個案總覽

以手機為主的直播平台，掀起自媒體的熱潮，從2016年開始在台灣興起一陣熱潮。由於A直播平台以打賞為主的商業模式獲得快速的成功，引起其他以類似YouTube廣告模式為主的平台加入競爭，本個案探討主要競爭者B平台對於A平台發動一連串的直播主爭奪戰，B直播平台挾著新募集的豐沛資金，仿效A平台的成功經驗及策略做法，以放大數倍資源的方式，透過模仿與挖角快速成長，直接威脅到A平台的生存與發展。面對競爭對手的直接攻擊，在策略會議上，主張迎頭痛擊或另闢天地的主管各執一詞，A平台應該要如何回應B平台的挑戰？

Following the 2008 China milk scandal, Chinese infant milk formula products were regarded as unsafe, and Chinese consumers were preferring to pay high prices for the products of foreign brands. As one of the few companies not involved in the milk scandal, China Feihe Limited (Feihe) was able to maintain steady growth in product sales in the medium- and low-end market, but it did not have a differentiation advantage over foreign brands; therefore, its sales results in the high-end market were poor. In 2015, Feihe carried out a strategic transformation and repositioned its brand proposition, which led to increased customer value. The company also launched a new product series, which allowed it to create a competitive advantage. In 2019, Feihe was listed on the Hong Kong Stock Exchange. However, other brands started to imitate Feihe in developing products that were suitable for Chinese babies, which made investors doubt whether or not Feihe could maintain its competitive advantage. What action should Feihe take to maintain its competitive advantage and its position in the market?

In 2017, the chief executive officer (CEO) and chief financial officer (CFO) of Swiss-based BauZentral, a privately owned family business, faced a restructuring challenge. BauZentral produced and sold electrical systems, plumbing systems, and smart security and energy solutions. In 2014, when the current CEO took over from his father, the company needed to address the growth associated with its successful international acquisition strategy. However, the firm’s historical structure maintained tight family control, which needed to change to address the realities of the international expansion. The CEO and CFO recognized that the firm had too many different regions with different market conditions, products, and competitive environments to be effectively run from the head office. The CEO and CFO planned to use the family constitution and the firm’s financial targets as criteria to devise a governance system to align the interests of management with the interests of the family owners. Their aim was to restructure the organization to achieve the firm’s goal of becoming a global supplier while also respecting the family’s values. What type of new governance and compensation structure should they design for the firm?

The Sunshine Foundation of Canada (Sunshine) was a national, Canadian-focused, self-funded charity established in 1987 and headquartered in London, Ontario. In the second half of 2020, the chief executive officer (CEO) and president was deciding how to create an effective email template that would serve the larger organization as the first point of contact for potential donors. Sunshine’s relationships and donor pipeline were the organization’s lifeline, and with strong competition in the non-profit milieu, the CEO knew securing funds in the individual-giving category would be difficult. How could she outline Sunshine’s differences and highlight why the prospective client would be interested in becoming a donor? How could she convert these prospects into new Sunshine donors?

As 2019 ended, the founder and chief executive officer of Nudestix Inc. (Nudestix) had overseen phenomenal growth during the firm’s five years of operation. However, the company was about to encounter a series of issues as a result of the global COVID-19 pandemic that resulted in lockdowns, stay-at-home orders, and closures of non-essential businesses around the world. Nudestix, like many companies, suffered a severe decline in revenue. How could the company respond to this crisis in a way that would minimize its losses?

In 2020, the head of the Union of European Football Associations (UEFA) Academy, faced some tough decisions surrounding co-creation initiatives. The UEFA Academy was founded in early 2019 to address the learning needs of the football world with the aim of advancing the game. Since its inception, the UEFA Academy had been enthusiastically received by the sporting world. However, in pursuit of constant improvement, the head of the UEFA Academy wondered whether the use of co-creation could bring innovation and excellence to the UEFA Academy’s programs. Which key stakeholders should the UEFA Academy involve in this initiative? What factors should be considered when formulating the UEFA Academy's value co-creation strategy? And what co-creating activities should the co-creation initiative focus on?

In May 2020, Chinese state-owned Shandong Gold Group was attempting to acquire the Canadian gold mining company TMAC Resources, whose gold mines were located in the High Arctic. If this acquisition took place, it would be the first time Shandong Gold Group would operate a gold mine outside of China. However, it would be a challenge for Shandong Gold Group to operate a mine in such a hard-to-navigate polar environment. As well, there were other lingering questions: How would the company handle the relationships with the indigenous Inuit people during the development stage of the project? Would Shandong Gold Group’s potential acquisition of TMAC Resources be successful, considering the Canadian government’s recent strengthening of its reviews of foreign acquisitions of Canadian companies? Would Shandong Gold Group’s state-owned identity increase the uncertainty of this potential transaction?

Drop Technologies Inc. was a major success in the Toronto, Ontario, Canada technology community. Having raised its initial pre-seed funding with only a slide deck, it grew to become a popular loyalty mobile application across North America. In 2017, the company was featured in LinkedIn’s top 25 start-ups in Canada, and it closed CA$58 million in a series B funding round. In 2018, the marketing manager had to decide which marketing channel was most effective based on the goals of the company. Traditionally, Drop Technologies Inc. used paid social advertising and referrals to generate user growth. However, the rise of influencer marketing was on the marketing manager’s radar, who had previously tested this channel, but had yet to decide whether or not to allocate more of the marketing budget to it. While this channel had many potential benefits, it was still a new concept and held many potential risks.

In March 2020, the director of Shikshaa Public School (SPS), a privately owned school with 785 students, located in Chennai, India, and his wife and co-founder were reviewing the school’s performance and deciding its strategy going forward. The Indian education sector was highly regulated and competitive. Government schools, government-aided schools, and private schools all competed for new student enrolments to obtain a portion of the US$101.1 billion (in fiscal year 2019) Indian education sector. Having recently taken out a bank loan to construct a school building that increased SPS’s capacity to 3,000 students, the cofounders were considering ways to increase SPS’s revenue and profitability. The options considered were (1) more effective marketing to attract an increased enrolment of new students; (2) relocation of SPS to an upmarket location, where families had the potential to pay higher fees; and (3) acquisition of another school to expand rapidly and leverage the SPS brand.

GoSports Foundation was a non-profit venture that developed India’s emerging athletic talent through athletic scholarships and other supports that helped the athletes achieve sports excellence. The foundation had limited funding and numerous applicants, requiring that it carefully choose the athletes it would support. Nandan Kamath, a co-founder of the organization, has to choose one athlete from several applicants for support. He also has to decide whether the foundation should start supporting the development of coaches and trainers and how it should balance its support with a desire to advance the profile of athletes competing in the Paralympics.

Group Business Services (GBS), a shared services organization predominantly based in India, provided support services to Koninklijke DSM NV (Royal DSM), a multinational corporation headquartered in the Netherlands, which produced nutrition- and health-related products. When the COVID-19 pandemic created a set of “new normal” circumstances for business organizations, GBS India, like many businesses, introduced remote working for all of its employees during the pandemic lockdown. The company experienced a series of challenges from March to July 2020. While some employees and managers offered positive feedback, many expressed doubts and misgivings about remote working. The challenges they reported compelled the GBS leaders to debate whether or not to continue remote working in the post-lockdown period. More importantly, they had to decide how best to establish a balance between employees’ concerns related to remote working and the need to maintain business continuity in the context of the COVID-19 crisis. They needed to design the optimum working model for GBS India in this new-normal era.

In the summer of 2019, the Centre for Addiction and Mental Health (CAMH), Canada’s largest mental health teaching hospital, found itself at the centre of a high-profile media crisis after three patients absconded from care at its forensic mental health unit. The events had led to public concern from the community, the media, and the government, putting CAMH’s reputation at risk. Much of the concern manifested through stigmatizing statements due to a common misunderstanding and ignorance towards mental health, especially in the forensic area. CAMH’s chief executive officer, Dr. Catherine Zahn, and her team had to decide how they would address the crisis both externally with the public and internally in their own organization.

During a strategic planning process in early 2018, the chief executive officer of St. Joseph’s Health Care in London, Ontario, Canada encountered various challenges that tested her values-based leadership style and innovative approach to stakeholder engagement. She had not anticipated the skepticism from the senior management team that surfaced when she attempted to finalize the strategic plan for presentation to the board of directors. Although she faced resistance to the detailed wording of the proposed aims, she was opposed to diluting the language in the strategic plan. She found it important for all engaged stakeholders to see that their input had shaped the resulting plan. However, successful implementation of the strategic plan would depend on the support of her team members, who were accountable for its implementation. Overruling a management recommendation could potentially jeopardize the good working relationship she had established, but failing to deliver a plan to stakeholders that reflected their input posed a reputational risk for the organization. The chief executive officer had to decide how to move forward.

In May 2020, the three cofounders of Kinsip House of Fine Spirits (Kinsip), a craft distillery located on a farm in Prince Edward County, Ontario, Canada, felt a great sense of accomplishment. The distillery had a varied product mix that included light and dark spirits, a broad variety of bitters, and cask-aged maple syrup. However, in March of 2020, the business had retooled to produce hand sanitizer in response to the shortages resulting from the outbreak of the COVID-19 pandemic. As a distillery, Kinsip already produced ethanol for its regular products, which was also a key ingredient in the composition of hand sanitizer, and in combining this with their production and bottling expertise, were able to meet the needs of the community quickly and effectively. Before long, Kinsip had added hand sanitizer to its list of products for sale to the public. Should the cofounders make hand sanitizer a regular Kinsip product offering?

When Peter Moyo was appointed as chief executive officer (CEO) of Old Mutual Emerging Markets (Old Mutual), one of South Africa’s largest and oldest financial institutions, in 2017, the chair of Old Mutual, Trevor Manuel, and the Old Mutual board were optimistic, as Moyo seemed like the ideal candidate. However, less than two years into his tenure, Moyo’s employment was terminated owing to a conflict of interest and a breakdown of trust between Moyo and the chair and board. From the moment he was suspended, Moyo made the dispute very public, and appeared to be orchestrating a media campaign against Old Mutual and the directors, especially Manuel. A protracted and bruising legal battle ensued, and many corporate governance lessons were learned. It was now incumbent on the board to identify and appoint a new CEO of Old Mutual. Given the local and international environment, and in view of internal and external challenges, they needed to consider what kind of CEO would be appropriate for Old Mutual; what criteria they should set for this crucial position; and what the right timing and communication process would be around the new CEO’s appointment.

Food safety and fraud were long-standing issues in China. For some imported products, such as Australian beef steak, food fraud could be a massive issue: consumers could purchase the wrong or even harmful products, and legitimate brands subsequently lost sales and reputation. BeefLedger Ltd. (BeefLedger) was an Australian blockchain start-up company that aimed to solve these issues by using blockchain technology to supply authentic beef products to customers in China and elsewhere. The technology also significantly improved transparency in the beef supply chain. Since 2017, BeefLedger had gained important experience in this area and achieved a certain level of success.<br><br>The concept of blockchain, proposed in late 2008 and used successfully used in finance since then, was still in its infancy in other areas. The next promising field to adopt blockchain was supply chain management, where the technology had the potential to revolutionize the supply chain with its unique functions, including immutability and decentralization. However, many challenges emerged for BeefLedger during blockchain implementation—especially in early 2020, because of the COVID-19 pandemic and Australia–China tensions. BeefLedger now had to determine how to handle these recent challenges.

Rodey Wing, a partner at global management consulting firm Kearney, had to decide what to recommend to a struggling retailer client with over 200,000 employees. With the client’s optometry division suffering from an excess of employees partly due to a pandemic downturn, Wing had initially planned to cut 1,500 employees from the division---laying off those with the lowest performance review ratings. However, a disproportionate impact assessment of the plan showed that employees from protected classes would make up a much larger share of terminated employees than expected. Wing had to determine how this information should impact his recommendations to the important client.

In September 2020, Moovaz, a startup in the tech-enabled relocation space, was at a critical juncture in its evolution. In the three years since its founding, the company had established its business model, shown impressive growth in revenues, raised S$7 million in Series A funding and acquired a portfolio of established magazines in the form of <i>The Finder</i>. Junxian Lee, co-founder and CEO of Moovaz was optimistic about the prospects of the company going forward, despite the COVID-19 pandemic. However, there were a number of caveats to his optimism. Specifically, possible decline in demand if the world economy continues to struggle and challenges in raising the next round of funding in the face of uncertainty.

In February 2020, the president of South African Chefs Association was exploring ways to ensure a sustained revenue stream for the association, which relied primarily on membership fees for survival. As a non-profit organization, South African Chefs Association had a rich history of representing chefs, enabling them to compete on the international stage, supporting their training and education, and providing members with networking opportunities and a community. The association faced several challenges; most notably, it needed to find an innovative solution to sustainable growth in terms of both membership and revenue numbers and the value created for members. The association’s president needed to establish a sense of relevance and community for its members through a range of strategic partnerships and innovative value contributions, ensure its leadership reflected the racial makeup of the country, and reconsider its structure and purpose.

Founded in 2010, 111 Inc. was a leading online, direct-sales pharmacy in China. As an early entrant to China’s online health care market, 111 Inc. developed various operational capabilities to support and expand its businesses, including a smart supply chain, big-data technologies, omnichannel capabilities, and operation on both business-to-consumer and business-to-business models. The online health care market in China had been growing rapidly in recent years, especially with the support of new government policies. Therefore, many companies were showing great interest in the industry’s new opportunities, including Alibaba Group Holding Limited, JD.com Inc., Pingduoduo Inc., and Tencent Holdings Ltd. Considering the imminent market entry of these technology giants, with their vast customer bases and extensive amounts of capital, 111 Inc. was wondering what it should do to sustain and grow its competitive advantage.