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In August 2018, the managing director of Grace Castings Ltd. (GCL) was preparing for an upcoming board meeting. At the meeting, which was expected to take place at the company's head office in Ahmedabad, India, he planned to present the strategic plan for GCL's future expansion as well as chart the company's direction. GLC was a small mill that manufactured steel products, including structural bars, thermomechanically treated bars, angles, and channels. In fiscal year 2017-18, the fully family-owned business had a financial turnover of US$33.85 million. With the recent growth in India's steel industry, the managing director was considering various options for expansion. The first option was backward integration, which meant increasing the capacity of billet manufacturing by adding a 30-metric-ton induction furnace. The second option was to expand the business by adding a new power plant. The managing director had to decide whether to recommend one or both of these options or simply maintain the status quo and grow the company at a slow pace.

In 2014, the vice-president of Group Corporate Social Responsibility at Singtel, a Singapore-based provider of telecommunications products and services, was scrutinizing his proposal for the company's corporate social responsibility (CSR) transformation. He wanted to reposition Singtel's CSR approach to create greater social impact while demonstrating greater benefit to the company beyond promoting its branding and reputation. In doing so, he was mindful that the proposal would require greater financial investment on the part of the company. The proposal would also need to leverage the company's capabilities and partnerships and address the possibility of dropping its current beneficiaries. His team needed to convince the board of directors and senior management that the potential benefits of the proposed changes would be worth the financial investment and the possibility of reduced brand exposure.

Ellerines was a leading South African furniture retailer, with more than 1,270 stores; it was a household name in the country for 45 years and the main target market was the bottom of the pyramid, which was mainly driven by credit sales. In January 2008, African Bank Investments Limited (ABIL), a holding company of African Bank Limited (ABL), bought the Ellerines business with the aim of exploiting its credit customer base of a million names. ABL was one of the leading micro-financing banks in South Africa. The ABIL offer was the perfect opportunity for Ellerines to address the growing burden of regulatory compliance required under the new National Credit Act (NCA) and to possibly source capital at a lower cost, passing this on in part to customers through lower credit costs. ABIL set about implementing new strategic initiatives, mostly around centralizing the credit business with ABL credit unit and consolidating the brands across market segments. But these strategic initiatives proved disastrous for investors, employees and customers, with Ellerines and ABIL quickly showing abysmal results. On 7 August 2014, the iconic furniture retailer shocked the market by filing a business rescue process with the South African Regulator. On 10 August, ABIL itself was placed under curatorship by the South African Reserve Bank. How could these two reputable and profitable companies have failed so dramatically? Was this really a case of customers buying the credit terms more than the product?

Set in 2018, the case highlights the latest developments in China's retail industry, with a specific focus on online retail. The growing penetration of smartphones, rising popularity of social media, prevalence of trusted digital payment systems, and government policy to integrate the internet into the country's future social and economic development have set China on the course to be the global leader in e-commerce. Mobile technologies, big data, artificial intelligence, and the internet of things (IoT) technology have transformed the process of value creation and supply chain management for brands and retailers in China. In July 2018, Pinduoduo (PDD), a social commerce platform backed by Tencent successfully raised USD1.63bn in an initial public offering (IPO) in the US, making it one of the biggest US listings by Chinese firms in the previous four years. Established for less than three years, PDD's phenomenal rise to the number-three position in China surprised many in the industry, including market leaders Alibaba and JD.com. It developed a new online group purchase model, teaming buyers via social media and focusing on consumer demands from rural regions. Its steep growth underscores PDD's success to investors. As the company enters its post-IPO era,what are the strategic options for PDD to sustain its growth?

The case contains a discussion on Lesso Group, a leading construction material and home decor manufacturer in China, and its market entrance strategy to establish footprint in the retail space in the United States.

Job-search site iimjobs.com had evolved in the Indian recruitment landscape as one of the major players for premium jobs, spanning across mid-management and leadership roles, and across multiple industries. In January 2018, leveraging the database of job posts and resumes on its site, the company launched Calculus, a platform built using advanced talent analytics, to provide holistic and integrated talent management solutions. At the same time, market trends led the company to consider diversification into non-premium domains. The industry continued to grapple with the challenges of identifying critical talent to sustain growth plans, and talent management strategists were unable to base decisions on live, dynamic data points. However, the founder and chief executive officer of iimjobs.com faced several core concerns-the strategic implications of diversification into a non-premium job market and the expectations of the industry from a talent analytics platform. He looked at the talent analytics solutions provided by Calculus and considered: How far can the analytic solutions offered by Calculus meet modern human resources holistic requirements?

In July 2015, Tassal Group Limited (Tassal) announced the acquisition of De Costi Seafoods Company (De Costi) in a combination deal of cash and shares. The acquisition would allow Tassal to address a A$4.3 billion Australian seafood market that was much larger than the previously addressable salmon market of $700 million. Tassal had previous experience in species diversification. However, the environmental impacts of its major operations in Macquarie Harbour had been under the scrutiny of the Australian authority. Given the critical harbour issues, should Tassal continue to expand overseas? What were the motives to acquire De Costi? Did Tassal have sufficient capabilities and resources to cope with the high demand for Tasmanian salmon, particularly in the Asian market?

DHAN was a non-government organization (NGO) with a difference. It was neither a philanthropic institution nor a service organization but a development organization focused on grassroots development aided by professional management. At the same time, it had a clear vision of being only an enabling institution rather than a directing agency. Dedicated to the mission of poverty eradication through grassroots development action, DHAN had made a significant impact on the Indian scene by 2017. It had touched the lives of 1.5 million households during the course of its nearly 20-year journey and was poised to reach out to another one million households over the next five years. While DHAN initially drove two major thematic interventions to combat poverty, namely, community banking and water management, it made forays into several other domains such as healthcare, education and livelihood generation over a period of time in response to the dynamic requirements of the community of beneficiaries. This case focuses on the story of DHAN's foray into education; more specifically, its pioneering initiative to create an innovative model of management education, which was distinctly oriented to the needs of the development sector. It traces the genesis and evolution of Tata-DHAN Academy (TDA), the process of institution building and the steady and gradual unfolding of its educational model. Finally, the case homes in on the strategic dilemma TDA faces after an eventful 17-year journey, as it stands on the threshold of a new phase, and captures the complexity of the challenges it could encounter going forward.

In August 2016, Foxconn Technology Group (Foxconn) acquired a majority stake for US$3.8 billion in Sharp Corporation (Sharp), which was on the verge of bankruptcy. In addition to gaining more liquid crystal display (LCD) capacity, Foxconn was combining Sharp's advanced technology and marketing resources with its own to expand and move up the value chain in both research and development and brand building. However, the post-acquisition integration to realize such value-creation potentials faced several challenges, including the probability that Sharp's Japanese style of management might not assimilate well within Foxconn's organization. Now in 2018, what should Foxconn do to seamlessly integrate the two entities? How could Foxconn achieve its efficiency, cost, and innovation goals while moving toward becoming the technology leader and successfully creating its own global brand?

In late 2012, Shanghai Euclid Printing Machine Co. (Shanghai Euclid), a joint venture between a Chinese state-owned enterprise and an American multinational enterprise, was in the process of closing down. Established in December 1993, the joint venture had experienced successive rounds of downsizing over the past 18 years, dropping from an original high of 1,800 employees to a workforce size of 668 in 2012. In its place, a 100-per-cent state-owned enterprise would now be founded, and any employees and business activities that would be retained needed to be moved to this new enterprise, Shanghai Gutenberg Printing Machine Co. (Shanghai Gutenberg). The general manager at Shanghai Euclid had to make some difficult decisions about the strategic orientation of Shanghai Gutenberg. He also needed to come up with a plan regarding the remaining 668 employees, deciding whom he could retain and who would need to be laid off. Considering the importance of social harmony in the Chinese context, he also needed to determine how to conduct the workforce change process in order to cause the least possible disruption to employees and other stakeholders.

In June 2018, the president of Hongxuan Agriculture Group (Hongxuan), which operated in the Chinese egg industry, was aware that an ongoing trade dispute between China and the United States might affect both his industry and future financing for his company. The company he had founded in 2008 had grown dramatically over the past decade; it received high prices for the three billion eggs it produced each year, largely due to its branded marketing, its innovative product development, and its incorporation of new technologies into both farming and sales. The company's goal was to integrate its entire value chain and to meet an annual production target of five billion eggs. However, the industry was asset heavy and had not traditionally been attractive to investors. In order to raise funds for future development, Hongxuan's president needed to determine how to lower the industry price to reduce the company's revenue uncertainty and how to persuade investors and financial institutions to provide the financing he needed for stable future development. Were there innovative supply chain financial solutions the company could use?

Midtown Medical Centre, a family clinic operating two centres in the Indian state of Kerala, provided quality and convenient health care facilities to nearby communities. Founded in 2016 by six young entrepreneurs, the project had grown to two centres by the second year of operation, serving semi-urban and urban patients in the cities of Thrikkakkara and Aluva. In August 2018, the six entrepreneurs were considering expanding to a third centre, but they were unsure how to proceed. They were also unsure about the sustainability of the business model they had adopted for the clinic. They were aware of the importance of attracting new patients and having the appropriate space for the success of any health care clinic. Therefore, the six entrepreneurs were considering revisiting their marketing strategies to make them more effective.

Lonnie Bunch creates the National Museum of African American History and Culture (NMAAHC) with only half the federal support given to the first 17 Smithsonian historical or zoological institutions. Bunch, to borrow from the African American experience of creating "a way out of no way," raised more than the $250 million required in his capital campaign to trigger matching federal funds. In the face of traditional philanthropy that did not support "bricks and mortar" projects and despite racially-tinged patronization of his ideas to market the museum, Bunch, appointed as director of the museum in 2005, saw the museum open to international acclaim in 2016. It became the third most-visited museum in the Smithsonian system.

Athena Bancorp was founded in 2016 by Beth Daniels, a banking professional with 15 years of experience in the industry. Daniels took advantage of what she perceived as a gap in the market caused by recent industry consolidation, a decreasing industry focus on branch banking, and tighter lending standards. Athena has an aggressive growth goal-"to grow to 15 branches, with loans and deposits increasing by threefold over the next five years." However, the bank's operating philosophy centers on a high-touch approach, and it relies on dedicated, highly-capable employees who are willing to work long hours. Burnout is setting in at the branch level and morale is declining. Daniels and her leadership team are struggling to hire enough employees to execute this strategy. The case illustrates a company whose success is driven primarily by its human resources (HR) strategy. It also highlights the opportunities and challenges of operating a service business with a high performance/high commitment culture. The case can be used to discuss topics such as leadership, management, organizational culture, strategy, motivation, and entrepreneurs. It is recommended for upper-level undergraduate students or MBA students in courses focused on organizational behavior, general management, human resource management, leadership, or entrepreneurship.

Unlike any other European airline, Ryanair DAC had long experienced impressive growth and performance thanks to its well-designed and ruthlessly executed low-cost carrier business model. However, the limits of growth did begin to appear, at which time the company adjusted its business model with an increased emphasis on customer orientation. As a result, cracks in the business model appeared and labour issues came to the fore. While the media and industry analysts were focused on these challenges, Ryanair was undergoing a quiet digital revolution, shifting the airline's business model toward a technology-based travel platform. With the problems in the business model and a shifting business strategy, could Ryanair achieve the ambitious growth targets it set for 2024?

The case explores the journey of Fernandez Hospital (FH) and its evolution from a small maternity clinic to a tertiary-level hospital for women and children with a focus on accessible and high-quality healthcare in the areas of obstetrics and gynecology. Dr. Evita Fernandez, CEO of FH, was a vocal advocate of natural birth, contrary to the trend towards Caesarean section (C-section) deliveries seen in most hospitals across India. The case is set in the year 2014 and deliberates on the options that Dr. Fernandez had at different stages of FH's journey and the strategic decisions that she and her team made and implemented. It showcases the challenges FH faced in deciding what to do next while keeping its values intact. From studying the case, students will appreciate the need for organizations to develop a framework to help them analyze their current situation, establish priorities, identify opportunities, and make rational and well-informed decisions about the future. Dr. Fernandez had an expansive purpose of enabling safe deliveries in society at large. While an expansion of the existing hospitals may achieve this goal to the limited extent of enabling safe deliveries within her hospitals, it would not result in a much wider preference across the country for natural deliveries over C-section deliveries. The case ends with Dr. Fernandez and her team contemplating various options available to them.

This case follows Nate Jamison as he determines which business entity to form for his growing City Moving Company (City Moving) in Washington, DC. From the start, Jamison operated City Moving as a sole proprietorship while he bootstrapped the business. Eventually he was able to get his own truck and hire two steady employees, and the three hope to formalize a business partnership to expand City Moving so that all three men can lead their own moving teams. To document the new ownership agreement, the partners know they need to properly register City Moving as a business entity. But which one would best fit City Moving's needs?

Democratic institutions and other important decision-making processes in society have long been designed around the assumption that groups are better at making important decisions than are individuals. But, there is extensive research indicating that group decision making often falls short of its ideal-even when the stakes are high and consequences of the group's actions are substantial. This briefing note introduces three key biases that impede effective decision making in groups, and seven research-based strategies for mitigating biases in group decision making. Strategies discussed have been demonstrated to enhance the quality of decision making and avoid common pitfalls when making decisions in groups.

Roger Federer, widely regarded as the best tennis player in the history of the sport, walked onto the court to thunderous applause during in the second edition of the Laver Cup in September 2018. Named after tennis legend Rod Laver, the Cup pitted many of the greatest players from Europe against those from the rest of the world. Federer was more than one of the Laver Cup's main stars-he was an owner and co-creator. In fact, the idea for the event had originated in his boutique company TEAM8, which he co-founded in 2013 with his agent and business partner Tony Godsick. The Laver Cup's success had not gone unnoticed in the world of tennis. With traditional tennis tournaments such as the Davis Cup attracting new investors and with governing bodies such as the Association of Tennis Professionals planning to relaunch their team event, the competition for top players and for desirable slots on an already very full tennis calendar was stronger than ever before. Was TEAM8's Laver Cup well-positioned for long-term success?

The case demonstrates how Ant Financial, the leading Fintech company in China, carried out an innovative CSR project-Ant Forest and how the project creatively integrates social goals with business practices to create a significant social impact as well as strategic values. Ant Forest is an exemplar showcasing how an environmental initiative can synergize with the core competence of a Fintech company. For undergraduate or master students, the instructor can stimulate discussion on popular CSR practices and on how to improve their effectiveness by introducing creative designs such as gamification. For an in-depth discussion, the instructor can introduce the strategic thinking behind CSR activities and the implicit competition between firms and nonprofit organizations in delivering social goods.