Globalization has prompted a new trend of cross-border acquisitions from the East to the West. Fueled by non-traditional motivations, Asian companies are acquiring respected and well-established Western brands, technology, assets and knowledge, and through these acquisitions gaining access to developed markets and talent pools. One such company, Gold Peak Electronics ("GPE"), is a multinational corporation that is among an elite group of Hong Kong electronics companies that design, manufacture and sell premium professional and home electronics products. Acquiring two high-end British premium loudspeaker companies in 1992-KEF Audio and Celestion International-has allowed GPE to take advantage of these companies' well established intellectual assets and R&D capabilities. However, cross-border acquisitions such as these are complicated, requiring companies to take into consideration differing regulations, national cultures, political factors, employee mindsets and work cultures. The acquiring company has also had to deal with human resource issues in its acquisitions, including handling work distribution and promoting employees' sense of job security. Although several years have passed since the acquisition, collaboration between GPEs various R&D sites in the UK, Hong Kong, and China is still not optimal. How can GPE successfully overcome the distances between these locations and promote innovative collaboration between its dispersed R&D sites? Was growth by acquisition of Western companies the best strategy for GPE's growth? This case illustrates opportunities and challenges for global R&D and virtual collaboration across geographic and cultural distances. This case also familiarizes students with the unique challenges in acquisitions of Western companies by Eastern companies, including human resources management and how the process of innovation and innovative thinking differs across countries.

Leading technology companies from around the world are entering China to establish research centres, leverage China's unique situation of rapid growth and large manufacturing base, and scooping up talent from China's leading universities. SAP, the world's largest application software company, recently entered China to establish one of its exclusive technology research centres, SAP Research. While this division has been successful at its headquarters in Germany, the Chinese labor market and business environment remain difficult for foreign multinationals to navigate. Foreign companies often experience challenges ranging from difficulty finding innovators in a competitive talent pool to dealing with turnover of employees that have an aggressive focus on compensation. There is concern that locating in Shanghai, far away from the innovative hotbed of universities and other technology research centres that have set up shop in Beijing, was the wrong choice for SAP in China. What would be necessary to win the war for high-profile PhDs in the competitive Chinese labor market? What would be required for SAP Research China to be an integral contributor in SAP's worldwide innovation network? This case illustrates the opportunities and challenges of research and development ("R&D") globalization and familiarizes students with the unique challenges of R&D strategy, new-market entry strategies, human resource management, innovation, clustering and intellectual property protection in rapidly developing countries. In particular, this case is relevant to studies in R&D globalization, business in China and talent management.

The case illustrates the efforts of the International Federation of Red Cross and Red Crescent (IFRC) in the area of emergency response preparedness. It provides an anecdotal description of IFRC's failure in promptly responding to the 1998 Hurricane Mitch disaster that swept through Central America. It then proceeds in describing how the disaster triggered off IFRC's pilot initiative, the Pan-American Disaster Response Unit, as well as general awareness on the need to institutionalize preparedness by leveraging on five different "resources": people, knowledge, goods, money, and the humanitarian community.

The case by utilizing the example of the Gujarat earthquake, illustrates the role of The International Federation of Red Cross and Red Crescent (IFRC) as a choreographer of disaster management and the nature of the supply chain - multiple, global, dynamic, and temporary - it coordinates. It describes the challenging context - high degree of uncertainty and limited authority, human and financial resources - in which it extends assistance to afflicted populations. The case reviews the organization's efforts to put in place a flexible and efficient logistics system that maximizes the contribution of each party.