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An extensive global survey by three Harvard Business School professors finds that employees agree on core standards of corporate behavior. But meeting those standards will require new approaches to managing business conduct. The compliance and ethics programs of most companies today fall short of addressing multinationals' basic responsibilities, let alone such vexing issues as how to stay competitive in markets where rivals follow different rules. Companies must bring to the management of business conduct the same performance tools and concepts that they use to manage quality, innovation, and financial results.

Denise Frazer and Paolo Canto, two HBS students, have decided to give each other feedback on their class participation. While Paolo believes that he has been sensitive to Denise in providing feedback, he does not feel that Denise is reciprocating. Her feedback seems to be very negative and feels like a personal attack. He chose to be less negative and use feedback as a way to encourage Denise. He feels that she is not doing the same. Denise and Paolo have set a time to meet to discuss their latest class participation, and Paolo has decided to use this time to address his issues with Denise. This case should be used with its partner case: Denise Frazer and Paolo Canto: A Case Vignette on Feedback - Denise Frazer's Perspective.

Denise Frazer and Paolo Canto, two HBS students, have decided to give each other feedback on their class participation. While Denise believes that she has provided concrete, actionable feedback to Paolo, she does not feel that Paolo is reciprocating. His feedback is general and superficial. Denise and Paolo have set a time to meet to discuss their latest class participation, and Denise has decided to use this time to address her issues with Paolo. This case should be used with its partner case: Denise Frazer and Paolo Canto: A Case Vignette on Feedback - Paolo Canto's Perspective.

Mary Griffin, Vice President of Consumer Products, must provide feedback to one of her direct reports, Simon York. York is a strong performer, but he has displayed some poor interpersonal skills in the manner in which he interacts with his team and the production staff. Griffin needs to provide feedback to help prevent York from derailing in his career at Derby Foods.

Ramesh Patel, a high potential employee, was excited to be named to the company's New Horizons Board, a select team responsible for producing recommendations for new products or line extensions for Aragon Entertainment. Patel's co-worker and friend, Jeremy Gibson was also named to the Board, and the two were assigned to work together on a sub-taskforce. Patel was frustrated by Gibson's lack of effort and support on the taskforce and decides he must confront Gibson about his behavior.

Michael Lester, a consultant with Lachlan, was frustrated by his client's unwillingness to provide key data for an important presentation. Lester must decide how best to confront Nadine Robert, his client, knowing that his personal success and the reputation of his consulting firm hinge on his ability to build and sustain a strong relationship. How firm should he be with the client? What type of feedback would help this situation?

Danielle Marcoux, Director of Web Design at AdNet2Win Technologies, must decide how best to confront Charles Davide, the Chief Technology Officer and leader of the design team charged with overseeing a major upgrade of the company's proprietary customer loyalty platform. Davide has kept tight control on the development process and has not allowed the design team to discuss difficult issues or challenge each other. Marcoux decides she must confront Davide about his management approach before the team loses their commitment to the design effort.

If you were diagnosed with a terminal illness, how would you respond and what would you do with your remaining time? Avi Kremer contemplates four options for how to devote himself 18 months after being diagnosed with ALS. His experience thus far and the choices he faces foster insight into building resilience and finding purpose. The case documents Kremer's personal history before and after diagnosis, describing the ups and downs in his life both prior to and after the diagnosis, lending insight into what enabled him to respond in the extraordinary way he has. The case highlights Kremer's remarkable efforts to fight for a cure, the doubts and obstacles he experiences along the way, and the current options Kremer faces, from returning home to spend time with family to founding a new biotech venture. Through this stark, realistic, and inspiring example, the case prompts discussion relevant to anyone at any point in life about resilience and purpose, prompting all students to reflect upon handling adversity and leading a purpose-driven life--and what it takes to equip oneself to do both.

When bad things happen, most of us have a gut reaction. Psychological resilience-the capacity to respond quickly and constructively in a crisis-can be hard to muster when a manager is paralyzed by fear, anger, confusion, or a tendency to assign blame. Resilient managers are able to shift quickly from endlessly dissecting traumatic events to looking forward, determining the best course of action given new realities. They understand the size and scope of the crisis and the levels of control and impact they may have in a bad situation. The authors present a regimen for boosting personal resilience that begins with recognizing four dimensions of an adverse event- influence, impact, breadth, and duration-and continues with a series of pointed questions designed to get managers out of their own heads. Specifying questions help them identify particular points of intervention when dealing with a crisis. Visualizing questions help them look beyond problems and toward actual solutions. Collaborating questions inspire them to reach out to others, not for affirmation of wrongdoing, or commiseration, but for assistance. Managers can use these questions to tamp down unproductive responses to adversity, to replace negativity with creativity and resourcefulness, and to get things done despite real or perceived obstacles.

Key topics include designing teams, managing teams, managing conflict, group dynamics, project management, product development, interdepartmental relations, and organizational change. MediSys, a U.S.-based medical equipment maker, has been developing IntensCare, a new medical system for monitoring intensive-care patients. MediSys has invested heavily in IntensCare, which is eagerly awaited by the market. The product development team, representing several functional areas of the company, has been working on the product for six months but is now running into significant problems with the product design, the schedule, and their own group dynamics. Recently, pressure increased when they learned that two more powerful competitors had begun work on their own products for this market. Several team members are concerned about meeting the team's targets. Struggling especially hard to overcome the various problems is the marketing manager who has profit-and-loss responsibility for IntensCare.

Three pressing challenges (equity split, extent of commitment to social responsibility, and product discoloration) confront VeeV, the world's first alcoholic beverage infused with acai berries. Brothers Courtney and Carter Reum founded VeeV in 2007 and the firm has experienced rapid growth since then. The case documents the backgrounds of the young founders, details the launch and early phase of the company, and presents three challenges the founders must address: how to split the equity of the new company, how far to go in their efforts to be a "green" and socially responsible brand; and an unexpected potential product quality issue.

Research over 35 years shows only a weak link between socially responsible corporate behavior and good financial performance. However, there's no evidence of risk in doing good, only in being exposed for misdeeds.

An abstract is not available for this product.

An abstract is not available for this product.

An abstract is not available for this product.

The CEO of Biogen Idec faces a set of difficult decisions regarding a promising drug for Multiple Sclerosis that is headed for early approval by the FDA. The first in a series, focuses on operational decisions triggered by the drive for early approval. Sparks discussion about a leader's economic, legal, and ethical responsibilities to multiple constituencies, and how a leader can guide a company to execute effectively, fulfilling those responsibilities, in a complex situation. Decisions facing the company include how to sustain credible research on the drug's efficacy and safety, how to increase manufacturing capacity to meet expected demand, and how to secure insurer reimbursement. All of these challenges arise against the backdrop of the accelerated approval process, uncertainty about what the FDA will ultimately decide, and whether the company should indeed pursue early approval.

An abstract is not available for this product.

Amid efforts to engineer a turnaround at South African Airways (SAA), the CEO confronts an impending strike at the struggling company. How should the company address questions of distributive and procedural justice in post-Apartheid South Africa, and how should the CEO recover from a crucial misstep at the start of the strike? Chronicles the challenges and missteps of previous CEOs and the turnaround plan put in place by Ngqula to help curtail waste and abuse and capitalize on the growing international market.

When a tsunami hit Southeast Asia on December 26, 2004, the leadership team at a Swedish tour company must manage a devastating crisis affecting thousands of its customers and employees in Thailand. Documents the challenges the company faced in the first ten hours of the crisis. Amid the uncertainty of those first hours, the leadership team must make a range of decisions to orchestrate the company's response and manage the rest of its business. Describes the chaotic environment of a crisis, especially when the normal course of business is interrupted, and puts students in the shoes of a range of managers, each having to make decisions on his/her own, while coordinating with one another to enable the company to respond effectively.

An abstract is not available for this product.