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Rachel Braun Scherl and Mary Wallace Jaensch are marketing consultants for J&J who uncover the opportunity to buy Zestra Laboratories, a South Carolina company which makes a product proven to improve women's sexual health. The case explores the process by which the team conducted diligence, raised funding, and eventually bought the assets of the company out of bankruptcy. It covers the challenges of changing a retail business model to a hybrid of retail and direct-to-consumer, as well as the marketing challenge of connecting with a target customer about a need that is not often publicly discussed.

Genzyme Corporation is in the midst of planning its new corporate headquarters, which incorporates many innovative green building features. After learning that the building as planned would likely earn a LEED Silver rating, an intermediate score in the LEED green building rating scheme, the CEO charged the building team with exploring opportunities that would enable the building to earn the highest rating, LEED Platinum. Five additional green building features are described, and students are asked to analyze and recommend which, if any, of these features to pursue based on their cost, likelihood of earning LEED credits, and their influence on the building's environmental performance.

After two years of less than stellar performance resulting in sales well below plan, senior management at General Motors (GM) mobile telecommunications service start-up, OnStar, recognized that without a substantial change in their strategy, support for the venture would dwindle. Chet Huber (HBS 1979) faced one of the toughest decisions of his career. He had to decide whether to press GM executives to approve a plan to factory install OnStar hardware on every vehicle it manufactured-a new strategy requiring a dramatic increase in the corporation's commitment to the struggling technology venture. The alternative would be to continue with the current strategy of selling OnStar as an aftermarket product at GM dealerships. GM produced over five million new vehicles a year. Installing OnStar on every vehicle could exponentially increase the subscriber base but would cost hundreds of millions of dollars and lead to an unknown number of changes both within OnStar and at GM factories.

The VIRGINIA-class submarine was one of the largest naval-acquisition projects in history, involving the construction of 30 submarines at an acquisition cost of $93 billion. By FY05, the VIRGINIA-class program was in its 10th year. Construction had begun on seven submarines. Unit costs were running 41% over the base-line budget, and production goals were not being met. Ship construction budget limits necessitated a 20% unit-cost reduction, an unprecedented task on a ship already in serial production. How would the program office achieve that goal and prevent the program from being truncated, the fate of its predecessor the SEAWOLF-class?

A project manager with a talent for creating dashboards, David is frustrated by his repressive, micromanaging boss, Thaddeus - aka "the Commodore." Thaddeus drones on about the high point of his own (now stalled) career, calls unnecessary last-minute meetings, and tries to one-up his direct reports - while bending over backward to honor an intern's filing job. David has managed to impress Irving, the EVP of Finance Europe, enough to receive a job offer, but it's a lateral move with no increase in pay. What should he do? Three experts comment on this fictional case study in R0909B and R0909Z. He should stay where he is, at least for now, says Gini Graham Scott, an author, consultant, and motivational speaker. Meanwhile, he can form a supportive network of colleagues, make a special effort to find pleasures outside of work, and even attempt - non-confrontationally and subtly - to improve his relationship with the Commodore. Brad Gilbreath, formerly a human resources manager and now an assistant professor at Colorado State University, advises David to escape from Thaddeus in the interest of his own health. Research shows that bosses' behavior can lead to high blood pressure or psychiatric problems in their subordinates. By learning how to set boundaries, says Lauren Sontag, the president of a consulting firm specializing in executive coaching, leadership development, and talent management, David might be able to improve his relationship with Thaddeus. But accepting Irving's offer would provide more room to maneuver and advance. Alternatively, David might propose a dashboard "center of excellence" to serve both Thaddeus and Irving.

A project manager with a talent for creating dashboards, David is frustrated by his repressive, micromanaging boss, Thaddeus - aka "the Commodore." Thaddeus drones on about the high point of his own (now stalled) career, calls unnecessary last-minute meetings, and tries to one-up his direct reports - while bending over backward to honor an intern's filing job. David has managed to impress Irving, the EVP of Finance Europe, enough to receive a job offer, but it's a lateral move with no increase in pay. What should he do? Three experts comment on this fictional case study in R0909B and R0909Z. He should stay where he is, at least for now, says Gini Graham Scott, an author, consultant, and motivational speaker. Meanwhile, he can form a supportive network of colleagues, make a special effort to find pleasures outside of work, and even attempt - non-confrontationally and subtly - to improve his relationship with the Commodore. Brad Gilbreath, formerly a human resources manager and now an assistant professor at Colorado State University, advises David to escape from Thaddeus in the interest of his own health. Research shows that bosses' behavior can lead to high blood pressure or psychiatric problems in their subordinates. By learning how to set boundaries, says Lauren Sontag, the president of a consulting firm specializing in executive coaching, leadership development, and talent management, David might be able to improve his relationship with Thaddeus. But accepting Irving's offer would provide more room to maneuver and advance. Alternatively, David might propose a dashboard "center of excellence" to serve both Thaddeus and Irving.

A project manager with a talent for creating dashboards, David is frustrated by his repressive, micromanaging boss, Thaddeus - aka "the Commodore." Thaddeus drones on about the high point of his own (now stalled) career, calls unnecessary last-minute meetings, and tries to one-up his direct reports - while bending over backward to honor an intern's filing job. David has managed to impress Irving, the EVP of Finance Europe, enough to receive a job offer, but it's a lateral move with no increase in pay. What should he do? Three experts comment on this fictional case study in R0909B and R0909Z. He should stay where he is, at least for now, says Gini Graham Scott, an author, consultant, and motivational speaker. Meanwhile, he can form a supportive network of colleagues, make a special effort to find pleasures outside of work, and even attempt - non-confrontationally and subtly - to improve his relationship with the Commodore. Brad Gilbreath, formerly a human resources manager and now an assistant professor at Colorado State University, advises David to escape from Thaddeus in the interest of his own health. Research shows that bosses' behavior can lead to high blood pressure or psychiatric problems in their subordinates. By learning how to set boundaries, says Lauren Sontag, the president of a consulting firm specializing in executive coaching, leadership development, and talent management, David might be able to improve his relationship with Thaddeus. But accepting Irving's offer would provide more room to maneuver and advance. Alternatively, David might propose a dashboard "center of excellence" to serve both Thaddeus and Irving.

Positive environment in the workplace is usually assumed to be beneficial to employee morale, but not always a necessity for achieving the firm's strategic goals. Positive Organizational Scholarship (POS) is a field of study that focuses on how leaders and organizations can achieve extraordinary results while focusing on positive deviance. In April 2004, Prudential Financial acquired CIGNA's full-service retirement business and various challenges in integrating the two firms became present. The challenges included aligning the cultural aspects of the organizations. This case describes how senior management led the merger of Prudential and CIGNA while implementing various POS practices throughout the organization in hopes of creating a successful culture for the staff, compelling results for the clients, and a strong value for the shareholders.

Founded in 1987, Naxos had become the world's largest classical music label. It had reached this lofty position by being an innovative cost leader. The company's chairman, Klaus Heymann, had been quick to take advantage of a drop in the manufacturing price of CDs and the fall of the iron curtain. Recording with artists and orchestras in eastern Europe and paying musicians one-time fees instead of royalties, Naxos had developed a unique and effective business model. The company had also been a first mover in the web-based distribution of music. Having exhibited a knack for making the right move at the right time, what should Naxos do to sustain its success in the decade to come? This case was used in the Second McKinsey/HSBC Business Case Competition.

Georgie Yam went to Shanghai in 2001 as consultant for a German hair-care product line. Being a massage enthusiast, he quickly spotted a gap in the city's spa market for a value-for-money relaxation product. One discussion with his colleague and soon-to-be business partner, Eve Zhou, cemented the decision to begin drafting plans for a Western-style spa with a mystical oriental touch. Dragonfly Therapeutic Retreats was launched in 2003. Within the first two years of operations, the partners had successfully opened three shops and had no plans of stopping there. By March 2009, Dragonfly operated a network of 20 local branches and three branches overseas. The question now was how to manage rapid expansion without compromising the brand and its high standards.

Cerámicas de Costaragua (CC) began producing ceramic tile in 1953. The founders were interested in forming a vertically integrated chain. During the 1990s, CC suffered the consequences of policies that liberalized the economy and, amidst a decline in sales, it decided to enter into a new unexplored market in the ceramic sector: low-income consumers. Lack of knowledge about the behavior of low-income consumers was a challenge for CC. Therefore, it sought the support of a social leader who knew the inhabitants of low-income sectors. A program called "Remodeling your Home" was launched and the community was actively included. Existing community organizations were responsible for convening and coordinating sales promoters. Two years after the initiative was established, CC expanded to other areas of city and to other cities. Strengthening of the distribution channel with specific adjustments for the low-income populations generated a growth in demand that led to a mid-term sales projection of one million m2 of ceramic tiles per month. To achieve this, Remodeling depended on the vertically integrated value chain of CC, but required a new distribution channel that was suitable for the expanded sales expectations in this market. The case poses three options to achieve the most appropriate distribution of the Elénica products: • The first assigns community organizations the most active role in distribution, putting them in charge of maintaining product inventory in their offices to supply demand for a zone; • The second proposal proposes that CC be the direct distributor of the product from the factory to the consumer's home, maintaining the role of the Elénica Service Centers that the company created in neighborhoods; and • A third option creates larger service centers that function as storage warehouses near consumers.

The case opens in March 2008 with Andrés González, the entrepreneurial mind behind Empleados Ya (EY), concerned about the financial situation of his new venture. González and Salvador Sáez, both faculty members at one of Chile's most distinguished business schools, had formed EY with startup capital of just US$ 10,000. In a nation were unemployment was historically high the partners aimed to achieve a dual purpose, namely to make a profit (i.e. create economic value) while making a contribution to solve a pervasive social problem (i.e. create social value). Chile had a longstanding headhunting industry geared towards highly qualified professionals, but labor brokerage for the low-skilled employment sector had been managed by the government through a network of municipal employment offices (Municipal Labor Intermediation Offices, henceforth OMIL). These offices, however, were inefficient in brokering employment and companies did not use them to fill vacancies. González felt that the lack of information available about the job market was one of the causes of unemployment in low-skilled sectors: Job seekers did not know where to find work, and large companies did not trust the OMIL offices to find good workers. This left a niche open for a trustworthy intermediary service to match companies with potential candidates from the low-skills sector. The case outlines the challenges facing EY to stay afloat after three years of operation. Its leaders had formed a partnership with an international labor brokerage organization that had not produced the desired results. While Sáez is willing to cut his losses and close up shop, Gonzalez is not. Still, given EY's unsatisfactory financial results, González has to make some important decisions in order to make the business profitable.

INACAP was the largest tertiary education institute in Chile, with little more than 54,000 students and with coverage throughout the country. Since 1966 the organization had delivered technical and professional formation for work through its technical training center (TTC) and its vocational center (VC). In 2007, given the growing competition of many new private TTCs, VCs and universities offering education for work, INACAP decided to broaden its technical program mix and become a university: Universidad Tecnológica de Chile. The decision entailed venturing into the provision of university education, an area where INACAP had no previous experience. One of its competitors was the DUOC, with a long-standing presence in the market. It offered high quality technical and professional education under the wing of one of the most prestigious universities in the marketplace, Universidad Católica (UC). The other competitor was Universidad Santo Tomás (UST), a university that did not enjoy the high reputation of UC, but nevertheless granted academic degrees to its graduates. This meant that, even if its programs did not measure up to those of INACAP, graduates from Santo Tomás possessed a university degree, a valued asset, in a country that overrated academic degrees. In this scenario, when INACAP's leaders saw the chance of purchasing Universidad Vicente Pérez Rosales, they made a decision to go ahead and buy it. However, the decision entailed changing INACAP's strategic position. Few months into the purchase, the incumbent Rector resigned and the new Rector, Gonzalo Vargas, was confronted with the need to evaluate the cogency of the business model INACAP had been operating and decide its competitive strategy.

Nanosolar is a start-up company in the clean tech sector. It expects to be one of the first manufacturers to produce thin-film solar panels using copper indium gallium (di)selenide (CIGS) technology. Although this technology is less efficient in producing electricity than polysilicone, it is much less costly too. As it is about to enter the market, Nanosolar is facing the decision on which market to enter. Should it attempt to go into the European market which has established feed-in tariffs? Or should it enter the nascent, but growing US market?

Several top surgeons at NewYork-Presbyterian hospital (NYP) are receiving financial and administrative support to advance their surgical device inventions through the earliest stages of commercialization.

Plantar S.A. is a pig iron producer based in Brazil working toward an integrated supply chain producing 100% green pig iron. The company is gradually converting the coke fed into the blast furnaces from fossil to green (i.e., coal produced from renewable biomass). The company owns large eucalyptus plantations in Brazil, and was the first in Brazil to obtain the approval to trade Kyoto Protocol carbon credits. At the time of the case, both internationally and locally, the process and the technical methodologies were yet insufficiently defined. The World Bank saw Plantar as an opportunity to consolidate the process and showcase the Kyoto Protocol. The Plantar project was a success from a strictly financial viewpoint. In addition, it put the organization on the path of significant transformation, and new growth opportunities.

In May 2008, the executive team of MLC Corporation (MLC) became deeply involved in the examination of whether it should expand its production and distribution operations into Russia. The Russian economy had grown dramatically, mainly thanks to rising natural gas exports to Europe. A sharp rise in energy prices had further accelerated the growth of the energy sector, as well as supported the expansion of the economy. Thus, in early January 2009, Mark Olexi, the CEO of MLC, was faced with three potential alternatives. The first one was to expand plant capacity at home and continue to export, as the company had done so successfully for years. The second alternative was to risk building a manufacturing plant and distribution center in Russia, and strengthen the company's competitive position abroad. The third alternative was to await and delay both decisions because of the uncertainties caused by the global financial and economic crises. Whether Russia could manage its economy to avoid the worldwide recession and an internal financial and economic crisis was an open debate. In addition, Russia had just experienced a leadership change, energy prices had collapsed, and the Russian-U.S. relationship had deteriorated.

This is a negotiation exercise. The case involves the negotiated licensing agreement between an American manufacturer in Arizona, and a Mexican licensor in the State of Sonora. Sam Paint owns and operates the largest wholesale paint business in southern Arizona. Although he sells a variety of house-paint products, he is best known for his quick-drying paint, a process he developed and patented in the United States twelve years ago. Sam also holds a Mexican patent for quick-drying paint. Both patents are scheduled to expire in five years. This negotiation takes place in the aftermath of the North American Free Trade Agreement (NAFTA) and the passage in Mexico of a strengthened intellectual property system

The European Recycling Platform was the only pan-European recycling organization created in response to the European Union's groundbreaking directive to promote recycling of electronic waste. Braun, Electrolux, Hewlett-Packard and Sony established ERP in 2002 as an alternative to the monopolistic e-waste takeback systems then existing in several European countries. ERP was based on the principle of producer responsibility, in which manufacturers are financially responsible for managing the end-of-life phase of their goods. By late 2007, ERP operated in eight countries. It had achieved significant market share and stimulated competition in European e-waste recycling. In November 2007, ERP's board was meeting to evaluate whether the company should greatly expand its scope. Should ERP start handling new product categories such as discarded batteries and packaging? Should it expand to more countries? If so, which countries? If it expanded, could ERP handle the additional business complexity while preserving its low-cost, outsourced model? The case looks at an organization at the forefront of efforts to address the world's growing e-waste crisis. It highlights the importance of managing the end-of-life phase of products. Students will evaluate recycling as a business and market opportunity. They will assess the industry and market changes sparked by Europe's e-waste directive.

On 27 November 2006, Bharti Enterprises Ltd ("Bharti"), one of India's principal business groups, and American retail giant Wal-Mart Stores Inc ("Wal-Mart"), entered into a joint venture with equal partnership for both companies. The partnership would give Wal-Mart access to the highly regulated Indian retail market, which was valued at US$320 billion. Bharti would own retail shops under the Wal-Mart franchise and the companies would jointly operate in areas of the Indian retail industry which were accessible for foreign investment, such as logistics and cash-and-carry. This partnership between the US retail giant and one of India's most successful corporate houses was expected to bring a dose of modernity to the Indian retail landscape. It could be questioned, however, how Wal-Mart would cope with the opposition it faced from local shop owners and civil rights groups given its poor reputation with regard to social responsibility. In addition, the state of the country's transportation network was very poor and the question remained how Wal-Mart planned to implement its supply chain management model in India.