Case study: Analysis of Hewlett Packard (HP) over the last 15 years, purposed solution to corporate issues and implementation details. Analysis conducted for Commerce 292 in the Sauder School of Business, UBC.

2.  HP has been a contributing member of the technology industry since 1947
 Our consulting goals:
 Identify problems that have been hindering success
 Suggest solutions and means of implementation
 Three primary issues
Corporate Culture
Mergers and Acquisitions
Layoffs and turnovers

3. Failure to establish ethical culture
 Beliefs, values and artifacts
 Shifting of leadership at top level
 Trust issues due to constant organizational change
 Clashing beliefs in conflict with behaviors of upper management
 Inequality of management and subordinates

4.  Create an ethical culture
 Create a clear vision of change
 Show change through through visible role model (CEO and management)
 Keep culture alive
 Selection
 Socialization

5.  Assumption of strategic acquisitions
 Assimilation
 Coercive power over employees
 Fear of standing up to management
 Need for empowerment
 Deterrence-based trust

6.  Culture compatibility with mergers and acquisitions
Bicultural audit
 Separation vs. Integration
 Identification-based trust
 Emotional connection between management and employees
 Employees not afraid to share views and offer input

7.  14,000 in 2005, 24,000 in 2008, 9,000 in 2010, and 29,000 during
2012-13
 Cut cost for long-term restructuring
 Increase efficiency through focus on restructuring
 Adjust to unsuccessful mergers and acquisitions
 Change of organizational structure and culture
Outcomes: unwanted turnover, cutback output

8.  HP has gone through a dramatic restructuring therefore needs to focus on
the now
 Shift leadership to employee-oriented style
 Employee engagement
 Affective commitment
 Employee empowerment
Voice in the company
 Trust employees and the value added to the organization
 Learning Organization
Double - loop

9.  Almost all firms go through peaks and troughs
 To best improve organizational weaknesses follow suggested solutions
 May take time to thoroughly implement solutions
 First step is recognition and commitment to change
 Change must start at the top and trickle down to employees
 Thank you for your time and choice to hire Seven Consulting

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