Announced in December 2004, the $1.75 billion acquisition of IBM's PC division by Lenovo, China's largest PC maker, made headlines around the world. A relative upstart in the business, Lenovo acquired the division of IBM that invented the PC in 1981. While Lenovo was arguably the best-known brand in China, it was virtually unknown in the rest of the world. In 2004, over 90% of Lenovo's revenues came from China, but with this major deal, Lenovo aimed to become a global technology giant. As a new multinational with 20,000 employees operating in 138 countries, Lenovo needed a global marketing and branding strategy to extend its global reach. This meant determining what Lenovo stood for and designing products that supported that claim. In January 2006, 13 months after the deal was announced and eight months after it closed, Lenovo is preparing for the intense limelight that would come with its sponsorship of the February 2006 Turin Winter Olympics. There, it plans to introduce a Lenovo-branded product line designed from the bottom up for the small to medium enterprise space--a move considered very bold and risky by many observers.

Spreadsheet supplement for case 507-014.

Explores the various aspects of information technology that can be outsourced. Cathay Pacific outsourced a significant part of its vital operations from Hong Kong to Sydney, Australia.

In July 2004, J.P. Morgan Partners (JPMP), the private equity arm of JPMorgan Chase & Co., was in the midst of formulating the final terms of a public-to-private buyout proposal for AMC Entertainment Inc. (AMCE), a publicly traded movie theater company.

Practitioners and academics continue to note that there is no shortage of inventory in many, if not most, supply chains. Rather, the historical notion holds true: the right product is not in the right place at the right time to meet demand. For positive supply chain performance, it is necessary to re-address inventory's role and relevance with respect to the development, maintenance, and control of product flows. Suggests that examining such flows from a three-fold perspective can provide a framework to assess efforts to achieve lowest total cost and meet customer service expectations.

Employees and corporate reputation are unique resources that generate positive financial performance and ultimately create sustainable competitive advantage. Corporate reputation is vital to an organization and employees are the key link to managing it. By recognizing the synergistic role that employees can play in the overall positioning of corporate reputation, management can help satisfy corporate strategic objectives. Examine initiatives essential to gain employee commitment to corporate reputation as well as the use of the Balanced Scorecard to integrate corporate reputation metrics into the incentive system.

This study of reports in the business news between January 1, 2000 and June 30, 2005 found that as of 1999, 40 corporations in the Fortune 100 had behaved in ways that can be considered unethical. The behavior included three types of fraud (accounting, securities, and consumer), discriminatory practices, undisclosed executive pay, antitrust activities, patent infringement, and other violations of the law. Based on the unacceptability of the misdeeds committed, this article ranks the 40 firms into three categories. Also uses research on business ethics and the behavior of executives, boards of directors, and even government officials to suggest why such unethical behavior was allowed to occur. Concludes with recommendations for improving business behavior and suggests important roles for future business leaders and the broader American public.

Unaxis Data Storage, a branch of a large European high tech company, is facing a difficult choice. Since most of its customer base is in Asia, the management has to come up with a solution to manufacture some of its products in Asia and generate some cost saving. Yet, the company wants to keep control of its supply chain and its intellectual property.

Unaxis Data Storage, a branch of a large European high tech company, is facing a difficult choice. Since most of its customer base is in Asia, the management has to come up with a solution to manufacture some of its product in Asia and generate some cost saving. Yet, the company wants to keep control of its supply chain and its intellectual property.

Under the leadership of the al-Maktoum family, Dubai, a member of the United Arab Emirates, invested heavily in its infrastructure to reduce national dependence on oil and gas reserves. As an established international destination for shipping, business initiatives, and tourism in the Middle East, Dubai embarked on a new megascale project: to construct the world's largest amusement park, called Dubailand. Examines various aspects of Dubai's background, world real estate and tourism trends, and environmental and political conditions of the region to support a discussion of this ambitious project's feasibility.

An abstract is not available for this product.

Introduces the systemic nature of product quality and the complexity of quality problems. A new director of quality assurance discovers an apparent quality problem. The actions of different departments and functions contribute to the problem. The new director must decide how serious the problem is, what to do about it, and how to go about orienting an organization toward a better quality attitude.

Three MBA graduates have combined their talents to provide professional and technology services to companies in the travel industry seeking to do business via the burgeoning Internet commerce sector. Unable to find sufficient human resources to staff their technology projects, they realize they will need to either (1) close down or (2) relocate for the second time in five months. Relocating was not without risk: Finding a suitable IT talent pool was critical. And family concerns were also important to the partners and their young families. But where to move? What ramifications would these changes have for the business and the friendships? Would roles shift once people were added? And what about initial investments?

This is an MIT Sloan Management Review article. The author re-examines the role of IT as a commodity and considers whether IT can still be used to provide strategic advantage. In discussing regulation, outsourcing relationships and corporate dependence on IT, this article further clarifies the argument that IT will soon be handled by larger corporate utilities. While agreeing that most IT functions can be outsourced to utility-style providers, the article suggests that in-house corporate computing can still provide a strategic advantage. By examining failed IT outsourcing relationships, the author identifies key aspects of IT, including auditing and reporting procedures and customer-facing resources, that are too important to a firm's success to outsource. The author argues that to better exploit these advantages, managers should embrace the fact that IT is no different than any other corporate function, instead of placing it in its own silo separate from other business practices. Only then will the real commoditization of IT be complete and the long-promised benefits be seen.

This is an MIT Sloan Management Review article. With real wages stagnating and job security elusive for many U.S. workers, the American dream of an improved standard of living for each generation is in jeopardy. The author argues that, although many companies seek to become competitive primarily by reducing costs such as labor, there is another option. A substantial body of research indicates that companies that invest in their workforces to build knowledge-based organizations can achieve a return on their investment through higher productivity and profitability. Cites the example of Continental Airlines Inc., which after an era under Frank Lorenzo that was marked by wage cuts and bankruptcy, experienced improved performance and reputation under a new leadership team with a more collaborative management approach. Southwest Airlines Co. and JetBlue Airways Corp. are also examples of airlines that pursue a high-trust, knowledge-based strategy, while Toyota Motor Corp. and Kaiser Permanente are examples from other industries. Executives interested in building knowledge-based organizations can create momentum for their initiatives in several ways: by carefully documenting the gains from knowledge-based strategies, by encouraging employee representation in corporate governance matters, and by working with other leaders to approach problems that no single company can solve alone.

This is an MIT Sloan Management Review article. Many manufacturers already have established product development activities in different countries around the world. As a rule, the current approach includes colocation of cross-functional teams to foster close collaboration among engineering, marketing, manufacturing, and supply-chain functions. The results to date--better product designs, faster time to market, and lower-cost production--have been satisfactory. However, growth and innovation can now be much more effective if manufacturers tie their decentralized development organizations into a cohesive, unified global product development (GPD) operation. In this article, the authors introduce new empirical frameworks to guide managers toward such practices. Citing exemplars such as Hewlett-Packard, Eastman Kodak, Hyundai Motors, Haier, Alcatel, and Cummins, the authors explain why GPD has come of age and demonstrate a three-stage approach that puts product development in the context of a company's relationships with outside partners. The article draws from extensive interviews with engineering managers at more than 100 companies in 15 countries in North America, Europe, and Asia. Additional data are from a recently completed study on GPD that PTC has conducted with BusinessWeek Research Services, interviewing and surveying more than 1,100 engineering managers worldwide.

This is an MIT Sloan Management Review article. When employees leave an organization, they depart with more than what they know; they also leave with critical knowledge about who they know. Thus, the departure of key people can significantly affect the relationship structure and consequent functioning of an organization. In particular, companies should be aware of the unique knowledge held by three important types of employees: "central connectors" (those who are regularly asked for help, typically because they have a high level of expertise in one or more areas), "brokers" (those who act as bridges across subgroups) and "peripheral players" (those who reside on the boundaries of a network but could still possess valuable niche expertise and outside knowledge). Departure of an employee who filled any one of these roles presents knowledge-loss risks that need to be addressed. The departure of a handful of key brokers, for example, could fracture the social network of an organization into isolated subgroups. Thus companies need to take various measures to (1) identify key knowledge vulnerabilities by virtue of both what a person knows and how that individual's departure will affect a network and (2) address specific knowledge-loss issues based on the different roles that employees play in the network.

This is an MIT Sloan Management Review article. Of the myriad complex decisions that senior executives make before and during a merger, one is mandatory and critical but often given short shrift: the branding of the new corporate entity. When executed effectively, a corporate rebranding can greatly facilitate the merger of the two businesses by sending the right signals to people both inside and outside the organization. In a study of more than 200 mergers and aquisitions completed since 1995 with a transaction value exceeding $250 million, the authors found 10 different strategies for corporate rebranding. The 10 options can be grouped into four main categories that communicate fundamentally different messages: (1) This deal is a merger and we are adopting the stronger brand; (2) this deal is a merger and we are adopting the best of both brands; (3) this deal is a transformational merger and we are creating a new brand; and (4) this deal is simply a portfolio transaction and no brand changes will occur. In any M&A, executives need to select the right strategy with respect to three important constituencies: employees, customers and the investment community.

This is an MIT Sloan Management Review article. The conventional models of organizational change present an unrealistic image of change as an episodic phenomenon in which corporate leaders develop and implement elaborate change programs on an occasional basis in response to specific, isolated environmental shocks. This type of change does occur, but more often the corporate environment is characterized by change that is open-ended, fluid, and less closely tied to specific shocks. In fact, continuous change is a cycle with four phases, each with its own dynamics and specific type of champion. "Evangelists" promote the value of innovation and creativity, influencing those around them so that new ideas spread and take root. "Autocrats" choose which ideas are translated into practice, using their authority to alter behaviors. "Architects" design and implement systems that embed change into the organizational infrastructure. Finally, "educators" create work experiences that increase employees' expertise and sense of mastery, leading to the generation of new ideas that extend and potentially transform the organization's direction, thereby keeping the cycle going around. An understanding of these four phases can help managers transform their companies into organizations that experience change, not as a tumultuous, anxiety-inducing event, but as part of an everyday routine.