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Spreadsheet supplement for case IMB735.

Controlling about a third of global kiwifruit exports by volume and nearly half by value in 2018, Zespri was a grower-owned "corporatized cooperative" with the exclusive right to export New Zealand-grown kiwifruit (except to Australia). Zespri did not grow fruit, but rather managed an integrated marketing system across the value chain. This coordinated structure enabled Zespri to control quality, build a brand, and command premium prices in export markets. In 2018, Zespri had a strategic goal of marketing the world's leading portfolio of kiwifruit year round, with a target of nearly doubling sales, to NZ$4.5 billion, by 2025. This would require Zespri to vastly increase its kiwifruit supply in New Zealand, as well as from overseas suppliers, who currently accounted for a relatively small portion of its volume. Rapid growth presented several challenges, including the need to preserve product quality and consistency while working with new growers, prioritizing customers and markets as demand outpaced supply, considering Zespri's position vis-à-vis the crucial China market, and developing new capabilities as Zespri transformed from New Zealand-centric into a global organization. At the same time, the Zespri team aspired to launch new products that met consumer demand for sweeter taste and convenience-an increasingly urgent priority as global competition in kiwifruit intensified. Zespri had been the first to introduce a high-quality proprietary gold kiwifruit to the global market, and it continued to dominate the gold segment. Could it do the same in the emerging red-flesh category? As with many questions facing Zespri in 2018, there are risks of moving too fast as well as too slow.

LaundryWala was an online, on-demand laundry service provider in the suburbs of Delhi, India. In 2018, three years after its inception, the firm had more than 30,000 individual and business customers. The 33-year-old owner had to make quick strategic decisions regarding the next phase of the firm's growth. She looked at the firm's operation details to assess the following: Was her service model viable and profitable? Should the customer segment focus be business-to-consumer or business-to-business sales? Was a company-owned business model the best option, or should she look at outsourcing operations? Could the young start-up move into new territories and service offerings?

Spreadsheet to accompany product 8B18A064.

Additional Supplement to accompany product 9B18A064.

LaundryWala was an online, on-demand laundry service provider in the suburbs of Delhi, India. In 2018, three years after its inception, the firm had more than 30,000 individual and business customers. The 33-year-old owner had to make quick strategic decisions regarding the next phase of the firm's growth. She looked at the firm's operation details to assess the following: Was her service model viable and profitable? Should the customer segment focus be business-to-consumer or business-to-business sales? Was a company-owned business model the best option, or should she look at outsourcing operations? Could the young start-up move into new territories and service offerings?

Student spreadsheet for case W18729

This case examines the opportunities and challenges faced by an entrepreneur behind a beauty startup, YOURFIT, as she attempts to break into the crowded Korean beauty (or "K-beauty") market. Leveraging on technology, YOURFIT uses a mobile application which allows customers to customise facial masks for their unique face size, skin type, and skincare goals. This case traces the entrepreneur's journey as she gets her startup off the ground in the cut-throat K-beauty market.

This case describes the challenge faced by Pizza Hut Hong Kong. Pizza Hut dominated the territory's pizza delivery business. It eliminated competitors by engaging digitally savvy consumers with innovative, integrated marketing and technology solutions. As independent food delivery firms like Food Panda and Deliveroo started to enter Hong Kong, Pizza Hut Hong Kong had to consider how to leverage its core competencies to tackle these disruptors and protect its market.

In 2016, the hair-loss solutions company Hair Club conducted a review of its business practices and identified issues with its sales operations. Although Hair Club had some very satisfied customers, it struggled to convert potential customers into regular, paying clients resulting in a loss of revenue. To address the issues identified in the review, Hair Club hired Marcus Wright, a sales professional in the healthcare and beauty industries, as its vice president of sales operations. He was tasked with analyzing Hair Club's sales process to determine how the company can turn more potential customers into paying clients who will also refer their friends and family. Wright and Hair Club considered how to improve the quality and number of potential clients who set up a meeting with a consultant and how to modify the consultation process and follow-up to increase Hair Club's sales.

The purpose of this case is to look at FarmFriend's product market fit. The case examines how the FarmFriend founding team evaluated various business models through extensive market research and ultimately decided to launch a marketplace that matched farmers to pilots that offered drone spraying services. Students will also be introduced to various go to market strategies that were used to address this target market. Students will also gain an understanding of the challenges a company faces to ensure product market fit.

In November 2016, the two co-founders of the Delhi-based Greenco Enterprises India Pvt. Ltd. were getting ready to launch a range of frozen snacks in the competitive Indian market. Their strategy was to penetrate the already established non-vegetarian frozen snacks market with fast-moving popular products and grow the vegetarian frozen snacks market with differentiated offerings. As the January 2017 launch date approached, they had to get their pricing and distribution strategy in place. For a new brand with a limited budget, securing shelf space was a challenge. The two founders wondered whether the company should focus all of its efforts on building a retail brand in the business-to-consumer segment, or whether it should consider institutional sales in the business-to-business space. How could the initial investment and running costs be balanced with the need to stay competitive in the market?

In November 2016, the two co-founders of the Delhi-based Greenco Enterprises India Pvt. Ltd. were getting ready to launch a range of frozen snacks in the competitive Indian market. Their strategy was to penetrate the already established non-vegetarian frozen snacks market with fast-moving popular products and grow the vegetarian frozen snacks market with differentiated offerings. As the January 2017 launch date approached, they had to get their pricing and distribution strategy in place. For a new brand with a limited budget, securing shelf space was a challenge. The two founders wondered whether the company should focus all of its efforts on building a retail brand in the business-to-consumer segment, or whether it should consider institutional sales in the business-to-business space. How could the initial investment and running costs be balanced with the need to stay competitive in the market?

The purpose of this case is to look at Aerobotic's product market fit. The case examines how the Aerobotics founding team determined the best way to approach the agricultural drone market in South Africa. It also highlights how the team evaluated pricing and which markets/partnerships to initially pursue. Students will also be introduced to various go to market strategies that were used to address this target market. Students will also gain an understanding of the challenges a company faces to ensure product market fit. The case also looks at the company from an investor's point of view.

Social natives are now looking for jobs in ways that did not exist a few years ago. Emerging technologies, artificial intelligence business tools, wearable gadgets, and social media platforms such as LinkedIn, Facebook, BranchOut, Twitter Jobs, Glassdoor, Viadeo, XING, and Bayt, define today's fast-paced professional world. Social natives use blogs, podcasts, online bios, video résumés, images, selfies, recommendations, and endorsements to demonstrate their skills. Such online technologies facilitate the recruitment and selection of job candidates via the integration of intelligent software applications in the web-based talent search. Tomorrow's successful organizations use Big Data, business intelligence, and People Analytics, as well as a plethora of social media screening tools to recruit and retain great talents. This book will help you understand how social media in professional recruitment works. It will also inspire you through various success stories to take personal branding toward professional career development seriously. Finally, this book examines social nativity as a social phenomenon and presents the latest trends in career development and social recruiting. Chapter 1, From Brands to Humans, identifies why branding is important. It then discusses the evolution of branding and the roles of emotions and passion in branding.

Social natives are now looking for jobs in ways that did not exist a few years ago. Emerging technologies, artificial intelligence business tools, wearable gadgets, and social media platforms such as LinkedIn, Facebook, BranchOut, Twitter Jobs, Glassdoor, Viadeo, XING, and Bayt, define today's fast-paced professional world. Social natives use blogs, podcasts, online bios, video résumés, images, selfies, recommendations, and endorsements to demonstrate their skills. Such online technologies facilitate the recruitment and selection of job candidates via the integration of intelligent software applications in the web-based talent search. Tomorrow's successful organizations use Big Data, business intelligence, and People Analytics, as well as a plethora of social media screening tools to recruit and retain great talents. This book will help you understand how social media in professional recruitment works. It will also inspire you through various success stories to take personal branding toward professional career development seriously. Finally, this book examines social nativity as a social phenomenon and presents the latest trends in career development and social recruiting. Chapter 2, Personal Branding, builds on Chapter 1 to discuss the importance and nature of personal branding, especially in an online social environment. It also considers how to develop and maintain a personal brand and what makes such a brand successful.

Social natives are now looking for jobs in ways that did not exist a few years ago. Emerging technologies, artificial intelligence business tools, wearable gadgets, and social media platforms such as LinkedIn, Facebook, BranchOut, Twitter Jobs, Glassdoor, Viadeo, XING, and Bayt, define today's fast-paced professional world. Social natives use blogs, podcasts, online bios, video résumés, images, selfies, recommendations, and endorsements to demonstrate their skills. Such online technologies facilitate the recruitment and selection of job candidates via the integration of intelligent software applications in the web-based talent search. Tomorrow's successful organizations use Big Data, business intelligence, and People Analytics, as well as a plethora of social media screening tools to recruit and retain great talents. This book will help you understand how social media in professional recruitment works. It will also inspire you through various success stories to take personal branding toward professional career development seriously. Finally, this book examines social nativity as a social phenomenon and presents the latest trends in career development and social recruiting. Chapter 3, The Social Natives, considers key characteristics of the #hashtag generation and how it has evolved from being digital natives to social natives. It then assesses the implications of this shift for recruitment and the professional/work possibilities afforded by the intensely social nature of this cohort.

Social natives are now looking for jobs in ways that did not exist a few years ago. Emerging technologies, artificial intelligence business tools, wearable gadgets, and social media platforms such as LinkedIn, Facebook, BranchOut, Twitter Jobs, Glassdoor, Viadeo, XING, and Bayt, define today's fast-paced professional world. Social natives use blogs, podcasts, online bios, video résumés, images, selfies, recommendations, and endorsements to demonstrate their skills. Such online technologies facilitate the recruitment and selection of job candidates via the integration of intelligent software applications in the web-based talent search. Tomorrow's successful organizations use Big Data, business intelligence, and People Analytics, as well as a plethora of social media screening tools to recruit and retain great talents. This book will help you understand how social media in professional recruitment works. It will also inspire you through various success stories to take personal branding toward professional career development seriously. Finally, this book examines social nativity as a social phenomenon and presents the latest trends in career development and social recruiting. Chapter 4, Recruiting in the Brave New Online Social World, discusses what recruiting version 2.0 looks like, the implications of social recruiting in the new online world, the importance of networking for young professionals, trends in recruitment, and the gamification of recruitment. The author then concludes with some personal thoughts.

Social natives are now looking for jobs in ways that did not exist a few years ago. Emerging technologies, artificial intelligence business tools, wearable gadgets, and social media platforms such as LinkedIn, Facebook, BranchOut, Twitter Jobs, Glassdoor, Viadeo, XING, and Bayt, define today's fast-paced professional world. Social natives use blogs, podcasts, online bios, video résumés, images, selfies, recommendations, and endorsements to demonstrate their skills. Such online technologies facilitate the recruitment and selection of job candidates via the integration of intelligent software applications in the web-based talent search. Tomorrow's successful organizations use Big Data, business intelligence, and People Analytics, as well as a plethora of social media screening tools to recruit and retain great talents. This book will help you understand how social media in professional recruitment works. It will also inspire you through various success stories to take personal branding toward professional career development seriously. Finally, this book examines social nativity as a social phenomenon and presents the latest trends in career development and social recruiting. Chapter 5, The Brand New Me, identifies the key aspects of managing one's personal brand online, especially regarding issues such as an individual's search results, removing information that should not be public, accounts of social media use that have led to hiring and firing. Finally, the author situates these issues in a discussion of the social ecosystem.

Social natives are now looking for jobs in ways that did not exist a few years ago. Emerging technologies, artificial intelligence business tools, wearable gadgets, and social media platforms such as LinkedIn, Facebook, BranchOut, Twitter Jobs, Glassdoor, Viadeo, XING, and Bayt, define today's fast-paced professional world. Social natives use blogs, podcasts, online bios, video résumés, images, selfies, recommendations, and endorsements to demonstrate their skills. Such online technologies facilitate the recruitment and selection of job candidates via the integration of intelligent software applications in the web-based talent search. Tomorrow's successful organizations use Big Data, business intelligence, and People Analytics, as well as a plethora of social media screening tools to recruit and retain great talents. This book will help you understand how social media in professional recruitment works. It will also inspire you through various success stories to take personal branding toward professional career development seriously. Finally, this book examines social nativity as a social phenomenon and presents the latest trends in career development and social recruiting. Chapter 6, The Brave New Online World, recaps the discussion of recruiting through social media, discusses future trends in recruitment, and considers more broadly what might be next in this social online world.