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- A practical guide to SEC ï¬nancial reporting and disclosures for successful regulatory crowdfunding
- Quality shareholders versus transient investors: The alarming case of product recalls
- The Health Equity Accelerator at Boston Medical Center
- Monosha Biotech: Growth Challenges of a Social Enterprise Brand
- Assessing the Value of Unifying and De-duplicating Customer Data, Spreadsheet Supplement
- Building an AI First Snack Company: A Hands-on Generative AI Exercise, Data Supplement
- Building an AI First Snack Company: A Hands-on Generative AI Exercise
- Board Director Dilemmas: The Tradeoffs of Board Selection
- Barbie: Reviving a Cultural Icon at Mattel (Abridged)
- Happiness Capital: A Hundred-Year-Old Family Business's Quest to Create Happiness
iGATE Corporation: Toxic Talent and Organizational Resilience
內容大綱
In May 2013, iGATE Corporation suffered a major blow after terminating its president and chief executive officer, Phaneesh Murthy, as a result of allegations of sexual harassment. Murthy had previously been forced to step down from Infosys Limited for similar reasons. After Murthy's unceremonious exit, iGATE struggled to fill its top leadership position. Finally, in September 2013, a new chief executive took over and outlined a plan of action that differed completely from his predecessor's strategy. However, the company, which had been poised to achieve big ambitions, had lost momentum and appeared directionless. Had iGATE made a mistake by hiring Murthy as its top executive just 18 months after he had been fired from Infosys? Why did iGATE not conduct due diligence on its talent acquisition and management, especially for the critical position of chief executive officer? How could other organizations turn around a position of vulnerability to become resilient?