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The UMass Memorial Health Care (UMMHC or UMass) case is an examination of the impact of crisis or high uncertainty events on organizations. As a global pandemic unfolds, the case examines the ways in which UMMHC manages crisis and poses questions around organizational change and opportunity for growth after such major events. The case begins with a background of UMMHC, including problems the organization was up against before the pandemic, then transitions to the impact of crisis on UMMHC operations and its subsequent response, and concludes with challenges that the organization must grapple with in the months and years ahead. A crisis event can occur at any time for any organization. Organizational leaders must learn to manage stakeholders both inside and outside the organization throughout the duration of crisis and beyond. Additionally, organizational decision-makers must learn how to deal with existing weaknesses and problems the organization had before crisis took center stage, balancing those challenges with the need to respond to an emergency all the while not neglecting major existing problem points. This case is well-suited for courses on strategy determination and implementation, organizational behavior, and leadership.

Founded in 1964, Brøndby IF (BIF) was a professional Danish football club located in Brøndbyvester, in the capital region of Denmark, and had won eleven Danish championship titles. In 2015, BIF embarked on a journey of incorporating sports data into its organization and building its sports analytics capabilities. By the end of 2022, sports data had become an integral component of the club's activities and had enabled BIF to establish itself as a leader in sports analytics in Northern European football. However, BIF and its analytics capabilities were contending with the ever-changing landscape of modern sports characterized by rapid digitalization and internationalization.

Cashify, a start-up incorporated in 2013, is a reverse commerce (re-commerce) company in India with first-mover advantage in the re-commerce of electronic goods. In its contribution to the circular economy (CE), it claims to handle 100,000 used smart phones a month and plans to grow the figure to 200,000 by 2023. The company contributes to the CE by adding value to used electronic devices, particularly smart phones, and extending their lifespans. This ensures that products enter into repeat economic transactions before finding their way to landfills. However, the re-commerce model that gave Cashify a competitive edge became obsolete in 2022 because of emerging competition that leveraged technological advancements to create value in the sector. The company's founders now find themselves facing difficult questions: Should they include new electronic products in their portfolio? In 2022, after two years of COVID-19-related impacts on the economy, overall circular growth was slipping, as consumers preferred to buy new products instead of recycled, refurbished, and reused goods. Can consumers be incentivized to return to the CE and appreciate the value of remodelled goods? Should the company diversify into new products entirely, including automobiles, home appliances, textiles, apparel, and plastic packaging?

Scuderia Ferrari SPA, the racing division of the auto manufacturer Ferrari, was the oldest and most successful team in Formula One. Since the inception of the sport of Formula One in 1950, Ferrari had never missed a season. Having navigated many technological changes over the past seven decades, Ferrari faced the latest innovations in sports and beyond: data and digitalization. What were the opportunities and roadblocks ahead? The Maranello-based company founded by Enzo Ferrari needed to make some strategic decisions about its use of data and technology.

It was June 2021 and the international tourism industry was beginning to show signs of revival after the COVID-19 global pandemic. Small business owner Tony Byarugaba was surveying the scenic grounds surrounding his tourist lodge in Uganda. Byarugaba had built his enterprise by offering international clients a superior African vacation that included Uganda and the neighbouring countries of Rwanda, Kenya, Tanzania, and the Democratic Republic of the Congo. From his beginnings as a self-taught tour operator, Byarugaba had diversified into the hotel business. His two early-stage companies, Mamaland Safaris and Woodland Lodges, had already survived very tough times—a global recession, the outbreak of Ebola, and, most recently, the pandemic.<br><br>Byarugaba now had to weigh the potential risks and rewards of a number of options for ensuring the growth and stability of his businesses. As a small entrepreneur with limited access to capital and labour, he could only afford to choose one direction to pursue. The future of his company depended on making the right choice.<br><br><p><p align="center"><b>This case was the first prize winner of the 2022 John Molson Business Ownership Case Writing Competition.<b/><p/>

The "Moral Complexity in Leadership" series of cases and teaching notes help business instructors harness the power of fiction to prepare students for the moral and ethical dilemmas they will face throughout their careers. Meaningful fiction challenges students intellectually and emotionally; it reveals the inner worlds of human players and enables learning that can be difficult to access through case studies, commentary, or reporting. Through literature, students will wrestle with the kinds of problems they will face as leaders looking to make courageous decisions aligned with their moral codes. The works in this series represent a wide range of settings, viewpoints, and cultural frameworks; the characters are complex and contradictory, and the systems within which they operate (whether family, organizational, or cultural) influence them in varied ways. They have been taught to executive, full- and part-time MBA student audiences for many years. The series aims to increase students' understanding of moral frameworks and enhance their skills in facilitating and participating in healthy and productive dialogue about complex and provocative issues. This installment of the series, "Loyalty and the Cost of Excellence," focuses on the story told in Kazuo Ishiguro's prize-winning novel The Remains of the Day: that of Stevens, a butler in an English country house in the leadup to World War II, who exerts his emotional energy exclusively on his work duties while sublimating not only knowledge of his employer's Nazi sympathies but also personal relationships. The tale shines a light on several moral issues: what can happen when one gives complete loyalty to an individual or a possible undeserving organization or cause; the potential costs of sacrificing a well-rounded life to the pursuit of professional excellence; the limitations of having a "moral code" that is not accompanied by moral awareness, moral intention, and moral action.

Captain Fresh, a tech-enabled business-to-business (B2B) seafood marketplace based out of Bengaluru, India, had been enjoying phenomenal success. Founder Utham Gowda set out to simplify the seafood supply chain in a fragmented, unstructured, and complex market. He was sure that going forward, technology would play a major role in building high-quality distribution infrastructure that would take fish from sea to plate. In January 2022, having achieved revenue growth of more than 700 per cent from September 2020 to September 2021, Gowda was faced with three equally compelling options for growth. In January 2022, he was faced with three equally compelling options for growth. The first was to set up Captain Fresh’s own business-to-consumer brand; the second was to add mutton and chicken to his product offerings; and the third option was a bold proposal to go international by expanding to the United States. Another exciting strategy was expanding Fishgram, the unique proprietary marine supply-chain technology platform Gowda had built to help fishers connect directly to buyers across various geographies. There was an opportunity to monetize the platform by offering it to non-competing fishers as a software as a service. Which of three options should he choose while maintaining his original goal of easing problems in the country’s fish and seafood supply chain? Should he offer Fishgram to fishers and other businesses?

The HH.ru case series tracks the development of a respected NASDAQ-listed Russian technology company as it struggles with the fallout of the Russian invasion ("Strategic Military Operation") of the Ukraine. While the senior leadership team at HH did not welcome the invasion, they face the nearly insurmountable challenges of maintaining the company's values while defending their business in the highly stressed environment of post-invasion Russia. The case series includes five separate linked cases. The HH (A) case is the most comprehensive and covers the company's history and reviews its values. It ends just before the start of the Russian invasion. The (A) case helps students appreciate that HH is a well-run, Western-oriented technology company with values fully consistent with those in the West. The (B) case captures the events in the company immediately after the invasion and raises important questions for how leaders should engage employees on potentially contentious issues. The (C) case jumps forward four months and reviews the company's efforts to bring order and calm to employees who are in trauma. It also captures the actions of an HH leader who has seemingly broken with company protocol and brought the company into potentially direct conflict with State security forces. The (D) case focuses on the impact of Putin's partial mobilization order of September 21, 2022, with the consequence that many of HH's more talented employees are now fleeing the country. The (E) case provides an epilogue and update and reviews some of the lessons learned by HH leaders.

The HH.ru case series tracks the development of a respected NASDAQ-listed Russian technology company as it struggles with the fallout of the Russian invasion ("Strategic Military Operation") of the Ukraine. While the senior leadership team at HH did not welcome the invasion, they face the nearly insurmountable challenges of maintaining the company's values while defending their business in the highly stressed environment of post-invasion Russia. The case series includes five separate linked cases. The HH (A) case is the most comprehensive and covers the company's history and reviews its values. It ends just before the start of the Russian invasion. The (A) case helps students appreciate that HH is a well-run, Western-oriented technology company with values fully consistent with those in the West. The (B) case captures the events in the company immediately after the invasion and raises important questions for how leaders should engage employees on potentially contentious issues. The (C) case jumps forward four months and reviews the company's efforts to bring order and calm to employees who are in trauma. It also captures the actions of an HH leader who has seemingly broken with company protocol and brought the company into potentially direct conflict with State security forces. The (D) case focuses on the impact of Putin's partial mobilization order of September 21, 2022, with the consequence that many of HH's more talented employees are now fleeing the country. The (E) case provides an epilogue and update and reviews some of the lessons learned by HH leaders.

The HH.ru case series tracks the development of a respected NASDAQ-listed Russian technology company as it struggles with the fallout of the Russian invasion ("Strategic Military Operation") of the Ukraine. While the senior leadership team at HH did not welcome the invasion, they face the nearly insurmountable challenges of maintaining the company's values while defending their business in the highly stressed environment of post-invasion Russia. The case series includes five separate linked cases. The HH (A) case is the most comprehensive and covers the company's history and reviews its values. It ends just before the start of the Russian invasion. The (A) case helps students appreciate that HH is a well-run, Western-oriented technology company with values fully consistent with those in the West. The (B) case captures the events in the company immediately after the invasion and raises important questions for how leaders should engage employees on potentially contentious issues. The (C) case jumps forward four months and reviews the company's efforts to bring order and calm to employees who are in trauma. It also captures the actions of an HH leader who has seemingly broken with company protocol and brought the company into potentially direct conflict with State security forces. The (D) case focuses on the impact of Putin's partial mobilization order of September 21, 2022, with the consequence that many of HH's more talented employees are now fleeing the country. The (E) case provides an epilogue and update and reviews some of the lessons learned by HH leaders.

The HH.ru case series tracks the development of a respected NASDAQ-listed Russian technology company as it struggles with the fallout of the Russian invasion ("Strategic Military Operation") of the Ukraine. While the senior leadership team at HH did not welcome the invasion, they face the nearly insurmountable challenges of maintaining the company's values while defending their business in the highly stressed environment of post-invasion Russia. The case series includes five separate linked cases. The HH (A) case is the most comprehensive and covers the company's history and reviews its values. It ends just before the start of the Russian invasion. The (A) case helps students appreciate that HH is a well-run, Western-oriented technology company with values fully consistent with those in the West. The (B) case captures the events in the company immediately after the invasion and raises important questions for how leaders should engage employees on potentially contentious issues. The (C) case jumps forward four months and reviews the company's efforts to bring order and calm to employees who are in trauma. It also captures the actions of an HH leader who has seemingly broken with company protocol and brought the company into potentially direct conflict with State security forces. The (D) case focuses on the impact of Putin's partial mobilization order of September 21, 2022, with the consequence that many of HH's more talented employees are now fleeing the country. The (E) case provides an epilogue and update and reviews some of the lessons learned by HH leaders.

The HH.ru case series tracks the development of a respected NASDAQ-listed Russian technology company as it struggles with the fallout of the Russian invasion ("Strategic Military Operation") of the Ukraine. While the senior leadership team at HH did not welcome the invasion, they face the nearly insurmountable challenges of maintaining the company's values while defending their business in the highly stressed environment of post-invasion Russia. The case series includes five separate linked cases. The HH (A) case is the most comprehensive and covers the company's history and reviews its values. It ends just before the start of the Russian invasion. The (A) case helps students appreciate that HH is a well-run, Western-oriented technology company with values fully consistent with those in the West. The (B) case captures the events in the company immediately after the invasion and raises important questions for how leaders should engage employees on potentially contentious issues. The (C) case jumps forward four months and reviews the company's efforts to bring order and calm to employees who are in trauma. It also captures the actions of an HH leader who has seemingly broken with company protocol and brought the company into potentially direct conflict with State security forces. The (D) case focuses on the impact of Putin's partial mobilization order of September 21, 2022, with the consequence that many of HH's more talented employees are now fleeing the country. The (E) case provides an epilogue and update and reviews some of the lessons learned by HH leaders.

In February 2020, Peter Maxwell received his share from the sale of the Australian property development company he had co-founded in 2002: US$115 million. He began organizing his reflections on four of the most significant company decisions that had occurred at the company in recent years and how they had impacted the business. They focused on installing effective board governance; rejecting a move into resort development; maintaining ownership and control; and considering the personal health of the senior executives. Having been invited to speak at his alma mater, Maxwell was planning to ask the students to rank these decisions in terms of importance.

Manuel Hernandez, mill manager at Duoro Mine (Duoro), located near Arequipa, Peru, was considering options for increasing output to take advantage of a recent spike in commodity prices. It was Wednesday, January 25, 2023, and prices for copper and gold, the main products of Duoro, were trading at historical highs compared to their five-year average. The mine manager had asked Hernandez to make recommendations about increasing production, and Hernandez had identified three options. Students are expected to evaluate each option and decide which, if any, would address Diaz's objectives of increasing output and minimizing financial risks.

The author has conducted in-depth interviews with hundreds of CEOs and other executives for the New York Times feature "Corner Office" and his leadership series on LinkedIn, and he has coached hundreds of high-potentials. In this article he shares the lessons that emerged about the mental shifts needed to make a successful transition to a senior leadership position. The process involves identifying and communicating your core values and learning how to approach tough decisions. It requires setting the bar for your team's performance and learning to compartmentalize so that you can find the right pace for yourself. And it requires expanding your self-awareness and paying attention to the stories you tell yourself about your experiences-your successes and failures, your bad times and good ones-when you contemplate the arc of your career and life.

Although human beings are naturally social creatures, ready to both give and accept help, many of us struggle to actually ask for it, which over time can make us miserable and bitter. And because remote work is on the rise, leaving many of us isolated from colleagues, the challenges of asking for help have only intensified. To feel fulfilled and be successful both personally and professionally, it's important to acknowledge and accept when you are working beyond your own capacity and be open to asking others for help. In this article the author, a management scholar and a leadership guru, looks at what drives people's reluctance to seek help and offers strategies for overcoming the barriers.

Tyler Smith, the founder and CEO of the enterprise software firm Puck.io, is facing a hard decision. Just three months earlier the company laid off 20% of its employees to reduce its burn rate amid growing economic uncertainty and a suddenly unattractive funding environment. The company's lead investor and its board think more cost cuts are necessary, and they're pushing Tyler to execute a second, 10% reduction in force. Worried about employee morale if they do back-to-back layoffs, Tyler and two other members of the C-suite are looking for alternatives.

Tyler Smith, the founder and CEO of the enterprise software firm Puck.io, is facing a hard decision. Just three months earlier the company laid off 20% of its employees to reduce its burn rate amid growing economic uncertainty and a suddenly unattractive funding environment. The company's lead investor and its board think more cost cuts are necessary, and they're pushing Tyler to execute a second, 10% reduction in force. Worried about employee morale if they do back-to-back layoffs, Tyler and two other members of the C-suite are looking for alternatives.

Tyler Smith, the founder and CEO of the enterprise software firm Puck.io, is facing a hard decision. Just three months earlier the company laid off 20% of its employees to reduce its burn rate amid growing economic uncertainty and a suddenly unattractive funding environment. The company's lead investor and its board think more cost cuts are necessary, and they're pushing Tyler to execute a second, 10% reduction in force. Worried about employee morale if they do back-to-back layoffs, Tyler and two other members of the C-suite are looking for alternatives.

In March 2020, the Philippines government announced the first month-long lockdown in Manila and its surrounding regions to curb COVID-19 transmission. The lockdown measures, including the closure of non-essential businesses and stay-home orders, were sudden and drastic, leading to the urban poor's loss of employment and income. Putting food on the table would become a challenge in a city with millions living below the poverty threshold. But while their hunger would not wait, a new relief law needed time to take effect. That was when the private sector took immediate action. Responding to the hunger crisis was Project Ugnayan, a consortium including Ayala Corporation, one of the earliest conglomerates in the Philippines, together with some of the largest private companies and non-profit organisations such as The Philippine Disaster Resilience Foundation (PDRF) and Caritas Manila of the Catholic Church. In a record time of a few days, the private sector-led initiative raised over PhP 1.7 billion (US$33 million) that went into sponsoring a feeding programme for 2.8 million impoverished families (equivalent to some 14 million individuals). Over four weeks, Caritas Manila mobilised over 1,000 parish priests and 10,000 volunteers who went door-to-door distributing grocery vouchers, food packs, and in-kind donations in the Greater Manila Area. As Project Ugnayan ended, the team reflected on the meaningful and impactful contribution the initiative had made to the lives of the vulnerable poor during the tumultuous times of the pandemic. What lessons could be drawn from this collaborative effort of the private sector that can be replicated for future initiatives?