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Uncertain how they would monetize their idea, they began with a pilot study in Redwood City. They formed groups of 10-12 seniors and one facilitator; the inexplicit goal was to create a sense of trust and cohesion such that each member would walk away with one friend. With time, they learnt that their programs could do so much more for communities than just provide friendship. By creating environments that enabled structured learning and peer-to-peer sharing, they could bridge many of the gaps in care and encourage members to look after each other and, interestingly, peer-pressure them into looking after themselves. Moshe and Darin realized that being the convener of these communities placed Wider Circle in a unique position in the healthcare value chain, which was attractive from the perspective of healthcare plans. The Wider Circle program could be a way for plans to improve the care experience and reduce costs as well to attract and retain members. Four years on, Moshe and Darin now had clinical validation that their programs were effective and had shown that their business model could generate healthy unit economics. As they prepared to scale and raise their series B financing, their minds were flooded with numerous questions, especially around scaling a people intensive business. Would they be able to identify, recruit, and train facilitators fast enough? Would they be able to recreate at scale the community experience members so loved? Would they be able to sell their program to enough health plans to have meaningful impact on elderly care? Reaching their next milestones would entail scaling from 5,000 to 50,000 members and increasing their revenue 10-fold - this would be their biggest challenge yet and they knew that if they couldn't address these questions, success was not guaranteed.

Madan Mohanka, Managing Director of Tega Industries, a start-up organization, was reviewing the marketing strategy and plan for introducing new improved wear-resistant rubber products in India in mining and metal processing industries. The case describes products, product characteristics, potential market, likely demand, customer behaviour, current and likely competition, segmentation, targeting, marketing strategy and marketing plan including segment coverage strategy, pricing, promotions, marketing organization, and the marketing and promotion budget. Participants can be challenged to evaluate objectives, marketing strategy, marketing plan, pricing, promotion, and marketing organization.

Brazilian logistics company Rumo operated 13,500 km in railway networks, port terminals, and inland transshipment terminals, connecting major Brazilian ports to the agriculture hubs of Mato Grosso and São Paulo state. Controlled by Cosan, Brazil's leading sugar and ethanol producer, Rumo had been through a turnaround over the last 3 years, including heavy investment in operational improvements, financial deleverage, and taking cash flow generation from a negative $278 million in 2015 to positive $15.3 million in 2018. In 2019, as the company planned its new expansion cycle ($3.4 billion would be invested from 2019 to 2023), Rumo's executives had to find the best way to continue to capture the value created, while preserving its relations with customers and other stakeholders.

The case of mysterious deaths of children caused by eating litchi, a popular fruit in Bihar, India provides the classic context. There have been instances of deaths of children in Bihar after eating Litchi and this has been going on for years. Many children were brought to hospitals with acute neurological symptoms like swelling of the brain, seizures, and convulsions, although strangely they seemed to have been healthy just moments before. These symptoms of the sick children were treated for Acute Encephalitis Syndrome in the region. It left the families of the children and neighborhoods perplexed, and even the doctors were at a loss in understanding the cause of the deaths. It was finally diagnosed in 2014, based on a research finding published in Lancet that these deaths could be due to hypoglycemia triggered by children eating litchi and skipping dinner thereafter. Another study by John had concluded similarly. They recommended administration of dextrose as the treatment which helped bring down the incidences. The government did try to implement their recommendations. However, the disease struck again in 2019 with the death of about 125 children. The disease and the deaths again brought to the fore all the questions. This case is about the reality of conflicting evidence, how the issue was handled by the government and the stakeholders' response. At the next level, the challenge for the government is how to communicate the diagnosis, treatment protocol, and precautions to the parents regarding the risk their children are exposed to on eating litchi when they are hungry. There was consensus about the findings and treatment procedures. Given this, the challenge is in communicating this to the healthcare providers as well as to the parents and the general public. It has to be done without creating panic about litchi. The government, as well as the growers, had the overriding concern that the controversy should not damage the market for litchi.

The case presents the status of sports in general in India under official federations, place and shape of the football game before and after introduction of premier leagues, and global trend and debate around games going the path of premier leagues. In India, sports, in general, is dominated by the official federations whose performance track has been dismal. The premier football league is at the early stage of its life cycle. Marketization of the game has succeeded in bringing to the fore the latent demand and passion for the game. It has brought forth initial success in professionalizing the game, identifying the talents, upgrading the infrastructure, etc. However, the purists would like to voice their concern about unbridled marketization in terms of dominance of star players, financial viability, conflict with national games, etc. This case is built around All India Football Federation (AIFF) at the center and AIFF weighing the development of premier leagues and latest rift between two leagues. The challenge for AIFF is: Can it calibrate the contours and trajectory of the game to keep in check unhindered marketization? Can and should the official federation influence the rules of game, terms of engagement of investors, players, agents, etc. or best leave it to the leagues; and their influence on the game once the floodgates are opened? Or, is marketization such a juggernaut that it rolls on its path sidestepping regulations and national fervors? Can something be learnt from other sectors in protecting national brand against the onslaught of global brands in the context of international management?

Anurag Bhatt (AB), Managing Director (MD) of Coats Indonesia, was on a flight from Bangalore to Singapore on his way to Jakarta after a vacation. On the flight, he was reflecting on an issue that he had encountered just before the vacation but not yet addressed. It would definitely be one of the first issues he would have to handle on his return. An effort to fill a senior position, Head of Procurement, currently occupied by an expatriate, had not been received with enthusiasm by those who seemed to have the potential to take on the role. One-on-one conversations with the potential candidates had not helped as each one suggested the name of another person as more suitable for the role. He had faced similar difficulties in recruiting Indonesians to occupy other senior roles. Nothing in his past experience helped him understand how these people were unwilling to accept an opportunity for career growth. One of the goals that had been assigned to him as he accepted his current role was to reduce the number of expatriates in senior ranks in Coats Indonesia. This was not feasible unless local managers were willing to rise to the occasion. He needed a way to address the lack of enthusiasm among managers in Coats Indonesia to take on positions with greater responsibility. He had some ideas, based on the short experience in the country, but was willing to get inputs from anyone who might have a better understanding of the drivers of behavior of Indonesians in general and managers in particular.

Bank of Baroda (BoB) is one of the oldest banks in India with a large international footprint. The bank was nationalized in 1969 and was under the control of the government. Ever since the India embarked on the program of economic reforms of 1991, there were efforts to address the structural and governance aspects of banks. The ideas around reform have included among other things - repeal of the Bank Nationalization Act, to bring it on-par with companies incorporated under the Companies' Act, disinvestment, and also consolidation of multiple banks. In an effort to infuse new thinking and to reform the banking sector, the government as a first step, appointed a non-executive chairperson and a chief executive officer laterally from the private sector in 2015. Therefore, BoB (along with Canara Bank) was seen as a bank where the early experimentation of reform in the sector could happen. However, subsequently, there have been mounting concerns in the banking sector which have created significant challenges associated with the banking reform process. This case thus illustrates and examines the challenges associated with the governance of a large bank with legacy systems and with multiple expectations from various stakeholders arising from the State being a part owner, and from customers, financial markets, and minority shareholders.

Bank of Baroda is one of the oldest banks in India with a large international footprint. The bank was nationalized in 1969 and since then has been under the control of the government. Ever since India embarked on the program of economic reforms of 1991, there have been efforts to change the culture and management of public sector banking enterprises in India. As a part of the larger reform process, the Government of India appointed an independent non-executive chairman for the bank and also laterally recruited the CEO from the private sector banking space. In the light of this move, this case examines the challenges of managing a large bank with legacy systems and with multiple expectations - from customers, markets, and the state. Given the nature of the bank's incorporation and ownership, it operates under multiple constraints at the operational and governance levels. The case documents the challenges and opportunities at the operational level; examines the process of transformation and raises the questions regarding these changes and whether they could last beyond the current leadership. The case also juxtaposes the experience of the transformation exercise undertaken by the organization in the past to review the progress of some of the erstwhile changes and provides an opportunity to examine the subsequent transformation exercise amidst a severely constrained situation.

This case provides a platform to discuss the role of the board in the governance of a corporation. Extant discourse on the role of the board is largely centered on the challenges of monitoring managerial behavior and as a consequence on board independence. The two other critical tasks of the board - mentoring the leadership (based on expertise) and maintaining continuity with robust succession of both the board and the executive leadership - are not as well documented. Set in 2019, this case documents the rollercoaster ride of Infosys Limited - India's second largest software services company - from an icon of corporate governance to its fall from grace after an ugly fight between its co-founders and the board, following whistle-blower allegations of governance failures. The case helps demonstrate the importance of issues related to board succession (to ensure continuity) and board capital (to guide strategic choices) that are often overlooked.

Mahindra Financial Services (MMFSL) is an Indian non-banking financial services organization largely involved with financing of tractors, commercial, and passenger vehicles. The company is nearly 30 years old with a turnover of more than US$ 1 billion. MMFSL grew as an organization following a regional structure. However, with growth in business both in terms of volume and diversity, MMFL felt that the regional structure was creating constraints rather than facilitating its growth. Therefore, it undertook a restructuring exercise and adopted a product-based structure. The case describes the conditions that led MMFSL to consider the structural change, how it went about implementing the change and what was the impact of the structural change? The elaborate process that MMFSL adopted in implementing the change ensured that the transition was smooth and that the new structure created architecture for further business growth.

The (A) case describes the difficult situation Avon faced back in 2018 when a new CEO arrived.

In this fictional case, an associate director of business development at a gaming company is selected for a prestigious cross-functional innovation group. When one of her peers in the work group isn't able to meet his deadlines because of his heavy workload, she picks up his slack. But at the end of the project, she needs to give him a rating in the company's new peer-feedback system, and she's worried that if she's honest, it will hurt his career and cause trouble for her. Should she give him the low rating she thinks he deserves? Or should she give him a pass this one time? This fictional case study by Anthony J. Mayo, Joshua D. Margolis, and Amy Gallo features expert commentary by Dan Goldenberg and Aiko Bethea.

In this fictional case, an associate director of business development at a gaming company is selected for a prestigious cross-functional innovation group. When one of her peers in the work group isn't able to meet his deadlines because of his heavy workload, she picks up his slack. But at the end of the project, she needs to give him a rating in the company's new peer-feedback system, and she's worried that if she's honest, it will hurt his career and cause trouble for her. Should she give him the low rating she thinks he deserves? Or should she give him a pass this one time? This fictional case study by Anthony J. Mayo, Joshua D. Margolis, and Amy Gallo features expert commentary by Dan Goldenberg and Aiko Bethea.

In this fictional case, an associate director of business development at a gaming company is selected for a prestigious cross-functional innovation group. When one of her peers in the work group isn't able to meet his deadlines because of his heavy workload, she picks up his slack. But at the end of the project, she needs to give him a rating in the company's new peer-feedback system, and she's worried that if she's honest, it will hurt his career and cause trouble for her. Should she give him the low rating she thinks he deserves? Or should she give him a pass this one time? This fictional case study by Anthony J. Mayo, Joshua D. Margolis, and Amy Gallo features expert commentary by Dan Goldenberg and Aiko Bethea.

The 1999 strategic alliance between Renault and Nissan made this partnership the longest ever among large firms in the automotive industry. Together, the alliance partners are active in every important territorial market and in every customer segment worldwide.1 As the alliance was announced, automotive industry experts were very skeptical2 because both companies were having difficulties. The initial alliance partners started from weak positions as the collaboration was formed; however, today the alliance is a leader in electric vehicles,3 ranks among the top-three largest car manufacturers worldwide,4 and sold more than 10.6 million vehicles5 in 2017. Although the alliance encountered a number of challenges and difficulties over the years (e.g., increasing industry competition, pressure to generate synergies, the financial crisis of 2008, and recent trends disrupting the automotive industry), it has been extended over time, most importantly by the inclusion of Mitsubishi in 2016, as Nissan acquired a stake in its Japanese rival. Twenty years after its formation, the Renault-Nissan alliance is a prime example for strategic alliances because of its financial success in the past.

The case discusses the rise of a global chain of hotels that originated in India in 2015/16 and grew to become one of the top five leading hotel chains in the world in about four short years. The story of OYO's meteoric growth illustrates the power of technology to transform emerging markets and disrupt established industries. OYO represents a classic case of an organization that leveraged the fragmentation associated with emerging markets and used technology to bridge gaps across the value delivery model to offer a predictable customer experience. It believes a large part of the value it has created in India relies on its use of predictive analytics, big data analysis capabilities, and the integration of enterprise systems at variable scale to allow even the smallest of operators to be able to utilize valuable insights to take advantage of the boom in travel. Since its inception in India, where it has thoroughly dominated the industry landscape in terms of the number of hotel rooms it controls through its franchise/lease/manchise agreements, it has expanded into other emerging market countries such as Malaysia, Indonesia, UAE, Saudi Arabia, and China. It has been quite successful in these forays, barring some teething troubles that are typical of global expansion. However, as the case closes, the company had entered the developed markets of the UK, Japan, and had just arrived in the U.S., where it had made a large acquisition of a Hooter's hotel in Las Vegas, NV. The second round of expansion covering developed markets raises numerous questions regarding transportability of the model across two very different contexts, namely emerging markets, where the industry is fragmented, versus developed countries, where the industry is already dominated by famous brands.

This case deals with responsible business and the impact of firm actions on different stakeholders. In November 2019, the last operating units of the Navajo Generating Station (NGS) in Page, Arizona, were shut down. The plant was losing money and was no longer economically viable or necessary for Arizona's power grid. As the largest coal-fired power plant west of the Mississippi and one of the largest emitters of carbon dioxide (CO2) in the continental United States, the closure was seen by many environmental groups as a success for sustainability and climate change. For the communities that depended on the plant and associated coal mine for jobs and taxes, the impact of the plant closure was less positive. Although the air would be cleaner and water resources better protected, the plant and mine closures meant that the Navajo Nation and Hopi Tribe faced large cutbacks in their budgets. The plant and mine workers, almost all Native American, lost their jobs. The closure left a legacy of health issues on the reservations and unknown environmental issues from the abandoned coal mine.

In September 2019, Elliott Management (Elliott), a hedge fund manager and activist investor, disclosed that it had acquired a $3.2 billion position in AT&T and was seeking strategic and operational change. In a letter to the AT&T board, Elliott accused the company of becoming "a sprawling collection of businesses battling well-funded competitors, in new markets, with different regulations, and saddled with the financial repercussions of its choices." Elliott outlined the areas of concern and a set of recommendations, including divestments of non-core businesses and a cessation in acquisitions. AT&T must now decide if the recommendations are valid and what actions, if any, are warranted.

The economic woes of 2008 gave a boost to budget retailers such as Dollar General, Aldi, and these retailers have unleashed significant change in the retailing industry in general and the grocery business sin particular. The case focuses on the hard-discounters from Germany, Aldi and to a lesser extent on Lidl to describe their operating models and their relative impact on the strategies adopted by their US peers. The case provides a rich discussion of the industry environment in the U.S. grocery business and the key trends that were shaping organizational strategies. It follows with an in-depth examination of the cornerstones of the hard-discount model and how the German companies have been successfully implementing this approach in the U.S. As the case closes, the US retailers had started to respond to the new competitors while firms such as Aldi had moved more deliberately into the realm of service innovation to retain an edge over peers. It appeared as if the hard-discounters were trying to reach into the upper tiers of customers by tailoring their choices to suit such an audience. They were locating in richer neighborhoods, providing a more sophisticated product assortment, and some were even rethinking their store layouts. These changes seemed to be going against the grain of conventional budget operators. It remained to be seen whether the sources of competitive advantage built by firms such as Aldi would prove resilient against the much larger peers who enjoyed much greater advantages of scale and resources.

In July 2019, Pfizer announced that it would spin off its Upjohn division and merge it with Mylan, a specialty and generic drugs firm. Within Pfizer, the Upjohn business unit was a conduit for Pfizer drugs going off-patent. Divesting the Upjohn business would allow Pfizer to focus on innovative drugs and exit the generics sector. Combining Upjohn with Mylan would create a new company that would compete in branded prescription drugs, generics, biosimilars, and over-the-counter medicines. Cost synergies from the merger of $1 billion were projected. Under the terms of the agreement, each Mylan share would be converted into one share of the new company. Pfizer shareholders would own 57% of the combined new company and Mylan shareholders would own 43%.