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As a result of recent success and rapid growth, the Skyrose Marketing Agency team was becoming overwhelmed with significant variation in workload levels. The vice-president, who was responsible for managing the company’s clients from the beverage industry, wanted to smooth the team’s workload level to improve morale. She also wanted to remain attentive to her clients’ needs, which could increase as peak holiday seasons approached. The vice-president was considering using Google Trends to predict how popular certain beverage products would be in the future so that her beverage company clients could predict future sales volumes. She hoped that by forecasting proxy sales for three specific clients she could gain key insight to help her smooth the volume levels of her team’s workload, without having a negative impact on her client relationships.

Korean pop music (K-pop), once limited to an Asian market, broke its cultural boundaries and became global in 2012 when Psy’s song-and-dance video “Gangnam Style” went viral around the world. The subsequent global success of the Korean idol boy band BTS confirmed that K-pop had a place in an international music market. With international performances and major US awards since its debut in 2013, BTS was carefully analyzed by those who wanted to identify the reasons for its success. Factors such as the band’s active use of social media and quality transgenerational content were commonly identified, but media reports pointed mainly to the influence of the band’s fan group, or ARMY, and its social media influencers, known as hommas, as reasons for BTS’s success. Big Hit Entertainment (Big Hit), BTS’s talent agency, needed to sustain the band’s unprecedented success. What should Big Hit consider in developing a sustainable competitive advantage in a global music market increasingly taking advantage of new media?

Spreadsheet to accompany product 9B21E009.

When Peter Moyo was appointed as chief executive officer (CEO) of Old Mutual Emerging Markets (Old Mutual), one of South Africa’s largest and oldest financial institutions, in 2017, the chair of Old Mutual, Trevor Manuel, and the Old Mutual board were optimistic, as Moyo seemed like the ideal candidate. However, less than two years into his tenure, Moyo’s employment was terminated owing to a conflict of interest and a breakdown of trust between Moyo and the chair and board. From the moment he was suspended, Moyo made the dispute very public, and appeared to be orchestrating a media campaign against Old Mutual and the directors, especially Manuel. A protracted and bruising legal battle ensued, and many corporate governance lessons were learned. It was now incumbent on the board to identify and appoint a new CEO of Old Mutual. Given the local and international environment, and in view of internal and external challenges, they needed to consider what kind of CEO would be appropriate for Old Mutual; what criteria they should set for this crucial position; and what the right timing and communication process would be around the new CEO’s appointment.

Food safety and fraud were long-standing issues in China. For some imported products, such as Australian beef steak, food fraud could be a massive issue: consumers could purchase the wrong or even harmful products, and legitimate brands subsequently lost sales and reputation. BeefLedger Ltd. (BeefLedger) was an Australian blockchain start-up company that aimed to solve these issues by using blockchain technology to supply authentic beef products to customers in China and elsewhere. The technology also significantly improved transparency in the beef supply chain. Since 2017, BeefLedger had gained important experience in this area and achieved a certain level of success.<br><br>The concept of blockchain, proposed in late 2008 and used successfully used in finance since then, was still in its infancy in other areas. The next promising field to adopt blockchain was supply chain management, where the technology had the potential to revolutionize the supply chain with its unique functions, including immutability and decentralization. However, many challenges emerged for BeefLedger during blockchain implementation—especially in early 2020, because of the COVID-19 pandemic and Australia–China tensions. BeefLedger now had to determine how to handle these recent challenges.

Rodey Wing, a partner at global management consulting firm Kearney, had to decide what to recommend to a struggling retailer client with over 200,000 employees. With the client’s optometry division suffering from an excess of employees partly due to a pandemic downturn, Wing had initially planned to cut 1,500 employees from the division---laying off those with the lowest performance review ratings. However, a disproportionate impact assessment of the plan showed that employees from protected classes would make up a much larger share of terminated employees than expected. Wing had to determine how this information should impact his recommendations to the important client.

Royal Enfield, the motorcycle division of Eicher Motors Limited, saw its unit sales increase a multiple of 16 times from 2008 to 2018. By 2019, the company controlled 96 per cent of the 250–750 cc motorcycle market segment in India. However, sales growth slowed considerably in financial year 2018–19, when the first three quarters seemed to indicate continuing slow growth for the company. Year-to-date sales for the first nine months dropped 15 per cent compared to the same period the year before. Two major new competitors were having a considerable impact of Royal Enfield’s ability to retain market dominance: Mahindra & Mahindra’s successful Jawa motorcycle line and US motorcycle giant Harley-Davidson, which was contemplating extending its portfolio in India into the 250–750 cc motorcycle segment. Having reached the pinnacle of the market, Royal Enfield was eager to retain its position in the 250–750 cc motorcycle segment. What strategic choices and growth options did it have to maintain market dominance, and what competitive advantage was its most viable growth option?

In November 2020, the owner of Tranquility by Jen Candle Company located in Canmore, Alberta, Canada, was reviewing her company’s financial performance for its third fiscal year. The company was a candle manufacturer located in Canmore, Alberta, Canada. The owner had gathered the company’s statement of financial position for fiscal year 2018–19, the list of cash receipts and disbursements for 2019–20, and various related miscellaneous information. Her task was to record all necessary accounting transactions for the current fiscal year, ending October 31, 2020.

Innovative US apparel retailer Everlane Inc. (Everlane) employed "radical transparency," disclosing detailed information about the costs it incurred and the factories that manufactured its clothes. The company also claimed to prioritize ethics and sustainability. For example, Everlane committed both to supporting its suppliers by addressing their needs and to eliminating virgin plastics from its entire supply chain by 2021. The company's approach had been successful: since its founding in 2010, Everlane had seen growth in its customer base and revenues. However, in 2020, the company faced a public relations crisis, encountering backlash after laying off a number of employees. While these layoffs were purportedly due to the economic effects of the COVID-19 pandemic, they coincided with employees’ unionization efforts. In addition, many former employees reported that the company was not, in fact, ethical but was anti-Black and anti-union and had a toxic internal culture. As the company had built its business on its image and its promise of ethics, transparency, and sustainability, the crisis called into question the foundation of the organization. How could Everlane move forward according to its stated values and continue to both meet the needs of its customers and to earn a profit?

In February 2020, the president of South African Chefs Association was exploring ways to ensure a sustained revenue stream for the association, which relied primarily on membership fees for survival. As a non-profit organization, South African Chefs Association had a rich history of representing chefs, enabling them to compete on the international stage, supporting their training and education, and providing members with networking opportunities and a community. The association faced several challenges; most notably, it needed to find an innovative solution to sustainable growth in terms of both membership and revenue numbers and the value created for members. The association’s president needed to establish a sense of relevance and community for its members through a range of strategic partnerships and innovative value contributions, ensure its leadership reflected the racial makeup of the country, and reconsider its structure and purpose.

On May 12, 2020, Vedanta Resources Limited, representing the London, United Kingdom company Vedanta Group, expressed its intention to buy all public shares of its Indian subsidiary Vedanta Limited and to delist it from all stock exchanges in India and New York. The chair of Vedanta Group explained that the decision to delist was largely driven by a strategy to simplify the group structure. The indicative offer price of ₹87.5 per equity share represented a premium of 9.9 per cent over the closing market price of ₹79.6 on the previous day. However, there was some doubt that minority shareholders would find the offer attractive. The final exit price, which would be determined through the reverse book-building process, was likely to increase. Exactly what amount Vedanta Resources Limited was willing to pay was a key factor in the quest for a successful delisting. Two other important considerations were the additional amount of borrowing required and future debt servicing constraints.

In September 2020, Moovaz, a startup in the tech-enabled relocation space, was at a critical juncture in its evolution. In the three years since its founding, the company had established its business model, shown impressive growth in revenues, raised S$7 million in Series A funding and acquired a portfolio of established magazines in the form of <i>The Finder</i>. Junxian Lee, co-founder and CEO of Moovaz was optimistic about the prospects of the company going forward, despite the COVID-19 pandemic. However, there were a number of caveats to his optimism. Specifically, possible decline in demand if the world economy continues to struggle and challenges in raising the next round of funding in the face of uncertainty.

In May 2020, Usha Martin Limited (Usha Martin), a diversified engineering group based in India, was debating strategies for continued future growth. In April 2019, the company had divested its steelmaking and related operations to reduce its debt load. Though the divestment meant a large decline in the company’s sales for the year ended March 2020, the company managed to reverse the trend of losses incurred in several recent quarters and years to earn positive profits. However, attaining future growth remained a challenge for the smaller, focused company, especially given the economic disruption caused by the COVID-19 crisis. It was critical that Usha Martin’s management made the correct strategic choices so that the company could achieve good, long-term, profitable growth.

In 2020, the chief executive officer of Abelana Game Reserve in South Africa was considering the arrangement between the game reserve and the Mashishimale community, who owned the land. He had promised to provide added value to the land by highlighting four pillars of focus: land, community, business, and investors. Two lodges were formally opened to guests in March 2020, but the outbreak of the COVID-19 pandemic stopped all business activities—until September 2020, when the government began easing lockdown restrictions and the shareholders met to discuss tourist bookings and expansion plans. The management team had an ambitious and exciting overall vision for the game reserve, but there were more pressing challenges to consider, including a collaborative cross-sector partnership, training and developing workers, creating jobs in the community, and supporting local businesses. Were there other shared value ideas to consider for more employment opportunities and growth within the community?

Founded in 2010, 111 Inc. was a leading online, direct-sales pharmacy in China. As an early entrant to China’s online health care market, 111 Inc. developed various operational capabilities to support and expand its businesses, including a smart supply chain, big-data technologies, omnichannel capabilities, and operation on both business-to-consumer and business-to-business models. The online health care market in China had been growing rapidly in recent years, especially with the support of new government policies. Therefore, many companies were showing great interest in the industry’s new opportunities, including Alibaba Group Holding Limited, JD.com Inc., Pingduoduo Inc., and Tencent Holdings Ltd. Considering the imminent market entry of these technology giants, with their vast customer bases and extensive amounts of capital, 111 Inc. was wondering what it should do to sustain and grow its competitive advantage.

In 2016, Reliance Jio Infocomm (R-Jio) was a late entrant in India’s overcrowded but growing telecommunications (telecom) market. By 2019–20, the wholly owned subsidiary of Reliance Industries Limited (RIL) was India’s number-one telecom company in terms of both profits and market capitalization. The industry’s incumbents were expected to retaliate against the new entrant; however, they could not compete against R-Jio’s heavily discounted offerings. Within six months, R-Jio had achieved its goal of attracting a subscriber base of 100 million. Although R-Jio intended to remain a leading player in India’s digital future, could it sustain its run of success? Would R-Jio be able to leverage its present and future investments and manage risk sufficiently to achieve its optimistic objectives? India’s telecom industry faced a dynamically changing and technology-driven future. How could R-Jio ensure it continued to play a leading role in India’s telecom industry?

In October 2020, Google LLC (Google) found itself involved in a controversy with both the Indian government and the country’s developers of mobile applications (apps). Google announced that it would be enforcing its global policy that required app developers to pay a 30 per cent commission on all in-app purchases of digital goods bought on Google Play, the company’s digital distribution platform for app purchases. Google’s announcement drew particular opposition in India. With 500 million smartphone users in India, of which 95.85 per cent operated on Google’s Android operating system, the app market was heavily skewed in favour of Google. In its goal to dominate the Indian app market, Google had to resolve several key issues. What advantages to users and developers could the company emphasize to justify imposing what India’s start-ups and app developers were calling a Google tax? Could a new competitor, such as the proposed platform from India’s government or from the technology start-ups, replicate those same advantages? How should Google respond to the complaints against the policy and the threats of antitrust action against the company?

Kalahut: The House of Arts (Kalahut) was an Indian e-commerce site that connected instructors specialized in traditional Indian arts and cultural forms with customers interested in these services. Since its launch in July 2020, it had mainly served customers in India; however, it had also seen modest engagement on social media platforms and its website from individuals outside of the current customer pool. As the COVID-19 pandemic had resulted in both increased web traffic to e-commerce sites and an increase in the number of people looking for new activities while in lockdown, Kalahut hoped to take this opportunity to expand into a new market. In late 2020, Kalahut’s co-founder needed to decide which of three potential market countries to enter. Which would be the most suitable avenue for expansion?

In late June 2019, the president of Wellington Brewery, a medium-size craft brewery located in Guelph, Ontario, Canada, wanted to determine the best growth strategy for his company. He also hoped to recover recent expenses incurred for a major expansion of the company's operations. Although the business's growth across the province was the main objective, he also needed to consider various potential options and other factors. Wellington Brewery faced the challenges of an unpredictable and oversaturated market. Ontario's craft brewery industry was characterized by unexpected growth, shifting consumer preferences, and intense competition for shelf space at limited retail outlets. The president urgently needed a plan for continuing Wellington Brewery’s expansion, and to ensure it remained relevant and financially strong during challenging times.

During the COVID-19 pandemic, Jeff Bezos, the chief executive officer of Amazon.com Inc. (Amazon), became the world’s richest person by adding US$6 billion to his net worth by the end of March 2020. While the worth of other billionaires was decreasing because of the unprecedented market volatility created by the pandemic, retail sales surged to a record level for Amazon. To meet the additional workforce requirements created by the sudden rise in demand, Bezos announced a new hiring drive for Amazon’s warehouses and delivery network. The announcement came when Amazon’s labour practices were under the scrutiny of New York State and New York City authorities for the disputed “wrongful termination” of a warehouse worker. Amazon’s conduct was vehemently condemned by labour unions, labour supporters, the media, and New York City authorities. At the same time, Amazon employees expressed their concerns about the hiring of additional workers, as more workers could further aggravate the workplace safety issues at the company’s warehouses. Bezos vehemently claimed to be committed to workers’ health and safety and announced new paid sick leave and hazard benefits policies for workers who were not working from home. Was the authorities’ scrutiny of Smalls’ termination and the workplace safety measures at Amazon’s facilities a signal of legal battles looming for Amazon? Was Bezos protecting the wellness of his employees? Did the new policies and safety measures point toward a change in Bezos’s crisis management strategy? How could Amazon move from a greed/profit perspective to a profit with purpose perspective? How should Amazon manage in an almost permanent crisis-like situation?