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HP’s success

Hansen (2008) defines corporate culture as the general persona of an organization, its values and beliefs. Because the operations of HP include a diverse nature, there still exist different human cultures within the organization. To generate a universal corporate culture for the workplace, it pursues on implementing the policies for inclusion and diversity. HP has incorporated diversity and inclusion in the organization to create an environment where an each individual is given equal opportunity to participate in attaining strategic goals through the most of his abilities.

HP. com (2008) states that diversity is the presence of unique persons in the organization which includes men ...

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...and women of different races, ethnic groups, culture, age groups, skills, aptitude, and many other things that make one unique. Inclusion, on one hand, means that a work environment is provided to give everyone opportunity to partake in the attainment of HP’s success. It is also in inclusion that every individual is appreciated for his distinguishing skills and perspectives.

Inclusion describes the global economy that HP is trying to build with the help of its products, services, and employees as stated in hp. com (2008). I think that cross-cultural preparation can be defined as knowing how to understand and deal with different cultures in case one is transferred to a place where culture is different from his. HP requires its employees to be aware of the different cultures existing across the organization’s global operations so that they can easily adapt with these cultures. Cross-cultural preparation may include as mentioned by Kwintessential.

com, working, meeting, arranging deals, bargaining, etc. with people from different cultures across the globe. One’s understanding of intercultural differences leads to a more effective communication, trust-building, relationships-strengthening, and generates success in business. These are the reasons why HP is involved in having its employees learn the different cultures. The opportunity to be cross-trained abroad in HP is also one of their measures to fully be aware of the existence of differing cultures.

Hodgson and Hollister (1996) states that diversity training is a skill-based training where employees gain knowledge of skills, culture, and interaction along with other people. The learning can assist them to contract successfully with various clients and diverse workplace. Diversity is instilled in HP and all its processes. Employees are encouraged to think about inclusion and diversity in all the things they do to create an endearing workplace and labor force. Hp.

com (2008) cites that diversity is exercised in HP through the following: electronic job posting, environment free from harassment, employee network groups, and open door policy. A successful diversity training program Hodgson and Hollister (1996) is one that is established by a group, which includes members from the different levels of the organization, who try to develop the vision and strategy of the company. Leaders should also take part of this program since they are the role models of the workforce.

Thorough research on the review literature and resources should be done to determine the culture and desires of the organization. Furthermore, a successful diversity training program is one that enables all the employees of HP to appreciate and understand the different cultures present in the organization. HP is a world leader in its IT products, services, and learning solutions. It continues to become a world leader by incorporating the individual efforts of the workforce to the success of the whole organization. I believe that HP is a great company to work on by everyone.

Each employee is assured that his efforts are appreciated and that he is given equal treatment among others. The concentration of HP on individual needs has paved the way for it to invest in intellect rather than tangible resources. It is the workforce that makes the organization – this is especially true in HP.

References

About.com. (2008). Training and Behavior Change. March 5, 2008 from http://humanresources. about. com/od/trainingtransfer/Training_Transfer_and_Behavior_Change. htm Aibd. org. Manual for Media Trainers. March 5, 2008 from

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