The Charles Lake Mill had experienced more than 200 days of strike in the previous 10 years, and its employees were accustomed to returning to the mill the morning after a settlement was reached and going directly back to their jobs. But this time the mill management team is determined that things at the mill would change. This case follows the Charles Lake Mill as it goes from being one of the most unsafe mills with a terrible production record to one of the safest mills with solid production gains each year.
Silver Cloud, an industry leader, had acquired the Charles Lake Mill whose management accommodated union demands. As management gave in to union demands, the mill quickly developed a reputation within the industry as a labor-relations nightmare. This reputation was exacerbated by a much-publicized strike. Would all the negative energy and turmoil created by the strike hinder the creation of a new, productive paper mill?
Adam Root, for as long as he could remember, wanted to be a doctor like his father. As a single parent, his father raised four children. Root idolized his father. Root was an outstanding student in high school and in medical school. After completing his residency, he joined a small private primary care practice in the Boston area. The practice grew because of Root's significant contribution. After a 10-year period, the practice had grown in excess of 40 practitioners. But Root was spending almost every waking hour devoted to the practice. He finally reached the point of "burnout." He was spending little if any time with his family and was exhausted. He realized he had to do something and yet wasn't quite sure what to do. This is the A case in a series of three cases (B case: UV3948 and C case: UV3949).
An international corporation's agricultural business division reviews its seven-year-old IT initiative among rural Indian farmers. Suitable for learners at all levels, the case is ideal for modules on strategic change, transformational change in a value chain, and development at the bottom of the pyramid. It also provides excellent insight into how corporations can improve both profits and lifestyles in developing nations while bolstering their worldwide competitiveness. The e-Choupal initiative provides Internet access to connect and unite farmers by teaching them more efficient farming methods and wholesaler accountability strategies. Should the company expand the initiative throughout the country? Given India's size and the various challenges involved, expansion would not be an easy task.
This undisguised case is appropriate for graduate-level organizational behavior, strategy, and leadership courses. Readers will be put in the shoes of a seasoned change agent hired to transform a publicly owned company on the brink of bankruptcy. With a 50% attrition rate, low employee morale, stock market delisting notice, failed ERP system, bank default, new credit facility search, forbearance agreements, and a going-concern opinion, the new CEO faced a significant crisis. The A case describes the situation and raises questions about the firm's viability when James Leto becomes CEO. Several key leaders in the organization push to move the company's core competency away from the reseller business toward an enterprise solutions and services business.
The Port of Tauranga, located on the north island of New Zealand, was struggling against the Port of Auckland and not doing well financially. The case depicts the bold and dramatic steps during the 1990s to change the economic circumstances. Decisions were made that changed the rules of the game and, in so doing, made Tauranga a very successful and profitable enterprise. Capital investments and a total reframing of possibilities coupled with bold management execution transformed the port to a position of world-class performance.
What are the differences between being a good tactical leader and being a good strategic leader? As he nears retirement, Robert Lincoln muses about his successor at Lincoln Industries. The case describes the backgrounds of four potential successors, all of whom are tactically astute and very competent general managers. Lincoln realizes that the company is at a crossroads and wonders what it would take for his potential successors to graduate from being good tactical leaders to effective strategic leaders.
Once considered a candidate for divesture, Dow Chemical Polyolefins and Elastomers has had 12 successful years in a row. The company has set the standard of excellence for new-product innovation, having launched an average of one new-product line each year with 10 of the 11 launches being a success. After winning awards and receiving recognition for his speed in developing and launching chemical products, the company's COO now had a new concern to address: how will the company sustain its high performance over the long haul?
This case is about the history, achievements, and problems of a uniquely run medical institution. It has become an award-winning, world-class institution through emphasis on and nurturing of talented, hard-working, and salaried doctors; a culture of excellence and innovation; and teamwork. In recent years, as competition for patients grew, funding and reimbursement diminished, and patients demanded better service, the center has had to find ways to provide better patient service in order to maintain its competitive edge.
In March 1999, Renault, the ninth largest car maker in the world, announced acquisition of a 36.8 percent stake in Nissan Motor for $5.4B. Second, Carlos Ghosn would take charge of the struggling company. The news shocked Japan as well as the global business community. Would a Westerner be able to bring about change in a Japanese company with a deep-rooted tradition of bureaucratic behavior and a consensus-building style? Case A describes the steps that led to the acquisition of Nissan. Case B covers the story of Carlos Ghosn and how he changed the company and brought profitability to Nissan. The case discusses such techniques as the art of listening and understanding in depth, formation of cross-functional teams, and Ghosn's three management principles: transparency, 5% strategy and the rest execution, and communication of company direction and priorities.
In March 1999, Renault, the ninth largest car maker in the world, announced acquisition of a 36.8 percent stake in Nissan Motor for $5.4B. Second, Carlos Ghosn would take charge of the struggling company. The news shocked Japan as well as the global business community. Would a Westerner be able to bring about change in a Japanese company with a deep-rooted tradition of bureaucratic behavior and a consensus-building style? Case A describes the steps that led to the acquisition of Nissan. Case B covers the story of Carlos Ghosn and how he changed the company and brought profitability to Nissan. The case discusses such techniques as the art of listening and understanding in depth, formation of cross-functional teams, and Ghosn's three management principles: transparency, 5% strategy and the rest execution, and communication of company direction and priorities.
This note illustrates and illuminates key concepts in service excellence. It summarizes and highlights key thinking and action in the service industry. It is designed to be used with "Manor" (UVA-OM-0751).
This case describes the start-up and the early trials and tribulations of the Magasco Paper Mill. Originally designed to be a state-of-the-art operation, old customs and habits have inhibited the expected performance of the mill. The case ends with a labor dispute, a strike, and a period of enormous tension and conflict. This case should be accompanied by the B case (UV0636).
This case follows the A case (UV0634) and describes the people and events that transformed a strike and tension-ridden situation into a "world-class operation." The case outlines the issues and personalities that created this remarkable change. This case should be used with the A case.