The case explored whether a novel design for a recycling bin could promote proper recycling behaviours in Singapore. The redesigned recycling bins were initially deployed at different sites around the National University of Singapore to assess their effectiveness among the university community, with promising results. The team now wanted to investigate whether the improved recycling habits observed on campus could be replicated in more diverse public environments, such as shopping malls. The decision for the team was how to implement a field trial of these bins across three shopping malls in Singapore to assess their effectiveness among the general population. The case underscored the importance of human and behavioural-centred design in promoting sustainable practices and discussed primary operational challenges, potential risks, and mitigation strategies to ensure a field study’s success.
This case focuses on the use of modern data analytics to alleviate crowding at the branches of United Overseas Bank, a full-service bank headquartered in Singapore. The case is set in 2020 against the backdrop of the COVID-19 global pandemic when vaccines were not yet available and social distancing was a key tool in the fight against the spread of the disease. How should the bank develop and deploy predictive analytics to accurately anticipate future branch crowds? How should the bank trade off key design considerations?
This case focuses on the use of modern data analytics to alleviate crowding at the branches of United Overseas Bank, a full-service bank headquartered in Singapore. The case is set in 2020 against the backdrop of the COVID-19 global pandemic when vaccines were not yet available and social distancing was a key tool in the fight against the spread of the disease. How should the bank develop and deploy predictive analytics to accurately anticipate future branch crowds? How should the bank trade off key design considerations?
Atrae Inc. was a Japanese software firm providing platform matching services for job recruitment in the software engineering industry. As compared to traditional Japanese firms, Atrae adopted a unique approach to managing its employees. Instead of the rigid hierarchy and top-down management approach that typified a Japanese firm, Atrae had a flat organizational structure and heavily relied on decentralized decision-making and individual motivation. The company’s unique culture was viewed as a key driver of its business success—success that the company’s founder and chief executive officer wanted to advance with a public listing on the Tokyo Stock Exchange. However, while the public listing would allow Atrae to grow substantially, it would also necessitate formal organizational checks and balances that could harm the company’s organizational culture. Would a public listing propel Atrae to greater heights or would it result in the company’s demise?
Atrae Inc. was a Japanese software firm providing platform matching services for job recruitment in the software engineering industry. As compared to traditional Japanese firms, Atrae adopted a unique approach to managing its employees. Instead of the rigid hierarchy and top-down management approach that typified a Japanese firm, Atrae had a flat organizational structure and heavily relied on decentralized decision-making and individual motivation. The company's unique culture was viewed as a key driver of its business success-success that the company's founder and chief executive officer wanted to advance with a public listing on the Tokyo Stock Exchange. However, while the public listing would allow Atrae to grow substantially, it would also necessitate formal organizational checks and balances that could harm the company's organizational culture. Would a public listing propel Atrae to greater heights or would it result in the company's demise?
In December 2014, Dr. Anthony Furlan, chair of the Department of Neurology at University Hospitals Cleveland Medical Center (UH), faced a mandate from the hospital's executive leadership team. Specifically, all UH departments were directed to take steps within six months to reduce the waiting time for outpatient appointments-measured as the time to first available outpatient appointment-to no more than 15 days. For Furlan and his colleagues in neurology, achieving this target was a significant challenge, as the department's current time to first available appointment was 93 days. The case considers several alternatives for reducing waiting time in outpatient neurology without increasing the total clinical staff. The case allows students to evaluate opportunities for expanding the effective capacity of a complex service operation and to understand the tradeoffs between customer service and labor utilization.