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Henrietta Mercer, the senior vice president for human resources at LaSalle Chemical, is facing a challenge unprecedented in her career: Steve Ambler, recently appointed the company's group sales director, has decided to change his gender identity. Before Henrietta can finish crafting a corporate response, someone slips a copy of her confidential memo to the executive committee to one of Steve's colleagues, whose outraged reaction suggests the difficulties that may lie ahead. How can she help him transition in a workplace where not everyone is on board with the plan? Three experts comment on this fictional case study in R0811A and R0811Z. Linda E. Taylor, the director of work life, equity, and inclusion at Raytheon Missile Systems, advises Henrietta to offer lots of gender identity training. When Raytheon employees question the morality of condoning transgender choices, she replies that the company doesn't pass judgment on its employees' private lives and that working for Raytheon means adhering to its policy of inclusion. Ronald K. Andrews, a vice president and head of human resources at Prudential, says it is crucial to work very closely with the person transitioning and points out that the individual's courage may be what most strikes colleagues. Prudential held a meeting to educate account executives and provide them with talking points before they spoke directly to key clients - not one of whom was lost. Stasha Goliaszewski, a scientist and engineer at Boeing, started her gender transition after four years with the company. HR support helped with other employees, and her professional expertise helped when she called on customers. She advises large companies to prepare their gender-identity policies and not be caught off guard, as Henrietta was. Statistics show that, sooner or later, they are bound to encounter the issue.

Henrietta Mercer, the senior vice president for human resources at LaSalle Chemical, is facing a challenge unprecedented in her career: Steve Ambler, recently appointed the company's group sales director, has decided to change his gender identity. Before Henrietta can finish crafting a corporate response, someone slips a copy of her confidential memo to the executive committee to one of Steve's colleagues, whose outraged reaction suggests the difficulties that may lie ahead. How can she help him transition in a workplace where not everyone is on board with the plan? Three experts comment on this fictional case study in R0811A and R0811Z. Linda E. Taylor, the director of work life, equity, and inclusion at Raytheon Missile Systems, advises Henrietta to offer lots of gender identity training. When Raytheon employees question the morality of condoning transgender choices, she replies that the company doesn't pass judgment on its employees' private lives and that working for Raytheon means adhering to its policy of inclusion. Ronald K. Andrews, a vice president and head of human resources at Prudential, says it is crucial to work very closely with the person transitioning and points out that the individual's courage may be what most strikes colleagues. Prudential held a meeting to educate account executives and provide them with talking points before they spoke directly to key clients - not one of whom was lost. Stasha Goliaszewski, a scientist and engineer at Boeing, started her gender transition after four years with the company. HR support helped with other employees, and her professional expertise helped when she called on customers. She advises large companies to prepare their gender-identity policies and not be caught off guard, as Henrietta was. Statistics show that, sooner or later, they are bound to encounter the issue.

Henrietta Mercer, the senior vice president for human resources at LaSalle Chemical, is facing a challenge unprecedented in her career: Steve Ambler, recently appointed the company's group sales director, has decided to change his gender identity. Before Henrietta can finish crafting a corporate response, someone slips a copy of her confidential memo to the executive committee to one of Steve's colleagues, whose outraged reaction suggests the difficulties that may lie ahead. How can she help him transition in a workplace where not everyone is on board with the plan? Three experts comment on this fictional case study in R0811A and R0811Z. Linda E. Taylor, the director of work life, equity, and inclusion at Raytheon Missile Systems, advises Henrietta to offer lots of gender identity training. When Raytheon employees question the morality of condoning transgender choices, she replies that the company doesn't pass judgment on its employees' private lives and that working for Raytheon means adhering to its policy of inclusion. Ronald K. Andrews, a vice president and head of human resources at Prudential, says it is crucial to work very closely with the person transitioning and points out that the individual's courage may be what most strikes colleagues. Prudential held a meeting to educate account executives and provide them with talking points before they spoke directly to key clients - not one of whom was lost. Stasha Goliaszewski, a scientist and engineer at Boeing, started her gender transition after four years with the company. HR support helped with other employees, and her professional expertise helped when she called on customers. She advises large companies to prepare their gender-identity policies and not be caught off guard, as Henrietta was. Statistics show that, sooner or later, they are bound to encounter the issue.

This case examines Intel's response to imitative entry by Advanced Micro Devices into the 386 microprocessor product category in which Intel had been the sole producer. The case is set in 1991 when AMD first introduces its Intel-compatible 386 processor and before Intel's response is known. The case can be used to discuss competitive interactions in pricing and marketing strategy, as well as general issues regarding entry deterrence or accommodation.

This case is set at a golf course in Aurora, Ontario. The club superintendent and the assistant superintendent will be interviewing three candidates for a green keeping position at Maple Retreat Golf and Country Club. The club superintendent must decide what questions to ask of the three applicants, keeping in mind what questions he could not ask of the candidates. This case is intended to be used for the managing people module of an organizational behavior or human resource management core course, or for a managing people elective. The case provides students with the opportunity to develop interview questions for the candidates and to interview the candidates in role play situations.

The owner of a carpet cleaning operation in Tennessee is urgently looking for solutions, after his business expansion project has failed. The owner has emulated the business model of a well-established competitor, hoping that what has worked for his competitor would also work for him. The business is churning cash fast as a result of the additional cost of personnel and equipment and could face bankruptcy in the near future.

The purpose of the venture viability research process is to identify the key questions underlying the viability of a venture, to facilitate reframing of the venture to enhance its viability, and to provide evidence to support the founders' answers to those questions. The venture viability research process for entrepreneurs is different than the process for established companies. The questions are much broader and more fundamental, the available resources are fewer, and the time urgency is usually greater. In addition, entrepreneurs often have an incomplete understanding of the market for their product and limited direct experience with potential customers. The recommended process includes: (1) prototyping of venture designs, (2) identifying and answering key viability questions, and (3) iterating between steps 1 and 2 and adding detail to both the venture design and key viability questions in the process. Entrepreneurs invariably operate on limited budgets and condensed time lines; therefore prioritization is critical to every step of the process. Viability research demands constant evaluation of the attractiveness of different prototype designs. This note will illustrate the steps above, using a series of examples. It will also provide guidance around how to answer key viability questions, using tools such as expert interviews and various types of market research.

Arcadia Biosciences is an entrepreneurial California agricultural biotech company seeking to earn carbon credits by modifying commodity crops for use in China and India. Eric Rey, Arcadia's CEO, faced a strategic inflection point in early September, 2008. The company had a plan to share carbon credits allocated by the United Nations Clean Development Mechanism Executive Board to China, for use of Arcadia's rice varieties, since they enabled farmers to reduce nitrogen fertilizer use, in turn lowering greenhouse gas emissions. But the company's proprietary traits for nitrogen use efficiency, salt tolerance, and water use efficiency also had more conventional paths to market based on licensing deals to large seed companies. Alternatively, Arcadia could acquire a seed company and develop and market its seed directly. A different near-term growth area involved commercializing enriched safflower oil which had undergone several proof of concept tests and for which Rey foresaw a clear market in nutritional supplements and functional foods. The case provides context on the company; describes advances in crops genetics focused to climate change and associated resource issues of fertilizer use, water use, and soil salinity; and poses strategic choices for a start-up company operating at the intersection of business, agriculture, and climate change.

In essence, this the story of how two INSEAD MBA students had a great idea for an integrated service to take over companies' product return streams and how they turned this idea into a successful business. Cycleon was founded in 2005 to offer original equipment manufacturers an option to manage returns at a lower cost than was offered by express services, and with greater speed than possible by leveraging forward supply chain partners. It describes the reverse logistics market, Cycleon's strategic positioning, and the entrepreneurial challenges it faced.

The general manager of the Guam Visitors' Bureau, a destination marketing organization, faces the challenge of running the island's tourism industry. There are strong interest groups, who have structured the competitive field in Guam, and the island's mature industry faces ever-increasing competition from rival destinations. The general manager must formulate a realistic strategy that acknowledges the internal and external constraints his organization faces and safeguards the competitive position of Guam.

In the fall of 2008, E Ink had positioned itself as a leader in electronic ink technology thanks to the launch of several eBook devices such as Amazon's Kindle. Yet E Ink still faced the question of how to turn its technology into a profitable business amid competing technologies and financial challenges.

As America struggled to regain its balance in the aftermath of the American Civil War, Maggie Lena Walker did her best to actively effect change by finding solutions to the social and economic problems facing blacks and especially black women. Taking charge of the flailing Independent Order of St. Luke in 1899, Walker transformed the organization into a vibrant and thriving economic engine for blacks. With a vision of economic self-sufficiency, she established a newspaper in 1902, chartered the St. Luke Penny Savings Bank in 1903 becoming the first woman bank president in the United States, and opened a store run by and for blacks. Throughout her life, Walker persevered and thrived despite personal, social and professional obstacles.

This case illustrates the leadership and management challenges of starting a new firm based on a new business model and how success creates pressures that challenge the work/life balance which was one of the original goals of its two founders. The case also raises issues about the changing nature of careers and changing preferences people have for structuring their personal and professional lives.

Craig Coy, a business executive, retired Coast Guard officer, and former White House security adviser, was named executive director of the Massachusetts Port Authority, or "Massport," on April 11, 2002. The appointment came at a time of significant turmoil at Massport, the state authority responsible for managing Boston's Logan International Airport and several other regional transportation resources. The two airline jets hijacked in the attack on the World Trade Center in New York City on September 11, 2001 had departed from Logan. Massport had not been responsible for the security practices that had allowed the terrorists to board the jetliners with weapons, but the authority had, in recent years, repeatedly come under fire for political excesses and patronage. These long-tolerated vagaries-when vaulted into the national spotlight-suddenly appeared tawdry and intolerable to state officials and lawmakers. Coy's mandate, when hired a few months later, was to stop to the excesses of the past, to improve safety and security, to run the Authority in businesslike fashion-in sum, to effect a "cultural turnaround." The case takes a comprehensive look at Coy's approach. He immediately focused the authority on a major, challenging initiative; instituted a number of classic business reforms; and drew a sharp line in the sand with respect to political favors. Coy also had to confront some of his own assumptions about what it meant to act in Massport's best interests. Was it always best to leave politics at the door? This was Coy's impulse. But in certain situations, he reluctantly came to accept that a more complex stance was required. HKS Case Number 1896.0

a-connect was started in 2002 by three former McKinsey partners who wanted to develop an alternative business model consulting firm which they have positioned as a high-end staffing company. The company has been very successful, growing to revenues of CHF 30 million with offices in Zurich, Dusseldorf, Boston, San Francisco, Hong Kong, and Singapore. Instead of hiring full-time employees, the company uses a pool of 700 independent professionals (IP) who are typically former consultants from firms like Bain, BCG, and McKinsey. These professionals are managed by Talent Partners who match up IPs with client needs. One of the biggest challenges the firm faces is finding people who can fill this Talent Partner role since it requires a wide range of interpersonal and business development skills. As a way of instilling discipline in processes and procedures, from the very beginning the company set the objective of doing an IPO as a staffing company, thereby hoping to get the multiple of that category. Achieving this will require substantial growth in order to get to revenues of CHF 100 million, which they think is the size they need to be. Through the "Crystal Initiative" the company reviewed the three strategic choices of leveraging the operating platform, expanding the service portfolio, and focusing on the Global Sliver. They chose the latter, which means they decided to focus on getting deeper penetration into their existing large accounts. At the end of the case the founders are wondering if an IPO is still the right thing to do.

The chief financial officer (CFO) of North Billington Golf and Country Club was reviewing the financial statements prepared by the auditors. At the upcoming annual general meeting, Parkinson was expected to address the membership on the future financial health of the golf club. In addition to having the financial statements ready, he wanted to compare the financial results with those of other golf courses.

CEO John Seffrin decides to radically change the strategy of the American Cancer Society. The new Access to Care strategy relies on advocacy to change public policy and increase the number of Americans eligible for cancer prevention and treatment. The new strategy brings with it considerable political risk. Leveraging an organization with 3 million volunteers, this case describes how he skillfully transforms the organization (structure, control systems, staff, shared values, etc.) to implement the new strategy.

In late March 2007, CBS faces an important decision about its online video strategy. A just-announced joint online distribution venture between NBC Universal and News Corporation (Fox) is the impetus for this decision. Should CBS join forces with this new venture, come to terms with YouTube, the leading video-sharing site on the Internet, or maintain a nonexclusive strategy?

SK-II was Procter & Gamble's (P&G) only high-end skincare brand in China and sales accounted for an estimated 7 percent of SK-II global revenue in 2005. China was also P&G's fastest-growing market for skincare products and among the top markets in value worldwide. For many years, P&G China enjoyed high revenue and margin growth from SK-II and it was clear that this product could be a star. However, two consecutive public relations (PR) debacles in China in 2005-2006 resulted in a dip in SK-II's performance. As of 2007, P&G China was still trying to rebuild SK-II's prestigious brand image and to regain consumers' trust. This case examines the details of these two PR incidents and how P&G SK-II had handled these two events.

China Telecom was a major provider of telecommunication services in China. It was organized into three layers―Corporate HQ, Provincial companies, and city branches. Zhejiang Corporation, one of China Telecom's 31 provincial companies, adopted enterprise software to combat rising competition from wireless providers to its fixed line phone services. This case explores how Zhejiang Corp. centralized its database and key transactions to analyze data, create semi-customized promotions, and reach out into non-telephone services. Then, in May 2008, the Chinese government restructured the telecommunications industry, turning China Telecom into a national carrier and removing previous restrictions on its ability to provide mobile phone services. Now that China Telecom could offer full-blown mobile service, it had to develop a new strategy to market its portfolio of products.