Organizational Behavior

Case Solution for Anjali Kumar – Negotiating a Job Offer (B)

Complete Case details are given below :

Case Name : Anjali Kumar – Negotiating a Job Offer (B)

Authors : Alison Konrad, Nundini Krishnan

Source : Ivey Publishing

Case ID : W11563

Discipline : Organizational Behavior

Case Length : 02 pages

Solution Sample availability : YES

Plagiarism : NO (100% Original work)

Description for case is given below :

Anjali Kumar receives her first job offer after graduation at an organization she admires, with interesting work and good benefits, but the salary is low. Also, she is unsure whether the position offers any advancement opportunities. At the end of the A case, Anjali has to decide whether to accept the offer, decline the offer, or try to negotiate a better offer, even though she had received no other offers at the time. The B case describes Anjali’s efforts to negotiate with the potential employer, and the employer’s response..

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Case Solution for Anjali Kumar – Negotiating a Job Offer (A)

Complete Case details are given below :

Case Name : Anjali Kumar – Negotiating a Job Offer (A)

Authors : Alison Konrad, Nundini Krishnan

Source : Ivey Publishing

Case ID : W11564

Discipline : Organizational Behavior

Case Length : 04 pages

Solution Sample availability : YES

Plagiarism : NO (100% Original work)

Description for case is given below :

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Case Solution for Bancolombia: Talent, Culture and Value Creation Management in Mergers

Complete Case details are given below :

Case Name : Bancolombia: Talent, Culture and Value Creation Management in Mergers

Authors : Juanita Cajiao

Source : Ivey Publishing

Case ID : W11579

Discipline : Organizational Behavior

Case Length : 20 pages

Solution Sample availability : YES

Plagiarism : NO (100% Original work)

Description for case is given below :

The case presents a review of the main facts related to the merger process experienced by three companies, Bancolombia, Conavi and Corfinsura, in the Colombian financial market during 2005 and 2006. The merger decision emerges from directors and senior executives visualizing an incoming significant market transformation – adjustment in industry regulation, improvement in international competence and consolidation of main players – and their further response in order to adapt to the new economic conditions. Considering the fact that the success rate of merger processes is not above 30 per cent, the sustained financial results achieved by Bancolombia from the very beginning of the integration process are robust indicators that invite exploration into what was done and how it was done.

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Case Solution for The Merit of a Points-based Merit System at the Edwards School of Business

Complete Case details are given below :

Case Name : The Merit of a Points-based Merit System at the Edwards School of Business

Authors : Dionne Pohler

Source : Ivey Publishing

Case ID : W11603

Discipline : Organizational Behavior

Case Length : 16 pages

Solution Sample availability : YES

Plagiarism : NO (100% Original work)

Description for case is given below :

The case highlights the impact of recent collective bargaining changes on the implementation of performance-based pay in a Canadian business school currently going through the AACSB accreditation process, the Edwards School of Business at the University of Saskatchewan. It is written from the perspective of a new faculty member who is engaged in a decision-making process surrounding the development of a points-based system designed to allocate merit pay. 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 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 at the university, college and department levels. 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.

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Case Solution for Team Collapse at Richard, Wood and Hulme LLP

Complete Case details are given below :

Case Name : Team Collapse at Richard, Wood and Hulme LLP

Authors : Gerard Seijts, Leah Noble

Source : Ivey Publishing

Case ID : W12631

Discipline : Organizational Behavior

Case Length : 10 pages

Solution Sample availability : YES

Plagiarism : NO (100% Original work)

Description for case is given below :

A senior associate at Richard, Wood and Hulme LLP (RWH) was amazed at the speed with which the audit team for an important client for the firm was rapidly falling apart. Two members had just been fired presumably because they did not pass their chartered accounting qualification examination; team morale had become non-existent; there were difficulties in completing the engagement due to lack of preparation from both the RWH and the client; there was a question about the commitment of particular individuals; and with the audit falling behind schedule, the senior associate perceived an absence of strong leadership from the partners of the firm. The senior associate did not understand why the team had been so unfocused from the start of the engagement as prior years’ engagements had been quite successful. He was not sure how to proceed. What would he tell the client? What should he do to keep this audit on track and keep the team together?

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Case Solution for Avid Life (B)

Complete Case details are given below :

Case Name : Avid Life (B)

Authors : Gerard Seijts, Thomas Watson

Source : Ivey Publishing

Case ID : W12637

Discipline : Organizational Behavior

Case Length : 04 pages

Solution Sample availability : YES

Plagiarism : NO (100% Original work)

Description for case is given below :

In 2010, GMP Capital (GMP) found itself the only investment bank willing to raise capital for Avid Life Media, the parent company of the controversial Ashley Madison online community for married people seeking to commit adultery. Since its inception in 1995, GMP had made a name for itself as a bold deal maker and not afraid to complete “bet-the-firm” transactions. With large profit potential, morality wasn’t always an issue when sex-based business plans were being promoted. Yet after facing negative publicity, GMP subsequently withdrew from the deal. How did GMP end up on the wrong side of a line other firms refused to cross?

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Case Solution for Avid Life (A)

Complete Case details are given below :

Case Name : Avid Life (A)

Authors : Gerard Seijts, Thomas Watson

Source : Ivey Publishing

Case ID : W12636

Discipline : Organizational Behavior

Case Length : 04 pages

Solution Sample availability : YES

Plagiarism : NO (100% Original work)

Description for case is given below :

Noel Biderman was the president of Avid Life Media, a profitable Canadian growth company whose main business was various online social networks for targeted groups seeking sexual partners and romance. Biderman was seeking to raise $60 million via a private placement offering to acquire a privately held online advertising sales company, merge the companies and take the new and improved growth story public on the TSX Venture Exchange or the Toronto Stock Exchange. The Avid Life offering represented a legal and potentially lucrative investment. Nevertheless, only one investment bank (GMP Capital) was willing to help Biderman raise capital – because among the various social networks Avid Life owns is the notorious Ashley Madison online community for married people seeking to commit adultery. GMP’s relationship was short-lived; after media coverage of the Avid Life offering started to focus on the bank’s willingness to service Biderman’s company, GMP withdrew their support from Biderman. Perhaps attributable to the bank’s desire to avoid being seen in public with someone known, rightly or wrongly, as the king of infidelity, GMP’s withdrawn support left Biderman unable to take a potentially lucrative investment opportunity to market.

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Case Solution for The Mentorship of John Cooper (B)

Complete Case details are given below :

Case Name : The Mentorship of John Cooper (B)

Authors : Nick Kuzyk, Lyn Purdy

Source : Ivey Publishing

Case ID : W12702

Discipline : Organizational Behavior

Case Length : 02 pages

Solution Sample availability : YES

Plagiarism : NO (100% Original work)

Description for case is given below :

John Cooper had spent the last five years working for Standard Holdings, an early stage business development and private equity arm of the Standard Group of Companies (Standard). Cooper had benefitted greatly from the rich mentorship that Standard’s founder, Alan Kirkpatrick, provided. Cooper grew the confidence to fully exploit his potential and subsequently decided to leave Standard to incorporate his own consulting company. Before announcing his decision to Kirkpatrick to leave standard, Cooper was worried about the reaction he would receive. While saddened by the loss to Standard of Cooper’s skills and talents, Kirkpatrick remained very supportive of the decision to leave and agreed to become Cooper’s first client. Throughout the growth period of his new company, Cooper constantly reflected on the impact that Kirkpatrick’s’ influence had on his own decision-making. He ultimately realized the significant positive value that Kirkpatrick’s mentorship had bestowed upon him when he returned to school for a master in business administration (MBA) and classmates would approach him for advice and compliment him on his professionalism and insights.

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Case Solution for The Mentorship of John Cooper (A)

Complete Case details are given below :

Case Name : The Mentorship of John Cooper (A)

Authors : Nick Kuzyk, Lyn Purdy

Source : Ivey Publishing

Case ID : W12701

Discipline : Organizational Behavior

Case Length : 08 pages

Solution Sample availability : YES

Plagiarism : NO (100% Original work)

Description for case is given below :

John Cooper had spent the last five years working for Standard Holdings, an early stage business development and private equity arm of the Standard Group of Companies (Standard). The job was one he took immediately after graduating from business school, and he took the position of business analyst to capitalize on the chance to work with Alan Kirkpatrick, an accomplished and well-respected entrepreneur and founder of Standard. During his years at Standard, Cooper had benefitted greatly from Kirkpatrick’s rich mentorship and devotion to the optimal development of professional relationships. Cooper grew the confidence to fully exploit his potential and subsequently was invited to participate in many unique experiences and developed relationships with all of Standard’s key stakeholders. Cooper could not help but feel he was being groomed for a senior leadership position much earlier than expected. After receiving an interesting telephone call from a recruiter, Cooper wondered how to achieve his goal of career fulfillment and began by investigating other opportunities available to him within Standard and alternatively, incorporating his own independent consultancy.

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Case Solution for Le Moulin Blanc

Complete Case details are given below :

Case Name : Le Moulin Blanc

Authors : Zsuzsanna Kispal-Vitai

Source : Ivey Publishing

Case ID : W11777

Discipline : Organizational Behavior

Case Length : 07 pages

Solution Sample availability : YES

Plagiarism : NO (100% Original work)

Description for case is given below :

A young entry-level employee starts work in the hotel industry in a Central East European country. The case describes her experiences and, through these, shows the HRM practices in the particular hotel in which she works. The issue here is not really that this employee should stay or leave, but rather finding out about the nature of HR operations in the light of ethics and sustainability.

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