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This case is about the establishment, growth, and direction of the Shanghai Zhangjiang Hi-Tech Park ("Zhangjiang Park"), which is located in the Pudong New Area of Shanghai. Considered to be one of the most competitive hi-tech industry clusters in China, the combined business strategy of Shanghai Zhangjiang Hi-Tech Park Development Co., Ltd. ("Zhangjiang Hi-Tech"), a key operator of Zhangjiang Park, included real estate development, hi-tech investment, and integrated services. As of the time of the case, members of the Board of Directors of Zhangjiang Hi-Tech were faced with open questions such as how Zhangjiang Park would be able to maintain its sustainable competitiveness in comparison with other hi-tech and industrial parks in China. Board members were also concerned with how Zhangjiang Hi-Tech would be able to meet the needs of both capital market and regional development.

The three-part case study "Mr. KLM" recounts the story of the world's deadliest plane accident: the crash of two Boeing 747 aircraft at Tenerife in 1977. The case describes both the actual events leading up to the disaster as well as the main character and the case protagonist, KLM Captain Jacob "Jaap" Veldhuyzen van Zanten, to account for the fact that there had actually been two crashes that day: the airplane crash and the crash of "Mr. KLM," Jacob Veldhuyzen van Zanten. The case illustrates the paradigm of a homo rationale who, in an unusual situation, seems to throw aboard principles of rationality while reverting to decisions and behaviors best understood in the light of intuitive, unreflected, biased, or irrational decision making. The case serves as an illustration of findings and principles of social psychology, irrational decision theory, and behavioral economics.

The three-part case study "Mr. KLM" recounts the story of the world's deadliest plane accident: the crash of two Boeing 747 aircraft at Tenerife in 1977. The case describes both the actual events leading up to the disaster as well as the main character and the case protagonist, KLM Captain Jacob "Jaap" Veldhuyzen van Zanten, to account for the fact that there had actually been two crashes that day: the airplane crash and the crash of "Mr. KLM," Jacob Veldhuyzen van Zanten. The case illustrates the paradigm of a homo rationale who, in an unusual situation, seems to throw aboard principles of rationality while reverting to decisions and behaviors best understood in the light of intuitive, unreflected, biased, or irrational decision making. The case serves as an illustration of findings and principles of social psychology, irrational decision theory, and behavioral economics.

The three-part case study "Mr. KLM" recounts the story of the world's deadliest plane accident: the crash of two Boeing 747 aircraft at Tenerife in 1977. The case describes both the actual events leading up to the disaster as well as the main character and the case protagonist, KLM Captain Jacob "Jaap" Veldhuyzen van Zanten, to account for the fact that there had actually been two crashes that day: the airplane crash and the crash of "Mr. KLM," Jacob Veldhuyzen van Zanten. The case illustrates the paradigm of a homo rationale who, in an unusual situation, seems to throw aboard principles of rationality while reverting to decisions and behaviors best understood in the light of intuitive, unreflected, biased, or irrational decision making. The case serves as an illustration of findings and principles of social psychology, irrational decision theory, and behavioral economics.

Singapore Airlines has won countless awards for its customer service. For 16 of the past 17 years, it was named the world's best airline in Condé Nast Traveler's Readers' Choice Awards, and unlike many of its competitors, it managed to remain profitable in the early 2000s. But now the airline's rivals have taken note of its customer service and have begun following its lead. Can Singapore Airlines maintain its high standards as it continues to grow? Is it possible to contain costs without sacrificing service? This case teaches students about the challenges of responding to customers and strategies for satisfying customer demands.

First-year Columbia Business School student Kristen Peters hoped her summer internship with Taylor Reed (TR) would lead to a job offer in private wealth management. Yet mid-way through the internship, Peters received poor feedback, with TR executives citing her low energy and disregard for the firm's rules by checking her phone during classroom time. Vowing to improve her image, Peters completed extra work and extended her networking efforts. By summer's end, Peters remained unsure whether a job offer would be forthcoming. In this case students examine Peters' performance and TR's culture before discussing strategies for building influence. This two-part case series asks students to identify Peter's goals, detect office politics, and discuss how she handles the company culture. It concludes that jobs often possess both meritocratic and political components.

This case is a follow up to HR-29A, and explains the actions taken by Keller Williams in response to the residential real estate market downturn in 2008 and 2009. The case explains the programs and initiatives put in place by the company to boost agent count, increase productivity, and reduce expenses throughout the organization. It also explains how the company relied on these initiatives to not only survive the market downturn but to thrive, achieving success by leveraging the strengths of the company's operating model, core principles, and values.

Reviews Rebecca Halstead's career history, detailing how, through her personal attributes, skills, experiences, challenges, and organizational practices she developed into a successful leader and commander in the U.S. Army. The case profiles her leadership style and philosophy. It examines her career strategies and rise through the ranks; strategies she used to deal with challenges faced as a woman in the military; how she turned around a troubled military unit; and how she dealt with a difficult boss who threatened her command of a 25,000 person combat mission.

The case describes the evolution of an interpersonal mismatch between a previously successful manager, Jamie Turner, and his new boss, Pat Cardullo. Turner, a 32-year-old MBA graduate, has been recruited by Cardullo to be vice president of marketing and sales at Modern Lighting Industries, Inc. (MLI). MLI, a struggling regional distributor of industrial lighting systems and equipment based in Chicago, has recently been acquired by a division of the much larger San Diego-based Specialty Support Services (Triple S). Cardullo, the president of MLI, is the chief proponent of the Triple S acquisition, and he has told Turner to revive MLI, implying that if Turner succeeds he will soon advance to company president. It becomes apparent, however, that Cardullo and Turner have very different assumptions and expectations about turning MLI around. The case portrays Turner's developing problems and his unsuccessful attempts to resolve them, and also Cardullo's passage through several managerial challenges.

The chief executive officer of Maple Leaf Foods, Inc., a food processing company employing 23,000 people in more than 50 locations, has just been advised that a deadly outbreak of Listeriosis has been linked to products shipped from a Maple Leaf Foods plant and that there have been several fatalities and many more severe illnesses linked to this contamination. He must decide what to do immediately, within the next few days, and in the longer term to deal with the problem and the effect that the negative publicity will almost certainly have on the company.

"AWARD-WINNING CASE: Adjudged second best case at the ISB Case Competition 2010 held in partnership with the Richard Ivey School of Business and the Association of Indian Management Schools and sponsored by the Chartered Institute of Management Accountants. This case describes the successful journey of Dr. Amita Joshi in a medium-sized pharmaceuticals organization, Samuel Drugs, in India, which was facing serious performance problems. Joshi realized that the organization had strong manufacturing capability; however, it lacked marketing excellence and badly needed someone who could be tasked with making the company marketing-oriented. Joshi selected, out of turn, a young general manager of sales, Rajesh Mishra, as director of marketing. He proved to be an excellent choice and performed very well in his new role. Samuel Drugs had three subsidiaries, and one of them, Eastern Pharmaceuticals Limited (EPL), required a managing director, and Mishra was selected. He also continued to perform his previous role of director of marketing. Then conflict ensued between Joshi and Mishra. This case reveals the important roles of communication, coordination, multiple and diverse stakeholders, and organizational conflict in determining organizational effectiveness. This case also highlights the point that managers need to tackle both formal and informal aspects of an organization, rational and social sides of organizational life, and changing dynamics of relationships and networks."

Building Organizational Capacity for Change is an eleven-chapter book written by William Q. Judge, Jr., the E.V. Williams Chair of Strategic Leadership and Professor of Strategic Management at the College of Business & Public Administration at Old Dominion University. The book was published by Business Expert Press in February of 2011. Composed of three sections, the text explores methods for building an organization's capacity for change, an eight-dimensional dynamic capability that helps leaders more effectively prepare their entire organization, from frontline employees to senior management, to better anticipate and adapt to change. The author argues that this proactive strategy, as opposed to reacting to change, unleashes an organization's creative potential while maintaining accountability, clarifies the roles of each employee in the change process while enhancing organizational flexibility, aligns organizational systems to facilitate change, and builds the organization's leadership pipeline for the future. In Chapter One, the author challenges the conventional rules surrounding leadership and change by examining the obstacles that a traditional reactive approach creates for managers and leaders. The concept of organizational capacity for change is first introduced and posited as an essential concept for understanding management challenges in a fast-changing world.

Building Organizational Capacity for Change is an eleven-chapter book written by William Q. Judge, Jr., the E.V. Williams Chair of Strategic Leadership and Professor of Strategic Management at the College of Business & Public Administration at Old Dominion University. The book was published by Business Expert Press in February of 2011. Composed of three sections, the text explores methods for building an organization's capacity for change, an eight-dimensional dynamic capability that helps leaders more effectively prepare their entire organization, from frontline employees to senior management, to better anticipate and adapt to change. The author argues that this proactive strategy, as opposed to reacting to change, unleashes an organization's creative potential while maintaining accountability, clarifies the roles of each employee in the change process while enhancing organizational flexibility, aligns organizational systems to facilitate change, and builds the organization's leadership pipeline for the future. In Chapter Two, the author further examines and demonstrates the importance of organizational capacity for change. The eight dimensions of the concept are briefly introduced, and are then discussed individually in Chapters 3-10.

Building Organizational Capacity for Change is an eleven-chapter book written by William Q. Judge, Jr., the E.V. Williams Chair of Strategic Leadership and Professor of Strategic Management at the College of Business & Public Administration at Old Dominion University. The book was published by Business Expert Press in February of 2011. Composed of three sections, the text explores methods for building an organization's capacity for change, an eight-dimensional dynamic capability that helps leaders more effectively prepare their entire organization, from frontline employees to senior management, to better anticipate and adapt to change. The author argues that this proactive strategy, as opposed to reacting to change, unleashes an organization's creative potential while maintaining accountability, clarifies the roles of each employee in the change process while enhancing organizational flexibility, aligns organizational systems to facilitate change, and builds the organization's leadership pipeline for the future. Chapter Three discusses the first of the eight dimensions of organizational capacity for change: trustworthy leadership. The author argues that a leader's authority and charisma are not enough to enable effective organizational change; leaders must also exude both competency and trustworthiness to the rest of the organization. Seven behavioral principles for earning trust are introduced for leaders of organizations seeking to make themselves more capable of change.

Building Organizational Capacity for Change is an eleven-chapter book written by William Q. Judge, Jr., the E.V. Williams Chair of Strategic Leadership and Professor of Strategic Management at the College of Business & Public Administration at Old Dominion University. The book was published by Business Expert Press in February of 2011. Composed of three sections, the text explores methods for building an organization's capacity for change, an eight-dimensional dynamic capability that helps leaders more effectively prepare their entire organization, from frontline employees to senior management, to better anticipate and adapt to change. The author argues that this proactive strategy, as opposed to reacting to change, unleashes an organization's creative potential while maintaining accountability, clarifies the roles of each employee in the change process while enhancing organizational flexibility, aligns organizational systems to facilitate change, and builds the organization's leadership pipeline for the future. Chapter Four discusses the second of the eight dimensions of organizational capacity for change: trusting followers. Building from the previous chapter on trustworthy leadership, the author examines the importance of effective "followership" and the overall level of trust held by employees within an organization to facilitate capability for change. Seven behavioral principles, or practices for building trust among employees, are introduced.

Building Organizational Capacity for Change is an eleven-chapter book written by William Q. Judge, Jr., the E.V. Williams Chair of Strategic Leadership and Professor of Strategic Management at the College of Business & Public Administration at Old Dominion University. The book was published by Business Expert Press in February of 2011. Composed of three sections, the text explores methods for building an organization's capacity for change, an eight-dimensional dynamic capability that helps leaders more effectively prepare their entire organization, from frontline employees to senior management, to better anticipate and adapt to change. The author argues that this proactive strategy, as opposed to reacting to change, unleashes an organization's creative potential while maintaining accountability, clarifies the roles of each employee in the change process while enhancing organizational flexibility, aligns organizational systems to facilitate change, and builds the organization's leadership pipeline for the future. In Chapter Five, the author explores the third dimension of organizational capacity for change: capable champions, or individuals who drive the change initiatives within an organization. The author argues that it is these misfit natures of these corporate-entrepreneurs' that drive change successfully. Seven behavioral principles for cultivating change champions are introduced.

Building Organizational Capacity for Change is an eleven-chapter book written by William Q. Judge, Jr., the E.V. Williams Chair of Strategic Leadership and Professor of Strategic Management at the College of Business & Public Administration at Old Dominion University. The book was published by Business Expert Press in February of 2011. Composed of three sections, the text explores methods for building an organization's capacity for change, an eight-dimensional dynamic capability that helps leaders more effectively prepare their entire organization, from frontline employees to senior management, to better anticipate and adapt to change. The author argues that this proactive strategy, as opposed to reacting to change, unleashes an organization's creative potential while maintaining accountability, clarifies the roles of each employee in the change process while enhancing organizational flexibility, aligns organizational systems to facilitate change, and builds the organization's leadership pipeline for the future. Chapter Six explores the fourth of the eight dimensions of organizational capacity for change: involved midmanagment. The author, challenging current management trends of mid-level reduction, examines the often over-looked and crucial roles that middle management can play within a change-capable organization. Strategies for involving and better utilizing middle managers are discussed. Six behavioral principles for increasing midmanager involvement in change are introduced.

Building Organizational Capacity for Change is an eleven-chapter book written by William Q. Judge, Jr., the E.V. Williams Chair of Strategic Leadership and Professor of Strategic Management at the College of Business & Public Administration at Old Dominion University. The book was published by Business Expert Press in February of 2011. Composed of three sections, the text explores methods for building an organization's capacity for change, an eight-dimensional dynamic capability that helps leaders more effectively prepare their entire organization, from frontline employees to senior management, to better anticipate and adapt to change. The author argues that this proactive strategy, as opposed to reacting to change, unleashes an organization's creative potential while maintaining accountability, clarifies the roles of each employee in the change process while enhancing organizational flexibility, aligns organizational systems to facilitate change, and builds the organization's leadership pipeline for the future. Chapter Seven focuses on the fifth of the eight dimensions of organizational capacity for change, systems thinking. The author explains the concept of systems (def. from book: a network of interdependent components that work together to try to accomplish a common aim) as they apply to organizations, and then explores methods for thinking about, or navigating through, these systems. The relationship between systems thinking and organizational change is discussed. Organizational learning disabilities, what the author calls "delusions," are identified; and seven behavioral principles, or practices for building systems thinking within organizations, are introduced.

Building Organizational Capacity for Change is an eleven-chapter book written by William Q. Judge, Jr., the E.V. Williams Chair of Strategic Leadership and Professor of Strategic Management at the College of Business & Public Administration at Old Dominion University. The book was published by Business Expert Press in February of 2011. Composed of three sections, the text explores methods for building an organization's capacity for change, an eight-dimensional dynamic capability that helps leaders more effectively prepare their entire organization, from frontline employees to senior management, to better anticipate and adapt to change. The author argues that this proactive strategy, as opposed to reacting to change, unleashes an organization's creative potential while maintaining accountability, clarifies the roles of each employee in the change process while enhancing organizational flexibility, aligns organizational systems to facilitate change, and builds the organization's leadership pipeline for the future. In Chapter Eight, the author discusses the sixth of the eight dimensions of organizational capacity for change: communication systems. The author explores how effective communication systems create and facilitate systematic knowledge within organizations. He then examines the different roles communication systems play in fostering organizational change. Seven practices for enhancing an organization's communication system are introduced.

Building Organizational Capacity for Change is an eleven-chapter book written by William Q. Judge, Jr., the E.V. Williams Chair of Strategic Leadership and Professor of Strategic Management at the College of Business & Public Administration at Old Dominion University. The book was published by Business Expert Press in February of 2011. Composed of three sections, the text explores methods for building an organization's capacity for change, an eight-dimensional dynamic capability that helps leaders more effectively prepare their entire organization, from frontline employees to senior management, to better anticipate and adapt to change. The author argues that this proactive strategy, as opposed to reacting to change, unleashes an organization's creative potential while maintaining accountability, clarifies the roles of each employee in the change process while enhancing organizational flexibility, aligns organizational systems to facilitate change, and builds the organization's leadership pipeline for the future. Chapter Nine discusses the seventh of the eight dimensions of organizational capacity for change, having an accountable culture. The author explores what it means to have a culture where there are consequences for employees who succeed or fail. The relationship between organizational culture and accountability is then examined. Seven practices for increasing accountability within organizations are introduced.