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Spreadsheet for product 9B19M106.

TikTok was a short-video sharing app based in China. On November 9, 2017, TikTok’s parent company, the Chinese tech company Beijing ByteDance Technology Co. (ByteDance), announced a strategic acquisition of Musical.ly, a popular short-video sharing app based in the United States. With more than 100 million users and similar features to TikTok, Musical.ly was a powerful competitor for TikTok’s international expansion into the North American markets. For ByteDance and TikTok, the closing of the Musical.ly acquisition in August 2018 was not the end goal, as it would create another new challenge. Would it be better to keep Musical.ly as a separate platform, as Musical.ly had achieved a good reputation and millions of users in the United States? Or should Musical.ly be replaced to create a global app under the TikTok brand, which was relatively new to the US market?

In March 2017, the director of operations at Namratha Oil Refineries Pvt. Ltd., a leading manufacturer and distributor of high-quality packaged coconut oil in southwest India, faced a challenge. Because of inefficiencies in the company's packaging division, pouches, jars, and bottles were being overfilled with coconut oil, leading to an "oil giveaway" that had weakened the company's bottom line. The director analyzed the current processes and discovered improper data recording, frequent breakdowns, poor allocation of the maintenance crew, and an improper inventory management system. His experience told him that the existing production facilities were sufficient to meet the company's requirements, and therefore, the existing processes needed to be streamlined to ensure minimal or no loss of oil. What strategy should he recommend to reduce losses and restore the company's profitability?

Set in February 2019, Stark Resorts Hotel ('Stark Resorts') is a case based on the real-world experiences of the authors. The hotel, a USD155 million investment, had been plagued by insects since its grand opening 15 months earlier. Of even more concern was the avid social media influencer who had stayed in the resort a year ago and was diagnosed for Dengue fever, which she allegedly caught at the hotel poolside. It didn't take time for the negative word of mouth to spread. While the staff tried their best to handle the problem and were vigilant about initiating and overseeing the administration of pest control, even they were losing confidence and morale. Stark Resorts' revenue rate per available room (RevPAR), a key hotel metric, had fallen 6% over the past six months. Other resorts in the area had pest problems as well, but they did not seem to be experiencing the same reputational and financial damage. Jack Lim, the manager at Stark Resorts has his work cut out for him - he has to tackle the pest issue at hand, repair the reputational damage, and win over customer loyalty of his guests.

Basler is one of those lesser-known midsize companies (the so-called hidden champions), which, despite their moderate scale of operation, enjoy worldwide leadership in several niche markets. Basler primarily comprises two business segments: one, quality control systems for industrial goods production; and, two, cameras for diverse industries. The 2008/2009 global financial crisis, however, spelled trouble for Basler. With the company's very survival at stake, Basler's CEO had to make a strategic decision, namely, cut back on critical resources (human, financial, and material); this would include slashing as many as 50 jobs, which represented a fifth of its workforce. While so doing, some key questions remained unanswered in his mind: • In which of the company's two business segments should he reduce resources and cut those 50 jobs? • At the same time, regardless of the financial crisis, in which area, if any, should he consider investing resources in order to drive the company's growth in the next 5- 10 years? The case study provides the student with the crucial inputs required to answer the above questions convincingly. To arrive at an optimal solution, the student would need to think through the various options before the CEO during one of the worst financial crises in global history and weigh up their pros and cons.

In March 2016, the chief executive officer (CEO) of ICICI Bank Ltd. (ICICI), one of the largest private sector banks in India, was accused of non-disclosure and exploitation of conflict of interest by an investor. The CEO, who had successfully led the bank since 2009, had been featured in two Forbes lists of the most powerful women in 2017. Initially, the ICICI board of directors supported the CEO for two years, until March 2018, when Indian regulatory agencies including the Central Bureau of Investigation opened investigations. In January 2019, following the findings of an internal investigation report by ICICI, the newly appointed chairman of the ICICI board terminated the CEO over non-disclosure of conflict of interest. The board chairman also demanded the return of all bonuses and stock options received by the CEO since her appointment in 2009. Was the ICICI board chairman right to take strict action against the CEO for non-disclosure of conflict of interest? What could he do to improve governance practices at ICICI?

Cipla Limited was a pioneer in inhalation therapy in India, and was globally acclaimed for its range of inhalers for obstructive airway diseases such as asthma and chronic obstructive pulmonary disease. In 2014, the company wanted to take inhalation therapy to the masses, especially in the rural and semi-urban areas of the country. This required strengthening its reach at the general practitioner level (among primary care physicians) and extending optimal medical care to patients who were otherwise sub-optimally treated. The company proposed a further increase to the sales and marketing budget, but the head of Cipla Limited’s respiratory division had a different viewpoint. He proposed establishing a lateral structure of doctors as knowledge experts to urge practitioners to adopt inhalation therapy, as he had done in a successful trial in Delhi. The company was looking forward to implementing this second option across the country, but there were various issues to resolve with such an unconventional approach, and challenges were anticipated in the plan’s implementation and expansion.

In January 2017, the owner and founder of Storehouse Tea based in Cleveland, Ohio, was considering the company’s next move. Storehouse Tea focused on providing organic, fair trade certified teas, and the founder was committed to operating her business in a way that would have a positive impact in the world by providing work to local refugees. However, she wondered how she could scale this impact. Among her options, she could introduce product extensions, pursue geographic expansion, target larger accounts, or hire additional employees. But which avenue for growth would best allow Storehouse Tea to further its core mission?

When most organizations strive to increase collaboration, they approach it too narrowly: as a value to cultivate--not a skill to teach. So they create open offices, talk up collaboration as a corporate goal, and try to influence employees through other superficial means that don't yield progress. Companies that excel at collaboration, in contrast, realize it involves instilling the right mindset: widespread respect for colleagues' contributions, openness to experimenting with others' ideas, and sensitivity to how one's actions may affect teammates and outcomes. What's more, these firms have established programs to help employees develop those attitudes. In her research, Gino, an HBS professor, has identified six types of training techniques used by such programs. They teach people to (1) listen, not talk; (2) practice empathy; (3) be comfortable giving and receiving feedback; (4) lead and follow; (5) speak with clarity and avoid abstractions; and (6) have win-win interactions. Drawing from her observations of Pixar, Webasto, and other companies, the author shares specific tools and exercises that show employees how to work well together, learn from one another, and connect more fully.

To spur innovation, businesses have spent billions on internal venture capital, incubators, and accelerators. Yet survey after survey indicates these efforts aren't producing results. Why? Because firms fail to address one major obstacle: the day-to-day habits and routines that regularly stifle innovation. These include such things as poorly run meetings, no slack capacity, few opportunities to speak up, and the notion that doing things differently is inefficient and costly. Fortunately, it's possible to hack this problem, using interventions called BEANs, combinations of behavioral enablers, artifacts, and nudges that break down the innovation blockers. Behavior enablers are tools or processes that make it easier for people to do something differently. Artifacts, which you can see or touch, support the new behavior. Nudges promote it through indirect suggestion and reinforcement. In this article the authors describe a variety of BEANs that the bank DBS, the Tata Group, and other companies have devised to unleash innovation. They also explain how any organization can go about creating its own BEANs by identifying the creative behaviors it wants, examining what's getting in the way, and then brainstorming ways to bust those bad habits.

Digital media consumes a large and growing share of our waking lives, but these goods and services go largely uncounted in GDP. That's because the measure is based on what people pay for goods and services. If something has a price of zero, then it typically contributes zero to GDP. Policy makers use GDP data to make decisions about how to invest in everything from infrastructure and R&D to education and cyberdefense, and regulators use economic data to set policy. Because the benefits of digitization are dramatically underestimated, those decisions and policies are being made with a poor understanding of reality. GDP-B is an alternate metric that supplements the traditional GDP framework by quantifying contributions to consumer well-being from new and free goods.

Australia's former prime minister talks about discipline, resilience, and misogyny.

One oft-cited reason why more female executives don't advance to top management jobs is their lack of access to informal organizational and industry networks. Some blame unconscious bias; others cite obligations such as office housekeeping and child-rearing that disproportionately fall to women. But some female leaders do establish strong networks, winning greater influence and more-senior positions as a result. A new study sheds light on their strategies and behavior. When shaping their professional networks, top women are efficient, resisting nonessential appointments, deflecting low-priority decisions, and running streamlined meetings. They are nimble, changing up the people in their networks as their needs evolve. They span boundaries, connecting with people in a wide variety of functions, geographies, and business units. And they balance their energy, demonstrating both competence and warmth, both intelligence and emotional intelligence.

In 2016, Affectiva-a Boston-based emotion AI software company with a long track record of building emotion-sensing software for market research-had attempted to expand into new verticals by releasing a mobile software development kit (SDK) that downloaders could adapt for their own use cases. The experience taught Affectiva that the company itself would have to bear most of the financial risk for adapting its technologies but also demonstrated that the automotive industry was very interested in using Affectiva's technology to monitor the emotions and cognitive states of drivers and passengers. In 2018, Affectiva executed a "90% pivot" to serve the automotive industry's increasing demand for "emotion AI". However, with automotive revenues not expected for several years and very expensive data collection requirements to enter the industry, Affectiva faced a challenging set of trade-offs between its market research business, its SDK, and its automotive aspirations.

Montreal Toheed Society (MTS), a community-based organization founded in 2012, has adopted various social media technologies to capture member interactions and to make the work of its board of directors more efficient and effective. The organization attempted to meet its needs by using JomSocial at first, followed later by Viber. MTS was partially successful in reaching its social media goals by implementing the Viber platform. The organization is now considering migrating to a new platform to overcome some limitations of the Viber technology. Two options for a new social media platform are Telegram and WhatsApp. In order to ensure a successful migration to a new platform, MTS must consider several questions: What should be the governing structure of the new social media platform? What would be the optimal balance of user freedom versus control? What sort of content should be allowed on the platform? Given its structure, how can MTS find the resources to manage a larger digital community?

In 2018, Nestlé, the Switzerland-based, multinational food and nutrition company, faced an activist campaign by Third Point LLC regarding the company's passive stake in L'Oréal. In its June 2017 letter, which was followed up by a July 2018 reminder, the activist fund urged Nestlé to sell its L'Oréal stake and use the funds to strengthen its position in its core health and nutrition markets. L'Oréal was also asking Nestlé to clarify its position regarding the investment. Nestlé's recently appointed chief executive officer needed to make a decision regarding the L'Oréal stake. How should he address the activist fund and respond to L’Oréal’s request?

In late 2016, HaoDF Online launched an Internet hospital in Yinchuan, China, which, in its first three months, served more than 31 million users and conducted online diagnosis and treatment for almost 1 million patients. The online health care services platform could collaborate with physicians to remotely monitor patient conditions and guide paramedical staff in the decision-making process. However, beyond diagnosis, consultation, and prescriptions, patients needed a physical hospital or clinic for the actual treatment, which led to the first of two major challenges that the company needed to address. The online health care platform could not achieve its full business value and become profitable without collaborating with existing traditional health care organizations, which were reluctant to embrace the online health care system as a medium for interaction with patients. How could HaoDF Online better attract traditional health care organizations for collaboration? Also, dozens of newcomers were entering the market, enticed by the readily available venture investment and funding, which raised a second challenge for HaoDF Online—What business strategies should the company develop to sustain its competitiveness and become profitable?

On April 12, 2018, the manager of a Philadelphia Starbucks Corporation (Starbucks) store called the police and two customers were arrested. The two men, who were black, were sitting at a table in the store without having placed an order. The incident sparked an online wave of protest over racial bias at Starbucks, a company that had long touted its social agenda of racial equity and diversity. The chief executive officer of Starbucks, quickly acknowledged the incident with a general public apology and a more specific follow-up statement later the same day. Amid outrage over the Philadelphia arrests and backlash online, the company also announced a half-day mass anti-racism training program for its employees. Experts were skeptical about the success of the training, claiming that a half-day training session could not eliminate racial bias. Was the company doing enough to train its front-line employees in providing not only the best service but also equal service to its customers? Did Starbucks truly represent the values it promoted? Would a half-day anti-racism training session effectively address the issue of racial bias, especially for front-line workers?

In 2015, three entrepreneurs in India decided to resurrect the 100-year-old iconic Keventers brand, which had stopped selling milkshakes in the 1970s. Although earlier generations had grown up enjoying Keventers' milkshakes, millennials had very little association with the brand. To connect with this new generation, the three entrepreneurs relied on both old and new brand associations. The three founders re-established the Keventers milkshakes brand; however, the milkshakes market became flooded with small and large competitors, and the company needed to find new ways to ensure the Keventers brand’s long-term sustainability. To sustain its growth momentum, the Keventers brand entered the subscription-based, premium-milk market in June 2018. As a result of increasing urbanization, rising incomes, and demographic changes, the consumption behaviour of Indian consumers was undergoing transformation. Demand for premium, organic, unadulterated milk was on the rise among affluent health-conscious consumers. Premium milk comprised less than 1 per cent of the dairy market in 2018, but it was expected to rise to 5 per cent by 2020. How could the three founders meet their goals of capturing 20 per cent of the premium-milk market and becoming a major competitor by mid-2019?

Supplement for product 9B19M127.