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Helena Divišová (MBA, 2016) decided to return home to the Czech Republic soon after graduation to be near her father who became seriously ill soon after she started HBS. She had considered leaving HBS immediately to help run his business. But her father, who grew up in the Czech Republic when travel and overseas educational opportunities were severely limited, would not allow her to abandon her studies. Instead, Divišová's husband, Pavel Diviš, returned to help with the family business while she completed her MBA. She also gave birth to their first child in April, just before graduation. And so, the decision to return to the Czech Republic seemed obvious; her immediate family would be together and she would be able to be with her extended family during her father's illness.

In 2019, two Cuban entrepreneurs discussed their growth strategy, given the regulatory framework instability, for private companies, in Cuba. Experiencya Cuba offered car and apartment rentals, airport pick-up, and tours around the island, all conducted in perfectly restored American cars from the 1950s.

This case explores one company's attempt to experiment with a different underlying model for a capitalist enterprise. Brunello Cucinelli, S.p.A. is a leading manufacturer of luxury fashion apparel. Despite being a publicly traded enterprise with annual revenues exceeding 500 million, the company follows a somewhat unique human resource and cultural model. The company's founder, Brunello Cucinelli, has striven to create an enterprise that follows principles of what he calls "humanistic capitalism". Human capitalism, according to Cucinelli, means pursuing growth and profitability in a "gracious way." At the company, humanistic capitalism manifests itself in a very specific set of policies and behavioral norms. Workers are paid wages that exceed 20% of the market norms; the workday (even fore senior executive) is limited to the hours of 8:30 AM to 5:30 PM; emails are not to be sent after hours or on weekends; lunch breaks are one and half hours long to allow workers to have lunch at home should they choose. There are also strong cultural norms emphasizing respect and dignity. As part of this culture, employees are expected to keep their workspaces clean; eating at desks is not permitted; water can only be drunk from cups (not bottles,); speaking should be done in hushed tones so as not to disturb colleagues. None of these cultural norms, however, are explicitly described in any written documents. The company has adopted this model in both its Solomeo, Italy headquarters and in its North American headquarters located in New York City.

Baroo CEO Lindsay Hyde was facing unrest from the board of her pet services startup in August 2017. One board member (and lead investor) was alarmed that Baroo's growth was slowing while it's appetite for funding was accelerating. Hyde wanted to hit the gas and continue expanding to new cities, which meant she needed to raise venture capital. How could she convince the board and potential investors that the business opportunities were too good to pass up and an infusion of capital could help her steer Baroo through the speed bumps?

The case focuses on the initial startup team and Founders' agreements. In March 2018, Sanchali Pal proposed renegotiating the informal founders' agreement and equity split she and her co-founders had drafted the previous spring. They had been working together for over a year to solve one of the most complex and urgent problems of our time-global warming. Their company-a technology platform that enabled users to track and improve their carbon footprints on their smartphones in real time-had grown from their individual passion to combat the looming climate crisis. In the past year, their approach had been validated multiple times at different national clean energy competitions. But beneath external success, internal frictions threatened the team. Differing expectations and overlapping roles and responsibilities sparked frustrations between the co-founders and Pal began spending a considerable amount of time mediating their disagreements instead of focusing on the business. The case ends as the co-founders are meeting to discuss 3 core issues: 1) How to re-divide equity-what changes should they make to their original agreement? 2) How to establish clear roles, titles, and decision-making rights so that they could function effectively as a team. 3) How to allocate spending cash. Each grappled with key questions: Did they still trust one another? Did they feel respected? Could they renegotiate an agreement in a way that everyone could accept?

This field-based case offers the experiences of a historic winery in Tuscany, Italy, to set the stage for how the leader's philosophy affects all aspects of the company, as well as how those practices create the culture of an all-female-staffed organization. The situation provides an opportunity to explore and connect the relationship among the leader's values, the actions she takes, and the impact of those values and actions on how the organization works. The case opens with the owner of Casato Prime Donne and Fattoria del Colle wineries, Donatella Cinelli Colombini, reflecting on strategic plans to increase production, build a warehouse, and grow the estates. In the long term, she would have to decide when a good time might be to step down from the business and pass it to her daughter. Had she built a self-managed team that could continue to grow the business and build future relationships between the wineries and tourism? Was her business sturdy enough to stand on its own when she left?

Adopting a 100 percent direct operations model, Haidilao (HDL) previously lacked experienced restaurant managers, who were deemed as the company's core talent. The founder Zhang Yong designed a profit-sharing mechanism that not only motivated restaurant managers effectively, but also facilitated mentor-protégé relationships. After two years of execution, the company achieved high-speed expansion and formed a core talent pool for the future. Zhang Yong is not resting satisfied with HDL's China market success, but rather aims to introduce the hot pot dining experience in overseas markets, especially to local mainstream customers. However, would HDL's incentive system work as well in different cultures? Another issue is food safety concerns. HDL has invested heavily in a smart restaurant with an unmanned kitchen in Beijing; could that be the solution?

As a Chinese technology corporation founded in 2010, Cheetah Mobile (CM) formally launched its overseas strategy and entered international markets in 2012. As a born-global firm, CM moved forward along the path of internationalization and achieved success in international markets soon after its establishment. The case illustrates how CM faces and solves cross-cultural conflicts.

This case follows a man named Jaime as he considers options for obtaining furniture for the new apartment he and his brother, Angelo, have leased. Jaime would like a new couch, a coffee table, and a TV to improve their living room, but his $2,000-a-month income at an auto shop and lack of savings means he will have to make some difficult choices. Angelo suggests that Jaime construct a budget and only acquire one piece of furniture at a time. Because he has no bank account, credit card, or credit score (to his knowledge), Jaime believes he will not qualify for some of the furniture deals advertised in the bigger department stores. As a result, Jaime explores rent-to-own financing, which does not require a credit check.

CarMax, based in Richmond, Virginia, is the largest retailer of used cars in the United States. Over the past several years leading up to 2019, CarMax has undergone a major digital transformation, integrating agile, lean, and user experience (UX) design best practices to become a customer-centric, product-driven organization. In this case, CarMax is facing new competitors (e.g., digital native players Carvana and CarsDirect), changing consumer shopping behavior, and technological advancements in electric cars, autonomous vehicles, and ride-sharing platforms. In order to maintain its dominant position in the used-car marketplace, CarMax must continue to evolve from a traditional brick-and-mortar model marked by legacy corporate practices (such as annual roadmaps and budget cycles) to a product-focused, omnichannel experience that delivers significant value to its customers.

BerkShares is a local currency in western Massachusetts and is a project instituted by the Schumacher Center for a New Economics and BerkShares, Inc., which seeks to foster local and resilient economies. Along with the BerkShares project is the Entry to Entrepreneurship (E2E) Program which aims to develop local entrepreneurs to create local businesses that serve the local economy. Both of these initiatives focus on helping the Berkshires region become as economically self-sufficient as possible. Ultimately, the vision is to create a local currency that is backed by a local basket of goods and not the US dollar. Set in 2019, this case allows for a discussion of the impacts that big-box retailers (and more recently, online retailers) can have on the economy of small towns, generally damaging local businesses and the jobs, tax dollars, entrepreneurial spirit and civic leadership that they create. The case also explores what can be done to avert that outcome by examining the merits and success metrics of a local currency, the importance of a local supply chain of businesses, and the need for more self-sufficiency within local economies. It is challenging to keep an economy truly "local" in today's world and mechanisms like local currency face significant barriers to survive, much less scale, in a globalized economy.

In 2018, the acknowledged saviour of Nissan and the creator of the 19-year-old cross-shareholding Renault-Nissan alliance was accused by the Tokyo Prosecutors Office of understating his compensation and of using company resources for personal gain. The arrest of the former chairperson of Groupe Renault, Nissan Motor Co. Ltd., and Mitsubishi Motors brought to light weak governance practices at Nissan and challenged the state of the tripartite alliance. How could Nissan restore investor trust and prevent the recurrence of another scandal? What would happen to the alliance? Convicted or not, could the saviour himself ever recover from this scandal? Was he indeed a hero or a villain?

Karl Jan Erick Hummel had founded Paradigm Capital Value Fund in 2007 together with Columbia Business School Professor Bruce Greenwald, an expert in value investing and now chairman of the fund. The fund followed the principles of value investing to their target universe: publicly traded companies with market capitalization between €100 million and €4.5 billion based in Germany, the Nordic countries, the U.K., and Ireland. Hummel and Greenwald believed they had developed an investing edge in that universe, ignored by large U.S. and U.K. based funds, through deep research and by locating their headquarters close to companies and their management. Hummel and his team of six analysts were based in a small suburb of Munich, Germany. Paradigm Capital Value Fund was highly concentrated, with 60% of its assets invested in four stocks, and held its positions for long periods of time. Hummel had to decide if it was time to divest from one of their main investments, a German manufacturer of roll-over car washing systems, and instead invest in a German truck equipment supplier. At the same time, Hummel was concerned by how to grow the fund.

Apex Ski Boots has introduced a new ski boot that, due to its radical design, is meeting resistance in the marketplace from many retailers, ski experts, and consumers. The company must decide how best to drive sales in the face of this resistance.

Launched as a private brand in 1980 to counter the increasingly brand-conscious consumer in Japan, MUJI offered beautifully designed, fairly priced, no-frills quality goods. The once modest private label brand with 40 products had expanded significantly by 2019 to more than 7,000 products with more than half its 975 stores outside its home market in Japan. It had even expanded into the service industry, opening hotels. President Matsuzaki of Ryohin Keikaku, MUJI's operating company, was charged with reorganizing the product portfolio and prioritizing new initiatives, tasks complicated by the absence of a clear definition of "MUJI-ness," the meaning of which had always been intentionally left open.

This case features Monica Issar, then Global Head of J.P. Morgan Endowments & Foundations Group in the Private Bank. In just five years, she and J.P. Morgan have grown the Outsourced Chief Investment Officer (OCIO) business from $5 billion in AUM from primarily family foundations to $30 billion AUM of institutional capital. Increasingly, clients are requesting guidelines that reflect not only their risk and return preferences, but also their social or environmental preferences. Monica Issar contemplates a variety of strategic questions around how best to engage clients and their needs moving forward on these non-traditional financial dimensions while balancing the bank's fiduciary role.

In 2018, AB InBev faced a difficult decision: whether to keep its $8 billion dividend program or cut dividends either partially or in full. This case facilitates a theoretical discussion and practical application of dividend policies and their role in value creation for firm stakeholders. Students gain experience formulating a dividend policy and understanding its effects on debt, cost of capital, and company valuation. A widely recognized global leader of the beer industry, AB InBev had built a global presence and a broad brand portfolio through carefully selected mergers and acquisitions of brewers, from small local craft breweries to large multinationals. 2016 marked the epitome of AB InBev's success-the company had successfully completed the acquisition of SABMiller. This $104 billion merger was enabled by the largest corporate bond offering to date-$61.9 billion. But in October 2018, the financing side of this landmark deal had become the pain point for the company's management. Unexpectedly deteriorating economic conditions in Latin America, fluctuations in commodity prices, and changing consumer tastes slowed the growth in the company's EBITDA, undermining its ability to delever. The company's persistently high debt levels became the talk of the town, and the corporate treasury team was certain that leverage would have to be brought down to move AB InBev's price in a positive direction. But what sounded very simple was not an easy feat. Cutting dividends was one of the avenues AB InBev could pursue, but was it the best one? This case has been successfully taught at the University of Virginia Darden School of Business in the Financial Policy module of ""Financial Management and Policies,"" a course in the first-year MBA core curriculum.

CavinKare Private Limited (CavinKare), a FMCG company was founded by Chinni Krishnan Ranganathan (CKR) in 1998. With the rapid growth of the organization, the spirit of entrepreneurship had given way to bureaucratic functioning. In 2012, CKR undertook a series of human capital interventions aimed at rejuvenating the organization and at aligning performance goals at different levels to the larger organizational strategy, bringing in the right people, providing them the right resources to succeed, and creating the right incentives for performance excellence. New systems and processes were introduced for employee selection, setting clear performance expectations, review & assessment, training & development, compensation and rewards & recognition. The changes enhanced CavinKare's growth and the company registered a double-digit growth while the industry average hovered around 4-5%. Though the company had effectively implemented a range of human capital systems and processes, CKR believed that the culture and mindsets still lagged. There was a need to ensure that the cultural fabric had to be aligned to the intent of creating performance excellence by being entrepreneurial, innovative and learning-oriented. CKR wondered how to address this unfinished agenda of building human capital.

In 2015, Mauricio Macri became President of Argentina and declared solving the energy crisis one of his top priorities. When Macri attempted to raise utility tariffs, however, he faced loud protests from citizens. In search of solutions to growing shortages, the government seized on Argentina's still largely untapped, but potentially vast renewable energy sector and created an ambitious program called RenovAr (renew in Spanish). By 2016, the country's share of renewable energy stood at less than 2 percent of the power mix. RenovAr's goal was to raise that percentage to 20 percent by 2025. An ambitious plan for an economy still reeling from the 2001 default. This case describes the business friendly Macri administration's strategy to attract private investment in the nascent renewable energy sector, under challenging macroeconomic conditions. Sequel is forthcoming.