Ivey Publishing

Organizational Behaviour; Understanding and Managing Life at Work

Johns, G., Saks, A.M.,9/e (Canada, Pearson, 2014)
Prepared By Eunika Sot,
Chapter and Title Chapter Matches: Case Information
Chapter 1:
Organizational Behaviour and Management

LEADING CHANGE AT MICHELIN'S SHANGHAI FACTORY (A)
Jean Lee, Rebecca Chung, Jianhua (Jenny) Zhu, Chun (Jane) Xie

Product Number: 9B14C012
Publication Date: 3/27/2015
Revision Date: 3/27/2015
Length: 6 pages

Case A describes the difficult situation facing the recently appointed plant manager of Shanghai Michelin Warrior Tire, a joint venture between a poorly performing Chinese state-owned enterprise and a France-based private company, Michelin Corporation. Michelin headquarters was pressing the plant manager to implement the Management System of Daily Production to improve the factory’s performance, but the plant manager sensed that the plant’s employees were not yet ready. He contemplates what changes to make in this factory and how best to do so. Case B, 9B14C013, reports on the plant manager’s actions to improve the joint venture’s performance.

Teaching Note: 8B14C012 (8 pages)
Industry: Manufacturing
Issues: Change leadership; authentic leadership; humanistic management; China
Difficulty: 5 - MBA/Postgraduate



DEFENCE RESEARCH AND DEVELOPMENT CANADA — TORONTO (A): THE ORGANIZATIONAL ALIGNMENT PROGRAM
Gerard Seijts, Helen Wojcinski

Product Number: 9B12C009
Publication Date: 4/23/2012
Revision Date: 6/28/2012
Length: 18 pages

The world had changed as a result of the terrorist attacks on September 11, 2001. Canada was engaged in the Afghanistan War, and the first casualties were being felt. It was November 28, 2005, as Rene LaRose, the director general of Defence Research and Development Canada (DRDC) Toronto, sat in his office preparing for an all-staff briefing the following day. He knew that for his research institute to remain relevant and be a major contributor to the emerging needs of the Canadian Forces and national security in this rapidly changing landscape, a major transformation of his centre was required. The Canadian Forces was undergoing its own metamorphosis under its new Chief of Defence Staff, General Rick Hillier, and DRDC Toronto needed to be in synch with this development. LaRose had spent several years trying to convey the message that profound changes at DRDC Toronto were needed — changes that were as much cultural as they were structural. The sense of urgency was now acute with Canada at war, and DRDC Toronto was poised to embark on a major organizational alignment program.

Teaching Note: 8B12C009 (21 pages)
Industry: Public Administration
Issues: Organizational Change; Change Management; Teamwork; Military; Canada
Difficulty: 4 - Undergraduate/MBA



PROJECT VISHWAMITRA AT T.P. ENGINEERING CORPORATION
S. Ramnarayan, Rekha K.N., Neha Gupta

Product Number: 9B11C041
Publication Date: 12/1/2011
Revision Date: 2/13/2013
Length: 14 pages

The case describes the introduction of a human resources (HR) system named Project Vishwamitra (PV) in 2000 in a large, public-sector manufacturing organization, T.P. Engineering Corporation (TPEC). PV was introduced with considerable leadership support and visibility. It was intended to provide every engineer trainee at TPEC a friend and guide to ease their entry and socialization into the organization. The senior managers assigned to guide the trainees were called mentors. For about five years, the project ran smoothly — the trainees felt supported whenever they needed help, and the mentors were happy to guide trainees. But afterwards, certain important changes took place in the organization in the staffing of leadership positions. With expansion and new projects, the growth trajectory of TPEC showed a sharp increase. With longer-standing employees moving out and a significant rise in the number of trainees recruited, PV ran into difficult times. However, no changes were made in the system or processes. Meetings between trainees and mentors became more infrequent and, in certain areas, there was no contact between the two. In the midst of degeneration, one of the leaders was able to revive the project in one of the company units. TPEC had highly ambitious growth plans and the number of trainees was expected to increase from 450 in 2010 to 750 in 2011. The company faced a choice regarding the form in which PV should continue.

Teaching Note: 8B11C041 (8 pages)
Industry: Manufacturing
Issues: Human Resources; Change Management; Engineering; Public Sector; India; Ivey/ISB
Difficulty: 4 - Undergraduate/MBA


Chapter 2:
Personality and Learning

SINGAPORE MASS RAPID TRANSIT: GOING OFF TRACK
Vivien K. G. Lim, Nikodemus Jaya

Product Number: 9B15C006
Publication Date: 2/19/2015
Revision Date: 2/12/2015
Length: 12 pages

In January 2012, Singapore Mass Rapid Transit (SMRT) Corporation’s chief executive officer resigned after two major breakdowns on the North-South Line in December 2011. SMRT was a public transport operator in Singapore, with a transportation network that comprised buses, trains and taxis. The two breakdowns were arguably the largest public transportation incidents in Singapore’s history, prompting public outrage and heavy criticism of the CEO’s qualifications and personal style. However, it was uncertain whether she, as CEO, bore primary responsibility for the train breakdowns. To what extent did her gender and unconventional style affect the public’s perception of her effectiveness as a leader? How much did the media influence the public’s perception? Could the train breakdowns have been averted if a CEO with an engineering background or industry-specific experience had been in charge?

Teaching Note: 8B15C006 (7 pages)
Industry: Other Services
Issues: Gender; power; women; crisis; Singapore
Difficulty: 4 - Undergraduate/MBA



EYES OF JANUS: EVALUATING LEARNING AND DEVELOPMENT AT TATA MOTORS
Debolina Dutta, Matthew J. Manimala

Product Number: 9B14C034
Publication Date: 7/28/2014
Revision Date: 7/28/2014
Length: 15 pages

Tata Motors, a leading automobile manufacturer in India, pro-actively responded to the changing competitive environment and redesigned its human capital strategy. As part of the new strategy, huge investments were made in revamping the learning and development function for Tata Motors employees. Multiple initiatives were launched to promote a learning culture, which also earned the company international recognition in the learning and development community. The challenge for Tata Motors is to evaluate the effectiveness of these initiatives in terms of their relative advantages and their ability to develop a learning culture in the organization. Effectively capturing and measuring these parameters is crucial for justifying future investments in learning and development.

Teaching Note: 8B14C034 (13 pages)
Industry: Manufacturing
Issues: Learning and development; training return on investment; learning culture; human capital strategy; India
Difficulty: 4 - Undergraduate/MBA



BP AND THE GULF OF MEXICO OIL SPILL
Michael A. Roberto

Product Number: 9B11C035
Publication Date: 10/18/2011
Length: 19 pages

On the night of April 20, 2010, a series of explosions rocked the Deepwater Horizon oil rig in the Gulf of Mexico. Gas in the Macondo well had surged upward unexpectedly, causing a mix of drilling mud and seawater to spew uncontrollably into the air, much like a volcanic eruption. Eleven crew members died during the explosion. The nation mourned their loss, and people watched as BP struggled to contain the environmental damage. Millions of barrels of oil spilled into the Gulf of Mexico in the weeks that followed. The federal government relied on BP to manage the accident’s aftermath, in part because government officials lacked the expertise required to stop the spill. Meanwhile, BP downplayed its responsibility for the failure. As the firm failed repeatedly to stop the spill, the public became angry. This industrial disaster became the largest offshore oil spill in U.S. history.

The case provides a detailed description of the events leading up to this catastrophe. Readers examine the key decisions that BP and its partners made as they drilled this well. They discover the alternative choices that could have been made and learn about the disagreements that took place (as well as those that failed to surface). Moreover, the case provides an opportunity to examine how BP’s history and organizational culture shaped the way those decisions were made. The case describes how Tony Hayward and his predecessor, John Browne, led the firm and shaped the culture during the past two decades. In addition, the case explains how the regulatory environment and political forces shaped decision-making in the oil industry. The case concludes by examining the aftermath of the accident, particularly BP’s public relations miscues as it tried to manage the crisis.


Teaching Note: 8B11C035 (18 pages)
Industry: Manufacturing
Issues: Decision Making; Safety; Organizational Change; Risk Analysis; Ethics; Oil Industry; United States
Difficulty: 3 - Undergraduate


Chapter 3:
Perception, Attribution and Diversity

DELOITTE CONSULTING GTA: THE DELOITTE DADS INITIATIVE
Alison Konrad, Amy Shuh

Product Number: 9B13C046
Publication Date: 12/20/2013
Revision Date: 12/20/2013
Length: 9 pages

Deloitte Dads is a firm-sponsored diversity and inclusion initiative aimed at supporting working fathers within Deloitte (Canada) LLP, an independent member of the Deloitte Touche Tohmatsu Limited global network. With support from senior management, Deloitte Dads was founded in 2010 by a junior consultant in the management consulting division in the company’s Greater Toronto Area office and quickly gained both members and media attention. The group not only had to be distinctly separate from other parenting initiatives already in place but had to negotiate with the company’s performance management practices, which historically had not considered flexibility in appraising employees. In 2013, the founder was wondering not only if the group could be rolled out to other divisions within the company across the country and perhaps across the world but also how best to handle its success while managing his own career and the demands of being a father of two small children. He had mastered the quarterly events within his office, but how could he create a formal governance model? Already working 80 to 90 hours per week, with no end in sight, how was he going to make Deloitte Dads sustainable and successful?

Teaching Note: 8B13C046 (11 pages)
Industry: Professional, Scientific, and Technical Services
Issues: Gender; diversity; human resource management; change management; family-work interaction; Canada
Difficulty: 4 - Undergraduate/MBA



LGBTA AT TORONTO-DOMINION BANK IN 2012
Cara C. Maurer, Andrew Cornies

Product Number: 9B12C027
Publication Date: 10/26/2012
Revision Date: 10/25/2012
Length: 8 pages

This case concerns the implementation and strategic direction of LGBTA (lesbian, gay, bisexual, transgendered and ally) initiatives at TD Bank Financial Group (TD). In order to maintain its position as the “employer of choice” for the LGBTA community, TD must expand the measures it had taken since its Diversity Leadership Council was created in 2006 to promote a comfortable, barrier-free and inclusive work environment for all employees. TD’s corporate diversity group had been providing a growing number of resources, events and LGBTA-related sponsorships for the past six years, resulting in an exponential growth of engagement by LGBTA employees, but lately the bank’s competitors and other large companies were catching up. Moreover, a recent review showed that there was a large variance in the quality of experience between the different subgroups of TD’s LGBTA community. The bank’s senior manager of corporate diversity must report within a week to the Diversity Leadership Council on how to solve these issues.

Teaching Note: 8B12C027 (8 pages)
Industry: Finance and Insurance
Issues: Change Management; Corporate Social Responsibility; Diversity Management; Social Values and Economic Value; Canada
Difficulty: 4 - Undergraduate/MBA



L’OREAL S.A.: ROLLING OUT THE GLOBAL DIVERSITY STRATEGY
Cara C. Maurer, Ken Mark

Product Number: 9B10C026
Publication Date: 11/1/2010
Revision Date: 11/7/2011
Length: 14 pages

L’Oreal S.A. is in the process of implementing a global diversity strategy. The firm's Europe diversity director is working with various country units to roll out the strategy. The director faces obstacles such as cultural differences between countries and, generally, low awareness of the benefits a diversity strategy can bring.

Teaching Note: 8B10C026 (12 pages)
Industry: Manufacturing
Issues: Human Behaviour; Communications; Cosmetics; France
Difficulty: 4 - Undergraduate/MBA


Chapter 4:
Values, Attitudes and Work Behaviour

LE MOULIN BLANC
Zsuzsanna Kispal-Vitai

Product Number: 9B11C049
Publication Date: 3/7/2012
Length: 7 pages

A young entry-level employee starts work in the hotel industry in Eastern Europe. The case describes her experiences and shows the HRM practices in the particular hotel in which she works. The issue for analysis is less whether or not the employee should stay or leave this hotel, which has minimal pay and poor working conditions, and more the overall nature of human resources (HR) operations at this service organization, with regard to ethics and sustainability.

Teaching Note: 8B11C049 (12 pages)
Industry: Other Services
Issues: Hotel Management; Human Resource Management; Job Satisfaction; Ethics; Motivation; Eastern Europe
Difficulty: 5 - MBA/Postgraduate



HERITAGE BUSINESS GROUP
Lynda St. Clair, Lori A. Coakley, James C. Segovis

Product Number: 9B09C019
Publication Date: 1/25/2010
Length: 1 pages

What would you do if you witnessed an act of vandalism by one employee toward the property of another? This is the situation that Pat, an employee at The Heritage Business Group, faces when she witnesses a co-worker, Mark, keying a car belonging to another co-worker, Fran. Initially, Mark does not know that Pat saw him vandalize Fran's car. Pat is aware that Fran and Mark had been arguing over the past few months. Part A of the case ends with Pat wondering what she should do. Following Part A are three more parts to the story (found in the teaching note) that can be handed out or projected for the students to read. Each part sequentially adds information about the decision the individual actually made, and presents another decision required by one of the key players (Harry, the owner, in parts B and D) and Mark, the antagonist, in part C). There are three teaching objectives for this case: 1) demonstrate that limitations of a rational decision-making approach when confronted with a complex, emotionally-charged conflict situation 2) analyze a conflict situation in terms of the types of conflict observed, including antisocial work behaviour, and the conflict handling styles used by different individuals in the situation 3) evaluate the short- and long-term implications of making decisions related to antisocial workplace behaviour using different ethical frameworks.

Teaching Note: 8B09C19 (14 pages)
Industry: Health Care Services
Issues: Ethical Issues; Decision Making; Conflict Resolution; Human Behaviour
Difficulty: 4 - Undergraduate/MBA



WAYNE EISENER'S CAREER CHOICE
John S. Haywood-Farmer, Jeremy Isenberg

Product Number: 9B07C031
Publication Date: 8/15/2007
Length: 6 pages

Wayne Eisener has received two job offers. The first offer is an executive vice-president position at Richmond Hill Mortgages (RHM). The second offer is a junior lawyer position at Weiler and Simons LLP, Barristers and Solicitors. The mortgage company offers a small base salary but potentially large commissions in the long run. The law firm offers a higher base salary and the opportunity to be promoted to partner within five years. However, Eisener would need to update his knowledge of law substantially. As he reflects on the advantages and disadvantages of each job, Eisener must consider his past and how each job will help him accomplish the goals of providing for his family and creating a resurgence in his career.

Teaching Note: 8B07C31 (10 pages)
Industry: Professional, Scientific, and Technical Services
Issues: Career Planning; Job Analysis; Job Satisfaction; Career Anchor; Career Choice; Professional Firms
Difficulty: 4 - Undergraduate/MBA


Chapter 5:
Theories of Work Motivation

WEI-YA: THE YEAR-END PARTY AT ASUS - TEACHING NOTE
Shih-Fen Chen, Yeh-Yun (Carol) Lin

Product Number: 8B14C030
Publication Date: 9/10/2014
Revision Date: 9/10/2014
Length: 9 pages

Teaching note for product 9B14C030.





THE MERIT OF A POINTS-BASED MERIT SYSTEM AT THE EDWARDS SCHOOL OF BUSINESS
Dionne Pohler

Product Number: 9B11C042
Publication Date: 1/17/2012
Length: 16 pages

A new faculty member is engaged in a decision-making process surrounding the development of a points-based system designed to allocate merit pay at a business school. The process is forcing her to evaluate how she is structuring the allocation of her work, which is directly affecting her motivation toward coaching a student case competition team. Edwards has historically used a judgment-based approach to the allocation of merit. The case outlines the rationale used in the design of the new points-based system, discusses the potential advantages and disadvantages, and highlights the perspectives of different stakeholders throughout the process, including the union, the faculty, and senior administration. The union is opposed to merit, so has outlined fairly stringent criteria for the awarding of merit in the new collective agreement. Faculty opinion is mixed surrounding merit more generally, and the implementation of a points-based system versus a judgment-based system in particular. Senior university administration is committed to the continuation of the merit system at the university as a tool to reward outstanding performance and to retain star faculty. The individual departments at Edwards are in the midst of finalizing the standards and procedures for allocation of merit-based pay. The protagonist is uncertain about how her department will proceed in the design and allocation of points, and how it will result in her re-allocating her work tasks.

Teaching Note: 8B11C042 (13 pages)
Industry: Educational Services
Issues: Motivation; Compensation; Performance Measurement/metrics; University Administration; Unions; Saskatchewan, Canada
Difficulty: 4 - Undergraduate/MBA



JOB OFFER NEGOTIATION EXERCISE (A): MAXIMUM MOTIVATION CANDIDATE INSTRUCTIONS
Eric Weinberg, Jean Phillips

Product Number: 9B12C036A
Publication Date: 9/27/2012
Revision Date: 4/29/2016
Length: 3 pages

This is one exercise in a 4-part series entitled Job Offer Negotiation Exercises. This exercise gives participants the opportunity to act as the Maximum Motivation candidate in a job offer negotiation.

The purpose of this role-play case series is to give participants the opportunity to experience a job offer negotiation as both the job candidate and the employer. The exercise involves two distinct negotiation scenarios, allowing participants the opportunity to play both roles and to practice and apply concepts and skills learned in the first negotiation session. If desired, only one of the two scenarios can be negotiated if only one hour is available for the activity. One negotiation occurs for a job with a company called Maximum Motivation (A and B cases) and the other is for a job with a company called People Power (C and D cases). Participants work in pairs, with one playing the role of the job candidate and the other playing the role of the company representative. In both scenarios, the company considers the candidate to be the top applicant and would like to finalize the hire. Also in both scenarios, the job candidate has an acceptable alternative — another job offer from a rival company called PerformanceMax — and needs to accept or decline the PerformanceMax offer the next day. Thus, it is important that both sides reach an acceptable employment arrangement during this negotiation, or the candidate will not be hired. When both sides have negotiated an acceptable agreement, or when either partner decides to end the negotiation, the negotiation is over. After group discussion, participants find a different partner who last played the opposite role, switch roles, and complete the second negotiation scenario.


Teaching Note: 8B12C036 (6 pages)
Industry: Other Services
Issues: Negotiation; Hiring; Compensation; Staffing
Difficulty: 4 - Undergraduate/MBA


Chapter 6:
Motivation in Practice

ROCKWATER INSURANCE
Elizabeth M.A. Grasby, Trina Ruthes

Product Number: 9B14C003
Publication Date: 1/30/2014
Revision Date: 3/14/2014
Length: 10 pages

After four months in his new position, the assistant operations manager of a family-run, mid-sized insurance company must deal with the performance issues of a long-time employee. The offender’s high rate of errors and his slow completion times, along with his increasingly defiant attitude, have gone on for too long, especially since this performance is negatively affecting the other employees in the operations department. Since past efforts have done little to remedy the issues, the assistant operations manager knows his next move needs to resolve them. New to his role, he wants to ensure that he handles this difficult situation well.

Teaching Note: 8B14C003 (9 pages)
Industry: Finance and Insurance
Issues: Corporate culture; leadership; motivation; communications; power and influence; problem employees; Canada
Difficulty: 2 - Intro/Undergraduate



A ZERO WAGE INCREASE AGAIN
Karen MacMillan

Product Number: 9B11C034
Publication Date: 9/7/2011
Revision Date: 2/21/2017
Length: 5 pages

The owner of a large hardware, furniture, and building centre faced a dilemma regarding how to manage the upcoming wage review process. After two consecutive years of frozen wages, employees were impatient for financial progress, but there was no extra money in the budget. It was possible to pump savings from upcoming process improvement initiatives into wage increases. However, the owner had limited motivation to channel hard-won funds to underperforming employees. On the other hand, he was eager to reward the people who added value. Yet a plan that rewarded only some employees could result in an angry backlash. He had to decide if he wanted to divert the savings into compensation and, if so, he needed an effective distribution plan.

Teaching Note: 8B11C034 (8 pages)
Industry: Retail Trade
Issues: Motivation; Compensation; Organizational Justice; Bounded Rationality
Difficulty: 4 - Undergraduate/MBA



KYLE EVANS AT RUFFIAN APPAREL: STAFFING A RETAIL ESTABLISHMENT
Ann C. Frost, Kevin Hewins

Product Number: 9B09C008
Publication Date: 1/27/2010
Length: 11 pages

Ruffian Kelowna, one of 19 British Columbia Ruffian Apparel locations, is underperforming. Recent management turnover and low unemployment in the region have left Kelowna short-staffed and in need of a new store manager to take over for the interim manager. Both sales and performance results are far below acceptable levels, and the store appears to be floundering. The newly hired B.C. regional manager for Ruffian Apparel is looking into the problem and needs to report back to Vancouver with his recommendations. This case can be used to demonstrate how different theories of motivation might apply to goal-setting and compensation plans. The case illustrates how an inappropriate or poorly structured compensation plan and motivational goals can lead to ineffective and detrimental results. Students who immediately attribute the problems of the case to the lack of a store manager will fail to explore the potential for increasing employee motivation and productivity across the board.

Teaching Note: 8B09C08 (5 pages)
Industry: Retail Trade
Issues: Staffing; Compensation; Pay for Performance; Motivation
Difficulty: 3 - Undergraduate


Chapter 7:
Groups and Teamwork

MILITARY ARSENAL SYSTEMS: PREPARING TO LEAD A TEAM (A)
Lyn Purdy, Ken Mark

Product Number: 9B14M057
Publication Date: 11/27/2014
Revision Date: 11/24/2014
Length: 13 pages

In March 2010, a newly promoted engineering area manager at Military Arsenal Systems, a Vancouver-based defence contractor, has just become team leader for a key program at the firm. His biggest challenge is how to lead his team, given that he is dealing with a range of personalities and the fact that he was a peer before he became their leader. How can he prove himself to be an effective leader not only to his team but to senior management? Can he rally the team quickly enough to meet the stringent deadlines for supplying the sophisticated armoured vehicles contracted by the U.S. Army for its mission in Afghanistan? See supplement 9B14M058.

Teaching Note: 8B14M057 (8 pages)
Industry: Manufacturing
Issues: Teamwork; operations; leadership; decision-making; culture; project management; Canada
Difficulty: 4 - Undergraduate/MBA



RECRUITING FOR A MULTINATIONAL ENTERPRISE IN CHINA
Sarah Perchey, Diana E. Krause

Product Number: 9B12C026
Publication Date: 5/29/2012
Revision Date: 5/22/2012
Length: 12 pages

The CEO of a multinational company wanted the new human resource team of their subsidiary in Guangzhou, China, to recruit and select 85 individuals for different positions throughout the company. These positions included finance managers, production managers, factory workers, secretaries, and interns. The members of the human resource team were highly diverse in terms of educational backgrounds (marketing, law, human resources, public relations, general business administration) and countries of origin (Canada, China, Germany). The team had to deal with a series of challenges to ensure the project’s success. These included a decision about task-specific job requirements, methods to assess job requirements, strategies for recruitment, methods for personnel selection, and final decision-making. The team also had to deal with diversity within the team, cross-cultural issues, and the leadership behaviour of its CEO.

Teaching Note: 8B12C026 (10 pages)
Industry: Wholesale Trade
Issues: Recruitment; Personnel Selection; Leadership; Diversity; International Teams; China
Difficulty: 4 - Undergraduate/MBA



DEVELOPMENT OF A MULTINATIONAL PERSONNEL SELECTION SYSTEM
Diana E. Krause, Reiner Piske

Product Number: 9B07C041
Publication Date: 1/4/2008
Length: 17 pages

The owner of a company with production plants in various regions in the world wants to standardize the methods of personnel selection for the Asian-Pacific region (APAC). A new system of personnel selection has to be developed for middle management positions in APAC. The owner delegates this task to a cross-functional, multinational project team that operates in Hong Kong headed by a human resources (HR) executive and expatriate from Germany. In terms of the new personnel selection system, he has two opposing goals in mind: the new personnel selection system should be highly specific for a particular country and simultaneously valid for different countries. A series of issues must be resolved in order for the project to be successful. Some of these issues are related to the personnel selection system; the job requirements to be assessed, the modules it must include, the stages and methods of each module, and the implementation of the system across countries in APAC. Other issues are interpersonal, such as the cultural differences and the heterogeneous perspectives that exist among the team members, and a conflict between the HR executive and the owner.

Teaching Note: 8B07C41 (9 pages)
Issues: Cross Cultural Management; Aptitude Diagnostics; International Personnel Selection; Teamwork
Difficulty: 4 - Undergraduate/MBA


Chapter 8:
Social Influence, Socialization, and Organizational Culture

FAITH AND WORK: HOBBY LOBBY AND AUTOZONE
Timothy Ewest, David W. Miller, Kacee Garner, Holly Huser

Product Number: 9B14C056
Publication Date: 2/5/2015
Revision Date: 2/4/2015
Length: 5 pages

Religion in the workplace is of growing interest as more individuals desire to express their spirituality and incorporate their whole selves there. Expression can take a variety of forms as employees and employers attempt to integrate their personal beliefs into their daily work.

This case considers two organizational sides of integrating faith into the workplace: the employee and employer perspectives. The first part of the case takes the perspective of the owner of Hobby Lobby, a privately held arts and crafts company whose founder has always endeavoured to incorporate his Christian beliefs within business practices. The company must react to changes imposed by the Affordable Care Act of 2010 that it perceives as contrary to its values. The second part of the case considers religious discrimination experienced by an employee of AutoZone, a distributor and retailer of automobile parts. What is the place of religion in the workplace? How important is it for organizations to adapt to various forms of religious expression?


Teaching Note: 8B14C056 (7 pages)
Industry: Retail Trade
Issues: Religion; workplace; diversity; management; United States
Difficulty: 4 - Undergraduate/MBA



SHOULD THE GENERAL MANAGER BE FIRED?
Fengli Mu, Tieying Huang, Jiao Li

Product Number: 9B14C054
Publication Date: 3/20/2015
Revision Date: 3/26/2015
Length: 10 pages

In September 2008, the CEO of Rainbow Group, a Chinese group of companies specializing in environmental protection services, was in Beijing, China, thinking about his experience that evening. A few hours ago, eight senior executives from Rainbow Group’s subsidiary in Hangzhou had come to Beijing requesting that the CEO fire their general manager, who had been appointed by the CEO only six months ago. This manager had taken control of the Hangzhou subsidiary with ambitious efforts to implement lean management and better cost control, but had met resistance from the other managers. The CEO was reviewing this appointment and thinking hard. What was the problem? What should he do?

Teaching Note: 8B14C054 (7 pages)
Industry: Manufacturing
Issues: Personnel selection; job analysis; leadership; team building; China
Difficulty: 4 - Undergraduate/MBA



ST. JOHN THE COMPASSIONATE MISSION: ORGANIZATIONAL CULTURE AND LEADERSHIP
Colleen Sharen

Product Number: 9B14C001
Publication Date: 2/13/2014
Revision Date: 2/12/2014
Length: 10 pages

In May 2013, the founder and executive director of the St. John the Compassionate Mission, a faith-based, non-profit social service organization located in Toronto, Ontario, Canada, needs to plan for his retirement. He has been the driving force behind the organization for the past 27 years, and it reflects his vision that meaningful work helps people get off welfare, attaining dignity and a sense of personal value in the process. To that end, the Mission provides opportunities for everyone in the community to work through employment in one of its two social enterprises — a thrift store and a bakery — or through volunteer opportunities. Because its organizational culture emphasizes collaboration and consultation not only with its staff leadership council and board of directors but also with all members of the community, its decision making has been fluid and in response to perceived needs rather than forward planning. Now he needs to ensure an effective succession that protects the organization's culture, values and beliefs and ensures the safety of a vulnerable population.

Teaching Note: 8B14C001 (10 pages)
Industry: Social Advocacy Organizations
Issues: Servant leadership; succession planning; organizational culture; leadership; Canada
Difficulty: 4 - Undergraduate/MBA


Chapter 9:
Leadership

MOMENTUM AND METROPOLITAN’S MERGER: AUTHENTIC TRANSFORMATIONAL LEADERSHIP
Caren Scheepers, Sonja Swart

Product Number: 9B15C004
Publication Date: 3/3/2015
Revision Date: 3/3/2015
Length: 18 pages

The merger of Momentum and Metropolitan into MMI Holdings Limited, one of South Africa’s largest insurers, played out against the setting of South Africa’s volatile currency and post-apartheid environment, with sensitive employees and a Competition Tribunal that prohibited the retrenchment of around 2,000 employees. The two companies with very different cultures were merged, with only one of the CEOs attaining the Group CEO position. The leaders’ clear vision and focus on change management enabled a successful merger process. How can the Group CEO derive synergies and grow capital from the integration’s next phase to prevent MMI from becoming another merger that fails to provide returns for shareholders?

Teaching Note: 8B15C004 (11 pages)
Industry: Finance and Insurance
Issues: Transformational leadership; merger; organizational change; insurance companies; South Africa
Difficulty: 5 - MBA/Postgraduate



BOLDLY GO: CHARACTER DRIVES LEADERSHIP AT PROVIDENCE HEALTHCARE
Mary Weil, Chitra P. Reddin

Product Number: 9B15C002
Publication Date: 2/3/2015
Revision Date: 1/20/2017
Length: 13 pages

AWARD WINNING CASE – This case won the Responsible Leadership category at the 2015 EFMD Case Writing Competition. The president and CEO of Providence Healthcare needs to devise a plan to sustain positive change at the health care company. In just four years, she has led the organization through massive change and turnaround, from potential crisis to financial health and innovation. She now needs to consider how to integrate and embed the values that helped her drive change and foster collaboration, both at Providence and with its key partners. What more can she do to sustain positive change at Providence Healthcare through her values-based leadership and to win the support of key stakeholders well into the future? Much of the success thus far has depended on her values and character as a leader.

Teaching Note: 8B15C002 (8 pages)
Industry: Health Care Services
Issues: Change management; leadership character; values; communications; Canada
Difficulty: 4 - Undergraduate/MBA



HUO'S GROUP: A PROFESSIONAL MANAGER IN A FAMILY FIRM IN CHINA
Ting Wang, Paul W. Beamish, Zhou Liman, Luo Jingjing

Product Number: 9B14C009
Publication Date: 2/14/2014
Revision Date: 2/14/2014
Length: 10 pages

In February 2012, a human resources appointment attracted wide attention from China's domestic lubricating oil industry. The iconic general manager of Shell Tongyi (Beijing) Petroleum Chemical Co., Ltd. officially took the position as the chief executive officer (CEO) of Huo's Group, thus returning to work for his former boss, the founder of the former Tongyi Lubricating Oil. Before the merger between Tongyi and Shell in 2006, the private entrepreneur and the professional manager had jointly created the well-known Tongyi Lubricating Oil and were renowned as "perfect partners" by many in the business media. In 2012, their hope was to achieve glory again on this wider business platform - Huo's Group. Was this likely?

Teaching Note: 8B14C009 (9 pages)
Industry: Manufacturing
Issues: Leadership; personnel; professional manager; family business; China
Difficulty: 4 - Undergraduate/MBA


Chapter 10:
Communication

INDIAN OVERSEAS BANK: TRIGGERING CHANGE
Shoma Mukherji, Neera Jain

Product Number: 9B14C061
Publication Date: 3/11/2015
Revision Date: 3/12/2015
Length: 13 pages

Several experts had drawn attention to a peculiar problem existing in public-sector banks in India. There seemed to be two distinct generations: experienced employees who would be superannuated in the next four to five years; and newer employees who had come on board in the last four to five years. Though these young employees were academically sound, they lacked competence acquired through experience and thus were hesitant in taking on responsibilities. The older generation was slowly withdrawing. Management at Indian Overseas Bank (IOB) knew that in order to improve motivation and encourage higher productivity, the company had to trigger change and transform the mindsets of its employees.

Harnessing the energies of young members of the marketing team, IOB ran a unique campaign involving all employees called Rang De Basanti. Initial results were encouraging. However, two problems continued to arise: the underperformance of one particular region and the problem of keeping up the momentum and sustaining the change.


Teaching Note: 8B14C061 (12 pages)
Industry: Finance and Insurance
Issues: Persuasive communication; interpersonal relations; employee engagement; change; India
Difficulty: 5 - MBA/Postgraduate



CRAIG PITCHELL - PRESIDENT
Mary Weil

Product Number: 9B13C031
Publication Date: 8/28/2013
Revision Date: 5/6/2014
Length: 5 pages

Craig Pitchell is a young executive who has become director of the board at a local childcare centre. He has discovered that other board members do not comply with the by-laws for the centre. He is presenting at a special meeting to oust the current board and replace them with an alternate slate of directors.

Teaching Note: 8B13C031 (7 pages)
Industry: Educational Services
Issues: Communication; presentation skills; building trust; reputation; Canada
Difficulty: 2 - Intro/Undergraduate



RESEARCH IN MOTION: SINCERELY, A RIM EMPLOYEE (A)
Jana Seijts, Paul Bigus

Product Number: 9B12C020
Publication Date: 4/24/2012
Revision Date: 5/3/2012
Length: 14 pages

On June 30, 2011, Research in Motion (RIM) co-CEOs Jim Balsillie and Mike Lazaridis unexpectedly found themselves facing serious public scrutiny, not from competitors, market analysts, or consumers, but from one of their own senior executives. In an attempt to have their voice heard, an anonymous senior-level RIM employee addressed an open letter to both Balsillie and Lazaridis; however, the letter was sent to the online technology news provider Boy Genius Report (BGR). In a year during which RIM already faced pressures from a dwindling market share, failed product attempts, and a sinking stock price, Balsillie and Lazaridis needed to figure out how to respond to the claims of the letter publicly, but more importantly how to communicate to RIM employees internally.

Teaching Note: 8B12C020 (8 pages)
Industry: Information, Media & Telecommunications
Issues: Communications; Leadership; Corporate Culture; Employee Attitude; Organizational Behaviour; Uncertainty; Smartphones; Canada
Difficulty: 4 - Undergraduate/MBA


Chapter 11:
Decision Making

EARTHWEAR FACE & BODY: COMMUNICATING CORPORATE CULTURE (A)
Mary Weil, Julia Cutt

Product Number: 9B14C045
Publication Date: 10/15/2014
Revision Date: 10/28/2014
Length: 9 pages

By the spring of 2014, the founder of EarthWear Face & Body is in desperate need of part-time employees to help run her successful skin care retail business, which she runs out of her home in North Battleford, Saskatchewan. After eight years of hard work, she has turned her part-time hobby making all-natural skin care products into a thriving business. She sells her products online, through retail stores, at craft and trade shows and at the Saskatoon Farmers' Market. But her successful business has become too much work for her to manage on her own. A failed attempt to bring on a part-time employee made it clear that she needs to develop a targeted recruitment strategy. How can she effectively communicate her corporate culture to attract the best candidates? See supplement 9B14C046.

Teaching Note: 8B14C045 (7 pages)
Industry: Retail Trade
Issues: Corporate culture; human resources; communication; Canada
Difficulty: 3 - Undergraduate



PRASHANTI TECHNOLOGIES: A WORKPLACE ROMANCE ETHICAL DILEMMA
Srinivasa Addepalli

Product Number: 9B14C057
Publication Date: 1/29/2015
Revision Date: 1/30/2015
Length: 6 pages

In September 2012, the vice-president of Internal Audit at Prashanti Technologies, a multinational corporation headquartered in Mumbai, India, was reviewing an external audit team’s report before a meeting of the company’s ethics committee. The committee had only one item on the agenda: a sensitive case involving a company vice-president, the head of its financial services division, who had been accused by an anonymous whistleblower of conducting a workplace affair with a subordinate. Further, it was alleged that he had unfairly promoted her by giving her additional undeserved responsibilities and that she had taken undue advantage of her workplace romance by giving orders to the rest of the team. The ethics committee was required to decide what action, if any, should be taken against the vice-president and the junior manager.

Teaching Note: 8B14C057 (15 pages)
Industry: Information, Media & Telecommunications
Issues: Ethics; sexual harassment; values; conflict of interest; India
Difficulty: 5 - MBA/Postgraduate



MOTIVATED REASONING, LEADERSHIP AND TEAM PERFORMANCE
Syed Salman Ahmad, Santosh Kumar, Sheetanshu Mishra

Product Number: 9B13C010
Publication Date: 5/7/2013
Revision Date: 5/6/2013
Length: 7 pages

This case revolves around the experiences of an MBA student at an Indian business school. The student is dynamic, capable and intent on high achievement, but his pursuit of recognition eventually hampers his and his team’s learning and performance. The case is based on an event that happens within a course on organizational behaviour where the student makes a major mistake in his analysis of a case due to his need to demonstrate his competence and validate himself. This hurts his and his team’s performance on an assigned task. After the event, the student and his team members reflect on the events that led to this mistake. They also take the Myers-Briggs Type Indicator (MBTI) and the Fundamental Interpersonal Relations Orientation - Behavior (FIRO-B) assessments to determine their personality preferences and interpersonal needs that might have influenced the team’s functioning.

Teaching Note: 8B13C010 (26 pages)
Industry: Educational Services
Issues: Personality motivation; perception decision-making; group dynamics leadership; learning performance; India
Difficulty: 4 - Undergraduate/MBA


Chapter 12:
Power, Politics and Ethics

FOOD FOR THOUGHT: THE 2008 CHINA MILK SCANDAL
Vivien K. G. Lim, Rashimah Rajah, Smrithi Prasad

Product Number: 9B12C047
Publication Date: 2/8/2013
Revision Date: 11/14/2012
Length: 8 pages

In 2008, a scandal in China involving milk products tainted with melamine (a chemical used in plastic production) brought regional and global attention to the country. More than 290,000 infants were affected and several died. At a time when international trade was important for China’s economic development, the tainted milk scandal raised concerns about the safety of products and food made in China. The case illustrates how the pressure of rapid economic development resulted in measures to cut costs at the expense of consumer safety and health, bringing into question the ethics underlying business practices in the country. The lack of quality control and corporate governance processes on the part of the company and government facilitated the ease with which the milk was tampered. The case also documents remedial efforts that followed the scandal, including recall of the tainted milk products, putting new government policies and regulations in place, arrest of top executives and the companies’ public apology in the unique form of a New Year text message.

Teaching Note: 8B12C047 (7 pages)
Industry: Manufacturing
Issues: Ethics; management in Asia; China
Difficulty: 4 - Undergraduate/MBA



CEO DECISION-MAKING AT PRAIRIE HEALTH SERVICES
Valerie Wallingford, Sharon Gritzmacher

Product Number: 9B11M063
Publication Date: 8/11/2011
Length: 3 pages

This case focuses on a significant problem faced by county-owned Prairie Health Service’s administrators: What could be done to reduce multiple billings and other redundancies among the four divisions of the organization? The administrators’ goal was to implement an integrated records management system that would streamline the registration and billing processes for patients, thereby increasing efficiency and timeliness, as well as reduce financial losses. While this was a fiscally responsible goal for the organization, the records management software package selected by the CEO was inadequate for the task. Rather than listen to the recommendations of his division administrators who had spent considerable time researching potential software, the CEO seemed to be basing his selection decision on the personal relationship he had developed with sales representatives from one of the software firms.

Teaching Note: 8B11M063 (7 pages)
Industry: Health Care Services
Issues: Management Behaviour; Records Management Software; Board/management Relations; Ethics
Difficulty: 3 - Undergraduate



AN ENGLISH TEACHER IN SOUTH KOREA
Stacey R. Fitzsimmons, Paul Shantz

Product Number: 9B10C027
Publication Date: 1/21/2011
Length: 5 pages

Bert took a position to teach English in South Korea after graduating with his business degree from a Canadian university. It was his second time teaching English in South Korea, and because he had a fantastic experience the first time, he took a second position without doing a lot of due diligence before arrival. Soon, however, he realized that a city tax was being deducted from his pay, and he had suspicions that his boss was making up the city tax, in order to deduct money from the English teachers’ pay. Since Bert’s visa to stay in the country was tied to his employer, he could not look for a new employer, nor could he effectively find legal recourse against his employer, because foreign teachers had few rights in South Korea.

Teaching Note: 8B10C027 (12 pages)
Industry: Educational Services
Issues: Organizational Culture; International Management; Ethical Issues; Teachers; Expatriates; South Korea
Difficulty: 2 - Intro/Undergraduate


Chapter 13:
Conflict and Stress

DOVERCOURT RECREATION CENTRE - HEALING A RIFT
Mary Weil, Chen Rao

Product Number: 9B14C039
Publication Date: 8/12/2014
Revision Date: 8/11/2014
Length: 5 pages

In July 2001, the newly elected president of the board of directors at Dovercourt Recreation Centre in Ottawa, Ontario, faces a dilemma. The facility’s executive director has suggested that in light of a poor performance review, his only option might be to resign. He is revered by his staff and the community for his passionate advocacy of outreach to disadvantaged and marginalized populations and has a successful track record in running the organization and popularizing its programs throughout the city. However, he is under great stress because his informal management style does not fit well with the board’s need for specific monthly accounting. The new president was recruited to improve unproductive board meetings, but he has quickly realized the root issue is the escalating tension between the executive director and the board. Confident that he can use his consulting background to deliver a solution to the conflict that threatens to undermine the centre’s strong reputation, he needs a plan and must act on it decisively and immediately.

Teaching Note: 8B14C039 (7 pages)
Industry: Arts, Entertainment, Sports and Recreation
Issues: Corporate governance; negotiations; internal communications; Canada
Difficulty: 4 - Undergraduate/MBA



SKILLSFORTOMORROW: A MANAGEMENT TEAM IN CRISIS
Steven D. Charlier, Martin M. Brennan

Product Number: 9B13C022
Publication Date: 8/8/2013
Revision Date: 7/10/2013
Length: 17 pages

A management consultant has been hired to fix the morale issues at a branch of SkillsForTomorrow (SFT) in Harrisburg, Pennsylvania, United States. SFT is a government-sponsored organization tasked with helping at-risk young adults gain vocational training toward preparing them for a successful work career. Several factors appear to be influencing the morale of the SFT management team. Unfortunately, some of these factors point directly to the sponsor of the consulting project, the executive director at SFT Harrisburg. The consultant must identify the root causes of the management discord and derive a solution that can help solve the various issues. At the same time, the consultant will need to consider the political and interpersonal aspects of the consulting relationship between herself and the executive director in crafting and presenting a solution.

Teaching Note: 8B13C022 (10 pages)
Industry: Public Administration
Issues: Teams; conflict; communication; consulting; United States
Difficulty: 4 - Undergraduate/MBA



CONFLICT MANAGEMENT AT TKC CONSULTING
V. Padhmanabhan

Product Number: 9B10C030
Publication Date: 3/29/2011
Length: 5 pages

This case depicts how executives who are holding power in an organization can create chaos due to interpersonal conflict. Rao and Naik, two senior executives at TKC Consulting in India, scapegoated an innocent subordinate during the course of their rivalry. Their actions, not befitting the positions they held, created confusion and misunderstanding in the organization. The chairman of the company understood that their selfish, power-hungry actions could not be explicitly pointed out, as this would merely result in a cycle of blame. Yet he also knew that if the conflict was not addressed immediately, it would cause more discord within the organization.

Teaching Note: 8B10C030 (10 pages)
Industry: Finance and Insurance
Issues: Organizational Structure; Organizational Behaviour; Management Communication; Conflict Management; India
Difficulty: 4 - Undergraduate/MBA



DR. AMITA JOSHI AT SAMUEL DRUGS LIMITED
Anup K. Singh, Abhinav Gupta

Product Number: 9B11C006
Publication Date: 2/3/2011
Length: 8 pages

AWARD-WINNING CASE: Adjudged second-best case at the ISB Case Competition 2010 held in partnership with the Richard Ivey School of Business and the Association of Indian Management Schools and sponsored by the Chartered Institute of Management Accountants.

This case describes the successful journey of Dr. Amita Joshi in a medium-sized Indian pharmaceuticals organization, Samuel Drugs, which was facing serious performance problems. As CEO, Joshi realized that the organization had strong manufacturing capability but that it lacked marketing excellence and badly needed someone who could be tasked with making the company marketing-oriented. Joshi selected a young general manager of sales, Rajesh Mishra, as director of marketing. He proved to be an excellent choice and performed very well in his new role. Samuel Drugs had three subsidiaries and one of them, Eastern Pharmaceuticals Limited, required a managing director and Mishra was selected. He also continued to perform his previous role of director of marketing. Then conflict ensued between Joshi and Mishra. This case reveals the important roles of communication, co-ordination, multiple and diverse stakeholders, and organizational conflict in determining organizational effectiveness. It also highlights the point that managers need to tackle both formal and informal aspects of an organization, rational and social sides of organizational life, and changing dynamics of relationships.


Teaching Note: 8B11C006 (11 pages)
Industry: Manufacturing
Issues: Organizational Structure; Communications; Conflict Management; Women in Management; Pharmaceuticals; India; Ivey/ISB
Difficulty: 5 - MBA/Postgraduate


Chapter 14:
Organizational Structure

LV PRASAD EYE INSTITUTE
Vasantha Kumar, S. Ramakrishna Velamuri, Wei Zhang

Product Number: 9B13C007
Publication Date: 5/10/2013
Revision Date: 10/16/2013
Length: 21 pages

AWARD WINNING CASE - Best case in the Entrepreneurship & Indian Family Business category, 2012 ISB-Ivey Global Case Competition. An entrepreneur puts his entire lifetime into building an organization. When it comes to health care in India, it is all the more difficult as there are so many hurdles, such as a huge population that cannot afford to pay, shortage of trained manpower and increasing cost of supplies. LV Prasad Eye Institute has been successful, largely because of its founder’s dedication, hard work and innovative pyramid model of organizational structure. In spite of its success, this healthcare institution faces challenges from increased competition and the lack of a succession strategy.

Teaching Note: 8B13C007 (7 pages)
Industry: Health Care Services
Issues: Innovation; rural markets; organization life cycle; India
Difficulty: 5 - MBA/Postgraduate



L’OSERAIE — TURNAROUND CHALLENGE
Justin Paul, Marc Chaix, Shruti Gupta

Product Number: 9B11C018
Publication Date: 7/11/2011
Length: 15 pages

This case deals with the challenges faced at L’Oseraie, a nursing home located in the northeast of France. The director of L’Oseraie had to meet her new boss and brief him on the organization’s challenges while offering suggestions. A key obstacle involved employee motivation and engagement, particularly after a recent absenteeism episode. Furthermore, the lack of health care staff in France meant that employees might need to be sourced from abroad, perhaps from Eastern Europe or the French-speaking countries of North Africa. How could the director implement a strategy that would alleviate the day-to-day problems of the nursing home?

Teaching Note: 8B11C018 (8 pages)
Industry: Health Care Services
Issues: Health Care Administration; Organizational Structure; Employee Retention; Human Resource Management; France
Difficulty: 5 - MBA/Postgraduate



BEIJING EAPS CONSULTING INC.
Mitch Rothstein, Lily Jiao Li

Product Number: 9B09C005
Publication Date: 3/31/2009
Length: 9 pages

Beijing EAPs Consulting Inc. (BEC) is a rapidly growing consulting company whose number of employees has increased from six to 16 in just one year. BEC has adopted a new project management system, using project managers to coordinate several employees from various departments. Due to the heavy workload, most employees must work on multiple projects. Collaboration between projects and department managers is not very smooth. The chief executive officer must decide how he can improve the collaboration efforts across the company's different departments.

Teaching Note: 8B09C05 (4 pages)
Industry: Administrative, Support, Waste Management and Remediation Services
Issues: China; Organizational Change; Communications; Project Management; Organizational Structure
Difficulty: 2 - Intro/Undergraduate


Chapter 15:
Environment, Strategy, and Technology

TECHNOLOGY DRIVEN TRANSFORMATION AT COMAIR LIMITED
Maxine Jaffit, Caren Scheepers, Jabu Maphalala

Product Number: 9B15C003
Publication Date: 3/23/2015
Revision Date: 3/20/2015
Length: 12 pages

Comair Limited was South Africa’s largest private airline and consisted of British Airways SA and the low-cost airline kulula.com. After acquiring more fuel-efficient aircraft, Comair decided to adopt Sabre, a reservation and scheduling technology platform. Initially, some Comair executives thought that the Sabre implementation was an IT project, but they soon realized that all employees were affected and that a culture change was required to successfully implement the new standardized way of working. An organizational transformation company was hired and “Operation Crossover” was created as a reference point for employees and metaphor for change in order to enable the change process, starting with a change readiness assessment and culture change roadmap. How could Comair’s CEO capitalize on the positive changes from this project and maintain the profitability and growth of the last 68 years?

Teaching Note: 8B15C003 (11 pages)
Industry: Transportation and Warehousing
Issues: Transformation; change leadership; organizational culture; technology implementation; South Africa
Difficulty: 5 - MBA/Postgraduate



DUKE-NUS GRADUATE MEDICAL SCHOOL: EDUCATIONAL TRANSPLANT
Audrey Chia, Hwee Sing Khoo

Product Number: 9B13C030
Publication Date: 1/24/2014
Revision Date: 1/24/2014
Length: 10 pages

The Duke-NUS Graduate Medical School in Singapore was initially established with the intention of transplanting the Duke University School of Medicine curriculum to Singapore, where the British style of medical education had been dominant. A small team of pioneer faculty faced many challenges, including transplanting the U.S. model while trying to improve upon and adapt it to the local environment, facing skepticism from the local medical community, and securing support for an innovative educational approach both inside and outside the school. The public watched carefully as the first cohort of students prepared to graduate. How would these graduates perform? What would their performance say about the efforts of the Duke-NUS faculty and its supporters?

Teaching Note: 8B13C030 (6 pages)
Industry: Educational Services
Issues: Leadership; change management; teams; stakeholder engagement; Singapore
Difficulty: 5 - MBA/Postgraduate



CUMI INDIA'S GLOBAL STRATEGY: THE CHINA PUZZLE
S. Ramnarayan, Charles Dhanaraj, Krithiga Sankaran

Product Number: 9B13M023
Publication Date: 4/24/2013
Revision Date: 4/23/2013
Length: 16 pages

Carborundum Universal Murugappa International (CUMI) was a leading abrasives manufacturing company based in India with global operations in Russia, South Africa and China. In the global abrasives business, China held 50 per cent of the raw materials for the industry. China was also the largest market for abrasives worldwide and was expected to contribute to one third of the global demand for abrasives. CUMI had the vision to become a global leader in the abrasives industry within 10 years. It had successfully expanded operations in Russia and South Africa, where it was seen more as a partner than a conqueror in its acquisition strategy. In 2006, the company entered China through a joint venture with a Chinese state company but subsequently bought out the partner. However, the company was facing several problems with its stand-alone operation there, especially in terms of maintaining its workforce and hiring local managers. It was clear that winning market share in China was necessary, but the complexity of the Chinese market had proven to be a challenge. The managing director had to present a strategy for working successfully in China to the board.

Teaching Note: 8B13M023 (22 pages)
Industry: Manufacturing
Issues: Internationalization strategy; mode of entry; joint venture; Russia; South Africa; China; India
Difficulty: 5 - MBA/Postgraduate


Chapter 16:
Organizational Change, Development, and Innovation

VANCOUVER CITY SAVINGS CREDIT UNION: WORKING DADS (A)
Alison Konrad, Cameron Phillips

Product Number: 9B14C025
Publication Date: 11/7/2014
Revision Date: 11/7/2014
Length: 4 pages

The first female chief executive officer (CEO) of Vancouver City Savings Credit Union (Vancity) believes in the importance of developing a positive workplace culture. She feels that successful employers take a progressive attitude toward promoting a healthy work-life balance. She also serves as a role model to her employees by working hard but communicating clearly about needing to be present for her family. When an independent consultant surveys the attitudes around work-life balance at Vancity, however, he has a number of recommendations for the CEO to consider, all of them aimed at improving the work-life balance for men in order to improve the work-life balance for everyone at the firm. Also see supplemental case 9B14C026.

Teaching Note: 8B14C025 (6 pages)
Industry: Finance and Insurance
Issues: Work and family; work-life flexibility; gender; fathers; Canada
Difficulty: 4 - Undergraduate/MBA



DRIVING INNOVATION AT PAR SPRINGER-MILLER (A)
Susan Fleming, Alyssa W. Goldman

Product Number: 9B14C022
Publication Date: 5/2/2014
Revision Date: 4/23/2014
Length: 12 pages

In fall 2009, the new president and chief executive officer of PAR Springer-Miller Systems, based in Stowe, Vermont, is tasked with leading the most significant innovation effort the company has undertaken since its founding in 1984. The company is a leading provider of property management, point-of-sale and spa management systems for high-end hotels, resorts, spas and casinos worldwide, but its legacy products are based on outdated technology and subject to increasing customer complaints; at the same time, the global recession has negatively affected the high-end market. In his first year, the new president has made significant progress in restructuring the organization and shifting its culture to a more entrepreneurial one. He is ready to begin the development of an entirely new product but has to decide on strategy, in particular deciding on the best market on which to focus the new software product and then mapping out a plan to execute its development and launch. How can he elicit a radical innovation from a team of management and employees so culturally rooted in their past accomplishments and legacy products? Should he look for a technology partner and develop the new product in a different location? Can the legacy products be kept up and running long enough for the new product to generate sufficient sales that they can be retired? These are the issues that must be addressed or the company may well face a dire future. See B Case 9B14C023.

Teaching Note: 8B14C022 (16 pages)
Industry: Professional, Scientific, and Technical Services
Issues: Innovation; technology; hospitality; leading culture change; United States
Difficulty: 4 - Undergraduate/MBA



TURNING AROUND A NATIONAL ICON: YARA BRANCO AT TARBES S.A.
Mary Weil, Ken Mark

Product Number: 9B12C013
Publication Date: 2/29/2012
Revision Date: 2/29/2012
Length: 9 pages

Yara Branco has just joined Tarbes S.A., one of Brazil’s best-known technology firms, as its new CEO. She sees a crisis on the horizon and needs to find a way to communicate that change is necessary at the company. She must overcome several issues, including the fact that she is an outsider and that many insiders will not support the change effort. Branco needs to develop an appropriate communications strategy to begin her term as CEO. This requires determining Tarbes’s predicament, devising a list of stakeholders and barriers to change, and identifying the stakeholders’ interests and what might be necessary to change their positions.

Teaching Note: 8B12C013 (9 pages)
Industry: Manufacturing
Issues: Change Management; Culture; Communications; Electronics; Brazil; Latin America
Difficulty: 3 - Undergraduate



MAINTAINING THE “SINGLE SAMSUNG” SPIRIT: NEW CHALLENGES IN A CHANGING ENVIRONMENT
Shaista E. Khilji, Chang Hwan Oh, Nisha Manikoth

Product Number: 9B11C010
Publication Date: 8/2/2011
Length: 13 pages

This case examines how Samsung has grown to become one of the world’s leading companies. It presents a detailed description of Samsung’s “top priority to the people” philosophy and its strong cultural values, both of which have been instrumental in ensuring its continued success in recent decades. Since 1982, the Samsung Human Resource Development Center (SHRDC) has played a critical role in supporting Samsung’s corporate strategy of achieving global competitiveness through programs that focus on maintaining Samsung values and developing a cadre of effective next-generation leaders. New Employee Orientation (NEO), an intensive four-week in-house program for all Samsung employees, is one example of an SHRD program. NEO aligns employees across Samsung affiliates to its strategic direction, thereby fostering a stronger “Single Samsung” culture.

In recent years, however, NEO has been faced with new challenges. First, Samsung’s pool of new employees has become more diverse, with the recruitment of more experienced and foreign (non-Korean) employees in addition to the fresh college graduates whom Samsung has always relied upon. Second, Samsung has become aware of stark value differences between the older employees, who are obedient and easily follow rules, and the younger “digital native” employees, who are more individualistic and prefer egalitarian and open policies. Managers at SHRDC are concerned that the “Single Samsung” spirit, which forms the core of Samsung culture, is being threatened from within.

Students must address issues related to the need for maintaining a unified organizational culture among diverse groups of employees with conflicting values, and propose ways for Samsung to effectively employ and utilize all of its employees.


Teaching Note: 8B11C010 (15 pages)
Industry: Manufacturing
Issues: Corporate Culture; Generational Differences; Human Resource Development; Consumer Electronics; South Korea
Difficulty: 4 - Undergraduate/MBA