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A key difference between ridesharing services and standard yellow taxis was the rating system. After a trip using a ridesharing service, riders were encouraged to rate their drivers on a scale of one to five stars. The rating systems put immense pressure on drivers to maintain as high a rating as possible. Many drivers regarded the rating system as unfair, because they were sometimes penalized for factors out of their control. But just as passengers could rate drivers, drivers could also rate passengers. When low-rated passengers attempted to summon rides in the future, there was a greater likelihood of rejection by drivers. The rating systems used by ridesharing services seemed to be a key differentiator from taxicabs and for-hire services. But did the systems work as they should? Did the use of a ratings system lead to an improvement in service quality over competing services? Or were its flaws too serious and unfair to ensure anything other than additional stress for drivers?

Supplement to case A: 9B15M101.

Supplement to case A 9B15M101.

As Box continued to mature as a company, the firm fought through the ups and downs of being a highly visible hyper-growth Silicon Valley firm. Box struggled to get its IPO completed, having to deal simultaneously with a volatile stock market and increased scrutiny of its SaaS business model. In parallel, the company worked to aggressively expand its business into large enterprises through a key partnership with IBM, all while working to grow its top line, keep costs in line with targets and retain top talent.

This sequel accompanies Case Number 2047.0. Designed for a course in public finance or in transportation, this case describes the financial crisis that, in 2013, loomed over the Southeastern Pennsylvania Transportation Authority (SEPTA), the transit system serving Philadelphia and four surrounding counties. The difficulties were predominantly in the system's long-inadequate capital budget, which funded maintenance, repair, and replacement costs for the aging legacy system, but these problems were severe enough that they were threatening day-to-day operations. SEPTA had been forced to delay needed reinvestment in the system for so many years that, absent significant new funding, the SEPTA board and general manager warned that they would be forced to shrink its system dramatically over the next 10 years, reducing service in the city of Philadelphia and nearly eliminating suburban commuter rail service. To ground the discussion, the case provides political and structural background about SEPTA, alongside the recent financial history of both operating and capital budgets, allowing students to understand the nature of the funding difficulties that had historically beset the authority. The case also provides enough information on transit finance to support a more general conversation. Case exhibits include demographic and commuting data for the five counties served by SEPTA; fare and subsidy information by mode of transport; fare elasticity by mode of transport; sources of subsidy in both operating and capital budgets; information about the tax burden in Pennsylvania; the projected consequences of abolishing SEPTA for commuting costs, jobs, and property values; and pros and cons of using different kinds of state funding to finance transit. A brief 2-page sequel describes how proponents were eventually able to win legislative approval for additional funding, and what the legislature ultimately chose as its revenue source. Case number 2047.1

This case was written as an update to the case "The National Geographic Society," HBS No. 311-002, published in 2011. The (B) case describes the 2015 creation of National Geographic Partners, a for-profit joint venture between the National Geographic Society and 21st Century Fox. It describes the basic structure and terms of the deal as well as diverse reactions to it.

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.

This B case takes up the story of the Afghan female entrepreneur Kamila Sidiqi between 2009 and 2015. The case opens with U.S. Secretary of State John Kerry praising her achievements at a State Department dinner in March 2015 for the newly elected President of Afghanistan, Ashraf Ghani. It describes the growth of her Kaweyan firm, which diversified into dried fruit processing and a cab service, against a background of some economic and social progress, but also continuing economic, social and security challenges in the country. In October 2014 President Ghani asked Kamila to become Presidential Deputy Chief of Staff, a position which she accepted. The B case can be used in conjunction with the A case to explore the issue whether entrepreneurship alone can significantly overcome the many challenges faced by post-conflict countries such as Afghanistan, or whether improvements in institutional frameworks are a pre-condition.

Virsto, a storage virtualization company, was founded in 2007 by Mark Davis, Alex Miroshnichenko, and Serge Pashenkov. Davis founded Virsto after managing a series of technology startups, many of which were ultimately acquired by big name players such as Dell and HP. Virsto represented the first venture Davis built from the ground up, and it was intended to do for storage virtualization what VMware had done for server virtualization. At the beginning of Davis' journey, he and his cofounders faced a daunting decision: slow the pace of product development to wait for the market leader, VMware, to develop the functionality whereby Virsto's product could "plug in" to VMware's hypervisor, or go to market immediately with Microsoft Hyper-V, a new entrant with a still uncertain future. Davis gambled on immediate commercialization via a second-tier player vs. waiting around for VMware. While his decision brought Virsto to market more rapidly, the team soon found that Virsto's product far exceeded the needs of Microsoft's audience. Therefore, in 2011, Virsto was poised and ready when VMware announced the capability to integrate with external products, and Virsto quickly saw its market potential explode. VMware, which had been working on its own storage product that had yet to gain traction, saw the tremendous potential of acquiring Virsto to accelerate its storage solution. As VMware's interest to acquire Virsto crystallized into an extremely low-ball offer, Davis faced the difficult decision of whether he could negotiate a price with VMware that would make his investors, employees, and stakeholders happy, find another higher-paying acquirer, or allow the company to continue to build market value as the clear leader in storage virtualization. Part B describes the challenging negotiations that Davis went through with VMware to finally arrive at a price before both sides reached the dreaded "deal fatigue." After presenting the price to his board, one board member

This case is part of a four part series that examines the merger of the Walter Reed Army Medical Center and the National Naval Military Center at Bethesda - the most expensive, controversial and largest hospital merger in US history. The series includes: A case + A teaching note (Leadership of VADM Mateczun); B case + B teaching note (Army/Navy cultural issues); Epilogue (short conclusion); Film - award winning short documentary. The A case focuses on the leadership of Vice Admiral Dr. John Mateczun, a three-star Navy admiral who led the merger. Mateczun achieved what many considered to be a minor miracle - integrating Walter Reed and Bethesda Naval in the face of fierce institutional resistance. But in his drive to see the plan through, Mateczun stretched the limit of military authority, expended his political capital and alienated friends and colleagues. The case allows discussion of leadership styles and the importance of persuasion, negotiation, communication issues, and personal character. There are two companion cases and a 17-minute film. The film shows a brief history of the hospitals, explains the BRAC (Base Closure Commission), and shows the intensity and urgency of the medical needs of patients being cared for at Walter Reed during the height of the Iraq and Afghanistan wars. The B Case focuses on the difficulties of merging organizations with significant cultural differences. It may be taught together with the (A) case or on its own with the video. The short Epilogue looks at the outcome in 2014, 3 years after the merger. Case number 2035.0

This case is part of a four part series that examines the merger of the Walter Reed Army Medical Center and the National Naval Military Center at Bethesda - the most expensive, controversial and largest hospital merger in US history. The series includes: A case + A teaching note (Leadership of VADM Mateczun); B case + B teaching note (Army/Navy cultural issues); Epilogue (short conclusion); Film - award winning short documentary. The A case focuses on the leadership of Vice Admiral Dr. John Mateczun, a three-star Navy admiral who led the merger. Mateczun achieved what many considered to be a minor miracle - integrating Walter Reed and Bethesda Naval in the face of fierce institutional resistance. But in his drive to see the plan through, Mateczun stretched the limit of military authority, expended his political capital and alienated friends and colleagues. The case allows discussion of leadership styles and the importance of persuasion, negotiation, communication issues, and personal character. There are two companion cases and a 17-minute film. The film shows a brief history of the hospitals, explains the BRAC (Base Closure Commission), and shows the intensity and urgency of the medical needs of patients being cared for at Walter Reed during the height of the Iraq and Afghanistan wars. The B Case focuses on the difficulties of merging organizations with significant cultural differences. It may be taught together with the (A) case or on its own with the video. The short Epilogue looks at the outcome in 2014, 3 years after the merger. Case number 2035.0

Supplement to 9B15B009.

This case is a supplement to W15400. In February 2015, the sales of McDonald's Japan had continued to slide, despite the implementation of new pricing and the introduction of new food items. The company posted a loss for 2014, citing costs in dealing with the Shanghai Husi debacle and the impact it had on sales. However, numerous reports of foreign objects in McDonald's food items had resulted in the loss of consumers' trust. How should the expatriate CEO rebuild the company's position in the Japanese market?

Supplement to case 916404. No corporation and its board of directors is immune to a disruptive shareholder activist attack. The Novell (A) and (B) cases take students through a shareholder activist attack and its aftermath-a saga that spanned 5 years. The cases outline the activist playbook in conducting an attack, the board's response, and key decisions that must be made.

To be used with Hexion/Apollo's Courtship of Huntsman Corporation (A) 316-028.

Handout for case UV7031.

Handout for case UV7031.

In early 1996, Charlton Memorial, St. Luke's, and Tobey Hospitals were contemplating a full asset merger, something that had never been done before in Massachusetts. The logistics of the merger and its impact on the finances of the hospitals were among the many unknowns that the boards of trustees and management were facing. But, as Ron Goodspeed, MD, CEO of Charlton at the time, explained, "We had a fundamental desire to make it work. We expected hurdles - we knew there would be difficulties - but that is not a reason to back away...We took one step at time, taking care of hurdles as they appeared."