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The case dilemma centers around Sheryl Sandberg, Facebook's chief operating officer (COO) and second in command. She is looking to take the company to the next level: not only to continued growth in mobile ads, but to dominance in the digital ad space. For this to occur, Facebook would somehow have to top Google in both display and search ads, despite only having nominal presence and expertise in display ads. Moreover, Facebook is facing the continued convergence in this fast-moving industry

Michael Belden, longtime manager of the El Cerrito brand of high-end leather products and accessories, had just concluded a presentation to the senior executive team on his plan to increase profits by 4 percent over the next year. His new boss, Sara Jensen, was not pleased and instructed him to go back to the drawing board: "You and I both know that a 4 percent profit increase just isn't sufficient. I was hoping to see an increase of 20 percent or more." Belden was deeply concerned. El Cerrito was a mature brand that catered to exclusive, high-end clientele. Would it be possible to generate the kind of growth Jensen wanted without damaging the brand's equity? This is the real story of a well-known luxury brand that has been disguised for purposes of this case. Students sometimes will correctly guess at the brand's true identity, but this does not impact the discussion. The disguised brand gives the case an entertaining twist when the brand's true identity is revealed.

After a decade of establishing itself in China's foreign education market, the Canadian Institute of Business and Technology (CIBT) Education Group was finding that the market for Western-style education in major Chinese cities was becoming saturated. The enrolment rate in CIBT's MBA programs in Beijing declined sharply by 20% in 2004. Toby Chu, president and CEO of CIBT, believed that the company needed a significant change in strategy and a new business model for future growth in China. One option was to shift attention to the relatively unexplored second- and third-tier cities where less competition was expected. In 2004, Weifang University (WU) based in Weifang, an inland, third-tier city in Shandong province, was interested in collaborating with CIBT to provide vocational programs. Chu and his executive team had to respond to WU and Chu was wondering if Weifang could be a start to test CIBT's new model for education in China. Case B provides a follow up and an update.

In 2014, most industry experts thought that the electric-vehicle (EV) battery market was an important opportunity for battery manufacturers, which would also restructure the traditional car industry. Despite this rosy EV-battery picture, the reality was not so optimistic. Many competitors, such as Samsung SDI, LG Chemical, and Panasonic, were already in the market, which caused battery prices to decline. Ominous examples forced companies already in the industry ("incumbents") to rethink and perhaps revamp their EV-battery market value-chain strategy. The incumbents had to define sustainable courses of action as they faced numerous risks and complexities. They had to make strategic choices to overcome the industry's huge uncertainties and obstacles. It was critical to take into account conditions and constraints in resources, processes, capabilities, and macro- and micro-economic environments.

Jim Coke had been a jack of all trades since his student days. A big dreamer, Coke knew that he was on the cusp of something big. A Hong Kong resident since 2010, he wanted to dominate the coffee distribution market in Hong Kong and mainland China. After only one year, he had managed to secure the unthinkable: a coffee distribution deal with Hong Kong's leading supermarket chain, ParknShop. More importantly, he was now Jamaica Blue Mountain ® coffee's official licensee in 67 countries, including China and Hong Kong. Should he continue to obtain exclusive or non-exclusive Hong Kong distribution rights for specialty food commodities or was it time to take on China, with its population of 1.35 billion people?

The Libra Foundation is exploring how to grow the food sector in Maine using the strategy of creating a food cluster initiative. Maine is one of the poorest states in the United States and the food sector is one of the largest employers. Multiple efforts in agriculture, aquaculture, and food processing exist but are not coordinated. The Foundation owns three food companies. Its CEO needs to decide what action if any the Foundation should take given the data from the Cluster Tool-a nation data set and other research on successful food cluster initiatives in other states.

The UPower founders, Jake DeWitte and Caroline Cochran, were recent graduates from MIT's Nuclear Science and Engineering Department. They chose to attend Palo Alto-based Y Combinator's accelerator program to focus on building a "mini" nuclear reactor that would produce up to ten MW of power and could fit in two 40-foot intermodal shipping containers. The UPower reactor was designed to serve the need for "off-grid" electric power. These off-grid customers were in remote locations such as mining operations, military bases, Arctic townships or even island nations. While DeWitte and Cochran were ecstatic about the progress they had made and the enthusiastic open-mindedness of Bay Area investors to backing groundbreaking and even potentially contentious "big ideas," they wondered if their investors would have the patience to finance UPower over the long term.

In 2013, Pinar Abay was appointed as the CEO of ING Bank Turkey. At 34, she was the youngest bank CEO in Turkey's history. Her appointment raised eyebrows because of her youth and because her career at McKinsey had given her no day-to-day bank management experience. ING, however, wanted a younger leader who could relate to Turkey's young and digitally savvy population. Upon her appointment, Abay determined that major changes were required in operations, personnel and culture. She adopted a variety of innovative approaches to making these changes, ranging from non-traditional hires to sitting for hours in call centers to personally answering customer complaints on Twitter. As Turkey's 12th largest bank, however, ING Turkey lacked scale, so Abay and her team considered a number of non-traditional ways to organize distribution and market the bank to promote growth.

The head of human resources at Attock Refinery Limited was trying to evaluate the company's existing performance appraisal system in the context of the forthcoming refinery expansion project as well as looming changes in industry dynamics. Over the last few decades, the performance management system at Attock Refinery had undergone significant changes as a result of both internal and external factors. The modified performance management system had solved certain issues, but other challenges remained. The company wanted to determine whether the changes in the performance management system were effective in managing several administrative tasks (e.g., promotion and fixing performance increments), development activities like training and, above all, the fulfillment of Attock Refinery's strategic aim to inculcate a company-wide culture of performance.

Rocket Internet, a unique technology incubator based in Germany, invests in and develops startups in Europe and emerging markets that are versions of successful technology firms primarily located in the United States, such as eBay, Zappos, Amazon and Groupon. Fundamentally, the company seeks to reduce the uncertainty of entrepreneurial startup ventures by imitating proven business models and replicating them in other geographic regions. Rocket Internet has recently begun to expand into emerging markets more aggressively, and its chief executive officer must now decide on the best strategy to continue the firm's global expansion.

This case traces the rise and rise of Amazon.com, the second company after Apple to hit a trillion dollar market cap. The growth of Amazon is described, from its origins back in 1995 through to 2016. The case intentionally provides a lot of detail on specific new products and services created over this twenty year period, and how many of these were highly risky bets, and some were failures. For example: there is a discussion of how Amazon survived the original dotcom bubble bursting by deliberately reducing investment and showing a profit for the first time; the origins of Amazon Prime, Amazon marketplace, the Kindle, Amazon Web Services, and Amazon video are all described with enough detail for students to ask, why did they do this? What was the bigger purpose behind these moves? The case also talks about Amazon's management principles and organization culture. For example, one of Bezos's guiding principles was to "obsess over customers" - meaning always seeking out ways to improve the quality of their buying experience and offering additional services and products to meet their evolving needs. There is also a discussion of the "always day one" culture, the "willingness to be misunderstood" and the style of leadership Bezos exhibits.

The case deals with the value chain of groundnuts, from the farm to the market, conducted through a system of cooperatives based in the district of Anantapur in Andhra Pradesh, India. The organization providing the necessary support and training to the cooperatives is the Centre for Collective Development (CCD). CCD is able to provide financing, training and other support required to the village-level cooperatives and the district-level federation of co-operatives. The case describes the different activities in the supply chain from the farm, to the mill to the final marketing. It further highlights the challenges from issues such as lack of irrigation, price fluctuations, etc. The key decisions to be made are whether the scope of the co-operatives should be expanded to include other products, and whether the federation should invest in forward integration and further value-adding activities.

This case examines the delisting choice of Saint Gobain Sekurit India Limited ("SGSI"), a French-owned Indian company, listed on the BSE Limited ("BSE"). On June 4, 2010, and August 19, 2010, the Indian central government enacted legal amendments, increasing the minimum public shareholding required to be maintained by listed companies to 25%. Companies that were listed on any stock exchange in India as on June 4, 2010 were given until June 3, 2013 to increase their public shareholding to 25%. The French promoters of SGSI, who held 85.77% of the company, faced a difficult choice - should they dilute their own shareholding in the company to maintain SGSI's listing on the BSE (a legacy from the previous owners of the company) or voluntarily delist from the BSE? On the face of it, continued listing does not provide SGSI with meaningful benefits - they had rarely raised money from the public, and their global profile does not substantially benefit from being listed on an Indian exchange. Further, continued listing meant that Saint Gobain would face dilution costs. On the other hand, delisting transactions could be expensive predominantly owing to the fact that the delisting price is determined by a reverse book-building process that vests significant bargaining power with ordinary shareholders. Further, delisting transactions have been known to be particularly unpredictable for foreign promoted companies in India. The promoters of Saint Gobain had to make an informed decision - whether to dilute (to be) or delist (not to be).

The case on BharatMatrimony.com elucidates the business model of a matching platform, one that matches the users on one side with those on the other side. The case describes the entrepreneurial journey of the firm and its founder, elaborates on the business model, and its attempts at diversification. Key issues for discussion using this case include sustainability of the matching platform business model and identification of the specific industry conditions where such business models could be extended (and where it could not be).

The caselet on Practo elucidates the business model of a matching platform, one that matches the users on one side (clinics) with those on the other side (patients). The case elaborates on the business model, and elucidates why a combination of the SaaS offering (Practo Ray) and the platform business model (Practo.com) is essential to the sustainability of the business model. Key issues for discussion using this caselet in conjunction with the BharatMatrimony.com case and the Just Dial caselet include sustainability of matching platform business models and identification of the specific industry conditions where such business models could be extended (and where it could not be).

The caselet on Just Dial elucidates the business model of a matching platform, one that matches the users on one side (consumers) with those on the other side (local, small and medium businesses). The case elaborates on the business model, and elucidates the evolution of Just Dial's business from a simple local search platform, to a search & transact platform. The case ends with questions on the sustainability of the business model and the extension to product ecommerce. Key issues for discussion using this caselet in conjunction with the BharatMatrimony.com case and the Practo caselet include sustainability of matching platform business models and identification of the specific industry conditions where such business models could be extended (and where it could not be).

Jack Swain, the newly appointed CEO of Starling Systems, a call center software solutions company, had a problem. Swain had recently hired in a new VP of operations, Felicia Shaw, and while she had instituted a number of much-needed changes within the organization, she had not been well-received by the tight-knit customer service team. Specifically, Starling System's top performing customer service representative, Judith Fenton, was not happy and her productivity had dropped sharply as a result. Jack had a brief discussion with Judith at the coffee bar one morning, where she revealed her discontent with Felicia's "hovering" and "harping," declaring that she could not work with her any more. The vignette ends with Jack getting ready to plan his conversation with Felicia.

For the past 30 years, the president of Benevento Foods, a food processor located in northern New York State, has overseen unprecedented growth. In June 2014, the family-owned company has 90 full-time employees and provides baking mixes and bases to both small stand-alone bakeries and national grocery chains across the United States. It has plans to expand distribution to Mexico and Japan and to develop new product lines, especially for gluten-free items. However, it faces a serious quality failure: one of its customers has discovered pieces of rubber in the latest delivery of baking mix. Is this an isolated event or indicative of a bigger issue? Is it symptomatic of a poor quality culture, lack of accountability on the shop floor and/or a misallocation of resources? What can be done to solve the current problem and make sure it does not happen again?

Initially, the dilemma seemed to be centered on how to respond to the bad news about delayed building renovations due to government red tape, which would continue to have a negative impact on the museum. However, this was a mere symptom of the real dilema of how to further develop an institution within a society lacking institutions or with very weak institutions. The case then proceeds to outline the major periods in the museum's institutional development: Building a Past: 1954-1968 The museum was founded within a specific social and historical context which served as the foundation from which later developments emerged. Its mission was identified, a network of trustees was established, the building was secured, and perhaps most importantly, its permanent collection was acquired. Storm and Stress: 1968-1993 Major benefactors suffered economically, left the country, or both. In the 1980s, political violence and economic instability added to the challenges. During this time, the museum adapted itself to the context. Starving for revenues, it offered art classes, which contributed to its economic survival (at worst), and enabled it to achieve a modicum of self-sufficiency (at best). MALI´s Rise and Institutional Questioning: 1993-2002 The museum began to emerge in fuller form in the 1990s under the leadership of Walter Piazza, drawing support from a younger generation. In parallel with the country's rising fortunes, the museum began to broaden its support and diversify its revenues. In addition, foreign companies joined in to sponsor activities. Institutional Strengthening and the Next Five Years: 2003-2013 New activities were started and the museum gradually revived, culminating in its rebranding as MALI. However, this institutionalization process occurred within a healthy economic context. With a slowdown on the horizon and its potential subsequent pressures, would MALI as an institution be able to withstand the strain?

In 2016, the respective heads of The Humane Society of the United States (HSUS) and SeaWorld Parks & Entertainment, Inc. (SeaWorld) were trying to reach a mutually beneficial resolution to their dispute over orca whale breeding. The HSUS opposed SeaWorld's practice of breeding captive orcas and each leader was facing challenges. SeaWorld was experiencing growing negative publicity and a decline in park attendance and revenues, while the HSUS was in the process of publishing a book encouraging business leaders to join the animal protection movement and incorporate HSUS values into their strategic plans. After a decades-long antagonistic relationship, how could SeaWorld and the HSUS find common ground? Could SeaWorld continue operating in a way that was financially beneficial for the parks and entertaining to guests, while also being respectful of the welfare of the orca whales in their care? Could they meet the HSUS's goals of animal protection?