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<p style="color: rgb(197, 183, 131);"><strong> AWARD WINNER - INFORMS Case and Teaching Materials Competition</strong></p><br>Founded in 1972, the Association of Tennis Professionals (ATP) was the governing body of three professional men’s tennis circuits: the ATP World Tour, the ATP Challenger Tour, and the ATP Champions Tour. In addition to the ATP World Tour tournaments, there were four highly coveted and extremely competitive Grand Slam tournaments, one of which was Wimbledon. In 2014, two professional tennis players sought to determine their respective odds of placing first at Wimbledon, by using an understanding of probability, stochastic modelling, and Markov chain application. Both players were ranked outside the top 100 and faced a momentous task.

In 2015, Snapdeal, an e-commerce company in India, faced a supply chain situation in reverse logistics. In conforming to the industry trends, the company had a policy on assured product returns, which led to most customers returning to an online merchant for future purchases. However, by the end of 2015, the estimated worth of products returned under the Indian e-commerce platform was $800 million to $1 billion. The rate of returns of online products could add substantial logistics costs to each product return, hampering the industry’s growth. Snapdeal had some serious questions to address. Should it reverse its policy and not give customers a chance to return products? Should the company connect organizations and retailers with customers and derive valuable feedback from them? Should Snapdeal alter its product return policy in favour of a free returns or no questions asked return policy? Would corrective action be required for the e-commerce industry so companies like Snapdeal could create a return policy for customers who had legitimate reasons to return products?

Excel spreadsheet for instructors.

In 2014, Hubtown Limited (Hubtown), an Indian real estate development company, was attempting to implement a process to differentiate between its employees in order to enhance performance, identify employees who could be groomed for future growth, and distribute rewards. Hubtown was consolidating to concentrate on a few large, complex projects in residential and commercial spaces in urban centres. Like other companies in the industry, it competed for talent and faced challenges when attempting to retain, reward, and promote valuable employees.<br><br>Earlier efforts to implement a results-based performance management system had failed, so the organization decided to design and adopt a behaviour-based approach and to implement it from the bottom up to bypass resistance from senior management. Case A describes the challenges the human resources head faced in creating an institutionalized performance culture and designing the implementation plan for this system. Case B describes the implementation process and presents the initiatives taken by the human resources team to implement the process, train the stakeholders, and address challenges along the way.

Supplement for product number 9B16C053.

In 2016, blockchain, the technological innovation behind the cryptocurrency bitcoin, was gaining traction as companies began to integrate blockchain-based technology into their existing business models. While blockchain technology was still in its infancy, it could potentially transform the US$40 trillion global supply-chain industry. Ultimately, the emergence of blockchain would challenge market positioning in established businesses. Some advantages would become obsolete with the introduction of blockchain into the supply-chain network. How would vertically integrated companies compete with multiple participants that specialized in a particular task linked by blockchain? Would the key to future businesses be providing value-added services rather than seeking information asymmetry in the market? What kinds of firms could leverage this technology to better position their brands and value creation?

On December 20, 2008, Ontario’s premier, Dalton McGuinty, and Canada’s prime minister, Stephen Harper, announced their decision to provide $3 billion in interim loans to General Motors of Canada Limited. Due to the 2008 economic downturn and declining auto sales, the company had drawn from its cash reserves in an effort to maintain operations and, as a result, was facing insolvency. The automaker accounted for approximately 19,000 direct jobs in Ontario, and its collapse would mean a great economic loss for Canada. The provincial and federal governments needed to work together to support the company and, in doing so, also support Canada’s economy during this financial downturn. Ontario’s assistant deputy minister of Finance needed to determine the best way to proceed with the proposed financial plan, while also working with multiple governments and appeasing public opinion.

Corporate globalization is a process of interaction and integration among the employees, products and customers of different nations—a process driven by international trade compliance and investment and aided by information technology. This process has obvious effects on the environment, on how culture evolves, and on political systems, economic development, and prosperity. When expanding to new markets, firms need the right leadership, which means an experienced globalizer. Companies can use different styles of organization for their globalization teams, such as a) purely centralized under one lead; b) completely decentralized under each main enterprise department; and c) split into two main departments, such as products and marketing. Groups or individuals benefit from working together in areas such as vendor pricing negotiation, localization workflow improvement, buying technology to automate localization and testing, mapping what customers need from the enterprise, and collectively pushing for newer areas to be globalized. Keeping teams as close to one another as possible benefits employees, who typically want to learn different aspects of globalization to advance their careers. Ultimately, the more divided the teams, the lower the flow of talent, innovation, and other benefits to the customer.

Professional coaching, one of the fastest-growing professions in the world, helps individuals and teams achieve their best. However, while individual coaching is a recognized tool, coaching task-performing executive teams is not as well established or understood. No matter what title and company are on one’s business card, the ability to lead positive change is an essential skill. But executing successful transformations is not simple: the failure rate of change programs is around 70 per cent. Getting from dilemma to solution is strategic, demanding creative responses within a coaching methodology built on team agreement; a cycle of energizing, redesigning, and gelling; and a dialogic approach to learning. To better communicate winning aspirations and select the guiding principles and rules that a team commits to throughout a coaching journey, a team charter can be designed before any coaching begins. Designing the charter can be a powerful way to introduce team coaching, and later, the charter can be critical if the team goes off track or becomes dysfunctional. Ultimately, team coaching is an act of positive leadership. It should be highlighted in the talent development portfolios of enterprises in order to emphasize team development and performance effectiveness.

Before re-entering the Southeast Asian market in 2015, the Hisense-Hitachi joint venture mainly used the well known Hitachi brand to explore overseas markets for the sale of commercial central air conditioners. After the JV had accumulated enough capacity to adopt a product differentiation strategy, they decided to treat the Hisense brand as the focal brand in Southeast Asia and adopted a series of distribution strategies that differed from what they had used to sell Hitachi branded products elsewhere. The (B) case provides a basis for discussing target market selection, and the establishment of varying distribution channels (exclusive vs non-exclusive agents) in different countries. This case can be used with Hisense-Hitachi Joint Venture (A): Expanding Internationally (9B16M169).

In 2012, the incoming general manager for AdNike Pharmaceutical’s operations in China faced a major challenge. AdNike was a leading global pharmaceutical company that had been in China for over 40 years. However, its performance in the country had been worse than expected. In the most recent half-decade of its operations in China, AdNike faced a changing regulatory environment that was becoming more challenging to navigate. Also, local competitors were making significant inroads into AdNike’s business. The new leader was charged with reinvigorating the company so it could achieve the growth and performance that was originally intended. Despite being new to China and not speaking any Mandarin, he had to determine a new strategic direction for AdNike while balancing the needs of external and internal stakeholders.

On July 19, 2013, the documentary Blackfish was released. The movie claimed to have uncovered a series of animal abuses at SeaWorld and alluded to the negative impact of captivity on orcas, known as killer whales, which had resulted in the harm and even death of whale trainers. Whether real or alleged, such negative publicity threatened to affect the company’s image, stock prices, profits, and many of the company’s corporate relations. SeaWorld now faced several options in terms of responding to the movie release: ignore it, respond to it, or use it as an opportunity to completely rebrand. Which option would be the best for the company in the long run?

In September 2015, the marketing manager of the Advanced Surgical Solutions Division at Medtronic plc (Medtronic), Kingdom of Saudi Arabia (KSA), weighs his options as to how best to respond to yet another instance of “grey marketing,” that is, the unauthorized distribution of genuine branded products. The rampant parallel importation of one of Medtronics’ best-selling products—LigaSure Vessel Sealing instruments—has resulted in a much smaller-than-usual order from one of Medtronics’ most important customers, the King Faisal Specialist Hospital & Research Center. Medtronics' marketing manager must find a way to respond appropriately to the customer without risking the ire of his sole authorized distributor in KSA.

In 2014, Alibaba Group (Alibaba), the largest e-commerce platform operator in China, boasted in its New York Stock Exchange prospectus about its e-commerce ecosystem, which was being built over time. Alibaba’s chairman and chief executive officer declared that the company’s mission was to “make it easy to do business anywhere.” However, the ecosystem, which was well suited for people’s Internet habits of the past, would not likely be up-to-date in the mobile age, when browsing for information no longer posed a problem and people became fascinated by mobile apps that provided practical and entertaining services. Internet traffic, representing people’s attention, started to take on a new pattern. Having thrived on pooling Internet traffic by displaying a huge variety of merchandise on its platform, Alibaba could not afford to now lose Internet traffic to countless customized small apps.

In May 2010, Forbes Technosys Limited (FTL) was not doing well. After more than a year, the company’s bill payment kiosk business was losing money and no longer seemed viable. The time had come to re-evaluate all aspects of this business line and make decisions regarding FTL’s future course of action. Accordingly, FTL’s chief executive officer proposed an idea regarding prepaid mobile recharges using the existing bill payment kiosks, along with a new technology platform for this purpose. He hoped that handheld terminals could be used by retail-level franchisees to sell recharges to prepaid mobile users. Essentially, FTL had three options: should the company persist with or pivot the service provider business model, or “perish” the complete solution provider idea entirely and revert to being a product manufacturer? Whichever strategy FTL chose, it would have to limit and balance both operating and capital expenses.

In May 2010, Forbes Technosys Limited (FTL) was not doing well. After more than a year, the company’s bill payment kiosk business was losing money and no longer seemed viable. The time had come to re-evaluate all aspects of this business line and make decisions regarding FTL’s future course of action. Accordingly, FTL’s chief executive officer proposed an idea regarding prepaid mobile recharges using the existing bill payment kiosks, along with a new technology platform for this purpose. He hoped that handheld terminals could be used by retail-level franchisees to sell recharges to prepaid mobile users. Essentially, FTL had three options: should the company persist with or pivot the service provider business model, or “perish” the complete solution provider idea entirely and revert to being a product manufacturer? Whichever strategy FTL chose, it would have to limit and balance both operating and capital expenses. Use with 9B16M221

This industry note details the state of the healthcare and pharmaceutical industries in China in 2012. It has details on the size of the respective industries, their growth, their regulation and key political actors, as well as information and analysis on other important stakeholders in the pharmaceutical and health care sectors in China in the 2010s. The level of detail is high, as is the complexity of information presented. The note can be used independently, however, it was written primarily to serve as a companion to 9B16M225.

In April 2014, the founder of SecureNow met with one of his classmates who was now an angel investor. The two had recently met socially and the founder had briefed his classmate on SecureNow’s online business-to-business insurance marketplace. The classmate was now expressing interest in investing in SecureNow but his valuation was much lower than the founder’s expectation. The founder was confident of SecureNow’s future growth, but he wanted funds to expand. His classmate would provide him with the kind of relationship he was seeking with an investor, but the founder wondered how he and his classmate arrived at such different valuations. He also wondered whether he should accept the funds at a low valuation, consider other options, or just postpone his expansion plans.

DesiFirangi.com was an online women’s apparel retailer in India. Started in November 2014, DesiFirangi catered to the fashion needs of modern Indian women with international style. Within the short span of its operations, the company had established itself as a niche electronic retailer of lingerie, nightwear, and clubwear. However, the online apparel market in India was highly crowded, and the fledging company faced stiff competition from a number of established and upcoming players. Given this intense competition in the market, DesiFirangi was incurring high marketing and customer acquisition costs, which were hurting the company’s bottom line. In order to increase revenues, DesiFirangi's founders needed to find ways to increase the number of unique visitors to the site, and convert more visitors to buyers.

Quilts of Denmark was a Danish start-up company founded in 2000 with the goal of producing high-quality, functional quilts and pillows that contributed to healthy sleep. The company’s open innovation with a space agency and technology company resulted in an “intelligent” quilt that regulated body heat, providing users with an elusive but much-desired experience: a good night’s sleep. Selling a premium product in a commodity market was a challenge, and competitors were close behind. In 2010, Quilts of Denmark was preparing to introduce a new generation of temperature-regulating quilts, and the company's founders needed to decide how to introduce their newest innovation to the market.