Values

Case Solution for Generational Differences and Work Values

Complete Case details are given below :

Case Name : Generational Differences and Work Values

Authors : Chris A. Higgins

Source : Ivey Publishing

Case ID : W12142

Discipline : Organizational Behavior

Case Length : 04 pages

Solution Sample availability : YES

Plagiarism : NO (100% Original work)

Description for case is given below :

A consultant had been asked by multiple clients for advice on how to manage generational differences in the workplace. According to experts in the area of generational differences, generations are defined by the watershed events and conditions that individuals are exposed to in their formative years. These experts believed that these common events and conditions shape individuals’ attitudes, which in turn influence their core beliefs and work values. The consultant, like many others, felt that generational differences were overhyped in the literature. Nevertheless, her client wanted answers and she set out to find them by collecting a dataset on work values.The dataset contained over 1,000 responses across the four generations (Veterans, Boomers, Gen X, Gen Y). It also contained enough responses to deal with the question of whether there were three sub-generations of Boomers.

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Case Solution for Pyramyd Air: Looking through the Scope of Values

Complete Case details are given below :

Case Name : Pyramyd Air: Looking through the Scope of Values

Authors : Chris Laszlo, Katherine Gullett

Source : Ivey Publishing

Case ID : W13450

Discipline : Organizational Behavior

Case Length : 09 pages

Solution Sample availability : YES

Plagiarism : NO (100% Original work)

Description for case is given below :

Pyramyd Air, a small and growing online airgun retailer serving the shooting community, wants to broaden its sustainability practices from its current internal initiatives in order to communicate an even stronger value proposition: sustainability isn’t just about recycling and efficiency, it is about a thriving environment leading to more engaged employees and more loyal premium customers. Though the airgun industry is not by its nature built on sustainability principles, as is solar energy for example, Pyramyd Air recognizes that some sustainability practices are vital to its customers’ long-term enjoyment of a flourishing outdoor sporting industry. For a company with strong customer relationships, can sustainability strengthen the relationship between employees and customers by building on the inherent industry values of the great outdoors and a sense of community?

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Case Solution for Juchheim: The Failthful Pursuit of Flavour, Culture and Family Values

Complete Case details are given below :

Case Name : Juchheim: The Failthful Pursuit of Flavour, Culture and Family Values

Authors : Venessa M. Strike, Takao Kawamoto

Source : Ivey Publishing

Case ID : W14675

Discipline : General Management

Case Length : 12 pages

Solution Sample availability : YES

Plagiarism : NO (100% Original work)

Description for case is given below :

Juchheim Co. Ltd. was a confectionery family firm located in Japan. The chief executive officer and owner faced two important issues related to the future success of the firm: managing succession into the next generation and determining the company’s expansion strategy in the overseas market. Under the Japanese tradition of patriarchal primogeniture, the owner’s eldest son was the heir apparent and would take over the company. However, the market scenario had changed; new demographic and economic conditions had brought challenges that the company had never faced before.

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Case Solution for Balancing Stakeholder Interests and Corporate Values: A Cummins Strategic Decision.

Complete Case details are given below :

Case Name : Balancing Stakeholder Interests and Corporate Values: A Cummins Strategic Decision.

Authors : Erica Berte, Christine Vujovich

Source : North American Case Research Association (NACRA)

Case ID : NA0308

Discipline : Strategy

Case Length : 16 pages

Solution Sample availability : YES

Plagiarism : NO (100% Original work)

Description for case is given below :

In 1998, the United States Environmental Protection Agency (EPA) and US manufacturers of heavy-duty diesel engines signed a consent decree which included among other things, pulling forward (“pull ahead”) by 15 months a new nitrogen oxide (NOx) emission standard. By early 2002, Caterpillar and Detroit Diesel were requesting EPA to delay the “pull ahead”. Cummins was being pressured by its competitors to join in this request. On the other side, the Environmental Protection Agency (EPA) and several environmental organizations wanted Cummins to adhere to the requirements of the consent decree. Cummins was navigating through a very difficult economic time and could not afford to make a mistake. Joe Loughrey, Cummins Engine Business President and his team needed to make a strategic decision. Would they a) agree with the competitors’ position asking EPA to delay the consent decree which required the company to pull ahead an expensive environment requirement, thus allowing manufacturers to continue using the established engine technology that had customer support, or b) accept the terms of the consent decree and continue to develop a new engine technology against the wishes of many in the industry and thus face possible market retraction. Both strategic decision options had substantial consequences and needed to be carefully evaluated. Not only was the future of Cummins Engine Business in jeopardy, but as we learn later, this decision impacted the future of the whole industry.

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Case Solution for The Credit Suisse Christian Values Fund

Complete Case details are given below :

Case Name : The Credit Suisse Christian Values Fund

Authors : Alexandra Roth, David T.A. Wesley

Source : Ivey Publishing

Case ID : 909M21

Discipline : General Management

Case Length : 18 pages

Solution Sample availability : YES

Plagiarism : NO (100% Original work)

Description for case is given below :

A Swiss Catholic investor is faced with a decision on how to invest her savings in a socially responsible way. She learns of a new fund offered by Credit Suisse that purports to invest according to Christian values and principles. After researching the fund on the Internet, she becomes aware of the current state of ethical funds, their principles and their critics. Some organizations criticize socially responsible investing (SRI) as nothing more than a marketing ploy. The only way some funds are able to enjoy favorable returns is by using vague criteria that permit them to invest in questionable companies. Although the Christian Values fund has not performed well, it was only established a few months earlier and has not had time to establish a track record. Finally, the management fees were high compared to similar funds and the investor must decide if these fees are justified. The case provides a forum for the discussion of business ethics, religion in the workplace, and the history of ethical funds and ethical investing. Finally, it discusses the challenges faced by SRI fund managers who must balance ethical and financial considerations.

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Case Solution for Helen Drinan: Giving Voice to Her Values (A)

Complete Case details are given below :

Case Name : Helen Drinan: Giving Voice to Her Values (A)

Authors : Mary L. Shapiro, Cynthia A. Ingols, Mary C. Gentile

Source : North American Case Research Association (NACRA)

Case ID : NA0144

Discipline : Organizational Behavior

Case Length : 04 pages

Solution sample availability : YES

Plagiarism : NO (100% Original work)

Description for case is given below :

In early 2006, Helen Drinan, Senior Vice President of Human Resources, Caritas Christi Health Care System (CCHCS), Boston, received two sexual harassment charges against the organization’s CEO and President, Robert Haddad. While she knew she was legally charged with acting, she faced a complicated situation: one, the hospital system was owned and operated by the Archdiocese of Boston with Cardinal O’Malley as the Chairman of the Board for the system; and two, these charges came after the priest molestation cases which rocked the Catholic Church of Boston. In Case A, Drinan presented the well-documented results from an independent investigator into the sexual harassment charges against Haddad. Although Drinan’s investigator presented clear evidence as to Haddad’s guilt, the Cardinal decided to launch a second investigation, using the Church’s lawyers. Drinan, interpreting this action as a delaying or avoidance tactic, decided that she must act. But, what should she say, to whom and how should she frame this critical conversation? In Case B, students read the letter Drinan sent to O’Malley, voicing her values. There is an extensive Epilogue that the instructor can report from or hand out to students that brings the case to a conclusion.

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