A group of Trojan Technologies Inc. employees grappled with the issue of how to structure the business to effectively interact with their customers and manage the company's dramatic growth. The London, Ontario manufacturer of ultraviolet water disinfecting systems believed that strong customer service was key to its recent and projected growth, and had come to the realization that changes would have to be made to continue to achieve both simultaneously. The group hoped to develop a structure to address these issues. The executive vice-president was to lead the development and implementation of the new structure. The transition to the new structure was to coincide with the new fiscal year.
The managing director of a health services company wonders how she should deal with an underperforming subsidiary. Even with a new president and intense effort, the results were exactly the same as the previous year, substantially below average.
The managing director of health services company is becoming increasingly concerned about the state of leadership at the company's subsidiary. The source of the concern was the president of a wholly-owned subsidiary who had been instrumental in ensuring the very successful launch of the operation during its start-up. Since then, however, the president's behaviour had become increasingly problematic, to the point where he has become very disruptive to the operation. Therefore, it is necessary to craft a leadership development plan for him, or else face the unpleasant task of having to terminate him.