Hp Case

From the very origin HP had Participative Management Style which was open and relaxed in which the Emphasis was on the process & the organization structure was highly decentralised. As the organization grew, the need to formalize the work culture resulted in the formulation of the HP WAY in the year 1957. The existing values and culture of the organization formed the core of the HP way.

The HP Way – HP’s Corporate Objectives
The achievements of the organization are the result of the combined efforts of each individual working towards common objectives. These objectives were
    • Profit
    • Customers
    • Fields of Interest
    • Growth
    • People
    • Management
    • Citizenship
The HP Way – HP’s Organizational Values
These objective were realised through its organizational values which formed the backbone of the HP way.
    • To have trust and respect for individuals. 
To approach each situation with the belief that people want to do a good job and will do so, given the proper tools and support.
    • To focus on a high level of achievement and contribution.
 In order to remain at the forefront in all our activities, people should always be looking for new and better ways to do their work.
    • To conduct our business with uncompromising integrity.
 As a practical matter, ethical conduct cannot be assured by written HP policies and codes; it must be an integral part of the organization, a deeply ingrained tradition that is passed from one generation of employees to another. 
    • To achieve our common objectives through teamwork.
 Recognize that it is only through effective cooperation within and among organizations that we can achieve our goals. The benefits and obligations of doing business are shared among all HP people.
    • To encourage flexibility and innovation.
 Create an inclusive work environment which supports the diversity of our people and stimulates innovation. We strive for overall objectives which...