly among technology early adopters and the community of software developers that created applications and watch faces for its products. Nonetheless, the young company faced a variety of challenges. The nascent smartwatch industry recently saw a dramatic uptick in competition. Apple had introduced its smartwatch the prior year; other established technology companies such as Samsung and Motorola offered smartwatches; U.S.-based fitness tracker Fitbit had recently launched its first smartwatch; and Chinese firm, Xiaomi, was soon to release a low-priced smartwatch. Migicovsky considers an array of strategic options as he looks ahead.

This article reviews the role of a global commercial organization, The Coca-Cola Company, in contributing to national stability in developing markets through a strategic approach to social and economic contribution. The company's initiatives complement the role of policymakers, who are primarily responsible for the safety and prosperity of citizens, often using the Golden Triangle model that aligns government, civil society, and the private sector. Examples are drawn from the empowerment of women and youth; leverage of specialist expertise in water replenishment and in distribution and logistics; the impact of global standards of compliance; and the creation of high-value jobs throughout the expansive value chain. The Coca-Cola system is global in scale but multi-local in its operations, leveraging universal human traits with high relevance in individual markets.

Ethical leadership can lead to many positive organizational outcomes. Previous studies have shown a correlation between ethical conduct and profitability; in addition, firms that have high ethical standards have fewer legal issues. The existing ethical leadership literature assumes a stable external environment. The business and peace literature, on the other hand, assumes instability but has thus far largely ignored the role of leadership within companies as a possible driver of peacebuilding activities. The practitioner community has already begun to recognize that leaders of organizations are the key drivers of change in the peacebuilding context. The Business for Peace Foundation, the foremost organization in the practitioner community, gives its annual award to business leaders who promote peace within their organizations and communities. These Business for Peace honorees represent the 'ethical leadership' qualities of peace promotion, without reference to academic theories in either area. We conducted semi-structured interviews with the 2015 Business for Peace honorees and combined those with their public speeches at the Business for Peace events to examine what role these business and peace leaders saw between ethical leadership and peace promotion. Unlike the academic research that suggests only a theoretical and sometimes a direct but tangential connection to peacebuilding, the honorees highlight the direct and visible connection of ethical leadership to peace in unstable environments. We begin by describing the relevant business for peace and ethical leadership literatures. Then we highlight the significant aspects of the interviews and speeches and relate these to the prevailing theories of both business and peace and ethical leadership.

Businesses have many opportunities to foster sustainable peace. To illustrate the possibilities and limits of businesses reducing violence, we describe the case of ABN AMRO in Brazil and its social program in Novo Lino, one of the poorest municipalities in the country characterized by high levels of violence toward children. With ABN AMRO's support, Novo Lino was able to significantly improve the living conditions of abused children assisted by the social project and raise awareness of children's rights protection. However, despite the corporation's efforts, the project ended after ABN AMRO withdrew its financial support. This case study intends to stimulate discussion on the roles and possibilities of corporations in the social context of extreme poverty. We conclude that businesses need to adopt an integrated approach that simultaneously addresses the several factors related to extreme deprivation and reduces the likelihood of violence in situations of extreme poverty.