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Student Spreadsheet for product W15417.

The case is set in 2014 in Indonesia, with the leaders of a once strong national bank - Bank Negara Indonesia (BNI) - facing the challenge of transformation amidst a volatile and uncertain business environment. With growing competition and the rapid economic growth of the nation, the bank leadership recognises that a major change is needed to ensure the future survival of the bank. In 2008, a new management team was appointed to address those issues as BNI fell from number one to four in terms of market share in Indonesia. The bank suffered from inefficient business practices and a capability gap due to a zero-growth policy in terms of employees. As a long-time stable state-owned enterprise, which was typically slow to adapt, bringing about change would be quite a challenge. At the centre of the transformation agenda is the need to shift from a product-centric approach to a customer-centric one. To achieve this, a strong emphasis on human capital was necessary to address the firm's strategic needs in the areas of talent, leadership, culture, and structure. For this purpose, Felia Salim, the Vice CEO, took charge of the human capital strategy.

This case is part of a four part series that examines the merger of the Walter Reed Army Medical Center and the National Naval Military Center at Bethesda - the most expensive, controversial and largest hospital merger in US history. The series includes: A case + A teaching note (Leadership of VADM Mateczun); B case + B teaching note (Army/Navy cultural issues); Epilogue (short conclusion); Film - award winning short documentary. The A case focuses on the leadership of Vice Admiral Dr. John Mateczun, a three-star Navy admiral who led the merger. Mateczun achieved what many considered to be a minor miracle - integrating Walter Reed and Bethesda Naval in the face of fierce institutional resistance. But in his drive to see the plan through, Mateczun stretched the limit of military authority, expended his political capital and alienated friends and colleagues. The case allows discussion of leadership styles and the importance of persuasion, negotiation, communication issues, and personal character. There are two companion cases and a 17-minute film. The film shows a brief history of the hospitals, explains the BRAC (Base Closure Commission), and shows the intensity and urgency of the medical needs of patients being cared for at Walter Reed during the height of the Iraq and Afghanistan wars. The B Case focuses on the difficulties of merging organizations with significant cultural differences. It may be taught together with the (A) case or on its own with the video. The short Epilogue looks at the outcome in 2014, 3 years after the merger. Case number 2035.0

This case is part of a four part series that examines the merger of the Walter Reed Army Medical Center and the National Naval Military Center at Bethesda - the most expensive, controversial and largest hospital merger in US history. The series includes: A case + A teaching note (Leadership of VADM Mateczun); B case + B teaching note (Army/Navy cultural issues); Epilogue (short conclusion); Film - award winning short documentary. The A case focuses on the leadership of Vice Admiral Dr. John Mateczun, a three-star Navy admiral who led the merger. Mateczun achieved what many considered to be a minor miracle - integrating Walter Reed and Bethesda Naval in the face of fierce institutional resistance. But in his drive to see the plan through, Mateczun stretched the limit of military authority, expended his political capital and alienated friends and colleagues. The case allows discussion of leadership styles and the importance of persuasion, negotiation, communication issues, and personal character. There are two companion cases and a 17-minute film. The film shows a brief history of the hospitals, explains the BRAC (Base Closure Commission), and shows the intensity and urgency of the medical needs of patients being cared for at Walter Reed during the height of the Iraq and Afghanistan wars. The B Case focuses on the difficulties of merging organizations with significant cultural differences. It may be taught together with the (A) case or on its own with the video. The short Epilogue looks at the outcome in 2014, 3 years after the merger. Case number 2035.0

This case is part of a four part series that examines the merger of the Walter Reed Army Medical Center and the National Naval Military Center at Bethesda - the most expensive, controversial and largest hospital merger in US history. The series includes: A case + A teaching note (Leadership of VADM Mateczun); B case + B teaching note (Army/Navy cultural issues); Epilogue (short conclusion); Film - award winning short documentary. The A case focuses on the leadership of Vice Admiral Dr. John Mateczun, a three-star Navy admiral who led the merger. Mateczun achieved what many considered to be a minor miracle - integrating Walter Reed and Bethesda Naval in the face of fierce institutional resistance. But in his drive to see the plan through, Mateczun stretched the limit of military authority, expended his political capital and alienated friends and colleagues. The case allows discussion of leadership styles and the importance of persuasion, negotiation, communication issues, and personal character. There are two companion cases and a 17-minute film. The film shows a brief history of the hospitals, explains the BRAC (Base Closure Commission), and shows the intensity and urgency of the medical needs of patients being cared for at Walter Reed during the height of the Iraq and Afghanistan wars. The B Case focuses on the difficulties of merging organizations with significant cultural differences. It may be taught together with the (A) case or on its own with the video. The short Epilogue looks at the outcome in 2014, 3 years after the merger. Case number 2035.0

Lines at airports, at the ticket counter, security screening or at the gate, make air travel a stressful experience. Queues are especially problematic during peak travel periods when space and processing capacity are constrained. These are the concerns on the mind of an Assistant Federal Security Director as she plans for the expansion of flights at one of Boston Logan Airport's terminals. Space limitations restrict the number of screening lanes. Moreover, adding staff on the existing lanes staff is costly and faces rapidly diminishing returns. Nevertheless the Director must meet screening throughput and wait time targets as well as keep the line from stretching from security out the door. The director applies queuing theory to determine the art of the possible and what is feasible at Logan. The reader is introduced to basic queuing modeling and challenged to determine the optimal number of lanes and staffing of those lanes at the Logan terminal. Case number 2049.0

The treasurer for Dominion Resources Inc. (Dominion), a major U.S. diversified producer and distributor of energy, was heading to meet with the company's investment bankers to discuss the impact of a large project upon Dominion's financing strategy for the next five years. The Cove Point liquefied natural gas (LNG) project would require $3.6 billion to build and represented one of the largest single capital investments in the company's 100-plus year history.

A principal objective of economic thinking is to inform key decisions made by firms and their managers. One of the most important topics for managers concerns the basic choices about labor: How many people should I hire, and what should I pay them? Using the context of football (soccer) in Brazil, this case can be used to explore players' current and future worth to a team. Analysis could include marginal product of labor, marginal revenue product, team profitability, and how managers might fund player acquisitions while still generating consistent profits.

The global convenience store brand 7-Eleven entered Indonesia in 2009, with local player PT Modern International as the master franchisor. To differentiate the stores from other convenience stores and to cater to emerging market customers in Indonesia, the CEO combined the idea of a restaurant and a convenience store in his new 7-Eleven outlets. The 7-Eleven stores provided an affordable and convenient location for youth to hang out and have a quick bite to eat. They also offered wireless Internet and a range of services and products like fresh food and beverages. The case requires students to outline the innovative elements that explain 7-Eleven's success in Indonesia, reflect on its scalability and sustainability, and also to advise the CEO on further strategies to strengthen 7-Eleven in Indonesia.

In 2013, London Water, the water system of the City of London, Ontario, has run deficits for eight of the past nine years, leading to significant pressure to pull the organization out of the red. The Water Engineering Division manager knows that something needs to change. Overhauling the rate structure is an attractive option; however, myriad political, economic and environmental issues are at play. Moreover, as steward of one of the city's most important utilities, the manager needs to determine the best course of action, ideally a solution that will work in both the short run and the long run.

Aaron Jonnerson, vice president of marketing at the automotive division of Avellin, must make marketing mix decisions for the launch of Eco7, a new environmentally-friendly motor oil. The company's performance has been mediocre, shareholder pressure is increasing, and expectations are high for Eco7. However, Jonnerson faces significant challenges in ensuring a successful launch. The market for passenger car motor oil (PCMO) is mature and consumers are price-sensitive. Furthermore, the independent oil change outlets that are Avellin's core customers have declined relative to other channels. Jonnerson must design the best pricing strategy to ensure a successful launch. The Eco7 case asks students to examine consumer behavior and channel conflict and factor them into a product launch. The launch comes at a time when the company may need to adapt to changes in a market that is increasingly commoditized and in which the relative importance of different distribution channels is changing. Students are asked to make recommendations on pricing and distribution and to consider which trade-offs the company should make.

Student spreadsheet for case 916507.

This note describes the emerging on-demand economy, also referred to as the sharing economy. The note highlights several companies including Uber and Airbnb that exemplify this new mode of competition, a model that threatens to disrupt traditional firms. Uber provides ride services much like a traditional taxi company, but it owns no cars and employs no drivers, and instead matches independent car owners with customers looking for rides. Airbnb provides a lodging service, but owns no hotels, and instead matches home owners with extra rooms with customers looking for a place to stay. The note allows students to explore what impact such companies might have on traditional business models, what impact they might have on labor and how people work, and whether existing regulations aimed at traditional business models are adequate for the new model.

In 2016, the United States and the European Union struggled to reach an agreement over the Transatlantic Trade and Investment Partnership (TTIP). Started in June 2013, TTIP negotiations had gone on much longer than anyone had expected. With elections coming on both sides of the Atlantic and a rising opposition in the public opinion, what where the odds that such a comprehensive trade agreement would see the light? How would TTIP change the rules of world trade? Who would benefit and who instead lose if an agreement was finally reached?

In 2009, Lee O'Rourke was promoted to District Vice President in charge of Macy's newly created North Florida district. This district consisted of 11 stores located in the greater Orlando area and in the east coast towns of Daytona, Melbourne, Merritt Island, and Vero Beach. The performance of these stores had lagged in recent years, and O'Rourke was charged with building a cross-functional district team to support these stores and with improving their overall performance. O'Rourke and her team were able to drive almost immediate improvement in the district's sales growth and profitability and in other key areas such as customer service scores. How can O'Rourke ensure that these stores continue to perform well going forward?

ABB India, the Indian subsidiary of ABB Global, has been lagging behind the parent company's other subsidiaries in terms of its percentage of female employees. To rectify the gender imbalance, the parent company has assigned the head of Diversity and Inclusion for India, the Middle East and Africa with the task of introducing and rolling out diversity and inclusion initiatives at ABB India. In June 2014, the chairperson of ABB has scheduled a visit to India and is looking forward to reviewing the status and progress of the diversity and inclusion program.

A young analyst decides to collect Twitter data to better understand who is promoting the Net Promoter matrix on the social media site in late July 2015. How widely is the metric mentioned and how much of the dialogue involves conversations rather than tweets being sent as general broadcast messages? He considers the social network of these users, their relationships and the network as a whole to create a network graph and wonders what he can do to improve the way it can be viewed and understood.