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This case provides an introduction to the structure and dynamics of nonprofit hospital governance in the U.S. A hospital CEO two years into her position is grappling with how to make her board a more effective governing body. The hospital's competitive position was eroding due in part to resistance by its independent medical staff to recruiting new physicians into the service area. In addition, some of the physicians had opened freestanding diagnostic and treatment facilities that reduced hospital revenues. But the board was reluctant to take this issue on. At the same time, the CEO felt that too much board attention was spent second-guessing her new hires and other operational decisions that she felt were her responsibility.

A recent study from Wellington Hospital in New Zealand found that office workers who sat for several hours without getting up were more likely to form a deep-vein thrombosis - that is, a blood clot in a vein deep in the leg - than those who moved about more often. Together, deep-vein thromboses and pulmonary embolisms (which occur when a piece of the clot breaks away and blocks blood flow to the lungs) kill upwards of 100,000 Americans each year, or about as many as die from breast, prostate, and colon cancer combined. In this article, Goldhaber, a professor of medicine at Harvard Medical School, explains the connection between DVTs and prolonged periods of sitting anywhere (not just on airplanes) and offers tips for prevention.

The belief that teams make us more creative and productive - and are the best way to get things done - is deeply entrenched. But Hackman, a professor of organizational psychology at Harvard and a leading expert on teams, is having none of it. Research, he says, consistently shows that teams underperform despite all their extra resources. In an interview with senior editor Diane Coutu, Hackman explains where teams go wrong. Shockingly, most of the time members don't agree on what the team is supposed to be doing or even on who is on the team. The belief that bigger is better also compounds problems; as a team grows, the effort needed to manage links between members increases almost exponentially. Leaders need to be ruthless about defining teams and keeping them small (fewer than 10 members), and some individuals (like team destroyers) should simply be forced off. The leader also must set a compelling direction for the team - but in so doing, may encounter intense resistance that puts him or her at great risk. Hackman explores other fallacies about teams - for instance, that teams whose members have been together a long time become stale. In fact, research reveals that new teams make 50% more mistakes than established teams. To avoid complacency, though, every team needs a deviant - someone who is willing to make waves and open up the group to more ideas. Unfortunately, such individuals often get thrown off the team, robbing it of its chance to be magical. Leaders can't make a team do well. However, by being disciplined about how a team is set up and managed, instituting the right support systems, and providing coaching in group processes, they can increase the likelihood that a team will be great.

Irene Fellner owns her family's three-star hotel in Switzerland. Facing decreasing revenues, she undertakes a conjoint analysis that suggests she should take on a brand name. She therefore considers joining the hotel chain Comfort Hotels as a franchisee. Learning objectives: This case is appropriate for teaching at MBA, EMBA or executive levels. In certain instances, it may also be taught in undergraduate courses as a means to illustrate the application of conjoint analysis. In particular, the case would be effective for market research, pricing, segmentation and hospitality courses.

Managers are encouraged to develop deeper, collaborative relationships with NGOs as they execute their CSR strategies, and they have benefited from guidance to date that has focused on the dyadic relationships between a single firm and a single NGO. However, corporate relationships in CSR can include broader collaborations with both other firms and multiple NGOs. This article provides a framework for examining a range of collaboration opportunities and provides managers guidance for matching CSR strategies with the goals of the firm. The framework focuses on specific strategies that firms can employ to help ensure that returns from investments in CSR are maximized.

Successful scaling of social impact by a social entrepreneurial organization is driven by its capabilities in seven areas, identified in this article by using the acronym SCALERS: Staffing, Communicating, Alliance-building, Lobbying, Earnings-generation, Replicating, and Stimulating market forces. The relative importance of each of these capabilities in driving scaling will depend on several situational contingencies, such as the labor needs of the organization or the public support attracted by its causes or programs. The article presents the logic, theory, and prior research that support the SCALERS model and cites examples of case experiences that are consistent with the model.

Regulatory changes have affected the composition, role, and responsibilities of Boards of Directors worldwide. While stronger frameworks for directors' fiduciary responsibilities have resulted, considerably less attention has been devoted to understanding the nature of, and concomitant duty-of-care towards, the information systems and technology assets in the organization, or IT Governance. As a result, Boards have not demonstrated the competence or attention that good IT governance demands. IT Governance takes two forms: a defensive form, IT Risk Governance, that seeks to safeguard the organization from the consequences of IT-related disasters; and a strategic form, IT Value Governance, which creates lasting shareholder value. This article focuses on IT Risk Governance. Based on an academic and trade literature review, and interviews with Board members from six international firms, it presents a model, the IT Risk Governance Chain, and a dashboard that outlines the critical areas of IT risk and the key questions directors should ask to properly safeguard the information and technology assets of their firms.

Two professors who have studied how leaders regain momentum in uncertain times suggest four ways to get your employees to face their fear, outrun hesitant competitors, and seize advantage.

By learning how to turn field reports into compelling stories, the World Bank's International Finance Corporation has made them fulfill their true purpose: to become effective tools that actually transfer knowledge among employees.

IT systems increasingly hold the potential to launch cascading disasters, triggered by the most trivial of incidents. A new type of risk-management culture is needed, warn these Carnegie Mellon professors, to guard against such extreme, but no longer unthinkable, events.

Scott Weiss, CEO of IronPort, a leading internet security company, is contemplating an acquisition offer from Cisco Systems in November of 2006. Although Weiss had originally intended for IronPort to IPO, a series of events have occurred that have made an acquisition a potentially more attractive option. Weiss is worried about what will happen to the IronPort culture once it is absorbed under the Cisco umbrella. Weiss must decide which route is the best way to go for his company and, if he decides to sell, he must determine the best way to share the news with his employees.

Ho Tak Kee was originally a professional publisher and printer that started in the 1950s in Hong Kong. Having faced static performance for decades, the founder and grandfather of the family decided to close the printing department. This pushed his youngest son, On-ping, to a critical decision: whether and how to continue the family business. Under pressure, On-ping turned to his son John for support but the request put John in a difficult position of choosing between a professional career and the family business. As a young man without much life and work experience, John had to go through a personal development process to shape up as a leader in order to make the family business thrive again and keep the family together. Case (A) is from John's point of view as he is making his decision and is intended to stimulate students to look at a family business from a third generation's perspective. Case (B) starts with John's decision to join Ho Tak Kee.

Ho Tak Kee, originally a professional publisher and printer that started back in the 1950s in Hong Kong, faced static performance for decades. This forced the founder and grandfather of the family to decide to close down the printing department. This decision pushed his youngest son, On-ping, to a critical point resolving whether and how to continue the family business. Under pressure, On-ping turned to his son John for support but the request put John in a difficult position of choosing between a professional career and the family business. As a young man without much life and work experience, John had to go through a personal development process to shape up as a leader to be able to make the family business thrive again and keep the family together, while formulating his entrepreneurial vision for the future of the business and family. Case (A) runs from John's point of view as his is making his decision and is intended to stimulate students to look at a family business from a third generation's perspective. Case (B) starts with John's decision to join Ho Tak Kee.

Peter Barge, CEO of the newly created Corporate Solutions Group of Jones Lang LaSalle (JLL), is executing a restructuring of the U.S. corporate real estate services division that will enable the company to offer its clients integrated solutions. Barge has created an account management function to coordinate the activities of the three, product-based business units which, until now, have operated autonomously. As he is executing the restructuring, Bank of America, an important account of the firm, announces its intention to reduce its providers to the two or three who can offer forward-looking, integrated services. While Barge's new organization is not yet fully in place, he is determined to win the Bank of America business, and moves quickly to hire a senior account manager and establish an organizational architecture that will encourage collaboration within his group. The case examines the many tradeoffs Barge must make in balancing the benefits of the former organization with those of the new structure to achieve the firm's strategic goal of becoming more customer solutions oriented.

Schneirocksie Electric is an asset-focused company that has been a successful manufacturer of high-quality electrical components that transmit, control, and monitor electrical power. Management has long considered sales and marketing's job as selling what the plants make. However, customer demand indicates that this approach will no longer work; lower-cost competitors are now capable of duplicating Schneirocksie's products and services. The company must transition to providing and selling solutions to its customers, but doing so will involve the creation of an effective strategic account sales position. The current company structure, compensation system, and culture are significant obstacles to this transition and must also be changed. Finally, the company's management must learn to focus first on the job its customers are hiring it to do and then redesign itself to do this job.

Bob Beall is the Chief Executive Officer of the Cystic Fibrosis Foundation ("CFF"). CFF is an extremely successful organization, but Beall has to determine how to manage the organization through the financial crisis of 2008/2009. In this situation, donations are likely to decline, investment surplus has declined and biotech partners are challenged to finance joint projects as well as their own operations. Beall is striving to find a cure for cystic fibrosis while also determining what priorities he must emphasize and what trade-off decisions he must make in managing through the current period. He is preparing for a meeting with his board of trustees where he plans to discuss the current situation and the key decisions the organization needs to make.

A U.S.-based security software company considers its options to expand. Different labor-market and labor-law situations are analyzed for the U.S., U.K., Germany, China, and India.