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<div style="font-size: 0.94em; line-height: 1.4;"><p align="justify">Most high-tech companies are reinventing themselves. The changes high-tech companies have undertaken have made it easier for them to deliver and scale high-tech services instead of simply selling products. Their sales representatives have an increasing focus on building long-term, meaningful client relationships over large-volume deals. They’re starting to bypass conversations about product upgrades in favour of discussions on innovations, data-driven value comparisons, and as-a-service models. Your company needs to know what it can be getting out of these new strategic contracts to get more value, save time and money, and reduce risks. You need to learn how to work with your high-tech providers as they transform themselves. An opportunity exists to carve out customized product and service packages with your suppliers to meet your company’s needs. This article offers a checklist to help your company reap the benefits of the evolving high-tech industry: <br><br><ul><li>Figure out how a subscription model can help you.</li><li>Get into the weeds and be strategic—look for purpose, scale, and flexibility. </li><li>Calculate a cost-to-innovation balance. </li><li>Zoom in on the fine print and iron out misalignments inherent in new service-level agreements between your business and your suppliers. </li><li>Stay connected and keep asking about the support your supplier might be able to provide.</li></ul>

The case describes the journey of Associated Capsules Group World (ACG World) in implementing initiatives to bring about diversity and inclusion (D&I) within the organization. Nikita Panchal, global head of talent and organizational development at ACG World, was given the responsibility for improving D&I in 2020. She began with a vision of bringing about a change where inclusion would become the norm instead of a stand-alone activity. The case elaborates on ACG World’s D&I journey within a male-dominated manufacturing industry. It outlines the key initiatives that were implemented, which stemmed from the formation of five workstreams: community; capability building; processes and policies; associate life cycle; and communication. The case allows for a critical review of ACG World’s journey and considers ways to build a strong case for D&I to bring on board senior leaders.

The Future Ready Food Safety Hub (FRESH) was a Singapore-based food safety research organization with a global reputation as an authority on assessing the safety and suitability of novel food products meant for sale in the Singapore market. As Singapore had become the first country in the world to approve the sale of laboratory-grown chicken, more and more companies were approaching FRESH for guidance in their safety dossier submissions to the Singapore Food Agency. With a small team of 10 members to keep up with the growing demand for its services, FRESH considered two options: engaging companies one-on-one to address the specific challenges they faced to meet novel food safety requirements, or adopting a consortium approach engaging multiple companies to collaboratively identify and prioritize common problems and develop optimal solutions for the industry. FRESH had to decide which option would best achieve its goals in advancing food safety research and building the novel food ecosystem.

The director of Yashashvi Rasayan Pvt. Ltd. (YRPL) was satisfied with the plant’s productivity for the financial year 2022–23. Part of the Yash Group, a reputable family-based chemical manufacturer in India since the 1950s, YRPL had exceeded the threshold capacity of 333 metric tons over the last four months, positively affecting the profit and loss statement. Despite this success, the director remained concerned about the safety culture and people-related issues within the organization. After a successful business transformation initiated two years ago, the director pondered whether the success was due to incremental improvement efforts or to the principles of organizational development (OD). He congratulated the leadership team and asked the head of leadership and OD to arrange a meeting with key stakeholders to discuss the next phase of transformation.

A.P. Møller – Mærsk A/S (Maersk) dominated the shipping business as the world’s second-largest container shipping company in terms of fleet size and capacity of handling cargo. In December 2023, Houthi attacks on various Maersk vessels passing through the Red Sea interrupted supply chains from Asia to Europe. One Maersk vessel was hit by a missile while travelling from Salalah, Oman to Jeddah, Saudi Arabia. Maersk temporarily halted all its container shipments via the Red Sea route. One week after resuming travel, a second Maersk vessel was hit. Container ship operations in the Red Sea were again forced to stop. The US Central Command and other co-operative groups such as the Combined Maritime Forces intervened to help normalize the unrest created by Houthi rebels but their efforts had little impact. Maersk’s share price fell by almost 5 per cent in December 2023. Maersk was wondering how to resolve its situation and move forward. Should it evaluate alternative routes or transportation modes to continue providing seamless shipping services to its clients? Should Maersk continue or enhance its recently implemented policies for transit disruption fees? Or should Maersk follow a demand-driven route, in addition to the disruption fees, to maintain vessel and crew safety?

In January 2023, the diagnostic services provider Simira Diagnostics (Simira), founded in Navi Mumbai, India, in 2017, decided to launch a company-wide rebranding project. When unveiling the new logo to the team, the co-founder emphasized the need to become a purpose-led organization with patient centricity at its core. The redesigned brand’s logo and tag line would include a new service delivery proposition. As she worked to strengthen the company’s brand identity, the co-founder knew that merely capturing the essence of the organization in the logo and tag line would not be enough; she would have to support the branding process by devising an effective advertising and communications strategy to ensure an accelerated level of brand awareness by Simira customers. She would also have to ensure a consistent and seamless customer service experience to strengthen the brand and patient centricity.

Contrary to the typical practice of cutting operating expenses by compromising on employees’ benefits, the chairman of Zentaku Kogyo Company Ltd. (Zentaku), David Wu Chongrang, aimed to improve the standard of living of his staff by steadily raising their salaries and benefits. In fact, the key performance indicator David had set for himself was to raise his employees’ salaries regularly to a preset target benchmark. Contrary to conventional approaches, over the past sixteen years (2006–2022) David had reduced Zentaku’s revenue by 28 per cent and the number of employees by two-thirds, while raising the annual gross profit per employee to 239 per cent. Zentaku had achieved more with less by transforming itself through the rigorous implementation of lean production, inspired by the famed Toyota Production System, but Zentaku’s future leadership now faced challenges in sustaining the success Zentaku had achieved. Were the management methods adopted in the past applicable to the younger generation of workers? How could the current management pass the enterprise to the younger generation while ensuring employees remained fulfilled in the workplace?

Bryan Gilvesy, CEO of ALUS, must create a proposal to spend ALUS’ $100,000 marketing budget for their brand “New Acre Project”. The brand had experienced good growth in previous years, but sales had stagnated for the past two, creating concerns about the survival of New Acre Project. Gilvesy must invigorate growth and reach sales of $6 million by choosing a target market, whether he should offer carbon credits or not, and at what price. He also had to choose a promotional channel and the messaging New Acre Project would use going forward.

PeriFerry is a pioneering social enterprise working toward creating sustainable livelihood opportunities and inclusive workplaces for transgender persons in India. Originally located in Chennai, Tamil Nadu, India, PeriFerry has upskilled 320 transgender persons and sensitized more than 30,000 employees about their inclusion in the workplace. PeriFerry’s founder and chief executive officer, Neelam Jain, does not believe in an extravagant showcase of effort. Instead, since she founded PeriFerry in 2017, her approach was that when transgender persons wished to transform their lives, they could locate and reach out to PeriFerry via the internet and various social media platforms like LinkedIn, X, Facebook, or Instagram or meet on-ground community representatives. But Jain is looking forward to PeriFerry’s next five years and contemplating whether this approach will be relevant to scale social impact. Alternatively, Jain is considering adopting a proactive stance in reaching out to transgender people. This could involve extending its geographical coverage to include other cities in India and introducing a diverse range of services to provide holistic support for transgender persons. The new approach will allow PeriFerry to scale wide by reaching out to more trans people who are dispersed in various geographical locations in India who find it difficult to locate PeriFerry due to a lack of technological amenities. But Jain would also have to figure out the resources and capabilities required to scale its social impact. Jain must determine which strategy PeriFerry should pursue in the next 2-3 years.

In October 2021, the founder and chief executive officer of Microsign Products Ltd. in Bhavnagar, Gujarat, India, was planning to expand the company, but wanted to ensure consistency for employees with disabilities. The company was planning to increase its list of products and expand its market by partnering with foreign companies. Despite his expansion plans, the founder wanted to continue his company’s mission to “Able the disabled.” He had been committed to social responsibility since launching the company in 1987 by hiring individuals with disabilities. He was now wondering if he needed new employee policies to support his vision of hiring people with disabilities into mainstream workplace positions and promote career growth for his employees. How would his expansion plans affect the company’s work culture? How could he be sure to retain the “family” workplace model he had always promoted?

In May 2023, KOSÉ Corporation (KOSÉ) was facing three ominous factors in the Chinese market: declining sales due to weak consumer spending in China following a surge in the number of COVID-19 cases after Beijing ended its zero-COVID-19 policy, new regulations requiring beauty manufactures after January 2024 to label all ingredients that constituted more than 0.1 per cent of a product in descending order (thereby risking disclosing trade secrets), and Chinese consumers’ preferences shifting to local Chinese beauty manufacturers. About 30 per cent of KOSÉ’s net sales came from the Chinese market, where it focused on its major brands, Sekkisei and Decorté. Yet the market was becoming more saturated with giant European beauty manufactures and local enterprises. Should KOSÉ keep focusing on the Chinese market as its pillar strategy?

Spreadsheet to accompany product W36187.

As Louise Bernard grew her entrepreneurial venture, Heeling Custom Athletic Shoes (Heeling), she wanted to ensure that she was managing her cash flow prudently to make sure the company was well positioned for future success and growth. Heeling’s business model was to manufacture and sell custom athletic shoes for a variety of sports that provided customers with the perfect fit as well as personalized style and exceptional performance.

Student Spreadsheet for Ivey product no. W33542.

Instructor Spreadsheet for Ivey product no. W33543.

Teaching Note Spreadsheet to accompany Ivey product no. W33543.

The iconic American fast-food chain Checkers Drive-In Restaurants Inc. (Checkers & Rally’s), headquartered in Tampa, Florida, found early success through its streamlined layout and operations. Nevertheless, it had financially struggled prior to the COVID-19 pandemic, impelling it to reflect on its existing strengths and to take strategic steps amid the pandemic to make an impressive recovery. In 2023, armed with newfound confidence from its previous successes, the company confronted the challenge of understaffing in the nation’s fast-food industry. How could Checkers & Rally’s CEO address the labour shortage? Could robotics and automation give the company an edge?

Reeling from the economic effects of closures wrought by the coronavirus pandemic, the Walt Disney Company (Disney) was at a pivotal junction. Even though COVID-19 case counts were rising in Florida, the state government had announced numerous reopening measures and guidelines for theme parks and resorts, indicating the state’s desire for businesses to start returning to “normal.” On May 21, 2020, the Universal Orlando Resort—one of Disney’s major competitors in theme parks—announced that it would be following the guidelines and reopening on June 5, 2020. Consequently, Disney had to decide when and if to reopen its Walt Disney World Resort, also based in Orlando, despite rising case counts.

The control of the state-run airline Air India was handed over to Tata Sons on January 27, 2022, by the Government of India. Air India had returned to Tata Sons with a severely dented reputation, being known for bad service, frequent delays, and flight cancellations. Therefore, rejuvenating Air India would be a daunting task. Some industry experts felt that the takeover of Air India was the best chance the airline had of a commercial revival; others were not so optimistic. Despite the lingering skepticism, the chief executive officer of Air India was confident of an effective turnaround. He wanted to capture 30 per cent of India’s domestic aviation market in the next five years and brand Air India as the carrier of choice for passengers worldwide. He wanted Air India to compete against world-leading airlines such as Emirates and Singapore Airlines. However, he had some questions to resolve. What strategies should Air India adopt to undergo such a drastic brand repositioning? Could Air India revitalize its brand and become a leader among the world’s top airlines?

MedfirstIndia Trading Private Limited was a privately owned e-commerce start-up in India. The firm’s goal was to establish a first-of-its-kind medical devices e-commerce platform catering to various underserved market segments, such as small hospitals and independent medical practices. The firm relied primarily on digital channels for branding and customer outreach. However, the founders did not have a structured data-driven decision-making strategy in place despite the wealth of data flowing in through web analytics. In 2018, after three years of operations, the firm closed its doors. The case highlights the challenges of strategizing and managing the digital marketing operations of an e-commerce start-up.