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Case Supplement for Case E640A

In October 2016, the assistant director for buying and sourcing apparel at Tashn.com (Tashn) was examining his team's readiness for the upcoming End of Reason Sale, scheduled for January 3 to 5, 2017. The assistant director was contemplating a few crucial merchandising decisions: Was Tashn's merchandising plan effective? Was its buying model sustainable for large orders? Were the seller selection and evaluation processes efficient to ensure quality? The assistant director was also concerned about an increase in customer complaints and dissatisfaction with product quality in the general market.

Mighty Jaxx was founded in 2012 as a S$20,000 Singapore start-up. By 2018 the firm worked with global brands, generating annual revenue approaching S$5 million. However, growing sales volume, the short product cycle for its limited production runs, and the young firm's increasingly global reach had stretched its 20 staff members, organized along a traditional sales, design, production and logistics "waterfall" model, not only up to but well beyond their limits. As the December 2017 holiday season approached, Mighty Jaxx founder Jackson Aw knew his team would miss several crucial delivery promises. Jackson posted a public apology to collectors of his products, then reorganized his studio along the lines of the popular agile software development model known as "Scrum." Three product-oriented "Sprint Teams," operating in parallel over a one-month cycle, focused on meeting schedule targets. While Jackson was hopeful this new structure would improve internal and external communications and help Mighty Jaxx achieve both its growth and service quality goals, he sensed growing signs of staff discontent.

Monisha Perkash cofounded Lumo Bodytech during an incubation program organized by Innovation Endeavors - the venture capital firm started by Eric Schmidt - in 2011. At the time, she had barely met her cofounders and the team was expected to launch a business after six months of design thinking and prototyping efforts. The result was a start-up focused on improving posture and helping solve the common problem of back pain. As of 2018, Lumo Bodytech was still alive and thriving, but the journey had not been free of obstacles and difficult decisions for the CEO. Even before the conclusion of the incubation phase, one of the cofounders had expressed his dissatisfaction with the direction of the ideation process and threatened to quit if nothing changed. He was an accomplished software engineer who had become a friend in just a few months of work. Additionally, the equity for the new business had already been split among the four cofounders, which could further complicate any exit negotiations. Around a year later, Lumo Bodytech had successfully launched but the wearables fever was dying down and the financial needs of the young start-up became more pressing by the day. That was when Perkash was approached by a large Asian manufacturer who would be willing to invest if the company implemented a significant change in its strategy, from focusing on a single product to adopting a platform approach to its product line. It was a hard decision to face so early in their trajectory, but Perkash knew she had to make a choice. The challenges related to financing the company would knock on Perkash's door once again in mid-2014, when the company had to decide between raising venture debt or settling for a smaller round of equity financing. To make matters worse, there seemed to be a central misalignment between the cofounders and one of the board members about how to approach the issue.

In April 2017, a college student in California was graduating with a degree in business administration with a concentration in entrepreneurship. She had been a florist for the past six years and wished to pursue her dream of starting her own flower business. Her vision was to open a flower shop where all the arrangements were uniquely designed for each customer and no two arrangements were the same. Her current employers were trying to sell their shop (Belle Fleur) and offered to sell it to her at a discount price. She had to decide whether to buy the business or start her own shop from scratch.

Earlham College in Richmond, Indiana, is in the heart of basketball country. Yet its record for the 2013/2014 basketball season was a dismal 5-20. The school recruited Jason Polykoff from the University of Pennsylvania's coaching staff to reinvent the program. By summer, Polykoff learned that only three players would be returning. That left him with a major decision: scramble to recruit enough players to fill the roster and play the 2014/2015 season, or forfeit the season and devote time to building the 2015/2016 roster. Each option would have a major detrimental impact in his ability to recruit in the future.

In 2018, Ann Randazzo, executive director of the Center for Energy Workforce Development (CEWD) is assessing the organization's performance since its 2006 founding. Founded to address an imminent retirement bubble of middle skills workers in the utilities industry, CEWD had since expanded its mission to focus on workforce development initiatives to improve the skills and diversity of the industry's workforce. The group was an example of an industry coming together to collectively address a problem facing all members of the industry.

This case examines the intersection of two firms (Cogent Labs-a machine learning software firm in Tokyo; and Google, the technology infrastructure giant) attempting to exploit the benefits of artificial intelligence and machine learning in the financial services sector. The case protagonist, David Malkin, known as the "AI Architect" at Cogent Labs, must decide how best to position his firm for growth. Malkin knew that artificial intelligence had great potential to revolutionize several aspects of the financial services industry, but he also knew that artificial intelligence's greatest achievements to date were in very narrow functions. Malkin further knew that large, sophisticated financial service clients owned a vast array of proprietary datasets that were impossible to replicate. Meanwhile the major "cloud" providers like Google, Amazon, and Microsoft had large-scale computing infrastructures and multi-billion-dollar research and development budgets with which they could (and did) generate innovative artificial intelligence software of their own. Malkin wondered how a small software firm like Cogent Labs without its own proprietary datasets, or a large-scale computing infrastructure, or a multi-billion R&D budget could fit in? Would Cogent Labs' current approach of developing their own proprietary machine learning applications to run on the cloud and sell directly to financial services firms in Tokyo prove to be a sustainable model? Or would Cogent Labs ultimately need to partner/merge with one of the major cloud providers in order to provide the expertise necessary to customize their offerings for financial services clients? Or, was the future even more uncertain; would software firms like Cogent eventually need to create and own new datasets of their own, and build their own infrastructures to host their own new data, in order to avoid being disintermediated in the future if (and when) machine learning expertise became truly commoditized?

In April 2017, a college student in California was graduating with a degree in business administration with a concentration in entrepreneurship. She had been a florist for the past six years and wished to pursue her dream of starting her own flower business. Her vision was to open a flower shop where all the arrangements were uniquely designed for each customer and no two arrangements were the same. Her current employers were trying to sell their shop (Belle Fleur) and offered to sell it to her at a discount price. She had to decide whether to buy the business or start her own shop from scratch.

On June 25, 2014, the director of marketing and development at Allied Founders Pvt. Ltd., a company that operated out of Belgaum in India, was analyzing various problems associated with his company’s management approach. The director was considering a change from the company’s system of breakdown maintenance to a new information system of preventive maintenance. While executing its first international export order, the company faced several challenges related to production delays, mainly due to poor equipment maintenance. To plan for his company’s future in the international market, the director proposed adopting preventive maintenance as a solution, but he was unsure whether to use traditional means (i.e., manual record keeping) or implement a new information system. He was concerned about the issues that could arise from the change, including resistance from employees worried about job loss, providing the necessary training, and exposing the company to other risks.

Omar Simmons, managing director of a private equity fund that owns 53 health club units, has to choose: Continue in private equity or shift his career to managing and growing the health clubs. An African-American graduate of Princeton University and Harvard Business School, Simmons has to weigh the financial implications of his choice -- as well as the career implications of whatever he chooses to do. Students will learn about private equity investing, health club franchises, and career decision-making.

Mhuri Enterprise had beaten the odds, and figured out a way to cut production costs to bring its pigs to market and make a profit. Small-scale enterprises faced a large number of financial, regulatory, and business barriers in Zimbabwe, a country where 70 percent of the population relied on agriculture as a source of income. Land reforms in 1998 had led to an increase in the number of small-to-medium enterprise farmers, but the lack of scale meant low productivity. This case study examines how Mhuri Enterprise, a cooperative pig farm that started with 30 families, restructured the value chain to cut production costs and established its own slaughterhouse facilities to circumvent monopolistic processing fees. The case offers a close look at the full range of fees and costs associated with a livestock ventures-including costs not unique to the situation in Zimbabwe.

Supplement to case E562. Between the back half of 2015 and early 2018 CircleUp had both grown and changed substantively. The company's core data and Helio platform had enabled the firm to offer a new set of equity and credit services to startup consumer companies that were too small for traditional private equity but needed growth capital. The transformation of the company was both exciting and a bit unexpected as CEO Ryan Caldbeck navigated the organization through tremendous change and growth.

In 2013, two entrepreneurs founded Magic Markers, a whiteboard animation company in Bogotá, Colombia, with the mission of gracefully explaining complex issues to interested audiences. The (A) case describes how the company experienced unanticipated growth after one of its videos went viral. The two founders faced several challenges and needed to quickly learn how to manage their growing business. Human resources issues proved to be particularly trying and difficult to manage. In late 2017, an investor presented Magic Markers with an investment offer, which the owners needed to evaluate carefully. The (B) case focuses on social media reactions to content posted by the company.

Supplement to case W18081.

Tesla Motors, Inc. (Tesla), the electric car company, unveiled its Model 3 in late July 2017 as its stock price continued to appreciate. The Model 3 was priced to sell to the mass market and to potentially compete with the mass-market leaders such as Toyota. The stock market had also responded favourably to Tesla’s decision in 2016 to acquire SolarCity, a manufacturer of solar cells, and its decision to build the Gigafactory, the world’s largest lithium battery plant. Could Tesla justify its sky-high stock price multiple by simply selling electric cars, or should Tesla become a battery company that could fundamentally change the energy storage industry—or for that matter, some other type of company?

In October 2017, the first ever commercial flight landed on St Helena, one of the world's remotest islands. There had been delays building,certifying, and opening the airport due to unforeseen wind conditions. Now that weekly commercial flights had finally begun, how should the island's Economic Development Board approach the next phase of the long-term strategy to boost St Helena's economy through tourism?

On February 1, 2013, the managing director of software development firm SYIT, sat in his office and gathered his thoughts on his new organization. Based in Islamabad, Pakistan, SYIT was a new entrant in the offshore software development industry. Its managing director had expended months of effort to move the entire project team from his previous employer to his newly formed company, but the real challenge lay ahead. SYIT needed to reduce the cultural gap between its team and its primary client, one of Denmark’s largest publishing houses. The managing director’s ultimate goal was to create an organization that was flexible and innovative—like the European clients that he wanted to continue to attract. How could he implement a strong company culture to ensure that all employees projected one consistent and effective working style across SYIT’s different projects and clients?