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Parivar, an IT services firm with a long history of attracting talented people with its family-like culture suddenly faces a spate of resignations among rank-and-file employees. As the vice president of HR tries to figure out what's behind the exodus, the CEO wants to create a brand-new function charged with reinforcing the company's culture. As Parivar prepares for global expansion, is emphasizing the family-like atmosphere the key to retaining employees, or has the company's approach started to become a liability? David A. Garvin, of Harvard Business School, lays out the fictionalized case. Expert commentary comes from Ganesh Natarajan, the vice chairman and CEO of Zensar Technologies (on which the case is loosely based), and from Daisy Dowling, the head of talent development at Blackstone Group.

An interview with the pathbreaking online educator Salman Khan.

Parivar, an IT services firm with a long history of attracting talented people with its family-like culture suddenly faces a spate of resignations among rank-and-file employees. As the vice president of HR tries to figure out what's behind the exodus, the CEO wants to create a brand-new function charged with reinforcing the company's culture. As Parivar prepares for global expansion, is emphasizing the family-like atmosphere the key to retaining employees, or has the company's approach started to become a liability? David A. Garvin, of Harvard Business School, lays out the fictionalized case. Expert commentary comes from Ganesh Natarajan, the vice chairman and CEO of Zensar Technologies (on which the case is loosely based), and from Daisy Dowling, the head of talent development at Blackstone Group.

Parivar, an IT services firm with a long history of attracting talented people with its family-like culture suddenly faces a spate of resignations among rank-and-file employees. As the vice president of HR tries to figure out what's behind the exodus, the CEO wants to create a brand-new function charged with reinforcing the company's culture. As Parivar prepares for global expansion, is emphasizing the family-like atmosphere the key to retaining employees, or has the company's approach started to become a liability? David A. Garvin, of Harvard Business School, lays out the fictionalized case. Expert commentary comes from Ganesh Natarajan, the vice chairman and CEO of Zensar Technologies (on which the case is loosely based), and from Daisy Dowling, the head of talent development at Blackstone Group.

A "radar chart" is proposed to visualize where the company needs to improve. It can also be used to support the discussion of any group of executives on the reasons for failure of most strategic initiatives; they may do that by assessing their own company against the six proposed required capabilities and by comparing notes with each other. The six required capabilities are: 1) Companies need to have a clear and well-communicated strategy, with clear and well-communicated strategic priorities, to which strategic initiatives contribute in a clear and well-communicated way. 2) Companies need to have a cadre of executives at different levels selected for their entrepreneurial and action-learning capabilities. 3) Companies need to understand and encourage action-learning and know how to plan execution accordingly. 4) Companies need to have an inclusive approach to execution. 5) Companies need to be serious about follow-through and see it as an essential part of action-learning. 6) Companies need to realize that, in the end, lack of respect for people, is a sure cause for execution failure. These capabilities are described at length in the book Smarter Execution, published by IMD (also available from Amazon UK). Learning objectives: This note is very effective to support a group discussion on the execution capabilities of a company. It can be used by a senior management team before they decide to launch strategic initiatives; it can be used as part of a kick-off workshop when launching a strategic initiative; or it can be used along the way during execution to identify and correct execution frustrations.

As one of the larger and older family-held companies in the US, the J.M. Huber family business had strategically repositioned itself several times since it was founded in 1883. Visionary family leaders and a committed senior management team had transformed the group into an international player with leadership positions in niche markets in its various business portfolios. In 1993 the fourth generation of the family took over leadership of the company: Peter T. Francis became Chairman and CEO. He set a lofty goal for his tenure: "By the year 2010 J.M. Huber will be acknowledged as one of the best run companies in the United States". But times were not always kind. Several years after the company had levered up its balance sheet to complete the largest acquisition in its history, the economic crisis of 2007 hit many of its key markets hard, putting the group under pressure. With the crisis in fl bloom, Huber also faced another significant milestone in its 125-year-old history: the succession of Peter Francis. But true to form, the family rallied behind the company and turned this difficult moment into an opportunity to show its mettle. The Board of Directors did not shy away from the process and selected a non-family executive, Mike Marberry, as the next CEO. How did the Board support him as he took the reins in the midst of the global recession? And how did the family engaged fully with him and, based on his skillful execution, came to trust his vision for the future? After all, the firm had always succeeded in hard times, and they all wanted it be the case again. Learning objectives: Managing the family business and education of the next generation; owner's roles, family governance, family council, inclusiveness, succession process.

Since being incorporated into the Finmeccanica Group, Telespazio has been aligning its personnel policies and practices to those of the parent company. The challenge for the HR team is to foster a strategic and organizational change that will turn a domestic telecommunications firm into a leading global company in satellite solutions and services. The case focuses on the design and implementation of a new performance appraisal system. It starts out with the establishment of a task force to create a new appraisal system from scratch. Next, the case provides a detailed description of the performance appraisal program (What is assessed? Who is in charge? What steps are involved?) and describes the main levers adopted to move from a simple appraisal perspective towards a more multifaceted approach. The case also explains how the system supports the company's shift towards a project-based organization. The first part of the case ends in 2011 when, after six years from the first implementation, the HR team meets to evaluate the results achieved. The strengths and weaknesses of the program are discussed. The second part of the case illustrates the major revisions introduced to the program and brings a new challenge for the HR team: extending the implementation to all of Telespazio's foreign subsidiaries by the end of 2014.

Course overview of The Entrepreneurial Manager.

In 2013, TripAdvisor was the most visited online travel site in the world. It hosted a massive repository of information on hotels and travel services, and provided millions of reviews written by consumers. Consumers were becoming increasingly motivated to read and write reviews on TripAdvisor, largely as a means of informing other consumers about their personal experiences, but also to praise or complain to hotels about their experiences. In response, hotels were investing more time and marketing budget on managing the quantity, quality and location of online reviews, with particular attention paid to TripAdvisor.

A fast-growing Macau-based airline backed by private US investors faces a dramatic expropriation in the wake of the first change of head of government since the former Portuguese colony became a Special Administrative Region of China. The case allows students to explore what Foreign Direct Investors can do to foresee a possible expropriation event and what options they might consider to protect themselves ex-ante or fight the outcome ex-post.

This case carefully traces the process by which Stuart Eizenstat handled the negotiation challenges outlined in "Rough Justice: Stuart Eizenstat and Holocaust-Era Asset Restitution (A)". It describes the outcome of the Swiss negotiations and briefly sketches Eizenstat's subsequent involvement in analogous restitution negotiations in Germany, Austria, France, and Israel.

"This case describes the challenges encountered by Nathaniel Rothschild after making a US$3 billion investment in 2010 in a family-owned business group in Asia. Scion of the Rothschild banking dynasty and private equity fund manager, Rothschild and his business associates created a LSE-listed shell company, Bumi PLC, which acquired PT Bumi Resources and Berau Coal. These were among Indonesia's largest coal mines and the largest coal exporters in the world, and were controlled by the Bakries, a powerful Indonesian family whose patriarch was a candidate for the presidency in 2014. After losing at least 70% of his investment in three years, Rothschild eventually requisitioned an extraordinary general meeting in February 2013, attempting to remove the Bakries and their associates from Bumi's management team. Despite western-style corporate governance manoeuvres, the PE investors found it challenging to control the politically connected family in Indonesia. "

This series of cases follows the changing relationship between Verbeek's Industrial Packaging Division with TotPet, a major French oil company, after TotPet launched a supply chain rationalization effort. As the only truly international supplier of oil drums, Verbeek assured its customers of quality, proximity and continuity of supply, while at the same time handling sales relationships locally. With more and more global clients, like TotPet, reengineering their purchasing and supply chain operations to reduce the number of suppliers and form global relationships, the pressure mounted to gain control of prices, which had traditionally been based on local competitive conditions and relationships.

This series of cases follows the changing relationship between Verbeek's Industrial Packaging Division with TotPet, a major French oil company, after TotPet launched a supply chain rationalization effort. As the only truly international supplier of oil drums, Verbeek assured its customers of quality, proximity and continuity of supply, while at the same time handling sales relationships locally. With more and more global clients, like TotPet, reengineering their purchasing and supply chain operations to reduce the number of suppliers and form global relationships, the pressure mounted to gain control of prices, which had traditionally been based on local competitive conditions and relationships.

This series of cases follows the changing relationship between Verbeek's Industrial Packaging Division with TotPet, a major French oil company, after TotPet launched a supply chain rationalization effort. As the only truly international supplier of oil drums, Verbeek assured its customers of quality, proximity and continuity of supply, while at the same time handling sales relationships locally. With more and more global clients, like TotPet, reengineering their purchasing and supply chain operations to reduce the number of suppliers and form global relationships, the pressure mounted to gain control of prices, which had traditionally been based on local competitive conditions and relationships.

This series of cases follows the changing relationship between Verbeek's Industrial Packaging Division with TotPet, a major French oil company, after TotPet launched a supply chain rationalization effort. As the only truly international supplier of oil drums, Verbeek assured its customers of quality, proximity and continuity of supply, while at the same time handling sales relationships locally. With more and more global clients, like TotPet, reengineering their purchasing and supply chain operations to reduce the number of suppliers and form global relationships, the pressure mounted to gain control of prices, which had traditionally been based on local competitive conditions and relationships.

This series of cases follows the changing relationship between Verbeek's Industrial Packaging Division with TotPet, a major French oil company, after TotPet launched a supply chain rationalization effort. As the only truly international supplier of oil drums, Verbeek assured its customers of quality, proximity and continuity of supply, while at the same time handling sales relationships locally. With more and more global clients, like TotPet, reengineering their purchasing and supply chain operations to reduce the number of suppliers and form global relationships, the pressure mounted to gain control of prices, which had traditionally been based on local competitive conditions and relationships.

Executives in heavily regulated industries, such as Healthcare, often feel their hands are tied by rules and regulations which some claim to even interfere with their ability to innovate. As such, it is not uncommon to find regulated firms competing in the same way for decades without ever challenging the status quo. The case ""Rehability (A)"" describes the conditions of the highly regulated medical supplies industry in Germany and shows how traditional players, bounded by the conventional logic about how to compete in such an industry, focused on providing the lowest-cost standardized products and the widest range of ancillary supplements in stores while overlooking the pain points experienced by users of these products, thereby trapping themselves in ever intensifying and price-based competition. This two-part case is accompanied by a two-part theory-based movie, which reviews the Healthcare industry conditions and the traditional approach of the medical supplies industry and demonstrates Rehability's strategic move to shift the orientation of the industry and create a blue ocean. Together the theory-based movie and the case are excellent for teaching both MBAs and executives how to reconstruct an industry through the six paths framework. Theory-based Movies and Lecture Slides can be obtained from https://www.blueoceanstrategy.com/teaching-materials/rehability/

The case ""Rehability (B)"" illustrates how one firm created a blue ocean of new market space in the highly regulated and competitive German healthcare industry in the early 1990s. By asking a different set of strategic questions, Rehability, a German medical supplies company, shifted the focus of the industry and reconstructed market boundaries by looking across the chain of buyers, across the emotional-functional orientation of the industry, and across complementary product and service offerings. In so doing, Rehability was able to uncover and address a whole set of pain points of wheelchair users, create an unprecedented offering for them and at the same time set itself on a growth trajectory even while other medical supply stores and medical supply manufacturers struggled to survive against rapidly deteriorating industry conditions. This two-part case is accompanied by a two-part theory-based movie, which reviews the Healthcare industry conditions and the traditional approach of the medical supplies industry and demonstrates Rehability's strategic move to shift the orientation of the industry and create a blue ocean. Together the theory-based movie and the case are excellent for teaching both MBAs and executives how to reconstruct an industry through the six paths framework. Theory-based Movies and Lecture Slides can be obtained from https://www.blueoceanstrategy.com/teaching-materials/rehability/