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The success of Antiga Confeitaria de Belém had been built around the uniqueness of its signature product. Many comparable custard cakes, known as pastéis de nata, were available, but the bakery had established its Pastel de Belém as a distinct product with the power to attract tourists from all over the world. The Pastel de Belém stood out because its recipe had been a well-kept secret for decades. The 2020 COVID-19 crisis propelled Antiga Confeitaria de Belém to try new ways of selling its product outside of its single shop location, and this experiment could trigger new business opportunities. Now, the strategic challenge for the bakery's chief executive officer was to assess whether the exclusive nature of the Pastel de Belém allowed for new business development.

In the summer of 2019, notable track and field athlete Gwen Berry was representing Team USA at the Pan American Games in Peru when, having won the hammer throw-her specialty-she stood anxiously on the podium for the medal ceremony as the United States national anthem began to play. As she thought about both her own challenging upbringing and the social and racial injustice in the United States, exemplified by a recent encounter she'd had with a suffering homeless person, Berry wanted to make a gesture of protest. To do so, however, was against the International Olympic Committee's (IOC's) Rule 50, which prohibited protest in many sports venues, and would no doubt result in Berry's being disciplined at best, and perhaps even prohibited from further competition at worst. She was torn between making a statement there on the podium and the possible consequences and harm to her athletic career that might ensue if she did. This case pairs well with a technical note about the IOC's Rule 50, ""The United States Olympic Committee and Rule 50 in the 21st Century"" (UVA-E-0478).

This case is a follow-up to ""Gwen Berry and the Politics of Protest (A)"" (UVA-E-0479). Gwen Berry did protest at the Pan American Games in the summer of 2019 by raising her fist in the air when the US national anthem was playing. Pushback by the International Olympic Committee (IOC) and the public was swift and fierce. Berry, along with US fencing team member Race Imboden, who also protested, was put on problem for a year and immediately lost the sponsors who had supported her. With few exceptions, her fellow athletes voiced no support. However, after the death of George Floyd in May 2020 and the subsequent protests and sustained examination of social and racial-justice issues, things seemed to be turning a positive corner. The United States Olympic & Paralympic Committee apologized to Berry and seemed to be making the protest rules more lenient. Yet Berry knew that the underlying problems still existed and that the IOC maintained its grip on how protests could occur and on the athletes' lives and livelihoods. Berry thought about how she should move forward, both to propel her track and field career and to help other athletes stand up for themselves with the USOPC and make their voices heard-and, hopefully, to change the mindset and thinking of the IOC leadership.

The success of Antiga Confeitaria de Belém had been built around the uniqueness of its signature product. Many comparable custard cakes, known as pastéis de nata, were available, but the bakery had established its Pastel de Belém as a distinct product with the power to attract tourists from all over the world. The Pastel de Belém stood out because its recipe had been a well-kept secret for decades. The 2020 COVID-19 crisis propelled Antiga Confeitaria de Belém to try new ways of selling its product outside of its single shop location, and this experiment could trigger new business opportunities. Now, the strategic challenge for the bakery's chief executive officer was to assess whether the exclusive nature of the Pastel de Belém allowed for new business development.

This case describes Shentong Metro Group's ("Shentong Metro Group" or "the Group") strategic transformation ("Three Transformations"), focusing on its transit-oriented development (TOD) between 2009 and 2020. As the world's most extensive urban metro system ("Metro"), its strategic transformation grew from the strategic intent to contribute to Shanghai's vision of improving residents' quality of life while ensuring the Group's sustainable development. The Group successfully planned and implemented its TOD initiative, completing three projects between 2012 and 2019. However, as a Chinese state-owned enterprise (SOE), the Group faced multiple challenges. First, conceptualizing and implementing the TOD initiative was not easy as Shentong Metro Group has to meet various social, financial, and operational goals. These goals were often vaguely defined (e.g., more environment friendly), while others were incompatible or even contradictory (e.g., increase employment while reducing costs). Second, the Group's core capabilities were in engineering, construction, and operational management of the Metro system. It lacked real estate development and management capabilities that were fundamental to the initiative. Third, the institutional environment and policies relating to TOD in Shanghai were underdeveloped and continually evolving. While the past TOD projects had, to some extent, overcome these challenges, the Group still faces many more ahead of future TOD projects. Some important questions include: What lessons could be gleaned from previous TOD projects? How should the Group fine-tune future TOD initiatives to realize the "Three Transformations?" How could it seize new opportunities based on Shanghai's urban development master plan?

Increasing digitalization of grocery retail and quick commerce reveals insights about managing complex supply chains at scale and shifting revenue streams from product sales to data monetization. How are the roles of retailers changing? What happens if marginal cost goes to zero? How might new models change the grocery value chain? Building on earlier future of commerce themes, this note illustrates the challenges and opportunities of next generation retail trends in the grocery sector, including automated order management, logistics optimization, automated fulfillment centers, and the outlook for the future.

In early 2022, new CEO Jon Moeller had to decide how P&G should navigate the Chinese market, a market that had completely transformed since P&G entered in the 1980s. Rising affluence, changing consumer behavior, changing market segmentation, increasing competition, and the rise of digital channels and marketing had created a dynamic and challenging environment. As a result, P&G's traditional leadership position in many of its product areas in China was under increasing threat. In addition, the US market, which had always been P&G's main focus, was in many respects no longer the touchstone that it once was, particularly in e-commerce, digital marketing, and serving evolving customer tastes in China. P&G had been initially slow to recognise the changes in China, but was now responding to the new challenges and opportunities. The question was whether it would or could move far and fast enough. This case can be used on a standalone basis, but is best used following the "Procter and Gamble in China" case, ACRC reference 12/524C, which focuses on the 1980s through 2010.

During the last decade, MedTech companies started to invest in building digital healthcare platforms to maintain their competitiveness in the Digital Economy. However, launching a new digital platform business revealed several challenges that MedTech incumbents must overcome, including value impedance. This is caused by digital transformation gaps, which, when left unmanaged, can stall digital healthcare platforms' growth and even lead to their demise. This article distills four dynamic capabilities: sensing the internal environment, value-capturing through connectedness, orchestrating silos, and transforming organizational boundaries. These mitigate value impedance and bestow competitive advantage to MedTech incumbents' digital platform business.

The realities of boardroom dynamics can often reveal a different story than how things appear on paper. Boards need the right dynamics and culture to effectively carry out their responsibilities. At their best, boards can catch budding issues before they negatively impact the firm and can partner with management to lead through change, like they did with Indra Nooyi's transformation of PepsiCo. Given the dual mandate of boards to both monitor and advise management, how can boards strike the right balance? This case begins with a brief discussion of director and board performance, along with an analysis of the role of government regulation in promoting healthy board dynamics. Then you are asked to act as a consultant to evaluate the board dynamics and culture of three companies presented below in vignettes: GE, Theranos, and PepsiCo. The GE and Theranos vignettes focus on governance challenges, while the PepsiCo vignette focuses on a successful board-management partnership. The B case explores subsequent governance changes that were made at each company and allows for a discussion of governance evolution.

This technical note explains the International Olympic Committee's (IOC) Rule 50, put into place in the 1970s, which prohibited protest at the Olympic Games. The stated goals of the rule were to (1) protect the athletes; (2) minimize commercialization of the Games in what was known as the ""clean venue"" policy; (3) prevent the Games from becoming a vehicle for ""promotion of political, religious or racial propaganda""; and (4) specify what was allowed on sports uniforms and equipment (such as logos and manufacturers' name), all to prevent unauthorized parties from using the public platform of the Olympics for their own purpose. However, athletes had pushed back for decades and, in 2020, with worldwide social protest following the killing of George Floyd, the IOC had to rethink Rule 50 and how the organization would deal with protest at the Games. This note gives a brief history of the Olympics and of protest at the games over the course of their existence.

In 2021, Gina Lucarelli, leader of the United Nations Development Programme (UNDP) Accelerator Labs, prepared for a meeting with UNDP Administrator Achim Steiner. The two planned to discuss the future of the Accelerator Labs, a network of social innovation labs located in countries throughout the world. The labs discovered promising solutions to social problems within a specific local community and elevated their learnings to the lab network. The first set of labs launched in 2019 and had high levels of autonomy, essentially operating as startups. While Lucarelli was pleased with the progress of the first cohort of labs, she was uncertain whether Steiner would continue them beyond their initial three-year funding window. Lucarelli envisioned three paths forward for the labs. The labs could wind down and integrate their methodologies into UNDP country offices, secure independent funding and spin out from UNDP, or reintegrate with the central organization and operate within the UN's research and development division. At the conclusion of the case, Lucarelli must decide which would be the best option to advance UNDP's mission of promoting environmental sustainability and global well-being.

In April 2021, the giant US automaker Ford Motor Company was facing a decision regarding its Indian operations, which were struggling. It had brought in a new global chief executive officer—its fourth in the past decade—who was tasked with making this choice. The company could remain invested in India, either operating on its own or in a joint venture. It could also decide to manufacture for export or choose to exit the Indian market entirely. Ford Motor Company had to decide on an international corporate-level strategy, all while considering the factors influencing the changing Indian market and the rise of new technology. What would be the best path forward for the automaker?

In this vignette, students play the role of a newly appointed CEO joining a successful private company with 100 employees. The CEO will plan to hold two meetings with employees. The first meeting will be with the eight key department managers who have been reporting to the previous CEO who has since resigned. The second meeting will be with all 100 of the company's employees. In this vignette, students will choose to role play one of these meetings and prepare for questions that may be asked.

A female GSB graduate assumed the role of CEO of a SaaS company operating at slightly above breakeven. Three weeks into the role, she had built trust with the VP of operations, but she had not been well received by her two other direct reports who were VPs of Technology and Sales and Marketing. In this vignette, these two managers asked to meet the CEO and demanded salary increases, which they claim had been promised to them by the company's previous owners. They also expressed misgivings about the VP of Operations and refused to comply with a request the CEO had made earlier last week. The vignette ends with the CEO getting ready to plan her conversation with the two managers.

In April 2021, the giant US automaker Ford Motor Company was facing a decision regarding its Indian operations, which were struggling. It had brought in a new global chief executive officer-its fourth in the past decade-who was tasked with making this choice. The company could remain invested in India, either operating on its own or in a joint venture. It could also decide to manufacture for export or choose to exit the Indian market entirely. Ford Motor Company had to decide on an international corporate-level strategy, all while considering the factors influencing the changing Indian market and the rise of new technology. What would be the best path forward for the automaker?

Why unclear law and regulations make it challenging for Canadian boards to define their fiduciary duty, especially when stakeholder interests diverge

Do we have to completely change the way we eat to save the planet? If so, can business lead the way? Case protagonist Sandhya Sriram, a Singapore entrepreneur, is attempting to do just that. With a cofounder, she launches a start-up to 'grow' shrimp meat by replicating cells in a lab setting as an alternative to aquaculture settings that pollute the ocean. The case takes students through the challenges and risks of launching a start-up with an ambitious goal - to re-invent food production. In 2021, an opportunity arises to acquire another Singapore start-up - this one working on lab-grown beef. Sriram must decide whether to double down on her investment in cell-cultured meat. Is lab-grown meat a sustainable alternative to aquaculture settings and factory farms? Can the venture be scaled up enough to make a profitable business? Students can be asked to step into the founders' shoes and also to analyze the case from the perspective of a socially responsible investor.

A three-year-old Singapore based start-up, focused on manufacturing and marketing industrial renewable energy storage batteries, is planning to migrate from lab- scale production of storage batteries to industrial- scale production. The company's CEO is facing a major managerial dilemma. Should he outsource the manufacturing of batteries, should he manufacture batteries inhouse or should he take the joint venture (JV) route? The choices he makes in resolving this dilemma can make or break the business he has built so far.

In September 2015, Pooja Viswanathan, a post-doctoral research scientist, emerged perplexed after a meeting with her post-doc supervisor. The purpose of the meeting had been to debrief on Viswanathan’s progress in response to the unexpected multi-stakeholder feedback received on the outcome of her six years of research: a prototype of an anti-collision system that enhanced wheelchair users’ mobility. To her considerable surprise and confusion, there seemed to be no consensus on the commercial viability of her prototype. Viswanathan stood in the corridor outside the meeting room and pondered her next steps. One option was to return to the post-doc bench and continue to develop her academic work and publish her findings. Alternatively, she could try to address the feedback she had received and start up her own venture, whereby she could commercialize a solution with stronger market potential. Viswanathan knew she had reached a fork in the road and now had to make a decisive career choice.