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Case study
Publication date: 12 November 2018

Stephen M. Rapier, Doreen E. Shanahan, Nancy E. Dodd and Jeffrey R. Baker

In the 1990s, Mike Flanagan foresaw video moving from analog to digital and developed an equipment rental business to meet the needs of the entertainment/media production…

Abstract

Synopsis

In the 1990s, Mike Flanagan foresaw video moving from analog to digital and developed an equipment rental business to meet the needs of the entertainment/media production industry. By 1996 he established a second company to offer training in the use of Avid, a digital video-editing program. Flanagan sold the rental business in 1998 and by 2002 expanded the training away from a business model to a full-fledged college business model. By 2014 what started as a successful training program developed into a negative interaction with the US Department of Education and Flanagan found himself being forced out of business.

Research methodology

This case was originally a client-based project conducted real time in an MBA-level marketing course at the Graziadio School of Business and Management at Pepperdine University.

Relevant courses and levels

The case is well suited for a variety of business and law courses that integrate ethical decision making in their curriculum at the undergraduate and graduate levels. The case allows for a greater understanding of the implications of managerial behavior tied to ethical beliefs and the possible outcomes that may result. It also allows for a stronger grasp of the integral nature of management, staff, consumers and outside organizations on the pervasive impact of non-ethical behavior. Last, this case creates a framework for students to assess how ethics influence managerial behavior that will affect an organization’s success.

Theoretical bases

What ethical duties and obligations does a business owe to its customers and other stakeholders? Is ignorance an excuse for failing to meet those ethical obligations?

Case study
Publication date: 24 November 2023

Frank Peter Jordan and Anna Lašáková

After completion of the case study, the students will be able to understand the importance of being culturally savvy when working in a culturally diverse environment and managing…

Abstract

Learning outcomes

After completion of the case study, the students will be able to understand the importance of being culturally savvy when working in a culturally diverse environment and managing people from different cultures; critically reflect on the risks resulting from the absence of a clear direction from the company’s top management regarding unifying corporate values and a diversity policy for cooperation across cultures; be aware of best practices in implementing diversity management (DM) initiatives in the company; and learn that changes in the strategic orientation (i.e. focus on automation projects) must be cascaded down to hard elements of structures, processes and systems, as well as to soft elements of skills, staff and management style.

Case overview/synopsis

The Kuwaiti branch of a Japanese corporation specialising in control systems and instruments, Rising Sun IT, hired a German professional, Alex, to handle the increasing demand for automation from customers. This recruitment followed several unsuccessful attempts by the company to deliver more advanced automation solutions. Recognising the need to adapt to Kuwaiti customer requirements or risk losing market share, Japanese management understood the importance of transforming their engineering staff. Failure to achieve this next automation step would result in a steady decline in market share and ultimately impact the company’s survival. However, Alex, who was supposed to lead automation projects, was confronted with opposition from the Indian engineering staff and managers. He was not able to find common ground with the staff and perceived issues such as lack of communication, delays in work schedules, missed deadlines and high levels of absenteeism, as a sign of low work morale. Although he tried to increase the awareness of his supervisor and other managers by informing them repeatedly about the problems regarding employee behaviours, his interventions went unheard. He felt ousted by his fellow colleagues and the other employees. Besides, from Alex’s point of view, the Japanese top management did not provide clear directions to the staff and explicit support to Alex in his efforts. This case study highlights three dimensions of Alex’s problem with establishing and maintaining working relationships with other people in the company:▪ Alex’s cultural “blindness” and ignorance of differences in work behaviours that ultimately led to his inability to build solid and trustful relationships with other employees. The case study demonstrates Germany’s performance-oriented and individual-centric culture versus India’s family- and community-oriented culture and the Japanese employees’ strongly hierarchical and company loyalty-oriented culture.▪ Lack of support from the Japanese top management to Alex, which is connected with a wider problem of the lack of a systematic strategic approach to managing a culturally diverse workforce. The case study pinpoints the rhetoric–reality gap in DM in the company, where the diversity, equity and inclusion programme and corporate values were applied only formally and had little attention from the leaders as well as non-managerial employees.▪ Employee resistance to change: The lack of positive communication from the top management level in the company regarding automation projects and the lack of support for Alex’s mission in the company resulted in steady resistance to executing projects, which endangered the company’s survival in the market. Also, one part of Alex’s problem with building a working relationship with the Indian engineering staff was based on the fact that others perceived him as the automation “change agent” – an advocate and catalyst of an undesirable change connected with adverse consequences on employment in the Indian community.

Complexity academic level

This case is intended for discussion in undergraduate management and business study programmes.

Supplementary materials

Teaching notes are available for educators only.

Subject code

CSS 6: Human resource management.

Case study
Publication date: 12 January 2022

Michelle Karim, Christina Swart-Opperman and Geoff Bick

The learning outcomes are follows: critically assess the impact of disruptive technologies, such as automation, on the organisation, its processes and employees; evaluate the…

Abstract

Learning outcomes

The learning outcomes are follows: critically assess the impact of disruptive technologies, such as automation, on the organisation, its processes and employees; evaluate the structural changes required within the organisation to prepare for digital transformation; apply change models to the unique challenges associated with disruptive technologies; and recommend solutions for the organisation to proceed with the implementation of disruptive technologies, while keeping employees central to the change.

Case overview/synopsis

The Dimension Data automation case provides students and executives with a glimpse of the future that organisations and employees must prepare for. The case starts out with the protagonist and product owner of digital at Dimension Data, Andrew Harmse, reflecting on his three-year automation journey within the Automation Centre of Excellence. The world of automation is growing exponentially, and Andrew’s team will have to support the organisation as they scale up their automation journey and navigate the uncertain future of an increased, blended human-robot workforce. Individual employee reactions, positive and negative, will have to be balanced with the opportunities that ever-changing technology enables. The case focusses on the themes of digital transformation, digital disruption, change management and the very real factors to consider when faced with decision-making on automation as the world is constantly changing. The COVID-19 pandemic has forced organisations to relook processes and increase investment in technologies that enable digital client engagement and servicing, considering social distancing requirements. Automation at dimension data has been largely internally focussed, but there is a drive to increase delivery for clients. Andrew’s team will have to guide organisations through the journey and continuum of changes and uncertainties, such as large- scale unemployment and robot ethics.

Complexity academic level

The target audience for this teaching case are postgraduate and Master level students, specifically Master of Business Administration (MBA) students as well as Executive Education courses. Students who are responsible for making strategic decisions that impact the future of their organisations as well as students with an interest in the role of technology in the future will benefit from the case.

Supplementary materials

Teaching notes are available for educators only.

Subject code

CSS 6: Human Resource Management.

Case study
Publication date: 23 June 2021

Minu Zachariah, Vyshnavi Viswananda and Jaicy George

The case can be taught to MBA/PGDM students to give them experiential learning in the course on entrepreneurship. The case can be used to specifically make the student understand…

Abstract

Study level/applicability

The case can be taught to MBA/PGDM students to give them experiential learning in the course on entrepreneurship. The case can be used to specifically make the student understand the challenges faced by women entrepreneurs in the male-dominated business sector and recognize the entrepreneurial competencies needed to run a business.

Subject area

Entrepreneurship.

Case overview

Shany Jalal, Promoter and Managing Director of Servicecare Pvt. Ltd., and the protagonist of the case proud owner of Servicecare Pvt. Ltd. reminisced the circumstances that drove her to start the business venture in Bangalore, India. At the age of 17, a personal setback instilled in Shany a strong desire to become self-reliant and independent. Backed with a degree in hotel management and a meager loan amount of INR 10,000 provided by her father on certain terms and conditions, Shany deep dived into the soft facility management sector business way back in the year 1999 and since then there has been no turning back. Today, Shany Jalal is proud that her venture by starting a proprietorship company “Service Care”, and later converted it into a Private Limited Company, “Servicecare Private Limited” in 2011. Shany Jalal was proud that her venture is a name to reckon with in Bangalore. She has had a team of 4,200 employees, which operates Pan India, providing top-notch corporate cleaning solutions. Her motto was not to compromise on quality and she continues to provide the highest level of service to her esteemed clients, some of them even dating back to the days of inception. Her determination powered by a strong value system is what keeps the company a cut above the rest. Being in the soft facilities management service for almost 20 years, Shany Jalal feels she has achieved her dream. Today, she is a highly successful woman entrepreneur. As she retraces her career path, she owes her success earned through years of dedication, commitment, hard work and timely intervention of some kind-hearted individuals. Since 2011, the company witnessed an average growth of 41% year on year. Though there was stiff competition from domestic and multinational property management companies, Shany sailed through. However, in the global pandemic of 2020, when her business was impacted, Shany realized that to sustain organizational growth, she had to integrate technology with service. She contemplated ways and means of integrating technology with services to meet the clients’ demands. However, Shany believes that to sustain organization growth, technology must be integrated with service. She is currently contemplating ways to introduce and integrate technology with services to efficiently and effectively meet clients’ demands.

Expected learning outcomes

1. Understand the gender issues in India and its impact on women entrepreneurs. 2. Analyse the ecosystem that supports supported women entrepreneurs in creating a new venture. 3. Identify the leadership traits and style, entrepreneurial competencies and capacities of the women entrepreneur in this case. 4. Recognize the challenges faced by women entrepreneurs in the facilities management business sector. 5. Explore various options of integrating technology to improve facilities management services provided to the clients.

Supplementary materials

Teaching notes are available for educators only. Please contact your library to gain login details or email support@emeraldinsight.com to request teaching notes.

Social implications

Shany was able to face the challenges that came her way successfully with grit and courage. She was able to expand her business. Her business helped lighten the lives of many people as she provided a means of livelihood to the underprivileged. Shany was also able to motivate her husband to start a business venture and stood by him. She encouraged women to stand on their own feet especially motivating women to set up their own businesses. She is also in constant touch with other like-minded women entrepreneurs who share similar experiences in handling crises. This gives her more insight to take proper decisions.

Keywords

Women entrepreneur, Facilities management services, Technology supported services

Subject code

CSS 3: Entrepreneurship.

Details

The Case For Women, vol. no.
Type: Case Study
ISSN: 2732-4443

Keywords

Abstract

Subject area

Finance, accountancy, auditing.

Study level/applicability

Supports information systems audit (ISA), auditing practises and controls, corporate governance and internal controls and financial management modules, business administration and MBA programmes.

Case overview

The case study focuses on the implementation of ISA and information technology in the highly responsible task of executing financial audits The case emphasises on the fact that the advantages of ISA can only be reaped when they are amalgamated with an auditor's scrutiny, sharp eye, extensive knowledge of auditing systems and accounting principles and a rich experience of the auditing function. The suggested synergy also facilitates a reduction of around 60 per cent, in the cost of executing the audits and the man-hours required to complete the audit, as in the case of Jain Chowdhary & Company.

Expected learning outcomes

The case helps students to comprehend the relevance of audit trail. It emphasises on the importance of identifying the source of information and tracking raw data backward. It familiarises the students with the complexities involved in a real audit and emphasises on the role of logic, intelligence, diligence, patience and farsightedness while performing the auditing function. It is important for them to understand how White collar crimes take place in real business economy. This case, hence exposes students to these nuances and can make a student, from a non-commerce background, understand the key elements of efficient auditing. (Elaborate teaching objectives are appended in the teaching note.)

Supplementary materials

Teaching note.

Details

Emerald Emerging Markets Case Studies, vol. 1 no. 3
Type: Case Study
ISSN: 2045-0621

Keywords

Case study
Publication date: 21 March 2022

Debabrata Chatterjee and Jasleen Kaur

The learning outcomes are as follows: Understand the concept and characteristics of Bottom of Pyramid (BoP) markets; understand the concept and characteristics of frugal…

Abstract

Learning outcomes

The learning outcomes are as follows: Understand the concept and characteristics of Bottom of Pyramid (BoP) markets; understand the concept and characteristics of frugal innovations; understand the Design Thinking approach to product design and how it might be useful to develop frugal innovations for BoP markets.

Case overview/Synopsis

The case details the journey of a group of students at a premier engineering college in India. The group aimed to develop and implement a social innovation that addressed a serious and important health issue – menstrual hygiene practices among urban slum dwellers in India. The case begins with how a chance visit to an NGO inspired a pair of students to take up this issue, how the project unfolded at their college, the challenges faced in their journey and, finally, an outcome that was only a partial success. It raises important questions of challenges that are specific to bottom of pyramid markets in emerging economies. The case can provide a context for discussions on approaching frugal innovations from a Design Thinking perspective.

Complexity academic level

This case can be used in social innovation courses/modules at an undergraduate or graduate level in social innovation and social entrepreneurship courses. The case is best positioned towards the beginning of the course as an overview of the process of Social Innovation, and to discuss the relevance of concepts of BoP markets and frugal innovation.

Supplementary materials

Teaching Notes are available for educators only.

Subject code

CSS 7: Management Science.

Details

Emerald Emerging Markets Case Studies, vol. 12 no. 2
Type: Case Study
ISSN: 2045-0621

Keywords

Case study
Publication date: 23 July 2020

Sanjay Singh

The present case study would help readers to understand paternalistic leadership behavior with its underlying theory. Readers would be able to appreciate the nature of experiences…

Abstract

Learning outcomes

The present case study would help readers to understand paternalistic leadership behavior with its underlying theory. Readers would be able to appreciate the nature of experiences employees may have while working with a paternalistic leader high on authoritarianism. This case study would motivate readers to work out appropriate strategies for working under paternalistic bosses. The teaching note sensitizes readers about the complicated relationship between paternalistic leadership and culture.

Case overview/synopsis

Pyramid Globe Management Institute (PGMI) is struggling to generate revenue. PGMI founder, Tugmanshu Lakhani, has to find out new sources of revenue to keep the institute functioning. He constitutes a team of three professors for starting a new academic program with a foreign university. The initial success of the team brings favor from the founder but jealousy from the colleagues reeling under job threat. High authoritarianism and interference of the founder create a problematic situation for the three professors. When the new program starts showing promising results, the founder gets apprehensive about whether the new course may hurt the enrolment in the flagship program of the institute. The authoritarian and erratic behavior of the founder had a demotivating effect on the team working for the new program. Some team members resign under pressure while three professors stay to ensure the launch of the program. The professors have to resolve the conflict between their commitment toward PGMI in a troubled time and a career uncertainty if they continue working for it. Anticipating no change in the behavior of the founder and an uncertain future with PGMI, three professors quit after the start of the new program. The founder may continue losing committed employees if he is unable to balance his authoritarianism with benevolence and moral behavior. It will create more problems for PGMI in the future.

Complexity academic level

This case can be used in organizational behavior, leadership and team-building courses in the regular Master of Business Administration (MBA) programs. The case can further be used in the executive development program, especially for analyzing the leadership problem in higher education organizations.

Supplementary materials

Teaching notes are available for educators only.

Subject code

CSS 7: Management science.

Details

Emerald Emerging Markets Case Studies, vol. 10 no. 3
Type: Case Study
ISSN: 2045-0621

Keywords

Case study
Publication date: 28 June 2013

Sumi Jha and Som Sekhar Bhattacharyya

Leadership development for strategic impact in high growth export driven organization.

Abstract

Subject area

Leadership development for strategic impact in high growth export driven organization.

Study level/applicability

The case is suitable for second and final year students of a two year post graduate management programme (Master's level) on the following courses: leadership – on development of organization wide leadership processes; talent management – for identifying, nurturing and retaining talent in an organization and for developing leadership capabilities in managers; and strategic human resources (HR) – regarding building leadership development and talent management initiatives for creating a strategic level impact in the organization and its joint ventures.

Case overview

In about 45 years since its inception Anand Automotive Limited (AAL) has established itself as one of the premium firms in auto ancillary manufacturing and export. This case demonstrates how AAL built its leadership development programme. Further, the case elaborates on the coach/coachee mentorship programme at AAL. The case further explores the various initiatives under the broad umbrella of the Anand Leadership Development Programme (ALDP). The ALDP process has been woven into the fabric of HR practices of the organization. AAL sales turnover was USD1.2 billion in 2012 and it has a goal to achieve a turnover of USD2 billion by 2015. Mr K.C. Bhullar, the group head HR, had to plan an HR system which will embed leadership in the tapestry of AAL as an organization. The amalgamation of ALDP in AAL has to be disseminated across all levels at the 19 plants spread across different locations in India. The ALDP is expected to sprout a large number of leaders in AAL who can usher in an extremely quality focused and conscious organization. Such leaders would in their day-to-day demonstration of leadership at AAL help AAL to become an excellent manufacturing organization. This would help AAL to have a leadership position in the global automobile market. ALDP is also expected to create a band of leaders who would help the organization from very senior level strategic management positions and play leadership roles in its joint ventures.

Expected learning outcomes

This case can help students to understand how HR practices integrate leadership development programme for the strategic gains of an organization. Students would also understand the role of mentorship in coach/coachee processes.

Supplementary materials

Teaching notes are available for educators only. Please contact your library to gain login details or email support@emeraldinsight.com to request teaching notes.

Details

Emerald Emerging Markets Case Studies, vol. 3 no. 3
Type: Case Study
ISSN: 2045-0621

Keywords

Abstract

Subject area

Human resource management.

Study level/applicability

The case can be used on courses related to human resources management (HRM), which are offered in management programmes like MBA/PGDBM. The case could also be used in management development programmes, seminars and workshops that have HRM as a component of the programme. The case can be used effectively for classroom discussions as well as in distance learning programmes.

Case overview

The case looks into the HRM practices at a leading Indian construction company – ABC Constructions. The case tries to explain the management perspectives behind the people practice initiatives undertaken by the company in order to recruit/retain and nurture talent. The case also explains the basic principles underlying its human resource policies. It tries to explain the initiatives taken by ABC Constructions to meet the challenges posed by the changing business environment, as the company moves beyond the borders of the country of its initial operations. The case provides an overview of unique challenges faced by a company in the Indian construction industry, where a significant number of people executing its projects are not its permanent employees.

Expected learning outcomes

The students would get a fairly good understanding of existing good practices in the field of human resource management, especially in the context of a multifaceted and labour intensive construction industry in the Indian corporate scenario. Anecdotes of actual experiences with respect to people management would facilitate greater understanding of the complexities involved at the grass root level of functioning and implementation. Theoretical inputs relating to training could be better understood through the customised programmes provided by the company for its diverse workforce. The HR challenges faced by the top management as a company grows and expands to new markets can better be understood.

Supplementary materials

Teaching notes are available for educators only. Please contact your library to gain login details or email support@emeraldinsight.com to request teaching notes.

Details

Emerald Emerging Markets Case Studies, vol. 3 no. 6
Type: Case Study
ISSN: 2045-0621

Keywords

Case study
Publication date: 15 November 2022

Desi Adhariani and Miranti Kartika Dewi

This case aims to help students achieve the following learning objectives: ■ to apply the Emergence of Social Enterprise in Europe (Emergence des Enterprises Sociales en Europe …

Abstract

Learning outcomes

This case aims to help students achieve the following learning objectives: ■ to apply the Emergence of Social Enterprise in Europe (Emergence des Enterprises Sociales en Europe – EMES) Network definitional framework to the case, and in doing so, have a useful framework to define social enterprises in emerging markets; ■ to identify the factors that can play important role in making strategic decisions in social enterprises; ■ to evaluate the sustainability of a social enterprise; and ■ to address the unique funding and financial challenges faced by social enterprises.

Case overview/synopsis

This case study discusses the dilemmas related to business expansion faced by Waste4Change (W4C), a waste management organization based in Bekasi, Jakarta, Indonesia. W4C was founded in 2014 by a group of young men who shared the idealism of changing the world by doing the right things. This principally involved protecting the environment and educating communities while maintaining economic profitability. However, idealism can sometimes create dilemmas within decision-making as an organization attempts to prevent market logic from dictating its direction. This case examines two different types of decision: the problem of securing a waste management contract when a permit had not been granted by the local government; and the problem of selecting the appropriate funding sources to enable the organization to grow. The first decision occurred in the context of a dilemma in 2017 when W4C expanded their waste management services to several regions in Indonesia but without having succeeded in securing a permit from the local government to provide such services. Attempts to provide such services without a formal legal permit would have been considered a violation of the law, even though the clients needed them (be it residents or companies) and the nature of the service in question had a positive connotation (i.e. maintaining the cleanliness of the city through waste management).The second decision concerned W4C’s plan to go public around 10 years from now. The CEO, Mohamad Bijaksana Junerosano, also known as Sano, has been considering this option since 2020 in a bid to grow the social enterprise. W4C differed from other startups; however, in the sense that while many startups will approach a plan to go public as an exit strategy, Sano wanted to preserve the idealism that had been a cornerstone of the enterprise since its inception. In other words, for W4C, going public was not just a means to an end.

Complexity academic level

Undergraduate as well as graduate courses that focus on sustainability, accounting, financing and strategy.

Supplementary materials

Teaching notes are available for educators only.

Subject code

CSS 1: Accounting and Finance.

Details

Emerald Emerging Markets Case Studies, vol. 12 no. 4
Type: Case Study
ISSN:

Keywords

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