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This case describes the implementation and subsequent failure of an innovative system installed in the bars of Alvalade XXI, the recently built football stadium in Lisbon, Portugal. Casa XXI, the company running the bars, had entrusted the project to an IT supplier who had limited experience with large systems. During the inauguration, the system failed spectacularly creating a chaotic situation. The fiasco meant not only a financial loss, but also a blow to the reputation of the company. The management blamed the supplier for the failure. The supplier, however, claimed that the problem was not technical but organizational, that is, poor planning of operations. Subsequent tests were inconclusive and failed to restore trust. At the end of the case, the CEO is considering the possibility to switch to an alternative supplier. He also wonders what they could have done to manage the project and the associated risks more effectively. The case highlights risk and project management issues in large systems implementations. The discussion can be structured around cost/benefit analysis, risk assessment, and project management. Relevant dimensions include: company operations, project scope, degree of innovation, technology used, system architecture, supplier selection, and project organization. In addition, the case raises governance questions: Who is responsible for the project? Even if the project is outsourced, how should the roles and responsibilities be apportioned between the company and the IT supplier(s)? What mechanisms should be used to plan and execute IT projects, and control their risks?

"Parfums Cacharel, a division of L'Oréal, used to have a dominating position on the European market with both the number one and number two best-selling fragrances: Anaïs Anaïs and Loulou. At the time of the case however, sales were declining at a rate of 15 % per year and Cacharel was a fragance brand in need of a major revitalization. The task assigned to Dimitri Katsachnias, the new general manager of Cacharel, is to turn around the business. But before doing that, he needs to understand the brand. 1. Brand identity decoding • What is Cacharel's brand identity? What are its conceptual and tangible components? Can it be summarized in less than five words? • Does the Cacharel umbrella brand itself have an identity beyond that of its sub-brands? Which sub-brands are mostly responsible for creating Cacharel's identity? 2. Brand revitalization • What is the root source of Cacharel's maturity crisis and how can understanding the brand's identity help? • Should Kataschnias bring the Cacharel brand closer to where the market is now? Should he focus on meeting the desires of today's consumers or in remaining faithful to the brand's original identity Students can watch the television commercials mentioned in the case on the dedicated case website: http://cases.insead.edu/cacharel/home. On this website, instructors can also access video interviews with the managers mentioned in the case, more recent television commercials, and PowerPoint presentations to be used in the classroom or as handouts using the login and password mentioned in the teaching note."

The protagonists are Lara Jackle and Lynn Graham, CEO and VP Marketing for LifghtFull Foods respectively. LightFull is a beverage start-up based in Northern California that is struggling with a major strategic decision which centers around its use and possible replacement of an ingredient called Stevia (an all natural, zero calorie plant derivative which is often used as a sweetener by consumers and companies) with an artificial sweetener. Jackle and Graham like Stevia for its inherent qualities that play to the company's and product's strengths: all-natural ingredients, low calorie, nutritious and tasty snack-replacement satisfaction. Some board members argue, however, that replacing Stevia with an artificial sweetener will not negatively impact the brand, and may in fact appeal to a larger audience in more mainstream channels (e.g., WalMart vs. Whole Foods, the latter of which does not allow artificially sweetened food items on its shelves). While approved by the FDA for use as a dietary supplement, Stevia has not yet been approved as a sugar substitute, food additive or sweetener. In fact, companies are overtly barred from using Stevia as anything but a dietary supplement and inclusion of the ingredient necessitates that the company classify the entire product (in this case a beverage) as a nutritional supplement, not a food.

This case deals with efforts by HSBC, one of the two largest banks in the world by market capitalization, to develop a wholesale banking franchise that can effectively challenge those of major universal bank competitors such as Citigroup, as well as dominant "monoline" firms such as Goldman Sachs and Morgan Stanley. It highlights the key dimensions of wholesale financial intermediation: loan syndication and project finance, loan securitization and credit default swaps, equity capital markets, debt capital markets, secondary market trading and other investment banking services for clients, as well as principal trading and positioning. Like most players in this market, HSBC had some notable successes and failures, but on the whole did not succeed in breaking into the top ranks of global investment banks despite clearly having the resources to do so. By understanding what it takes to succeed, students should learn a great deal about the competitive dynamics of this industry.

What are the differences between being a good tactical leader and being a good strategic leader? As he nears retirement, Robert Lincoln muses about his successor at Lincoln Industries. The case describes the backgrounds of four potential successors, all of whom are tactically astute and very competent general managers. Lincoln realizes that the company is at a crossroads and wonders what it would take for his potential successors to graduate from being good tactical leaders to effective strategic leaders.

In the spring of 2007, four budding companies were in the very early phase of their development. These entrepreneurial ventures illustrate the variety and breadth of new business ideas that can be pursued, and the unique issues that need to be tackled in order to turn each concept into a sustainable, profitable business. The case briefly describes each of the four companies-a footwear manufacturing company, a primary healthcare provider, a medical device, and a technology platform for creating biofuels and chemical products-in terms of the product or service being offered and the market being addressed.

In 2007, Khaldoon Khalifa Al Mubarak, the CEO of Mubadala Development Company (Mubadala), had every reason to be optimistic about the future of his home, Abu Dhabi, one of the emirates comprising the United Arab Emirates (UAE). The tiny, sandy, and dry emirate with a population of 1.5 million, only 420,000 of whom were citizens, was nestled upon nearly 10% of the world's known reserves of oil and the 4th largest proven reserve of natural gas. With the price of oil doubling every 10 years between 1970 and the 2000s, the state-owned Abu Dhabi National Oil Company (ADNOC) had enjoyed an era of increasing profitability. Another state-owned firm, Abu Dhabi Investment Authority (ADIA), had been investing extra oil revenues outside of the county for more than 30 years, and the intensely secretive organization had amassed assets worth an astonishing--and still rapidly growing--$500 billion to $900 billion. A common refrain held that Abu Dhabi nationals could live off of the returns generated by ADIA forever. Some accordingly referred to the emirate as "the richest city in the world." Yet Al Mubarak, trusted advisor to the crown prince Mohamed bin Zayed Al Nahayan, and Mubadala were charged with transforming the economy of the emirate. Many were concerned that Abu Dhabi was in danger of suffering from the so-called "resource curse," as its economy focused on fossil fuels and little else. Not only would Abu Dhabi's economy continue to be subjected to the vagaries of world energy prices, there would be little for its citizens to do. Not everyone could work for ADNOC or ADIA. Not everyone was from one of Abu Dhabi's handful of incredibly wealthy families. To be a developed country, Abu Dhabi needed change. Fortune had already played perhaps too large a role.

In 1995, Institutional Investor magazine began selling a complete ranking of the best equity research analysts. This report allowed research firms to assess the relative quality of each analyst across the industry, and this enabled firms to know nearly as much about the quality of analysts at other firms as they knew about the quality of their own analysts. Ponders the impact that increased transparency of performance will have on the labor market for equity research analysts, and asks how the directors of three different research firms ought to respond given each firm's competitive situation.

In Differences at Work: Emily (A) HBS Case No. 9-408-014 Emily, a private equity analyst, reads disturbing, sexually focused emails written about her by work colleagues and acquaintances after they all attended a work-related social event. Emily debates what she should do.

In Differences at Work: Jason (A) HBS Case No. 9-408-016 Jason is a member of his firm's recruiting team, which has a mandate to create a more diverse workforce. When the group decides to interview a candidate based on the candidate's race, Jason wonders whether they made the right decision and how, in general, diversity goals should be achieved.

Differences at Work: Jenny (A) HBS Case No. 9-408-017 is set in Amsterdam. Accompanied by her boss, Jenny is pitching a marketing engagement, but the prospective client keeps making comments about how attractive he finds her.

In September 2006, Russian billionaire Roustam Tariko, founder and owner of Russian Standard, needed to develop a strategy for introducing Russia's most popular brand of premium vodka (RSO) to American consumers. In the past year, he had introduced Imperia, the firm's flagship ultra-premium vodka, in the U.S. market; lined up American importation and distribution partners for Russian Standard; and had worked hard to build excitement for the brand. Beyond establishing RSO's stylishness, Tariko needed to carve out a space for the brand in the crowded American market. Imperia's marketing had emphasized two attributes, superior quality and Russian-ness. In articulating RSO's advertising strategy and tagline, Tariko would need to decide once and for all which attribute to emphasize. He would also need to decide how to articulate this attribute so as to develop discrete identities for each of the two brands. Would Americans respond better to a claim of authenticity, or to a claim of unparalleled purity? And which were RSO and Imperia best equipped to exploit?

n December 2006, eBay, Inc, a US company that offers e-commerce, e-payments and internet communication services globally, announced its plan to form a joint venture with China-based online portal and wireless operator, TOM Online, that would give each company 49% and 51% ownership, respectively. This was eBay's third strategic move in China, following its acquisition of a 33% stake in domestic counterpart EachNet in 2002 that marked its entry into the market, and a full acquisition in 2003. Despite the initial good results, eBay had been losing market share to local rival and Alibaba's fully-owned subsidiary-TaoBao. By 2006, eBay had seen its market share drop from a high of 85% to a staggering 29%, while TaoBao's continued to increase, reaching 60%. The joint venture was therefore an attempt by eBay to save its failing Chinese operations. The move also reflected the increasing difficulties foreign internet companies were facing in China because of fierce competition and a changing market environment. eBay believed that it would benefit from TOM Online's local knowledge and political connections. However, some analysts questioned whether political connections alone were the answer and suggested that eBay focus on its product and service offerings instead. How could eBay leverage the joint venture to its success in China? What alternatives did eBay have for enhancing its strategic position in the Chinese market?

In 1996, Andrea and Barry Coleman launched Riders for Health, a United Kingdom-based nonprofit dedicated to the improvement of transportation systems for health workers in Africa. The nonprofit's main program, Transportation Resource Management, involved a maintenance and training program for motorcycles and other vehicles used by health workers to deliver medical care in remote African communities. Although dedicated to an unglamorous area of health care, the program was incredibly successful and one of the few examples of a practical solution to the world's most intractable health care problems. Nevertheless, by 2007, the organization was at a critical decision point. It had tapped its established, external funding sources almost to maximum levels but still required significant capital to expand. The organization had to decide what strategies, both financial and operational, to implement in order to achieve the much larger scale it needed to spread the benefits of its program across wider sections of Africa's afflicted population.

In Differences at Work: Will (A), HBS Case No. 9-408-013 is set in London. Will, a gay man, must decide how to react to a senior colleague's question that assumes he is heterosexual. In the rest of Will's life, he does not keep his sexual orientation a secret.

In Differences at Work: Erica (A) HBS Case No. 9-408-015 Erica, a junior sales person, has just been offered the opportunity to attend an important client dinner. Later, Erica learns that she received the invitation because of her race.

In Differences at Work: Martin (A) HBS Case No. 9-408-019 is set in Italy. Martin, a gay man who has not disclosed his sexual orientation at his Italian firm, witnesses his division manager deliver a homophobic comment to his boss. He wonders what he should do.

In Differences at Work: Sam (A) HBS Case No. 9-408-021 Sam is one of the few minorities working at his company at the analyst level. He refuses a request from Human Resources to fill the "Asian spot" in his firm's diversity video.

In Differences at Work: Allie (A) HBS Case No. 9-408-037 Allie's boss demands that she and a colleague skip planned company meetings and "meet him at the beach in their bikinis" while on a business trip.

In Differences at Work: Alex (A), HBS Case No. 9-408-011 Alex has been asked an inappropriate question by the interviewer at an interview for his dream job. How will Alex handle the situation? Should he accept the position is offered?