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The case illustrates a wide range of strategic and implementation issues that companies face in mergers and acquisitions (M&A), particularly in an emerging market such as China. The three-part case is about Sunac, a real estate company listed on Hong Kong Stock Exchange (HKSE), and its various attempts to expand by acquiring other real estate businesses in China. Case (A) describes the overall industry environment, value chain, and analyses of Sunac (the acquirer) and Greentown (the target). It explains the macroeconomic background and the details of proposed transaction in May 2014. Case (B) reveals what happened after Sunac had paid HKD6.3 billion for Greentown. Case (C) describes two further acquisition attempts by Sunac in 2015 - of Kaisa and Yurun.

This case tells the story of InVenture, a data science company based in California, that has created a machine learning algorithm to identify the creditworthiness of those with no credit history by tracking their mobile data patterns. With this technology they define a credit score and can issue a loan almost instantly to the borrower via a mobile phone. The technology behind InVenture has been used to develop a smart phone app - Mkopo Rahisi - which enables loans to be approved quickly to small business owners in Kenya.

Sanofi Pasteur's newly approved dengue vaccine, Dengvaxia, was unusual in that it was launched in the Philippines and other at-risk countries. By choosing to "flip the model" - launch in an emerging market setting as opposed to developed markets - it had to overcome various obstacles across the value chain, from registration to financing to supply. The company spent 20 years and invested $1.7 billion to develop Dengvaxia, taking several high-risk decisions and making trade-offs along the way. The case highlights the stakeholder interdependencies and uncertainties that remained as the vaccine implementation programme crept closer. If successfully resolved, it could potentially offer a blueprint for others.

The case examines the downward spiral of Nokia, the mobile technology giant that once conquered the world, seen from the perspective of 'insiders' - based on interviews with Nokia executives at top and middle management level. They describe the emotional undercurrents of the innovation process that caused temporal myopia - an excessive focus on short-term innovation at the expense of longer-term more beneficial activities. Nokia's once-stellar performance was undermined by misaligned collective fear: top managers were afraid of competition from rival products, while middle managers were afraid of their bosses and even their peers. It was their reluctance to share negative information with top managers - who thus remained overly optimistic about the organisation's capabilities - that generated inaccurate feedback and poorly adapted organizational responses that led to the company's downfall. The case covers the period from the early 2000s to 2010, with a focus on 2007 (the introduction of the iPhone) to 2010, when the CEO left.

The Joffrey Ballet is a landmark Chicago nonprofit performing arts organization that helped shape the landscape of American ballet. In 2016, the Joffrey was at a point of transformation after a period of financial crisis and artistic decline. It had successfully raised $4 million for the widely anticipated new production of the Nutcracker. With annual revenues at around $20 million, this production represented a significant investment, and the organization needed to continue its artistic momentum while maintaining fiscal responsibility. The leadership team decided to launch an $80 to $120 all-funds campaign to ensure the artistic and financial health of the organization. Known for its diversity, the Joffrey Ballet had a history of balancing highly athletic performances of canonical works with boundary-blurring new ballets. Founded in New York City in 1954, it carved a niche as the distinctly American company in the ballet ecosystem known for its classical European influences. After its relocation to Chicago in 1995, the ballet relied upon its New York reputation in the face of financial and artistic woes. By 2016, however, the Joffrey Ballet was poised to reemerge as a major player in the national and international dance landscape. It had just celebrated its 60th anniversary and its 20th year in Chicago, and the leadership team debated the essential areas for investment going forward. The endowment, currently at about $1.4 million as of June 30, 2016, needed to be grown. The profitable Academy needed more space and funds to grow, while Community Engagement programs offered the potential for impact in the community. Programming large-scale works from the most important choreographers was essential but costly. In order to attract donors and secure the Joffrey's future, the organization needed to craft a compelling fundraising case supported by a sound business plan.

The chief marketing manager of Crown Distilleries (Crown) in Raipur, the capital city of the Indian state of Chhattisgarh, faced cumbersome brand-building activities and maintenance of its brand equity. Competitors began taking market share from Crown's well-established brand. Crown added new brands to its portfolio in response to its competitors' activities. Would it be fruitful for the company to opt for an umbrella brand in a particular segment or continue to add new names to its product portfolio? How would the company develop an action plan to beat competitors, choose a brand name for its new product, and build strong brand equity?

In 2016, the oldest member of the family business The Ong Group was concerned about the ailing firm that he and his siblings were running. The business had been started in 1957 in Hong Kong by their father. After the death of the father and one of the siblings, the remaining family members needed a plan for the future of the business. Should all of the remaining siblings and their children be allowed to become directors in the family firm? How could they create a workable governance structure that would help the family make the right decisions? How would they put the business back on track?

It was the summer of 2015 when the son of a family-owned real estate business in Vancouver was struck by love and decided to follow his heart to India. However, leaving his family's business was easier said than done. The family had no formal documents that provided members with an exit strategy or remuneration. There were no wills or financial plans, and whatever money was available to finance a move abroad was tied up in the family business, which was operating at a loss. At stake was the pending sale of a commercial property that could inject nearly $3 million into the family's coffers. Before leaving, which short- and long-term issues needed to be addressed to ensure the business and the family estate were prepared for the future? How should the family move forward when faced with the realization that the children might not be interested in taking over the business?

This case examines the recent emergence of Chinese business philanthropy through the case of the SOHO China Foundation established by the wife and husband real estate moguls Zhang Xin and Pan Shiyi. It begins by describing the early careers of Zhang and Pan, and how they came together to create a highly successful real estate company active in Beijing and Shanghai. The case puts their creation of the SOHO China Foundation in the context of the wider emergence of business philanthropy in China, especially after the Sichuan Earthquake in 2008, and under the heavy influence of the government and the growth of inequality. Zhang and Pan deviated from the norm by limiting their domestic philanthropy while endowing $100 million to create financial aid for Chinese students to obtain undergraduate education at top universities in the United States. A $15 million gift to Harvard and a $10 million gift to Yale was part of this initiative. Their two sons attended those universities shortly afterwards. The gift to rich American universities received considerable criticism in China, as did the couple's failed attempt to sell SOHO China to Blackstone in 2021. The case ends with the implications for Zhang and Pan's philanthropy of the changing political situation after 2016, including the anti-corruption campaign, multiple new restrictions on the real estate sector, and President Xi's pursuit of common prosperity which encouraged the wealthy businesses and people to give back to society. The case can be taught in courses concerning business and philanthropy, and more generally on the real estate sector in modern China.

Zurich Insurance was undergoing organizational change after implementing five new people practices focused on: manager development, diversity and inclusion, job model and data analytics, recruitment, and talent pipeline. The case provides background of the company, as well as a description of how its culture was changing and how its allocation of resources was being examined as it tried to improve its position in the marketplace. Students are asked to prioritize which people practices are most important for Zurich as it tries to shift its culture and more effectively leverage its human capital in order to reach its organizational goals.

Zurich Insurance was undergoing organizational change after implementing five new people practices focused on: manager development, diversity and inclusion, job model and data analytics, recruitment, and talent pipeline. The case "Zurich Insurance: Fostering Key People Management Practices" (417-035) provides background of the company and an outline of each people practice, as well as a description of how the company's culture was changing and how its allocation of resources was being examined as it tried to improve its position in the marketplace. This case takes a closer look at the implementation of the manager development initiative "Zurich Oxygen."

Zurich Insurance was undergoing organizational change after implementing five new people practices focused on: manager development, diversity and inclusion, job model and data analytics, recruitment, and talent pipeline. The case "Zurich Insurance: Fostering Key People Management Practices" (417-035) provides background of the company and an outline of each people practice, as well as a description of how the company's culture was changing and how its allocation of resources was being examined as it tried to improve its position in the marketplace. This case takes a closer look at the company's efforts around diversity and inclusion.

Zurich Insurance was undergoing organizational change after implementing five new people practices focused on: manager development, diversity and inclusion, job model and data analytics, recruitment, and talent pipeline. The case "Zurich Insurance: Fostering Key People Management Practices" (417-035) provides background of the company and an outline of each people practice, as well as a description of how the company's culture was changing and how its allocation of resources was being examined as it tried to improve its position in the marketplace. This case takes a closer look at the implementation of a global job model and how it has enabled the use of data analytics in the human resources function.

Zurich Insurance was undergoing organizational change after implementing five new people practices focused on: manager development, diversity and inclusion, job model and data analytics, recruitment, and talent pipeline. The case "Zurich Insurance: Fostering Key People Management Practices" (417-035) provides background of the company and an outline of each people practice, as well as a description of how the company's culture was changing and how its allocation of resources was being examined as it tried to improve its position in the marketplace. This case takes a closer look at the adoption of new recruitment practices.

Zurich Insurance was undergoing organizational change after implementing five new people practices focused on: manager development, diversity and inclusion, job model and data analytics, recruitment, and talent pipeline. The case "Zurich Insurance: Fostering Key People Management Practices" (417-035) provides background of the company and an outline of each people practice, as well as a description of how the company's culture was changing and how its allocation of resources was being examined as it tried to improve its position in the marketplace. This case takes a closer look at succession planning at the top of the organization, including a focus on leadership competencies and development.

This case follows Qalaa Holdings, a successful Egypt-based private equity firm, and gives insight into the types of investments it pursued, its growth over time, and the limited partner base it had at hand. It also allows students to consider and debate whether the traditional private equity fund structure can be applied in Africa. In particular, the case focuses on one of Qalaa's largest and most difficult greenfield infrastructure projects: Egyptian Refining Company. It tracks the project from its structuring stage in 2007, through the adverse periods of the global financial crisis and Arab Spring, until 2012. At this time, Hisham El-Khazindar, co-founder and managing director, had to decide on the fate of the project. While passionate about contributing to Africa's development, he could not ignore the challenges: the sheer size and complexity of the project, the high financial stakes, and the region's on-going unstable political environment.

In 2014, the co-founders of Professionals for Resource Identification and Management (PRIMA), an architecture and planning consultancy firm in India, faced several issues. The company prepared feasibility and project reports, and provided project management services during a project's construction stage for government organizations, the public sector, and the private sector. PRIMA's consultancy services addressed the restoration of old buildings of historical importance (such as monasteries, temples, and museums), tourism development, urban planning projects, capacity building, and project management services. However, in the latter half of 2008, the global recession made it difficult for new companies to survive, and growth had further stagnated since 2012, with only one new project procured in 2013 and none in 2014. PRIMA's cofounders were constrained by critical issues in three intricately linked categories: human resources, financial management, and project management challenges. To stabilize PRIMA's cash flow, the co-founders needed to increase the firm's project portfolio, which required hiring more people for business development, personnel management, and project work. How could the co-founders build PRIMA's capabilities to compete with bigger companies in this fragmented but consolidating industry?

In January 2006, the general manager of sales at Castrol India Limited was concerned. Sales of Castrol motorcycle oil for four-stroke engines was far less than it should be, especially when considering the five million motorcycles being added to Indian roads each year. Most motorcycle oil changes took place in franchised workshops during the warranty period and in non-franchised workshops after the warranty period. The general manager wanted to increase the sales of Castrol oil in the spare parts shops and non-franchised workshops that serviced India's growing after-market. Castrol India's existing distributors were reluctant to sell to those segments, which they viewed as low-volume, high-cost, and risky distribution channels. The general manager needed a distribution strategy that would appeal to the existing distributors and boost Castrol Oil India's sales without increasing costs to the company.

Moo Cluck Moo owners Harry Moorhouse and Brian Parker never really thought about a living wage when they opened their fast food restaurant. It was never a question - they just thought it was the right thing to do. Providing a living wage would mean happier employees, which would lead to better retention and better service. Now that they are considering franchising the business they are wondering if employee wages will be a contract provision. If so, all of their best intentions may be for naught.

In 2016, the €75 billion French multinational energy conglomerate ENGIE was massively transforming its strategic and operational imperatives toward renewable energy. The 200-year old company owned Europe's biggest natural gas pipeline and was a major global producer and supplier of natural gas and other energy sources. ENGIE had announced the transformation in 2014-following a sharp drop in global fossil fuel prices-viewing it as the beginning of a new era in energy. ENGIE set goals to double renewable power capacity for Europe over the next decade, rapidly expand its renewable footprint in high growth regions such as India and China, slash its lines of businesses based on commodities, and reduce exploration of oil and gas. CEO Isabelle Kocher's vision followed her belief that "the name of the game was to take the lead in the new energy world." The case is set in mid-2015, when top management, convinced that ENGIE needed to build a strong global portfolio quickly, acquired nine-year old French energy company Solairedirect for €200 million. The acquisition made ENGIE the number one solar company in France and gave it an international presence and product pipeline. Solairedirect had a profitable business model-different from ENGIE's-that enabled it to rapidly build utility scale solar photovoltaic installations at competitive prices. ENGIE believed that buying the smaller company would bring an entrepreneurial spirit and new way of thinking to the company. However, ENGIE had just reorganized along mostly geographical business units, and Solairedirect did not fit into that organizational structure. Also, when ENGIE acquired Solairedirect, the solar company had just experienced an unsuccessful IPO attempt. The questions arose as to whether a company in that situation was a good acquisition target; whether ENGIE paid the right price for it; and how, and to what extent, Solairedirect could or should be integrated into the larger organization.