Analysis of HP's Organizational Behavior and Leadership Issues

This report examines the organizational behavior of Hewlett-Packard (HP), focusing on leadership challenges, employee communication issues, and the decline of the company's culture. The analysis identifies problems such as loss of business, leadership deficiencies, and employee frustration due to changes in work schedules and leadership styles. The report proposes potential solutions including improved communication, open-ended communication strategies, and the implementation of new leadership styles to rebuild employee confidence and foster a more positive work environment. Recommendations emphasize the importance of leaders actively listening to employee concerns and establishing clear communication channels. The report concludes by highlighting both the positive and negative effects of the identified issues and proposed solutions, referencing various academic sources to support its findings.

ORGANIZATIONAL
BEHAVIOR

INTRODUCTION
• HP or Hewlett-Packard has been known as one
of the top companies in USA that was a very
good and safe place to work for in the country.
• There is much need to make the company
operations smooth as before (Giltinane, 2013).

PROBLEMS
• LOSS OF BUSINESS
• The business is not being able to make such
profits. The organizational culture in HP has
not been such like before.
• The ‘close-knit family’ of HP has broken down
indeed. The entire situation has been messed
up.
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PROBLEMS
• Flexibility in work schedules and freedom for employees
• The top management must find out some ways to make the
situation more serious to bring back the old organizational
culture.
• This has been quite frustrating for the employees as well
(Giltinane, 2013).
• Problem in Leadership
• The leadership problem has been a huge issue in the
organization since the leadership of Florina has been
rejected by the current employees.

POSSIBLE SOLUTION 1
Proper communication
(Flexibility in the work schedules and freedom for the employees)
• The employees have become quite confused as HP has been introducing many
new programs.
• This has been quite frustrating for the employees as well (Giltinane, 2013).
• Potential Strengths
• The proper communication between the employees and the managers will help
them to know about the likes and dislikes of each other and motivate them to
perform better.
• Possible weaknesses
• If the managers are not prepared properly to communicate with the employees
by putting their ego aside, this might ruin the purpose of the meeting.

POSSIBLE SOLUTION 2
Open Ended Communication
(Development of the leadership style and establishing open ended communication)
• Thus the employees will feel much motivated if the leaders can convince them.
• The salary should be increased and it will be the responsibility of the leaders to
make the proper strategies on how the profit can be gained.
• The dynamic leadership strategy should be followed (Nanjundeswaraswamy &
Swamy, 2014).
• Possible strengths
• The open ended communication might lead the managers to know about the likes
and dislikes of the employees. That might be effective for the future.
• Possible weaknesses
• If the employees take this open ended communication too lightly, they might lose
the minimum respect for the managers.

POSSIBLE SOLUTION 3
New Leadership Style
(Problem in the organizational culture of HP after taking over of Florina)
• The culture had completely changed after Florina had taken over the company
(Boykins et al., 2013).
• It is to say that the new leadership style should involve the decision making with
all the employees of the company.
• At first, the confidence of the employees should be brought back and they should
learn to have faith on the leaders (Nanjundeswaraswamy & Swamy, 2014).
Possible strengths
• The decision making power of the leaders can have a positive impact in the future
performance of HP. They must be strict on the calls they take.
• Possible weaknesses
• The morale of the employees have gone down. This is why they are not relying
properly on the higher authority managers.

RECOMMENDATION
• The leaders should sit down with all the employees and
listen to their problems.
• The employees should open up as well (Boykins et al.,
2013).
• It will lead to better understanding between all the
people within the organization.
• The communication should be sound and clear.
• The employees shall not have any fear when
communicating their issues with the top level
management (Bryman, 2013).

FALLOUT
• Positive effect
• The employees have been able to understand the difficulties
that they were having in HP organization.
• The employees were feeling that they were not being led in the
proper style.
• Negative effect
• The company was unable to guide or communicate with their
employees properly indeed.
• The company was running in loss because of wrong leadership
style.

REFERENCES
• Boykins, C., Campbell, S., Moore, M., & Nayyar, S.
(2013). An Empirical Study of Leadership Styles.
Journal of Economic Development, Management, IT,
Finance & Marketing, 5(2).
• Bryman, A. (2013). Leadership and Organizations
(RLE: Organizations). Routledge.
• Giltinane, C. L. (2013). Leadership styles and theories.
Nursing Standard, 27(41).
• Nanjundeswaraswamy, T. S., & Swamy, D. R. (2014).
Leadership styles. Advances in management, 7(2), 57.