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Eleganzia Group management faces tough decisions heading into the summer of 2010. With tourism on the decline due to the global economic recession, General Manager Giannuzzi must decide how to set prices at the Forte Village Resort, the Group's most well-known property. His management team is further divided on whether the pricing model at the resort should change to being all-inclusive (as opposed to one where guests are charged for each additional activity or dining option on a pay-as-you-go basis), and whether to convert a large number of the 4-star rooms into 5-star suites. Recently acquired properties, such as the Castel Monastero in Tuscany and the Maddalena Hotel & Yacht Club in north Sardinia, pose a branding challenge. Can all the properties, including the Forte Village, be successfully brought under one umbrella brand, namely, Eleganzia? Moreover, what should the character of each these new properties be?

A budding entrepreneur, with her father, has purchased exclusive Canadian distribution rights to Nutrifusion, a new health supplement that provided servings of fruits and vegetables when added to a variety of foods. They are contemplating launching Healthy Life Group (HLG), a company to market and distribute Nutrifusion in Canada. They want to evaluate the product's financial feasibility for the company's first year of operations, ending December 31, 2011. If the financials look favorable and the business plan seems feasible, the father and daughter will proceed with the new venture. This case serves as an introduction to financial analysis and the development of projected financial statements. Students are given the opportunity to assess the food and health industry qualitatively, analyze a proposed distribution strategy, prepare the first year's projected income statement and balance sheet and then make an overall decision based on their analysis.

Orascom Telecom Holding S.A.E. (OTH) was established in 1998 in Egypt and had grown exponentially to become one of the major players in the global telecommunications market. OTH was considered to be among the largest and most diversified network operators in the Middle East, Africa and South Asia. Orascom Telecom Algeria (Djezzy) was launched in February 2002 and it grew to become the market leader in terms of both subscriber numbers as well as the quality of telecommunications services provided. Djezzy served more than 14.7 million subscribers on its network and had a 62.9 per cent market share. After the great success Orascom had realized in Algeria, Orascom wanted to further expand. The manager thought that India could also be a great opportunity in which Orascom could expand its business. In 2006, OTH agreed to acquire a 19.3 per cent stake in Hutchison (HTIL) to penetrate the Indian market. India was an excellent opportunity as there were strong complementary similarities between Orascom and Hutchinson Telecom: both were successful operators offering mobile services in countries with large populations and low penetration levels of telecommunications services. However, despite this appearing to be an excellent opportunity, Orascom was not able to complete this operation because it did not consider the expenses in an accurate way and many factors were ignored, concentrating only on the positive aspects.

It was early 2010, and the Twitter Trio, the founders of Twitter, were faced with a changing market situation and a pressure to make money. Twitter was a free service that had been operating without a viable business plan since 2006. In early 2010, Twitter was still not making enough money and it was time Twitter showed real return on investment. The trio had to decide on a business model that was competitive. There was a data mining project that could bring all the funds Twitter needed to stay in business, make profit and compete with others. However, the founders were concerned that this project might be perceived to intrude on users' privacy, even in a company that was founded on the basis of sharing information publicly.

The founder of Lakkard Leather Company has headed the company for 24 years. He is proud of his business, and attributes much of its success to his own leadership style, which did not allow for anyone else's participation in decisions of substance. When he was badly injured in a car accident, his son stepped in and kept the business going. Without any intention to take over, the son altered the leadership and operations of the company in the space of a few months, so that by the time the founder returned, the company had changed and his role was significantly reduced. The son, in the meantime, grew to like his interim position and believed he did a better job than his father. Both men become locked in a power struggle; yet the company faced several key decisions that had to be taken in terms of expansion, product offering and sale opportunities.

This case describes the economic development problems faced by the small Caribbean-island country of Jamaica over most of the past half-century. The Jamaican economy showed relatively strong growth in the 1960s but stagnated in the 1970s. By the end of that decade, Jamaica was forced to turn to the International Monetary Fund (IMF) for balance-of-payments support. Over the 1980s and early 1990s, the unpopular policy conditions associated with IMF loan programs made the Fund a lightning rod for criticism over Jamaica's lack of economic progress. Jamaicans celebrated the end of IMF borrowing in the mid-1990s, but a severe financial crisis later that decade created a new layer of economic problems. In 2010, in the context of the global economic downturn, Jamaica once again returned to the IMF for financing support. This case allows students to explore the complicated economic difficulties faced by Jamaica, which remains burdened by a self-reinforcing set of interrelated factors, including high public debt, a sluggish private sector, an inefficient public sector, poverty, and crime, among others.

On January 1, 2011, Tadashi Yanai, the CEO of Fast Retailing Group (FR), sent his annual New Year's message to everyone in the company. The message, entitled "Change or Die," declared that FR which included UNIQLO, Theory, Comptoir des Cotonniers, Princesse tam.tam and others within the group - would become the No.1 apparel company in the world.

The new senior vice-president of marketing at Vista-Sci Health Care Inc. must decide which of two very good candidates he should promote to the position from which he has just been promoted. Each of the candidates has demonstrated strengths and weaknesses in their current jobs; the question is whether or not these competencies and other personal characteristics will make them a good fit for their new roles.

Fifteen years after ending apartheid, formal unemployment in South Africa was still at 24%. While the country had grown at 4 to 5% annually during the 2000s, the financial crisis set it back by 1 million more unemployed. Moreover, it seemed as if the nation were stuck between low wage and fully developed competitors. The government of Jacob Zuma has just adopted a "New Growth Path," hoping to create several million jobs over the next few years. Both the Finance Minister and the head of the Central Bank support the initiative, but worry how they can sustain fiscal discipline and control inflation, in light of these stimulative policies. Organized labor, meanwhile, has little sympathy for any sort of sacrifice.

When he took over as chief executive, the former state-owned telecom monopoly was in bad shape. Having long been one of the dominant players in Europe, DT's share price had collapsed in just a few years, as had its grip on its home market. Shortly before Obermann was appointed, DT's share of new broadband customers in Germany - its traditional stronghold - fell to below 10 percent. And with its 260,000 strong workforce, DT's labor costs compared to sales were up to twice as high as those of its main European rivals. Still living on past glories, the company was heavily siloed and bloated. While its structure was not suited to the new market realities, few employees felt a strong need for anything more than incremental change. Yet many analysts foresaw either bankruptcy or break-up for DT within a matter of three or four years. Under Obermann's leadership, DT underwent a dramatic transformation, regaining its dominant position in the large domestic market within three years - but it remained too early to declare a full-fledged turnaround. Case A describes Deutsche Telekom's competitive challenges prior to René Obermann's appointment as CEO. It gives a few background details on the new CEO and describes some of the key moves he made during his first two years at the helm - and his success in stabilizing DT. Case B covers the second phase of DT's recovery and the continued drive to create a single integrated company, to overcome resistance and to encourage new behaviors. Learning objectives: The cases cover three key themes: 1) The advantages and disadvantages of a strong organizational culture. 2) The process of organizational transformation and the challenge of building on success. 3) Some of the psychological challenges of leadership.

Jane Chen (GSB '08) and Brian Trelstad (GSB '99) had known one another for years. Trelstad, the chief investment officer of the nonprofit global venture fund Acumen Fund, had been a mentor to Chen and her colleagues as they worked to develop a low-cost infant warmer to meet the needs of low-birth-weight babies, their mothers, and healthcare providers in developing countries. Chen, who became the chief executive officer of Embrace Global, the nonprofit founded to achieve this objective, had come to value Trelstad's guidance and trust his advice. In late 2010, as she and her team were on the cusp getting their innovative new product to market, Chen and Trelstad's relationship took on a new dimension. Embrace was seeking an infusion of funds to support its product launch and help the company rapidly achieve scale. In parallel, Acumen Fund was continuing to look for organizations with game-changing products and services in need of patient capital on their way to becoming self-sustaining businesses that effectively serve the poor. Suddenly, Trelstad was a potential investor and Chen was a prospective investee. As they explored the possibilities of a financial partnership, one of the key questions facing Embrace was whether or not it should consider adopting a for-profit or hybrid organizational structure so it could raise more substantial funding by taking on equity investors. Acumen Fund had to think about whether or not it was interested in investing in Embrace, how to value the company, and how large a stake it might be willing to take if a deal moved forward. This case explores the situation from the perspective of both organizations and can be used to support a high-level negotiation between the two parties.

Daniel Kim was considering blowing the whistle on his friend, the CEO of a fast-growing start-up where Kim had spent most of his professional career. When Kim joined the company, called Cardio-Metric, in 2002, it consisted of seven young engineers (including its two 25-year-old founders) working from a one-bedroom Minneapolis apartment. By 2008, when the venture capital-backed company recorded $110 million in revenues, Kim had become close friends with the founders, who served as CEO and chairman. Cardio-Metric's success, however, concealed troubling internal developments. Since 2002, the CEO's management style had progressed from unconventional to questionable to egregious. Kim, Cardio-Metric's on-and-off CFO, had repeatedly confronted the CEO over his behavior-including charging large purchases with no clear business purpose to Cardio-Metric and presenting unrealistic financial projections to investors-but the CEO dismissed Kim's concerns and ordered him not to share them with others at the company. By April 2009, Kim believed the problem had grown out of control, and he was considering disclosing the CEO's actions to the board of directors and a team of external auditors. There was much at stake. Kim's disclosure would undoubtedly ruin his friendship with the CEO, endanger Kim's own role at the company, and even jeopardize the future of Cardio-Metric itself.

Dr. Yusuf Hamied, head of the Indian pharma and generics manufacturing company Cipla, is weighing options for how to continue to support the global fight against HIV/AIDS while positioning his company for growth in a changing regulatory landscape.

After three years of rapid growth in a relatively young industry, the affiliate and payment processing company RevenueWire.com found itself operating in a very different environment. Sales growth in the company's affiliate network service had leveled off, and orders for Q1 2010 looked just like those for Q1 2009. New competitors, low entry barriers, and a plateau in the affiliate market meant few opportunities for growth across the industry. Despite those conditions, the company's owners had set aggressive revenue targets for 2010 to 2012. The general manager must evaluate options for growth, including new markets and new products, to determine how to meet her targets. Because RevenueWire.com's competitors are privately held, there is little public data on the state of their finances or the size of various markets. The general manager has learned how to use surrogate data to gauge the market and make strategic decisions, and the students must do the same to develop an effective three-year plan that will meet or exceed the owners' expectations. The case exposes students to decision making in a global industry dominated by privately held companies. It also exposes students to the affiliate marketing industry from the viewpoint of an entrepreneurial company that serves as an intermediary between merchants and affiliates. It describes many of the challenges facing an intermediary in an industry that includes not only legitimate merchants but also a vast array of scam artists and phony products.

The price of pharmaceuticals in the Philippines is second only to Japan in Asia and one of the highest in the world despite the Philippines being a less developed country and nearly half of its population living on US$2 a day. The case illustrates how The Generics Pharmacy a local pharmaceutical company challenged the existing industry business model and became the largest pharmaceutical retailer in the country within a period of only three years. Under the strategic leadership of CEO Benjamin Liuson, The Generics Pharmacy succeeded in formulating a superior value proposal by focusing on the supply and demand side constructs at the bottom of the pyramid and bringing affordable high quality medicines within reach of low income individuals. Superior leadership, management and strategic initiative succeeded in integrating and balancing tenets of corporate social responsibility, entrepreneurial foresight and resource based strategy to catapult the company into a leadership position.

Candace Leak is a young female college graduate who quit her successful job to start a luxury pet shampoo company, Cain & Able Collections (named after her two dogs). With no encouragement from her family, Leak bootstrapped the venture and turned her idea into a million dollar enterprise. The case follows Leak as she wins contracts with Petco and Whole Foods and is featured in the Wall Street Journal and New York Times. This success however extracts a personal and emotional toll. Eight years later, after getting married and having a son, Leak encounters a critical crossroads. She is still passionate about her company, but wants to focus on her family. Leak must decide whether to hire a CEO, sell the company, merge with her competitor, or raise venture capital.

ASAHI Net developed a cloud-based platform for higher education institutions to use in Japan and was wondering if that platform could be accepted in the U.S. as well.

Samarco produced iron ore pellets used for making steel. In 2003, the company had a 17% share of the global market of the product. At the time it had 1,286 employees, split between its units in Germano, in the State of Minas Gerais, and Ponta de Ubu, in the State of Espírito Santo.The two units were linked by an ore conveyor 396 km long, with a maximum carrying capacity of 15.5 million tons a year. The company's mission was "to be a Brazilian supplier of high quality iron for the global steel industry, creating value for all its stakeholders". In line with this guideline, between 1997 and 2003, Samarco coordinated and financed the Bento Rodrigues Popular Environmental Education program. The aim was to contribute to the development of the community living in the Bento Rodrigues district, by gaining the commitment of the residents for identifying community problems and seeking solutions that might increase local development. In spite of the reach of concrete results, after the end of the direct intervention undertaken by the company, a decline in the participation of the community was perceived, along with the discontinuity of the actions begun. In 2003, the need to build a second ore conveyor provided Samarco with a new opportunity for interacting with the communities. Its prior experience with the Bento Rodrigues Popular Environmental Education Program caused the Environment Manager to propose a new social project concept for the company, called the Social Responsibility Education and Communication Program - PROECOS. This program, to be implemented in partnership with GAIA (Group for Interdisciplinary Application to Learning) had broad objectives: to improve the company's image; to involve the communities in the preparation of sustainable social-environmental projects and to build a network of partners for meeting local demands and proceeding with development actions after the end of the company's involvement in the Program.

The case examines the issues faced by a hotel management and development company as it tries to increase the return to its shareholders. The firm's major shareholders have commented that they believe the firm is currently under-valued, so management is considering several means of unlocking extra value. Due to difficult economic conditions resulting from the Global Economic Crisis, there are both many opportunities as well as many risks to the alternatives they are considering. The case provides both the opportunity to use several different valuation methods to determine if the company is, in fact, undervalued, as well as a discussion of several alternatives for unlocking value ranging from starting an active acquisition strategy, to re-organizing its corporate structure with either an updated capital structure or converting to a real estate income trust.

This case profiles the evolution of General Electric's African American Form (AAF), an employee affinity group, and its efforts to increase the company's involvement in Africa. The AAF formed in 1991 to help advance GE's recruitment, retention and development of black employees. By 1995, members of the AAF started asking Jack Welch whether the company was planning to develop business in Africa. After Welch invited the group to conduct due diligence, it was concluded that the timing was not right for GE to make a significant investment in Africa. Yet, when Jeffrey Immelt began attending the AAF Symposia in 2001, the question about GE's involvement in Africa resurfaced. In 2004, Immelt pledged $20 million to fund, "The Africa Project" (later renamed, "Developing Health Globally")-a GE philanthropic effort sponsored by the GE Foundation and the AAF to improve healthcare outcomes in Africa.