Barber Cardiosystems, based in Melbourne, Australia, designs and manufactures therapeutic devices used for treatment of coronary conditions. Over four decades, it has grown to be among the top 200 medical device companies in the world. It competes against much larger companies through a continuous effort to control costs and increase productivity. It does so by aligning operational and human resource practices, particularly employee incentives, with its strategy. Concerns arise in the face of increased competition about whether the company can continue to reduce costs and maintain its margins while keeping both its generous bonus scheme and commitment to guaranteed employment. The company's executive team must decide how to respond. This case is suitable for use in undergraduate, MBA, and executive courses in organizational behavior, leadership, and strategic management. It is especially useful in a module on strategic alignment or organizational design.
Can Singapore urban design, policy continuity, and system of laws be exported outside of Singapore to accelerate the effective development of new urban agglomerations? Nina Yang, CEO of Sustainable Urban Development at Ascendas-Singbridge, a large real estate company based in Singapore, was considering whether to build residential or commercial space in one of its sustainable urban development projects, Sino-Singapore Guangzhou Knowledge City. Could such a long-gestation urban development project be commercially viable? What were the partnership issues working with the Guangzhou government? Could Singapore livability concepts, planning expertise, safety for capital, and comfort for multinational corporations be successfully exported outside of Singapore into large urban agglomerations on a repeated basis?
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