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Despite all the uncertainty mergers and acquisitions create for buyers and sellers, a solid, well-planned post acquisition integration strategy can create opportunity. During the fall of 2001, following a lengthy U.S. Federal Trade Commission (FTC) antitrust review, General Mills Inc. acquired the Pillsbury subsidiary from Diageo PLC with an eye towards enhancing their revenue. Although General Mills financial advisors seemed to think that the balance sheets and products of the two corporations complimented each other and made a perfect match, the organizations were very different. Any shift in corporate control meant things were going to change. Kevin Wilde, the vice president and chief learning officer for General Mills was part of the transition team responsible for helping the post acquisition integration go smoothly. While spending most of the summer working on the acquisition planning stage, Wilde and the team tried to envision what employees' fundamental concerns would be and how the team could help ease anxieties in both organizations. How should the Pillsbury integration process proceed? Despite the extensive planning process, were there any surprises that would affect integration efforts? Could General Mills and Pillsbury be integrated in a way that would generate more value than the companies were generating separately? And which changes should be the team's top priorities? The B case identifies several issues relevant to managing the integration and includes: human resource and organizational information, marketing initiatives, strategy statements, plant closings, and operational changes.

How does one know what makes a good case? Are there certain attributes that effective business school cases have? This technical note was intended to help writers who may or may not be business school professors write a case. The note includes material on objectives, finding leads, interview questions and interviewing techniques, and case structure. Although the idea of what constitutes a good case may be debatable, there are several characteristics that good case studies have in common..

How do you facilitate changing a long-held mission into a new vision during an organizational restructuring? Ernesto Gomez, organizational development director for Lotz of Food, a leading grocery retailer headquartered in California, was asked to help the perishable team transition from a hierarchical and function-based business unit to one that would be more dynamic, versatile, and proactive. Expectations were high and came right from the top of the organization. The A case reveals the steps Gomez takes to understand the problems. Among the issues about team development, Gomez is conflicted over the lack of diversity among the organization's leadership and indeed on the entire team. More troubling is the organization's seeming lack of recognition of this fact--so much that Gomez wonders whether his own background has made this a bigger issue than it really is. In the B case, Gomez becomes more concerned about what extent he thinks his own biases and past experiences are shaping the way he sees this situation.

As students watch the full length feature film Crash, written and directed by Paul Haggis, they may find the character guide helpful in keeping track of who's who and what the characters' main connections are.

Crisis as a source of opportunity and change? How does that happen? This case describes the difficult situation the new dean of the A.B. Freeman School of Business at Tulane University in New Orleans, Louisiana faced after Hurricane Katrina hit the city in the late summer of 2005. With a state of emergency declared statewide, in a city with only a shell of their former infrastructure intact, in a university that suffered water damage, and in a community of students and faculty scattered and separated throughout several different cities and states, how was Dean DeNisi supposed to lead-let alone implement his vision? The A case challenges students to think about how DeNisi should proceed in the immediate months to ensure both the return of current students and the survival of the business school. What would all this mean to attracting future Freeman students? The B case describes how DeNisi seized opportunity while in a time of great crisis. The material offers a rich discussion that should evolve into the recognition that leaders who are able to frame crises as potential opportunities will likely manage organizations in a way that will make them more resilient and sometimes better off after the crises.

Being in charge of cleaning up the March 24, 1989 Exxon Valdez oil spill accident, meant that Otto Harrison, the general manager of Exxon International Alaskan Operations, was there when the storm clouds over the event were thick. Despite years of learning, wisdom, growth, and dealing with success and failure, Harrison had never faced a challenge of this magnitude. He was sure his experiences would be utilized in full force. The questions he thought about included whether three different governing bodies, the state of Alaska, the federal government, and Exxon, a publicly held corporation, could work together toward a common goal-to leave few signs of the biggest oil spill ever to occur in North America. What type of help was most needed now? Would Exxon's plan satisfy the numerous stakeholders? How would the plan be viewed publicly? What impact would the cleanup plan have on Exxon's business? In the (A) case, the Exxon Valdez accident and immediate challenges are described so students can put themselves in Harrison's place to lead through the crisis. The (B) case (epilogue) outlines more problems and includes actions taken to try to clean up the oil as quickly and effectively as they could. The tragedy changed the oil industry in many ways-some of which are described in the epilogue.

In most organizations, the employee appraisal process causes more tension than any other aspect of personnel management. Despite the good intentions behind it, a 360º Feedback system does little to quell the fear that performance evaluation tends to instill. But is it possible to design a 360º Feedback system that is both comfortable and constructive for employees? This technical note discusses the challenges of and opportunities for creating a system that improves performance effectiveness and enhances career success.

What happens when strained relationships develop between two people you value in your organization and they come to you for advice? David Walker was a senior attorney in a bustling white shoe law practice. During an especially busy time, Walker became party to an in-office dispute between his trusted administrative assistant, Susan Emson, and a respected colleague, Ramya Kumar. He had spent numerous hours listening to both sides tell their stories and was left with an impending sense that he had no answers. How was he ever going to help two people he valued greatly work out a compromise between their extremely polar positions? How did the dispute get to such a point? The case provides opportunities to explore the sources of interpersonal conflict, causes of escalation, and ways of diffusing and resolving it.

Teams often collapse over personality issues. This case explores such a collapse, in the context of an MBA student learning team. Students can explore personality differences, analytical strategy, gender, ethnicity, and race issues. Joann Moyer, an MBA student facing her first year exams, is anxious and conflicted at what she perceives as personality conflicts among her team members. In the (A) case, she prepares to confront the other people in her group. The (B) case reveals that the team actually has process issues around their learning frameworks and that many of the team's problems revolve around that and not personalities. The business world requires people to work together successfully, and good learning teams learn to cultivate the skills necessary to do so.

What is the proper role of the instructor in student-professor interactions? What challenges should new teachers expect and what pitfalls should be avoided? New faculty must meet a variety of concurrent demands when they enter an academic career, several for which they have never received any formal training. Various activities broaden the educational scope of the teacher beyond the classroom, and increase interaction with the student body. Many academic communities are settled in smaller university towns, where students and faculty share the community life: this can add another complicating layer. Establishing a strong relationship with a faculty mentor may be among the most important factors determining the success one achieves as a graduate student. So how is balance achieved in managing the multiple roles faculty members play in students' lives? This case reveals the impact of a teacher's personal relationship with students outside the classroom and the challenges of being involved with student development beyond the curriculum.

While reading the Wall Street Journal, Edward Rogers notices an advertisement for a knowledge management architect at the Goddard Space Flight Center in Greenbelt, Maryland. Rogers is an academic whose scholarship centers on developing models of how and why people cooperate intellectually. After submitting his resume and completing the interview process, Rogers is offered the position for a term appointment of three years. After one month on the job, Rogers wonders how he should proceed in helping the Goddard Space Flight Center become a learning organization. It is, in fact, the kind of opportunity Rogers has looked forward to for many years, but what will his plan of attack look like? How can he help this collection of rocket scientists work better together? In the B case, Rogers's action plan is presented, together with input from NASA engineers, scientists and other key players. See also the A case (UV3262).

While reading the Wall Street Journal, Edward Rogers notices an advertisement for a Knowledge Management Architect at the Goddard Space Flight Center in Greenbelt, Maryland. Rogers is an academic whose scholarship centers on developing models of how and why people cooperate intellectually. After submitting his resume and completing the interview process, Rogers is offered the position for a term appointment of three years. After one month on the job, Rogers wonders how he should proceed in helping the Goddard Space Flight Center become a learning organization. It is, in fact, the kind of opportunity Rogers has looked forward to for many years, but what will his plan of attack look like? How can he help this collection of rocket scientists work better together? The A case presents an undisguised picture of a NASA center that is fostering a learning approach to developing the organization. See also the B case (UV3264).

This disguised case provides a strategic plan devised and used on a military base. Senior officers clarified their strategy, outlined capabilities needed, and designed measures to assess. The organization's mission statement/charter, goals, and metrics are available for evaluation. Is the vision clear and could the goals be successfully translated into action? Does the plan lend itself to become part of the culture and daily business life on the base?

How do you deal with overly aggressive or excessively passive people? When should you push and when should you hang back? Should you ever show your anger, or is it wise to keep it inside or express it differently? The answers to these questions can mean the difference between derailing your career in management and going all the way to the top. If you learn what appropriately assertive behavior is and then practice ways of expressing yourself (when the occasion calls for it), your level of assertiveness will match the situation. This technical note examines interactions that fall on a continuum of assertiveness, from abusive to overly passive.

Sixty-year-old Martha Stewart, founder and former CEO of Martha Stewart Living Omnimedia Inc., was charged with four legal actions alleging she breached her fiduciary duties to MSO when she made "materially false and misleading statements" about her involvement in trading ImClone stock. Although Stewart's firm was not accused of any crime, she and her company were being likened to corporate villains such as Enron and WorldCom. The A case outlines events and Stewart's initial reactions, providing students an opportunity to examine issues of crisis containment and communication. Through the disaster, what might she anticipate for herself, for her role at MSO, and for the survival of the company she created? How should Stewart deal with unwanted media attention and negative attacks? And what audience was Stewart speaking to when she finally did appear publicly?

How many times have you heard someone at work say, "Things have just spun way out of control," or "that was lucky?" Perhaps your colleagues are more inclined to say, "I'm to blame," or "I have to accept responsibility for that." Even though most of us fancy ourselves to be unique individuals, psychologists have spent years etching out patterns in our personality traits that suggest we share some very similar qualities-those who believe they are capable of controlling events in their lives and those who don't. This note presumes your students have taken the Locus of Control instrument and are ready to interpret the results. Terry Pettijohn developed a variation to Rotter's original Locus of Control survey which can be accessed at http://www.dushkin.com/connectext/psy/ch11/survey11.mhtml. The test has no time limitation and consists of 20 true or false questions. Once you have completed the test, click on "Tally My Answers," and within a few seconds the screen will return with your choices and score. Some of the questions act as a diversion from the test's intent and are not included in the test score. This note will help you and your students interpret the results.

Cisco Systems' relentless pace of acquisitions between 1993 and 2000 ground to a halt in 2001, with Cisco buying only two businesses that year. By September of 2002, it had acquired Hammerhead Networks and Navarro Networks for $258 million in stock and planned to buy Andiamo Systems for up to $2.5 billion. Market conditions may have shed light on cracks in its acquisition methodology, but the most profound change, according to CEO John Chambers, was the decision to acquire companies at a later stage of product development than previously. Now, a target had to have a proven product, customers, and management team before any transaction was considered. The (B) case includes a brief update on the company and financials up to July 2002.

Can you really change your behavior at work? What if you believe your approach has served you well in the past and helped you succeed to where you are today? This series of cases features Nicholas Gray, a Norfolk Southern Railroad (NS) executive and his experiences in implementing change from a middle manager position. The A case (UVA-OB-0773) begins with Gray identifying a change effort to build a better relationship with colleagues in other departments at NS. As the story unfolds, Gray's management style and some challenges he faces take shape. In the B case, Gray works through his action plan and the implementation of his change initiative. These cases provide an insight into the challenges of being a change agent at both personal and organizational levels.

Can you really change your behavior at work? What if you believe your approach has served you well in the past and helped you succeed to where you are today? This series of cases features Nicholas Gray, a Norfolk Southern Railroad (NS) executive and his experiences in implementing change from a middle manager position. The A case (UVA-OB-0773) begins with Gray identifying a change effort to build a better relationship with colleagues in other departments at NS. As the story unfolds, Gray's management style and some challenges he faces take shape. In the B case, Gray works through his action plan and the implementation of his change initiative. These cases provide an insight into the challenges of being a change agent at both personal and organizational levels.

In the fall of 1999 Garry Ridge, the newly appointed CEO of WD-40 Company, wanted to rejuvenate the company and stimulate its employees to look beyond the firm's relatively narrow focus of the last 43 years. The very nature of WD-40 Company's success in capturing the market had created its own limited growth opportunities. The A case describes the company's one-product business success, and Ridge's background. The B case reveals some of the challenges Ridge faced in implementing change. The B case tells how the new CEO helped WD-40 company achieve growth in both new products and markets through related acquisitions. Despite these purchases, though, the company's earnings failed to climb in the years between 1998 and 2001. Ridge concluded that he needed to do more than just buy more companies, so he framed a model of strong leadership and "learning theory" that he thought would enable the company outsmart its competitors. He built a framework that was demanding, yet forgiving, when individuals fell short. Ridge held employees responsible for their results, but he encouraged everyone to acknowledge mistakes and learn from them. The company's financial results suggest success for his leadership model. This case set lends instructors a valuable tool to conduct conversations in the classroom about leadership and leading strategic change.