Search results for: 'Leadership'
Expanding into new theme park markets: The case of F … DE1-225-I
In 2005, Ferrari signed an agreement to build the first Ferrari-inspired theme park in the world. The park was built on Das Island in Abu Dhabi, United Arab Emirates. Hence, Ferrari World Abu Dhabi, the first theme park entirely devoted to the legendary carmaker Ferrari, came to existence. The success of the park attracted new players who requested licenses from Ferrari to open new parks. In response to this demand, Luca Fuso, the head of Ferrari Brand, must make decisions:
- Should Ferrari sell any licenses or simply only allow Ferrari World Abu Dhabi to exist?
- If new Ferrari parks do open, should they be located in developing or developed countries/regions?
- How do the answers to the above questions affect Ferrari’s long-standing view that the demand for Ferrari products should never be fully satisfied?
The case is designed for use in courses on international management for MBA students and upper-division undergraduate business students. The focus on international business makes it useful for audiences from cross-culture management courses. The students would benefit the most if they have taken in the past courses in topics such as Global Business Environment and Leadership.Academic Area:Strategy
Innovation Island DE1-223-I-M
Innovation Island is an out-of-the-box interactive simulation created to facilitate a practical in-class learning journey for instructors focusing on various strategic and leadership themes, such as leadership intelligence, collaborative innovation, design thinking and scenario planning.
After a plane crash, learners are stranded on a deserted island together with limited resources and an abundance of dangers. Using lessons from the professor himself, survivors must work in groups to develop a prototype that will assist them in confronting at least one particular uncertainty that jeopardizes their survival on this unforgiving island.
This multimedia is unique in that it gives instructors the freedom to focus their session on the themes they choose (e.g. soft skills and leadership intelligence).
The activity is also heavily based on collaboration and teamwork, encouraging learners to spend the majority of their time putting into practice the takeaways provided by the instructors in their class in a highly constructive way. Also, being put in a fictitious situation not typically used in higher-education/continuing-education settings, participants are 1) all able to connect and collaborate on a goal, regardless of their professional backgrounds, and 2) forced to think outside the box critically.
This simulation can be used effectively in MBA, MIB and M.Sc.; Global or Executive programs at any level, particularly in courses focusing on: innovation, leadership, strategy, strategy execution, complexity management and/or team dynamicsAcademic Area:Strategy | Innovation
J. Rutz. Developing a Strategic Continuous Improveme … DO1-156-I
The case study describes the experience of Javier Rutz as operations director and later as general manager of NERTUS, a leading company in the sector of railway maintenance services in Spain.
The company was founded by Spanish rail operator Renfe and Siemens, a leading train manufacturing company, to provide maintenance services for Siemens’ trains. From the beginning, NERTUS stands out for the high quality of its services and its great capacity for continuous improvement.
Shortly after its Foundation, Javier Rutz joined the company, first as director of operations and later as general manager. During this period, the philosophy of continuous improvement reached its maximum splendor.
After concluding a highly successful professional stage, Javier Rutz leaves the company and asks himself which is the best way to exploit his experience for his professional future: should he continue as a senior executive in another company or undertake a different challenge through his own company to provide consulting services that offer “the design and implementation of management models based on continuous improvement, with a strategic perspective?”
Aims to identify what are the key strategic and organizational elements that allow the successful implementation of a continuous improvement methodology. These strategic and organizational variables, such as customer orientation, company culture, leadership, transparency of information, etc., are shown throughout the case in a general way and in some examples presented by J. Rutz on NERTUS.Academic Area:Operations & Supply Chain Management
After substantial growth in the past 3 years of business, the leadership team of Glownet realized they had to sit down and carefully decide their next strategic steps. Technology now enables, even in the field of event organization, scalable, faster and sustainable growth.
For this decision they were considering several aspects of the business, including the platform, the possibility of out of the box solutions, whether they’d only expand to markets where they could physically provide support (up until now, this was a central part of their service) and finally other verticals/markets that they could explore.Academic Area:Information Systems & Technologies
Iberian Lifts, S.A. DO1-155-I
Iberian Lifts is a manufacturer of elevators, which is experiencing a serious financial crisis. The shareholders—the founder’s sons—are selling their shares for a nominal €1 to their main supplier Nomo Electronics. The new owner of the company, Alberto Nogales, has appointed Lucas Alemany as managing director of Iberian Lifts. Up until this time, Alemany has been director of operations at Nomo Electronics.
The morning after signing the share purchase agreement, Nogales is visiting the plant. During his tour of the factory, an incident involving two workers occurs which leads to their dismissal without any warning. The manager of that section is also fired for not carrying out orders.
In the afternoon, Nogales leaves the factory to return to Nomo Electronics’ offices, situated in another city. Alemany remains as the top executive and is unsure about what will happen the following day with the union representatives regarding the dismissal of three colleagues. He is not sure if Nogales’s actions will increase the social tension in the factory even more, or, on the contrary, if it will facilitate the management of the changes to be made.
This case is very well suited as a first approach to the case method for students, especially given its short and concise format.Academic Area:Operations & Supply Chain Management
Loewe case study: Sustainability and Durable Luxury DE1-209-I
The case study describes the process of integrating the concept of sustainability into the operations of LOEWE. The leadership of the new CEO, Lisa Montague, is a key part of the process, as is a highly structured plan to measure and determine whether the process is moving forward. One remarkable aspect of the case is the Leather Crafts College initiative, a training centre open to people interested in developing this skill and who have passed a selection process coordinated by Getafe Council. Having a pool of people who have become "artisans" is critical in the company´s plans for growth.
This case study is ideal to use with a group of students who have management experience. In addition, it is very suitable for use in an advanced level programme related to luxury or communication, when addressing issues related to sustainability. It also certainly fits into a CSR course, when dealing with CSR in more depth than simply as corporate philanthropy.
On a Business, Government and Society course, the case is very useful for illustrating the application of Michael Porter's article: “Creating Shared Value”.
The most appropriate time to position the case is midway through the course.Academic Area:Strategy
Rosa Vañó and Castillo de Canena CO1-259-I-M
This case study tells the story of the gourmet olive oil company Castillo de Canena highlighting the professional career developments of its protagonists. It focuses on Rosa Vañó who just before her 40th birthday left an executive role at Coca-Cola to manage a new family business line in the olive oil company with her brother. She had given up what promised to be a brilliant career to take up a new professional challenge in a small company that is fast becoming her personal dream. It shows the dilemmas of such a decision and details the first successes and failures.
The case puts the student into the picture with graphs and audiovisuals in depth interviews of the transformation of the company the people and their future challenges. It also includes the description of the strategy formulation process followed by the Vañó siblings as well as of their first strategic plan. It concludes with Rosa and Francisco Vañó reflecting on the future of the company. The economic crisis and the proliferation of new products have made it more difficult to achieve success through a differentiation strategy. In this context they have received an offer to buy the company which has both strategic and personal implications: Should they sell the company? Should they make the career shift from owners to managers?
This case study can be taught as part of core MBA subjects like Organizational Behavior about career management and career transition. The case has been particularly useful in Organizational Behavior modules designed for experienced audiences, since they are more likely to be receptive to the career transition story described in the case.Academic Area:Organisational Behaviour | Innovation
R and the organization of the XXI century RH1-139-I-M
The multimedia case R and the Organization of the XXI Century tells the story of the Galician telecom company R from its beginnings until the year 2009. It is focused on the HR management model which is based on management by happiness.
Students are able to complete different tests about personal and work satisfaction and get firsthand insight into coaching and the selection process from a happiness perspective. It is possible to relate R's HR management model with their own work life.Academic Area:Organisational Behaviour | Human Resources
SET THE CONTROLS FOR THE HEART OF TELECOM CG1-129-I
The main objective of the case is to discuss how to account for active investments in other companies according to International Accounting Standards. The application of IAS 27-28-31 is put to test due to the peculiarity in the ownership structure.
The case tells the story of the investment that Pirelli made into Olivetti and Telecom Italia between 2001 and 2006. Olivetti was a manufacturer specialized in computers and printers, whereas Telecom Italia is the dominant telecommunication company in Italy. Olivetti was acquired by Pirelli&C and Edizione Holding S.p.A through a vehicle company (Olimpia S.p.A). Pirelli&C is a leader as manufacturer of tires and cables, whereas Edizione is a financial holding that controls the Benetton Group. Both buyers represent part of the Italian economic leadership. In fact, Pirelli&C and Edizione Holding are the financial wings of two Italian industrial families Pirelli (whose leader is Mr. Marco Tronchetti Provera) and Benetton (with Mr. Gilberto Benetton as its leader).
The Italian corporate governance system is well suited for this case because of three distinguishing factors: pyramidal structure, interlock of directors and shareholders’ agreements. They are all present in the case. Within this system, it is possible to control a listed company without being the majority shareholder. A situation like this is therefore an interesting case to test how to apply International Accounting Standards on consolidation.Academic Area:Cost Accounting & Management Control