In the A case, Rose Matthews, vice president for patient advocacy at University Hospital, must decide how to handle a startling discovery about patient risk. Weeks after a patient dies, lab results revealed the cause was prion disease, a deadly condition similar to mad cow disease. Since the diagnosis of this very rare condition was not known at the time of the patient's brain biopsy, surgical instruments used for the procedure were conventionally sterilized (rather than using special methods required to kill prions) and reused in up to 100 other surgeries. Now Matthews and her team must decide an ethical communication dilemma: (1) disclose the potential, though very low risk that patients may years later develop the disease; or (2) choose to protect patients from mental anguish related to worrying about a disease they most likely will not develop. The B case reveals that the medical team decided not to disclose this news to patients, only to have the news leaked to the media by a disgruntled hospital employee. The forthcoming teaching note offers three potential teaching plans for this case depending on the desired learning objectives: (1) writing a risk or crisis communication plan; (2) setting up a two-minute role-play of an oral statement delivered at the beginning of an internal meeting or for a press conference; and (3) responding to the media leak.

In the A case, Rose Matthews, vice president for patient advocacy at University Hospital, must decide how to handle a startling discovery about patient risk. Weeks after a patient dies, lab results revealed the cause was prion disease, a deadly condition similar to mad cow disease. Since the diagnosis of this very rare condition was not known at the time of the patient's brain biopsy, surgical instruments used for the procedure were conventionally sterilized (rather than using special methods required to kill prions) and reused in up to 100 other surgeries. Now Matthews and her team must decide an ethical communication dilemma: (1) disclose the potential, though very low risk that patients may years later develop the disease; or (2) choose to protect patients from mental anguish related to worrying about a disease they most likely will not develop. The B case reveals that the medical team decided not to disclose this news to patients, only to have the news leaked to the media by a disgruntled hospital employee. The forthcoming teaching note offers three potential teaching plans for this case depending on the desired learning objectives: (1) writing a risk or crisis communication plan; (2) setting up a two-minute role-play of an oral statement delivered at the beginning of an internal meeting or for a press conference; and (3) responding to the media leak.

While some cases may focus on using social media to advance the interests of a business or brand, this case is best positioned as a springboard for exploring social media as it may coexist with or be embedded in organizational life. The case depicts a challenge for a young direct report, a relatively inexperienced manager, and the manager's supervisor when the direct report reveals a passionate political opinion on Facebook and unwittingly links it to sensitive company information. The case discussion can (1) surface diverse student views on the uses of social media as they relate to work life; (2) encourage analysis of and decision-making in the context of a tricky multilevel managerial situation involving social media use, company nondisclosure policies, and communicating guidelines; and (3) consider how issues raised in the discussion may inform students' own choices as users of social media and as managers of people who use these channels. Larger managerial, organizational, and corporate communication issues that are complicated by employee social media use may arise in this class discussion, including: managing professional boundaries between levels of employees in an organization; the porous boundaries that exist between internal and external communication; and gray areas among private, personal, professional, political, and public speech.

Rhonda Magee, a new employee at Regina Broadband, was tasked to prepare slides for the company's next earnings conference call. The company had seen good growth through acquisitions, but now was pursuing a strategy of organic growth. Recent changes had raised potential questions about the company's leadership and compensation. As a policy, Regina's management provided limited future earnings guidance to investors. Since the most recent Q4 and year-end earnings data were still being gathered, Magee decided to draft the slides with provisional headlines and insert placeholders for data and results that the CFO could complete before the earnings conference call later in the week. This disguised case sets the stage for the accompanying B case (UVA-C-2368), which takes place directly after Regina releases its earnings.

Within 3 minutes of releasing its Q4 and year-end earnings, Regina Broadband's stock was down by over 25%. The company's CEO and CFO realized they needed to quickly reframe and sharpen the message they would be giving to Regina's shareholders and investors during that afternoon's conference call, scheduled to take place in 15 minutes.

To protect patient confidentiality, Abiomed, makers of the AbioCor artificial heart, adopt a 30-day "quiet period" surrounding implantations, which is construed by mainstream media as a "news blackout." In late 2002, James Quinn, the fifth transplant recipient, dies after 289 days. A month later, in a New York Times article describing Quinn's pain and suffering, Quinn's widow claims that her husband had not been adequately informed of the likely ordeal. This case raises issues about transparency and communication with stakeholders. The A-case may lead some students to focus on the public sensationalism surrounding the Quinn story, but a closer examination of the case reveals that the more urgent issue for AbioMed is getting the stalled clinical trial back on track and bouying a slumping stock price. The B-case provides a detailed epilogue, including reactions to the Quinns' informed consent lawsuit and AbioMed's handling of the on-going clinical trial and investor relations.

Writing to Reflect introduces the use of writing as an aid to creative and critical thinking in the context of leading change. The note explains how the process of reflective writing slows thinking and encourages improved skills in sense-making, analysis, decision-making, and meta-cognition. Included are ideas on how to get started and 13 writing prompts related to leading change.

This note is an introduction to the first-year course Management Communication: Module Four. See also "A Note on Management Communication: Module One" (UV0925), "A Note on Management Communication: Module Two" (UV0926), and "A Note on Management Communication: Module Three" (UV0927).

In this disguised case, newly appointed Vice President for Corporate Communication Andrea Tilman must choose among different strategies to align corporate philanthropy programs with long-term corporate philosophy and business strategy at the U.S. subsidiary of a Japanese multinational corporation. The guiding corporate philosophy is the principle of kyosei, or "living and working together for the common good." In selecting the strategy, Tilman must consider factors such as the company as a whole, straightforward measurement of results, budget size, and how and to whom she should communicate the new program once it was implemented. This case illustrates the key strategic role of corporate communication and philanthropy in enacting social responsibility. The topic leads to spirited discussions about the value of corporate philanthropy and whether it is in the shareholders' financial interest.

The Narrative Presentation Assignment offers students an opportunity to gain firsthand experience with an essential managerial communication skill: storytelling. The assignment gives guidelines for developing a "company story" presentation as an icebreaker assignment, with the performance goal of establishing an initial comfort level with delivery. The assignment suggests storytelling's broad range of business applications. Paired with Peer Feedback Assignment (UV0877), which is supplemented by Triad Conference with Instructor (UV0894).

The Peer Feedback Assignment is based on the fact that giving feedback is an essential managerial communication skill. The assignment suggests guidelines for matching feedback to its timing and communication channel. Guidelines for coaching and using formative feedback are included. Paired with the Narrative Presentation assignment (UV0854), supplemented by Triad Conference with Instructor (UV0894).

This case illustrates Mitsubishi Motors Manufacturing of America's (MMMA) responses to allegations of sexual harassment in 1996 at its Normal, Illinois, facility. The majority of the case focuses on major events that took place between 1992 and spring 1996, culminating in an Equal Employment Opportunity Commission (EEOC) investigation and class-action suit, which at the time was estimated to be the most expensive suit ever filed. The decision-maker in the case is Lynn Martin, former U. S. Secretary of Labor, who had been hired by Mitsubishi to help the organization take corrective action. Exhibits include a brief history on sexual harassment law and a description of the EEOC. This case works well with MBA and executive audiences to address how to restore credibility and reputation following a scandal. It also highlights the challenges that an outside consultant faces when hired to make policy recommendations aimed at image restoration.

The Mall of America's public relations manager considers whether to institute an escort policy aimed at curbing the disruptive behavior of some teenagers who frequent the Mall. Support for the policy is mixed. Mall visitors and merchants are generally in favor of the policy, while teens, some community residents, and activists argue that it is too extreme. To make a decision, mall officials must evaluate the policy from the point of view of multiple stakeholders.