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Building Strategy and Performance Through Time is an eight-chapter book written by Kim Warren, professor of Strategic Management in MBA and Executive Programs at London Business School, and published by Business Expert Press in May of 2009. Written for both students of and professionals in strategic management, the text sets an agenda for building business strategies in powerful, actionable, and accessible terms. It provides frameworks for understanding why a business's performance is moving on its current path, where it will go if the strategy remains unchanged, and how to design a robust strategy to transform this future. Chapter 4 explores the mechanisms that make resources complementary and the implications of these interdependencies on organizational performance over time. Major topics include: gaining and maintaining resources; identifying both the external and internal drivers of resource growth and decline; methods by which specific resources - such as capital and customers - can be harnessed to stimulate their own growth; and how existing resources can be utilized effectively to grow complementary resources.

Building Strategy and Performance Through Time is an eight-chapter book written by Kim Warren, professor of Strategic Management in MBA and Executive Programs at London Business School, and published by Business Expert Press in May of 2009. Written for both students of and professionals in strategic management, the text sets an agenda for building business strategies in powerful, actionable, and accessible terms. It provides frameworks for understanding why a business's performance is moving on its current path, where it will go if the strategy remains unchanged, and how to design a robust strategy to transform this future. Chapter 5 applies the concepts discussed in Chapters 1 through 4 as it explores methods to assemble a complete strategic architectural model for an organization. The model takes into account performance, resource flows, and interdependencies. The author explains how to utilize this architecture to understand past performance, anticipate likely developments, and plan for alternative possibilities for the future. He also identifies five methods that managers can use to improve organizational performance: minimizing leakages in the resource system, improving resource acquisition and development, eliminating self-imposed limits, looking for reinforcing mechanisms to drive growth, and evaluating step solutions to shift the system to a new state.

Building Strategy and Performance Through Time is an eight-chapter book written by Kim Warren, professor of Strategic Management in MBA and Executive programs at London Business School, and published by Business Expert Press in May of 2009. Written for both students of and professionals in strategic management, the text sets an agenda for building business strategies in powerful, actionable, and accessible terms. It provides frameworks for understanding why a business's performance is moving on its current path, where it will go if the strategy remains unchanged, and how to design a robust strategy to transform this future. Chapter 6 addresses the variation in the value, or worth, of a firm's resources. The chapter's primary focus is how to assess the value of different resources through the understanding of their respective resource attributes -- characteristics that vary between different items in the same pool of resources. For example, while cash is a uniform resource - every dollar bill is worth the same as the others - customers vary; for example, some are larger and some are more profitable. Major topics include: how to understand and effectively manage specific resource attributes; the mechanisms that cause attribute levels to change; problems, such as cannibalization, posed by resource attributes; and how best to improve resource quality.

Building Strategy and Performance Through Time is an eight-chapter book written by Kim Warren, professor of Strategic Management in MBA and Executive Programs at London Business School, and published by Business Expert Press in May of 2009. Written for both students of and professionals in strategic management, the text sets an agenda for building business strategies in powerful, actionable, and accessible terms. It provides frameworks for understanding why a business's performance is moving on its current path, where it will go if the strategy remains unchanged, and how to design a robust strategy to transform this future. Chapter 7 considers how to win, develop, and retain resources within an organizational context, and shows how rivalries between firms competing for these resources play out through time. The author explains the three dominant forms of rivalry - turning potential customers into actual customers, capturing rivals' customers, and competing for sales to shared customers - through a detailed example. The author outlines the processes of various forms of rivalry and examines the relevant challenges and opportunities that rivalry presents to managers.

Building Strategy and Performance Through Time is an eight-chapter book written by Kim Warren, professor of Strategic Management in MBA and Executive programs at London Business School, and published by Business Expert Press in May of 2009. Written for both students of and professionals in strategic management, the text sets an agenda for building business strategies in powerful, actionable, and accessible terms. It provides frameworks for understanding why a business's performance is moving on its current path, where it will go if the strategy remains unchanged, and how to design a robust strategy to transform this future. In the eighth and final chapter, the author focuses on a firm's intangible resources such as product and service quality, investor support, and employee morale; explains why they are important; and considers how managers can understand, measure, and best utilize them through time. The author also discusses managerial techniques to identify and resolve issues associated with intangibles as well as factors contributing to the growth or decline of intangible resources. He also explores "capabilities" -- activities a firm may excel at, such as building, retaining, and improving organizational resources -- and the relationship between capabilities and resource development.

In 2012, GREE was one of the world's most profitable mobile social gaming companies. Its success in Japan was due both to its in-house games and to the development platform that it offered to third-party game developers. Its biggest challenge was to replicate the success of this two-pronged strategy in international markets, where it had to contend not just with many other game developers (e.g. Zynga), but also with the mobile platform providers themselves (e.g. Apple's iOS and Google's Android).

Transworld Auto Parts had to implement its new strategy flawlessly to survive the auto industry upheaval. The new CEO asked her leadership team to craft strategy maps and balanced scorecards to help each division implement its strategies.

As Zillow's real estate search service gains user adoption, some real estate professionals question Zillow's policies, fees, and power. Dissatisfied real estate professionals could remove listings from Zillow, reducing the service's value to users. Should Zillow adjust its approach in order to address complaints?

Few hours after the earthquake hit on March 11, 2011, CEO Tadashi Yanai of Fast Retailing was eating sushi at a restaurant near his office. He was confident that his store managers would be able to decide for themselves the best action to take in midst of this crisis. Some of the pending decisions were whether or not to reopen the UNIQLO stores that were wiped out by the tsunami, to follow government orders to turn off the store lights, and to distribute warm clothing in the devastated areas.

ChemChina is China's largest basic chemical manufacturing firm. It was included in Fortune Global 500 in 2011 and 2012, ranked No. 475 and 402. Its sales revenue in 2011 was 179 billion yuan, and profit was 600 million yuan. The year-end total assets were 254.2 billion yuan. The major products of ChemChina are basic chemicals, new chemical materials, oil processing & refining products, agrochemicals, rubber products, and chemical equipment. The company has106 subordinate enterprises. Its production and R&D bases are located in 140 countries and regions all over the world. Looking retrospectively, ChemChina has been a rapidly growing enterprise and is one of a small number of Chinese enterprises founded after the economic reform and rapidly growing to enter the Fortune Global 500 in 20 years. The development history of ChemChina from nothing to a world giant as well as its strategic measures taken during the process are both characterized by the unique features of itself and deeply stamped with those of the era, reflecting the constantly changing environment faced by the Chinese enterprises in the economic transition years and the strategic movements taken creatively by the Chinese local enterprises to adapt to the environment.Unquestionably, ChemChina is a representative of "big but less strong" companies, lagging far behind the world leading chemical giants in terms of technology and management. Nevertheless, its historical development to become a Fortune Global 500 giant and a leading chemical enterprise in China in less than 30 years is sufficient to motivate us to study its unique history, current reality and future. Today, ChemChina confronts the tasks of internal integration and dealing with financial stringency. New opportunities exist, particularly as Blackstone has became a strategic partner of BlueStar.

Supplement for case 613048

As an extension of UFIDA (A-E), UFIDA (F) using early 2012 as the time node, looks at UFIDA's major steps taken during 2010-2011, accomplishments, and major future opportunities and challenges. The case focuses on the new market development of Cloud Computing and Management Software Industry. Cloud computing provides both strategic opportunities and poses tremendous challenges. It combined a technology revolution with necessary change in business models. In its movement to embrace cloud computing, the company had adopted a strategy of actively embracing transformation, and boosting core competiveness through efficiency-based high-growth. Today, UFIDA's core strategy has shifted from being the leading accounting software vendor in China to becoming the largest management software vendor in Asia and eventually a world-class cloud service provider.

This case on CavinKare's founding describes the entrepreneurial journey of the founder, C K Ranganathan. As the enterprise outperformed expectations, the organization set itself an incredible vision. This case traces the history of the entrepreneur and the growth story of the enterprise. The case describes the context of opportunity recognition and exploitation, and elucidates the significant decisions taken by the entrepreneur and the organization in order to sustain rapid growth amidst liberalization and stiff competition from multinational companies with deep pockets and significant stakes in the industry.

This case on CavinKare describes the incredible vision the organization set itself. This case is set at a time, when the company had achieved significant progress towards its incredible vision, but needed a quantum jump in performance to sustain its growth. The case describes the FMCG industry and the firm's capabilities, and evolves strategic challenges facing the company, including sustaining high-growth, expanding the product focus to men's range of products, and investment in the services business.

Though the term "family business" may call to mind visions of local mom-and-pop firms, family- controlled companies play a huge role on the global stage. Not only do they include sprawling corporations like Walmart and Tata Group, but they account for more than 30% of all companies with sales in excess of $1 billion. And over the long term, their financial performance exceeds that of traditional public companies, according to a new study by BCG and Ecole Polytechnique. Family-controlled companies surpass their peers because they focus on resilience, not short-term results. During economic booms, this approach leads them to forgo some opportunities (and hence do slightly worse than their counterparts), but it puts them in a position of strength during downturns, when they shine. The researchers identified seven specific ways in which family-run businesses build their resilience: 1) They're frugal in good times and bad; 2) They set a high bar for capital expenditures; 3) They carry little debt; 4) They acquire fewer (and smaller) companies; 5) They're more diversified; 6) They're more international; and 7) They retain talent better than their competitors do. Though these practices come more naturally to executives who feel an obligation to be stewards for the next generation, executives at any corporation can adopt them. Indeed, the researchers uncovered a number of nonfamily-controlled companies that mimicked the behaviors of family firms and saw very similar patterns of performance.

From 2000-2010, John Williams, co-founder of Frog's Leap Winery in California, invested in dry farming, organic, and biodynamic agriculture; geothermal and solar power; year-round employment and benefits for immigrant workers; and the industry's first LEED-certified tasting room. Despite static production, inventory and debt load grew. In May 2011, Williams how to grow Frog's Leap sustainably.

This case details the desperate negotiations in September of 2008 to prevent the failure of the New York investment bank Lehman Brothers. Following the collapse of the U.S. subprime mortgage market in February of 2007, a downturn in the global financial markets began to accelerate. Lehman Brothers, heavily exposed to the U.S. subprime and commercial real estate markets, began to experience increasing levels of distress. Looking for a merger to save the company, Chairman of the Board and Chief Executive Officer Richard "Dick" Fuld began to actively seek a buyer for the company. Rebuffed by several potential suitors, Fuld instructed his attorney to approach Bank of America about a deal. Negotiations between Lehman Brothers and Bank of America ensued and were encouraged by U.S. government officials. Talks between Lehman and Bank of America failed. After conversations with Barclays Bank about a bid for Lehman also stalled, Dick Fuld was isolated from the discussion and U.S. government officials began to directly manage the negotiations regarding the fate of Lehman Brothers. In a critical moment, U.K. financial authorities balked at a proposed deal to save Lehman. The Lehman Brothers board of directors was monitoring these negotiations and met four times over the weekend of September 13th and 14th. During the fourth meeting, a U.S. government official addressed the board and stated that a Lehman Brothers bankruptcy would be in the best interest of the nation. The Lehman Brothers board was now faced with a stunning dilemma: whether to further stall for time, vote against the expressed wishes of U.S. government officials, or acquiesce to the bankruptcy of the company.

This note is used in the course elective, Strategic Post-Merger Integration. This case is taught in Darden's Global EMBA Strategy course. Well suited for MBA, Executive MBA, GEMBA, and executive education programs, this case describes the circumstances at Leica Camera, the famed German manufacturer of high-end cameras, and allows for an analysis of the firm's competitive position. Although the company decides to stop production of its R-system camera and lenses, a backlash from users surfaces. That leaves the case open to exploring the uncertainty over achievable sales volume for the R-series lenses as well as where the company fits in the market as new and less-expensive competitor products gain popularity. The case provides an overview of the competitive style of major camera and lens manufacturers and allows a discussion of core capabilities of these competitors. What products would secure Leica's future? Was there development potential for a new universal system? The case describes an issue that many organizations face today-how to decide whether components are strategically critical.

Founded in 2004, TGOOD is now the largest specialized developer and producer of cubicle-type transformation and distribution equipment in China, with the main products of outdoor cubicle-type power equipment supplemented by indoor switchgear cabinets, offered mainly to the railways, coal-mining and power industries. In 2001, TGOOD president Yu Dexiang led a dozen of his young colleagues to resign from state-owned enterprises and dive into the market. By 2011, by riding on the huge wave of China's railway construction and struggling arduously, TGOOD has developed from an unknown business of 20 people and RMB 8 million assets into a growing enterprise with net assets of over RMB 1.1 billion, annual operating revenue of over RMB 600 million, and employment of around 1,000. In September 2009, TGOOD became the first company in China to trade on the Shenzhen Stock Exchange GEM. At the same time, Yu Dexiang has crafted in his special way a cohesive and complementary entrepreneurial team and core employee team. In 2011, due to the stepping-down of railway minister Liu Zhijun for corruption reasons and the severe HSR accident happened in June 2011, China slowed down its railway construction, causing a great setback to TGOOD's development. This case was written at a time that TGOOD was starting to readjust its industrial structure and Yu Dexiang was pondering about the strategic directions of the company's "second starting-up" and the new task of team building.

With the rapid growth of China's economy and China's increasingly integration into the global economy in the past two decades, China's leisure clothing and garment enterprises achieved a rapid rise and became an important competitive force confronting with the foreign brands in the Chinese market. Zhejiang Semir Garment Co., Ltd. (hereinafter referred to as "Semir Group") was founded in 1996 and currently owns two brands ("Semir", targeted at 16-25 year olds, providing affordable casual clothing featuring "fashion and vitality"; Balabala, providing children's clothing, targeted at 3-12 year-old children in better-off families). Both brands occupy a leading position in the Chinese market. However, with the intensified market competition and changes of cost elements and new sales channels, Semir Group faces new challenges.