Managing the strategic Dynamics of Acquisition Integration: Lessons from HP and Compaq Suggala Indraneel 012513187 Aim of the paper: This article discusses about the Hewlett Packard company and Compaq merger and analyzing the final result of the acquisition of the companies. The aim of the paper is to examine the operational integration process, process of formulating the integration
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agency conflicts in the exchange between HP director Sam Ginn and McKinsey experts. McKinsey consultants wanted the merger between HP and Compaq to occur because they might have been able to collect higher fees. Therefore, they immediately squashed any doubts and gave advice for the merger to happen, even if carrying out such an acquisition would have destroyed value for HP shareholders. 2. For Patricia Dunn, the past successful consolidation mergers are vulnerable but overcome key challenges
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transform HP through the Compaq merger, arguing for synergies in products and services. She even believed a successful meld of the two companies’ very different cultures would occur. Each had elements the other did not, so combined they would create a great new culture. This view was shared by all board members, save Bill Hewlett’s son, Walter. He opposed the merger believing the end company would make little impact in the PC business and that the cultures could not be integrated. Former HP marketing
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Dell. Compaq tried to adopt Dell’s approach, but with limited success. The second shock to Compaq came when it acquired a company even larger than itself—Digital Equipment. Mr. Pfeiffer believed that the purchase of Digital, with its huge and respected technical sales force, opened new opportunities for Compaq as a global service company. But combining the two companies proved to be hugely expensive and extremely complicated. Ultimately Compaq decided to merge with Hewlett-Packard (HP) (www
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and CEO of Hewlett-Packard Company - the first woman CEO of a Fortune 20 company. She was given a mandate by HP’s board of directors to “shake things up” and was later named the "Most Powerful Woman in Business" by Fortune magazine. Prior to joining HP, Fiorina spent nearly twenty years at AT&T and Lucent Technologies, where she held a number of senior leadership positions (Cara Carleton Fiorina. (2014). In 1999, Hewlett-Packard hired Carly Fiorina, former senior executive of Lucent Technologies
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Hewlett-Packard Under Carly Fiorina and After Her Submitted by: Chris L. Espina Date of Submission: May 17, 2014 I. Perspective held by the Students This case talks about the management and leadership of Carly Fiorina, the chosen CEO of HP after her long years with AT&T and Lucent Technologies. She was known to be a woman of “silver tongue and iron will”. She dropped out of law school and pursued for Business Administration and Marketing Career and found herself successful in the
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Hewlett and Packard(HP) was started in 1936 by two electrical engineers from Stanford University, William Hewlett and David Packard in a garage. It started as an electronic measuring and testing instruments company and then it expanded into imaging, printer, personal computer and technology business. Traditionally when the company was under the CEO John Young in 1978, it produced wide array of products and managed to shine out as the market leader in printer business but then gradually its growth
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Reorganization of Hewlett-Packard: Carly Fiorina’s Change Era Tuesday, February 17, 2015 MGMT 6320: Leading Organizational Change I. Background and History of Organization Nature of Products and Industry Hewlett Packard (HP) is a leader in the computer industry. HP started as a test and measurement company, however, the company began selling computers and printers in the 1970. The computer industry started to grow in the 1990s due to the growing popularity of personal computers and the introduction
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Hp-Compaq Environment Analysis HP is one of the largest companies in the world but despite its success and multinational reach, it is still subject to forces beyond its control. Hence, in order to properly defend its empire and plan for growth, management of HP have to understand the way the external world works, where it is progressing towards and how it all affects HP. Three broad and different categories form the external environment of HP and these are the general, industry and competitor environments
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Contents Abstract 3 HP Background 3 Company Mission 4 HP’s Corporate Objectives 5 Mission and governance Analysis 5 Recommendations 6 HR Report on HP 7 Recommendation 8 Internal Analysis 8 Recommendation 8 Mergers Acquisitions and Spin-offs 9 Recommendation 9 External and Global Environment 9 External Analysis 10 Recommendation 11 Porter five forces Analysis of HP 12 Recommendation 14 SWOT Analysis 14 Conclusion
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