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The BreadTalk Group was a leading Singapore-based bakery and restaurant chain, consisting of eight different brands that were sold across 15 countries in Asia. In a span of 12 years, it had become a premier lifestyle bakery brand in Southeast Asia, China and the Middle East, as well as a cherished household name in its native Singapore. BreadTalk prided itself on having a culture of "creative differentiation". The company strived to stay "fresh" by continuously changing and adapting to consumer demand; and "relevant" by offering localised and customised products to its customers. Although the company could boast of many past successes, there were new challenges ahead. With the number of new players growing rapidly, the marketplace was becoming increasingly competitive. New markets offered both opportunities and challenges. And customers had come to expect a constant stream of innovative products from the bakery chain. As BreadTalk enters its mature stage of growth and comes head on with the challenges of international expansion, is its business model equipped to identify and address the risks associated with global brand management? Is the brand positioned well to seize future opportunity? Should it focus on its core competency and brand, or should it be looking to develop and aggressively promote other brands?

It is July 2015, and Lembu Dairy, the fourth largest dairy producer in Malaysia, faces stiff competition in its retail production business. Although it performs well the in wholesale milk trade, it lacks its rivals' extensive and long-standing marketing prowess. Patrick Heng Meng Loh, a seasoned investor, is thinking of partnering with Lembu Dairy to develop a new line of dairy products for the company. He believes that a strategic investment into Lembu Dairy could be worthwhile and wants to leverage his expertise to recommend a unique new product line to Lembu Dairy that would increase the company's ability to value-add while improving the bottom-line. However, before Loh can take an equity stake in the company, he must first make a strong business case for developing a new retail product while also positioning himself as a more strategic partner for Lembu Dairy.

Case A explores the career trajectory of Eike Batista, CEO and founder of EBX, a Brazilian conglomerate focused on mining, oil & gas, shipping and other industries, who is already looking to expand into new markets while his existing businesses are only just moving into an operational phase. His success comes from his strength in exploiting the institutional void in Brazil to uncover new market opportunities; operationalizing these new businesses is quite another challenge. Case B charts the extraordinary debacle of EBX Group and Eike Batista, who loses US$30 billion in one year.

Supplement to case IN1389. Case A explores the career trajectory of Eike Batista, CEO and founder of EBX, a Brazilian conglomerate focused on mining, oil & gas, shipping and other industries, who is already looking to expand into new markets while his existing businesses are only just moving into an operational phase. His success comes from his strength in exploiting the institutional void in Brazil to uncover new market opportunities; operationalizing these new businesses is quite another challenge. Case B charts the extraordinary debacle of EBX Group and Eike Batista, who loses US$30 billion in one year.

Looks at the development of the competitive actions between Airbus and Boeing from 1992 to 2006. Begins with the question of whether Airbus and Boeing should collaborate on the development of a VLCT (Very Large Commercial Transport) or whether Airbus should develop their own. The case series moves through to the events thereafter of Airbus' decision to pursue the A380 and Boeing's decision relating to developing a stretch 747.

Pricing is the most important driver of profits. Pricing is also, surprisingly, the area most executives overlook when implementing initiatives to increase profits. There is a reason: Research presented in this article suggests that most executives implicitly hold on to a series of weakly held assumptions about pricing that ultimately are self-defeating. These pricing myths are that (1) costs are the basis for price setting, (2) small price changes have little impact on profits, (3) customers are highly price sensitive, (4) products are difficult to differentiate, (5) high market share leads to high profits, and (6) managing price means changing prices. This research shows how executives can overcome these misconceptions and thus implement sustainable profit improvements via pricing.

The increased metabolism of business in the modern world has served to heighten both the frequency and the difficulty of organizational decision making. Practitioners and academics are constantly looking for decision-making mechanisms that can be used to address these challenges. One recently emerged mechanism is prediction markets: a group decision-making tool that uses a market mechanism to rapidly aggregate information held by large, diverse groups of participants. Prediction markets have a number of benefits and have been demonstrably successful in a number of contexts; however, it is important to recognize that they are suited to some types of decisions and contexts but not to others. This article examines the benefits of prediction markets and develops a framework that can be used to identify in which situations prediction markets can be profitably deployed within organizations. It also provides a roadmap for practitioners to use to guide their own organizational deployment of prediction markets.

This article builds on years of work studying territoriality and conflict issues between customers and employees in retail and service settings. The key contribution of this research is to illustrate the bad behaviors and conflicts that take place in retail spaces between customers, between customers and employees, and between employees. Using multi-methods of data collection--critical incident technique, interviews, mystery shoppers, and surveys--the authors outline these bad behaviors and conflicts for managers and offer nine solutions to help retailers handle these behaviors and conflict in retail spaces.

Steve Easterbrook became CEO in March 2015 after it became clear that his predecessor's turnaround strategy was not working. Financially, McDonald's is struggling, with declining sales growth, a 15 percent decrease in net income, and stock prices below their 2012 price point, while the overall market is on the rise. The company is not benefiting from the economic recovery, as consumer preferences (and especially millennials) are shifting toward healthier options for dining out. Meanwhile, competition is fierce, with several direct competitors (e.g., Wendy's), higher-end burger joints (e.g., In-and-Out Burger), and fast casual chains (e.g., Panera) all outperforming the burger giant. Internally, the company is struggling with defining its strategic identity. Menu diversification has increased operational complexity which has slowed service times. Efforts to attract new customers by adding higher-end items have shifted McDonald's price points upward, while customer perceptions of quality (and willingness to pay) are at an all-time low. McDonald's size makes it an easy target for labor activists and health advocates, further compounding its public perception issues. By trying to be all things to all people, McDonald's finds itself in a classic "stuck-in-the-middle" strategic dilemma. Easterbrook must find a way to be a strategic leader who is willing to make tough decisions and transform McDonald's into a "modern, progressive burger company."

CEO Hubert Joly has successfully tackled BBY's two main problems-declining comps and margins-and engineered a financial turnaround within his first three years on the job. Now Joly must develop and implement a strategic plan to create a sustainable competitive advantage for BBY in the highly competitive, electronic retail industry. With only 10 percent of revenues coming from online sales, BBY is still predominantly a bricks-and-mortar store with an online presence and has not yet transformed into a "bona fide, multi-channel retailer." To be successful, Joly knows that his strategy must garner the support and involvement of all of the company's main stakeholder groups: customers, employees, vendors, investors, and society. The case also provides an overview of BBY's main competitors: Circuit City (now defunct), Walmart, Target, Apple, and Amazon.com.

GE Healthcare was on a continuous lookout for investing into new and innovative super value products for the Bottom of the Pyramid markets in India. After launching its first successful super value ECG machine Mac 400, GE had recently launched its twenty-fifth super value product a PET CT machine. Serving the BOP markets has its own unique challenges that may be different for each product that is placed in the market. However, GE has so far successfully sailed through all the challenges and developed a steep learning curve about BOP markets. However, it is now facing the challenge of ensuring sustainability of product pipeline. The company is also keen to exploit the opportunities for reverse innovation that super value products have provided. The company also wants to assess the disruptive impact of these products in domestic medical device markets as well as markets outside India.

Here are three examples of visualizations that can help viewers grasp colossally large or infinitesimally small numbers.

Eden McCallum is a Management Consulting firm founded by two ex-McKinsey partners. It has offices in London, Amsterdam and Zurich, and is planning further expansion. The company is founded using a distinctive new business model, based on operating a pool of experienced, freelance consultants. Hence, it operates as a double-sided market. Eden McCallum's 15 partners secure client projects and then assemble teams of consultants to work on these projects. They screen consultants extensively before admitting them into their pool. Furthermore, the company provides office space, a team of analysts, and operational assistance (in terms of IT, legal, billing, etcetera). The case stimulates discussion in terms of how the company might grow, whether its value proposition can remain distinctive as it expands, and how it can attract and retain the people in the various markets - independent consultants, partners and staff - needed to make further growth a success. In particular, the case explores business model innovation by creating a novel value proposition for employees, i.e., by giving management consultants more control over their time and lives.

Peter Drucker once said that healthcare organizations "are the most complex form of organization that we have ever attempted to manage." In this wide-ranging interview, an American health-sector strategy expert working in Canada explains why Drucker's statement is true. He goes on to describe the need for patient-centric care and the importance of focusing on the social determinants of health. He also compares the Canadian and U.S. systems, the pros and cons of each, and what a truly sustainable healthcare system would look like. In the end, he shows the power of markets in the quest for population health.

'Fit' companies don't get that way by accident: they intentionally pursue a course of action that makes them stronger and more agile over time. The author, a long-time consultant to Toyota and an expert on its lean system, presents nine steps to creating a culture of continuous improvement. In the end, he argues, the biggest benefit of embracing this approach is not just improved processes and better-quality outputs: it is the growth and development of your employees-the ones who will make continuous improvement a reality.

One of the iconic developments of the 21st century is the growth of cities: by 2050, the number of citizens living in urban areas is expected to exceed 75 per cent-up from 53 per cent today. The implications are varied, and the authors look at them through a health lens. They describe five key aspects of urban life that must be carefully considered if people are to thrive in the world's cities. These include 'the primary education of girls' and 'commercial innovation capacity'. They then describe the ISO-approved framework developed by the World Council on City Data, which one of the authors heads up, which ranks the world's cities on a number of key elements of overall population health-including issues around water and sanitation and environmental safety. Going forward, they argue, this framework will allow for comparisons between the world's cities-and targeted responses.

On issues big and small, people often don't make the best possible decisions for the long term. The authors argue that the root cause of this sub-optimal decision-making is that our behaviour is guided by two types of processes: System 1 thinking and System 2 thinking. Whereas System 1 tends to operate effortlessly and automatically, the operations of System 2 are slower, more effortful and deliberate. System 1 judgments are based on perceptions, intuitions and emotions, while System 2 judgments in-depth logical analysis and reasoning. Not surprisingly, on a day-to-day basis, System 1 guides much of our behaviour. They introduce The Hot-Cold Decision Triangle, a framework that can enable better choices by enabling us to avoid the power of visceral urges.

While they appear to have little in common, time and money are frequently interchangeable. Researchers refer to the amount of time that people spend in an unpleasant mood - when feelings of tension, depression or irritation outweigh feelings of happiness - as the 'U-index'. For instance, people are rarely in an unpleasant mood while exercising, reading or praying; but unpleasant moods are common while working, commuting and doing housework. Sadly, over the past 50 years, the overall U-index has barely budged. The authors show that by re-allocating our time in three key areas - commuting, watching television and spending time with loved ones-we can impact our happiness in a more powerful way than money every can.

For most of human history, people over the age of 65 have not exceeded three or four per cent of any country's population. In today's developed world, they comprise roughly 15 per cent-and by 2050, this could reach 25 per cent. The pace of aging is also projected to accelerate in developing countries: by 2050, the global number of people over 60 will reach two billion - three quarters of whom will be from developing countries. The implications for business are many and varied. The authors describe four industries where the impact will be particularly strong. In the end, they provide a starting point for leaders to contemplate - and perhaps, begin to shape - what lies ahead, and show that this long-term discussion will be interdisciplinary in nature and will cut across business, government, and societal levels.

Every so often, a society leaps forward to a fundamentally 'new equilibrium': the status quo is left behind - even if it had held for centuries. The revolutionary thinkers leading the charge powerful new ways to structure our systems, fundamentally altering how they work. This, write the authors, is the realm of the social entrepreneur. In this article they describe how one such duo of intrepid thinkers and actors went about creating transformative change in Africa. They describe the progress made by Riders for Health to bring healthcare to the furthest regions of rural Africa in a dependable, sustainable manner. In the end, they show that for social entrepreneurs, it is not enough to imagine a way to reduce suffering: their vision is for systemic change. It shifts an existing equilibrium to a new one - one that ensures an optimal new condition for those who had been disadvantaged by the prior state.