Organizational Behavior

Case Solution for ING Direct Canada: Are You Suffering?
Complete Case details are given below :
Case Name :      ING Direct Canada: Are You Suffering?
Authors :           Gerard Seijts, Andy Holloway
Source :             Ivey Publishing
Case ID :            W13466
Discipline :        Organizational Behavior
Case Length :    07 pages
Solution Sample availability : YES
Plagiarism : NO (100% Original work)
Description for case is given below :
In a testament to the power of social media and the effect it can have on a business, the chief executive officer of a bank adopts the habit of taking to Twitter on a daily basis to promote his company’s services. But when the bank’s most recent ad campaign ignites a furor among TV audiences, Twitter quickly becomes a vehicle for crucifying the bank rather than promoting it. Within a week of the ad’s air date, the bank is inundated with angry tweets, Facebook messages and media criticism. It becomes clear that the bank has made a mistake and will have to act quickly to decide on an appropriate response.
 
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Case Solution for Sarah Vickers: Post Acquisition Career Management
Complete Case details are given below :
Case Name :      Sarah Vickers: Post Acquisition Career Management
Authors :           Alison Konrad, Moira Saganski
Source :             Ivey Publishing
Case ID :            W13506
Discipline :        Organizational Behavior
Case Length :    02 pages
Solution Sample availability : YES
Plagiarism : NO (100% Original work)
Description for case is given below :
A large U.S. investment management corporation has recently acquired a prominent Canadian investment management company with the justification for the cost of the acquisition largely based on huge economies of scale from integrating parts of the operations of both companies. A senior vice-president of the Canadian company has been asked to recommend how this should be done. She concludes that it would be best to keep administrative functions under the Canadian company’s authority, but when she presents her report to the chief executive officer of the U.S. firm, he requests that she change her report to give these functions to the Canadian branch of the U.S. company. Should she bow to her superior’s wishes and change her recommendation? What are the ethics and career impact of changing a professional opinion under pressure from top management?
 
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Case Solution for ORNGE: A Crisis at Ontario’s Air Ambulance Service
Complete Case details are given below :
Case Name :      ORNGE: A Crisis at Ontario’s Air Ambulance Service
Authors :           W. Glenn Rowe, Sharda Prashad
Source :             Ivey Publishing
Case ID :            W13508
Discipline :        Organizational Behavior
Case Length :    08 pages
Solution Sample availability : YES
Plagiarism : NO (100% Original work)
Description for case is given below :
The interim president and chief executive officer (CEO) of Ontario’s air ambulance service is reflecting on the first challenging months of his tenure. Previously a deputy minister in the provincial government, he now has to deal with ongoing issues of accountability within the organization and the safety of its fleet of helicopters. In the middle of a media storm of accusations of mismanagement, questionable business and spending practices that had wasted millions of dollars of public funding, problematic hiring of unqualified staff and extravagant salaries, along with possible personal improprieties of the previous CEO, he is wondering what new allegations might surface and how he might not only remedy the internal management problems but regain the public’s trust in the organization.
 
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Case Solution for Windermere Manor: Sustainability and Change
Complete Case details are given below :
Case Name :      Windermere Manor: Sustainability and Change
Authors :           Chetan Joshi, Hari Bapuji, R. Chandrasekhar
Source :             Ivey Publishing
Case ID :            W13520
Discipline :        Organizational Behavior
Case Length :    07 pages
Solution Sample availability : YES
Plagiarism : NO (100% Original work)
Description for case is given below :
In the hotel industry, the reuse of towels is considered a main step toward reducing hotels’ high carbon footprint. Windermere Manor, a private, high-end hotel, has established a routine to encourage its guests to reuse towels; however, the hotel’s towel-replacement rate exceeds its towel-reuse rate. The intended routine for identifying towels for reuse is not being followed, even by the hotels’ own housekeeping staff. The hotel’s general manager examines the reasons for the breakdown of routine and considers ways of correcting the situation.
 
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Case Solution for Hindustan Unilever Ltd.: Meeting Employee Expectations
Complete Case details are given below :
Case Name :      Hindustan Unilever Ltd.: Meeting Employee Expectations
Authors :           Shashank Shah, Ajith Sankar, David J. Sharp
Source :             Ivey Publishing
Case ID :            W13532
Discipline :        Organizational Behavior
Case Length :    22 pages
Solution Sample availability : YES
Plagiarism : NO (100% Original work)
Description for case is given below :
The executive director, human resources, at Hindustan Unilever Ltd., a market leader in the Indian fast moving consumer goods sector and the Indian subsidiary of the major multinational, Unilever Ltd., is concerned that the company may be losing its position as the “dream employer” for graduates from the top Indian business schools from which it recruits its management personnel. The shifting demographic profile of employees and their changing expectations have already resulted in changes in the company’s employment model. These include on-the-job training and classroom and e-learning program facilities at all levels of the organization and at all stages of one’s career; mentoring by senior management; communication of vision and goals throughout the company, especially through regular meetings with the CEO; a focus on corporate social responsibility; and an emphasis on work-life balance, such as offering sabbaticals and providing health and recreation facilities at the new headquarters. While the company has changed its traditional employment value proposition, in a highly competitive and talent-scarce job market, can it continue to be relevant in order to attract and retain the best talent in the country?
 
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Case Solution for Deloitte Consulting GTA: The Deloitte Dads Initiative
Complete Case details are given below :
Case Name :      Deloitte Consulting GTA: The Deloitte Dads Initiative
Authors :           Alison Konrad, Amy Shuh
Source :             Ivey Publishing
Case ID :            W13549
Discipline :        Organizational Behavior
Case Length :    09 pages
Solution Sample availability : YES
Plagiarism : NO (100% Original work)
Description for case is given below :
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?
 
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Case Solution for GMR Group: Leadership Challenges in Building a World-class Airport
Complete Case details are given below :
Case Name :      GMR Group: Leadership Challenges in Building a World-class Airport
Authors :           Sunita Mehta, Surya Kant Sharma
Source :             Ivey Publishing
Case ID :            W13553
Discipline :        Organizational Behavior
Case Length :    17 pages
Solution Sample availability : YES
Plagiarism : NO (100% Original work)
Description for case is given below :
An infrastructure conglomerate is facing serious challenges following its construction of a world-class airport. The group’s leader possesses unique managerial skills, coherent leadership and clear vision, but the airport must contend with an unstable political and economic environment, both nationally and internationally, as well as a number of delays and bureaucratic hurdles. As a result of these external factors, revenues have been much lower than expected, in spite of the overall success of the group’s groundbreaking airport project. The company’s leader knows that it will take stringent steps and corrective action to confront these issues effectively.
 
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Case Solution for Duke-NUS Graduate Medical School: Educational Transplant
Complete Case details are given below :
Case Name :      Duke-NUS Graduate Medical School: Educational Transplant
Authors :           Audrey Chia, Hwee Sing Khoo
Source :             Ivey Publishing
Case ID :            W13589
Discipline :        Organizational Behavior
Case Length :    10 pages
Solution Sample availability : YES
Plagiarism : NO (100% Original work)
Description for case is given below :
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?
 
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Case Solution for Rockwater Insurance
Complete Case details are given below :
Case Name :      Rockwater Insurance
Authors :           Elizabeth M.A. Grasby, Trina Ruthes
Source :             Ivey Publishing
Case ID :            W14006
Discipline :        Organizational Behavior
Case Length :    10 pages
Solution Sample availability : YES
Plagiarism : NO (100% Original work)
Description for case is given below :
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.
 
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Case Solution for St. John the Compassionate Mission: Organizational Culture and Leadership
Complete Case details are given below :
Case Name :      St. John the Compassionate Mission: Organizational Culture and Leadership
Authors :           Colleen Sharen
Source :             Ivey Publishing
Case ID :            W14009
Discipline :        Organizational Behavior
Case Length :    10 pages
Solution Sample availability : YES
Plagiarism : NO (100% Original work)
Description for case is given below :
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.
 
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