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The case opens in 2007, when the Washington, D.C. public school system was failing. Parents, politicians, labor unions and activists all agreed that reform was necessary due to abysmal student test scores, attendance records and safety concerns. But stakeholders disagreed sharply on how to achieve their shared goal of providing a good education to the city's children. Reformers wanted to close failing schools, parents wanted to choose where their children attended school, and the teachers' union wanted more compensation for teachers. Michelle Rhee, a former teacher and "outsider," was hired by Mayor Adrian Fenty to institute sweeping and speedy reforms. As Chancellor, Rhee came under fire by teachers and their union, parents and the public for her swift move to close underperforming schools and, controversially, to fire teachers rated as "ineffective" by IMPACT, a value-added evaluation system designed to isolate each teacher's unique contribution to their student's educational achievement based on student test scores. The case discusses the steps Rhee took to reform the D.C. public schools and the support and opposition she encountered along the way, culminating with her November 2010 resignation. HKS Case Number 1957.0.

With the final paper of the semester now submitted, there was only one remaining obstacle for Taylor Hayden before departing the following afternoon for an exciting and challenging summer internship with a strategic consulting firm in Washington, DC: a meeting with Hunter Morgan. Morgan was the final prospect interested in subletting Hayden's bedroom in the Virginia Carlton for the summer. All other inquiries had led to dead ends. If Morgan did not agree to sublet the bedroom, Hayden would have to absorb the full cost of the bedroom expenses for the summer-an unpleasant outcome, but one with which Hayden was reconciled. This case and its companion case, "The Virginia Carlton-Hunter Morgan" (UVA-QA-0782), describe a predominantly distributive bargaining situation to which additional issues can be added for the mutual benefit of both parties.

In 2011, the management of Novozymes, the industrial enzymes leader, reflected on the viability of their positioning in the fast growing, yet increasingly competitive Chinese market. Novozymes, a technological innovation pioneer, was prominent in China's premium enzyme markets, but felt pressure from local low-cost rivals in volume-driven, commoditized segments. How should Novozymes relate to local competitors? By competing on technological innovation only in high-margin verticals? Or through a separate subsidiary with a new low-cost business model for commoditized verticals?

The Mekanism case introduces students to a digital media production company specialized in creating viral marketing campaigns for advertising agencies and their clients (e.g., Microsoft, AXE, eBay, Toyota, etc.). Mekanism has grown tremendously from 2007 to 2010 in part due to the rise of viral marketing as a promising promotion tool for advertisers to reach and engage with consumers cheaply and quickly via word-of-mouth. Mekanism's president is contemplating expanding its services to other advertising content and media (e.g., televison, print, online) in effect becoming a full-service ad agency. This case is intended to discuss whether Mekanism should 'evolve' into an ad agency or keep focused on producing and distributing viral marketing content.

In January 2012, H-E-B Grocery Co., a private retail chain with stores located in Texas and Mexico, was introducing its Healthy at H-E-B program to its customers. The program, which started with the company's employees a few years earlier, was an effort to educate and inform customers on how to lead a healthier lifestyle. What CEO Craig Boyan had in mind was creating a state-wide healthy living movement in Texas, where obesity was high relative to other states in the U.S. But how far to go with its employees and customers was a question that President and COO Craig Boyan and his team struggled with. On one hand Boyan believed that H-E-B, long recognized for its community involvement, had a role to play in Texans' health and well-being. On the other hand, he recognized that H-E-B was first and foremost a retailer that had to compete against the likes of Walmart. He needed to make sure that H-E-B was serving its customers what they wanted while also trying to influence their buying behavior toward healthier foods. Some would say that H-E-B had no role in changing the lifestyle and food choices of its employees or customers. But Boyan and his team thought differently.

This case has been designed to explore strategic interactions among organizations with different business models. The case considers how a competitor successfully challenged the incumbent in a platform market defined by strong network effects and high switching costs. The case allows students to assess the advantages and disadvantages of eBay's platform business model in comparison to Amazon's retail business model; to evaluate business model performance when value loops of two industry players interact; to analyze how Amazon expanded its business model and overcame barriers to entry in a platform market that generates winner-take-all effects for first movers; discuss how eBay can respond to the new competitive dynamic, exploring both tactical and strategic interactions; and assess the strategic implications of eBay's 2011 acquisition of GSI Commerce.

In 2006, the Japan subsidiary of Tommasi Motorcycles, an Italian manufacturer of high-end motorcycles, was implementing a new customer data application to help its motorcycle dealerships increase the effectiveness of their sales and marketing activities. Horizon LLP, a consulting firm, was Tommasi's global implementation partner for the application. To identify any dealer concerns regarding the new system, Tommasi Japan had brought in additional consultants from Horizon to conduct a series of interviews with the dealers. As the consultants soon discovered, the dealers' concerns with Tomassi went far beyond the new application. An unannounced visit by an influential dealer set all the players on a collision course, and soon exposed their widely differing views and a number of fundamental problems in the relationship between Tommasi Motorcycles Japan and its dealer network.The case begins with a series of separate dialogues involving the director of sales and marketing, Nobu Katoh; the expat president of Tommasi Motorcycles Japan, Fambio Bonardi; Koji Saito, an influential owner of multiple dealerships; and two consultants from Horizon, both of whom are non-Japanese. When they meet in the board room of Tommasi Motorcycles Japan, the ensuing conversation reveals a number of issues: opportunistic behaviour by the bilingual Katoh, who plays the role of translator - and also gatekeeper - between the dealers and Tommasi's Japanese National Office by limiting, filtering and shaping communications in both directions; a limited understanding of local market conditions by expat Tommasi management who rotate in and out of their positions every three years; frustration on the part of business-savvy dealers; and naiveté on the part of the consultants, who did not see the social hierarchies at work, nor realize that their cultural and language fluency, which had in past projects always been an asset, could also be a threat.

British Petroleum (BP), one of the world's largest oil companies, had spent over $200 million rebranding itself as environmentally responsible, with the tagline "Beyond Petroleum." However, after the catastrophic 2010 Gulf of Mexico Oil Spill, the company's name seemed to be permanently tarnished. Through a deep dive into all events of the spill, this case study asks students to determine: what should BP do now? Newly appointed CEO Bob Dudley inherited a company that faced billions of dollars in damages, a furious public, and an irate US government. The "Beyond Petroleum" campaign that was successfully undertaken in 2000 was now the focus of derision and disbelief. As CEO, Dudley must repair the company's image, re-establish some level of trust with government, and convince investors that BP will return to profitability.This case was written by MBA candidates Jonathan Huynh, Jacob Kapitan, Satish Katpally, Ben Pierce, and Ben Pierson, under the supervision of Professor Andrew Hoffman.

Google has been widely criticized for its data center energy usage. Google Energy, a recently created subsidiary, has successfully responded to this criticism but must now formulate an expansion strategy. If successful, the expansion is expected to strengthen Google's image as an industry leader in energy procurement, provide strong financial returns, and create a lucrative new market. However, this initiative has high risks. The team must evaluate: Were its current efforts enough, or were they just the baseline? How far should Google go to address the environmental impacts of its operations? This case was written under the supervision of Professor Andrew Hoffman by graduate students Benjamin Bunker, Jennifer Foster, Jason Levine, Rodrigo Sanchez, Gaurang Sethi, and Geroge Tan.

The case focuses on an agricultural institute, ICRISAT (International Crops Research Institute for the Semi Arid Tropics), a part of international agricultural research consortium, CGIAR. Since its inception in 1972, ICRISAT has been a premier agricultural research institute with enormous international and national funding. Mismanagement and indifferent attitude of senior leadership at the top had resulted in multiple crises in organizational functioning and reduced funding by the donors. In addition to this, ICRISAT had to cope with an unfortunate chain of changes in leadership. ICRISAT had to undergo a difficult period of management changes and decline in the morale of the staff. The institute was facing daunting challenges when Dr. William Dar joined the institute as the director general. The case describes the various issues faced by Dar when he took over the reins of ICRISAT. The case also discusses his previous stints in various designations and the style of leadership displayed by him during those tenures. The case concludes by presenting the problem of revival of ICRISAT.

Prabjot Nanua was proud of the growing capabilities of the General Motors Technical Center India Powertrain Engineering group that he oversaw. Since 2003 engineers there had expanded the center's capabilities, developing a reputation within GM for completing high-quality design and analysis projects for other Technical Centers at a substantially lower cost. In areas such as tolerance stacking analysis, GMTCI-Powertrain was now the only location in GM worldwide that performed this type of work. Nanua thought about the next stage of development for the center. Should they "go deep" and focus on more areas of technical competency where the center had developed a competitive advantage? GMTCI could become the center of expertise for a narrower set of methods and capabilities like they had done in tolerance stacking. Or should they "go broad" and continue to lobby headquarters for more complex assignments that might ultimately lead to program ownership for an entire vehicle? Each scenario had different implications for how GMTCI fit within the network of Technical Centers and corporate GM. If they did the former, they might be faced with the perception that GMTCI was limited to back-office analysis for GM's products. But when Nanua put on his headquarters "hat," he wondered if that shouldn't also be the corporation's priority for them.

LoJack is a corporation founded in 1978, which was the global leader in the development and delivery of a system that tracked and recovered stolen vehicles headed for chop shops. Despite their leadership position, company management was well aware of the risk they faced by being so closely aligned with the volatile US auto industry. In the early 2000s, the company undertook a venturing strategy that had produced four new business units. The case addresses the details about the product and its competition. It also outlines the new opportunities that were available to LoJack in the form of untapped markets and geographic expansion.

Theo Chocolate, Inc. is a small start-up chocolate manufacturer struggling to establish brand recognition in the highly competitive branded gourmet chocolate segment. Theo's unique value proposition, of being "the only organic, Fair-Trade, bean-to-bar chocolate factory in the United States," drives its business. The company was started and operates under the premise that socially responsible business practices are cornerstones of its operations. Since its inception, Theo has built a loyal and growing following, especially in the Pacific Northwest region of the United States. Its first three years were spent building this customer base and forging a brand based on its value proposition and everyday business practices. However, despite steady improvements in all financial indicators, to date Theo had not been profitable - the company expected to break "into the black" in its fourth year. The case explores the challenges Joe Whinney and Debra Music (the Founder/CEO and VP of Sales and Marketing, respectively) face as they emerge from the first stage of the entrepreneurial venture. The key decision facing the company, and Debra in particular, is whether Theo can in fact afford to stay true to the strategy and value proposition that has defined its existence. It is trying to establish a unique brand in a marketplace that is dominated by large well-established competitors with significant resources at their disposal. It has not been profitable in doing so. The case provides students an opportunity to wrestle with very real issues that idealistic entrepreneurs face - compromising principles, brand-building, managing cash flow and planning for the future.

This is a best practice case. The WLGore is a very successful firm and the case describes in detail the culture of the enterprise. WLGore differs from the mainstream enterprise in a number of ways -strategy, structure, ownership, leadership, and operations. This case allows the participants to delve into each of these elements and see how they are all consistent and reinforcing one another. The main focus of the case is its "culture of innovation." Both "culture" and "innovation" are two items discussed and debated incessantly inside large organizations, but there is always confusion and clutter. This case was written with the sole purpose of shedding light and putting some concreteness around these slippery concepts. Please note that this case has been written entirely using publicly available material.

What do you do if one of your largest and oldest customers is now one of your most unprofitable? That's the dilemma faced by Tommy Bamford, director of the fictional UK-based interior fixtures manufacturer Egan & Sons. Activity-based costing analysis reveals that Westmid Builders, a long-standing client of Egan's, has become a big drag on the bottom line. But Jane Oldenburg, a regional sales manager for Egan who has deep ties with the Westmid account, argues against dropping it. After all, Westmid has stuck with Egan through thick and thin, even as many of Egan's other customers turn to Chinese manufacturers. Besides, there's a publicity angle. Case author Robert S. Kaplan, of Harvard Business School, asks whether Egan should sever its 63-year-old relationship with Westmid. Commentary comes from Timothy J. Jahnke, of Elkay Manufacturing; Jacquelyn S. Thomas, of Southern Methodist University; and HBR's online readers.

What do you do if one of your largest and oldest customers is now one of your most unprofitable? That's the dilemma faced by Tommy Bamford, director of the fictional UK-based interior fixtures manufacturer Egan & Sons. Activity-based costing analysis reveals that Westmid Builders, a long-standing client of Egan's, has become a big drag on the bottom line. But Jane Oldenburg, a regional sales manager for Egan who has deep ties with the Westmid account, argues against dropping it. After all, Westmid has stuck with Egan through thick and thin, even as many of Egan's other customers turn to Chinese manufacturers. Besides, there's a publicity angle. Case author Robert S. Kaplan, of Harvard Business School, asks whether Egan should sever its 63-year-old relationship with Westmid. Commentary comes from Timothy J. Jahnke, of Elkay Manufacturing; Jacquelyn S. Thomas, of Southern Methodist University; and HBR's online readers.

What do you do if one of your largest and oldest customers is now one of your most unprofitable? That's the dilemma faced by Tommy Bamford, director of the fictional UK-based interior fixtures manufacturer Egan & Sons. Activity-based costing analysis reveals that Westmid Builders, a long-standing client of Egan's, has become a big drag on the bottom line. But Jane Oldenburg, a regional sales manager for Egan who has deep ties with the Westmid account, argues against dropping it. After all, Westmid has stuck with Egan through thick and thin, even as many of Egan's other customers turn to Chinese manufacturers. Besides, there's a publicity angle. Case author Robert S. Kaplan, of Harvard Business School, asks whether Egan should sever its 63-year-old relationship with Westmid. Commentary comes from Timothy J. Jahnke, of Elkay Manufacturing; Jacquelyn S. Thomas, of Southern Methodist University; and HBR's online readers.

This case describes a newly promoted middle manager in a global, multi-cultural organization who is challenged by a number of factors in the workplace which are impacting her and her team's ability to perform to the expectations of her regional manager. While it would be easy to blame the new manager, deeper analysis in fact reveals that many forces are at work here in addition to her inexperience including communication of strategy and performance objectives, mismanaged team members, cultural inconsistencies, and a lack of leadership direction and/or skill from the very top to her supervising manager.

The Singapore Exchange Limited (SGX) proposed takeover of the ASX Limited (ASX) is a watershed event, and the first of its kind involving two exchanges in Asia-Pacific. This case showcases the multifaceted dimensions and intricacies in forging corporate marriages. It covers several issues, including: Was the offer price right? Was the takeover strategy appropriate? Were the preparations adequate for key stakeholders' buy-ins for the takeover? Were employees' job security assured? What were the synergies and sustainable value-propositions and how were these transacted into corporate financial and cultural wellbeing? The case also presents the "twists and turns" of events that unfolded upon the announcement of the deal. It focuses on the concerns of key stakeholders critical to the success of this pioneering endeavour.