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In August 2022, Pinduoduo Inc., one of the fastest growing and largest e-commerce companies in China, faced several challenges. Alongside intensified competition from Alibaba Group Holding Ltd. and JD.com Inc., as well as weakened consumer spending due to the COVID-19 pandemic, Pinduoduo had reached a potential growth ceiling within the domestic market. To explore new growth avenues, Lei Chen, the company’s chairman and chief executive officer, would need to evaluate the potential opportunities and challenges Pinduoduo might encounter in its overseas e-commerce business expansion.

In August 2022, a student pursuing his master of business administration degree in Mumbai at one of India’s top business schools found himself in a despondent situation as he prepared his curriculum vitae (CV) to apply for an internship position at Golden Tobacco Company. He had written an email to his former project supervisor (a senior fellow of the MIT Media Lab at the Indian Institute of Technology Bombay), requesting him to approve the project the student had worked on under his supervision as relevant experience for the internship position. In response, the student received an email from his supervisor with one terse line: “Is this an order?” With a deadline that very evening to submit the CV, the student was in a tizzy. Where had he gone wrong in his email to prompt the terse reply from his former supervisor? How could he fix the situation? And how could he prevent such a situation when writing emails in the future?

Nora is an intelligent, hard-working employee in her first managerial role. As she attempts to move from a role as a contributor to that of a leader, she struggles to effectively manage her workload, her boss, and her team. While she is prepared to do what it takes to be successful, the characteristics that got her to her current level are not those that are needed in her new position. In other words, while she is technically adept, motivated, and customer-focused, this is no longer enough. Nora needs to identify what she can do—and what resources and support she should ask for—to fulfill her potential in this new role.

In April 2023, Maxwell Cutler, director of marketing and sweet potato sales at Race-West Company (Race-West), faced a daunting challenge of high demand for produce in the week leading up to Easter, Passover, and Ramadan. With a responsibility to ship 35–40 truckloads per day, Cutler was under pressure to ensure timely deliveries to satisfy and retain customers. Despite his best efforts and collaboration with his cousin Rachel Pisarz, who managed onion sales, multiple incidents disrupted the transportation process. Cutler received phone calls and emails reporting missing drivers, misloaded shipments, late deliveries, truck breakdowns, and extreme weather conditions. These disruptions resulted in significant financial losses for Race-West as well the loss of some customers. Determined to resolve the situation, he wondered what steps he could take to address these challenges and implement measures to avoid encountering similar issues in the future.

For this exercise, students are asked to assume the place of the two founders and owners of a web-based company called Good Authority. The venture was launched one year earlier and has been successful, although the two owners are finding it difficult to continue operating the company during their spare time while working full-time hours at their day jobs. Recently, an investor offered to fund the salary and payroll expenses for one employee, allowing the two owners more time to grow and expand the business. The students are tasked with effectively designing a job for the new employee to allow the two owners time and energy to focus on the future and success of the business.

In this exercise, students are asked to assume the role of a project manager for Kaymak Consulting, a 210-employee management consulting firm located in Toronto, Ontario, Canada. Students must work in groups to determine how much of a merit increase each of six analysts should receive during their next salary review. They make their decisions while considering the values that the organization would like to encourage. Background information on each analyst, along with current salary, are provided in the exercise. The task is to determine the most fair and effective method for dividing the pool of funds for salary increase among the six analysts.

Rodolphe Saadé was the chief executive of the CMA CGM Shipping Co., Ltd. a giant in the maritime industry that was long criticized by customers for its lag in digitalization. Realizing the importance of digitalization, Saadé defined digitization as a key strategic priority for CMA CGM’s development. This case traces CMA CGM’s digital transformation process and discusses how Saadé and CMA CGM successfully addressed different challenges to gradually launch a series of digital innovations to the company’s processes, products, services, and business model. However, as new waves of technology, from autonomous vehicles to smart data continued to emerge, how could CMA CGM leverage the rapid development of artificial intelligence (AI) in the shipping industry? How could CMA CGM make full use of big data to optimize business operation decisions?

Nicole Rotumah, chair of the Tweed Aboriginal Co-operative Society Limited, which ran the Minjungbal Museum and Cultural Centre (MMCC) in Tweed Heads, Australia, and the museum manager, Tina Pidcock, were standing in the middle of their beloved museum looking at the worn flooring, dusty artifacts, general state of disrepair, and stark absence of visitors. It was August 2020 and the COVID-19 pandemic had brought tourism to a standstill. However, both Rotumah and Pidcock knew that the museum’s problems ran far deeper than the absence of visitors during the pandemic, and that something had to be done to revitalize this Australian cultural treasure. The question was what. Was MMCC functioning in the museum, tourism, or cultural experience industry? Who were its main stakeholders and competitors? Was it correct to measure success according to revenue or the number of visitors, or was protecting cultural heritage a sufficient goal?

In February 2023, Irene Cameron was preparing to launch her property technology (proptech) start-up Geo-Registry Integrated Datachain Inc. (GRID) in eastern Ontario. She had identified several problems with the real estate process and planned to disrupt the industry with a one-stop blockchain platform. The platform would integrate all the steps and processes in buying and selling real estate, including the services provided by professionals such as real estate agents, mortgage brokers, lawyers, and municipalities. Cameron had completed extensive validation and now had to decide what business model to test out and which revenue model to leverage.

<p align="justify">On May 5, 2023, Vicky Poirier received a call from Daniel Chen, vice-president of finance at Freeze Inc. After receiving an internal tip, Chen was calling to ask her to investigate a potential case of collusion involving one of his colleagues. As president of Quantum Juricomptable Inc. (Quantum), Poirier had to discuss the issues and challenges of this potential mandate with her team before deciding whether to accept it. Quantum’s investigation team, including forensic accountants, planned and performed an investigation to verify whether these allegations were true and prepared a forensic accounting report for a special committee at Freeze. The consequences of this report would be significant for the organization. How should the Freeze react to the report’s findings? What were the issues and challenges underlying any decision to dismiss the wrongdoers? Should Freeze dismiss them?<br><br>This case extends into a supplementary B-case, which introduces a new decision point (see product W33372).

This is the supplemental B-case for product W33370.

<p align="justify">At the end of December 2022, the chief executive officer of Logic Fruit Technologies (LFT), a product engineering research and development company, was trying to decide which of three partnerships to pursue to double the company’s profit margin percentage by 2025. LFT was headquartered in Gurgaon, India, and provided end-to-end solutions in electronic design outsourcing. LFT’s board of directors wanted to make a decision at its meeting on January 30, 2023.

By September 2022, Elizabeth Hooper had been working for 100 days as chief human resources officer at AccelleWell, a contract development and manufacturing organization in Cambridge, Massachusetts. Just before her arrival, AccelleWell was acquired by the private equity firm Evenhuis Equity Partners. The company’s chief executive officer who hired Hooper was fired shortly after she started and was replaced by a new “fixer” who was brought in to turn around the company. Initially, Hooper thought that she could work well with the new leader, who voiced his support for Hooper publicly at an all-staff meeting and approved her plan to add new positions to the human resources team. However, he soon proved to be a toxic leader, making sexist and ageist comments and firing various executive team members. Hooper wondered if she could hold on to her own job. Was there any hope that she could still be successful as part of the executive team that had transformed AccelleWell into a leading life sciences employer?

Tianjin Motor Dies Co. Ltd. (or “Tian Qi Mo”; TQM) was a China-based automotive technology supplier that specialized in the research and development (R&D), design, manufacturing, and distribution of automotive body panel dies, welding tools, and automobile body stamping fixtures. Although TQM had struggled during China’s reform toward a market economy, the company’s persistent focus on and investment in R&D, innovation, and technology enabled it to survive and thrive, eventually growing to become an industry leader in China. A key pillar of the company’s strategy was information technology (IT). The company’s focus on IT had enabled it to establish a solid foundation for growth. In today’s age of digital disruption, TQM sought to leverage IT to transform its traditional product-based business model into a hybrid model that included not only products but also a platform that enabled different stakeholders in the automotive industry to transact and collaborate. The vision was promising, but TQM faced many challenges in its implementation.

On Thursday, July 13, 2017, the project manager and the chief executive officer for A-Media Limited were making a significant decision about their company. They could quickly increase their billboard hoardings by 20 per cent by pre-emptively erecting giant mega boards in five locations of interest to a major client. This was a significant opportunity, but it presented several significant risks. One major risk was the client’s need to have the mega boards ready before the Christmas season. The client would not commit to renting the space until the boards were at least 90 per cent completed. Was this time frame too short to confirm the prime locations, secure all government permits, hire suppliers and subcontractors, and erect the five structures? How could A-Media Limited manage five geographically dispersed projects simultaneously when the scheduling, supervising, suppliers, city permits, and city inspectors would be different in each location? The project manager had to quickly determine the feasibility of the project, which involved building a detailed schedule and budget.

This MPP file is one of two MS Project files that accompany W33313.

This MPP file is the second of two MS Project files that accompany W33313.

In April 2022, the founder of Camncloud, a pioneer in surveillance service based in New Delhi, India, was facing a dilemma about hiring a potential candidate for his new venture. Camncloud offered an end-to-end remote streaming service targeted primarily at preschools. The company’s founder wanted to use his electronics background to carve a niche segment in India’s competitive technology market, but needed help in achieving that goal. Specifically, he was hoping to build a loyal, dynamic, and committed team of high-level experts who faced difficulty in paying competitive salaries to a potential workforce of candidates that were in high demand, with constant offers from competitors. After the early departure of all three of his employees, he was being more cautious in choosing new team members who would be more committed than the previous team. However, while in the process of offering a position to a highly recommended new candidate, he encountered a roadblock. How could he resolve this difficult recruiting dilemma?

Refiloe Molefe, affectionately known as Mama Fifi, was a humane agripreneur running an urban organic vegetable farm, Fifi’s Veggie Farm (Bertrams Inner City Farm), in Johannesburg, South Africa. Molefe’s vision was to empower the nearby urban communities and ensure food security by selling fresh vegetables, teaching the community how to plant organically, and employing community members to work on the farm. She successfully implemented farming activities through partnerships with various governmental institutions, companies, and universities. Many organizations recognized her work on the farm, which received donations, won competitions, and obtained multiple awards.<br><br>Around 2019, while Molefe’s agribusiness was gaining momentum in the area and beyond, the City of Johannesburg Metropolitan Municipality was planning to build a multipurpose centre on the farm premises as part of its strategic objectives. In early May 2022, she was invited to discuss the demolition of the building and the municipality’s decision to move her to a new place in Eikenhof, on the city’s outskirts. Molefe was informed that, on May 26, 2022, the mayor would be handing over the premises to the contractors, and she would have to move to the new location. The new site did not have adequate infrastructure to support organic farming practices and would require her to share the location with farmers who used chemicals, potentially contaminating the soil and endangering her organic farming practices. Not wanting to depend on the government, she was weighing another option: to operate at a local church south of Johannesburg. She had to decide whether to accept the municipality’s offer, use the local church premises, or buy land she could own for a more sustainable future.

In March 2018, the executive committee of the Shree Sharanam Co-op Housing residential society in the state of Gujarat, India attempted to bring transformation at the community level. The committee members knew that water was a precious natural resource that had to be used judiciously. Everyone wanted water to be available as and when required, but the challenge was to apply principles to people’s behaviour. The residents agreed that water conservation was essential but did not have any impetus to this common cause because it involved a price—both monetary and non-monetary—along with other daunting tasks of organizing resources and managing resistance. The committee gathered evidence and decided to propose installing water meters in each household of the residential society to curb the misuse of fresh water.