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This short cases provides an update on TiVo from 2016-2020. The case covers TiVo merger with Rovi, the turnover of several CEOs, and struggles on how to reposition its product business (the digital video recorder).

In February 2020, Nick Dalton, executive vice president HR business transformation at Unilever, reflected on the changing nature of work marked by rapid advances in artificial intelligence, machine learning, and automation. Launched in 2016, Unilever's Future of Work initiative aimed to accelerate the speed of change throughout the organization and prepare the workforce for a digitalized and highly automated era. Despite the success over the last three years, the program still faced significant challenges in its implementation: How should Unilever, one of the world's largest consumer goods companies, adapt and accelerate the speed of change throughout the organization? Was it even possible to lead a systematic, agile workforce transformation across several geographies with local context differences? How could Unilever prepare and upscale its workforce for the future?

Shazi Visram graduated from Columbia Business School in May 2004 and founded Happy Family organic baby food company two years later with a mission to "change the trajectory of children's health through nutrition." The company launched in 2006 with a line of frozen organic baby foods, switching to an innovative package design --pouched packaging-- in 2009. Gaining the attention of both investors and consumers-and praised for its commitment to quality control, Happy Family experienced impressive growth. In 2018 Visram, who had been called a "rock star CEO" by then-President Obama, stepped down and appointed Anne Larraway to lead the company. By 2019, Happy Family was the largest player in the organic baby strained/wet food market and the third largest player in the total US strained/wet baby food market-and pouches, which were virtually unheard of when Happy Family began selling them, made up an estimated 25% of the baby food market.

In 2020, Chileans would head to the ballot box to decide their country's future. Many international observers credited Chile's decades of neoliberal governance with turning the country into Latin America's "Tiger," a prosperous, diversified economy on its way to becoming the continent's first developed country. But in October of 2019, a mass protest movement ground the country to a halt and shocked its political class, showing the world a different Chile-one defined by inequality, social distrust, and a young generation of political activists. As Chile prepared to vote in the fall of 2020 on whether to adopt a new constitution, could it sculpt a more equitable society while remaining "the exception" on a continent known for its political instability? Or would Chile's prosperity go the same way as its neoliberal experiment?

After a decade as CEO, Tim Cook is facing one of his biggest strategic transitions of his tenure. While Apple had performed spectacularly well under Cook, Apple's core business was maturing. Sales of iPhones, iPads, and Macs were flat or down. However, Apple's new hardware-Apple Watch and Airpods-as well as services were growing rapidly. This case explores Apple's history and Cook's strategic options for driving new hardware and services into Apple's mainstream in the next decade.

A young Canadian entrepreneur had established a digital medical tourism concierge service in Armenia--GetTreated CJSC--and in 2019 was evaluating the opportunities for the company's growth. While the company was experiencing steady growth, the founder felt that the growth rates were not reflective of the potential that was present in the market. Something had to be changed about how the company was acquiring its customers. The company's promotional strategy also needed work in the face of increasing competition locally and globally.

On March 14, 2019, the convenience business unit manager of Greenyard Frozen was in his Roeselare, Belgium office preparing for a management meeting that would discuss current challenges facing the company. Greenyard Frozen had to decide on the market positioning of its cauliflower rice and how to promote the new product. The project, which was a great example of co-operation in the value chain and of open innovation for sustainability, had resulted from the unique collaboration of several key contributors: Greenyard Frozen, two cauliflower growers, a machine builder, the agricultural research group Instituut voor Landbouw-, Visserij- en Voedingsonderzoek, and the Flanders' Food platform. Greenyard Frozen had to decide whether to emphasize the product's sustainability benefits or simply position the cauliflower rice as a healthy, low-carbohydrate alternative to rice or other food products. What steps could the company take to remain ahead of its competitors, who were innovating at a relentless pace?

In July 2017, with a proven track record in power distribution in Delhi and Mumbai, Tata Power Co Limited incorporated a new organization called TP Ajmer Distribution Limited using the distribution franchise model in Ajmer, Rajasthan, India. The new company was created in partnership with the state government company Ajmer Vidyut Vitaran Nigam Limited as a strategic partner. One year later, the management team had to overcome various challenges including recruitment from diverse private and public sources, a limited competent talent pool, a lack of administrative and technology infrastructure, many first-time managers, a scattered team concept, a silos working style, a low level of work experience, and a dated distribution network. To ensure a successful transition, the new company had to streamline business processes and establish an organizational culture of safety, excellence, quality, and ethics consistent with the Tata name. The company had to decide whether to adopt the organizational culture of its parent company, create and entirely new culture, or customize its own culture based on Tata Power principles.

In March 2016, Bahrain Development Bank's existing board term came to an end and Khalid Al Rumaihi was appointed the new chairman. Determining a need for change, he immediately overhauled the board and replaced the Bank's long-standing CEO. The new board quickly concluded that the Bank needed to refocus on its core business of lending to small and medium-sized enterprises (SMEs) and selected an experienced Bahraini corporate banker to implement this strategy. However, within six months, the new CEO resigned and the board had to once again look for a replacement. Expanding their search globally, they found Sanjeev Paul, a Singaporean with immense experience in SME lending, who was appointed CEO of BDB in May 2018. Over the next 20 months, with the board's support, Paul headed an organization-wide revamp aimed at enabling the bank to refocus and achieve its mandate of supporting SMEs. By December 2019, the changes started to pay off; after three years of losses, BDB turned its first profit. However, Paul and the board recognized their work was far from over. The Bank's cost structure was higher than that of competition, they paid below-market salaries, and had an outdated core banking system. As Al Rumaihi looked ahead to his second term as chair, he wondered how the board could help Paul and his management team in addressing these challenges.

In 2003, mathematics professor Sergio Fajardo was elected mayor of Medellín, Colombia - one of the most violent cities in the world at that time. As mayor, Fajardo faced a host of daunting challenges. Rampant gang violence had raised Medellín's homicide rate dramatically, and a history of corruption had undermined the public's trust in the local government and law enforcement institutions. The under-resourced local police did not communicate clearly with the mayor, and the city was approaching bankruptcy. To address these concerns, Fajardo would need to not only develop a strategy, but also convince the majority of his 21-member city council - among whom he had only one ally - to support it. Fajardo needed to decide how to prioritize the many financial, legal, and cultural concerns in Medellín to bring the city closer to peace and prosperity.

In mid-December 2018, Peter Ma, Chairman and CEO of Ping An Insurance (Group) Company of China, Ltd. was considering whether the company should grow a fifth ecosystem of Smart City Services. Established in 1988, Ping An was one of the top 10 global financial institutions in terms of market capitalization with 342, 550 employees and nearly 1.4 million sales agents. Under Ma's leadership, Ping An was transforming from a traditional financial institution to a leading global technology-powered personal financial services group. In recent years it executed a strategy of "Finance+Ecosystem" by leveraging three frontier technologies-AI, blockchain, and cloud technology-to develop four ecosystems: Financial Services, Healthcare, Automobile Services and Real Estate Services. Smart City Services, with its business potential and social impact, had become an attractive new opportunity for Ping An to leverage its technology expertise and business experience while gaining new traffic for the other four ecosystems. Ma wondered: How important would this new ecosystem be strategically for the future of Ping An? If Ping An decided to go after this market, how should Ping An differentiate itself from competitors?

Ment.io was a software platform that used proprietary data analytics technology to help organizations make informed and transparent decisions based on team input. Ment was born out of founder Joab Rosenberg's frustration that, while organizations collected ever increasing amounts of data, the information gathering process did not capture human insights, which he viewed as critical to the use of the data. In early 2020, Rosenberg felt that the company he had started five years ago was taking off, but he wondered how to manage the team's limited engineering resources to help Ment stand out in a crowded software market. Should the company improve Ment's user interface, develop new features, or focus on its innovative algorithm?

In early 2018, the chairman and chief executive officer of FOTILE, based in Ningbo, China, announced a change in the company's mission statement from "Enable people to feel better about their homes" to "For the happiness of millions of families." The previous year had seen impressive growth, with sales exceeding ¥10 billion. After only 22 years in operation, FOTILE had become a leading brand, comparable to such prestigious names as Siemens, in the high-end sector of kitchen appliances in China. More importantly FOTILE was hailed as a distinct enterprise, driven by a grand vision, a unique mission statement, and core values based on Confucianism. The FOTILE Confucian Way was embraced with enthusiasm by its employees and close business partners, and was broadly recognized by the Chinese business communities and the general public. However, the chairman understood that FOTILE was still a long way from being a great company, not only in terms of business success but also in transferring positive energy to society and helping people become morally admirable. Although he was deeply absorbed in FOTILE's past achievements, he was also wondering about FOTILE's future international expansion, to North America in particular. Would FOTILE's products be competitive in North America? Would that continent adopt the FOTILE Confucian Way?

This case begins with post-deposition thoughts of Sean Burns, a 23-year veteran of Takata Corp. The lawsuit that gave rise to the deposition was brought as a class action on behalf of people who alleged Takata's airbags caused them economic damages and/or personal injuries. In 2003, Takata learned that an inflator had ruptured in a driver-side airbag it had developed and manufactured. Another inflator ruptured in 2004, three in 2007, and more from 2008 through 2010. Throughout this time, Burns worked in concert with employees in other functional areas at Takata to determine the root cause of the inflator ruptures. He had led the team that developed the propellant inside the inflator and was part of the team that developed the inflator design that came under scrutiny. In addition to their deep concerns with safety, Burns and his Takata colleagues were confronting the complex type of situation that arises for a company facing potential liability for a defective product. Eventually, more than 40 million vehicles in the United States and over 100 million globally were recalled due to concerns with airbags manufactured by Takata.

In mid-2019, the owner of Ireland Renovations was contemplating the future of his renovation and construction company that operated in London and Middlesex County in Ontario, Canada. The owner's youngest son was interested in working for the business, but the owner wondered whether the company could afford to hire him. His son had previously worked for the company part-time and had shown an interest in helping his father grow the business. The owner decided to project and analyze cash budgets for fiscal years 2020 and 2021 to determine whether hiring his son would be a feasible option.

Since its expulsion from Malaysia in 1965, Singapore had transformed itself from a third world island nation into a vibrant city-state with one of the highest levels of GDP per capita in the world. However, sluggish demand among Singapore's major trade partners began testing the nation's export-driven growth model. It was also becoming clear that the Singaporean government could no longer focus single-mindedly on economic growth. Was Singapore facing a mid-life crisis? If so, how could the government revive optimism in the nation's future?

GitLab is arguably one of the world's largest "all-remote" companies. Started in 2011 and with more than 1,000 employees at present, it has no physical offices and all employees, including the entire C-Suite, work remotely from all parts of the world. The case highlights the value created for companies and employees from the adoption of the all-remote model. It also sets up a debate for how GitLab should customize organizational processes related to communication, coordination, and socialization as the firm scales up.

In May 2017, SoftBank announced the official launch of the Vision Fund - which promptly became the largest technology-focused investment fund in the world, with nearly $100 billion in capital under its management. Reports from a few months prior hinted that SoftBank was weighing a billion-dollar investment deal with WeWork, a commercial real estate company that specializes in shared office spaces. The official launch of the fund was proceeded by a series of multi-billion dollar investments in WeWork, eventually bringing the company's post-money valuation to $42 billion. The development of the Vision Fund had key implications for the late-stage venture capital industry. Moreover, Soft Bank's investments in WeWork raise important questions regarding investment decision-making, asset valuation, and issues surrounding corporate governance.

Primark was a low-cost, fast-fashion clothing retailer headquartered in the United Kingdom. The company's low-priced clothing enticed consumers, but it also attracted criticism for exploitative labor practices in the low-cost economies where Primark's manufacturing was outsourced. However, Primark believed that it created jobs in low-cost economies, and its low prices were the result of efficient initiatives such as no online presence and limited advertising. Experts suggested that the absence of an e-commerce division was a strategic mistake. In October 2019, the company's chief executive officer was challenged with synchronizing Primark's low-cost strategy with its sustainability initiatives and deciding on the company's online presence.