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Essay / Research Paper Abstract
This 5 page paper is based on a case study supplied by the student. The paper is written in three parts. The first part describes the 'HP Way' what it is, how it manifests and the polices that support it. The second part of the part considers whether or not this would be a good system it work in as an employee, and the last sections considers the challenges of a larger organization and of the HP way can be retained. The bibliography cites 2 sources.
Page Count:
5 pages (~225 words per page)
File: TS14_TEHPway1.rtf
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Unformatted sample text from the term paper:
were first put into writing 1957, with only minor modifications made to date, the objectives set out to corporate values underlying this were the beliefs and the framework for the
way that HP should deal with its employees and other stakeholders. HP way became a key area of corporate culture, this is impacted on the behavior of management and employees
creating a very high trust environment. Employees are given a degree of responsibility concerning the way in which the company operates, employees are free to make suggestions for improvements and
the style of management is one of participative management. There were clear and well defined goals, they to shape employees and employees were expected to make contributions to the way
in which the organization operates it grew into that. The difficulty with describing the HP way is that it is an intangible aspect of the culture.
The primary values appeared to be trust and personal responsibility, teamwork and an emphasis on the way things are done, meaning the way people work together rather
than the actual processes, as there is very complex ability within the processes. There are a number of different personnel policies and internal
structures which support the values of the HP way, a commitment to teamwork in all divisions, from research and development for which manufacturing and marketing, supported by the management by
objectives strategy increase trust between different employees. There is also an integration and a higher level of communication created and sustained for use of across divisional selling activities which take
place. The flow of information trust is supported for communication strategy which includes an open door policy, most offices physically have no goals, and the way that the workplace is
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