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HDFC Life Insurance (HDFC Life) was competing in a changing environment as established banks began entering the insurance business. Even though several brands in the category advertised with different positioning strategies, consumers were not receptive. HDFC Life commissioned a survey that seemed to lead the senior manager of digital marketing to a dead end. The challenge was to introduce a differentiation that could be associated with the HDFC brand despite the limitations of the category and the unreceptive mindset of the target segment. The case also takes into consideration the changing lifestyles of potential insurance buyers in India, their new interest in purchasing insurance online and the complexities of developing a services brand in an emerging market.

Primary co-operative banks in India located in semi-urban and urban areas, known as Urban Co-operative Banks (UCBs), were traditionally centered around communities and work place groups. The main business of these banks was lending to small borrowers and business houses but the scope of their operations had increased greatly. The case describes Shamrao Vithal Co-operative (SVC) Bank’s inorganic growth strategy through acquisition of weaker/loss-making UCBS, and the problems and challenges faced by the bank. <br><br>It also examines the alternative of organic growth towards its objective of achieving a pan-India presence. One of the fastest growing Urban Co-operative Banks (UCBs) in India, SVC Bank was moving towards this objective. From a total of 38 branches in 2005, with a deposit base of Rs24 billion, the bank had grown to more than 100 branches with a total business of Rs100 billion by 2011. This growth had come in three phases. During 2005-2008, when government policy did not permit opening of new branches, SVC Bank had grown by acquiring three weak UCBs with 24 branches. When the curbs on organic growth were lifted in 2009, the bank aggressively added 26 new branches in two years. During 2010-11, it added 16 new branches and also acquired one UCB with one branch.<br><br>Since the vice-chairman of the bank had experienced the advantages and disadvantages of both organic and inorganic growth, he wondered which route made better sense and whether the bank should continue with the kind of aggressive expansion of the past six years.

This case describes the creation of Dr. Tim’s Pet Food Company, a small company centred on providing superior nutrition for dogs used for athletic and competitive purposes. The company has developed a brand image of high quality and premium natural ingredients, and has gradually extended its product line while maintaining the quality of its original formula. Although the company has been very successful and has grown at an ever-increasing rate, its founder is concerned about the difficulties of expansion that Dr. Tim’s Pet Food now faces. Located in an isolated area of the Upper Peninsula of Michigan, the company is not easily accessible to sales representatives or larger populations. Furthermore, the company’s founder does not want the brand to lose its high quality or natural image, and is therefore resistant to the idea of distributing his company’s products in large discount retail outlets. In addition, the founder of Dr. Tim’s Pet Food Company runs a veterinary hospital and is therefore hoping to limit the physical expansion of his newest entrepreneurial project. While keeping all of these limitations in mind, the case presents four growth strategies open to Dr. Tim’s Pet Food Company: penetration, product development, market development and diversification. Students are asked to consider which option would be best suited to the company’s expansion based on the information provided.

On October 1, 2010, Scotiabank implemented changes to its organizational structure that realigned its business globally and positioned it for further growth. Under the new structure, the bank’s businesses were regrouped into four business lines: Canadian Banking, International Banking, Global Banking and Markets, and Global Wealth Management. The bank had to figure out how to help individuals improve on working together across business lines. The formalization of cross-collaboration was through the newly instituted leadership teams. Team members had a joint accountability to ensure that the bank achieved optimum results in the geographic region in which the leadership team operated. And it was up to the team to consider how it was going to leverage collaboration. These teams were a significant departure from the behaviours and activities expected only a few months ago – people reported up to their own business line and did not worry about what anyone else in the particular geographic market was doing. There had been anecdotal evidence that a number of the leadership teams had success during the first few months. Still the sentiment among the senior leaders of the bank was that the implementation of the leadership teams was associated with several challenges.

This case concerns the bonus structure for a representative sales team. Pharma Talent, a contract sales company for pharmaceutical companies across Canada, promised its clients that its representatives would drive sales at a lower cost than what the client would incur if it had its own sales force. Historically, it had contracts with products that targeted physicians (e.g., prescription drugs or medical devices); however, a new contract in Ontario involved an over-the-counter (OTC) product. Pharma Talent currently had a pay-for-performance bonus structure that had already been revised three times. Nevertheless, due to the structure of the different territories in Ontario, many sales team members thought the bonus was unfair and very discouraging, while its pay-for-performance structure did not meet the clients' needs.

This case examines how a premium credit card company, American Express Canada (Amex Canada), is attempting to differentiate itself from its competition and to realize value for—and from—its cardholder members through a focus on providing apt quality services and servicing. In April 2011, the president and chief executive officer of Amex Canada is considering his options in sustaining the company's stance in the ultra-rich end of the premium payment cards segment in the face of competition from credit card companies that previously targeted the Canadian mass market. The situation is compounded by the after-effects of the economic downturn that began in the United States in 2008. Amex Canada has to develop a viable strategic and operational plan to realize its vision of becoming the most respected service brand, an ambition that is founded upon what it calls the Total Service Experience it provides to its card members. The case looks at the history of the company, provides an overview of the Canadian payment card industry, and explores core service and servicing issues salient to the design and provision of the Total Service Experience that Amex Canada hopes will not only satisfy existing cardholders but will attract new card members across its array of payment card options.

On April 13, 2011, slightly more than three months before an annual conference of the Academy of International Business (AIB) was to be held in Nagoya, the program chair of the conference had to decide whether to go ahead with the conference as planned after a massive earthquake struck Japan on March 11, triggering a horrendous tsunami and subsequent radiation leak after damaging a nuclear plant. Each challenge posed a threat to the successful operation of the conference, and the interaction among them, combined with the element of time, rendered the program chair's decision-making process increasingly complex.

The chief executive officer of Royal Bhutan Airlines (Drukair) is concerned about growth and the seasonality of demand for Bhutan’s national airline. The Kingdom of Bhutan, with a population of approximately 700,000, is located east of Nepal between India and China (Tibet). It has recently embarked on a program of modernization, including a move to democracy and promotion of tourism.<br><br> <br><br>The tourism initiative is described as “high value, low volume,” meaning that tourists must contract with a local tourist operator and pay minimum daily tariffs. Drukair has witnessed a steady growth in passengers, which is correlated closely with tourist visits, mostly from the West and Japan. Tourist tickets are booked by in-country tour operators; there are no Internet bookings at the time of the case.<br><br>The CEO is wondering what can be done to improve overall business. He is considering interlining, the practice of joining with other airlines, in order to give passengers the opportunity to book tickets from their home countries. Marketing for growth is also a concern, and as Drukair is the only carrier in Bhutan, the CEO wonders if he should be promoting tourism in the country as part of his marketing plan.

HIGHLY COMMENDED CASE - Family Business Runner-up, 2012 European Foundation for Management Development (EFMD) Case Writing Competition. Scholtes Waterservices was a second-generation family firm in the Netherlands that specialized in installing and selling water pipes, primarily for the horticultural industry. In 2008, Rijk Scholtes Jr. and his brother, Ben, took over management of the firm from their father and gradually assumed ownership through a buyout plan. It soon became evident that their father, Rijk Sr., could not let go of the company. This especially affected Rijk Jr., as he worked in an office close to the place where Rijk Sr. lived. As a result, the relationship between father and son began to steadily deteriorate. Moreover, Rijk Jr. began to feel isolated as the relationship and collaboration between Rijk Sr. and Ben was not adversely affected. Instead, the once-strong relationship between the brothers began to deteriorate. Rijk Jr. was left wondering whether anything could be done to rectify the situation or whether it was time to leave the family firm.

The case is about a non-profit organization located in Manchester, England. As a regional association helping smaller voluntary organizations and groups survive and grow, the organization itself depends on fundraising and donations and runs on project-based funding. The projects normally run for three to five years. Hiring and training new employees every two to three months is common. Due to project timelines, employees leave as soon as they find another job. Many complain about the lack of development opportunities within the organization. The chief executive officer has seven people working for him and needs to make a plan to retain his employees for the whole life of each project. For this purpose, he has decided to devise training and development programs for them. There are different options available for this purpose, each with pros and cons. Considering scarce funding, small project tenure, and his goal to provide fair opportunities for all, he must decide which option best fits his organization’s needs and resources.

Souk el Tayeb, Lebanon’s first weekly farmers’ market, and Tawlet, a farmers’ restaurant — the former adopting the legal structure of an NGO and the latter being an income-generating company — were joined by one vision to “celebrate food and traditions that unite communities and support small-scale farmers and producers and a culture of sustainable agriculture.” Souk el Tayeb’s founder, Kamal Mouzawak, first launched Souk el Tayeb in May 2004 in Beirut, Lebanon. The idea was to create a communal space for farmers across the country to sell their organic produce and products. The overarching vision was to create a platform that joined different people celebrating food, culture, and traditions and promoted and supported the agricultural sector in Lebanon. Mouzawak and his business partner were in the process of brainstorming ways to grow the impact of their business without compromising quality standards, all while meeting the ever-looming challenge of financial sustainability.

Sanatkada is a retail outlet for traditional handicraft items, hand-woven garments and fabrics. In 2006, Sanatkada was established to bring to the people of Lucknow a wide choice of arts and crafts from all over India. The outlet has been appreciated for its exhibitions, social efforts and unique methods of conducting business. However, this has not all translated into revenue. While commercial activity is one goal of Sanatkada, its founder feels very strongly about issues related to women's empowerment and has also brought a not-for-profit component to the business. This hybrid model of doing business is difficult to balance. The goal of the case is to work out the possible alternatives that would enable Sanatkada's founder to retain the spirit of Sanatkada, while simultaneously empowering her staff and making the social initiatives self-sustainable.

CAPRO Group is a small electrical engineering services firm operating out of New Delhi, India. In December 2011, with falling revenues due to macroeconomic conditions and increasing competition, the firm’s owner and founder appoints his son to look into restructuring the business. The electrical distribution control panel manufacturing and installation industry is highly fragmented, with only a few big firms and many small firms. Most firms specialize in one niche of the industry, whether it be manufacturing of equipment or panels, installation, or consultancy services. Different niches require different inputs in terms of labour, finances, and technical knowledge. Given the labour problems in India, combined with the country’s spiraling interest rates and slowing economic growth, the owner’s son must decide on a plan to bring his company out of its current slump.

Michelle Morris, a partner at Kelman & Beaton, Partners at Law (K&B), was upset after a conversation she had just had with her two partners, Jack Beaton and Josh Kelman. Over the past few months, Morris and Kelman had become frustrated with Beaton’s performance. Beaton appeared to have been dedicating increasing amounts of his time to a second business and less to the progress of the firm. Beaton had also taken a rigid stance against the firm’s strategic direction. To make matters even more complicated, Morris and Kelman both had personal relationships with Beaton — Kelman and Beaton had been close friends since childhood, and Morris was Beaton’s cousin. Morris wondered how she should handle this difficult situation.

Enerplus Corporation was a company transitioning from being a buy-and-sell energy trust to one engaged in exploration and exploitation. The company required two new board members and Sue MacKenzie’s name was proposed to the CEO by the Enerplus vice president of corporate services. While MacKenzie was intrigued with the idea, she had never actively considered board service as a career step and she now had a new career direction at the Banff Centre. She undertook a thorough assessment of this board opportunity with attention to the career benefits, personal benefits, potential risks, impact on her personal life, and “match” with her new career. Following a series of meetings, MacKenzie was invited to serve on the board and she now had to make a decision: should she accept or decline the invitation?

On February 2011, a large earthquake hit Christchurch, New Zealand, causing loss of life. The Crusaders, a major sports franchise headquartered in Christchurch, must plan for the season, given that its facility has been extensively damaged and the season has already commenced. The franchisee board, managers, coaches and players have to deal with this catastrophe and build morale in the community by deciding what to do. The case examines the processes of decision-making and the participative nature of decisions involving players as well as management. The case examines the key role that leadership and character play in contingency and scenario planning.

The Siemens Kalwa factory in Mumbai, also referred to as Kalwa Works (KW), started in 1973 with the production of motors and later diversified to produce switchgears and switchboards. By 2009, 40 per cent of all Siemens India employees were working in Kalwa and contributing 45 per cent of the total Siemens India production. Kalwa had become the most important business centre for Siemens India.<br><br>In October 2006, Siemens AG decided to implement lean manufacturing in the Kalwa factory as part of a worldwide rollout of the Siemens Production System in all its medium-voltage facilities. The implementations were expected to bring drastic improvements in labour productivity, lower inventory levels, and higher throughput to improve the factories’ financial performance. The lean program promised that the factory’s current realized capacity of 4,000 panels per year could be increased by approximately 50 per cent to 6,000 panels per year in the medium term within two years, and to about 12,000 panels within the next four to five years.<br><br>While the benefits of successful implementation were attractive, the company faced several challenges, including restructuring the organization, getting staff on board to accept and facilitate the change, and handling resistance from internal and external stakeholders. This case provides an opportunity to analyze and discuss lean implementation issues for a global multinational firm in the Indian context.

Smart grid companies such as Viridity Energy are finding profitable opportunities to help their customers cut energy bills and simultaneously get credit for greater environmental responsibility. But will consuming fewer dirty watts from fuel sources such as coal and natural gas be a sufficient objective for customers in the future? What will rising societal expectations, tougher environment regulations, and new distributed clean energy technologies mean for the ability of smart grid companies to engage new customers and differentiate themselves in an increasingly crowded field?

Olympic Group (OG) was an Egyptian white goods giant that made products such as water heaters, fans, and cookers. In 1997, OG decided to buy IDEAL, a large state-owned white goods firm. Being a monopoly in its markets, IDEAL had a strong brand name and market share, which made it very attractive for OG. Also, the products that IDEAL produced — refrigerators and washing machines — complemented OG’s products. A year after the acquisition, OG had to deal with several issues such as integrating the employees of the two companies, boosting employees’ productivity, changing IDEAL’s brand image, and improving IDEAL’s products. Accordingly, within the next month, the CEO had to decide whether to start by changing IDEAL’s brand image or integrating the employees of the two companies. He also had to consider how and when to integrate the employees of the two companies without affecting overall performance. What methods should he use to boost the employees’ productivity, especially at IDEAL? What areas needed to be worked on in order to improve the IDEAL brand image without affecting its market share? What changes in IDEAL’s products were required to sustain its competitiveness and market share?

In an era of ever-changing technology, the challenge for a social entrepreneur is to cope with the fast pace of change. With a concern for the environment and energy conservation, the entrepreneur in this case became an entrepreneur with the development of a new product – a mechanical charger. His company, ideaForge, manufactured and sold two types of products: mechanical chargers and other conventional chargers such as bike chargers. The mechanical charger, an innovation of ideaForge, was a product that could produce electricity through mechanical operation. The sales of other conventional chargers were increasing, while the sales of mechanical chargers were decreasing.<br><br><br><br>The company faced two major challenges while running the business: how to market this innovative product to customers used to traditional mobile phone chargers, and whether the company should increase the product range or concentrate on existing products. The decision that had to be made was whether to sell only through distribution channels or through a sales force, or both. The young entrepreneur, along with his two cofounders, also had to make decisions on how to position and price their products in the market. With a changing market scenario, several initiatives and calculated risks would have to be taken if they wanted to develop new product offerings, such as laptop chargers and bicycle chargers, both of which would mean diversifying the business.