...companies strive to have. With one public relations nightmare, a company with a good reputation can crumble, and that can lead to a loss of major business. It is important that companies can trust each other enough to be able to make large business deals together. It is also important that customers trust a company in order to make purchases from it. If customers feel that their money is going to be used for an unethical cause, they may choose to do business with another company. One often overlooked aspect of trust in a business setting is how much employers trust their employees and vice versa. This paper focuses on two companies (Walmart and Hewlett Packard) that have taken a major public relations hit recently. We will describe the events that caused these major hits and steps that the companies could have taken to prevent them and their responses to the incidents. Walmart Walmart has been one of the most successful companies in recent history. According to cnnmoney.com, they have ranked as one of the top 2 companies in the Fortune 500 since 2007 (Fotune 500, 2011). Walmart has over 2 million employees and is the second largest employer in the world. In the next five years it is estimated that they will add 500,000 more employees (Gardner, 2011). Former Senior Vice President of Walmart, Ron Loveless gives ten reasons why Walmart has been so successful. He credits leadership, communication, corporate structure and ethics, among other things as the reasons for success. He says...
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...Case Study: Hewlett-Packard’s Home Products Division In Europe (1996-2000) XY Management Strategy Z Table of Contents I. Overview………….………….………….………….………….………….…….….3 II. Mission………….………….…………….………………….………….………..3-4 III. External Environment……………………………………………………….….4-7 IV. Internal Analysis………………………………………………………………….7 Strengths……………………………………………………………………8-9 Weaknesses……………………………………..……………………………9 Opportunities………………………………….………………………………9 Threats…………………………………………………………………………9 V. Issues and Problems……………………………………………………………9-10 VI. Alternatives…………………………………………………………..…………10-11 VII. Recommendations……………………………………………………………11-12 VIII. Conclusion and Implementations………………………………………………12 I. Overview “Making money in the [home PC] business [was] like landing a man on the moon.”1 That’s exactly what Webb McKinney, the general manager of the Home Products division wrote. Indeed, making money in the PC business was hard. (Almost as hard as landing a man on the moon. Hewlett-Packard’s Home Products Division in Europe had a lot to learn about when they were doing business with Europe. Even today, there are many challenges to international brands in the European markets compared to that of the United States. The way Hewlett-Packard’s Home Products Division is organized is through functional lines (the home PC market) and geographic lines (European Division). Also, they were very centralized with...
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...HP plans to ‘cut 30,000 jobs’ INTRODUCTION According to the news, many companies have and are still experiencing retrenchment in recent years. One of these companies is Hewlett-Packard, also known as HP. HP’s chief executive officer Meg Whitman, plans to cut approximately 30,000 jobs to save cost on employment. Her goal is to spend the money she saved on employment on increasing the efficiency of the company’s sales force and on creating new products. One of HP’s senior executive mentioned that Ms Whitman is ‘trying to build a new company’. Such measures have to be taken as the net earnings of HP has dropped by 44% during the first quarter of its fiscal year and the company has lost much of its share price. STRUCTURAL UNEMPLOYMENT Structural unemployment arises when changes in technology or international competition changes the skills needed to perform jobs or change the locations of jobs. In this case, structural unemployment is happening because HP needs more money to fund the research and production of new products. According to the news article, HP has been late or unsuccessful in many recent trends such as providing cloud computing services for big companies and smartphones and tablet computers. International competition refers to competing with other major computer brands like Apple, Acer, Dell, Toshiba, Asus, and many others. Ms. Whitman plans to put money into sales technology for things like fast product quotes, customer tracking and servicing, and bill...
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...HEWLETT-PACKARD CASE ANALYSIS Pooya Mehmandoost University of Houston-Victoria April30, 2014 Management and organizational behavior Executive summary The world’s leading PC and printer manufacturer, Hewlett-Packard, was facing multiple problems during the first decade of the 21st century. It provides hardware, software, and services to consumers, small and mid-sized business. Companies such as Hewlett-Packard are supposed to be a stable, rock-solid institution, where a change in CEO rarely happens. But it doesn't always happen that way. In the past six years, HP changed CEO four times. This case study aims to elaborate the reasons of major problems and issues that HP has recently faced in different levels of its management and focuses on corporate behavior of the Hewlett Packard Board of directors and its effect on corporate culture and structure within the organization according to the concepts of the management and organizational behavior (MOB) theories. This study is based on real facts that occurred with the Board of Directors of the Hewlett Packard organization. Business magazine, academic articles, and online submissions, as well as books about the HP way of business were diagnosed for their structure, content, and accuracy of the topic. The research draws attention to the fact that the combined companies experienced many problems-financial, cultural, and structural-resulting in poor performance of Carly Fiorina, who was named CEO of HP in 1999 and fired in 2005...
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... CASES CASE 1: Hewlett-Packard: The Flight of the Kittyhawk, Clayton M. Christensen, 9-697060, March 2003 CASE 2: Creating Project Plans to Focus Product Development, Steven C. Wheelwright and Kim B. Clark, Reprint number 92210, HBR March-April 1992 CASE 3: Innovation Versus Complexity: What is Too Much of a Good Thing, Mark Gottfredson and Keith Aspinall, Reprint R0511C, HBR November 2005 CASE 4: Microsoft Office 2000, Alan MacCormack and Kerry Harman, 9-600-097, June 2000. CASE 5: Product Development at Dell CorporationCorporation, Stefan Thomke and Vish Krishnan, 9-699-010, January 1999 Case Presentations Nov 3 – Nov 10 – Nov 17 Nov 24 Dec 1 – Case 1 Case 2 Case 3, Case 4 Fall Break Case 5 Case Assignment Team 1-Case 4 Team 2-Case 3 Team 3-Case 4 Team 4-Case 1 Team 5-Case 2 Team 6-Case 5 Team 7-Case 5 Team 8-Case 3 Team 9-Case 1 Team 10-Case 2 Team 11-Case 5 Each team to read all case studies and prepare a 25-30 minute class presentation on power point on ONLY the case study assigned to the team - addressing the questions listed below. You may turn in the ppt presentation with the speaker notes or a word document answering the questions. The questions are guidelines for the team to address in the presentation. Each team should have a few overview slides on the case to introduce the case to the class. All the students are expected to have read all the cases. All the ppt from the teams will be available to all the teams. The lessons learnt from the cases are included...
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.................................................................................................18 Marketing MIX......................................................................................................20 IMC Campaign......................................................................................................28 Contingency Strategies..........................................................................................29 Reference................................................................................................................30 AT A GLANCE Name: Hewlett-Packard Company Type: Public Traded as: NYSE: HPQ S&P 500 Components Industry: Computer hardware Computer software IT services IT consulting Founded: January 1, 1939 Founder(s): Bill Hewlett, Dave Packard Headquarters: Palo Alto, California, United States Area served: Worldwide Key people: Ralph Whitworth (Interim Chairman) Meg Whitman (President and CEO) Revenue: US$ 112.298 billion (2013) Operating income: US$ 7.131 billion (2013) Net income: US$ 5.113 billion (2013) Total assets: US$ 105.676 billion (2013) Total equity: US$ 27.269 billion (2013) Employees: 331,800 (2013) Divisions: Financing, Hardware, Services, Software Website: www.hp.com...
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...Introduction to talent management (IT) Introduction to the 2 companies being considered Findings on company 1 Findings on company 2 Comparative study Critical analysis INTRODUCTION Talent management is a name for a human resources program that applies to more than just computing hours and taking care of legal aspects of employment. Rather, talent management applies to the strategy of recruitment and retention, compensation, assessment and review. In some cases, talent management is a process handled over multiple departments. In other cases, it may be solely handled by human resources. Talent management's first responsibility is to attract and retain qualified employees. Without this primary function, no company can achieve its full potential. Recruiting workers can be a difficult task, especially in times of low unemployment. The further up the ladder the position is, the harder the position will be to fill. Recruitment and retention may depend on adequate or competitive compensation packages. These packages must be carefully scrutinized based on industry standards. Although pay may be the most important of the compensation package, it is not the only part. Traditional benefits such as health insurance and vacation also play a role. However, newer benefits, such as flexible packages and telecommute options can also be very attractive for some positions. Talent management's job is to find out what compensation packages are needed and then see if those, or something...
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...1) ‘HP Way ‘is a set of primary values that define how workforce and the company are to perform. These values have become the foundation of the “HP Way”. It is an objective-oriented philosophy, where each constituency can share the same principles and work toward a common goal. The primary values of the HP Way are trust and respect for individuals; high level of achievement and contribution; conducting business with uncompromising integrity; common objectives through teamwork; innovation and flexibility. The company’s founder put focus not only on to make creative products but also to create supportive corporate culture. The Company has many personnel policies and internal structures which support these values and each policy complement and support each other. The activities of HP employees are guided by a comprehensive system of management by objectives (MBO). The greatest advantage of MBO is that objectives are goals, not specific tasks handed out by management. Goals can be achieved in multiple ways and it is expected from employees to find their own best ways to meet these goals. Job autonomy encourages creativity in the workplace and increase the sense of accountability to employees. From the beginning HP instituted participative management style to foster teamwork, trust, openness and cooperation. Teamwork is practiced within divisions between R & D, manufacturing, marketing, and finance. Through participative decision-making HP is...
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...TRANSFORMATION Leadership at HP | Under supervision of DR. Ahmed Farouk | | This report will present transformation process of hp corp. By discussing the following topics: Organization background, organization culture specifically “hp way”, One of the leaders who leaded the company towards a great transformation, hp before and after the transformation and finally discussing the role of the human resource in the transformation process. | | | 1/30/2012 | | CONTENTS 1. INTRODUCTION …………………………………………………………………………………… | 03 | 2. ORGANIZATION BACKGROUND ……………………………………………………………….2.1 HP Background …………………………………………………………………………………..2.2 HP Mission Statements …………………………………………………………………………..2.2 HP Vision Statements ……………………………………………………………………………2.3 HP Workforce …………………………………………………………………………………… | 0505111212 | 3. THE RISE AND FALL OF "THE HP WAY" ……………………………...................................... 3.1 Rising the HP Way ……………………………………………………………………………….3.2 Losing the HP Way ……………………………………………………………............................ | 131316 | 4. HP SIGNIFICANT TRANSFORMATION ……………………………………………………….. 4.1 HP Before The Transformation …………………………………………………………………4.1.1 Lewis Platt ……………………………………………………………………………4.1.2 HP's Carly Fiorina: The CEO of HP …………………………………………………4.1.3 HP's Carly Fiorina: The Transformation leader ……………………………………...4.2 Hp Transformation ………………………………………………………………………………...
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...Question 3: Does Dells expansion into other IT Products and services make good strategic sense? Why or Why not????? Dells decision to expand in to other IT Products and services made good sense as customer can be brand loyal and prefer to have matching components for their PCs. Dell has a quality reputation which customers know and trust. Dells expansion into data storage hardware, switches, handheld PCs, Printers, and Printer Cartridges and software products represented an effort to diversify the company’s product base and to use its competitive capabilities in PC and servers to pursue revenue growth opportunities. The expansion into different products and services complemented sales of PCs and Servers. In 1995 Dell had a 2% market share in the server market, increasing to 30% in 2008. Dells idea to sell Data Routing switches proved to be a clever strategic move as they were able to price products 2 and a half times less than the market leader at the time Cisco. This resulted in Dell shipping 1.8 million switch ports in the period of a year. Senior Dell executives saw external storage devices as a growth opportunity because the company’s corporate and institutional customers were making increasing use of high speed data storage and retrieval devices. Competition in the IT industry can be a challenge. So for any company to survive within that industry, it has to have the ability to harness the basics of its core competencies to the very maximum. This is an inventive design...
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...DELL INC. was founded in 1984 by Michael Dell at age 19 while he was a student living in a dormitory at the University of Texas. As a college freshman, he bought personal computers (PCs) from the excess inventory of local retailers, added features such as more memory and disk drives, and sold them out of the trunk of his car. He withdrew $1,000 in personal savings, used his car as collateral for a bank loan, hired a few friends, and placed ads in the local newspaper offering computers at 10%–15% below retail price. Soon he was selling $50,000 worth of PCs a month to local businesses. Sales during the first year reached $600,000 and doubled almost every year thereafter. After his freshman year, Dell left school to run the business full time. Michael Dell began assembling his own computers in 1985 and marketed them through ads in computer trade publications. Two years later, his company witnessed tremendous change: It launched its first catalog, initiated a field sales force to reach large corporate accounts, went public, changed its name from PCs Limited to Dell Computer Corporation, and established its first international subsidiary in Britain. Michael Dell was selected “Entrepreneur of the Year” by Inc. in 1989, “Man of the Year” by PC Magazine in 1992, and “CEO of the Year” by Financial World in 1993. In 1992, the company was included for the first time among the Fortune 500 roster of the world’s largest companies. By 1995, with sales of nearly $3.5 billion...
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...will be used by Hewlett Packard (HP) and UNICEF to communicate their message to their target audience. Furthermore the objectives of each company will be analyzed in detail as well as the measure they will be using to measure their IMC outcome. Lastly we will be analyzing the differences between both companies based on their IMC tools and how they differ from each other in terms of objectives. This report will give both companies a glimpse of how they can enhance their brand equity by effectively using the appropriate IMC tools and how the IMC tools will benefit them. Table of content A. Background of Hewlett Packard Company 4 1.0 HP’s Target Audience 4 1.2 Integrated Marketing Communication objectives of HP 6 2.0 The Integrated Marketing Communication Mix of Hewlett Packard 7 2.1.1 Advertising 7 2.1.2 Online Marketing 8 2.1.3 Personal Selling 8 2.1.4 Sponsorship 8 2.1.5 Public Relation 9 3.0 Measuring IMC outcomes 9 B. UNICEF 12 1.0 Target Audience of UNICEF 12 1.1 Market Segmentation 13 1.2 Integrated Marketing Objectives of UNICEF 13 2.0 The Integrated Marketing Communication Mix of UNICEF 14 2.1.1 Social Media 14 2.1.2 Sponsorship 14 2.1.3 Online marketing 15 2.1.4 Events 15 2.1.5 Public Relation 15 3.0 Measuring IMC outcomes 16 4.0 Analysis of IMC practices between the two organizations 16 5.0 Conclusion 17 6.0 References 19 Appendix A: 21 APPENDIX B: 22 APPENDIX C: 22 A. Background of Hewlett Packard Company Hewlett...
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...AGILENT TECHNOLOGIES INTRODUCTION Agilent technologies is a spin-off from Hewlett-Packard (HP). For the first three to four months after the spin-off announcement, Agilent operated as “NewCo” while the team assessed over ten thousand names for the new company. Finally they ended up with „Agilent‟ partly as a way to remind themselves every day that speed was one of their core values and it was a constant reminder to them and their employees that this was the standard that they had to hold themselves to. The company revealed the new name, logo and tagline “Innovating the HP Way”. Seven months later, on November 1, 1999, Agilent began operating as a separate stand-alone company. On November 18, 1999, Agilent launched its initial public offering, which at $2.1 billion, was Silicon Valley‟s largest IPO to date. From a small garage in Palo Alto, California, to employees around the world serving customers in 120 countries, Agilent has a long history of innovation and leadership in the communications, electronics, semiconductor, test and measurement, life sciences and chemical analysis industries. BIRTH OF AGILENT TECHNOLOGIES Agilent's foundation was laid by two entrepreneurs Bill Hewlett and Dave Packard in the form of Hewlett-Packard, a company started by them to provide test and measurement equipment. HP provides products, technologies, software solutions and services to consumers, small and medium sized businesses and large enterprises, including customers in the government...
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...Table of Contents | | Page | | Chapter 1 | | 1.0 | Introduction | | 1.1 | The background of dividend reinvestment plans in Malaysia | | 1.2 | Discussion on relevant issues | | 1.3 | Problem statement | | 1.4 | Objectives | | 1.5 | Significance of the study | | 1.6 | Scope of the study | | | | | | Chapter 2 | | 2.0 | Introduction/ An Overview | | 2.1 | Theoretical Framework of DRIP in Investors’ Point of View | | 2.2 | Theoretical Framework of DRIP in Investees’ Point of View | | 2.3 | Concluding Remarks | | | | | | Chapter 3 | | 3.0 | Introduction | | 3.1 | Data Description | | 3.2 | Theoretical Framework | | 3.3 | Empirical Model of the study | | 3.4 | Methods to be Used | | 3.5 | Concluding Remarks | | | | | | References | | | | | 1.0 Introduction: Dividend Reinvestment Plan (DRIP) is an equity investment option that allows shareholders’ dividends directly purchase shares of common stock of the paying corporation instead of receiving cash dividends without going via a stock broker. There are three different types of DRIP which are open-market DRIP, new-issue DRIP and combination of open-market and new-issue DRIPs. Open-market DRIP is where the firmuse reinvested dividends to buy its outstanding shares in the open market to satisfy the needs of participating shareholders. New-issue DRIP is where the firm raises capital by selling their authorized but unissued shares or treasury stock...
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...Professor Meilich BUS 444 May 7, 2004 Ticker: GTW Stock Exchange: NYSE Website: www.gateway.com Company Description Gateway Inc. was first incorporated in Iowa in 1986, with the name of Gateway 2000, Inc. It was then reincorporated in South Dakota in December of 1989 and later in Delaware in January of 1991. In 1993, the company went public, trading on the NASDAQ before transferring its stock to the New York Stock Exchange in 1997. Today, the company’s corporate headquarters are located in California in the city of Poway. As a major supplier of personal computers and related products and services, Gateway Inc. is a firm currently competing in the computer manufacturing industry along with Dell, Hewlett-Packard, IBM, Toshiba, Apple, and others. It does not only manufacture PCs and laptops, the company also offers servers, workstations, an assortment of computer accessories (monitors, printers, software, memory, etc.), and a line of digital electronics. Gateway Inc. has a broad target market. It consists of small to large business, government and educational institutions, and home and home office. It sells its products nationally through a number distribution channels, including its Website, telephone call centers, and retail stores. The company’s mission is “to be the leading integrator of personalized technology solutions,” by “improving the quality of life through technology,” via “leadership, Innovation, Caring, Honesty, Discipline and...
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