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Case Studies by Maria Guadalupe

9 case studies

by Publication Date
published: 25 Jun 2018

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Abstract:
Her Opponent is a video case available on the dedicated case website. Actors of the opposite gender portray Clinton (played by a man) and Trump (played by a woman), replicating every word, intonation, facial and non-verbal expression of the candidates. Her Opponent stemmed from a thought experiment: What if Donald Trump had been a woman, and Hillary Clinton had been a man? How would the debates have unfolded and what difference might there have been? The audience experiences first-hand a counterfactual reality as the basis for discussing how it affects perceptions of the speakers.

Pedagogical Objectives:
This case is a unique opportunity for students to experience how their perceptions of others – and what they communicate – can change based on surface-level characteristics. It opens up a broader discussion on what shapes our perceptions of others, and their perceptions of us. In watching a debate between two public figures (Clinton and Trump) portrayed by actors of the opposite gender, students experience the way their perceptions of the person and the message can shift as a function of seemingly irrelevant factors. The aim is to enable students to: • Understand the factors that shape their perceptions of others; • Experience how their impressions of the message may change as a function of the person delivering the message; • Reflect on how they may be perceived by others based on surface-level characteristics; • Understand what they can do (as the perceivers and the perceived) to guard against perceptual bias.

Keywords:
Perception, Bias, Gender, Leadership, Politics, Debate, Experiment, Donald Trump, Hillary Clinton, Rhetoric, Unconscious Bias

published: 25 Sep 2017

  • Topic: Leadership & Organisations
  • Industry: Banking
  • Region: Europe

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Abstract:
Read a related Knowledge article "Three Ways to Make Your Organisation Agile" by Maria Guadalupe.

The case describes the transformation of ING Netherlands from a traditional bank with functional hierarchies to an organization that embraces digitalization and ‘Agile’ principles. This means the bank is organized around self-managed teams without traditional managers, empowering employees to make decisions. The case has four parts: Part I describes the background, the strategic rationale (digitalization) and how ING went through two transformation phases that laid the groundwork for the overhaul. Part II describes the ‘New Way of Working’ at ING: the Agile organizational blueprint adopted and the new roles and rules created. Part 3 focuses on how ING implemented the change and the complementary actions that facilitated the adoption of Agile. Part 4 is a role-play that enables participants to experience the New Way of Working.

Pedagogical Objectives:
To understand how an organization that replaces hierarchy with self-managed teams operates, and how such a change is implemented. The role play (part 4) puts the students in the shoes of people having to operate in this radically new environment with new rules.

Keywords:
Digital Transformation, Agile, Hierarchies, Organizational Change, Empowerment, Engagement, Self-Managed Teams, Managers

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published: 25 Sep 2017

  • Topic: Leadership & Organisations
  • Industry: Banking
  • Region: Europe

Show details ...

Abstract:
Read a related Knowledge article "Three Ways to Make Your Organisation Agile" by Maria Guadalupe.

The case describes the transformation of ING Netherlands from a traditional bank with functional hierarchies to an organization that embraces digitalization and ‘Agile’ principles. This means the bank is organized around self-managed teams without traditional managers, empowering employees to make decisions. The case has four parts: Part I describes the background, the strategic rationale (digitalization) and how ING went through two transformation phases that laid the groundwork for the overhaul. Part II describes the ‘New Way of Working’ at ING: the Agile organizational blueprint adopted and the new roles and rules created. Part 3 focuses on how ING implemented the change and the complementary actions that facilitated the adoption of Agile. Part 4 is a role-play that enables participants to experience the New Way of Working.

Pedagogical Objectives:
To understand how an organization that replaces hierarchy with self-managed teams operates, and how such a change is implemented. The role play (part 4) puts the students in the shoes of people having to operate in this radically new environment with new rules.

Keywords:
Digital Transformation, Agile, Hierarchies, Organizational Change, Empowerment, Engagement, Self-Managed Teams, Managers

Related:

published: 25 Sep 2017

  • Topic: Leadership & Organisations
  • Industry: Banking
  • Region: Europe

Show details ...

Abstract:
Read a related Knowledge article "Three Ways to Make Your Organisation Agile" by Maria Guadalupe.

The case describes the transformation of ING Netherlands from a traditional bank with functional hierarchies to an organization that embraces digitalization and ‘Agile’ principles. This means the bank is organized around self-managed teams without traditional managers, empowering employees to make decisions. The case has four parts: Part I describes the background, the strategic rationale (digitalization) and how ING went through two transformation phases that laid the groundwork for the overhaul. Part II describes the ‘New Way of Working’ at ING: the Agile organizational blueprint adopted and the new roles and rules created. Part 3 focuses on how ING implemented the change and the complementary actions that facilitated the adoption of Agile. Part 4 is a role-play that enables participants to experience the New Way of Working.

Pedagogical Objectives:
To understand how an organization that replaces hierarchy with self-managed teams operates, and how such a change is implemented. The role play (part 4) puts the students in the shoes of people having to operate in this radically new environment with new rules.

Keywords:
Digital Transformation, Agile, Hierarchies, Organizational Change, Empowerment, Engagement, Self-Managed Teams, Managers

Related:

published: 25 Sep 2017

  • Topic: Leadership & Organisations
  • Industry: Banking
  • Region: Europe

Show details ...

Abstract:
Read a related Knowledge article "Three Ways to Make Your Organisation Agile" by Maria Guadalupe.

The case describes the transformation of ING Netherlands from a traditional bank with functional hierarchies to an organization that embraces digitalization and ‘Agile’ principles. This means the bank is organized around self-managed teams without traditional managers, empowering employees to make decisions. The case has four parts: Part 1 describes the background, the strategic rationale (digitalization) and how ING went through two transformation phases that laid the groundwork for the overhaul. Part 2 describes the ‘New Way of Working’ at ING: the Agile organizational blueprint adopted and the new roles and rules created. Part 3 focuses on how ING implemented the change and the complementary actions that facilitated the adoption of Agile. Part 4 is a role-play that enables participants to experience the New Way of Working.

Pedagogical Objectives:
To understand how an organization that replaces hierarchy with self-managed teams operates, and how such a change is implemented. The role play (part 4) puts the students in the shoes of people having to operate in this radically new environment with new rules.

Keywords:
Digital Transformation, Agile, Hierarchies, Organizational Change, Empowerment, Engagement, Self-Managed Teams, Managers

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published: 26 Jun 2017

  • Topic: Economics & Finance
  • Industry: Truck manufacturing
  • Region: South America

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Abstract:
When Volkswagen and Ford combined their Argentinian and Brazilian automotive subsidiaries in 1987, it was very much a marriage of convenience. Operating in an environment of hyperinflation, weak growth and an import ban, the combined company took advantage of economies of scale, closed surplus Ford and Volkswagen (VW) plants and produced inexpensive models of cars and trucks. Yet, when the 1990s brought trade liberalization, an end to Brazil’s debt crisis and soaring growth, Autolatina was not prepared for the resulting competition. By early 1995, Ford and VW have split their venture, and both have decided to maintain Brazilian subsidiaries. VW faces a tough decision. Truck transport is the main way goods are moved in Brazil and VW wants a piece of this lucrative market, but unlike Ford, it has no plant in Brazil. Looking at the unique needs of the truck market, burgeoning competition, and the product development and assembly process, VW’s board commissioned several teams to develop a proposal on how to build a truck for the Brazilian market. They must decide how best to organize production to succeed in Brazil?

Keywords:
Outsourcing, Boundaries of the Firm, Modular Consortium, Vertical Integration, Volkswagen, Trucks

published: 30 Jan 2017

  • Topic: Leadership & Organisations
  • Industry: Health care
  • Region: Europe

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Abstract:
This case describes how Jos de Blok, CEO of Buurtzorg, a non-profit home healthcare provider in Holland, radically overhauled home care delivery in Holland. He believed in giving responsibility back to those who knew the job best: nurses. He created an organization without managers or hierarchy, which put the patient at the centre and was based upon the concept of self-managed teams. Case A introduces the history and problems of home care delivery in the Netherlands, and the solution proposed by de Blok – self-managed teams of nurses. Case (B) describes how he structured the organization and its subsequent performance.

Pedagogical Objectives:
To make the students think about how they would organize a firm based on self-managed teams, without managers or hierarchies. Case A introduces the problem of home care delivery in the Netherlands and ends discussing the goal of de Blok which is to create teams of nurses that are self-managed. After reading Case (A) students should be able to design the broad strokes of an organization that has self-managed teams and the core. That is they should be able to “design” the organization’s incentives, hiring practices, infrastructure of communication across teams, etc.: all the necessary pieces to make this system work. Case (B) describes how de Blok structured the organization and its performance.

Keywords:
Self-Managed Teams, Organizational Structure, Coaching, Healthcare

Related:

published: 30 Jan 2017

  • Topic: Leadership & Organisations
  • Industry: Health care
  • Region: Europe

Show details ...

Abstract:
This case describes how Jos de Blok, CEO of Buurtzorg, a non-profit home healthcare provider in Holland, radically overhauled home care delivery in Holland. He believed in giving responsibility back to those who knew the job best: nurses. He created an organization without managers or hierarchy, which put the patient at the centre and was based upon the concept of self-managed teams. Case A introduces the history and problems of home care delivery in the Netherlands, and the solution proposed by de Blok – self-managed teams of nurses. Case (B) describes how he structured the organization and its subsequent performance.

Pedagogical Objectives:
To makes the student think about how they would organize a firm based on self-managed teams, without managers or hierarchies. Case A introduces the problem of home care delivery in the Netherlands and ends discussing the goal of de Blok which is to create teams of nurses that are self-managed. After reading Case (A) students should be able to design the broad strokes of an organization that has self-managed teams and the core. That is they should be able to “design” the organization’s incentives, hiring practices, infrastructure of communication across teams, etc. : all the necessary pieces to make this system work. Case (B) describes how de Blok structured the organization and its performance.

Keywords:
Self-Managed Teams, Organizational Structure, Coaching, Healthcare

Related:

published: 19 Dec 2016

  • Topic: Strategy
  • Industry: Cars, Formula 1
  • Region: Europe

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Abstract:
In our global economy, manufacturing companies outsource production to multiple suppliers half a world away and spread engineering and design out among far-flung company outposts. Yet, at the same time, geographic clusters of firms in particular industries can still hold competitive advantage by virtue of co-location. This paper examines the evolution and characteristics of one such geographic cluster, Motorsport Valley, particularly in the business of Formula One racing. This cluster of over 4000 businesses is located within distinct regions of the United Kingdom and eight out of eleven of the F1 teams are based there. One of three notable outliers, Ferrari dominated Grand Prix Championship for ten years as a lone company operating out of Maranello, Italy. However, while doing so it used former employees from Motorsport Valley to help construct its cars. How does knowledge flow both within a geographic cluster and to firms, like Ferrari, which are outside the cluster? What are the possible benefits—and downsides—to operating from within a cluster and from outside?

Pedagogical Objectives:
Teaching on clusters, innovation clusters, industrial policy, firm location choices in the presence of network externalities.

Keywords:
Clusters, Agglomeration Externalities, Firm Location Choices, Innovation, Ferrari, Motorsport Valley

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