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The executive director of Invensis Technologies (P) Ltd. (Invensis), met with the chief operating officer and vice-president of human resources to address two major challenges that the company was facing. The first challenge was the increased pressure on Invensis to remain competitive and cut costs while providing premium customer service. Clients were expecting more every day from their business process operations. The other challenge was that of building an engaged and committed workforce. While the attrition rate in the information technology (IT) sector was low, the IT-enabled services (ITES) sector continued to show high levels of attrition. The executive director wondered whether the company's structured approach towards working on an outsourcing project would help build credibility and differentiate it in the market place and how he could reduce the high attrition rate of ITES.

The Center for Creative Leadership (CCL) was founded in 1970 on the notion that leadership was not innate but could be learned. CCL evolved into one of the world's top leadership development organizations, involved in both research and program design and delivery. This case explores CCL's approach to leadership and management education for executives and presents some of the challenges the CCL faces as many different types of leadership development providers continue to emerge.

Terumo faces two challenges: how to sell its catheter products in the U.S. and its new "Solution Pack" in its domestic market, Japan. The case provides rich detail on the firm's evolution from a manufacturer of thermometers to a seller of commodity products like syringes to a diversified firm offering a range of advanced products-catheters and graphs, for example-in addition to commodity products. It describes how the firm's sales strategy-including changes in structure and compensation-changed as its overall product line evolve. The case also offers an interesting contrast for students studying sales forces, in terms of how this Japanese model differs in the way, for example, the firm compensates-and views-salespeople.

This four-case series follows a team through a weeklong kaizen event. The A case sets up the situation, and the B (UVA-OM-1259), C (UVA-OM-1260), and D (UVA-OM-1261) cases depict what happens on the successive days. The series teaches such concepts as takt time, line balancing, and managing change. The A case is intended to be handed out as an assignment, and the B, C, and D cases provide real-time exercises for the students.

Robin Budowski, a wine specialist and enthusiast, had dreamed about owning and running a vineyard for years, and on 28 July 2003 he was closer than ever to realizing his dream. He was putting the finishing touches to an offer to acquire Château d'Agel, a property in the Minervois region in the South West of France. The property, undermanaged and located in one of the cheapest wine AOCs, would be turned around on three dimensions: (1) improving the wine quality, (2) supporting the property's reputation with marketing campaigns, and (3) equipping it with the appropriate distribution channels. Château d'Agel seemed like the perfect candidate for a buyout. But a number of issues had to be solved before closing the deal. How would Robin structure the transaction so as to have minimal tax exposure in France and even less exposure for his investors, mostly non-French Europeans? The pure financial returns of wine properties are relatively modest, in particular when adjusted for the risk of agribusiness operations. So Robin needed to go after passion investors, i.e. enthusiasts. These investors expect large "affiliation" benefits from owning part of a vineyard. But how do you attract enthusiasts, in this case wine lovers, as investors? In other words, how do you maximize the non-financial benefits in the investment package?

This opening note is part of the suite of teaching materials which employs China as an illustration of the managerial implications resulted from the so-called War for Talent, and is intended to generate insights into "how to best play the talent game" in China, or elsewhere. We aim to generate an interactive and rich class discussion of the issues raised among seasoned business practitioners, by adopting a variety of interesting teaching formats: an opening note, four cases, an "appraisal exercise" and a video. In particular, this note presents the major talent-related issues that both local and foreign business leaders in China are facing today. Being deliberately brief, the note is designed to provide quick familiarity with the "big-picture" issues relating to talent in China today. Learning objectives: Among the critical issues in talent management to be addressed in this suite of teaching materials, the following are the most central for the learning of class participants: 1) Since sizing up potential candidates is the first and most fundamental step of talent management, what characteristics should a business leader look for to meet the competency requirements today and to prepare for the future? 2) What would be some creative and feasible practices to source, attract, develop and retain management talent?

This case is part of the suite of teaching materials which employs China as an illustration of the managerial implications resulted from the so-called War for Talent, and is intended to generate insights into "how to best play the talent game" in China, or elsewhere. We aim to generate an interactive and rich class discussion of the issues raised among seasoned business practitioners, by adopting a variety of interesting teaching formats: an opening note, four cases, an "appraisal exercise" and a video. In particular, this case features a state-controlled listed company which is a horizontally-diversified national champion involved in such business categories as tires, batteries, soap, printing ink and real estate, with export sales accounting for 45% of its total sales. The company aspires to increase its international presence and, in particular, to turn its tire operations into "global factories," while building its "Double Coin" domestic brand into a global one. The enterprise's board chairman, Dr Fan Xian, needs experienced managers for its domestic and overseas operations, especially in the areas of general management, finance, and marketing and sales. To him, loyalty is the most important criteria when appraising job candidates. His challenge is to find loyal and competent managers and match them with the right positions in China and overseas. Learning objectives: Among the critical issues in talent management to be addressed in this suite of teaching materials, the following are the most central for the learning of class participants: Since sizing up potential candidates is the first and most fundamental step of talent management, what characteristics should a business leader look for to meet the competency requirements today and to prepare for the future? What would be some creative and feasible practices to source, attract, develop and retain management talent?

This case is part of the suite of teaching materials which employs China as an illustration of the managerial implications resulted from the so-called War for Talent, and is intended to generate insights into "how to best play the talent game" in China, or elsewhere. We aim to generate an interactive and rich class discussion of the issues raised among seasoned business practitioners, by adopting a variety of interesting teaching formats: an opening note, four cases, an "appraisal exercise" and a video. In particular, this case is about a franchise formed in 2006 by SPSS, a NASDAQ-listed software provider with worldwide leadership. This foreign-invested company uses a channel partner network to sell its technology and to serve its clients. Tomas Casas, the Spanish-born CEO, aims to increase its contribution to SPSS's global revenue to 4% within five years of the company's establishment. To do so, he has to find qualified managers to support and develop the company's channel partner network. Because social skills - including the understanding of local dialects and rituals - are very important for building rapport with partners in different regions, Casas realizes that he needs to particularly careful when appraising candidates. However, such talent is in short supply and expensive in China. He needs to figure out the best ways to fill the positions. Learning objectives: Among the critical issues in talent management to be addressed in this suite of teaching materials, the following are the most central for the learning of class participants: Since sizing up potential candidates is the first and most fundamental step of talent management, what characteristics should a business leader look for to meet the competency requirements today and to prepare for the future? What would be some creative and feasible practices to source, attract, develop and retain management talent?

Is medical travel a viable business opportunity? A group of MBA students consider the pros and cons of starting a business that would send people from the U.S. to India for elective non-emergency surgeries.

The case looks at the takeover of the Roaring Dragon Hotel (RDH), a state owned enterprise in south-west China, by global hotelier Hotel International (HI) and discusses the cultural collision and organizational adoptions resulting from the intersections of two significantly different business cultures. Specifically in this case, the focus is on the challenge involved with downsizing, redundancy, communication, cultural sensitivity, strategic planning and in developing strategy. In south-west China in 2002, the RDH business environment was just emerging from the shadow of the planned economy and had retained its guanxi-based organizational culture. At RDH, relationship development and the exchange of favors were still important and occurring on a daily basis and there was little system or efficiency in the hotel's domestic management style and processes. In comparison, Hotel International had a wealth of international experience in providing accommodation, marketing and professional management in servicing the needs of a global market steeped in corporate governance. At the commencement of the management contract there was a deep division separating the organizational cultures of RHD and HI.

In July 1997, Thailand became the first Asian "tiger" economy to abandon its fixed exchange rate system in response to speculative attacks on its currency. Investors started to flee Asia, and the crisis rapidly spread to other countries. Central banks spent billions of dollars to try and defend their currencies, only to seek emergency bailouts from the International Monetary Fund. This case presents a chronology of events that unraveled during the Asian financial crisis from 1997 to the end of 1998.

Tad O'Malley has just started as an associate with Empire Investment Group. He must evaluate three investment opportunities facing the big leveraged buyout firm. All are global, but each pertains to different offices and each deal has different strengths and weaknesses. Which should he recommend to the partners for additional resources and what does a recommendation mean for his career?

In early January 1989, Irfan Mustafa, General Manager, Personal Products and Market Research, Lever Brothers Pakistan Limited, was wondering what action to take regarding the marketing of the laundry detergent bar RIN, which had been introduced to the Pakistani market in April 1984. The product was specially formulated and promoted as a fabric washer. Mr. Mustafa felt the sales volumes for RIN had reached reasonably satisfactory levels in 1988. However, a recent survey confirmed his suspicion that RIN was primarily being used for dish washing.

In January 2016, Mr. Tahir Raza Mian, Assistant Sales and Marketing Manager at the Avari Hotel Lahore (until 1994 known and operated as the Avari Lahore Ramada Renaissance Hotel), was concerned about the average room rate at the hotel. For the first time since operations began in Lahore, Avari's average room rate has fallen below that of its main competitors, Pearl Continental Hotel, The Nishat Hotel, or Heritage Luxury Suites. Tahir felt that he needed to re-evaluate Avari's current pricing policy in order to develop a plan to remedy the situation before the beginning of the new year.

This case focuses on the legal and managerial evolution of limited-liability firms in China, using the example of the Dasheng cotton mills in Nantong near Shanghai. Dasheng, one of the earliest and most successful industrial enterprises in pre-war China, was founded by the famous entrepreneur Zhang Jian (1853-1926). Having survived various economic and political crises, the Dasheng cotton mills became a state-owned enterprise in 1953. In the wake of the economic reforms the successor to the original Dasheng Enterprise was restructured as the Jiangsu Dasheng Co. Ltd. in 1996. Issues of corporate governance, legal environment, government relations and the role of family business structures are discussed in the context of how they shaped the business environment in pre-war China and continue to influence Chinese enterprise culture in 2008.

Primus is a credit derivative product company. How will they weather the credit crisis of 2007?

EFI has a unique sales compensation challenge. They cannot allocate sales credit for their core product to individual salespeople. So, they've historically paid the sales force as a team. This has worked out fine, since they've been a near-monopoly seller of a single product category. However, this has changed. Not only are they facing new competition in their core product bu they also have diversified into other products that allow them to identify sales by salesperson. Should they pay people individually on these newer products while maintaining the team-pay approach on the core? If so, it would raise a potential problem with shirking on the core product. However, not doing so would perhaps limit the sales of the new products. The case allows for a deep discussion of the bases for variable compensation in sales, including observability of effort and outcome, risk aversion, team vs. individual pay and the marginal impact of effort. The context is also an interesting and important one for sales management: OEM sales.

Explores the success factors leading to the company's rise to the number three ranking in the aggressively competitive toy industry. LeapFrog has made the strategic decision to expand beyond the toy industry and enter the educational technology and services industry. While leveraging core capabilities and product platforms, this new industry requires that executives define a new business model. Senior executives face a number of challenges in implementing the new business and in sustaining the company's growth.

The assistant coach of the Toronto Maple Leafs (Leafs), had just seen the team lose. In order to increase their chance of scoring, they had added a sixth offensive skater to the ice by sending their goaltender to the bench (known as "pulling the goalie") in the last 60 seconds of the game. Doing this did not give the team an advantage. In fact, a member of the opposite team was able to shoot the puck into the unguarded net, which cost the Leafs the game. The assistant coach had questioned whether the practice of pulling the goalie was a good one. He had also heard that models had been used to investigate strategies in sports. He wondered if mathematical modeling could be used to determine if pulling the goalie was a good strategy.

In 2007, the Philippines passed the Biofuels Act of 2006, which requires all gasoline sold in the country in 2008 to contain at least 5% ethanol by volume. The law's objectives are to reduce Philippine dependence on imported fuel, with its erratic price fluctuations, by providing a local supply of alternative and renewable energy. The success of the implementation of this law depends greatly on how well the country's agricultural sector will respond. Because of this, the Department of Agriculture is crafting a feedstock development strategy.