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Supplement for product 9B17C024.

In the spring of 2016, the chief executive officer of Agoda Company Pte. Ltd. (Agoda), a subsidiary of The Priceline Group, Inc., wanted to transform the firm's human resource practices using data analytics. The idea was not just to get more data, but to use this data to help managers gain insights to make better decisions. The three main focal areas of this exercise were recruitment, performance evaluation, and compensation. As key executives worked at transforming Agoda into an organization that emphasized people and development, they faced various challenges related to collecting, managing, and leveraging large volumes of data.

Supplement to case W17429.

Excel spreadsheet for students.

In late 2016, the executive director of Free Geek Toronto faced a challenge. Free Geek Toronto was a social enterprise based in Toronto, Ontario. It focused on recycling electronics waste and aimed to use its business profits to expand its scope of operations and deliver on its social mission of both reducing electronics waste going to landfill and employing at-risk and marginalized individuals. As a result, the executive director purposely hired individuals who had severe physical or mental disabilities, or both, and who had recently received, or were currently receiving, disability benefits, had poor health, or experienced general struggles with regular employment. The executive director’s challenges included juggling the financial and social goals of running a work integration social enterprise. In view of the constraints he faced, the executive director began considering whether to call on the assistance of volunteers—people who, despite their well-meaning intentions, might unwittingly disrupt the operation of the enterprise. Should he move forward with recruiting volunteers? If so, how could he ensure that doing so would not adversely affect the organization’s current culture or demoralize the current employees?

In January 2017, the co-founder and chief executive officer (CEO) of StarTech.com was meeting with the chief operating officer to discuss the London, Ontario, company’s supply chain strategy. With sales of $190 million in 2016, StarTech.com, a manufacturer and distributor of hard-to-find technology products, had grown by almost $70 million in the previous four years and was expected to grow at 20 per cent a year for the next three years. The CEO wanted to ensure that the firm’s supply chain strategy simultaneously supported its aggressive growth targets and optimized its inventory investments. What initiatives should the company consider to ensure high levels of product availability for end-users? How could the company enhance its value proposition to customers while also improving operating margins and inventory productivity?

In January 2017, the co-founder and chief executive officer (CEO) of StarTech.com was meeting with the chief operating officer to discuss the London, Ontario, company's supply chain strategy. With sales of $190 million in 2016, StarTech.com, a manufacturer and distributor of hard-to-find technology products, had grown by almost $70 million in the previous four years and was expected to grow at 20 per cent a year for the next three years. The CEO wanted to ensure that the firm's supply chain strategy simultaneously supported its aggressive growth targets and optimized its inventory investments. What initiatives should the company consider to ensure high levels of product availability for end-users? How could the company enhance its value proposition to customers while also improving operating margins and inventory productivity?

Following a report by the Premier's Advisory Council on Government Assets in 2015, the sale of beverage alcohol products in Ontario was deregulated: in 2016, 60 grocery stores were licensed to sell beer and cider to consumers. The intention was for up to 450 grocery stores to eventually sell beer and cider products, and for 300 of these stores to also sell wine. The move to deregulate the industry was contentious; the province generated substantial tax revenues from its provincially owned liquor stores, and many stakeholders had concerns about expanding the availability of alcohol. Retailers, policy-makers, and consumers faced questions about the role of regulation in a market. The provincial government had been trying to achieve specific historic and public-welfare goals by regulating the sale of alcohol and taxing sales of this controlled substance. Policy-makers needed to consider the impact of deregulation on health care and on tax revenues. Independent grocers wondered whether substituting their current products with beverage alcohol products would boost their overall income; they also wondered what future restrictions the government would place on the sale of beverage alcohol products. The impact of this regulation was felt by consumers and by industry players, including retail stores, restaurants, and alcoholic beverage manufacturers.

Following a report by the Premier’s Advisory Council on Government Assets in 2015, the sale of beverage alcohol products in Ontario was deregulated: in 2016, 60 grocery stores were licensed to sell beer and cider to consumers. The intention was for up to 450 grocery stores to eventually sell beer and cider products, and for 300 of these stores to also sell wine. The move to deregulate the industry was contentious; the province generated substantial tax revenues from its provincially owned liquor stores, and many stakeholders had concerns about expanding the availability of alcohol. <br><br><br><br>Retailers, policy-makers, and consumers faced questions about the role of regulation in a market. The provincial government had been trying to achieve specific historic and public-welfare goals by regulating the sale of alcohol and taxing sales of this controlled substance. Policy-makers needed to consider the impact of deregulation on health care and on tax revenues. Independent grocers wondered whether substituting their current products with beverage alcohol products would boost their overall income; they also wondered what future restrictions the government would place on the sale of beverage alcohol products. The impact of this regulation was felt by consumers and by industry players, including retail stores, restaurants, and alcoholic beverage manufacturers.

This case focuses on Nick Hungerford's attempt to raise capital for his FinTech start-up, Financial Butler, (later renamed Nutmeg). The concept is a digital platform offering a revolutionary, transparent and fair service to an "untapped" market segment currently not served by wealth managers, "democratising" access to quality financial advice for individuals. The case describes how the protagonist evaluates the opportunity, creates a strategy to raise funding for the business and reacts to obstacles in his path to creating a FinTech firm. It is split into three parts. The "A" case provides the background to the venture, data on the industry and market and examples of Hungerford's first pitch. The "B" case reveals that Hungerford's many pitches have ended in failure, obliging him to refine his approach; the "C" case reveals how he finally achieved success on his 48th pitch to a venture capital firm.

This case focuses on Nick Hungerford's attempt to raise capital for his FinTech start-up, Financial Butler, (later renamed Nutmeg). The concept is a digital platform offering a revolutionary, transparent and fair service to an "untapped" market segment currently not served by wealth managers, "democratising" access to quality financial advice for individuals. The case describes how the protagonist evaluates the opportunity, creates a strategy to raise funding for the business and reacts to obstacles in his path to creating a FinTech firm. It is split into three parts. The "A" case provides the background to the venture, data on the industry and market and examples of Hungerford's first pitch. The "B" case reveals that Hungerford's many pitches have ended in failure, obliging him to refine his approach; the "C" case reveals how he finally achieved success on his 48th pitch to a venture capital firm.

This case focuses on Nick Hungerford's attempt to raise capital for his FinTech start-up, Financial Butler, (later renamed Nutmeg). The concept is a digital platform offering a revolutionary, transparent and fair service to an "untapped" market segment currently not served by wealth managers, "democratising" access to quality financial advice for individuals. The case describes how the protagonist evaluates the opportunity, creates a strategy to raise funding for the business and reacts to obstacles in his path to creating a FinTech firm. It is split into three parts. The "A" case provides the background to the venture, data on the industry and market and examples of Hungerford's first pitch. The "B" case reveals that Hungerford's many pitches have ended in failure, obliging him to refine his approach; the "C" case reveals how he finally achieved success on his 48th pitch to a venture capital firm.

In 2008, Graeme Hossie, co-founder and chief executive officer of London Mining, an iron-ore mining firm, was preparing to assist the London Mining team in its negotiations for a project in Sierra Leone. Hossie was to meet with representatives from the government of Sierra Leone, a local city mayor, and landowners to acquire a property that included an old iron-ore mine. The mine was a potentially high-grade iron-ore mine that would be lucrative for London Mining. Hossie needed to develop a negotiating strategy to ensure that the business and legal talks went smoothly and that the company retained as much control as possible over the project. The "A" case focuses on the background of the project, including the business environment in the United Kingdom and in Sierra Leone; the "B" case describes what happened as the negotiations unfolded, and how Hossie managed the various setbacks that he encountered.

Supplement to case W16899. In 2008, Graeme Hossie, co-founder and chief executive officer of London Mining, an iron-ore mining firm, was preparing to assist the London Mining team in its negotiations for a project in Sierra Leone. Hossie was to meet with representatives from the government of Sierra Leone, a local city mayor, and landowners to acquire a property that included an old iron-ore mine. The mine was a potentially high-grade iron-ore mine that would be lucrative for London Mining. Hossie needed to develop a negotiating strategy to ensure that the business and legal talks went smoothly and that the company retained as much control as possible over the project. The "A" case focuses on the background of the project, including the business environment in the United Kingdom and in Sierra Leone; the "B" case describes what happened as the negotiations unfolded, and how Hossie managed the various setbacks that he encountered.

CompuSoluciones, based in Guadalajara, Mexico, was a value-added distributor of information technology hardware, software, and services that grew from its origins as a reseller for Hewlett-Packard to become the second-largest distributor in Mexico. The company was best described as a collection of team-based businesses. It had 18 independent business units—each of which managed its own supply chain and produced its own profit-and-loss statements—and over 415 employees spread out over three offices. It was also governed by multiple consultative and representative boards. The company relied on the advice, insights, and experiences of these key advisory groups to improve the quality of its decision making and inform strategic decisions. At the same time, it had a policy to achieve consensus on major strategic decisions. In January 2017, the chairman of CompuSoluciones was reviewing his company’s corporate governance policies and practices. Given the independent nature of the individual business units, he wondered whether a consensus-based model of management was still the best way to lead the firm forward and whether the current corporate governance structure was optimal for managing this particular business.

CompuSoluciones was a value-added distributor of information technology hardware, software, and services based in Guadalajara, Mexico. In 2016, the firm’s chief executive officer was aware that the company faced the threat of disintermediation as some of its vendors looked to sell directly to end-users. The industry in which CompuSoluciones competed was known for its rapid technological changes, which affected the design, supply, and price of products, and even the structure of the industry. As an intermediary in the business, CompuSoluciones was threatened by disintermediation, which was enabled by two new technologies: cloud computing and software as a service. If software vendors could interact directly with end-users, they would not need to pay intermediaries (resellers or wholesalers such as CompuSoluciones) to distribute their products. <br>CompuSoluciones’s chief executive officer needed to consider what the company could do in the next few months to prevent or slow the process of disintermediation or to participate in the industry in a different way. The decision would have significant implications for the firm’s business model.

Twitter Inc. (Twitter), based in California, was a social media platform whose growth had stalled over the past few years. Once a promising tool for individuals looking to broadcast short messages to a network, Twitter had been eclipsed by other platforms such as Facebook, Snapchat, and LinkedIn. Unlike other social media platforms, Twitter limited its users’ messages to 140 characters. This format served Twitter well in its early days, but users had turned to other more flexible platforms. In October 2016, Twitter’s chief marketing officer faced two main challenges: how to advertise an already popular social media platform to non-users and how to encourage current users to stay with the platform.

Twitter Inc. (Twitter), based in California, was a social media platform whose growth had stalled over the past few years. Once a promising tool for individuals looking to broadcast short messages to a network, Twitter had been eclipsed by other platforms such as Facebook, Snapchat, and LinkedIn. Unlike other social media platforms, Twitter limited its users' messages to 140 characters. This format served Twitter well in its early days, but users had turned to other more flexible platforms. In October 2016, Twitter's chief marketing officer faced two main challenges: how to advertise an already popular social media platform to non-users and how to encourage current users to stay with the platform.

CompuSoluciones was a value-added distributor of information technology hardware, software, and services based in Guadalajara, Mexico. In 2016, the firm's chief executive officer was aware that the company faced the threat of disintermediation as some of its vendors looked to sell directly to end-users. The industry in which CompuSoluciones competed was known for its rapid technological changes, which affected the design, supply, and price of products, and even the structure of the industry. As an intermediary in the business, CompuSoluciones was threatened by disintermediation, which was enabled by two new technologies: cloud computing and software as a service. If software vendors could interact directly with end-users, they would not need to pay intermediaries (resellers or wholesalers such as CompuSoluciones) to distribute their products. CompuSoluciones's chief executive officer needed to consider what the company could do in the next few months to prevent or slow the process of disintermediation or to participate in the industry in a different way. The decision would have significant implications for the firm's business model.

CompuSoluciones, based in Guadalajara, Mexico, was a value-added distributor of information technology hardware, software, and services that grew from its origins as a reseller for Hewlett-Packard to become the second-largest distributor in Mexico. The company was best described as a collection of team-based businesses. It had 18 independent business units-each of which managed its own supply chain and produced its own profit-and-loss statements-and over 415 employees spread out over three offices. It was also governed by multiple consultative and representative boards. The company relied on the advice, insights, and experiences of these key advisory groups to improve the quality of its decision making and inform strategic decisions. At the same time, it had a policy to achieve consensus on major strategic decisions. In January 2017, the chairman of CompuSoluciones was reviewing his company's corporate governance policies and practices. Given the independent nature of the individual business units, he wondered whether a consensus-based model of management was still the best way to lead the firm forward and whether the current corporate governance structure was optimal for managing this particular business.