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A bank officer must make a loan application decision for a large but financially troubled cable broadcaster.

A world leader in the design and volume production of complex, rigid, multilayer printed circuit boards must decide how to compete in a rapidly consolidating industry. Many of Praegitzer's key competitors are growing rapidly and developing new skills that threaten Praegitzer's position in the market.

Profiles the career of a Emmet Stephenson, the founder of over a dozen successful companies, as a model of entrepreneurship and management.

This case details the sexual harassment case brought against Mitsubishi Motor Manufacturing of America by nearly 300 female employees in April 1996. The recommendations developed for the company by former U.S. Labor Secretary Lynn Marten are presented. In response to the harassment controversy, Marten was asked to review the plant's policies and to formulate a plan for a "model workplace."

Marvel Entertainment Group is the leading comic book publisher in the United States, with superheros like Spider-Man, the Incredible Hulk, the X-Men, and Captain America. It is also one of the leading manufacturers of sports and entertainment trading cards under the Fleer and Sky Box brand names. In the mid-1990s, it experienced sharp declines in both businesses, causing it to file for bankruptcy in December 1996. This case is set in late January 1997, shortly after Marvel filed its reorganization plan with the bankruptcy court and approximately one month before creditors will have to vote on the plan at the confirmation hearing. Two of the most prominent corporate raiders of the 1980s are pitted against each other for control of the company. On one side is Ronald Perelman, who controls Marvel through his MacAndrews & Forbes holding company. On the other side is Carl Icahn, who controls 25% of Marvel's public debt. Icahn and the other bondholders must decide whether to accept Perelman's plan, to reject it in favor of their own plan, or to sell their bonds before the confirmation hearing. Perelman must decide whether to change the plan in response to the debtholders' threats or to wait and see what happens at the hearing. A rewritten version of another case.

In mid-1995, Mr. Melchor Orosa, general manager of Qualibrands (QB), a Philippine company with interests in the auto components industry, must decide what to recommend to Mr. Toby Gan, the owner of QB, regarding a proposed four-way joint venture between QB, Autobelt (Malaysia), Autoliv (Sweden), and SMACA (Philippines) to produce seat belts in the Philippines. The financial projections look good, but Mr. Orosa is concerned that other aspects of the proposed joint venture might lead to the failure of the joint venture either in total or in reaching its financial and operational goals.

Tom Roberts, director of audit operations, is responsible for assigning individual accountants to projects. Describes the current scheduling and assignment system, and the specific concerns of two staff members. Are any changes required in the system?

Management is considering its options for future international expansion. Koc is the dominant supplier of white goods (kitchen appliances) in Turkey and has been increasing its export efforts. As lower import tariffs invite foreign competitors to enter Turkey, Koc must decide how to balance defense of its domestic market share against further foreign expansion.

Precision Controls is a Minnesota-based manufacturer of electronic control devices. To enhance its product line, Precision would like to establish an artificial intelligence research group, either through internal development or, preferably, by merging with or acquiring a firm that has strong artificial intelligence capabilities. Automated Intelligence Corp. (AIC), a New York-based research and development firm specializing in artificial intelligence, is an attractive candidate for a merger. For accounting reasons, a merger--if it is to take place--must be accomplished through an exchange of shares. It is up to representatives of both companies to negotiate a mutually agreeable ratio at which all of the shares of AIC can be exchanged for shares of Precision. A rewritten version of an earlier case.

Precision Controls is a Minnesota-based manufacturer of electronic control devices. To enhance its product line, Precision would like to establish an artificial intelligence research group, either through internal development or, preferably, by merging with or acquiring a firm that has strong artificial intelligence capabilities. Automated Intelligence Corp. (AIC), a New York-based research and development firm specializing in artificial intelligence, is an attractive candidate for a merger. For accounting reasons, a merger--if it is to take place--must be accomplished through an exchange of shares. It is up to representatives of both companies to negotiate a mutually agreeable ratio at which all of the shares of AIC can be exchanged for shares of Precision. A rewritten version of an earlier case.

This fictitious case study explores the challenges facing CoolBurst, a Miami-based fruit-juice company. For over a decade, CoolBurst had ruled the market in the Southeast. Why, then, are its annual revenues stuck at $30 million, and why have profits been stagnant for four years straight? CoolBurst's new CEO, Luisa Reboredo, knows that the company's survival--and her own--depend on the answers. Reboredo has succeeded former utilitarian CEO Garth LeRoue. While LeRoue had undeniably made CoolBurst into the well-oiled machine it was, he'd also been stubborn in enforcing a culture of tradition, self-discipline, and respect for authority--a culture so staid and polite, it left little room for employees to be creative. LeRoue, for instance, had almost fired two of CoolBurst's most creative employees for inventing four new drinks without his permission. Sam Jenkins, one of those employees, had been so angered by the incident that he left the company to work for CoolBurst's largest competitor. How can Reboredo encourage her employees to start thinking creatively. And how can she nurture any creative individuals who may join the company in the future? In 97511 and 97511Z, commentators Paul Barker, Teresa M. Amabile, Manfred F.R. Kets de Vries, Gareth Jones, and Elspeth McFadzean offer advice on this fictional case study.

This fictitious case study explores the challenges facing CoolBurst, a Miami-based fruit-juice company. For over a decade, CoolBurst had ruled the market in the Southeast. Why, then, are its annual revenues stuck at $30 million, and why have profits been stagnant for four years straight? CoolBurst's new CEO, Luisa Reboredo, knows that the company's survival--and her own--depend on the answers. Reboredo has succeeded former utilitarian CEO Garth LeRoue. While LeRoue had undeniably made CoolBurst into the well-oiled machine it was, he'd also been stubborn in enforcing a culture of tradition, self-discipline, and respect for authority--a culture so staid and polite, it left little room for employees to be creative. LeRoue, for instance, had almost fired two of CoolBurst's most creative employees for inventing four new drinks without his permission. Sam Jenkins, one of those employees, had been so angered by the incident that he left the company to work for CoolBurst's largest competitor. How can Reboredo encourage her employees to start thinking creatively. And how can she nurture any creative individuals who may join the company in the future? In 97511 and 97511Z, commentators Paul Barker, Teresa M. Amabile, Manfred F.R. Kets de Vries, Gareth Jones, and Elspeth McFadzean offer advice on this fictional case study.

This fictitious case study explores the challenges facing CoolBurst, a Miami-based fruit-juice company. For over a decade, CoolBurst had ruled the market in the Southeast. Why, then, are its annual revenues stuck at $30 million, and why have profits been stagnant for four years straight? CoolBurst's new CEO, Luisa Reboredo, knows that the company's survival--and her own--depend on the answers. Reboredo has succeeded former utilitarian CEO Garth LeRoue. While LeRoue had undeniably made CoolBurst into the well-oiled machine it was, he'd also been stubborn in enforcing a culture of tradition, self-discipline, and respect for authority--a culture so staid and polite, it left little room for employees to be creative. LeRoue, for instance, had almost fired two of CoolBurst's most creative employees for inventing four new drinks without his permission. Sam Jenkins, one of those employees, had been so angered by the incident that he left the company to work for CoolBurst's largest competitor. How can Reboredo encourage her employees to start thinking creatively. And how can she nurture any creative individuals who may join the company in the future? In 97511 and 97511Z, commentators Paul Barker, Teresa M. Amabile, Manfred F.R. Kets de Vries, Gareth Jones, and Elspeth McFadzean offer advice on this fictional case study.

Focuses on David Dodson's efforts to purchase Auto Palace (ADAP), an auto parts retailer. His negotiations with the seller and investment bankers are examined. Students are asked to recommend how he should proceed in the final negotiation meeting.

Founded in 1992, Grand Junction produced a very competitive product in the emerging ethernet desktop switching market. Howard Charney, CEO and a founder of Grand Junction, had spent the summer of 1995 in meetings and negotiations with his senior management team, his investment bankers, and representatives of Cisco to discuss whether Grand Junction should be acquired by Cisco or issue stock in an initial public offering (IPO). Prior to being solicited by Cisco, Charney had not really given any thought to being acquired. Grand Junction was on a fast growth curve, the IPO market was hot, and he and the other founders had planned from the beginning to take the company public. Yet Cisco was very interested, and although it had required a lot of work to get Cisco to a reasonable price, it was possible that the two companies would reach an agreement. Charney, however, was torn between the two options--he wondered which was financially more attractive, how his employees would react, and whether going public was really so important.

Consists of eight separate parts. These parts can be used separately, a few at a time, or all eight at once. Link.Com: A Silicon Valley Legend is a short introduction that provides a brief overview of the company. Link.Com is a large, multinational computer company, with a spectacular growth and profitability record. Organizational charts show the structure of the firm and the positions of the eight top-ranking women in the company (seven of whom contributed to this series of cases). This material can be used to introduce any of the seven individual stories that follow: Natalie Kramer's Story, Ana Ibarra's Story, Denise Brousseau's Story, Patricia Sullivan's Story, Kathleen Casey's Story, Mariana Torcelli's Story, and Masako Hirada's Story.

After a turbulent year in the Canadian airline industry, Madelaine Mercier wants to reevaluate her investment in Air Canada and Canadian Airlines. She is wondering how she should reflect the extensive amount of leases used by the two companies in her analysis. She is unsure if she should make adjustments to the company's financial statements and is curious to know whether these adjustments would make a material difference in her analysis.

VBF Tubing, a Dutch firm, is facing increased demand for its products, high inventory levels, and expensive setup costs. In light of these problems, the logistics manager must decide how to respond to a proposal that longer production runs be scheduled. The production, cost and market data supplied permit the students to explore the necessity and implications of changing production batch sizes on these competing priorities. In particular, the application of the traditional Economic Order Quantity can be assessed based on other facility-wide operating practices.

A major trust company attempts to implement a major software system while simultaneously reengineering business processes. Providian Trust, a previously non-IT intensive organization, must completely reposition its management of technology to deal with IT's new strategic role in the company. The case illustrates how the appropriate use of IT framework can illuminate risk and suggests appropriate courses of action.

In late 1993, Orbital Communications Corp. (OCC), a subsidiary of Orbital Sciences Corp., is developing a global two-way wireless data communications system, called "ORBCOMM," based on a 26-satellite constellation in low earth orbit. Service is scheduled to begin in the United States in late 1994, followed by a rollout to international markets in 1995. The case focuses on OCC's marketing strategy in the years prior to the product/service being available. Provides details on how the firm has defined its markets and estimated the demand for the United States and international markets. There is also a rich discussion of other parts of OCC's marketing strategy including product design and development, marketing to regulatory bodies, development of the sales organization to include channel partners to enter the domestic and international markets, pricing strategy, and the role of competition. A rewritten version of an earlier case.