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In 2005, the vice president of sales and marketing for the Canadian division of Spectrum Brands Inc. must determine his next steps regarding the structure of his sales force. Spectrum Brands (Spectrum), a global consumer products company formerly known as Rayovac Corporation, had made a number of acquisitions to diversify and expand its product and brand portfolio. With these changes, Spectrum had become a leading supplier of consumer batteries, lawn and garden care products, specialty pet supplies, and shaving and grooming products. The vice president of sales and marketing was charged with the task of creating a national sales force from the teams of the newly merged companies. Knowing the importance of the sales function to each of these companies, he wanted to ensure, despite the differences among the diverse groups, that he still maintained a team which would effectively and efficiently continue to increase the sales of each business unit.

Senior management of a large company learns that its largest and most important information systems project will be eight months late. The developers used the latest technology ( Web-based, distributed, client-server, networked) and architecture (SOA). Some new parts were up and running but many old, legacy pieces were carrying a heavy part of the daily demands and risks of outages were increasing. There were staffing problems and challenges with conversions, and it appeared that some organizational units were resisting adoption of the new systems.

Focuses on the experience of China's largest shirt manufacturer in managing various aspects of government relations in China. Identifies a wide variety of social initiatives it has undertaken.

The founding entrepreneur of Honey Care Africa revitalized Kenya’s national honey industry by focusing on small-holder farmers across the country. Central to success was an innovative business model: a synergistic partnership between the development sector, the private sector, and rural communities that drew on the core competencies of each party as well as their complementary roles. This tripartite model was combined with local manufacturing of beehives, effective beekeeping training, a guaranteed market for small-holder farmers through forward contracts, and prompt payments. Four years later, Honey Care had achieved a 68 per cent market share in Kenya and distributed several brands of organic, fair-trade honey internationally, and was a lead distributor of beeswax. The business model had been successfully replicated in neighbouring Tanzania, and there were plans to expand to Uganda and Sudan.

This is a supplement to Honey Care Africa (A): A Different Business Model.

This is a supplement to Honey Care Africa (A): A Different Business Model.

As opposed to other emerging countries, the tire market in India was almost exclusively dominated by local players: 90 per cent of all tires on the Indian market were made and sold by local Indian companies. It is important to note that the big names of the world tire industry - Michelin, Bridgestone, Goodyear and Continental - were hardly visible in India. Michelin was absent from the Indian tire market and it is very surprising that the world leader of the tire industry had neither a production facility nor a distribution network in India. Why such an absence? Why did Michelin have so little presence in Asian emerging countries and especially in India? This case presents the main features of the tire industry in India. The case allows students to carry out a comprehensive strategic evaluation of the industry's attractiveness as well as an in-depth analysis of the structure of competition. Students will also conduct performance analysis for each company.

This is a supplement to Michelin in the Land of the Maharajahs (A): A Note on the Tire Industry in India, product 9B07M030. This case presents the performance and the geographic positioning of Michelin as well as its international expansion strategy. The information provided allows students to analyse Michelin's strategy and performance.

This case looks at the issue of whether an investment bank should invest in Tritortric, a privately held Turkish company specializing in white goods. Tritortric is planning an expansion in Europe either as OEM or through the acquisition of an existing European brand. Students will evaluate the attractiveness of Tritortric as a company and to provide guidance related to the mode of international expansion. This case also allows a broader discussion of how a company from an emerging country can compete against companies/brands from a developed one.

In 2006, Futbol Club Barcelona (FC Barcelona) was one of the world's premier soccer teams. Founded in 1899, the club had experienced ups and downs over its history. Following some great years in the mid-1990s, the club had suffered a decline both financially and in its on-field performance, leading to a crisis in 2003. Traces the causes of this decline, and the actions taken by club management to restore the team's competitive and financial positions. Areas discussed include: governance, organization structure, management, fan experience, media, marketing and merchandizing, the club's social initiatives, and developing the club brand. Discusses the global development of European soccer, and FC Barcelona's efforts outside of Europe. The challenge in 2006 was to strengthen, position, and monetize the FC Barcelona brand globally. Opportunities in Asia, Africa, and Latin America are discussed, but focuses on Major League Soccer (MLS) in the United States, and whether or not FC Barcelona should purchase an MLS club in order to expand into the U.S. market.

The ongoing problems in business leadership over the past five years have underscored the need for a new kind of leader in the twenty-first century: the authentic leader. Author Bill George, a Harvard Business School professor and the former chairman and CEO of Medtronic, and his colleagues, conducted the largest leadership development study ever undertaken. They interviewed 125 business leaders from different racial, religious, national, and socioeconomic backgrounds to understand how leaders become and remain authentic. Their interviews showed that you do not have to be born with any particular characteristics or traits to lead. You also do not have to be at the top of your organization. Anyone can learn to be an authentic leader. The journey begins with leaders understanding their life stories. Authentic leaders frame their stories in ways that allow them to see themselves not as passive observers but as individuals who learn from their experiences. These leaders make time to examine their experiences and to reflect on them, and in doing so they grow as individuals and as leaders. Authentic leaders also work hard at developing self-awareness through persistent and often courageous self-exploration. Denial can be the greatest hurdle that leaders face in becoming self-aware, but authentic leaders ask for, and listen to, honest feedback. They also use formal and informal support networks to help them stay grounded and lead integrated lives. The authors argue that achieving business results over a sustained period of time is the ultimate mark of authentic leadership. It may be possible to drive short-term outcomes without being authentic, but authentic leadership is the only way to create long-term results.

The chairman of Gome Ltd, a well known appliance retail chain, congratulated his management team for their excellent performance over the past year. For three consecutive years, Gome had been ranked the largest electrical appliance retail chain in China, and the second largest overall retail chain. Claiming to be the only true national player, Gome achieved total sales of RMB23.9 billion in 2004 and in 2005 doubled its number of stores to 426. The company's four-year plan is to capture 10 to 15 per cent of the market share nationally. Gome would need to double the number of stores in the coming three years, and more importantly, it needed to work out a strategy to fend off its local and global competitors.

In January 2003, EPCOR Utilities (EPCOR) was facing great pressure from a radical community group that wanted the company out of its community of Rossdale - where EPCOR was founded in 1891 and had been operating since. The pressure had mounted to the point that EPCOR's sole shareholder, the City of Edmonton, had asked that EPCOR prepare a long-term plan for its operations in Rossdale as part of a formal review of the land use at the site. Operations of EPCOR were $3 billion. The case encourages students to think through the senior vice-president of public and government relations job of engaging (or at least placating) the community from a philosophical level to the practical details of implementation.

Supplement to EPCOR Utilities Inc. A Critical Community Consultation (A), product 9B07M009.

The president of the East Coast Trail Association (ECTA), a non-profit organization located in St. John's, Newfoundland & Labrador, faces numerous challenges as he attempts to pursue the organization's 10-year dream of completing a 540 km coastal and wilderness trail on Newfoundland's Avalon peninsula. One of the largest obstacles standing between him and this goal is gaining access to the land on which the remaining sections of the trail will be built. So far, 220 km of trail has been built with the financial assistance of the federal government and corporate sponsorships. A large pool of dedicated volunteers has also contributed countless hours to building the trail, a cause which stands to benefit not only hikers, but the provincial economy in the form of tourism dollars and economic development. However, both the ECTA's financial and volunteer resources are in decline as the association tries to extend the trail. Meanwhile, the existing 220 km of completed trail are in need of resources and maintenance. Time is also running out as developers buy up coastal lands where the association plans to extend the trail. Without access to land, the dream of a 540 km trail will end.

How do you tell one of your direct reports that she stinks? This case explores the dynamics behind having difficult conversations, and giving and receiving feedback. It is designed to illustrate the negative effects that can result after a difficult conversation and ways to reduce the risk of adverse consequences. The case also touches on relationships in the workplace and the correlation they have to the bottom line. In the A case students have to decide whether to confront a worker about her hygiene problems. The B case offers a role-playing situation to practice conducting a difficult conversation. We learn in the C case that the discussion went terribly wrong, and in the E case readers are provided an epilogue.

How do you tell one of your direct reports that she stinks? This case explores the dynamics behind having difficult conversations, and giving and receiving feedback. It is designed to illustrate the negative effects that can result after a difficult conversation and ways to reduce the risk of adverse consequences. The case also touches on relationships in the workplace and the correlation they have to the bottom line. In the A case students have to decide whether to confront a worker about her hygiene problems. The B case offers a role-playing situation to practice conducting a difficult conversation. We learn in the C case that the discussion went terribly wrong, and in the E case readers are provided an epilogue.

How do you tell one of your direct reports that she stinks? This case explores the dynamics behind having difficult conversations, and giving and receiving feedback. It is designed to illustrate the negative effects that can result after a difficult conversation and ways to reduce the risk of adverse consequences. The case also touches on relationships in the workplace and the correlation they have to the bottom line. In the A case students have to decide whether to confront a worker about her hygiene problems. The B case offers a role-playing situation to practice conducting a difficult conversation. We learn in the C case that the discussion went terribly wrong, and in the E case readers are provided an epilogue.

How do you tell one of your direct reports that she stinks? This case explores the dynamics behind having difficult conversations, and giving and receiving feedback. It is designed to illustrate the negative effects that can result after a difficult conversation and ways to reduce the risk of adverse consequences. The case also touches on relationships in the workplace and the correlation they have to the bottom line. In the A case students have to decide whether to confront a worker about her hygiene problems. The B case offers a role-playing situation to practice conducting a difficult conversation. We learn in the C case that the discussion went terribly wrong, and in the E case readers are provided an epilogue.

How do you tell one of your direct reports that she stinks? This case explores the dynamics behind having difficult conversations, and giving and receiving feedback. It is designed to illustrate the negative effects that can result after a difficult conversation and ways to reduce the risk of adverse consequences. The case also touches on relationships in the workplace and the correlation they have to the bottom line. In the A case students have to decide whether to confront a worker about her hygiene problems. The B case offers a role-playing situation to practice conducting a difficult conversation. We learn in the C case that the discussion went terribly wrong, and in the E case readers are provided an epilogue.