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The case describes the competitive advantages that U.S. farmers enjoy in the global cotton industry and the subsidies they receive from the U.S. federal government. Arguments for and against the subsidies are presented in the context of global competition. The case includes the data needed to estimate a supply curve for 2004 cotton production and predict the average 2004 cotton price using total cotton consumption for 2004. Students can also estimate the result of eliminating the U.S. cotton subsidies on the average 2004 cotton price.

The spread of bird flu outside of Asia, particularly in Africa and Europe, topped headlines in 2006. The migration of wild birds brought the virus to Europe, where for the first time it spread to productive livestock, bringing it closer to the Western world. Due to today's globalized and highly interconnected world, the consequences of a potential bird flu pandemic are expected to be much more severe than those of the Spanish flu, which killed 50-100 million people between 1918 and 1921. A vaccine for the bird virus is currently not available. As of July 2006, 232 cases of human infection had been documented, mostly through direct contact with poultry. Of those, 134 people died. The best medication available to treat bird flu was Roche's antiviral drug Tamiflu®. However, Tamiflu was not widely available; current orders of government bodies would not be fulfilled until the end of 2008. Well aware that today's avian flu might become a global pandemic comparable to the Spanish flu, Roche CEO Franz Humer had to decide how Roche should respond. While the pharmaceutical industry continued its research efforts on vaccines and medications, Tamiflu could play an important role by protecting healthcare workers and helping to contain the virus-or at least slow down its spread. Due to patent protection and a complicated production process with scarce raw ingredients, Roche had been the only producer of the drug. Partly in response to U.S. political pressure, in November 2005 Roche allowed Gilead to produce Tamiflu as well. Even so, it would take at least until late 2007 for Roche and Gilead to meet the orders of governments worldwide. The issue was a difficult one for Roche: What were the risks; what were the opportunities? If a pandemic occurred before sufficient stockpiles of Tamiflu had been built up, would Roche be held responsible? What steps, if any, should Roche take with respect to patent protection and production licensing in the shadow of a potential pandemic?

In 2003, ITC responded to the high level of obsolete inventory by shifting risk from finished products to manufacturing and raw materials. This required that their supply chain be much more flexible and responsive than it was in the past. By 2006, changes in the supply chain that included moving manufacturing in-house improved flexibility and responsiveness. Obsolete inventory was significantly reduced and the company was much better at matching supply and demand. Cost, however, continued to be higher than that at third parties. The company had to decide on the appropriate tradeoff between cost and responsiveness when structuring its supply chain.

A leadership crisis has erupted at Barker Foods. Doug Lothian, the national sales director of the chocolates and confections division, was just fired for making some bad marketing choices, engaging in questionable selling behaviors, and, ultimately, losing the confidence of his customers and his staff. As a result, there's a schism in Sales. Senior managers are wondering whether a competency model would help the company replace Doug with the right kind of leader and prevent other leadership problems from cropping up. HR director Anne Baxter thinks Doug's situation is the perfect example of why Barker Foods needs to define exactly what it's looking for from its top people. Colin Anthony, the CEO, has given Anne the go-ahead to work with a special task force on a framework that would not only highlight the critical values, knowledge, and skills necessary to lead any of the company's divisions but also identify the corresponding tasks, behaviors, and measures of success. Colin has asked Anne and her team to present their findings to the executive committee, which has voiced mixed opinions about competency modeling. On the one hand, it makes sense to hire and develop the right people to execute the company's strategy; on the other, it doesn't seem wise to oversimplify the work that senior executives do--and boiling down great leadership to a checklist of qualities could be a step in that direction. Should the executive committee go forward with plans for competency modeling? Commenting on this fictional case study in R0701B and R0701Z are: Reuben Mark, chairman of Colgate-Palmolive; Rebecca Ray, senior vice president for global learning and organizational development at MasterCard Worldwide; George Manderlink, a partner in Heidrick & Struggles Leadership Consulting; and Dave Ulrich, a cofounder of the RBL Group, a leadership consultancy.

A leadership crisis has erupted at Barker Foods. Doug Lothian, the national sales director of the chocolates and confections division, was just fired for making some bad marketing choices, engaging in questionable selling behaviors, and, ultimately, losing the confidence of his customers and his staff. As a result, there's a schism in Sales. Senior managers are wondering whether a competency model would help the company replace Doug with the right kind of leader and prevent other leadership problems from cropping up. HR director Anne Baxter thinks Doug's situation is the perfect example of why Barker Foods needs to define exactly what it's looking for from its top people. Colin Anthony, the CEO, has given Anne the go-ahead to work with a special task force on a framework that would not only highlight the critical values, knowledge, and skills necessary to lead any of the company's divisions but also identify the corresponding tasks, behaviors, and measures of success. Colin has asked Anne and her team to present their findings to the executive committee, which has voiced mixed opinions about competency modeling. On the one hand, it makes sense to hire and develop the right people to execute the company's strategy; on the other, it doesn't seem wise to oversimplify the work that senior executives do--and boiling down great leadership to a checklist of qualities could be a step in that direction. Should the executive committee go forward with plans for competency modeling? Commenting on this fictional case study in R0701B and R0701Z are: Reuben Mark, chairman of Colgate-Palmolive; Rebecca Ray, senior vice president for global learning and organizational development at MasterCard Worldwide; George Manderlink, a partner in Heidrick & Struggles Leadership Consulting; and Dave Ulrich, a cofounder of the RBL Group, a leadership consultancy.

A leadership crisis has erupted at Barker Foods. Doug Lothian, the national sales director of the chocolates and confections division, was just fired for making some bad marketing choices, engaging in questionable selling behaviors, and, ultimately, losing the confidence of his customers and his staff. As a result, there's a schism in Sales. Senior managers are wondering whether a competency model would help the company replace Doug with the right kind of leader and prevent other leadership problems from cropping up. HR director Anne Baxter thinks Doug's situation is the perfect example of why Barker Foods needs to define exactly what it's looking for from its top people. Colin Anthony, the CEO, has given Anne the go-ahead to work with a special task force on a framework that would not only highlight the critical values, knowledge, and skills necessary to lead any of the company's divisions but also identify the corresponding tasks, behaviors, and measures of success. Colin has asked Anne and her team to present their findings to the executive committee, which has voiced mixed opinions about competency modeling. On the one hand, it makes sense to hire and develop the right people to execute the company's strategy; on the other, it doesn't seem wise to oversimplify the work that senior executives do-- and boiling down great leadership to a checklist of qualities could be a step in that direction. Should the executive committee go forward with plans for competency modeling? Commenting on this fictional case study in R0701B and R0701Z are: Reuben Mark, chairman of Colgate-Palmolive; Rebecca Ray, senior vice president for global learning and organizational development at MasterCard Worldwide; George Manderlink, a partner in Heidrick & Struggles Leadership Consulting; and Dave Ulrich, a cofounder of the RBL Group, a leadership consultancy.

Two-party term sheet negotiation between a venture capitalist and the founder of an aerospace start-up company in which participants are scored both on their substantive performance and on the other party's perception of the relationship. The venture capital (VC) firm Aerovent Capital is considering a $100 million investment in the startup company Earth Escape. The founder of Earth Escape and the lead partner from Aerovent Capital must negotiate a term sheet outlining eight significant terms of the investment. Both parties are concerned with structuring a deal that protects their substantive investment interests and with creating a positive foundation for their potential collaboration. The simulation introduces the incorporation of process and relationship interests into negotiation strategy.

Bladelogic, a high flier in the large and growing market of data center automation software, had reached a critical juncture. The company, which had already garnered two rounds of venture funding and closed deals with dozens of blue-chip firms, appeared to be headed in the right direction. Revenues, however, were becoming increasingly hard to forecast. As the CEO, Dev Ittycheria's leadership position was entirely based on his ability to execute in a tough, high-stakes environment. Monthly board meetings were becoming increasingly tense; Bladelogic was becoming vulnerable to missing its revenue forecasts unless one or two "big" deals came through at the end of each quarter. With less than twelve months of cash left at the firm's current burn rate, Dev knew that they were going to need another round of capital well ahead of schedule. Current investors were in no mood to put more money in at a higher valuation, so the company was facing the very real prospect of a down round . Dev knew they had to get additional capital fast...but how could he secure a new financing round without the participation of existing investors? At what price would the current investors participate?

In December 1999 Thomson Financial (TF) began a radical transformation from forty-one divisions toward a more integrated firm organized around customer segments. This required active, coordinated involvement from business, organization, and technology functions, as well as sustained investment and execution through the crises of the technology market crash and September 11, 2001. By 2005 TF had emerged as one of the top three financial information firms globally (with Bloomberg and Reuters).

Personal computer game maker Blizzard filed a lawsuit in 2002 against the developers of the bnetd project. The bnetd project was a volunteer effort of game enthusiasts and programmers frustrated with difficulties encountered playing Blizzard's personal computer games on its 24-hour Battle.net online gaming service. Via reverse engineering of Blizzard's software, the bnetd developers created and disseminated a free open source software program that mimicked the Battle.net playing experience while improving on some of its deficiencies. Blizzard, one of the world's most successful PC game publishers and a part of international media conglomerate Vivendi Universal, charged the bnetd developers with breach of contract and various counts of intellectual property infringement. The defendants maintained that U.S. law, in an effort to spur innovation in the United States, protected their activities. Describes the events leading up to a court-ordered mediation session between the two parties in October 2003. Students are asked, as business managers, to determine the legal and non-legal alternatives available to Blizzard and the bnetd developers, and to decide which strategy to pursue from each party's perspective.

The Indian electricity sector was opened to the private sector under the IPP policy. The NTPC, India's largest and perhaps most efficient generator had to respond to the changing scenario. It set out to set up the Simhadri project in Andhra Pradesh, going beyond to original mandate. The IPP policy, its perversities, the background of the power sector, the problems there in and the response of NTPC are discussed. Case (B) discusses the issues related to Project Planning and Implementation.

In January 2006, eClinicalWorks (eCW) had an acquisition opportunity that could fundamentally change the way they had done business since the inception of the company in 1999. eClinicalWorks was a privately run business in the healthcare information technology field that took in $25 million in revenue in 2005. Revenues for 2006 were projected to reach $40 million. This successful electronic medical record (EMR) company had grown thanks to their reliable software and responsive customer service. The company had achieved this growth without the help of any outside financing. The five co-founders of eCW, who treated each other like an extended family, invested years of sweat equity and hard work to shape eCW as they wanted. They were also proud of their company culture, which de-emphasized traditional company hierarchies and encouraged independent thinking and cooperative working arrangements across departments. Keeping the company private, in their view, had helped them to maintain this culture. The opportunity to acquire another EMR company offered eCW the chance to grow quickly in an industry that is estimated to take in more than $40 billion in overall revenues in 2007. But this acquisition would require outside financing of some sort. Was this the moment to accelerate the rate of growth to which eCW had become accustomed-catching up with, rather than anticipating, how their customer base would expand? Or should they maintain the same approach that had worked so well since 1999?

In 2005, Jay Cross, New York Jets president, must decide how to proceed with finding a new home for the football team he heads after New York's Public Authorities Control Board rejects a $1.4 billion plan to build the New York Sports and Convention Center (NYSCC) on the West Side of Manhattan. If built, the NYSCC would have served as the home for the Jets and possibly the opening ceremonies for the 2012 Summer Olympic Games. Examines the roles that various constituencies played in the development process.

China has been a member of the WTO for more than five years. Its implementation of requirements has been a mixed bag. While China's growth is still spectacular, many institutional problems remain. And there is a new problem--a spectacular trade asymmetry with the United States.

In May 2005, Steve Bollinger was about to become president and chief operating officer of Pervasis Therapeutics, a small cell therapy start-up in Cambridge, MA. If proven successful, Pervasis' product, Vascugel, could change the way vascular disease is treated and have a major impact in a large and underserved population. However, Vascugel had not yet gone into human clinical trials, and getting it to market would mean navigating the FDA approval process, as well as raising the capital necessary to finance the endeavor. It was up to Bollinger to decide on a strategy for Vascugel's clinical trials. In addition, he would have to decide how much money the company needed to raise, taking into account the interests of the company's founders and existing venture investors. Finally, while Bollinger was expected to lead the company for the next two to three years, Pervasis' board was planning to launch a search for a permanent CEO in the future.

One of the directors described his time working at Nissan as a "near-death experience." It was a bumpy ride, but under the guidance of Carlos Gosen, Nissan became one of the most remarkable corporate turnaround stories in the automotive or any other industry. In this case, students can see how Gosen carried out his plan to rescue Nissan by building an emotional connection between customers and the brand, introducing cross-functional teams, designing the Xterra, encouraging managers to "lead from the middle," organizing the Shift marketing campaign, and answering the question, "What's your brand stand for?" Now, Nissan faces such issues as finding the right balance between managing costs and building demand and the level of differentiation needed to maintain the customer's relationship to the brand.

It draws upon unique insights from some of historic key players as well as the current ones and sets up situations that can be interpreted from different roles in an organization (marketing, operations, senior management, etc.) and some of the issues they faced being the first multi-cultural Disney theme park in the world. Disneyland Resort Paris opened its gates in April 1992 amidst enormous controversy as a bastion of American cultural imperialism in Europe. By 2006 it was the most visited tourist site in Europe with over 12 million annual visitors. In spite of a difficult tourist industry in the early 2000s, Disneyland Resort Paris's attendance remained stable: 60% of its visitors were repeat visitors, and guest satisfaction was extremely high. The operation had created 43,000 jobs, invested more than €5 billion and contributed to the development of a new region. As the leaders developed their execution plans, they wondered what principles should guide them and how to interpret Disney in multicultural Europe. Guests from different parts of Europe wanted different things from a vacation: how could they keep the classic Disney magic yet successfully appeal to European consumers? After 15 years of switching between French and American leadership, the answers were still not obvious. The leaders agreed that the 2007 celebrations of its 15th anniversary should set the scene for Disney's recognition as a well established experience in the heart of Europe, and a long-term financial success. But what would it look like and what path would take them there? Learning objectives: The case was written to support two teaching objectives; the class can focus on one or both depending on time and instructor objectives. It raises issues that can be dealt with through perspectives of organizational behaviour, general management and marketing. 1. Identifying the complex role of national or ethnic cultures in multinational firms.

Reflecting on an innovative joint venture that his company executed with a public school district in 2004, the CEO of Wireless Generation, a five-year-old, privately held educational technology company, is contemplating the company's product development strategy in 2006. Highlights the strengths and limitations of developing products for public sector organizations in markets created by legislation , as well as the opportunities and challenges of developing a product for mass distribution in partnership with one client. Also provides an overview of approaches to teaching literacy in grades kindergarten through third grade, as well as the assessment and accountability landscape in U.S. public education.

Rapidly growing Vipp sells highly differentiated (and expensive) "designer" versions of a product that most buyers think about in purely functional terms: Trash bins. Examines how the company successfully produces and positions a trash bin so that it is regarded as an "art object" (and which has been displayed as such as the Paris Louvre). Though it is a tangible product, a Vipp bin's price cannot be even remotely justified by its functional features; customers, rather, pay dearly for the intangible aspects of the product, which the firm works very hard to keep integrated with the physical product. Deals with a range of issues confronting creative economy companies, such as how to produce products with very important intangible components, how to assure and manage the design integrity of a family of products, how far to extend a brand, how to manage creative employees, and where to source creative work.

After a "first career" in business, HBS graduate Christopher Crane becomes CEO of a worldwide microfinance network. The organization's twin challenges are: 1) developing metrics to give it an accurate picture of its situation and impacts, and 2) generating rapid growth. Students learn how non-financial metrics are integral to Opportunity International's mission but are difficult to define and measure; tailored metrics are necessary for demonstrating success to donors and for strategic planning. Also, the organization is committed to helping as many people out of poverty as quickly as possible, but donations and repayments are not enough to fuel rapid growth; other financial tools are needed. Explores the challenges of measuring non-financial success and considers the trade-offs of continuing as a non-profit versus converting to a for-profit entity. Students will gain skills relevant to growing an organization that is mission-driven but financially constrained, and that has a complex array of international stakeholders.