Organizational Behavior

Case Solution for Bunny Butcher: PETA Protests Donna Karan New York

Complete Case details are given below :
Case Name :      Bunny Butcher: PETA Protests Donna Karan New York
Authors :           Michael Sider, Paul Bigus
Source :             Ivey Publishing
Case ID :            W11330
Discipline :        Organizational Behavior
Case Length :    08 pages
Solution Sample availability : YES
Plagiarism : NO (100% Original work)
Description for case is given below :
November 29, 2010 was “Cyber Monday,” one of the busiest online shopping days of the year, with the potential to approach $1 billion in online sales in North America. The chief designer of fashion company Donna Karan New York (DKNY) was facing a difficult situation. On this particular Cyber Monday, activists for the animal-rights group People for the Ethical Treatment of Animals (PETA) had posted simultaneous messages on DKNY’s Facebook page. Anyone viewing the page could not fail to discern the message, “DK Bunny Butcher.” This action by PETA was the culmination of several years, beginning in 2005, of attempting to convince DKNY to stop using fur in its collections. This November 29 message was a sharp reminder to both DKNY and its Cyber Monday customers that, to this point, the company had refused to stop including fur. This message was available to be viewed by DKNY’s over 200,000 fans as well as the millions of online Cyber Monday shoppers. The chief designer was unsure how to respond: on one hand was the desire to clearly explain the use of fur, on the other was to avoid escalating the publicity surrounding the matter. She needed an immediate strategy that would retain her brand’s image and protect future sales.
 
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Case Solution for BP and the Gulf of Mexico Oil Spill

Complete Case details are given below :
Case Name :      BP and the Gulf of Mexico Oil Spill
Authors :           Michael A. Roberto
Source :             Ivey Publishing
Case ID :            W11366
Discipline :        Organizational Behavior
Case Length :    19 pages
Solution Sample availability : YES
Plagiarism : NO (100% Original work)
Description for case is given below :
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 their 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. Drawing on the Presidential Commission’s investigation, as well as numerous journalistic accounts, the case provides a detailed description of the events leading up to this catastrophic accident. 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 the public relations miscues that BP experienced as it tried to manage the crisis.
 
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Case Solution for 2b Design: A Creative Social Business in Lebanon

Complete Case details are given below :
Case Name :      2b Design: A Creative Social Business in Lebanon
Authors :           Alexandra Tarazi, Dima Jamali
Source :             Ivey Publishing
Case ID :            W11392
Discipline :        Organizational Behavior
Case Length :    09 pages
Solution Sample availability : YES
Plagiarism : NO (100% Original work)
Description for case is given below :
The year 2006 marked the beginning of 2b Design, a social business, established in Lebanon, and specialized in creating handmade furniture and decorative pieces. Raja Moubarak and his wife, Benedicte de Blavous, crafted their business venture around a focused social mission namely, preserving disappearing art, architecture and heritage through artistic creations and employing marginalized people particularly the handicapped and the unemployable. By collecting and using wrought iron and wooden pieces, found in scrap yards, from old Lebanese homes dating back to the Ottoman Empire, 2b Design managed to preserve a heritage that was increasingly at risk of extinction while touching and improving troubled lives and maximizing positive environmental impact and externalities through recycling and reusing scrap material. 2b Design’s mission was eloquently articulated as to “restore the unseen beauty of the broken.” By the broken, it referred to the Middle East’s disappearing traditional heritage and to those people whose socioeconomic status or disabilities hindered them from leading a decent life. 2b Design’s vision was to replicate the same concept in different countries beyond the borders of Lebanon. The founders were keen on exploring various channels that would gradually scale the impact of their business while meeting the dual challenge of long-term sustainability and transforming lives.
 
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Case Solution for Passing the Baton: Role Transition of B. K. Jhawar

Complete Case details are given below :
Case Name :      Passing the Baton: Role Transition of B. K. Jhawar
Authors :           K. Ramachandran, Alexander Mathew
Source :             Ivey Publishing
Case ID :            W11395
Discipline :        Organizational Behavior
Case Length :    08 pages
Solution Sample availability : YES
Plagiarism : NO (100% Original work)
Description for case is given below :
Most family businesses do not last for long. Only one third are able to survive the transition from first to second generation. A critical issue in the perpetuation of family businesses is the management of succession. Most successions primarily fail because the first generation founders find it difficult to let go or disengage from the business as they approach the age of retirement. As a result, they fail to prepare the next generation of successors for the leadership role. The founders often fail to plan for succession due to a number of different reasons such as a lack of other interests outside of work, psychological identity with the firm, and fears of aging or death. Due to these reasons, the founder’s retirement from the business is frequently portrayed as a negative event. Succession, in turn, is often seen as a phase of crisis and upheaval, which a business must overcome. However, this need not necessarily be the case. Retirement could provide a new, even more exciting, phase of life, while succession could be viewed as a strategic opportunity to revive the business. This case involves an accomplished business leader, B.K. Jhawar (BK), founder of Usha Martin Group (UMG), who successfully managed the twin challenges of retirement and succession. By the time he reached the age of retirement, BK had built up a social venture (KGVK) as his second and endless career option. Before completely disengaging from the business and transitioning to his new role full time, BK prepared the second generation for business leadership and effectively passed on the baton.
 
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Case Solution for Ensuring Family and Business Continuity at India’s GMR Group

Complete Case details are given below :
Case Name :      Ensuring Family and Business Continuity at India’s GMR Group
Authors :           K. Ramachandran, John Ward, Sachin Waikar, Rachna Jha
Source :             Ivey Publishing
Case ID :            W11509
Discipline :        Organizational Behavior
Case Length :    16 pages
Solution Sample availability : YES
Plagiarism : NO (100% Original work)
Description for case is given below :
Most family businesses do not survive beyond two or three generations. One of the main reasons for the short life span of family businesses is due to the lack of governance mechanisms in the family. With better family governance, business development becomes a more enjoyable journey and ensures continuity of the business across generations. This case is about an Indian family business, GMR Group, which was established a quarter century ago, and by 2010 became one of the major diversified infrastructure organizations in the country with large-scale interests in infrastructure (energy, roads and airports) and manufacturing (agri-business, mainly sugar). Since its founding, the Group has come a long way, from an independent proprietary enterprise to a family-owned holding corporation with several companies under its control, along with external stakeholders. The growth of the group has been led by the entrepreneurial zeal and organizational capabilities of its founder G.M Rao. Having seen many family businesses breaking up for want of adequate governance mechanisms, Rao led the way for the writing of his family’s constitution with the help of several experts. The entire family spent many hours, and after several rounds of iteration created and signed a constitution in 2007. The writing process of the constitution, and the policies and processes developed were optimal for maximizing GMR’s performance and the family’s well-being in current and future generations. The case captures the essential processes and output of writing a family constitution.
 
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Case Solution for Project Vishwamitra at T.P. Engineering Corporation

Complete Case details are given below :
Case Name :      Project Vishwamitra at T.P. Engineering Corporation
Authors :           S. Ramnarayan, Rekha K.N., Neha Gupta
Source :             Ivey Publishing
Case ID :            W11545
Discipline :        Organizational Behavior
Case Length :    14 pages
Solution Sample availability : YES
Plagiarism : NO (100% Original work)
Description for case is given below :
The case describes the introduction of a human resources (HR) system named “Project Vishwamitra” (PV) in 2000 in a large, technocratic public sector organization, TP 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 the first four to five years, the project ran smoothly. The trainees distinctly felt supported whenever they needed some help. At the same time, the mentors were happy to guide trainees. After four to five years, certain important changes took place in the organization in staffing of leadership positions. With expansion and new projects, the growth trajectory of TPEC also showed a sharp increase. With earlier people moving out and a significant rise in the number of trainees being recruited, PV ran into difficult waters. Yet, no changes were made in the system or processes. PV started to get ritualized – meetings between trainees and mentors became more infrequent and in certain areas, there was total absence of any contact between the two. In the midst of degeneration, one of the leaders was able to revive the project in Unit Chelpur. With highly ambitious growth plans, 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.
 
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Case Solution for Singareni Collieries: From Gloom to Glory

Complete Case details are given below :
Case Name :      Singareni Collieries: From Gloom to Glory
Authors :           S. Ramnarayan, Neha Gupta
Source :             Ivey Publishing
Case ID :            W11553
Discipline :        Organizational Behavior
Case Length :    12 pages
Solution Sample availability : YES
Plagiarism : NO (100% Original work)
Description for case is given below :
The case narrates how A.P.V.N. Sarma, chairman and managing director (CMD) appointed in 1997, realized the pressing need for change to rescue Singareni Collieries Company Limited (SCCL) from impending bankruptcy. SCCL was declared “sick” (bankrupt) by the Board for Industrial and Financial Reconstruction (BIFR) twice, in 1992 and 1996. It had accumulated losses of 12.19 billion rupees. As it provided direct and indirect employment to people residing in the region around SCCL, the well-being of the organization was critical not only for the mammoth workforce, but also for the state of Andhra Pradesh (AP). The power generation units of the state relied significantly on the coal supplied by SCCL. The case captures various initiatives undertaken by Sarma to bridge the trust deficit between management and blue-collared workers with low literacy and income levels. It discusses the novel communication strategies to connect with workers. The case describes how numerous strikes plaguing SCCL were curbed, and order was restored to allow productivity to rise. Under Sarma’s leadership, SCCL achieved a net profit of 894.1 million rupees for the fourth consecutive year in 2001. Sarma had a fixed tenure of five years which ended in 2001. The task for the new leader was to build on the foundations laid by Sarma and take the performance of SCCL to new heights.
 
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Case Solution for Hopwood Manufacturing: Seeking to Hire the Best and the Brightest, or Not (C)

Complete Case details are given below :
Case Name :      Hopwood Manufacturing: Seeking to Hire the Best and the Brightest, or Not (C)
Authors :           Timothy Ogden
Source :             Ivey Publishing
Case ID :            W11568
Discipline :        Organizational Behavior
Case Length :    02 pages
Solution Sample availability : YES
Plagiarism : NO (100% Original work)
Description for case is given below :
“This is a case series featuring an A, B and C case. Robert Harvey, a business professor at a small university in Iowa, arranged for Hopwood Manufacturing Company to come to the campus to interview his students for internship and management-in-training positions, only to learn that the recruiters, Dave Maggert and Wendy Blair, appeared to be more interested in the appearances of the candidates than their qualifications. Harvey must now decide what action to take in response to the recruiters’ discriminatory statements.”
 
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Case Solution for Hopwood Manufacturing: Seeking to Hire the Best and the Brightest, or Not (B)

Complete Case details are given below :
Case Name :      Hopwood Manufacturing: Seeking to Hire the Best and the Brightest, or Not (B)
Authors :           Timothy Ogden
Source :             Ivey Publishing
Case ID :            W11567
Discipline :        Organizational Behavior
Case Length :    01 pages
Solution Sample availability : YES
Plagiarism : NO (100% Original work)
Description for case is given below :
“This is a case series featuring an A, B and C case. Robert Harvey, a business professor at a small university in Iowa, arranged for Hopwood Manufacturing Company to come to the campus to interview his students for internship and management-in-training positions, only to learn that the recruiters, Dave Maggert and Wendy Blair, appeared to be more interested in the appearances of the candidates than their qualifications. Harvey must now decide what action to take in response to the recruiters’ discriminatory statements.”
 
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Case Solution for Hopwood Manufacturing: Seeking to Hire the Best and the Brightest, or Not (A)

Complete Case details are given below :
Case Name :      Hopwood Manufacturing: Seeking to Hire the Best and the Brightest, or Not (A)
Authors :           Timothy Ogden
Source :             Ivey Publishing
Case ID :            W11566
Discipline :        Organizational Behavior
Case Length :    05 pages
Solution Sample availability : YES
Plagiarism : NO (100% Original work)
Description for case is given below :
“This is a case series featuring an A, B and C case. Robert Harvey, a business professor at a small university in Iowa, arranged for Hopwood Manufacturing Company to come to the campus to interview his students for internship and management-in-training positions, only to learn that the recruiters, Dave Maggert and Wendy Blair, appeared to be more interested in the appearances of the candidates than their qualifications. Harvey must now decide what action to take in response to the recruiters’ discriminatory statements.”
 
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