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Rakesh Sarna, MD and CEO of the Indian Hotels Company ltd (IHCL) was faced with the challenge of leading and embedding changes in IHCL to turnaround its trajectory. IHCL and its subsidiaries, headquartered in India, were a venerable hotel chain, collectively known as Taj Hotels Resorts and Palaces, and colloquially referred to as Taj Hotels. Taj Hotels, revered across India for their values and renowned for their hospitality, had been plagued with performance challenges since Dec'08. It was August 2016, nearly two years since Sarna had been recruited from the Hyatt Hotels Corporation, with a mandate to revive the flagging fortunes of Taj Hotels. Having introduced a number of changes, Sarna reflects on progress made and next steps required.

For the last 50 years, the Economic Development Board (EDB) has been one of the key pillars of Singapore's economic success. The story of EDB's strategies through each period of Singapore's development is well documented. However, much less has been written about EDB the institution - the EDB strategy, leadership, culture, and mindset that allowed EDB to make the necessary shifts to innovate and create economic value for Singapore. This case study describes the development of EDB the institution, against the backdrop of Singapore's economic development.

The case describes the efforts of Group Audit at DBS Bank Singapore to enhance the value of services it offers to the organisation by adopting various methodologies that would make Internal Audit (IA) more effective. The case specifically focuses on Agile Auditing practices that was implemented on a pilot basis in 2016 as a part of Group Audit's Future of Auditing initiative, which was aimed at making IA productive, proactive, predictive and preventive. It demonstrates how introducing agile practices to IA can help overcome the limitations of traditional auditing practices, and also assesses the additional benefits of agile auditing. It also discusses the strategy used by the Internal Audit team to gain stakeholder engagement and support to implement agile auditing within the organisation and examines the tools used by the team to assist in executing agile auditing. It elaborates on the SCRUM framework adopted by the team and the technology enablers that enabled the DBS internal audit team to execute their pilot Internal Audit projects successfully. Finally, the case highlights the advantages that agile auditing brought for DBS Group audit, and provides insight into how an agile approach to auditing can be successfully adopted in an organisation with minimal disruption within the existing team setup.

Based in 2017, the case describes the entrepreneurial journey of a social enterprise (SE), Yangon Bakehouse (YBH), in Myanmar. Established in 2012, YBH's primary objective was to address the socio-economic development issues of disadvantaged women in Myanmar. The enterprise was based on a self-sustaining model, and ran a revenue-generating restaurant and catering business to help support its social mission. YBH recruited minimally educated women who lacked stable income for a seven-month multiskilling training programme that provided culinary skills for employability, and life skills related to healthcare and financial decision-making. The apprentices were also assisted in securing placement across cafes, restaurants and bakeries. The restaurant and catering business served a dual purpose by providing on-the-job training in a practical setting, and generating income to sustain the training program. The enterprise was a success, and by 2017, YBH had managed to train and place 91 women. Additionally, it ran two kiosks, one café, a centralised kitchen, a training centre and an office. However, sustaining this growth was proving to be a challenge given the highly skewed real estate market, restrictive loan policies, and lack of legal recognition of SEs in Myanmar. Furthermore, with three of its four partners' being expatriates, the longevity of the enterprise was under question. Would YBH be able to transition to local leadership and management? Most importantly, would the social enterprise model continue to be relevant in the changing Myanmar?

The case is set in December 2017, in Dhaka, Bangladesh, and describes the journey of a mobile financial service (MFS) provider called SureCash in Bangladesh, and the various facets of the MFS industry in the country. The MFS industry in Bangladesh is perceived to be oliogopolistic. While this is a difficult market for a new entrant to get into, it is not yet a saturated marketplace. This is primarily because a considerable part of the population in the country still remain 'unbanked'. Amidst two significantly large players in the MFS market in Bangladesh, smaller players like SureCash have tried to create a niche by associating themselves with education fee collection initiatives, salary disbursement programs and government led projects like the Primary Education Stipend Program (PESP) launched by the Government of Bangladesh. While associating with large scale projects like PESP has its own advantages, taking up such large scale creation of MFS accounts has several challenges as well. The case on SureCash encapsulates this story by elaborating on the difficulties faced by the company in digitising the PESP initiative and opening accounts for more than 10 million mothers. This had helped the company to promote Financial Inclusion in rural Bangladesh for a section of the demographic who were less likely to have access to formal financial services than their male counterparts. Notably, Bangladesh is a country where a significant percentage of the total population still remained 'unbanked'. What remained to be seen was whether SureCash could keep the mothers engaged in their MFS platform over the long run? Also what could be the best strategy for SureCash to grow their presence in Bangladesh?

Zilingo, a play on the word 'Zillions', is an online e-commerce platform for selling fashion products and was founded by Ankiti Bose and Dhruv Kapoor in Bangkok in 2015. Established with the vision of providing the small seller in South East Asia with an efficient online platform to sell their products, Zilingo had grown 25% month-on-month in its second year of operation. The Zilingo e-commerce platform is driven by data analytics-driven research tools to enable small sellers to target demand from customers and drive sales efficiently. Reports generated by the platform encompass buyer statistics, supplier statistics, fashion trends and buyer preferences. Suppliers can manage logistics through third-party logistics partners available on the platform, and better sell their products by using the myriad tools available on the mobile-friendly app to upload images of their products, manage inventory, schedule pickups, track orders, consult on price-setting, and even liaise with third-party loan providers. Zilingo had also built a significant consumer base by December 2017, with seller hubs in Hong Kong, Korea, Vietnam, Cambodia, Indonesia, Thailand, Singapore and China. The company had also proved to be one of the fastest growing e-commerce businesses in South East Asia and had been able to raise substantial funding (US$27 million) within its first two years of operation. In April 2018, the company had raised US$ 54 million in funding, making it among the top ten funded startup companies in Singapore. The company has also launched its B2B product in the US market in line with its market strategy of quickly growing its customer base as well as its geographic base.

Structo is a technology start-up conceived by Huub van Esbroeck and six other mechanical engineering undergraduates from National University Singapore (NUS) in 2014. The founding team at Structo had built a prototype of a 3D printer which could print four times faster than the 3D printers available in the market within the same price bracket. After building their proof-of-concept machine, the team had approached 3D printing service bureaus to sell their product. They discovered that their printer had to be heavily customised to meet the diverse needs of various printing jobs performed by service bureaus. Structo was a small start-up with limited funding and resources, and hence building customised printers was a nonviable business model for the firm. The company had to either find a new target customer base or identify large funding partners to sustain its business. Coincidently, the Structo team received a phone call from a dental practitioner in Singapore and discovered that their printer could meet the needs of dental practitioners with virtually no customisation. The 'Eureka' moment provided a new burst of enthusiasm. However, Structo soon discovered that unlike its first customer, most dental practitioners approached dental labs for their 3D printing needs. The Structo team pivoted their business model to suit the needs of dental labs, and the business took flight. By 2018, Structo's business had grown significantly. The company had also forayed into 3D printing materials business and started building its material. However, the company's medium-term goal and primary focus were to grow in the dental market. Structo was gradually transitioning from start-up phase to a growth phase in its entrepreneurial journey. Van Esbroeck now wondered how Structo could scale its business rapidly. How could Structo prepare itself as an organisation for the next stage of growth?

Rob Rosenstein, the co-founder of Agoda.com, had a difficult task ahead of him. Agoda had been acquired by a global online travel giant - the Priceline group in 2007. The terms of the acquisition were based on a three year earn-out period following which Priceline would pay Agoda the bulk of the acquisition pay-out. However, by 2008, Agoda was in dire need to improve its revenue figures, and the Priceline Group's board was pessimistic of Agoda's chances of hitting its earn-out targets. The general assumption was that the Asia based start-up's assets would be gobbled up and integrated into the group as part of its much larger and profitable western brand. Rosenstein, however, believed in the strengths of his company - a venture he had co-founded with Michael Kenny in 2005 in Singapore. Agoda.com was one of the first online travel platforms in Asia to build its business globally and attract travellers from all parts of the world. By the late 2000's however, Agoda had lost its dominance in Asia, with the emergence of global players in the market and rising competition from Chinese online travel agencies (OTA's). Other challenges like technology disruption, a fragmented and diversified Asian market, unstable political environment in Thailand (Agoda's largest office was in Bangkok at the time) and difficulty in attracting the right talent, obstructed its growth path as well. In December 2009, heightened concerns over the future of Agoda prompted Rosenstein to sit with his team and formulate a strategy to enable Agoda to hit its earn-out targets within the stipulated three year period ending in 2010. How could Agoda grow its business and revenue? How could it improve on its marketing strategy, further build its supply and attract more consumers to make bookings on its website? How could Rosenstein make the acquisition work?

In late 2016, the entrepreneurial founder of Mental and Natural Company, a digital multimedia company in China, wanted to have ready access to China's best multimedia talent and expertise, but without burdening the company with an excessive number of employees. The entrepreneur and his team were developing a cloud-based multimedia crowdsourcing and collaboration platform, which would allow the company to quickly and easily crowdsource the needed freelance talent from around China. Yet, even before the platform was fully up and running, a new growth opportunity presented three possible options for the company to pursue. The entrepreneur and his team had just three weeks to decide on which option best fit the company's existing business model, made best use of its resources, and was the best choice to secure the company's future.

Webasto Roof Systems, Americas, the North American subsidiary of Germany-based Webasto Group, limped into 2014 in poor financial and operational shape. The company's early optimism emerging from the financial downturn had proven naive, and now, five years later, the company was consistently losing money, and was battling severe operational challenges affecting quality and threatening customer relationships. Furthermore, senior leadership had completely turned over three times in the five year period. Now, the new--and young--leadership is attempting to navigate that crisis, and repair the organization, with an organization full of skittish and disengaged employees. Philipp Schramm, the new CFO, must figure out how to enact positive change with a team of unenthusiastic employees, and a near-toxic culture.

Cotopaxi, an innovative outdoor gear business targeting millennials, focuses on profit and social impact. This registered benefit corporation was formed by Davis Smith who coalesced his experiences as a Wharton MBA student along with professional knowledge from an unpaid internship in Peru and his previous e-commerce startups in the US and Brazil. Cotopaxi's social cause is fighting global poverty; their target is to donate 10% of their profits but as a new capital-intensive business they give 2% of their revenue. Their income streams are mainly direct to consumer sales along with corporate sales and a special experience based event-Questival. Their direct to consumer model lowers costs compared to competitors and allows Cotopaxi to offer lower prices, but they face a challenge in positioning their products as high quality.

In January 2017, a Canadian farmer and entrepreneur faced a challenging decision about the future of his two businesses: a farming operation and a trucking operation. After the hectic 2016 farming and trucking season, he began to compare his 2016 and 2015 financial statements for the farming business, Meakin Farms Inc., and the trucking business, Meakin Industrial Ag Corp. While both organizations remained viable, he wondered what he should do for 2017 and beyond, given the unique structure of the businesses and the vast uncertainty of the agricultural industry. Should he pursue an expansion, a contraction, or should he maintain the current levels of business? He needed to identify a strategic direction that would balance the size and scope of his businesses while accounting for environmental risks.

Nanjing Gaoke, a Chinese state-owned enterprise (SOE), has reformed itself into a listed company in China's emerging capital market with a strategic focus on equity investment in high-potential emerging companies, enabling the SOE to effectively leverage financial resources and expand its business portfolio into diversified industries. After merely 25 years of history, Nanjing Gaoke has built up four core business sectors for its investments: urban real estate development, pharmaceuticals, finance and venture capital investment. Its shareholder equity capital has increased by more than 1,000 times compared to its original paid-up equity capital. Since the Nanjing municipal government has been the major shareholder of Nanjing Gaoke, the state-owned asset has also increased substantially with Nanjing Gaoke's business portfolio expansion. With the increasingly diversified investment portfolio managed under the structure of a listed company, Nanjing Gaoke is no longer a typical SOE but a government-controlled shareholding company fully integrated into the market economy. Its multi-tier investment system under varying organisational structure of ownerships has enabled itself to deviate from the direct control of the government's State-owned Asset Supervision and Administrative Commission and manage its asset portfolio more efficiently by following changing market conditions.

On January 18, 2016, the chief executive officer and chief technology officer of Geosoft Inc. (Geosoft) met in Toronto, Canada, with the company's executive team and regional directors for a critical three-day strategic planning session. Geosoft was a privately held, employee-owned, mid-sized global company that worked to help earth scientists and explorers make discoveries through innovative data solutions and services. The focus of the meeting-a new technology strategy to protect Geosoft from the impact of a global economic downturn affecting its primary markets-was pivotal to Geosoft's current and future growth. This new strategy, known within Geosoft as the digital intimacy strategy, would radically change the way the company communicated with its customers. Geosoft's customers were located in five major geographic regions: Latin America, Africa, Australia (including Asia), Europe, and North America. Rolling out the strategy demanded seamless communication of change to multiple stakeholders in vastly differing cultures across five continents. The new digital intimacy strategy was planned for rollout in September 2016 with implementation in 2017. For the new strategy to work, communication was crucial.

In 2016, a recently retired artilleryman from the Canadian Armed Forces was planning his next steps as a civilian. He had always been passionate about healthy lifestyles, and his sense of entrepreneurship led him to consider the viability of launching a series of fitness boot camps, based on different skill levels and age groups. He saw this boot camp idea as a way of providing health services to a group of clients who were already interested in exercise but who might become more involved if their fitness activities were held outdoors. He could either launch the boot camps on his own or partner with a small local gym. He needed to earn $2,000 after all expenses per month from May to August each year for the business to be feasible. The gym offered him cost-saving options, but was he ready to share his revenue with a partner?

In November 2016, Arun Madhok, CEO of Suntec Singapore (Suntec), a premier convention and exhibition centre in Singapore, was looking at processes in which productivity could be improved. The global MICE industry was becoming increasingly competitive. Suntec's strategy was to capitalise on its good location while providing a premium venue and good service. Singapore's pro-business and safe environment were positive factors for MICE organisers, and Madhok partnered with the Singapore Tourism Board (STB) and other local industry participants to attract them to the island. Suntec had recently undergone a major renovation to integrate new technology into its building design. Madhok made use of the downtime to improve his food quality and presentation by sending his staff for training at top hotels. Operationally, many companies were affected by government regulations that introduced quotas for foreign workers. Madhok began a productivity push to review the company's processes, beginning with dishwashing. A designated dishwashing area would be leased out to a vendor, who could solicit business from F&B outlets throughout the Suntec Mall. It proved to be a success as Suntec's dishwashing costs decreased and new checks were introduced to ensure the cleanliness of the items. Madhok was now keen to seek other process innovations.

This case explores the introduction of fleet management in the construction industry by the premium power tools manufacturer Hilti in 2000. Following its customers' needs, Hilti moved from selling power tools to leasing them as a service. The introduction of the new business model contributed significantly to the success of Hilti, since it sustainably differentiated the company from its competitors. For instance, the adoption of fleet management resulted in customer loyalty levels five times higher than under the dominant business model Hilti had formerly employed, and over-proportioned profit contribution at Hilti. Hilti's Chief Technology Officer described the importance of the innovation as follows: "Hilti developed many very innovative and successful products over the years, but they paled in comparison with the fleet management business model, which was the most important innovation in Hilti's history." All told, Hilti, which had about 22,000 employees and made about 4.5 billion Swiss Francs (or $4.589 billion USD) in sales in 2015, managed 1.5 million tools under fleet management contracts in 40 countries, resulting in a contract value of more than 1.2 billion Swiss Francs (approximately $1.4 billion USD). Case A describes the strategic decision-making process regarding the introduction of fleet management in its early planning stages. Case B (separate) tackles the implementation and scaling process of fleet management over the years and explores current challenges facing the BMI.

Josie Sung and Greg McNamara founded Denver-based Lighthouse Systems in 2006 shortly after graduating from the Stanford Graduate School of Business in 2005. After exploring several ideas, they landed on a technology solution for helping large corporations better communicate with their customers. However, after running into a few roadblocks in the early days, the company pivoted as it learned more about its customers' needs. Now, almost seven years after its founding, Lighthouse had finally found its sweet spot with the launch of a mobile-based app that would allow companies to deliver valuable content to their employees (similar to a company intranet) via any electronic device. By the spring of 2013, Lighthouse had gained steady momentum, with 30 percent quarter-over-quarter sales growth, and it was on track to reach $150 million in revenue by year end. With the potential to really take off, Josie and Greg decided it was time to bring on a senior sales executive to drive revenue growth to the next level. In November 2013, Tristan Jones joined Lighthouse as the company's vice president of sales and quickly made a significant impact on the organization. After closing one of the company's largest deals in 2014, Tristan delivered outstanding results throughout the first half of 2015, and served as a valued member of Josie's eight-person management team. However, Josie is faced with a challenging situation when Tristan violates the company's gifting policy on more than one occasion. Should she find a way to accommodate her best salesperson so as to not sacrifice company performance, or terminate her top performer and deal with the fallout that will inevitably follow?