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Rockwell Automation's Allen-Bradley division was considering how to deal with the threat posed by national distributors in the maintenance, repair, and overhaul (MRO) business for its industrial automation products. National distributors were consolidating the MRO distribution channel, offering national account customers an integrated multichannel solution for their MRO needs. Allen-Bradley had traditionally served its customers through high-touch, high-value-added local distributors, but this channel was inadequate for the demands of large MRO customers. An effort by Allen-Bradley and other manufacturers to create an industry-wide electronic sourcing consortium called SourceAlliance.com had failed. Now the company had to choose between redesigning its traditional channel by creating a virtual network of local distributors, striking an alliance with a national distributor, or withdrawing from the MRO market. It had to contend with difficult channel conflict issues in choosing a channel strategy.

In 1992, Maureen Clarry and Kelly Gilmore quit their jobs to start CONNECT: The Knowledge Network, an Information Technology Consulting company. Maureen and Kelly did not take a salary for the first six months of operation, and expected to keep expenses down by working out of their homes. When both women became pregnant, they had to redefine their business model and find a suitable office space. They found an old Victorian house with a separate building to serve as an on-site daycare center and proceeded to create a family-friendly office environment. They focused their business strategy on building a network of consultant "partners" to provide data warehousing and information systems consulting to large companies in the Denver area. In 1998, as companies attempted to expand their workforce in an increasingly tight job market, CONNECT added permanent-placement to their temporary-placement services. This new service line required an increase in CONNECT's workforce, and within a year, CONNECT expanded from 8 to 20 employees. The economic downturn of 1999-2000 prompted CONNECT to refocus the business once again, forcing a layoff of some long-time staff as well as its recently hired recruiters. This case chronicles the process that Maureen and Kelly and the entire staff of CONNECT went through in making the difficult downsizing decisions.

This case focuses on broad-gauge strategic positioning and implementation in the global financial services sector. Allianz AG, as summarized in the case, is a major German insurance company with its strongest footprint in the domestic property and casualty business, but also occupying market positions in life and health insurance, and in insurance-likes savings products such as variable and fixed annuities as well as reinsurance. This case focuses on strategic options facing management across clients, products and geographies at German, European and global levels.

The case series illustrates the decision-making process and the negotiation complexities of a leveraged buy-out proposal made by Italtel management to their holding company, Telecom Italia. In addition to Telecom Italia and Italtel's perspectives, the cases examine the point of view of the two perspective joint acquirers: Cisco Systems and Clayton Dubillier & Rice, a leading private equity investment house.

Two reasonable people, a boss and a subordinate, find each other 'impossible to handle'. Through their descriptions of each other's behavior we realize that they are in a self-perpetuating dynamic. An attempted intervention by the HR manager not only fails to resolve the situation; it actually makes it worse.

Case A: Describes the development of e-inclusion, HP4s program aimed at addressing the Digital Divide. It follows the project from its initial focus of corporate responsibility to its goal of developing new, profitable markets among the underserved.

Renzo Rosso, the president and founder of Diesel SpA, the innovative Italian casual wear company famous for its controversial 'For Successful Living' advertising campaign, is pondering how to brand its new upscale line of clothing: StyleLab. The objectives set for StyleLab are: (1) to enter the new and attractive high casual wear market; (2) to create an aura of prestige for the core D-Diesel line; and (3) to provide Diesel's designers with the opportunity to experiment with new cuts and fabrics, which may eventually trickle down to the main D-Diesel brand. Please visit the http://cases.insead.edu/diesel/ (copy and paste the url into a browser) to access Diesel's television commercials and PowerPoint presentations of all case exhibits and print advertising campaigns.

This case study highlights the different aspects of succession. It describes the issues that affect the departing CEO. It considers the organization, and the background of internal and external candidates for succession. It also treats the issue of non-executive board-members and their preferences.

This case study focuses on Infosys Technologies Ltd., one of the leading software companies in India. The key to the success of Infosys has been its ability to leverage an innovative business model: The Global Delivery Model, in order to help its clients economize on costs linked to information technology and software development. The success of Infosys has led to competitors mimicking the business model and the Indian software industry as a whole, witnessing rapid growth. The case questions whether the strategy of Infosys, including the Global Delivery Model, is adequate to maintain the company's trajectory of high growth, and its position as one of the leading software companies in the world.

Research in Motion had successfully launched the innovative BlackBerry service in North America and was looking to accelerate business growth there and globally. The company had been using a direct sales approach and was considering a move to using telecommunications carriers as the primary channel. A team of executives was charged with recommending a strategy and implementation plan.

Numico, Europe's second-largest infant food manufacturer, decides to refocus its strategy on its core markets after an ill-fated incursion into the U.S. vitamin market that has left it with large losses. An integral part of the strategy is to launch new and innovative products that address previously untapped needs. Follows the challenges facing Numico and its first supplier of finished products during the launch of the first product under the new strategy. A 2004 EFMD award winner.

Dubai Internet City (DIC) was inaugurated in October 2000. Despite carrying the name "Internet," the free zone was designed as a hub for all information and communications technology companies. Although the original plan focused primarily on real estate, the shift to an innovative, one-stop approach was almost immediate. DIC not only offered its clients office space, but handled visas, incorporation, travel bookings, work permits, etc. To support clients further, DIC set up a state-of-the-art telecommunications company. This was the first in a series of businesses that DIC launched to serve customers and then spin-off as stand-alone entities. The park's objective was to help companies do business in the area while making it as easy as possible to operate out of Dubai. The fact that the park operated inside a free zone meant that it could offer clients attractive deals such as 100% foreign ownership, no tax, or 100% repatriation of capital. The large concentration of companies working from a single location (600 by 2004) also created networking opportunities, which the company further supported through organized events. By 2004, the company had reached the objectives it had set for 2007 and began looking at different options: internationalizing by either building, operating, or advising on similar parks abroad, or capturing other parts of the value chain (manufacturing, outsourcing, etc.). A 2004 EFMD award winner.

Ed Davidson is on top of the world, literally and figuratively, at the beginning of this fictional case study. He's in the Swiss Alps, headed for Davos and his first experience as a delegate to the World Economic Forum's annual conference. And he has reason to believe he is about to be made president of his company, Carston Waite--and, therefore, heir apparent to the CEO position. Then his phone rings. It's his mentor, Frank Maugham, the CFO and a board member at Carston Waite, calling to inform him of a major setback. "David asked me to let you know you are not going to be named president," he says. "At least not yet. He wants to stay close to the business." But Frank has a plan to change the CEO's mind. Meanwhile, Ed feels betrayed and humiliated--and his desire for revenge against the CEO mounts. When the news comes that Frank's plan has failed and has cost Frank his job, Ed is already deep in a plot of his own. He's in Davos because David had to back out; Ed is supposed to deliver the CEO's remarks in his stead. But why not use this opportunity on the world stage instead to deal a parting blow? In R0401A and R0401Z, a psychoanalyst, a psychiatrist, an executive coach, and a governance expert comment on Ed's state of mind and his best course of action. They are Kenneth Eisold, the president of the International Society for the Psychoanalytic Study of Organizations; Dee Soder, the founder and managing partner of the CEO Perspective Group; Jeffrey P. Kahn, the CEO of WorkPsych Associates; and Charles M. Elson, the Edgar S. Woolard, Jr., Chair of Corporate Governance at the University of Delaware.

Ed Davidson is on top of the world, literally and figuratively, at the beginning of this fictional case study. He's in the Swiss Alps, headed for Davos and his first experience as a delegate to the World Economic Forum's annual conference. And he has reason to believe he is about to be made president of his company, Carston Waite--and, therefore, heir apparent to the CEO position. Then his phone rings. It's his mentor, Frank Maugham, the CFO and a board member at Carston Waite, calling to inform him of a major setback. "David asked me to let you know you are not going to be named president," he says. "At least not yet. He wants to stay close to the business." But Frank has a plan to change the CEO's mind. Meanwhile, Ed feels betrayed and humiliated--and his desire for revenge against the CEO mounts. When the news comes that Frank's plan has failed and has cost Frank his job, Ed is already deep in a plot of his own. He's in Davos because David had to back out; Ed is supposed to deliver the CEO's remarks in his stead. But why not use this opportunity on the world stage instead to deal a parting blow? In R0401A and R0401Z,a psychoanalyst, a psychiatrist, an executive coach, and a governance expert comment on Ed's state of mind and his best course of action. They are Kenneth Eisold, the president of the International Society for the Psychoanalytic Study of Organizations; Dee Soder, the founder and managing partner of the CEO Perspective Group; Jeffrey P. Kahn, the CEO of WorkPsych Associates; and Charles M. Elson, the Edgar S. Woolard, Jr., Chair of Corporate Governance at the University of Delaware.

Ed Davidson is on top of the world, literally and figuratively, at the beginning of this fictional case study. He's in the Swiss Alps, headed for Davos and his first experience as a delegate to the World Economic Forum's annual conference. And he has reason to believe he is about to be made president of his company, Carston Waite--and, therefore, heir apparent to the CEO position. Then his phone rings. It's his mentor, Frank Maugham, the CFO and a board member at Carston Waite, calling to inform him of a major setback. "David asked me to let you know you are not going to be named president," he says. "At least not yet. He wants to stay close to the business." But Frank has a plan to change the CEO's mind. Meanwhile, Ed feels betrayed and humiliated--and his desire for revenge against the CEO mounts. When the news comes that Frank's plan has failed and has cost Frank his job, Ed is already deep in a plot of his own. He's in Davos because David had to back out; Ed is supposed to deliver the CEO's remarks in his stead. But why not use this opportunity on the world stage instead to deal a parting blow? In R0401A and R0401Z, a psychoanalyst, a psychiatrist, an executive coach, and a governance expert comment on Ed's state of mind and his best course of action. They are Kenneth Eisold, the president of the International Society for the Psychoanalytic Study of Organizations; Dee Soder, the founder and managing partner of the CEO Perspective Group; Jeffrey P. Kahn, the CEO of WorkPsych Associates; and Charles M. Elson, the Edgar S. Woolard, Jr., Chair of Corporate Governance at the University of Delaware.

Bakra Beverage is a two-party, nonscorable negotiation between a beverage manufacturer and a soft drink distributor over the terms of a potential distribution contract. BebsiCo is a multi-billion-dollar, multinational soft drink manufacturer interested in expanding its operations into the Middle Eastern country of Kumar. The distributor that was supposed to handle BebsiCo's new distribution campaign, Kabir Cola, decided suddenly last week to close its Kumari operations and focus on other Middle Eastern countries. BebsiCo is eager to sign a new distribution contract with the Kumar-based Bakra Beverage, a financially troubled but reputable soft drink distributor. Bakra wants this contract, which would put it back on the map, attract additional clients, and give the company confidence and certainty about its future. The simulation includes a range of possible criteria for determining the fee as well as numerous possibilities for value-creating options.

Bakra Beverage is a two-party, nonscorable negotiation between a beverage manufacturer and a soft drink distributor over the terms of a potential distribution contract. BebsiCo is a multibillion-dollar, multinational soft drink manufacturer interested in expanding its operations into the Middle Eastern country of Kumar. The distributor that was supposed to handle BebsiCo's new distribution campaign, Kabir Cola, decided suddenly last week to close its Kumari operations and focus on other Middle Eastern countries. BebsiCo is eager to sign a new distribution contract with the Kumar-based Bakra Beverage, a financially troubled but reputable soft drink distributor. Bakra wants this contract, which would put it back on the map, attract additional clients, and give the company confidence and certainty about its future. The simulation includes a range of possible criteria for determining the fee, as well as numerous possibilities for value-creating options.

Two-party or two-team, multi-issue, integrative/distributive negotiation between representatives of a new low-cost airline and a potential headquarters city over an incentives package and airport facilities. Fresh Air, a new low-cost airline, is looking for a headquarters city. It is negotiating with the city of Boston, its top choice for a headquarters location, over an incentive package and airport facilities. Fresh Air plans to build on the brand reputation of its parent airline, which stands for innovation, fun, unparalleled customer service, and empowered employees. It believes that a unique corporate culture and happy customers will allow it to charge lower prices, to fill its planes, and to run profitable operations. Boston seeks to reinvent itself as a center of American business after years of business decline. The opening of a low-cost carrier would be an important part of this effort. However, in these tight fiscal times, Boston is limited financially.

This case chronicles the evolution of Adam Aircraft, a highly innovative, entrepreneurial, start-up company that flew in the face of conventional wisdom in the general aviation market. Its founder, Rick Adam, had orchestrated the fabrication of two flying prototypes--the A500 twin piston and the A700 jet--at a speed of design and production that turned heads in all sectors of the aviation industry. Certification on both models was expected in the coming year--two years ahead of a number of well-funded competitors. With its third product--the A600 twin turboprop--nearly ready to fly, Adam Aircraft had become the one to watch in 2004.

Velky Potraviny is a discount grocery store chain in the Czech Republic. The firm strives to be the market leader in providing a wide assortment of grocery products at the lowest possible price. The move toward a market economy has prompted rapid expansion, and the Velky distribution center is nearing capacity for the 37 outlets it presently serves in the greater Prague area. Velky has realized the need for efficiency in its warehouse operations. Velky further recognizes that the distribution center employees are an integral part of the company and critical for efficient warehouse operations, hence the need to address the performance measurement system of the workers. Velky cannot independently address the issue of worker performance measurement without addressing the inter-related issues of the warehouse, namely, the layout of the warehouse, flows within the warehouse, capacity expansion, managing deliveries to the outlets, and its overall link to the corporate goal.