個案總覽

This three-part case provides the opportunity to engage students in an examination of how cross-cultural considerations can affect managerial, legal, operational, and corporate social responsibility decision-making. The cases present two, non-profit organizations -- one in the U.S. and one in India. Both organizations are focused on food redistribution but each faces different challenges based on cultural, legal, and logistical issues. Cases A, B, and C are rolled out in a single class session. Students are given Cases A and B to read before class (including watching the video that accompanies Case B). Case C is handed out in class.

This three-part case provides the opportunity to engage students in an examination of how cross-cultural considerations can affect managerial, legal, operational, and corporate social responsibility decision-making. The cases present two, non-profit organizations -- one in the U.S. and one in India. Both organizations are focused on food redistribution but each faces different challenges based on cultural, legal, and logistical issues. Cases A, B, and C are rolled out in a single class session. Students are given Cases A and B to read before class (including watching the video that accompanies Case B). Case C is handed out in class.

Oliver "Ollie" Percovich, a world traveler and skateboard enthusiast, took three skateboards with him to Kabul, Afghanistan, where he hoped to find a research job with a development organization. The job did not materialize, but as he skated through the streets of Kabul he soon found that the children who surrounded him did not just want to watch him skate, they wanted to try skateboarding. As more and more children began to learn, particularly girls who previously were not even allowed to play any sports, Ollie realized he might have found a loophole for changes to existing Afghan cultural norms about girls and sports. The children who engaged in skateboarding crossed traditional Afghan social and economic boundaries and thus opened the door to develop education and leadership opportunities that he believed could transform a society. By 2015, Ollie had founded Skateistan in Kabul and added three more skate schools in Mazar-e-Sharif Afghanistan, Phnom Penh, Cambodia, and Johannesburg, South Africa. The mission of Skateistan was to "use skateboarding as a tool for empowering youth, to create new opportunities and the potential for change." Ollie wanted to further deliver on the company's vision to "grow a sustainable organization that is recognized locally and globally for changing the lives of hundreds of thousands of youth through skateboarding and quality programmes-creating leaders that change the world." This case outlines events that led to Ollie's development of the Skateistan concept, its launch in Afghanistan, and the organization's organic growth into other regions of the world. The case describes the organization's programmatic approach to creating systemic social change and provides information for students to identify and analyze the organization's business model. A short video available with the case includes Ollie, Skateistan's founder, talking about how this phenomenon developed and dramatic scenes of children skateboarding in war-torn Kabul.

In 2007, Jody Greenstone Miller founded Business Talent Group (BTG), a company that connected top independent professionals, including consultants and executives, with global companies for project-based work at a lower cost and with more precision than traditional consulting. From BTG's inception, Miller and cofounder Amelia Warren Tyagi believed that the way people work - and the way companies use talent - was changing for several reasons. High-end business professionals were growing weary of the commonly accepted notion that in order to succeed in one's career, it was necessary to work 60 to 80 hours per week. In addition, the increasing scope and complexity of business around the globe meant that firms were competing across multiple industries and geographies, with products and services launching at a faster pace than ever before. As such, companies demanded human capital with targeted skills and knowledge, as well as workers who could take on specific, time-sensitive projects. Moreover, improvements in technology, including the widespread use of e-mail, smartphones, cloud computing, and video conferencing, allowed individuals to work effectively from almost anywhere in the world. Given these trends, BTG's mission was "to bring together the world's top companies and independent professionals to enhance business performance and improve people's lives." Although BTG encountered some early resistance from companies that were skeptical about the idea - and quality - of independent talent, it did not take long for the BTG model to gain traction. Companies were increasingly convinced of the value proposition associated with utilizing high-end, independent business talent, and the market for independent professionals grew rapidly. Not surprisingly, this growth attracted an influx of new competition. "Business Talent Group: Growing the Market for Independent Business Talent" explores the challenges BTG faced as it pioneered the market for high-end business talent in

Based in 2017, the case describes the entrepreneurial journey of a social enterprise (SE), Yangon Bakehouse (YBH), in Myanmar. Established in 2012, YBH's primary objective was to address the socio-economic development issues of disadvantaged women in Myanmar. The enterprise was based on a self-sustaining model, and ran a revenue-generating restaurant and catering business to help support its social mission. YBH recruited minimally educated women who lacked stable income for a seven-month multiskilling training programme that provided culinary skills for employability, and life skills related to healthcare and financial decision-making. The apprentices were also assisted in securing placement across cafes, restaurants and bakeries. The restaurant and catering business served a dual purpose by providing on-the-job training in a practical setting, and generating income to sustain the training program. The enterprise was a success, and by 2017, YBH had managed to train and place 91 women. Additionally, it ran two kiosks, one café, a centralised kitchen, a training centre and an office. However, sustaining this growth was proving to be a challenge given the highly skewed real estate market, restrictive loan policies, and lack of legal recognition of SEs in Myanmar. Furthermore, with three of its four partners' being expatriates, the longevity of the enterprise was under question. Would YBH be able to transition to local leadership and management? Most importantly, would the social enterprise model continue to be relevant in the changing Myanmar?

Seventh Generation, a sustainable cleaning and personal care products company, has received a purchase offer from Unilever. Seventh Generation's CEO is deciding whether to accept the offer and, if so, under what terms. The deal would open many new avenues for growth and expansion for Seventh Generation, but would they be able to continue to pursue their mission "to inspire a consumer revolution that nurtures the health of the next seven generations" under the ownership of Unilever? Could Seventh Generation impact the values of Unilever to make both organizations more sustainable?

In 2002 the Jamaican government redesigned its social safety net programs for children and the elderly. Their goal was to simplify and better target support to those individuals most in need. This case examines the new design for the PATH program, a conditional cash transfer program that rewarded mothers for getting the recommended well-child healthcare for their children and for sending their children to school regularly. The program design is complex and requires the coordination of individuals in a number of national and local institutions. In order to analyze the roll-out and implementation of the PATH Program, students need to map the program, identify points at which implementation is likely to meet challenges and design a strategy for assessing program implementation at those key points. To do this, students need to consider not only the questions they want to answer, but also the most effective strategy for gathering that information. They need to think about data sources (observation, personal interviews, focus groups, surveys, analysis of administrative data), sampling, and research design. Case number 2058.0

This epilogue accompanies Case Number 2058.0, "Implementation of a New Country-Wide Social Safety-Net Program: The Jamaica PATH Program." In 2002 the Jamaican government redesigned its social safety net programs for children and the elderly. Their goal was to simplify and better target support to those individuals most in need. This case examines the new design for the PATH program, a conditional cash transfer program that rewarded mothers for getting the recommended well-child healthcare for their children and for sending their children to school regularly. The program design is complex and requires the coordination of individuals in a number of national and local institutions. In order to analyze the roll-out and implementation of the PATH Program, students need to map the program, identify points at which implementation is likely to meet challenges and design a strategy for assessing program implementation at those key points. To do this, students need to consider not only the questions they want to answer, but also the most effective strategy for gathering that information. They need to think about data sources (observation, personal interviews, focus groups, surveys, analysis of administrative data), sampling, and research design. Case number 2058.1

In 2013 the Kentucky legislature passed legislation that made the child welfare agency (DCBS) responsible for investigating reported cases of Commercially Sexually Exploited Children and responding to their needs, but gave them no additional resources. What is the nature of the CSEC problem in Kentucky? How do these youth come to the attention of DCBS? How does DCBS respond to their needs? It is not clear that this policy was designed in a way that it could ever be effective? Why did Kentucky choose this strategy? What can other states learn? Case number 2076.0

In July 2016, Baba Iqbal Singh Kingra Ji, Chairperson, The Kalgidhar Trust-Society (TKTS), a non-profit social development organization based in Himachal Pradesh, India, wanted a plan for expanding the rural school activities of TKTS. In 2012, TKTS had fixed a target of 500 academies with 250,000 students to be achieved by 2020. As of 2016, it ran 129 schools that catered to 62,000 students. Apart from continuing with its donations and bank loan-based model, TKTS could explore franchising, entering into management contracts with existing schools, lease in land, or enter into public-private partnerships with the government.

In 2013, Brett Peiser, CEO of the charter school management organization (CMO) Uncommon Schools, is reassessing the non-profit's strategy. For nearly 10 years, Uncommon had fulfilled its mission to bring high-quality education to students in low-income, urban areas using a "network of networks" structure, where regional networks of charter schools operated independently, guided by Uncommon's shared beliefs and practices. The autonomy built into the structure had allowed teachers and school leaders to develop innovative and effective practices that could then be rolled out throughout the network. But in the 2012-2013 school year, this strategy comes into question when students take the first standardized test aligned with the more rigorous Common Core State Standards. While the test results show that, on average, Uncommon's students still perform well compared to their district peers, they also reveal a disparity in achievement across the schools and regions. The case gives students the opportunity to assess the benefits and challenges of Uncommon's strategy so far, determine the best way to address the inconsistency in academic achievement, and consider the best way to consistently scale excellence.

In 2013, Brett Peiser, CEO of the charter school management organization (CMO) Uncommon Schools, is reassessing the non-profit's strategy. For nearly 10 years, Uncommon had fulfilled its mission to bring high-quality education to students in low-income, urban areas using a "network of networks" structure, where regional networks of charter schools operated independently, guided by Uncommon's shared beliefs and practices. The autonomy built into the structure had allowed teachers and school leaders to develop innovative and effective practices that could then be rolled out throughout the network. But in the 2012-2013 school year, this strategy comes into question when students take the first standardized test aligned with the more rigorous Common Core State Standards. While the test results show that, on average, Uncommon's students still perform well compared to their district peers, they also reveal a disparity in achievement across the schools and regions. The case gives students the opportunity to assess the benefits and challenges of Uncommon's strategy so far, determine the best way to address the inconsistency in academic achievement, and consider the best way to consistently scale excellence.

Akshaya Patra, an Indian NGO, had set an ambitious goal of serving 5 million free meals daily to India's schoolchildren. Founded in 2000, Akshaya Patra had thus far opened 25 high-capacity kitchens in 10 different States to provide a midday meal to nearly 1.65 million school children every day. With 110 million children in 1 million schools eligible for a mandatory midday meal, there was room to grow. Shridhar Venkat, its CEO, had to devise a plan to get it there.

Center for Health Communication at the Harvard T.H. Chan School of Public Health Director Jay Winsten spearheaded a national mass media campaign, the Harvard Alcohol Project, also known as the Designated Driver Campaign, to rapidly diffuse the "designated driver" into the American lexicon and culture. The campaign broke new ground in the process, most notably by harnessing on an unprecedented scale the Hollywood entertainment community's power to disseminate messages and facilitate social learning. Writers incorporated the campaign's designated driver message into the scripts of more than 160 prime-time television episodes during four television seasons. The campaign persuaded large numbers of Americans to adopt the practice of choosing a designated driver-i.e., a member of a social group who agrees to stay sober in order to safely drive others in the group who have been drinking alcohol. The campaign provided a model for a generation of advocates seeking to mobilize the power of Hollywood to advance social causes, and convinced funding organizations that media advocacy campaigns were worth supporting.

Garrett Moran joined Year Up (a workforce development program) in late 2013. Tasked with systematizing and scaling operations, Moran spearheaded a number of changes that allowed Year Up to serve 3,000 youth in 2016 up from 1,800 youth annually when he started. While preparing for the future, he expected that Year Up would soon have the ability to serve 10,000 students annually by 2021. This goal would demand a pace of growth that YU had not yet experienced - increasing annual growth from an already accelerated 400 students per year over the past three years to an average of 1,000 students per year through 2021. The path forward was complicated and this case covers the challenges and opportunities of reaching scale by expanding their direct service program and exploring other ways to close the opportunity gap.

Vox Capital was the first certified impact investing fund in Brazil. Founded in 2009, it provides early-stage capital for companies offering innovative and scalable solutions to enhance the lives of low-income Brazilians, while aiming to simultaneously generate attractive market-rate financial returns for investors. This case examines the evolution of Vox Capital, across understanding the landscape, launching, raising funds, selecting investees, structuring deals, building investee capacities, tracking performance, developing internal systems, and advancing the field of impact investing.

Shisong Cardiac Center in Kumbo, Cameroon, is a regional cardiac referral center in central Africa. As the continent transitions from communicable to non-communicable diseases, there is a critical shortage of surgical care required to treat these conditions. This case describes an innovation solution to the shortage of professional skills, an international collaboration between a hospital in Milan and a hospital in Cameroon. The case highlights the challenges of building and staffing the facility, and then discusses the ongoing operational and financial challenges of operating a heart center in Africa. Can this model be sustained? Can Cameroon develop their own capability to deliver advanced cardiac services domestically? These are critical questions to consider. In spite of these challenges, Co-Founder Sr. Alphonsa finds hope in her favorite African proverb, "Your heart can take you where your feet cannot."

Years before Harvard University Professor Howard Koh was appointed by President Barack Obama as the 14th U.S. Assistant Secretary for Health (2009-2014) for the U.S. Department of Health and Human Services (HHS), where he went on to address a vast portfolio of health challenges, he played a leading role in two highly impactful coalition-based public health campaigns focused on tobacco control and organ donation. The tobacco tax and organ donation campaigns illustrate how public health advocates can effectively build and rally coalitions of diverse groups around a results-focused health mission. They underscore the perseverance and other leadership traits that public health leaders like Koh harness to push through innovative strategies in the face of powerful entrenched groups committed to preserving the status quo. And while the campaigns also demonstrate the difficulties of sustaining public health initiatives due to changing political and economic circumstances, leaders like Koh must surmount disappointments to find new ways to continue the mission over the course of a long career.

Medical errors both in the U.S. and worldwide occur at alarming rates. In the U.S. medical errors were the third leading cause of death. Southwick experienced the consequences of preventable medical errors firsthand. As a physician and a professor, he researched and wrote about the causes and solutions for medical errors over the years. Southwick also launched pilot programs applying different quality improvement frameworks from other fields to medicine. Although the results were positive, he encountered resistance from many physicians. To build more skills, Southwick became an Advanced Leadership Fellow in 2010 and a Senior Advanced Leadership Fellow in 2011. He used his time at Harvard to develop solutions that would address the root causes of medical errors. The complexities in healthcare and the entrenched cultural norms presented strong barriers to creating change. The case explores Southwick's efforts in getting medical professionals to work collaboratively, communicate effectively, and create a new sustainable culture that improves healthcare outcomes. Southwick's experience raises the question of how one person can best make a difference in a large, complex, entrenched system.

Barbara Levesque was preparing for her monthly board meeting on January 18, 2016. Five years ago John Howard Society of the North Okanagan (JHSNOK) made a strategic decision to pursue social enterprise. Its primary purpose was to better support the growth and development of their clients. A secondary driver was to find additional ways to diversify their funding sources to have more financial independence and stability. Social enterprise was identified as the vehicle to expand their impact, more fully meet their mission, and help contribute to long term operational funding. In 2010, Howard Industries was incorporated and two social-purpose ventures were created: "Uncle Howie's Kitchen" provided low cost catering and "Clean Sweep" offered minor renovations, painting and cleaning that mainly serviced the non-profit and public sector. By 2015, the investment in Howard Industries had started to pay off and to-date their social enterprises had contributed $4500 to its parent organization. The management team estimated that approximately 18 clients of JHSNOK worked full time in the two businesses throughout the four-year period from 2011 to 2015, and significant transformative change for some of these men had occurred. Howard Industries was at a pivotal point in development. The market showed an opportunity to maintain and expand current contracts, increase their profitability, and move their clients into leadership roles in the business. In order to grow, additional management time would have to be allocated to support it. Levesque had been asked by her Board to report on what Howard Industries achieved in 2015, and provide recommendations for its future direction. With the five-year social enterprise pilot coming to an end, Levesque needed to decide if Howard Industries was worth continuing and if so, how would she convince the Board to renew their commitment to this social venture.