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Strategy Mrida: Nurturing The Love for Learning Among Tribal Children in IndiaThe case documents the challenges of Priya Nadkarni and Digvijay Singh, the cofounders of Mrida Education and Welfare Society (MEWS). Recognizing the need for intervention at a much early stage of learning to alter the mindset and nurture a love for learning, the duo established the Riverside Natural School (RNS) under MEWS in 2016. RNS introduced innovative teaching models drawing on the tribal children's innate cultural capital and core strengths by integrating sports, computers, robotics, and other new-age technologies with the conventional formal education curriculum. The aim was to make the tribal children of the Mandla district in Madhya Pradesh develop a love for learning, gain worldly exposure, develop higher aspirations to become education-oriented, and thus be ready to take up jobs without any inhibitions. In this process, they identified the inherent socioeconomic issues and started addressing them. The program started showing results, beneficiaries grew in number, and outcomes improved.Also, public and private partnerships started building up for MEWS. What started with pre-primary to class four expanded to offer the program up to class seven. As children at the RNS started progressing to higher classes, Nadkarni and Singh felt the need to transition to a fully residential higher secondary school. This warranted extensive investment in infrastructure. With a nearly fully subsidized service model and reliance on donations, predominantly from individuals, Mrida had to mobilize funds for its expansion. In addition to funding, Nadkarni and Singh stared at a formidable human resources (HR) challenge compounded by the project's non-profit nature and geographic location.
Learning Objectives
Learn MoreThe case will help students:
- use the Theory of Change (ToC) methodology to plan, execute, and evaluate change,
- strategically leverage cross-sector partnerships to scale social impact,
- make use of the various funding options, being fully aware of limitations and considerations while operating a non-profit organization (NPO), and
- analyze and understand the typology of the HR architecture of NPOs and manage the HR challenges of an expanding NPO.
Published: Jul 10, 2023₹399.00 -
Strategy Farm Laws 2020: Battle of Wits or More?, Supplementary Reading
Supplement for Case ISB350
Learning Objectives
From the case discussion, students will be able to:
- Understand the concept and application of Kotter's 8 Step Model of Change.
- Understand the concept and application of Kurt Lewin's Force Field Analysis.
- Understand the importance of a change agent in the change management process.
- Understand the concept and application of the Architect Pilot Scale Implement 1 (APSI) Framework.
- Understand the concept and application of the Awareness Desire Knowledge Ability Reinforcement2 (ADKAR) Model.
- Understand the concept of risk assessment and its management.
Published: Jan 15, 2023₹399.00 -
Strategy Farm Laws 2020: Battle of Wits or More?
This case can be utilized to highlight the importance of the various aspects and stages of the change management process. The case follows the farmer's protest against the three farm laws introduced by the Government of India in 2020. It retraces the events that led the government to repeal the three farm laws on November 19, 2021. The case does not have a protagonist; however, role plays can be used in the class to draw attention to the points of conflict in the case. The case highlights the missteps of the Government of India at various levels in the change management process related to the three farm laws. The government's oversight in assessing the risk of resistance to the farm laws is also emphasized in the case. The case also identifies how the farm unions were able to initiate and sustain the protest for almost a year (which too, is an example of change management). The case at no point attempts to comment on or analyze the merits of the three farm laws framed by the Government of India. The case indicates that a change was imperative, but a judgment on the appropriateness of the three farm laws is beyond the scope of this case.
Learning Objectives
From the case discussion, students will be able to:
- Understand the concept and application of Kotter's 8 Step Model of Change.
- Understand the concept and application of Kurt Lewin's Force Field Analysis.
- Understand the importance of a change agent in the change management process.
- Understand the concept and application of the Architect Pilot Scale Implement 1 (APSI) Framework.
- Understand the concept and application of the Awareness Desire Knowledge Ability Reinforcement2 (ADKAR) Model.
- Understand the concept of risk assessment and its management.
Published: Jan 15, 2023₹399.00 -
General Management Hyper Island: A Creative Business School's Disruptive Maneuvers to Hold its Ground in the Education Landscape (B)
Set in two parts the case documents the manoeuvres of a creative digital business school, Hyper Island (HI). Part A is set in December 2019 and narrates the biased decisions HI to pursue a flawed business model. The case is discussed from the perspective of Melanie Cook, the Asia-Pacific Managing Director of HI in Singapore. Cook played a key role in HI's strategy team. In 2017, HI launched a consulting service to design and deliver bespoke learning journeys for its corporate clients to generate more revenue and create a unique competitive advantage. Since it overlooked the potential pitfalls due to prolonged sales cycles and resultant costs, HI landed in financial troubles. Cook and her team faced the dilemma of abandoning the consultancy business model and switching to a new business model that would shorten the sales cycle, slash costs, and bring in more revenue. Part B of the case documents how pivoting to a productized business model helped HI gain revenue growth and improve its bottom line. While the course correction saved HI from imminent financial failure, new challenges emerged. Cook had to find means of keeping the employees engaged and securing their buy-in to drive the productized business model.
Learning Objectives:
By reading and discussing the case, students will learn how to:
- avoid bias in decision-making
- pivot successfully for sustained growth
- productize services for profitability and competitive advantage
- remain customer oriented for successful productization
- secure organization buy-in and engage employees during pivoting
Learn MorePublished: Aug 2, 2022₹399.00 -
General Management Hyper Island: A Creative Business School's Disruptive Maneuvers to Hold its Ground in the Education Landscape (A)
Set in two parts the case documents the manoeuvres of a creative digital business school, Hyper Island (HI). Part A is set in December 2019 and narrates the biased decisions HI to pursue a flawed business model. The case is discussed from the perspective of Melanie Cook, the Asia-Pacific Managing Director of HI in Singapore. Cook played a key role in HI's strategy team. In 2017, HI launched a consulting service to design and deliver bespoke learning journeys for its corporate clients to generate more revenue and create a unique competitive advantage. Since it overlooked the potential pitfalls due to prolonged sales cycles and resultant costs, HI landed in financial troubles. Cook and her team faced the dilemma of abandoning the consultancy business model and switching to a new business model that would shorten the sales cycle, slash costs, and bring in more revenue. Part B of the case documents how pivoting to a productized business model helped HI gain revenue growth and improve its bottom line. While the course correction saved HI from imminent financial failure, new challenges emerged. Cook had to find means of keeping the employees engaged and securing their buy-in to drive the productized business model.
Learning Objectives:
By reading and discussing the case, students will learn how to:
- avoid bias in decision-making
- pivot successfully for sustained growth
- productize services for profitability and competitive advantage
- remain customer oriented for successful productization
- secure organization buy-in and engage employees during pivoting
Learn MorePublished: Aug 2, 2022₹399.00 -
Human Resource Management The Great Union Journey: Amalgamation of Union Bank Of India, Andhra Bank, And Corporation Bank
Set in April 2021, the case study traces the process of amalgamation of the Union Bank of India (UBI) with the erstwhile Andhra Bank (e-AB) and Corporation Bank (e-CB) following the announcement by the Ministry of Finance (MoF), Government of India (GoI), on August 30, 2019. With the Amalgamation Effective Date set as April 1, 2020, Rajkiran Rai G., the Managing Director (MD) and Chief Executive Officer (CEO) of UBI, who oversaw the amalgamation project was faced with formidable challenges. The banks had distinctive cultures and values. While UBI was pan-national, the employee and customer compositions of the e-AB and e-CB reflected their regional dominance. The case documents how Rai and his team successfully integrated people, products, policies, cultures, technology, and customers within a stringent and short timeline. It describes the sustained efforts to unify employees under a common identity and align them toward the shared vision of becoming the best in the industry. The case provides an overview of the differentiated measures undertaken by Rai and his team to engage the different stakeholders, the governance structure for decision making and implementation, comprehensive measures to ensure transparency through communication and access to resources, meticulous planning, delegation, monitoring, and course corrections in the face of obstacles. One year after the AED, the financial performance of UBI testified to the success of the amalgamation. However, Rai had to foster a customer-centric and performance-oriented culture at UBI. He had to fortify the bank’s future prospects by institutionalizing the learnings from the transformation. As the bank embraced digital transformation more frequent changes were imminent. Rai had to tackle the challenge of building an agile, mission-driven, and learning-oriented organization.
Learning Objectives:
By analyzing the case, participants will learn to
- address the concerns of the different stakeholders in mergers and acquisitions,
- lead organizational transformation in general and overcome the challenges of transforming public-sector entities,
- promote collaborative cultures despite diverse backgrounds and priorities
- foster a learning culture in an organization -implement measures to enhance organizational agility.
Published: May 30, 2022₹399.00 -
Strategy Jet Airways: Tale of Their Takeoff and Crash Landing
The case, set in April 2019, follows the managing director of an investment firm that is deliberating whether to invest in Jet Airways. It is the day after the airline halted their operations, and our protagonist, Surjit Trivedi, Managing Director of a Mumbai-based private equity firm, the Agile Group, is headed for a meeting where his team of analysts and strategists are presenting their evaluation of Jet Airways. Trivedi must decide whether to invest in the airline or not as he is due to present the proposal to the board of the private equity firm he works for. He does not want to make a wrong investment and jeopardize the firm's future and his forthcoming promotion. The case follows the rise and fall of Jet Airways. Civil aviation in India has changed tremendously over the past 20 years, both from the consumer and service provider standpoints. This change was due to factors such as globalization, the higher disposable income of Indians, government initiatives, travel enthusiasm among millennials, and so on. With India expected to become third-biggest aviation market by the year 2025, the number of players in the market increased, with both indigenous and global competitors in the fray. Despite positive industry indicators, two major airlines were forced to halt operations in the last decade, Jet Airways being one of them. The case can be used to scrutinize the reasons for Jet Airways' downfall such as their acquisitions and alliances, the decisions of their founder Naresh Goyal, and Jet Airways' response to the challenge posed by low-cost carriers (LCCs) in India. Moreover, the case can be utilized to analyze how the consortium of banks led by the State Bank of India (SBI) handled the Jet Airways crisis.
Learning Objectives:
Analyze and evaluate the rationale for and implications of alliances and acquisitions. Understand the concept of Porter's Five Force model and SWOT analysis. Analyze and evaluate various types of leadership styles. Calculate liquidity, profitability, and solvency ratios with an emphasis on the return on common equity ratio and DuPont analysis. Discuss the Insolvency and Bankruptcy Code of India
Learn MorePublished: Feb 23, 2022₹399.00 -
Human Resource Management Grounding of the Boeing 737 Max 8 (B): The Road Ahead-Making The Boeing 737 Max Flightworthy Again
In the short time between October 2018 and March 2019, two new Boeing 737 MAX 8 airplanes in different parts of the world were involved in deadly crashes. In both cases, the aircraft developed difficulties in seemingly calm weather and crashed shortly after takeoff, killing everyone on board. Preliminary investigations pointed to failures in a new automated software-driven system called the Maneuvering Characteristics Augmentation System (MCAS) that had caused both aircraft to pitch forward and potentially nosedive. The probe also revealed gaps in the documentation and testing of the MCAS system and a lack of adequate pilot training. Case (A) delves into the causes of the 737 MAX crashes, Boeing leadership's questionable responses and poor crisis management, and the fallout from the grounding. It describes the erosion of a culture of integrity and mismatched management expectations that ultimately led to cutting corners and breakdowns in the engineering and development process. Participants have the opportunity to analyze the critical issues in the case and answer the crucial question posed by aviation expert Andy Stephen: How could a disaster of this magnitude occur in an industry so advanced and sophisticated, and so driven by safety? Case (B) looks at the timeline of events surrounding the recertification of the 737 MAX, from the investigations immediately following the first crash to early August 2020, when initial test flights for recertification commenced, following intense internal reviews. The case considers the sequence of events from various angles: regulatory approvals, the company's financial performance, its corporate culture, and how the COVID 19-related slowdown affected Boeing's efforts to get the 737 MAX off the ground. Stephen, having followed the events closely and having understood the gravity of the situation, poses the following key questions: What would it take for the MAX to fly again? And when could it happen?
Learning Objective:
The case can be used for discussion around:
- Lessons learned for governance and management of complex organizations
- Strategic decisions and risk management under uncertainty, competitive dynamics and time pressures
- Leadership styles and impact on organizational culture, behaviour and risk of stress dysfunction
- Guardrails and conflict resolution between marketplace drivers and engineering development
- Nurturing an open organizational culture and alignment with business goals
- Crisis management
Published: Oct 24, 2021₹399.00 -
Human Resource Management Grounding Of the Boeing 737 Max 8 (A): What Went Wrong?
In the short time between October 2018 and March 2019, two new Boeing 737 MAX 8 airplanes in different parts of the world were involved in deadly crashes. In both cases, the aircraft developed difficulties in seemingly calm weather and crashed shortly after takeoff, killing everyone on board. Preliminary investigations pointed to failures in a new automated software-driven system called the Maneuvering Characteristics Augmentation System (MCAS) that had caused both aircraft to pitch forward and potentially nosedive. The probe also revealed gaps in the documentation and testing of the MCAS system and a lack of adequate pilot training. Case (A) delves into the causes of the 737 MAX crashes, Boeing leadership's questionable responses and poor crisis management, and the fallout from the grounding. It describes the erosion of a culture of integrity and mismatched management expectations that ultimately led to cutting corners and breakdowns in the engineering and development process. Participants have the opportunity to analyze the critical issues in the case and answer the crucial question posed by aviation expert Andy Stephen: How could a disaster of this magnitude occur in an industry so advanced and sophisticated, and so driven by safety? Case (B) looks at the timeline of events surrounding the recertification of the 737 MAX, from the investigations immediately following the first crash to early August 2020, when initial test flights for recertification commenced, following intense internal reviews. The case considers the sequence of events from various angles: regulatory approvals, the company's financial performance, its corporate culture, and how the COVID 19-related slowdown affected Boeing's efforts to get the 737 MAX off the ground. Stephen, having followed the events closely and having understood the gravity of the situation, poses the following key questions: What would it take for the MAX to fly again? And when could it happen?
Learning Objective:
The case can be used for discussion around:
- Lessons learned for governance and management of complex organizations
- Strategic decisions and risk management under uncertainty, competitive dynamics and time pressures
- Leadership styles and impact on organizational culture, behaviour and risk of stress dysfunction
- Guardrails and conflict resolution between marketplace drivers and engineering development
- Nurturing an open organizational culture and alignment with business goals
- Crisis management
Published: Oct 24, 2021₹399.00 -
General Management Merger of Equals: The Amalgamation Story of Indian Bank and Allahabad Bank
On August 30, 2019, the Ministry of Finance of the Government of India (GoI) announced the consolidation of ten nationalized banks into four. As part of this move, Indian Bank and Allahabad Bank were to be merged into a single entity, and the new amalgamated bank had to start operations on April 1, 2020. Amalgamating two very different banks with thousands of branches and employees within a pre-set time window would be complex enough under normal circumstances, but the challenge was compounded by the advent of COVID-19 and the ensuing national lockdown in March 2020. Padmaja Chunduru, Managing Director (MD) & Chief Executive Officer (CEO) of Indian Bank, was given the formidable task of overseeing the amalgamation process. The case study describes the actual integration process in detail and the thorough planning and execution involved. It illustrates the role of the Integration Management Office (IMO) as a central point of information dissemination and an empowered body in the merger process. It also lays out the myriad challenges of the amalgamation process - personnel integration, IT/banking system management, branch rationalization, and customer integration, and the steps taken to tackle each one. The COVID-19 pandemic came as an unknown midway through the integration process and required Chunduru and her team to rethink several aspects of the integration plan and strategy. The case study concludes with the actual mechanics of the amalgamation process. With the worst of the COVID-19 crisis behind them, Chunduru looks towards building a bank of the future. Having undergone rationalization in several areas, Indian Bank not only emerged in a better financial state than before but also laid down its vision as a future-ready bank. How could the learnings from the integration process be made a continuous process and become part of the organization's DNA? These were the key questions facing Chunduru and her team.
- To deliberate and evaluate the best ways to plan, organize and implement the enormous task of merging two large, similarly-sized organizations.
- To emphasize the importance of careful and detailed integration planning, stakeholder management, and the role of leadership in a successful merger.
- To illustrate the critical role of well-defined organizational structures in supporting integration efforts.
- To deliberate how the bank can rebrand itself as a preferred bank of the younger generation.
Published: Aug 4, 2021₹399.00
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