This video was very eye-opening in that HP’s management style/model almost challenges most styles of leadership and organization. While upper management sets the goals and standards, they are not constantly looking over the shoulder of their employees. Rather than do that, they step aside to allow their individual contributors perform their tasks. This stood out to me because it creates a much healthier and employee-friendly work environment. Individual contributors feel more empowered when they are not constantly being supervised. They have a greater sense of responsibility when they are working on their own and this is one of the best strategies that HP implemented. Additionally, HP prioritized customer service, employee satisfaction, and world-change over profits/money. This approach to the way that they conducted their business in addition to how they managed their employees was proven to be very successful. At almost every business school in America, students are taught that profit maximization is the number one priority for any business or corporation. HP’s business model and path to success is one that is often overlooked when it comes to looking at successful businesses and organizations. If a company takes care of its employees and customers, they will in turn take care of the company by generating profits to help the business reach its goals.
HP Way! It is the reason why I have been working at HP for 30 years as of 2018 and keep working at HP even today (2019). People are saying there is no longer HP Way, however, I still believe there is and it is the DNA of HP, trust people and the employees work better honestly, sincerely to achieve the best performance. Reinvent HP again!
Many big companies have very humble beginnings. The key to creating "the next big thing" is having drive, motivation, and trust in your partners. In order to build something from the ground up you can't be afraid to get your hands dirty and stand up for yourself. One of the things that stood out to me the most from this video is when David Packard said "the goal of our company is not to make profit, but it is to make a contribution." This in turn will make the company profit because they are putting the customer, the employees, and the needs of human beings in front of making money. When you know that the company cares about the customers and employees you feel valued as a customer and are more likely to give them your money. Making a contribution was more important than making a profit and that was the corer value of the business. If a company takes care of the customers then the customers will take care of the company by giving them business, and David Packard understood this and that is why he created such a successful business out of nothing.
I certainly am glad I watched this video regarding how the company HP was started. The HP way was a slogan commonly uttered throughout the company on a daily basis. Bill Hewlett and Dave Packard made sure to create a culture where people understood what they had to do, and management made clear goals for the employees to follow. Packard and Hewlett trusted everyone in the company to achieve the goals set for them. Although they set goals from executive chairs it was still a form of subsidiarity in my opinion because the employees at all levels were delegated tasks that only they were able to do. HP wanted to change the world through the way they conducted business, it was paramount that at all times people were working to contribute to company success which is what makes the HP way so great. If you want to be sure that a company is successful, look at its culture and you should be able to tell if they are a well oiled machine or not. HP created a very healthy environment that allowed for everyone at the company to grow and improve. This is what made the HP way great in my opinion.
I worked at HP from 1998--2001. Years earlier, I had read "The HP Way" and I remember thinking that if I ever founded a company, I'd want to follow those principles. I was SO surprised to find that the culture codified in Packard's book was essentially what I experienced at HP in Santa Rosa. It was an amazing environment filled with amazing people, and I'm so thankful to have ben a part of it.
This video about Hewlett-Packard demonstrates how they were able to be so successful throughout their existence. They were an inspiration to businesses then and still continue to be one. They were not afraid to stand up to those above them in efforts to prioritize their customers and their needs. I appreciated their comments explaining that the point of their business was not to make money, but that making money was just necessary to achieve what they wanted to make the world a better place. This mindset is what allowed HP to create a family-like culture with their employees and other businessmen. This is an idea that I have seen several times throughout my time in the Busch School at CUA. It is constantly a point to be made that businesses should be a “force for good”. It is not about the profit we make, but instead what we do with that profit. It almost seems that the HP owners went through our program considering the mindset they held. When businesses are able to spread this idea throughout their businesses is when their employees will be happy and their performance will begin to skyrocket. When everyone within the company can buy into the purpose of the business, it will become much more successful is serving their customers and making a difference. HP figured this out right from the beginning.
The essence of the HP way complies with having the top management set the overall object at hand, and then lets the people do it. This kind of essence allows for the people all the way at the bottom to have as equal as a say compared to those all the way at the top. This reflects one of the most important ways a business can find great success. With this being said, it sounds like everyone that has come across the HP company has enjoyed their time there and learned a lot. Ever since the company was brought about, the inventors and CEO’s aren’t about what typical businesses are about, they think about the contribution they are setting and giving to their employees and the surrounding environment. Whereas typical businesses only focus on the money aspect. This incorporates one of the CST principles, which is the common good. They look to help the community as a whole rather than separate individuals and I find that very important and necessary to making the most appropriate business model.
The documentary mentions that this serves as an inspiration for what later came to be silicon valley. The ice that two innovative guys in a garage could come up with the next big technology is inspiring. It is also inspiring that they managed to build a culture, which they called “the HP Way”, where employees, customers and the community in which they worked was put first. This mindset in business is rare and it took a bold leader to see that there was more to this than shareholder profit. Without a serious focus on the customer and on innovation you can accomplish nothing ultimately. This is what led to the many innovations that followed for HP: their commitment to making a contribution as opposed to following others into technology allowed them to always focus on delivering a product that would improve people's life. This is a great example for modern business leaders to follow. The essential thing is to free your employees to be innovative in the first place and this applies to all types of businesses beyond technology. In customer service you can free your employees to find good and new ways to help customers feel welcome. This is a universally applicable principle.
I believe that HP's values and work culture really set them apart from the competition, at least during the growth stage of their business. Having decisions made at the lowest possible level is a fairly simple way to improve efficiency and communication within a business. More businesses should look at how HP was managed and apply those values as well, especially when it comes to how employees are treated. Giving "bottom level" employees the ability to work informally with their superiors gave them a sense of belonging within the company, as well as rewarding employees for being innovative are ways that companies can do more for their employees which in turn, would result in that employee to apply their skills with more care now, as they may feel like their work has a greater significance within the company. In other words, a positive work environment and treating everyone within the business with respect and dignity is a great reason why HP succeeded as much as it did.
"That crazy aussie bloke" sent me here, lol. 1st mailbag Monday strikes gold. Thank you Davy Jones (EEVBlog), you will be the inspiration for many young inventors and entrepreneurs in the future.
Recent HP hire here... makes me glad I chose HP for my first employer out of school. Makes me proud to be part of such a legacy. I know there have been problems in the past decade.... let's work to bring back Dave and Bill's intents to the company.
I am so proud to have been a employee of HP for 27 years (& my husband for 16 years)! And now our prototype company (Wright Prototype) makes parts for HP. From what I learned from Bill & Dave in all those years & my co owner of our company learned, we have practiced in our own company. Thank you HP (Bill & Dave)!!!!! #fundamentalsofthehpway
I was with HP in Australia from 1972 till the end of 1990. HP was a great company made up of great people. First met Bill Hewlett in '73 when he invited me to come to the HP TV studio where he announced the release of the HP80 calculator. I still have a working HP35 calculator.
To "Mr Carlson," and everybody. I was with HP for 27 years. I'd still be there except I managed to find three doctors who kinda missed that I had (as the fourth doctor said) "Terminal Pneumonia." It took THAT (The whole "dying thing" can sometimes ruin your plans. Go figure) to get me to leave HP. But it was time, not just 'cuz I got sick enough that I was given months to live at LEAST 40 times -- I didn't care for that "option" -- but it was time because we made a truly "terminal" decision in bringing on a CEO who thought "The HP Way" was outdated and she did everything possible to kill it. And she did. Sure, she got fired (The media will only say she was "The former CEO at Hewlett-Packard") but in the four or five years as CEO she laid HP to waste. But Lucent was first, and that too was almost burned down by that CEO; What is it? Oh yeah, "Fool me once, shame on you. Fool me twice, shame on ME." Well, this CEO believes "shame" is something only the "little people" submit to, SHE knows better. Sure, two companies got destroyed, but hey, "it happens." So I'm not some ex-HPer with a grudge, I got sick, period. But I now find that a LOT of the new HP people now believe that HP is "stuck in the past" and "Needs to change because the world has changed." Right. So, HP went through the end of the Great Depression. I think things "changed" by that. WWI was a "change," as was the Korean War, Vietnam, and several other "smaller" wars. HP dealt with numerous recessions, it survived when we were told to eat peanut butter instead of meat and to wear sweaters at home to save energy. Gas prices forced some very REAL changes because cars would get 12 mi/gal and the Japanese sold cars pushing 30 mp/gal. Oh yeah, I think dropping not one but TWO Nuclear bombs might be a "change" as well. And of course we had a couple near-attempts on assassinating our Presidents and of course one President WAS assassinated, as was his brother during the '68 election. But NOW we have to adapt to this new CHANGE we have? What, because the internet bubble burst? Global Warming? (Wait, is that still around? I thought the "scientists" said that by 2010 NY and Hawaii and much of the world would be under 20 ft of ocean? I don't, unlike Al Gore, own my own home ON THE OCEAN SHORES, but I don't think NY is under those 20 ft of ocean. Oh yeah, and it seems those poor cute polar bears who should be extinct by now, well it seems they "didn't get the memo," they're overcrowded by MORE polar bears now. So whew! Thank God...) So, anyone who thinks that "The HP Way" is outdated clearly has no clue of what the HP way was and is (Or SHOULD be. But that's due to "what's her name.") The new hires seem to just figure ALL companies consider employees as expendable and toss them aside for new folks to come in, and the cycle continues over and over. And it's sad, they never had the chance, as I did, to see how a REAL company can succeed by the most simple things, hire people, tell them what they need to do, to tell their manager if they need some equipment or help, and let 'em work without being "micromanaged." If you did good, great, if you screwed up, learn from it and keep trying. AND, if you just have an "idea" one day, make one and see if it's any good. (There's an old, true story about an HP engineer who had an idea and decided to give it a shot. Other engineers joined and it was working as they hoped. Well, it goes on that Dave saw it and said "I don't EVER want to see that ... THING in this lab ever again!" And left. He came back sometime later and saw that "thing" and said "Hey! I thought I told you I didn't want to see that thing ever again." The engineer said "No, you said you didn't want to see it in the LAB again. So I moved it to production, we're shipping it this week." Dave is said to have smiled and patted him on the back and left. THAT is The HP Way.) So, my only wish is that people can find, or even MAKE a company that just comes CLOSE to what HP did for over six decades. Google is said to have tried and well, if so, that didn't go so well. But c'mon, if I were younger I think I'd like to give it a shot. I mean, if two guys can make something in their GARAGE and wind up with HP, well, how hard can THAT be? (A bit of sarcasm there. Bill & Dave weren't just "some guys," people like them are exceedingly rare. They didn't get "lucky," but they DID make 100's of thousands of their people feel VERY lucky indeed. I know, I was one of those "lucky ones." :)
Right from the start of the video, one of the first things that is talked about was the “HP Way” which was top management sets the overall objective and then gets out of the way and lets the people do it. Right away this sets the overall idea of what HP did and why it was so important to let the people do what the overall objective was and was the most efficient way to get things done. The “HP Way” was the bedrock of the company’s success, all of the employees who worked at HP loved to work there and were proud to say that they worked for HP. Having that culture within a business is very important and if the workers are enjoying what they are doing then it makes employees want to come to work and get work done. Having that mentality within a business is almost scary because the sky is the limit at that point. Another thing with HP was that everyone was proud of being apart of the company, and also employees wanted to contribute to products and getting work done.
I enjoyed watching the mini informational video because it allowed for the audience to truly be engaged in the story of HP and how the organization came to be. The video was not long, which kept me engaged because it seemed to be a quick rundown of how the organization operates. What I did enjoy was learning about the “HP Way '' and the top management, where Dave and Bill set the overall objective and then gets out of the way and lets the people do it. At first, I thought the people in the video were exaggerating when they stated that HP set the standard for business and what they ought to be. But after watching the video, I truly agree because they were able to set up an organization that operates in a healthy environment. This made me reflect on The Art of Leadership, where Hawthorne studies discovered that productivity is affected by human relationships because the work environment is also a social environment. I find that HP was able to incorporate this into their company, which allowed for their employees to be productive. This made me think of one of their employees who received the Medal of Defiance for creating an invention that was at first disapproved of by Dave, but was later on approved.
The story of Hewlett-Packard is a very interesting testament to how an idea executed with certain management techniques can turn into a great success, in this case HP. It is not the equipment or resources which made HP the success it is, it is a well executed idea and a vision which created the HP way. The HP way was one which fostered innovation, by creating a vision for the company, managers were able to communicate a purpose to their workers, and with that general purpose in mind, innovation was allowed to freely flow. HP really stressed the value of the individual and in doing so rewarded individual innovation which drove the company to great things. One thing I found interesting about the HP way is that from the start, they did not have a specific product they sold, they were much of a do it all company, they found a way in which something could be done better or a product which was needed and produced it, from the start the company followed free flowing innovation which helped to improve people's lives in one way or the other. This free flowing innovation has continued in the structure of the company. HP started on the grounds to help people, and this does not only apply to the customers, HP valued every single worker as a human being, not just an easily interchangeable part in a machine. By taking the focus of the company off of profits, it allows the company to focus on what really matters which is people, and by treating employees with dignity it creates a company culture which values people over money.
It seems like a few different aspects made Bill Hewitt and Dave Packard, the founders of HP, dream a reality. Bill was the engineering guru and Dave was the finance and management expert. Together, the two made the perfect team. The HP way in sum is defined as putting the company and employees first. It seems like Hewitt and Packard founded their company based on the three Ps, people, products, and profit. Besides, the HP way seems to use Maslow’s hierarchy of human needs as the foundation of its mission. This demonstrates that Hewitt and Packard’s strong understanding of people’s needs, making them strong leaders. It’s been noted that leaders who make their employees feel valued and recognized typically leave. Many HP employees mentioned how Hewitt and Packard wanted to humanize the company in both big and small ways. Whether it was Hewitt stopping to take a look at what the product engineers were developing or Packard having a hotdog with an employee's family at the company picnic, the two were invested in making everyone feel respected. In turn, employees held transcendent motives, internal motives directed toward bettering an organization regardless of oneself. It looks as though HP was able to keep this type of morale among its employees after expanding internationally. While personal interaction between Hewitt and Packard were limited by distance, that did not stop them from hiring employees in both high and low positions who held the same transcendent motives HP’s domestic employees had. While HP had its share of problems in the early 2000s, it seems the one thing that did not change was the overall vision of HP.
Timeless leadership lessons and two profoundly wise and insightful people. I was blessed to be there for 11 years and then to work for two other incredible leaders in Silicon Valley - John Warnock and Chuck Geschke. They shared the same values of trust and commitment to excellence.
I spent the best years of my life working for HP and will always be proud to have been a part of the team that brought ink jet printing to the world at a time when the "HP Way" was the bedrock of the company's success, we loved our work and were sll proud to say we worked for Hewlett Packard, sadly as soon as Dave Packard passed the new generation of leadership abandoned many of the principals that made it such a fantastic company to work for, and is why in my opinion it's just a shadow of their former glory, but when it was good it was really good.
It all started in the garage and led to a billion dollar company. The HP origin was a model that encouraged people to be brave enough to take risks, invited/accepted innovation, created the HP Way to let managers step aside and let their workers do their job. The company was formed out of friendship and wanted to build an environment that was inviting for everyone. The purpose of the company was to have an obligation to the customers and to not only create revenue. Packard believed that if you want sales to rise then you need to focus fulfilling the customers needs. This idea created the HP way and driven a path of motivation, drive, and integrity for all employees. The company wanted everyone to make a contribution and be leaders of themselves. They focused on not just building a business of computers and improving technology but also creating a culture of being a family. Hewlett and Packard tried to not make an environment of ranking managers and employers but a company of consisting people at equal level working together to create the next great product. The managers set the objectives and let the workers do what they need to do, which is a main reason why HP is where they are now.
This October 2019 will be my 35th year with this great Company. How blessed I am to be here so long, and looking forward to many more years. I wish all employees can watch this, be the best they can as they said, and contribute to all.
What a great story! If more companies started listening at 16:27 this world would be far less full of politics and pretty paper degree's. I don't want to see what you have accomplished on a piece of paper, I want to see what you can accomplish right now.
Indeed a great story, but by time I joined in 1988 it was very different. In my opinion John Young and his team kept up the illusion of the hp way while driving a stake through its heart. Consensus management was the order of the day, management was busy avoiding risk, while having Tom Peters perform the reach around with his book 'In search of excellence'. Carley Fiorina completed the death of the hp way and brought an imperial management style to hp and accelerated the downfall of hp. I gratefully took a buyout and left the company 20 years ago, with stock options so far underwater, that even the Nautilus could not reach them. Several friends have remained (survived) and now work for a company that is fully on board with the rest of the world, the shareholder is king and all decisions are driven by that fact. As for Mr Carlson's lab? Absolute thumbs up, a very good teaching style and interesting.
It is a really inspiring story about how Bill and Dave, not only did they create a successful business, but also they created a respected company that had a very strong sense of culture and community. As it mentions in the video, Bill and Dave were two friends that had creativity, a drive of energy and they were entrepreneurs. There were just two people in a garage with little resources. But their desire to prosper and flourish was so big that they started working together and created one of the best known companies worldwide, HP hardware company. What I enjoyed the most about the story was that it was a company formed in a friendship. And Bill and Dave being friends created HP, while both of them looked at different aspects of the company. While one looked at the financial side, the other was helping in the technical fields. Something that I learned from this video is that the purpose of a company is not to make money, but to make new contributions to the world. It was not about launching a product just because, but instead managers put pressure on the employees so the contribution was unique and new. Also, the company's success can be seen also because they had an obligation to take care of their customers, employees and shareholders. If you take care of everyone in an organization and the business is guided always towards increasing prices and profits, it will be a successful company. Bill and Dave were dedicated to this, HP was guided towards always becoming better at what they did. Another important aspect that contributed to the success of HP, was that they had social events with everyone in the business. Dave and Bill cared for their employees, and this is what brought them together and increased effectiveness. Also, trust in the employees is something very important. It mentions in the video that even if you went to another office at a different place, you could feel the same environment. If you trust your employees, they will be brave enough to take chances and make hard decisions even if the CEO is not present. In conclusion, we can see how HP’s core values were always present, not only did they create entrepreneurs but also people were happy and worked independently making the company a total success.
A shame to see such a noble beginning polluted and degrading by the "professional managerial class" whose decisions are fuelled by their equity linked pay and not by what is good for the company and it's REAL stakeholders - the EMPLOYEES. All HP cares about now is share buy-back in it's pursuit of the appalling, dreadful, greedy and despicable nonsense of "Shareholder value"
Dave and Bill cared about their employees. I know this for a fact. I was w/HP from '93-2010. It was a great ride because *I* made it a great ride. The last 5 years were a horrendous, torturous nightmare, but I never stopped being a loyal and devoted employee. I'm proud of what I gave to HP but highly embarrassed for them for the way they treated me. I won't speak for others. They can speak for themselves. I know that Bill and Dave would not have allowed employees to be treated with such callous disregard.
Hewlett-Packard sets itself apart from other businesses. To begin, they recognize the individuality and contribution of their whole business team instead of treating them as another number on their employee list. They even encourage people to become entrepreneurs and leaders. So even though it may be hard to release an intelligent individual, they want what is best for them and allow them to grow in or out of their business. Hewlett and Packard even had events in which they demonstrates how they are a community and should not treat each other differently because of their roles within the company. Hewlett and Packard are in constant search of change and development instead of being fixed, which helps keep their business up. One would not be able to expect what new technology would come out with the help of that mentality and their team, it would keep their customers on their toes. Which is another difference they have in comparison to other companies, they are based on contribution and how they can better the world and not just about gaining money. They even search for talented people around the world instead of being limited to one location. The HP Way all in all revolves around a greater cause that includes their team and the world.
Hewlett and Packard decided to start a company based on friendship and with very little resources with the aim of making a contribution to the society, an obligation to their customers and employees. The HP Company in its early days used what they term as “The HP Way” of management and leadership which involved good relations and teamwork between the management and the employees, accepting change and rewarding innovations, taking risks and no considerations of titles or ranks. Their focus was not only on the product of the company but the people too which could be seen on how they related with all levels of staff at a personal level as well as the respect they got from the home offices and away. The objectives were set by the management and trusted the people to do their job and hoped to develop their skills to start their own company. They also had a slogan that “Decisions should be made at the lowest possible level,” hence staffs’ contributions and decisions were always put under considerations. With the death of the Slide rule, HP Company made a mark in the technological world with the invention of the HP 35, The Pocket Calculator. [Rayan AlKefari]
The HP way is a model where top management sets the overall objective, then steps aside and allows the employees to execute their tasks. Even though top management oversees production, they are familiar with their employees and set a friendly environment. The HP way emphasizes the act of contributing your best work whether it be the company as a whole or each individual employee. Top managers work alongside even the lowest rank employees to ensure that everybody feels a part of the team. The focus is on what the individual can bring to the table rather than what their title might be. Every company's goal is to make money, but their intentions with that money can be very different. The intentions placed in the HP way are to make a profit to be able to get more resources to further improve the products. This way, their service can keep up with the ever changing tastes and needs of consumers. This shows that their goal isn't just to earn money to be rich but that they care about contributing to society for the greater good. They even extend their services all around the world to gain more brilliant minds on their team. The HP way values everyone’s ideas which gives a universal feeling of honor and respect all around the world.
I was privileged to be in the conference room at HP's Loveland Instrument Division (LID) in about 1971 with a group of engineers clustered about Bill Hewlett when he said words like, "Hey guys, take a look at this!", and pulled out of his left front shirt pocket the first HP-35 that I had ever seen. It was a late prototype unit, and a few months later the HP-35, the world's first pocket calculator and the first pocket scientific calculator, was introduced to the world. It ultimately sold about 300,000 units!
The HP way pioneered what it means to have person-oriented leadership, leadership that values each individual as a meaningful contributor rather than a means to a number. Bill and Dave showed incredible strengths, starting with their direct involvement. No area of the business was too small or insignificant for them, and they would often pop up in workers’ daily activities. This communicated a culture of caring and humility, where every man is worth the CEO’s time. Further, Bill and Dave mastered subsidiarity, a pillar of Catholic social teaching that means letting decisions be made at the lowest level possible. This had two effects. First, it saved time and effort for supervisors or higher-ups in that they did not have to deal with even more decisions than necessary. But secondly, it communicated to all workers that their expertise and opinions were important, and that all workers are capable of being decision makers. Decision making is the stuff of future bosses! So, this told all employees that they had room for growth. This positive self-perspective encouraged employees to do their best work, including challenging and arguing any practices perceived faulty to learn what new improvements were required. Bill and Dave mastered management essentially by being kind and being trustful where appropriate, and it cost them $0.
Dave Packard and Bill Hewlett understood business. Dave Packard and Bill Hewlett understood profits. Dave Packard and Bill Hewlett understood technology. However, over all of these, the founders of Hewlett-Packard understood people. These two men, creating the “HP Way”, not only revolutionized the traditional corporate structure, they also paved the way for what is now modern-day Silicon Valley. What is the “HP Way?” It is not a product of a think tank, or the result of years in a rigorous business school program; the “HP Way” is about promoting the dignity of the individual. Simple, yet profoundly effective. Dave Packard and Bill Hewlett centered their lives around promoting their employees by welcoming innovation, fraternity, and open minds. From the company’s inception, profits were never the main concern. Being a meaningful contributor - both within the company and towards society - was. Over the course of the mid-20th century, HP went from a garage of curious engineers to a multi-billion-dollar technology magnate. Their value add - the company valued their people to the core. Not only did they promote their ideas domestically, but also internationally, challenging the existing status-quo within various foreign business communities. Dave Packard and Bill Hewlett understood people, and that was what separated them from the competition.
HP, the billion dollar company was born in a garage. Their acceptance of innovation and risk taking made HP stand out from other companies. Moreover, Bill and Dave inspired employee's imaginations to create the impossible. HP expanded internationally to "get more out of the best minds in the world." Notably, each branch had the same culture as any other branch. The HP Way implied each branch felt they were among the best in their part of the world. Top managers set the objectives and let his team complete the goals. "Decisions should be made at the lowest possible level." HP stood out from other companies. Specifically, in Japan, it was not common for low level employees to make decisions. HP became such a powerful company because innovation was continuous. Furthermore, continuous innovation and the ability to keep your morals intact resulted in HP's success. The HP 35 replaced the sliding scale, which caught everyone's attention. Consumers were amazed at the invention of the HP 35, which made their lives easier. The birth of Silicon Vally came from Dave Packard. Dave Packard recognized the importance of entrepreneurs and shared his knowledge to create more leaders.
The story of Hewlett-Packard is incredibly inspiring. They are a great example for anyone who wishes to start a company of their own. I think what makes this video so special is how their old employees, those who worked at the company since the beginning, were able to look back and share their own individual experiences. One can really tell how impactful working at HP has been for them. Another thing that stood out to me the most was learning that David Packard believed a company should also have an obligation to its employees and customers, not just focused on making money. That is something to admire and respect, that idea or value is the essence of leadership. To be selfless and contribute back to society. The purpose of a company should always be defined before you even start it or else you will get lost along the way. Unlike David and Bill who were never afraid of change because they trusted in their values and trusted their employees to carry out those values and spread them along. Trust does not come easy but it can be incredibly valuable for a business.
I found this video to be incredibly informative and eye opening about the fantastic origins of HP. The video allows us to see almost every aspect of the beginning of the company and see how it went from humble beginnings and would eventually skyrocket into a massive company that dominates their industry. My favorite part of the video is how it shows the specific management style that was used by HP. HP had their goals set by the upper echelon of leadership and these goals would then be passed down to subordinates and follow the chain of command. Managers would not be micromanaging everything that their employees do also allow them to prosper and complete good work. If employees are allowed to just focus on their task, and not have management constantly pressuring them than they are able to perform work in a much healthier environment and this will in turn allow the quality of work to increase dramatically. At the end of the day, HP was able to use this management style to develop their company into what they are today. It shows how much pepper management can assist a company. Overall, I have truly enjoyed this video and would highly recommend it to others.
I enjoyed watching this video on the Origins of HP. The leadership talent of Bill Hewlett and Dave Packard is evident right from the beginning when we immediately hear the words "the HP way" and what that meant to so many employees. The HP Way was the understanding that management sets the expectations and lets their people step up and get the job done. The greatness behind this is that it creates a culture of unity and promotes high-level decision-making from the top down. Hewlett and Packard truly trusted everyone to do the work at the level it needed to be completed which allowed them to take a step back and drift further away from micromanaging their employees. The culture at HP was all about contributions and that everyone needed to contribute in some way because that single contribution would eventually lead to the bigger goal of changing the world. Lastly, employees were encouraged to speak their opinions and to call their boss by their first name to build relationships at a deeper level. All of this led to the great innovative success of a young HP company.
This story of HP was extremely inspirational and heartwarming. One thing that spoke out to me was that HP was founded on a friendship between two people who loved to work together and wanted to create a company together. I think this is extremely important because management sets the company culture and, as the rest of the video explains, HP seemed to have a great culture. The friendship between the founders really paved the way for this company to be a success. They created a company together that encouraged their employees to be innovative and think for themselves. Management set goals and objectives but the employees were left to complete them. Not only did this work but their employees were extremely content in their jobs. Because of this, they worked hard and went above and beyond. This allowed for HP to be able to take risks and succeed ultimately making it the company it is today. But this all started with just two men, a friendship, and an idea and ultimately blew up into a billion-dollar company with one of the best cultures to date. Hewlett and Packard are truly inspirational and should be an example to all aspiring entrepreneurs.
I found this video to be extremely informative. It allowed me to gain insight into not how HP came to be as an organization, but also the different transitions that the company has gone through over the years. Specifically, this video touched a lot on the overall management structure of HP and how this structure contributes to the company's overall success. Rather than micromanaging their employees, HP has taken a wiser approach in terms of their leadership style by placing enough trust in subordinates to be able to make decisions for the company that will lead them to success in the long-run. This video really emphasized how HP values their human capital over solely making a profit. This is so important for companies to prioritize in order to ensure that they are both effective and efficient. "The HP Way" has been a key component of their success as a company. By placing a special focus on their employees and the culture of the company, HP has been able to achieve a great deal of success over the years. I believe that HP serves as an inspiration to other companies to re-evaluate their leadership/management styles and figure out if they need to make some adjustments to their structure, and whether or not they need to value their employees more and placing employee needs at the forefront of their company.
This video shares valuable insight into the company that blossomed out of the friendship of Dave Packard and Bill Hewlett. I think the key to understanding the “HP Way” is to grasp this point - out of friendship, true goodness is cultivated. In the early days of HP, it wasn’t even about HP because HP wasn’t a thing that existed. Rather, it was two friends working side-by-side in a shed, trying to make something that would actually help people. Their ‘company’ went through many stages and produced various products, but the founding principles remained the same. It’s not primarily about bringing money in the door, but creating value, that is, products or services that people truly benefit from. The bond that existed between Dave and Bill was visible to those with whom they worked. It was a bond that cultivated a culture of true care and concern amongst employees from the top down, and it gave everyone the freedom to be great. When people are a part of a group that they know looks out for their best interest, they are primed to thrive. Any company, perhaps even modern-day HP, that wants a good business model should look to the origins of the “HP Way”. It’s a hard model to embrace because it requires real virtue and responsibility. However, any company worth working for will treat its employees with this same kind of respect.
The leadership style of Packard and Hewlett was effective and was the reason for the success of HP. When watching the video you saw a lot of times that Packard and Hewlett CEO's that wanted the employees below them to be successful. They agreed as leaders that management should set the standard line but after should give the freedom to the employees to do the work they wish to do. This leadership is impactful because it motivates employees to work hard. Most times when someone is working at a company that does not give you and freedoms to be creative workers will go with the flow and have no interest in going the extra mile. Also seeing your CEO's walking around and helping on projects shows they really care and want to see innovation. The best piece of leadership shown in my opinion was the certificate of defiance, this is significant because as a leader you need to be able to admit when you are wrong and give credit to the people around you. As a leader you live a lot in the unknown and sometimes it is good to lean on your team members to come up with creative ways to help the company.
Hi Eric: Thanks for finding this and posting. I am a big fan of the "old school", technologies. And at 57 I guess I'm in the old school band width. I enjoy and appreciate your regard and presentation of these technologies. Cheers, Mark * * *
This video has showed how HP has developed from the start with basically nothing to what they have done with the company now. HP had started with so little that it is extremely inspiring and impressive to see how Packard and Hewlett have developed the company to what it has become. The "HP way" is the understanding of bringing a friendship into the workplace to succeed in the task you strive to achieve in a way. The process of HP started from two friends working together to achieve a plan they set to help out others to one of the largest printing companies in history that some may have never thought it was possible. All in all, the "HP way" is more about the way you go about the things you look to complete as well as have a positive state of mind that can work with others in order to make the best outcome possible.
“HP Origins” was overall a very inspiring TH-cam clip. The film first introduced the two men behind the success of the profound company, Bill and Dave, and explained how their once small idea boomed. Their company first came together in a small garage which shortly transpired into their “shop”; the rest was history. I believe one of the main reasons for the company’s success was the encouragement from day one for their employees to take risks and the process of building innovation to excite all within the business. It was interesting to me that every department within the company was a part of the innovative process despite rank or position within the company. HP formed from friendship and that tradition continued as “can do people” were hired and carried the strong foundation and beliefs it was built upon. There was a constant immense pressure for all to make a contribution. Products were developed to be significantly better than pre existing market items. My biggest takeaway from the video was the immense focus on the future instead of the past. The workers at the beginning of this establishment were hustlers and they didn’t settle. They show us today the importance of drive, energy, and entrepreneurship creativity.
Hewlett-success Packard's story is truly inspirational. They serve as an excellent model for anyone interested in starting their own business. What I think makes this film so unique is how their long-serving employees, those who have been with the company since its inception, were able to reflect on and share their own personal experiences. Working at HP has clearly had a significant impact on their lives. Another thing that struck me as very interesting was discovering that David Packard believed that a firm should have a responsibility to its employees and customers in addition to profit. That notion or value is the core of leadership, and it is something to admire and respect. To give back to society and be selfless. If you don't identify the objective of your firm before you start it, you'll get lost along the way. Unlike David and Bill, who were never fearful of change because they had faith in their beliefs and in their staff to uphold and promote them. Trust is difficult to earn, but it can be extremely beneficial to a company.
Reminds me of the times I used to work for Philips.After that I worked for a small time garage company for six years. It was a fruitless love effort and completely drained me.
Being able to watch the story of how HP was created si something amazing to see. The leadership and entrepreneurship that were needed is something incredible. The founders created a revolutionary idea that changed the tech world forever. Something interesting that was mentioned was how "A purpose of a company is not to make money it makes money to do what is really all about and in our case is to make a contribution" this showed to me how ethical and sincere the very beginning was. Working at a company like HP meant that you had the ability to express your abilities and take risks. The best thing is how they mention how they value their contribution to the world not just getting products out that are not going to work. They care about their customers and their employees. HP is a company that can be looked up to.
This video was inspiring! The HP Method truly details the growth of a company using an unknown method in comparison to modern society at the time. In many cultures it is assumed that those at the top are there for a reason and not to be questioned so having a corporate culture believe in the importance of the bosses learning new hires creates a new level of trust, communication between different staff and a greater level of respect. It may not be possible to know everyone’s life but being able to put face to a name makes a much larger difference than just hiring someone. Absolutely incredible and even in todays culture do we have plenty of room to learn from the HP way!
This video was very awesome, and eye opening to see the origin of HP and see the aspect of how the company formed the HP way. The video gave a rundown of how the company is organized and how it operates as a whole. It was so interesting to see what exactly this standard that HP follows. I was also very surprised to see how much of a culture HP has and how great it is. The HP model of success looks to customer satisfaction and prioritize that customer service. I think this standard turns into profits although most people are taught to maximize profits even at the expense of customers. I think that is why the HP standard is in fact so important and needed and why they became so successful as a company
HP was the Apple for Parents. Changing the economy with destructive innovation, HP gained a good reputation among consumers. With pioneering technology, and with the rising popularity of computers. HP became one of the most valuable companies of the 20th century. However, HP was not only a leader in innovation and world market, HP was also a leader in creating culture. Similar to what Google is doing right now with its employees, HP treated people with dignity and respect. Profits, while quite important, for not the only factor to look at. Employee satisfaction was one of the most important factors that HP founders look at. For them, HP would only be successful if they acknowledged the importance of their employees. That is the HP way, top management gets out of the way and lets people do their job because everyone was seen as an important aspect that contributed to the success of the company. HP was special in this way, people were not seen just as numbers, but as fundamental pieces of the company's success. It is truly a shame what has happened to HP in the last two decades. The cultural change that Carly Fiorina bought to the company, killed to some extend the HP way.
Hewlett and Packard were both ham radio operators and actually made their own vacuum tubes as teenagers. I had a 38 year career as an HP engineer. Wonderful. 73 de KT1R
The story of HP is very interesting to understand from a Business Management standpoint. It is very inspiring, and indeed should be followed as a model for any of those who wish to step into the role of the entrepreneur. It seems as though their oldest employees thoroughly enjoyed their time working in the beginning of HP. You can tell from their emotion and their reminiscence that they consider their time at HP to be incredibly formative for the way that they conduct themselves in the world of business. What is noteworthy about HP from a management perspective of the way the founders viewed their roles as owners. They are unique in this world as they felt a true obligation to both the employees, as well as the customers, and they placed the needs of those two groups above prioritizing profits. Truly, HP is a model to be followed when thinking about how to create a successful business.
HP really set a stander for businesses worldwide, not just in conducting business but how they treat their employees. From the beginning HP has been nothing but innovative. Their goal from the beginning has been to deliver a new product to the market that can only help consumers. HP has never stopped doing that and has always continued encouraging their employees to stay in that mindset. They set a standard for other companies to always listen and support their employees. That it didn't matter if an employee was just hired yesterday or what experience they had, everyone should be apart of the team in collaborating and innovating. HP really created a comfortable environment for their employees to learn and grow. Hewlett and Packard always made sure to lead not just by example but as well as working closely with their employees and encouraging them. They set standards and values for not just their employees but themselves as well and made sure to embrace them. HP was also ahead of their time in understanding how successful they could be in bringing their company world wide. Their mentality was that everyone around the world could benefit from their products, not just within America. HP did so much more, these are just a few things they accomplished, but the biggest thing they did was set standards for how a successful company should run. A successful company is not just measured by their financials, but the company overall and HP really showed that.
This video gave a lot of great insight into the founders of Hewlett Packard, Bill and Dave, and how the company originated, along with the company’s values. I thought David Packard displayed his character and morals when he stood up in a meeting of businessmen and claimed that instead of maximizing profits and shareholder wealth, the company has an obligation to the customers, employees, and the community it operates in. The purpose of a company should be to make contributions and make the world better, which was the HP way. I admire this motto because a lot of companies today are just out to make money and they don’t care about who or what they impact. HP truly cares about their employees, customers and how they are making contributions to the world. I think another thing that the founders of HP did was create a great culture and work environment for their employees. When asked, one of the employees stated he made his best friends working at the company. When people are excited to go to work, they are much more driven and ambitious to make contributions and perform well. HP was one of the most innovative companies at the time (and still is today) as they saw the demand for their products go off the charts. Their ability to make great products was fascinating and their determination to keep bringing in great minds to advance the company was something to admire.
As others have commented it was a great company. I worked for its tiny Analytical Division (4% of total revenue) in the eighties and can confirm that. If this video was released in 2005 it was around the time the board fired Carly Fiorina after 30,000 employees were let go. Somewhere the company lost its way (sic) and the statement made in the video about not being able to destroy the company DNA is not true. Greed can do that.
Greed *has* done that and is responsible for the guy in the oval office today. All it takes is self-interest over all else to slowly rot a country. I saw it inside HP when all the good managers left. It was as if the place was overtaken by zombies.
After watching this HP Origins documentary, I have gained a great appreciation for and understanding of Hewlett Packard and how the company came to be. I found it to be very interesting to learn about the story behind how Bill and Dave started the company from nothing and the operational structure of Hewlett-Packard. Hearing that Bill and Dave began the company by tinkering with technology and machinery in their garage is very inspirational as all you need is a good idea and hard work. Looking at the relationship between those in the company we come across this idea of the "HP Way". With the "HP Way", you see the top executives and management who set the overall goals and leave the creativity and imagination to the people. I believe that this is such an organic way for ideas to be created because the culture allows for all voices to be heard. No matter what role you have in the company or what rank you are in the grand scheme of things, you are able to come up with the next groundbreaking idea in the company, which is quite frankly amazing. This business framework developed and perfected by Hewlett-Packard set the standard for the many company cultures we see in the world today.
"HP is the inspiration for the entire valley" stood out to me. Silicon valley was birth through Dave and Bill's love for contribution and technology. Through their friendship turned corporation, HP was all about innovation and the HP way. They built a purposeful and customer-centric company culture that remains strong in the field of technology. The company was founded on the values of people, products, and profit. I think it holds on to the value of people that has certainly removed products and profit out of its mission. That's why the HP way is authentic to the company and leadership. HP understands the way to succeed is to cater to what people need. In the early stages, Dave and Bill invented all sorts of technology, such as automatic lettuce pickers and shock seats that help people lose weight, but these things were not in need. So when defining their mission and solidifying the course of their company, emphasizing people's need is one of the many attributes that employees and consumers appreciate. This appreciation from both those in the company and out made HP leaders in technology. Innovation and creativity are possible when leaders in big companies allow their employees to feel seen and empowered.
“The HP Way” is basically what delegation is all about. The higher ups of HP set the goals and methods in which to meet those goals but then after that they get out of the way of the individual contributors. They empower those individual contributors to be innovative in how they go about reaching the goals that have been set. This is how the company was started too as it was formed by two friends who knew they wanted to work together. It was formed by two smart individual contributors that were hungry to succeed. This is why the higher ups step aside for the individual contributors to go about their business as the creators of the company and thus in turn the standards of the company were once those individual contributors themselves. HP also made their customer service a priority rather than profit. They would not release a product just make money but to really contribute something to the field in which that product was aimed for. This means that wanted the best performance possible from their products which in turn satisfied their customers. These customers also had all their needs tended too by the employees as they really cared about their customers.
When I watch movies. like this on TH-cam, I tend to be critical on how the film was created because I am currently taking Ancient Cinema. The class teaches me the special techniques some of these groundbreaking movies used. The first topic talked about in regards to business is the "HP way". The HP way was the foundation to this business and explains how it did so well and expanded so fast for the time it was created. The HP way focused on each person as a individual and what they could bring forward in the work space they inhibit. Managers were taught to foster techniques and the way of working to their employees. HP also fostered innovation which brought a lot of new ideas frequently forwards always bringing new business ideas for HP. One of the things that sticks out to me and is very important is how HP was founded which was with two best friends who had a lot of trust and ideas. This was great because it created a healthy and thriving company with a foundation built on making everyone feel important. Having this culture is very important in business because it creates an environment where the workers feel comfortable to work progressively and efficiently.
This video exemplifies that HP is a company that puts its people at the center of all decision making. They practice subsidiarity by making decisions at the lowest possible level by those closest to the problem. At HP, it is more about contributing to a team and doing a job well rather than the title of the person getting work done. They encourage people to take risks and think as much as possible. HP prides itself on trusting the people they hire to get stuff done and as a result, all HP employees are empowered to step up. Not only does HP create effective products, but it develops confident and satisfied employees contributing to its continued success in the market. If I ever come into a leadership position, I aspire to create a team environment within my organization that emulates the people-first values that HP practices.
HP came into a billion dollar company by starting out in a garage. Bill and Dave encouraged people to take the risk and believe in the possibilities. The HP way was that “top management sets the overall objective and then gets out of the way and lets the people do it”. Bill and Dave’s success started in a garage with $500 and simply having a good idea. Disney was what lead to their success as that was their first major project. Bill and Dave had the drive to be successful. How the company was formed was through the friendship of Bill and Dave which was not common in the time the company started. The purpose of the company was not to make money. It was to make a contribution to the world. The contribution HP gave was giving back to the community and customers. Bill and Dave took part in their company in making sure they knew their employees and treated the employees like family. Bill took a risk with the HP35 calculator and it worked in the company’s favor. Both Bill and Dave saw the opportunity for worldwide market. Keeping the HP way made the international locations feel the same importance. All HP employees felt that they mattered because of the way each office was ran. Dave did not care about the ranks and titles, he just wanted people that could do the job and think outside of the box. Change allowed HP to find opportunities. Bill and Dave created the environment, but it was through the employees that made HP successful.
The video outlines the history of the HP Company. The first narrator explains that HP was founded by Bill Hewlett and Dave Packard in 1939. When the company started, the narrator explains that it had not polished its operations but had a clear vision about where they wanted to get. For instance, the company’s first devices, like the calculators, were too large and relatively poor. However, the engineers were focused on making the technology better until they attained efficiency. One of the factors highlighted in the video as having contributed to the success of the company was the relationship between the management and the staff. As explained in the video, the management freely interacted with the employees to motivate them to remain committed to their work. One of the employees stated that the majority of her friends were employees of the company. The level of friendship between the employees influences their willingness to collaborate in doing their work. As explained, the HP employees were friends only to themselves and the management and thus could easily collaborate towards achieving a common goal. I agree with the sediments that how people relate in the company influences the performance. From experience, I have found myself enjoying doing my work when the people I have in the workplace are friendly and willing to collaborate. [Cheima Aouati]
HP Origins was a highly inspiring TH-cam video. The video starts by presenting Bill and Dave, the two individuals behind the amazing company's success, and explaining how their once little idea grew into a huge success. Their enterprise began in a modest garage, which quickly evolved into their shop, and the rest is history. In my opinion, one of the primary reasons for the firm's success was the organization's early encouragement of employees to take chances and the process of generating innovation to excite everyone inside the company. It was fascinating to me that every section in the organization, regardless of level or position, was involved in the inventive process. HP was founded on friendship, and that legacy has been maintained as "can-do" employees have been employed to carry on the company's strong foundation and principles. There was continual, intense pressure on everyone to contribute. Products were created to be far superior to those on the market at the time. The video's major message for me was how much emphasis was placed on the future rather than the past. The workers at the start of this business were hustlers who refused to settle. They demonstrate the value of drive, energy, and business ingenuity in today's world.
I do like what HP was when they built up very sophisticated measuring equipment. I used some of that gear when i was at VDE and "Deutsche Telekom" But what it had become by now....Just another Computer seller....As usual HP done a cool printer back in the late 80th early 90th (HP deskjet series) and this made them go nuts about that computer thing...They had forgotten where they came from. Now Agilent does that measuring thing. IMHO Agilent will outlast HP some day.
The culture at HP was inspiring. It was built on trust and respect. Everyone had a part in what was going on, which gave a little bit of responsibility to each employee; leading to the success of the company. Dave and Bill were friends and every employee hired was like adding another friend to the group. They believed in an obligation to customers, employees and their surrounding community. Dave would just jump in on the work. He would sit with employees and work on whatever they were working on at the time and stay with them until they finished the task. He was managing first-hand by seeing exactly what was going on in the day-to-day business. The pressure from HP didn’t come from hounding the employees. It was that they expected good performance, and the outcome was pride in each and every employee. The employees worked hard to feel proud of their accomplishments. There was personal knowledge of everything going on in the company. There were no secrets so that everyone felt involved. Dave Packard even said, “It’s everybody’s business to do a good job”. The community was fostered by Dave and Bill through social events. They created an informal atmosphere, which felt more like a family than a corporation. They did this globally with every branch by making a point to personally know their employees. They got the best minds by sourcing talent overseas once their company became an international business. They saw a need for their products and set up factories for local talent to participate at. There was a universal feeling of honor and respect between the entire chain of command, even at the lowest level. Ultimately, HP was not in business to make money, they were in business for the customers and to work towards the overall good.
I thought this was a great video that displayed what people are able to accomplish when they set their mind to something. The thing that separated HP from the start was their ability to promote the need for development in their company. Employees were constantly challenged by their managers to come up with new innovations and ideas for the company. I think this is what made HP such a great company for so long because they were constantly learning from their fellow coworkers. I think we can all learn something from this video which is that you have two ears and one mouth for a reason even as a manager people need to be listening to what is around them.
This video, and the history of HP, shows the benefits of embracing innovation and creating the “next best thing.” They originally created sound devices, tools for bowling alleys, ways to tune harmonicas, and many more. All of which approached issues and projects differently. HP is different from other companies because it is built on a friendship. I would suggest that this is what makes the company so successful. They have developed a focus on the person: the customer, and the employee. They focus on the customer by wanting to make some sort of contribution to customers’ needs, which Hewlett and Packard argued was the primary role of the company. Businesses that stand the test of time are those that make a contribution. The employees were vital to this process and all “pulled an oar.” They created a family and worked together based on the objective created by the top managers. They were inspired to work hard because they believed in the mission of the company and were trusted by their managers. I agree with the man who argued that the HP Way is more important now than ever, and I could not agree more. As businesses are more complex and individuals are separated because of health concerns and globalization managers must continue to set a clear objective for the company and continue to trust employees no matter where they are.
Having an entrepreneurial approach to business is very important. The HP way embodied this innovative approach in how the founders Hewlett and Packard were constantly thinking of new ways to impact society. The company first began with audio oscillators for Disney. Another impactful product that the company sold was the first slide-rule pocket calculator in the HP-35. More recently, they are known for their PC’s. The different products the company has rolled out demonstrates how innovation is very important in the company. From the founders to its employees, the company prides itself in innovation to contribute in an impactful way. Not only was innovation crucial towards the success of the company, but it was also how Hewlett and Packard took the risks necessary to ultimately succeed. In business, you have to take risks to be rewarded and that was what HP did. Another important part of the company’s success was the company’s family culture. This culture created an environment where everyone respected each other’s ideas. Not only were people respected, but they were given the autonomy and the tools necessary to do the job and succeed at it. The model Hewlett and Packard set in their company was the main driver than led HP to what it is today.
Seeing how HP handles their employees and work life is so great to see. Typically, when thinking about such a large company, you do not really feel that big family or team atmosphere. The founders really broke the business model that was seen to be the only real way to work and looked to their employees as humans and who do work to create a better world. The management knows how to work with people and trusts in their employees because they have trust in themselves to forge and create. By running the way, HP is shown in this video brings out the best in the people that work there. It is a place where people want to be, and they all like being around each other. This positive place made it easy for people to be creative and reach for new innovations. By also giving their employees to go ahead that if they want to move on to their own larger futures, they also made the work place a comfortable environment to be straightforward about goals and wants. Also, by bringing in all of these intelligent and entrepreneurial minds, they were able to pick up more people that could think for themselves and make growth while at the company.
Lucky us who benefitted from the hp way, from what bill and dave built. Lucky us who were there before 1999. Proud we are, and not shy to say, "we graduated from hp".
This inspirational story about the HP Origins resonates with the American people and the American Dream. Starting small, they created a billion dollar company. The culture of the company started because Bill and Dave were not simply owners, but emotionally involved and invested in this baby of a company that they created. They wanted brave people to take risks and think large. They invited people into a culture of a business that accepted and rewarded innovation. This is a good standard to set forth as an understanding of the HP way because there was not one creation department, but rather multiple innovators and thinkers and engineers in every department of the company. There are more outlets to pull ideas from when people spread out instead of getting stuck. The story reminded me a lot of Facebook, where Dave and Bill started in a garage and Mark Zuckerberg started in his dorm room. Hewlett and Packard created not only a successful company in business but created more in business and in the culture respected companies.
This video and the entire story of the HP company gives a great in depth insight to the great managerial style that made HP the company that it is. Dave and Bill, the founders of the company did such a great job incorporating strong morals and family oriented. The HP company aimed to treat their employees like friends and family which created a work environment that was very strong and motivated to perform the best for the good of the team and the company. The company clearly encouraged and invited innovation to the company. The HP founders were able to instill and set a high standard for themselves and their employees which helped their company to sky rocket and become a great corporation to work for.
My dad worked here for 17 years. Truly, a company built by the 2 best entrepreneurs of their time, with unwavering support towards its customers in the present times, but now in shackles due to the extremely pitiable and worthless CEO "Meg Whitman" and the terrible decisions taken by her which will undoubtedly shatter the beautiful companies into pieces should some rectifying measures be not taken immediately.
I really like the video because I learned a lot about how this company came to be a successful company. First of all, it is incredible how they start it in a garage, and they grew and became one of the most important and prestigious companies to work for. Bill and Dave built the company and created an environment where they encourage people to take risks. They accepted and rewarded innovations. Trust is essential, and this is what they had. Having trust in an organization is very important among top management and their employees because there are going to be times that employees will need to make decisions when the CEO is not present. He will need to trust that they make the right decision. As explained in the video, HP was like a family; employees were friends not only among themselves but also with top management. This influences a lot in the company because employees were encouraged to collaborate and work towards the same goals. The essence of HP was that top management set the overall objective and got out of the way, and led the people to do it. It is a company that cares about its employees. It was also interesting to know that this culture was the same in any company around the world. In addition, it was interesting to learn that the purpose of a company was not to make money at first but to make contributions to the world. These are some of the reasons why HP is the company that it is today.
This is a very interesting story of two entrepreneurs. The main idea which I see expressed in the company, is a sense of respect for individuality. This is the core value which builds the fundamentals of a bottom-up management structure. This was one of the major points of focus for everyone in the company. The emphasis placed on the ideas of all employees of the company, is the main contributor to the positive culture which is so apparent. The goal which they reiterated multiple times, was the focus on improving some aspect of life for people. Rather than focusing on collecting products, the HP way so to speak, was to create something of value for the world, which intern would yield them financial success. This is apparent, as the consistently underestimated the demand for many of their earlier products. It is clear that their goal was not oriented around results, but around pure innovation. Fundamentally, getting back to my earlier point, the core value of this style of management is respect for employees. Allowing people to make their own decisions, and think for themselves, increases both creativity and productivity. This method of management shows a trust in individuals, which promotes a healthy and positive culture of interaction. This is the type of culture which excites employees to push themselves to be the best they can be, and create the best possible products. I believe this respect for the individual, and the allowance of individual contribution and creativity, is integral to the development of a positive company culture. Often times this culture can be the underlying cause for the company's success. Without this management culture and style, HP would not have developed into the leading firm it was for many years. Allowing individual expression in work, integrates employees into their tasks on a more personal level, allowing their goals to be refined and the results to be perfected. This is, in my opinion, the best way to manage people as it promotes their personal growth and success, which is then shared by the company.
What an incredible story that we've been given the opportunity to learn about! As you probably already know, whenever getting the opportunity to watch a film in one of my many business courses, a part of me is always immediately tempted to review it solely on the basis of film criteria. Today, I will veer off a bit by solely looking at the film how it should be: an analysis of Hewlett-Packard. When watching, I can't but help to compare Packard to the likes of other phenomenal leaders, such as the likes of Steve Jobs, Henry Ford, Carroll Shelby, etc, in the sense that he wouldn't stop until he was able to see his idea through. Determination is what sets great, successful leaders apart from everyone else. Any person can develop an idea, but it takes a great leader to see that idea through. This is a lesson that I've seen play out repeatedly, time-after-time. Whether it is through watching inspirational documentaries such as this, or reading works by authors such as Napoleon Hill, or simply by listening in on class, if there is one thing that has proven itself to be that of objective truth, it's that success is yielded simply by sticking to your plan.
The HP way taught people the standards and processes and then got out of the way for them to do it themselves. They were guided by motivation and innovation, which was highly encouraged across the organization. In HP, top executives believed the value and purpose of a company are not to create revenue. You make revenue to do what the company does, and it's to contribute some way or another to society and serve its customers. Through the HP way, the most important thing was to contribute. You weren't just building a product; you were building a company of good people. The HP way involved employees in every step of the process and valued every single branch within the company. They had a decentralized structure in which all levels of the organization had the power to make decisions. This was part of their success. Top management focused on setting the overall objectives but let those below the organization use their imagination and creativity to complete the tasks and make the decisions. This requires a lot of trusts. Trust is an essential aspect of success in an organization. Employees need to feel trusted to have the confidence to make decisions that will benefit the company. This takes us back to the essential task managers have to delegate the work and let others take the lead.
This video documents the inspirational origin story of the company HP. It’s a remarkable tale of how creativity, energy, hard work, an emphasis on the dignity of the human person, and a desire to create true value (and not simply make money) can combine to result in a hugely successful business endeavor. A chief factor in Bill and Dave’s success was their emphasis on people as opposed to numbers and money throughout all stages of the entrepreneurship process. Consider the very beginning of the process, i.e. the creation of the product (or service). Bill and Dave focused not on what would make them the most money, but rather on what would be the most valuable contribution to the community at large by considering the needs and wants of the people around them. By finding and then filling a palpable void in the market, which is itself based on the demands of consumers, Bill and Dave’s product was hugely successful. Perhaps ironically, what motivated the creation of their product was not the prospect of being hugely successful as such, but rather the desire to create true value for their community. The resulting profit and success of their creation was just that - a result of pursuing (and achieving) the end or goal, not the end or goal of action itself.
Packard and Hewlett had a very unique way of leading that led them to many successes in their company. Valuing subsidiary and having upper management involved in lower-level operations was not a common occurrence in businesses at the time. It was interesting to hear about how one of the most important things to HP when expanding to other countries was encouraging this environment. American culture adopted the bottom-up leading easily, but other cultures had difficulty changing their ways with things as simple as calling superiors by their first names or questioning upper management. Making everyone feel included and having friends at work seemed like it was just as important as rolling out the products themselves. Hewlett and Packard went into business before having a definite idea about what they wanted to create. Their ability to switch between producing things like calculators to sound machines proves that what made HP successful was its ability to bring in and retain talent. Their mission to contribute to society was noble because their goal was to improve quality of life which is rare today. Catholic U emphasizes business as a vocation and business as a way to help people, following in the footsteps of the HP way.
The "HP Way" represents how an organization can run when managers and top-level associates delegate tasks and expectations properly. Oftentimes, companies believe that it is most important to take care of the customer first, but it is actually key for them to care for their employees and enable them to succeed. In most cases, we see companies focusing on making a profit first and foremost, instead of leading with virtuous practices. Like we see in the video, when a company enables their employees to put their own ideas forward, they can put their best efforts forward, and create a highly successful team. Dave and Bill created a unique situation for themselves in organically creating their business from the ground up, which aided them in their managerial practices in the end. Instead of focusing on high profit margins, they focused on building on innovation to help the world. This mindset eventually evolved into the “HP Way” where employees were allowed to think outside the box, as long as it was for the betterment of humanity. The ethical attitude and expectation that Bill and Dave instilled at HP was so strong that it spanned through massive growth, and has continued to live on. In today’s world, it’s hard to find this kind of vision and culture within a company, and it’s certainly inspiring to learn about the “HP Way”.
It is evident the friendship of Bill Hewlett and Dave Packard had a trickle down affect, and is the reason for the success of HP. The family atmosphere created between these two founders led for ideas to be freely discussed, regardless of any hierarchy. This is how a business should be run, especially in today's society. What was most interesting was the adaptation of this culture across international borders. In a culture such as China's, hierarchy is the norm. However, HP offices in China and Germany had a familiar structure to that of the United States, one of family and a united front. The decision making process from top-to-bottom is evident in the award for defiance. One of the greatest products was brought upon by an act of defiance. If a culture such as HP does not support creative minds, this industry changing product would have never been presented in fear of repercussions. Granted, if the product did not work, the story likely would have been different. Overall, any leader can learn from these two men. An organization should be unified, and its leaders should be on the ground floor with its employees, not overlooking from a window above.
This documentary reveals the unique management style that HP’s founders Dave and Bill practiced and how it contributed to the company’s success. HP was founded by the two friends who aimed to treat their employees as equals and incorporate a family-style work environment. It is clear that they valued their employees highly and encouraged them to innovate and contribute to the company’s growth. This attitude pushed Bill and Dave’s employees to think out of the box and feel comfortable to bring new ideas to the table. In the documentary, past employees discussed how Bill and Dave did not set themselves apart from their employees, but instead worked alongside them which facilitated a cohesive work culture. Since the leaders did not prioritize profit maximization and meeting numbers, their employees worked towards value creation and benefitting customers. In turn, high profits were the result as the company’s success grew. It is admirable to see a management style like Bill and Dave’s. They did not use their power as founders to be intimidating or hold themselves in a regard higher than their employees. Instead, they used their power and influence to encourage their workers to take risks and create value.
I Started with HP around 1968>>I am kinda a GEEK>>>I will not use anything but HP>>>I go up to 16 levels back into my current HP>>1968 I worked with RAMAC @ Goose Bay Labadore AFB
Standford Park, HP Labs, and YHP I will never forget the best Work Experience in my Life. Later I worked at Linear Technology Corporation, which had learned and copied much of the HP Way! Now I try to do the same.
This video was very eye-opening in that HP’s management style/model almost challenges most styles of leadership and organization. While upper management sets the goals and standards, they are not constantly looking over the shoulder of their employees. Rather than do that, they step aside to allow their individual contributors perform their tasks. This stood out to me because it creates a much healthier and employee-friendly work environment. Individual contributors feel more empowered when they are not constantly being supervised. They have a greater sense of responsibility when they are working on their own and this is one of the best strategies that HP implemented. Additionally, HP prioritized customer service, employee satisfaction, and world-change over profits/money. This approach to the way that they conducted their business in addition to how they managed their employees was proven to be very successful. At almost every business school in America, students are taught that profit maximization is the number one priority for any business or corporation. HP’s business model and path to success is one that is often overlooked when it comes to looking at successful businesses and organizations. If a company takes care of its employees and customers, they will in turn take care of the company by generating profits to help the business reach its goals.
HP Way! It is the reason why I have been working at HP for 30 years as of 2018 and keep working at HP even today (2019).
People are saying there is no longer HP Way, however, I still believe there is and it is the DNA of HP, trust people and the employees work better honestly, sincerely to achieve the best performance.
Reinvent HP again!
Many big companies have very humble beginnings. The key to creating "the next big thing" is having drive, motivation, and trust in your partners. In order to build something from the ground up you can't be afraid to get your hands dirty and stand up for yourself. One of the things that stood out to me the most from this video is when David Packard said "the goal of our company is not to make profit, but it is to make a contribution." This in turn will make the company profit because they are putting the customer, the employees, and the needs of human beings in front of making money. When you know that the company cares about the customers and employees you feel valued as a customer and are more likely to give them your money. Making a contribution was more important than making a profit and that was the corer value of the business. If a company takes care of the customers then the customers will take care of the company by giving them business, and David Packard understood this and that is why he created such a successful business out of nothing.
Joined HP out of college and happy to be part of HP and I love HP.
We bleed blue.
Thank you HP
I certainly am glad I watched this video regarding how the company HP was started. The HP way was a slogan commonly uttered throughout the company on a daily basis. Bill Hewlett and Dave Packard made sure to create a culture where people understood what they had to do, and management made clear goals for the employees to follow. Packard and Hewlett trusted everyone in the company to achieve the goals set for them. Although they set goals from executive chairs it was still a form of subsidiarity in my opinion because the employees at all levels were delegated tasks that only they were able to do. HP wanted to change the world through the way they conducted business, it was paramount that at all times people were working to contribute to company success which is what makes the HP way so great. If you want to be sure that a company is successful, look at its culture and you should be able to tell if they are a well oiled machine or not. HP created a very healthy environment that allowed for everyone at the company to grow and improve. This is what made the HP way great in my opinion.
I worked at HP from 1998--2001. Years earlier, I had read "The HP Way" and I remember thinking that if I ever founded a company, I'd want to follow those principles. I was SO surprised to find that the culture codified in Packard's book was essentially what I experienced at HP in Santa Rosa. It was an amazing environment filled with amazing people, and I'm so thankful to have ben a part of it.
This video about Hewlett-Packard demonstrates how they were able to be so successful throughout their existence. They were an inspiration to businesses then and still continue to be one. They were not afraid to stand up to those above them in efforts to prioritize their customers and their needs. I appreciated their comments explaining that the point of their business was not to make money, but that making money was just necessary to achieve what they wanted to make the world a better place. This mindset is what allowed HP to create a family-like culture with their employees and other businessmen.
This is an idea that I have seen several times throughout my time in the Busch School at CUA. It is constantly a point to be made that businesses should be a “force for good”. It is not about the profit we make, but instead what we do with that profit. It almost seems that the HP owners went through our program considering the mindset they held. When businesses are able to spread this idea throughout their businesses is when their employees will be happy and their performance will begin to skyrocket. When everyone within the company can buy into the purpose of the business, it will become much more successful is serving their customers and making a difference. HP figured this out right from the beginning.
The essence of the HP way complies with having the top management set the overall object at hand, and then lets the people do it. This kind of essence allows for the people all the way at the bottom to have as equal as a say compared to those all the way at the top. This reflects one of the most important ways a business can find great success. With this being said, it sounds like everyone that has come across the HP company has enjoyed their time there and learned a lot. Ever since the company was brought about, the inventors and CEO’s aren’t about what typical businesses are about, they think about the contribution they are setting and giving to their employees and the surrounding environment. Whereas typical businesses only focus on the money aspect. This incorporates one of the CST principles, which is the common good. They look to help the community as a whole rather than separate individuals and I find that very important and necessary to making the most appropriate business model.
The documentary mentions that this serves as an inspiration for what later came to be silicon valley. The ice that two innovative guys in a garage could come up with the next big technology is inspiring. It is also inspiring that they managed to build a culture, which they called “the HP Way”, where employees, customers and the community in which they worked was put first. This mindset in business is rare and it took a bold leader to see that there was more to this than shareholder profit. Without a serious focus on the customer and on innovation you can accomplish nothing ultimately.
This is what led to the many innovations that followed for HP: their commitment to making a contribution as opposed to following others into technology allowed them to always focus on delivering a product that would improve people's life. This is a great example for modern business leaders to follow. The essential thing is to free your employees to be innovative in the first place and this applies to all types of businesses beyond technology. In customer service you can free your employees to find good and new ways to help customers feel welcome. This is a universally applicable principle.
I believe that HP's values and work culture really set them apart from the competition, at least during the growth stage of their business. Having decisions made at the lowest possible level is a fairly simple way to improve efficiency and communication within a business. More businesses should look at how HP was managed and apply those values as well, especially when it comes to how employees are treated. Giving "bottom level" employees the ability to work informally with their superiors gave them a sense of belonging within the company, as well as rewarding employees for being innovative are ways that companies can do more for their employees which in turn, would result in that employee to apply their skills with more care now, as they may feel like their work has a greater significance within the company. In other words, a positive work environment and treating everyone within the business with respect and dignity is a great reason why HP succeeded as much as it did.
"That crazy aussie bloke" sent me here, lol. 1st mailbag Monday strikes gold. Thank you Davy Jones (EEVBlog), you will be the inspiration for many young inventors and entrepreneurs in the future.
Yup,. I found it after seeing that too :-)
Me too haha
Recent HP hire here... makes me glad I chose HP for my first employer out of school.
Makes me proud to be part of such a legacy. I know there have been problems in the past decade.... let's work to bring back Dave and Bill's intents to the company.
I am so proud to have been a employee of HP for 27 years (& my husband for 16 years)! And now our prototype company (Wright Prototype) makes parts for HP. From what I learned from Bill & Dave in all those years & my co owner of our company learned, we have practiced in our own company. Thank you HP (Bill & Dave)!!!!! #fundamentalsofthehpway
I was with HP in Australia from 1972 till the end of 1990. HP was a great company made up of great people. First met Bill Hewlett in '73 when he invited me to come to the HP TV studio where he announced the release of the HP80 calculator. I still have a working HP35 calculator.
To "Mr Carlson," and everybody. I was with HP for 27 years. I'd still be there except I managed to find three doctors who kinda missed that I had (as the fourth doctor said) "Terminal Pneumonia." It took THAT (The whole "dying thing" can sometimes ruin your plans. Go figure) to get me to leave HP. But it was time, not just 'cuz I got sick enough that I was given months to live at LEAST 40 times -- I didn't care for that "option" -- but it was time because we made a truly "terminal" decision in bringing on a CEO who thought "The HP Way" was outdated and she did everything possible to kill it. And she did. Sure, she got fired (The media will only say she was "The former CEO at Hewlett-Packard") but in the four or five years as CEO she laid HP to waste. But Lucent was first, and that too was almost burned down by that CEO; What is it? Oh yeah, "Fool me once, shame on you. Fool me twice, shame on ME." Well, this CEO believes "shame" is something only the "little people" submit to, SHE knows better. Sure, two companies got destroyed, but hey, "it happens."
So I'm not some ex-HPer with a grudge, I got sick, period. But I now find that a LOT of the new HP people now believe that HP is "stuck in the past" and "Needs to change because the world has changed." Right. So, HP went through the end of the Great Depression. I think things "changed" by that. WWI was a "change," as was the Korean War, Vietnam, and several other "smaller" wars. HP dealt with numerous recessions, it survived when we were told to eat peanut butter instead of meat and to wear sweaters at home to save energy. Gas prices forced some very REAL changes because cars would get 12 mi/gal and the Japanese sold cars pushing 30 mp/gal. Oh yeah, I think dropping not one but TWO Nuclear bombs might be a "change" as well. And of course we had a couple near-attempts on assassinating our Presidents and of course one President WAS assassinated, as was his brother during the '68 election. But NOW we have to adapt to this new CHANGE we have? What, because the internet bubble burst? Global Warming? (Wait, is that still around? I thought the "scientists" said that by 2010 NY and Hawaii and much of the world would be under 20 ft of ocean? I don't, unlike Al Gore, own my own home ON THE OCEAN SHORES, but I don't think NY is under those 20 ft of ocean. Oh yeah, and it seems those poor cute polar bears who should be extinct by now, well it seems they "didn't get the memo," they're overcrowded by MORE polar bears now. So whew! Thank God...)
So, anyone who thinks that "The HP Way" is outdated clearly has no clue of what the HP way was and is (Or SHOULD be. But that's due to "what's her name.") The new hires seem to just figure ALL companies consider employees as expendable and toss them aside for new folks to come in, and the cycle continues over and over. And it's sad, they never had the chance, as I did, to see how a REAL company can succeed by the most simple things, hire people, tell them what they need to do, to tell their manager if they need some equipment or help, and let 'em work without being "micromanaged." If you did good, great, if you screwed up, learn from it and keep trying. AND, if you just have an "idea" one day, make one and see if it's any good. (There's an old, true story about an HP engineer who had an idea and decided to give it a shot. Other engineers joined and it was working as they hoped. Well, it goes on that Dave saw it and said "I don't EVER want to see that ... THING in this lab ever again!" And left. He came back sometime later and saw that "thing" and said "Hey! I thought I told you I didn't want to see that thing ever again." The engineer said "No, you said you didn't want to see it in the LAB again. So I moved it to production, we're shipping it this week." Dave is said to have smiled and patted him on the back and left. THAT is The HP Way.)
So, my only wish is that people can find, or even MAKE a company that just comes CLOSE to what HP did for over six decades. Google is said to have tried and well, if so, that didn't go so well. But c'mon, if I were younger I think I'd like to give it a shot. I mean, if two guys can make something in their GARAGE and wind up with HP, well, how hard can THAT be? (A bit of sarcasm there. Bill & Dave weren't just "some guys," people like them are exceedingly rare. They didn't get "lucky," but they DID make 100's of thousands of their people feel VERY lucky indeed. I know, I was one of those "lucky ones." :)
Right from the start of the video, one of the first things that is talked about was the “HP Way” which was top management sets the overall objective and then gets out of the way and lets the people do it. Right away this sets the overall idea of what HP did and why it was so important to let the people do what the overall objective was and was the most efficient way to get things done. The “HP Way” was the bedrock of the company’s success, all of the employees who worked at HP loved to work there and were proud to say that they worked for HP. Having that culture within a business is very important and if the workers are enjoying what they are doing then it makes employees want to come to work and get work done. Having that mentality within a business is almost scary because the sky is the limit at that point. Another thing with HP was that everyone was proud of being apart of the company, and also employees wanted to contribute to products and getting work done.
Cool story I especially like that defiance certificate and close connection between management and employees. This is truly the HP way!
I enjoyed watching the mini informational video because it allowed for the audience to truly be engaged in the story of HP and how the organization came to be. The video was not long, which kept me engaged because it seemed to be a quick rundown of how the organization operates. What I did enjoy was learning about the “HP Way '' and the top management, where Dave and Bill set the overall objective and then gets out of the way and lets the people do it. At first, I thought the people in the video were exaggerating when they stated that HP set the standard for business and what they ought to be. But after watching the video, I truly agree because they were able to set up an organization that operates in a healthy environment. This made me reflect on The Art of Leadership, where Hawthorne studies discovered that productivity is affected by human relationships because the work environment is also a social environment. I find that HP was able to incorporate this into their company, which allowed for their employees to be productive. This made me think of one of their employees who received the Medal of Defiance for creating an invention that was at first disapproved of by Dave, but was later on approved.
Bill and Dave were good people with wonderful values that really inspiring me. I feel really grateful of being part of this amazing company.
i miss working in HP :(
how old are you sir?
The story of Hewlett-Packard is a very interesting testament to how an idea executed with certain management techniques can turn into a great success, in this case HP. It is not the equipment or resources which made HP the success it is, it is a well executed idea and a vision which created the HP way. The HP way was one which fostered innovation, by creating a vision for the company, managers were able to communicate a purpose to their workers, and with that general purpose in mind, innovation was allowed to freely flow. HP really stressed the value of the individual and in doing so rewarded individual innovation which drove the company to great things. One thing I found interesting about the HP way is that from the start, they did not have a specific product they sold, they were much of a do it all company, they found a way in which something could be done better or a product which was needed and produced it, from the start the company followed free flowing innovation which helped to improve people's lives in one way or the other. This free flowing innovation has continued in the structure of the company. HP started on the grounds to help people, and this does not only apply to the customers, HP valued every single worker as a human being, not just an easily interchangeable part in a machine. By taking the focus of the company off of profits, it allows the company to focus on what really matters which is people, and by treating employees with dignity it creates a company culture which values people over money.
It seems like a few different aspects made Bill Hewitt and Dave Packard, the founders of HP, dream a reality. Bill was the engineering guru and Dave was the finance and management expert. Together, the two made the perfect team. The HP way in sum is defined as putting the company and employees first. It seems like Hewitt and Packard founded their company based on the three Ps, people, products, and profit. Besides, the HP way seems to use Maslow’s hierarchy of human needs as the foundation of its mission. This demonstrates that Hewitt and Packard’s strong understanding of people’s needs, making them strong leaders. It’s been noted that leaders who make their employees feel valued and recognized typically leave. Many HP employees mentioned how Hewitt and Packard wanted to humanize the company in both big and small ways. Whether it was Hewitt stopping to take a look at what the product engineers were developing or Packard having a hotdog with an employee's family at the company picnic, the two were invested in making everyone feel respected. In turn, employees held transcendent motives, internal motives directed toward bettering an organization regardless of oneself. It looks as though HP was able to keep this type of morale among its employees after expanding internationally. While personal interaction between Hewitt and Packard were limited by distance, that did not stop them from hiring employees in both high and low positions who held the same transcendent motives HP’s domestic employees had. While HP had its share of problems in the early 2000s, it seems the one thing that did not change was the overall vision of HP.
Timeless leadership lessons and two profoundly wise and insightful people. I was blessed to be there for 11 years and then to work for two other incredible leaders in Silicon Valley - John Warnock and Chuck Geschke. They shared the same values of trust and commitment to excellence.
I spent the best years of my life working for HP and will always be proud to have been a part of the team that brought ink jet printing to the world at a time when the "HP Way" was the bedrock of the company's success, we loved our work and were sll proud to say we worked for Hewlett Packard, sadly as soon as Dave Packard passed the new generation of leadership abandoned many of the principals that made it such a fantastic company to work for, and is why in my opinion it's just a shadow of their former glory, but when it was good it was really good.
It all started in the garage and led to a billion dollar company. The HP origin was a model that encouraged people to be brave enough to take risks, invited/accepted innovation, created the HP Way to let managers step aside and let their workers do their job. The company was formed out of friendship and wanted to build an environment that was inviting for everyone. The purpose of the company was to have an obligation to the customers and to not only create revenue. Packard believed that if you want sales to rise then you need to focus fulfilling the customers needs. This idea created the HP way and driven a path of motivation, drive, and integrity for all employees. The company wanted everyone to make a contribution and be leaders of themselves. They focused on not just building a business of computers and improving technology but also creating a culture of being a family. Hewlett and Packard tried to not make an environment of ranking managers and employers but a company of consisting people at equal level working together to create the next great product. The managers set the objectives and let the workers do what they need to do, which is a main reason why HP is where they are now.
This October 2019 will be my 35th year with this great Company. How blessed I am to be here so long, and looking forward to many more years. I wish all employees can watch this, be the best they can as they said, and contribute to all.
What a great story! If more companies started listening at 16:27 this world would be far less full of politics and pretty paper degree's. I don't want to see what you have accomplished on a piece of paper, I want to see what you can accomplish right now.
Hp is the forever brand trustful of serious HW, SW and most important is calling behavior Hp value it on first priority
So true Paul!
If only employers today thought like you do.
Indeed a great story, but by time I joined in 1988 it was very different. In my opinion John Young and his team kept up the illusion of the hp way while driving a stake through its heart. Consensus management was the order of the day, management was busy avoiding risk, while having Tom Peters perform the reach around with his book 'In search of excellence'. Carley Fiorina completed the death of the hp way and brought an imperial management style to hp and accelerated the downfall of hp. I gratefully took a buyout and left the company 20 years ago, with stock options so far underwater, that even the Nautilus could not reach them. Several friends have remained (survived) and now work for a company that is fully on board with the rest of the world, the shareholder is king and all decisions are driven by that fact.
As for Mr Carlson's lab? Absolute thumbs up, a very good teaching style and interesting.
@@Ahmed-ub7eh qoqpqoo is
It is a really inspiring story about how Bill and Dave, not only did they create a successful business, but also they created a respected company that had a very strong sense of culture and community. As it mentions in the video, Bill and Dave were two friends that had creativity, a drive of energy and they were entrepreneurs. There were just two people in a garage with little resources. But their desire to prosper and flourish was so big that they started working together and created one of the best known companies worldwide, HP hardware company. What I enjoyed the most about the story was that it was a company formed in a friendship. And Bill and Dave being friends created HP, while both of them looked at different aspects of the company. While one looked at the financial side, the other was helping in the technical fields. Something that I learned from this video is that the purpose of a company is not to make money, but to make new contributions to the world. It was not about launching a product just because, but instead managers put pressure on the employees so the contribution was unique and new. Also, the company's success can be seen also because they had an obligation to take care of their customers, employees and shareholders. If you take care of everyone in an organization and the business is guided always towards increasing prices and profits, it will be a successful company. Bill and Dave were dedicated to this, HP was guided towards always becoming better at what they did. Another important aspect that contributed to the success of HP, was that they had social events with everyone in the business. Dave and Bill cared for their employees, and this is what brought them together and increased effectiveness. Also, trust in the employees is something very important. It mentions in the video that even if you went to another office at a different place, you could feel the same environment. If you trust your employees, they will be brave enough to take chances and make hard decisions even if the CEO is not present. In conclusion, we can see how HP’s core values were always present, not only did they create entrepreneurs but also people were happy and worked independently making the company a total success.
A shame to see such a noble beginning polluted and degrading by the "professional managerial class" whose decisions are fuelled by their equity linked pay and not by what is good for the company and it's REAL stakeholders - the EMPLOYEES. All HP cares about now is share buy-back in it's pursuit of the appalling, dreadful, greedy and despicable nonsense of "Shareholder value"
true
Dave and Bill cared about their employees. I know this for a fact. I was w/HP from '93-2010. It was a great ride because *I* made it a great ride. The last 5 years were a horrendous, torturous nightmare, but I never stopped being a loyal and devoted employee. I'm proud of what I gave to HP but highly embarrassed for them for the way they treated me. I won't speak for others. They can speak for themselves. I know that Bill and Dave would not have allowed employees to be treated with such callous disregard.
Hewlett-Packard sets itself apart from other businesses. To begin, they recognize the individuality and contribution of their whole business team instead of treating them as another number on their employee list. They even encourage people to become entrepreneurs and leaders. So even though it may be hard to release an intelligent individual, they want what is best for them and allow them to grow in or out of their business. Hewlett and Packard even had events in which they demonstrates how they are a community and should not treat each other differently because of their roles within the company. Hewlett and Packard are in constant search of change and development instead of being fixed, which helps keep their business up. One would not be able to expect what new technology would come out with the help of that mentality and their team, it would keep their customers on their toes. Which is another difference they have in comparison to other companies, they are based on contribution and how they can better the world and not just about gaining money. They even search for talented people around the world instead of being limited to one location. The HP Way all in all revolves around a greater cause that includes their team and the world.
Hewlett and Packard decided to start a company based on friendship and with very little resources with the aim of making a contribution to the society, an obligation to their customers and employees. The HP Company in its early days used what they term as “The HP Way” of management and leadership which involved good relations and teamwork between the management and the employees, accepting change and rewarding innovations, taking risks and no considerations of titles or ranks. Their focus was not only on the product of the company but the people too which could be seen on how they related with all levels of staff at a personal level as well as the respect they got from the home offices and away. The objectives were set by the management and trusted the people to do their job and hoped to develop their skills to start their own company. They also had a slogan that “Decisions should be made at the lowest possible level,” hence staffs’ contributions and decisions were always put under considerations. With the death of the Slide rule, HP Company made a mark in the technological world with the invention of the HP 35, The Pocket Calculator. [Rayan AlKefari]
The HP way is a model where top management sets the overall objective, then steps aside and allows the employees to execute their tasks. Even though top management oversees production, they are familiar with their employees and set a friendly environment. The HP way emphasizes the act of contributing your best work whether it be the company as a whole or each individual employee. Top managers work alongside even the lowest rank employees to ensure that everybody feels a part of the team. The focus is on what the individual can bring to the table rather than what their title might be. Every company's goal is to make money, but their intentions with that money can be very different. The intentions placed in the HP way are to make a profit to be able to get more resources to further improve the products. This way, their service can keep up with the ever changing tastes and needs of consumers. This shows that their goal isn't just to earn money to be rich but that they care about contributing to society for the greater good. They even extend their services all around the world to gain more brilliant minds on their team. The HP way values everyone’s ideas which gives a universal feeling of honor and respect all around the world.
I was privileged to be in the conference room at HP's Loveland Instrument Division (LID) in about 1971 with a group of engineers clustered about Bill Hewlett when he said words like, "Hey guys, take a look at this!", and pulled out of his left front shirt pocket the first HP-35 that I had ever seen. It was a late prototype unit, and a few months later the HP-35, the world's first pocket calculator and the first pocket scientific calculator, was introduced to the world. It ultimately sold about 300,000 units!
The HP way pioneered what it means to have person-oriented leadership, leadership that values each individual as a meaningful contributor rather than a means to a number. Bill and Dave showed incredible strengths, starting with their direct involvement. No area of the business was too small or insignificant for them, and they would often pop up in workers’ daily activities. This communicated a culture of caring and humility, where every man is worth the CEO’s time. Further, Bill and Dave mastered subsidiarity, a pillar of Catholic social teaching that means letting decisions be made at the lowest level possible. This had two effects. First, it saved time and effort for supervisors or higher-ups in that they did not have to deal with even more decisions than necessary. But secondly, it communicated to all workers that their expertise and opinions were important, and that all workers are capable of being decision makers. Decision making is the stuff of future bosses! So, this told all employees that they had room for growth. This positive self-perspective encouraged employees to do their best work, including challenging and arguing any practices perceived faulty to learn what new improvements were required. Bill and Dave mastered management essentially by being kind and being trustful where appropriate, and it cost them $0.
Thank you so much for sharing such amazing documentary, learn a lot from these two bosses. Humanity!
Dave Packard and Bill Hewlett understood business. Dave Packard and Bill Hewlett understood profits. Dave Packard and Bill Hewlett understood technology. However, over all of these, the founders of Hewlett-Packard understood people. These two men, creating the “HP Way”, not only revolutionized the traditional corporate structure, they also paved the way for what is now modern-day Silicon Valley. What is the “HP Way?” It is not a product of a think tank, or the result of years in a rigorous business school program; the “HP Way” is about promoting the dignity of the individual. Simple, yet profoundly effective. Dave Packard and Bill Hewlett centered their lives around promoting their employees by welcoming innovation, fraternity, and open minds. From the company’s inception, profits were never the main concern. Being a meaningful contributor - both within the company and towards society - was. Over the course of the mid-20th century, HP went from a garage of curious engineers to a multi-billion-dollar technology magnate. Their value add - the company valued their people to the core. Not only did they promote their ideas domestically, but also internationally, challenging the existing status-quo within various foreign business communities. Dave Packard and Bill Hewlett understood people, and that was what separated them from the competition.
HP, the billion dollar company was born in a garage. Their acceptance of innovation and risk taking made HP stand out from other companies. Moreover, Bill and Dave inspired employee's imaginations to create the impossible. HP expanded internationally to "get more out of the best minds in the world." Notably, each branch had the same culture as any other branch. The HP Way implied each branch felt they were among the best in their part of the world. Top managers set the objectives and let his team complete the goals. "Decisions should be made at the lowest possible level." HP stood out from other companies. Specifically, in Japan, it was not common for low level employees to make decisions. HP became such a powerful company because innovation was continuous. Furthermore, continuous innovation and the ability to keep your morals intact resulted in HP's success. The HP 35 replaced the sliding scale, which caught everyone's attention. Consumers were amazed at the invention of the HP 35, which made their lives easier. The birth of Silicon Vally came from Dave Packard. Dave Packard recognized the importance of entrepreneurs and shared his knowledge to create more leaders.
The story of Hewlett-Packard is incredibly inspiring. They are a great example for anyone who wishes to start a company of their own. I think what makes this video so special is how their old employees, those who worked at the company since the beginning, were able to look back and share their own individual experiences. One can really tell how impactful working at HP has been for them. Another thing that stood out to me the most was learning that David Packard believed a company should also have an obligation to its employees and customers, not just focused on making money. That is something to admire and respect, that idea or value is the essence of leadership. To be selfless and contribute back to society. The purpose of a company should always be defined before you even start it or else you will get lost along the way. Unlike David and Bill who were never afraid of change because they trusted in their values and trusted their employees to carry out those values and spread them along. Trust does not come easy but it can be incredibly valuable for a business.
I found this video to be incredibly informative and eye opening about the fantastic origins of HP. The video allows us to see almost every aspect of the beginning of the company and see how it went from humble beginnings and would eventually skyrocket into a massive company that dominates their industry. My favorite part of the video is how it shows the specific management style that was used by HP. HP had their goals set by the upper echelon of leadership and these goals would then be passed down to subordinates and follow the chain of command. Managers would not be micromanaging everything that their employees do also allow them to prosper and complete good work. If employees are allowed to just focus on their task, and not have management constantly pressuring them than they are able to perform work in a much healthier environment and this will in turn allow the quality of work to increase dramatically. At the end of the day, HP was able to use this management style to develop their company into what they are today. It shows how much pepper management can assist a company. Overall, I have truly enjoyed this video and would highly recommend it to others.
I enjoyed watching this video on the Origins of HP. The leadership talent of Bill Hewlett and Dave Packard is evident right from the beginning when we immediately hear the words "the HP way" and what that meant to so many employees. The HP Way was the understanding that management sets the expectations and lets their people step up and get the job done. The greatness behind this is that it creates a culture of unity and promotes high-level decision-making from the top down. Hewlett and Packard truly trusted everyone to do the work at the level it needed to be completed which allowed them to take a step back and drift further away from micromanaging their employees. The culture at HP was all about contributions and that everyone needed to contribute in some way because that single contribution would eventually lead to the bigger goal of changing the world. Lastly, employees were encouraged to speak their opinions and to call their boss by their first name to build relationships at a deeper level. All of this led to the great innovative success of a young HP company.
This story of HP was extremely inspirational and heartwarming. One thing that spoke out to me was that HP was founded on a friendship between two people who loved to work together and wanted to create a company together. I think this is extremely important because management sets the company culture and, as the rest of the video explains, HP seemed to have a great culture. The friendship between the founders really paved the way for this company to be a success. They created a company together that encouraged their employees to be innovative and think for themselves. Management set goals and objectives but the employees were left to complete them. Not only did this work but their employees were extremely content in their jobs. Because of this, they worked hard and went above and beyond. This allowed for HP to be able to take risks and succeed ultimately making it the company it is today. But this all started with just two men, a friendship, and an idea and ultimately blew up into a billion-dollar company with one of the best cultures to date. Hewlett and Packard are truly inspirational and should be an example to all aspiring entrepreneurs.
I found this video to be extremely informative. It allowed me to gain insight into not how HP came to be as an organization, but also the different transitions that the company has gone through over the years. Specifically, this video touched a lot on the overall management structure of HP and how this structure contributes to the company's overall success. Rather than micromanaging their employees, HP has taken a wiser approach in terms of their leadership style by placing enough trust in subordinates to be able to make decisions for the company that will lead them to success in the long-run. This video really emphasized how HP values their human capital over solely making a profit. This is so important for companies to prioritize in order to ensure that they are both effective and efficient. "The HP Way" has been a key component of their success as a company. By placing a special focus on their employees and the culture of the company, HP has been able to achieve a great deal of success over the years. I believe that HP serves as an inspiration to other companies to re-evaluate their leadership/management styles and figure out if they need to make some adjustments to their structure, and whether or not they need to value their employees more and placing employee needs at the forefront of their company.
This video shares valuable insight into the company that blossomed out of the friendship of Dave Packard and Bill Hewlett. I think the key to understanding the “HP Way” is to grasp this point - out of friendship, true goodness is cultivated. In the early days of HP, it wasn’t even about HP because HP wasn’t a thing that existed. Rather, it was two friends working side-by-side in a shed, trying to make something that would actually help people. Their ‘company’ went through many stages and produced various products, but the founding principles remained the same. It’s not primarily about bringing money in the door, but creating value, that is, products or services that people truly benefit from. The bond that existed between Dave and Bill was visible to those with whom they worked. It was a bond that cultivated a culture of true care and concern amongst employees from the top down, and it gave everyone the freedom to be great. When people are a part of a group that they know looks out for their best interest, they are primed to thrive. Any company, perhaps even modern-day HP, that wants a good business model should look to the origins of the “HP Way”. It’s a hard model to embrace because it requires real virtue and responsibility. However, any company worth working for will treat its employees with this same kind of respect.
The leadership style of Packard and Hewlett was effective and was the reason for the success of HP. When watching the video you saw a lot of times that Packard and Hewlett CEO's that wanted the employees below them to be successful. They agreed as leaders that management should set the standard line but after should give the freedom to the employees to do the work they wish to do. This leadership is impactful because it motivates employees to work hard. Most times when someone is working at a company that does not give you and freedoms to be creative workers will go with the flow and have no interest in going the extra mile. Also seeing your CEO's walking around and helping on projects shows they really care and want to see innovation. The best piece of leadership shown in my opinion was the certificate of defiance, this is significant because as a leader you need to be able to admit when you are wrong and give credit to the people around you. As a leader you live a lot in the unknown and sometimes it is good to lean on your team members to come up with creative ways to help the company.
Hi Eric: Thanks for finding this and posting. I am a big fan of the "old school", technologies. And at 57 I guess I'm in the old school band width. I enjoy and appreciate your regard and presentation of these technologies. Cheers, Mark * * *
I can say that as a Keysight employee, it does resemble hp in some great values.
This video has showed how HP has developed from the start with basically nothing to what they have done with the company now. HP had started with so little that it is extremely inspiring and impressive to see how Packard and Hewlett have developed the company to what it has become. The "HP way" is the understanding of bringing a friendship into the workplace to succeed in the task you strive to achieve in a way. The process of HP started from two friends working together to achieve a plan they set to help out others to one of the largest printing companies in history that some may have never thought it was possible. All in all, the "HP way" is more about the way you go about the things you look to complete as well as have a positive state of mind that can work with others in order to make the best outcome possible.
“HP Origins” was overall a very inspiring TH-cam clip. The film first introduced the two men behind the success of the profound company, Bill and Dave, and explained how their once small idea boomed. Their company first came together in a small garage which shortly transpired into their “shop”; the rest was history. I believe one of the main reasons for the company’s success was the encouragement from day one for their employees to take risks and the process of building innovation to excite all within the business. It was interesting to me that every department within the company was a part of the innovative process despite rank or position within the company. HP formed from friendship and that tradition continued as “can do people” were hired and carried the strong foundation and beliefs it was built upon. There was a constant immense pressure for all to make a contribution. Products were developed to be significantly better than pre existing market items. My biggest takeaway from the video was the immense focus on the future instead of the past. The workers at the beginning of this establishment were hustlers and they didn’t settle. They show us today the importance of drive, energy, and entrepreneurship creativity.
Hewlett-success Packard's story is truly inspirational. They serve as an excellent model for anyone interested in starting their own business. What I think makes this film so unique is how their long-serving employees, those who have been with the company since its inception, were able to reflect on and share their own personal experiences. Working at HP has clearly had a significant impact on their lives. Another thing that struck me as very interesting was discovering that David Packard believed that a firm should have a responsibility to its employees and customers in addition to profit. That notion or value is the core of leadership, and it is something to admire and respect. To give back to society and be selfless. If you don't identify the objective of your firm before you start it, you'll get lost along the way. Unlike David and Bill, who were never fearful of change because they had faith in their beliefs and in their staff to uphold and promote them. Trust is difficult to earn, but it can be extremely beneficial to a company.
Reminds me of the times I used to work for Philips.After that I worked for a small time garage company for six years. It was a fruitless love effort and completely drained me.
Being able to watch the story of how HP was created si something amazing to see. The leadership and entrepreneurship that were needed is something incredible. The founders created a revolutionary idea that changed the tech world forever. Something interesting that was mentioned was how "A purpose of a company is not to make money it makes money to do what is really all about and in our case is to make a contribution" this showed to me how ethical and sincere the very beginning was. Working at a company like HP meant that you had the ability to express your abilities and take risks. The best thing is how they mention how they value their contribution to the world not just getting products out that are not going to work. They care about their customers and their employees. HP is a company that can be looked up to.
This video was inspiring! The HP Method truly details the growth of a company using an unknown method in comparison to modern society at the time. In many cultures it is assumed that those at the top are there for a reason and not to be questioned so having a corporate culture believe in the importance of the bosses learning new hires creates a new level of trust, communication between different staff and a greater level of respect. It may not be possible to know everyone’s life but being able to put face to a name makes a much larger difference than just hiring someone. Absolutely incredible and even in todays culture do we have plenty of room to learn from the HP way!
Glad you like it. I've gained a lot of old school knowledge from reading lots of old EE texts from 1950s or prior. More old school stuff to come.
This video was very awesome, and eye opening to see the origin of HP and see the aspect of how the company formed the HP way. The video gave a rundown of how the company is organized and how it operates as a whole. It was so interesting to see what exactly this standard that HP follows. I was also very surprised to see how much of a culture HP has and how great it is. The HP model of success looks to customer satisfaction and prioritize that customer service. I think this standard turns into profits although most people are taught to maximize profits even at the expense of customers. I think that is why the HP standard is in fact so important and needed and why they became so successful as a company
HP was the Apple for Parents. Changing the economy with destructive innovation, HP gained a good reputation among consumers. With pioneering technology, and with the rising popularity of computers. HP became one of the most valuable companies of the 20th century.
However, HP was not only a leader in innovation and world market, HP was also a leader in creating culture. Similar to what Google is doing right now with its employees, HP treated people with dignity and respect. Profits, while quite important, for not the only factor to look at. Employee satisfaction was one of the most important factors that HP founders look at. For them, HP would only be successful if they acknowledged the importance of their employees. That is the HP way, top management gets out of the way and lets people do their job because everyone was seen as an important aspect that contributed to the success of the company.
HP was special in this way, people were not seen just as numbers, but as fundamental pieces of the company's success. It is truly a shame what has happened to HP in the last two decades. The cultural change that Carly Fiorina bought to the company, killed to some extend the HP way.
Hewlett and Packard were both ham radio operators and actually made their own vacuum tubes as teenagers. I had a 38 year career as an HP engineer. Wonderful. 73 de KT1R
The story of HP is very interesting to understand from a Business Management standpoint. It is very inspiring, and indeed should be followed as a model for any of those who wish to step into the role of the entrepreneur. It seems as though their oldest employees thoroughly enjoyed their time working in the beginning of HP. You can tell from their emotion and their reminiscence that they consider their time at HP to be incredibly formative for the way that they conduct themselves in the world of business. What is noteworthy about HP from a management perspective of the way the founders viewed their roles as owners. They are unique in this world as they felt a true obligation to both the employees, as well as the customers, and they placed the needs of those two groups above prioritizing profits. Truly, HP is a model to be followed when thinking about how to create a successful business.
HP really set a stander for businesses worldwide, not just in conducting business but how they treat their employees. From the beginning HP has been nothing but innovative. Their goal from the beginning has been to deliver a new product to the market that can only help consumers. HP has never stopped doing that and has always continued encouraging their employees to stay in that mindset. They set a standard for other companies to always listen and support their employees. That it didn't matter if an employee was just hired yesterday or what experience they had, everyone should be apart of the team in collaborating and innovating. HP really created a comfortable environment for their employees to learn and grow. Hewlett and Packard always made sure to lead not just by example but as well as working closely with their employees and encouraging them. They set standards and values for not just their employees but themselves as well and made sure to embrace them. HP was also ahead of their time in understanding how successful they could be in bringing their company world wide. Their mentality was that everyone around the world could benefit from their products, not just within America. HP did so much more, these are just a few things they accomplished, but the biggest thing they did was set standards for how a successful company should run. A successful company is not just measured by their financials, but the company overall and HP really showed that.
A great story indeed. HP should market more about their company ethics
This video gave a lot of great insight into the founders of Hewlett Packard, Bill and Dave, and how the company originated, along with the company’s values. I thought David Packard displayed his character and morals when he stood up in a meeting of businessmen and claimed that instead of maximizing profits and shareholder wealth, the company has an obligation to the customers, employees, and the community it operates in. The purpose of a company should be to make contributions and make the world better, which was the HP way. I admire this motto because a lot of companies today are just out to make money and they don’t care about who or what they impact. HP truly cares about their employees, customers and how they are making contributions to the world. I think another thing that the founders of HP did was create a great culture and work environment for their employees. When asked, one of the employees stated he made his best friends working at the company. When people are excited to go to work, they are much more driven and ambitious to make contributions and perform well. HP was one of the most innovative companies at the time (and still is today) as they saw the demand for their products go off the charts. Their ability to make great products was fascinating and their determination to keep bringing in great minds to advance the company was something to admire.
As others have commented it was a great company. I worked for its tiny Analytical Division (4% of total revenue) in the eighties and can confirm that. If this video was released in 2005 it was around the time the board fired Carly Fiorina after 30,000 employees were let go. Somewhere the company lost its way (sic) and the statement made in the video about not being able to destroy the company DNA is not true. Greed can do that.
Greed *has* done that and is responsible for the guy in the oval office today. All it takes is self-interest over all else to slowly rot a country. I saw it inside HP when all the good managers left. It was as if the place was overtaken by zombies.
After watching this HP Origins documentary, I have gained a great appreciation for and understanding of Hewlett Packard and how the company came to be. I found it to be very interesting to learn about the story behind how Bill and Dave started the company from nothing and the operational structure of Hewlett-Packard. Hearing that Bill and Dave began the company by tinkering with technology and machinery in their garage is very inspirational as all you need is a good idea and hard work. Looking at the relationship between those in the company we come across this idea of the "HP Way". With the "HP Way", you see the top executives and management who set the overall goals and leave the creativity and imagination to the people. I believe that this is such an organic way for ideas to be created because the culture allows for all voices to be heard. No matter what role you have in the company or what rank you are in the grand scheme of things, you are able to come up with the next groundbreaking idea in the company, which is quite frankly amazing. This business framework developed and perfected by Hewlett-Packard set the standard for the many company cultures we see in the world today.
"HP is the inspiration for the entire valley" stood out to me. Silicon valley was birth through Dave and Bill's love for contribution and technology. Through their friendship turned corporation, HP was all about innovation and the HP way. They built a purposeful and customer-centric company culture that remains strong in the field of technology. The company was founded on the values of people, products, and profit. I think it holds on to the value of people that has certainly removed products and profit out of its mission. That's why the HP way is authentic to the company and leadership.
HP understands the way to succeed is to cater to what people need. In the early stages, Dave and Bill invented all sorts of technology, such as automatic lettuce pickers and shock seats that help people lose weight, but these things were not in need. So when defining their mission and solidifying the course of their company, emphasizing people's need is one of the many attributes that employees and consumers appreciate. This appreciation from both those in the company and out made HP leaders in technology. Innovation and creativity are possible when leaders in big companies allow their employees to feel seen and empowered.
“The HP Way” is basically what delegation is all about. The higher ups of HP set the goals and methods in which to meet those goals but then after that they get out of the way of the individual contributors. They empower those individual contributors to be innovative in how they go about reaching the goals that have been set. This is how the company was started too as it was formed by two friends who knew they wanted to work together. It was formed by two smart individual contributors that were hungry to succeed. This is why the higher ups step aside for the individual contributors to go about their business as the creators of the company and thus in turn the standards of the company were once those individual contributors themselves. HP also made their customer service a priority rather than profit. They would not release a product just make money but to really contribute something to the field in which that product was aimed for. This means that wanted the best performance possible from their products which in turn satisfied their customers. These customers also had all their needs tended too by the employees as they really cared about their customers.
This HP video is required viewing in my class on Leadership and Organization at The Catholic University of America
When I watch movies. like this on TH-cam, I tend to be critical on how the film was created because I am currently taking Ancient Cinema. The class teaches me the special techniques some of these groundbreaking movies used. The first topic talked about in regards to business is the "HP way". The HP way was the foundation to this business and explains how it did so well and expanded so fast for the time it was created. The HP way focused on each person as a individual and what they could bring forward in the work space they inhibit. Managers were taught to foster techniques and the way of working to their employees. HP also fostered innovation which brought a lot of new ideas frequently forwards always bringing new business ideas for HP. One of the things that sticks out to me and is very important is how HP was founded which was with two best friends who had a lot of trust and ideas. This was great because it created a healthy and thriving company with a foundation built on making everyone feel important. Having this culture is very important in business because it creates an environment where the workers feel comfortable to work progressively and efficiently.
This video exemplifies that HP is a company that puts its people at the center of all decision making. They practice subsidiarity by making decisions at the lowest possible level by those closest to the problem. At HP, it is more about contributing to a team and doing a job well rather than the title of the person getting work done. They encourage people to take risks and think as much as possible. HP prides itself on trusting the people they hire to get stuff done and as a result, all HP employees are empowered to step up. Not only does HP create effective products, but it develops confident and satisfied employees contributing to its continued success in the market. If I ever come into a leadership position, I aspire to create a team environment within my organization that emulates the people-first values that HP practices.
HP came into a billion dollar company by starting out in a garage. Bill and Dave encouraged people to take the risk and believe in the possibilities. The HP way was that “top management sets the overall objective and then gets out of the way and lets the people do it”. Bill and Dave’s success started in a garage with $500 and simply having a good idea. Disney was what lead to their success as that was their first major project. Bill and Dave had the drive to be successful. How the company was formed was through the friendship of Bill and Dave which was not common in the time the company started. The purpose of the company was not to make money. It was to make a contribution to the world. The contribution HP gave was giving back to the community and customers. Bill and Dave took part in their company in making sure they knew their employees and treated the employees like family. Bill took a risk with the HP35 calculator and it worked in the company’s favor. Both Bill and Dave saw the opportunity for worldwide market. Keeping the HP way made the international locations feel the same importance. All HP employees felt that they mattered because of the way each office was ran. Dave did not care about the ranks and titles, he just wanted people that could do the job and think outside of the box. Change allowed HP to find opportunities. Bill and Dave created the environment, but it was through the employees that made HP successful.
The video outlines the history of the HP Company. The first narrator explains that HP was founded by Bill Hewlett and Dave Packard in 1939. When the company started, the narrator explains that it had not polished its operations but had a clear vision about where they wanted to get. For instance, the company’s first devices, like the calculators, were too large and relatively poor. However, the engineers were focused on making the technology better until they attained efficiency.
One of the factors highlighted in the video as having contributed to the success of the company was the relationship between the management and the staff. As explained in the video, the management freely interacted with the employees to motivate them to remain committed to their work. One of the employees stated that the majority of her friends were employees of the company. The level of friendship between the employees influences their willingness to collaborate in doing their work. As explained, the HP employees were friends only to themselves and the management and thus could easily collaborate towards achieving a common goal. I agree with the sediments that how people relate in the company influences the performance. From experience, I have found myself enjoying doing my work when the people I have in the workplace are friendly and willing to collaborate. [Cheima Aouati]
HP Origins was a highly inspiring TH-cam video. The video starts by presenting Bill and Dave, the two individuals behind the amazing company's success, and explaining how their once little idea grew into a huge success. Their enterprise began in a modest garage, which quickly evolved into their shop, and the rest is history. In my opinion, one of the primary reasons for the firm's success was the organization's early encouragement of employees to take chances and the process of generating innovation to excite everyone inside the company. It was fascinating to me that every section in the organization, regardless of level or position, was involved in the inventive process. HP was founded on friendship, and that legacy has been maintained as "can-do" employees have been employed to carry on the company's strong foundation and principles. There was continual, intense pressure on everyone to contribute. Products were created to be far superior to those on the market at the time. The video's major message for me was how much emphasis was placed on the future rather than the past. The workers at the start of this business were hustlers who refused to settle. They demonstrate the value of drive, energy, and business ingenuity in today's world.
I do like what HP was when they built up very sophisticated measuring equipment. I used some of that gear when i was at VDE and "Deutsche Telekom"
But what it had become by now....Just another Computer seller....As usual HP done a cool printer back in the late 80th early 90th (HP deskjet series) and this made them go nuts about that computer thing...They had forgotten where they came from. Now Agilent does that measuring thing. IMHO Agilent will outlast HP some day.
Really amazing and a great pleasure to watch this video!
The culture at HP was inspiring. It was built on trust and respect. Everyone had a part in what was going on, which gave a little bit of responsibility to each employee; leading to the success of the company. Dave and Bill were friends and every employee hired was like adding another friend to the group. They believed in an obligation to customers, employees and their surrounding community. Dave would just jump in on the work. He would sit with employees and work on whatever they were working on at the time and stay with them until they finished the task. He was managing first-hand by seeing exactly what was going on in the day-to-day business. The pressure from HP didn’t come from hounding the employees. It was that they expected good performance, and the outcome was pride in each and every employee. The employees worked hard to feel proud of their accomplishments. There was personal knowledge of everything going on in the company. There were no secrets so that everyone felt involved. Dave Packard even said, “It’s everybody’s business to do a good job”. The community was fostered by Dave and Bill through social events. They created an informal atmosphere, which felt more like a family than a corporation. They did this globally with every branch by making a point to personally know their employees. They got the best minds by sourcing talent overseas once their company became an international business. They saw a need for their products and set up factories for local talent to participate at. There was a universal feeling of honor and respect between the entire chain of command, even at the lowest level. Ultimately, HP was not in business to make money, they were in business for the customers and to work towards the overall good.
I thought this was a great video that displayed what people are able to accomplish when they set their mind to something. The thing that separated HP from the start was their ability to promote the need for development in their company. Employees were constantly challenged by their managers to come up with new innovations and ideas for the company. I think this is what made HP such a great company for so long because they were constantly learning from their fellow coworkers. I think we can all learn something from this video which is that you have two ears and one mouth for a reason even as a manager people need to be listening to what is around them.
This video, and the history of HP, shows the benefits of embracing innovation and creating the “next best thing.” They originally created sound devices, tools for bowling alleys, ways to tune harmonicas, and many more. All of which approached issues and projects differently. HP is different from other companies because it is built on a friendship. I would suggest that this is what makes the company so successful. They have developed a focus on the person: the customer, and the employee. They focus on the customer by wanting to make some sort of contribution to customers’ needs, which Hewlett and Packard argued was the primary role of the company. Businesses that stand the test of time are those that make a contribution. The employees were vital to this process and all “pulled an oar.” They created a family and worked together based on the objective created by the top managers. They were inspired to work hard because they believed in the mission of the company and were trusted by their managers.
I agree with the man who argued that the HP Way is more important now than ever, and I could not agree more. As businesses are more complex and individuals are separated because of health concerns and globalization managers must continue to set a clear objective for the company and continue to trust employees no matter where they are.
Having an entrepreneurial approach to business is very important. The HP way embodied this innovative approach in how the founders Hewlett and Packard were constantly thinking of new ways to impact society. The company first began with audio oscillators for Disney. Another impactful product that the company sold was the first slide-rule pocket calculator in the HP-35. More recently, they are known for their PC’s. The different products the company has rolled out demonstrates how innovation is very important in the company. From the founders to its employees, the company prides itself in innovation to contribute in an impactful way. Not only was innovation crucial towards the success of the company, but it was also how Hewlett and Packard took the risks necessary to ultimately succeed. In business, you have to take risks to be rewarded and that was what HP did. Another important part of the company’s success was the company’s family culture. This culture created an environment where everyone respected each other’s ideas. Not only were people respected, but they were given the autonomy and the tools necessary to do the job and succeed at it. The model Hewlett and Packard set in their company was the main driver than led HP to what it is today.
Watched this documentary film again after 8 years when I joined HP. I had a HP dream but it didn't succeed.
Seeing how HP handles their employees and work life is so great to see. Typically, when thinking about such a large company, you do not really feel that big family or team atmosphere. The founders really broke the business model that was seen to be the only real way to work and looked to their employees as humans and who do work to create a better world. The management knows how to work with people and trusts in their employees because they have trust in themselves to forge and create. By running the way, HP is shown in this video brings out the best in the people that work there. It is a place where people want to be, and they all like being around each other. This positive place made it easy for people to be creative and reach for new innovations. By also giving their employees to go ahead that if they want to move on to their own larger futures, they also made the work place a comfortable environment to be straightforward about goals and wants. Also, by bringing in all of these intelligent and entrepreneurial minds, they were able to pick up more people that could think for themselves and make growth while at the company.
Lucky us who benefitted from the hp way, from what bill and dave built. Lucky us who were there before 1999. Proud we are, and not shy to say, "we graduated from hp".
This inspirational story about the HP Origins resonates with the American people and the American Dream. Starting small, they created a billion dollar company. The culture of the company started because Bill and Dave were not simply owners, but emotionally involved and invested in this baby of a company that they created. They wanted brave people to take risks and think large. They invited people into a culture of a business that accepted and rewarded innovation. This is a good standard to set forth as an understanding of the HP way because there was not one creation department, but rather multiple innovators and thinkers and engineers in every department of the company. There are more outlets to pull ideas from when people spread out instead of getting stuck. The story reminded me a lot of Facebook, where Dave and Bill started in a garage and Mark Zuckerberg started in his dorm room. Hewlett and Packard created not only a successful company in business but created more in business and in the culture respected companies.
This video and the entire story of the HP company gives a great in depth insight to the great managerial style that made HP the company that it is. Dave and Bill, the founders of the company did such a great job incorporating strong morals and family oriented. The HP company aimed to treat their employees like friends and family which created a work environment that was very strong and motivated to perform the best for the good of the team and the company. The company clearly encouraged and invited innovation to the company. The HP founders were able to instill and set a high standard for themselves and their employees which helped their company to sky rocket and become a great corporation to work for.
I like HP,good products and good vision!
My dad worked here for 17 years. Truly, a company built by the 2 best entrepreneurs of their time, with unwavering support towards its customers in the present times, but now in shackles due to the extremely pitiable and worthless CEO "Meg Whitman" and the terrible decisions taken by her which will undoubtedly shatter the beautiful companies into pieces should some rectifying measures be not taken immediately.
Dick Hackborn... His daughter is an Engineer at Google. Dick was the person responsible for starting HP in the printer business.
I really like the video because I learned a lot about how this company came to be a successful company. First of all, it is incredible how they start it in a garage, and they grew and became one of the most important and prestigious companies to work for. Bill and Dave built the company and created an environment where they encourage people to take risks. They accepted and rewarded innovations. Trust is essential, and this is what they had. Having trust in an organization is very important among top management and their employees because there are going to be times that employees will need to make decisions when the CEO is not present. He will need to trust that they make the right decision. As explained in the video, HP was like a family; employees were friends not only among themselves but also with top management. This influences a lot in the company because employees were encouraged to collaborate and work towards the same goals. The essence of HP was that top management set the overall objective and got out of the way, and led the people to do it. It is a company that cares about its employees. It was also interesting to know that this culture was the same in any company around the world. In addition, it was interesting to learn that the purpose of a company was not to make money at first but to make contributions to the world. These are some of the reasons why HP is the company that it is today.
This is a very interesting story of two entrepreneurs. The main idea which I see expressed in the company, is a sense of respect for individuality. This is the core value which builds the fundamentals of a bottom-up management structure. This was one of the major points of focus for everyone in the company. The emphasis placed on the ideas of all employees of the company, is the main contributor to the positive culture which is so apparent. The goal which they reiterated multiple times, was the focus on improving some aspect of life for people. Rather than focusing on collecting products, the HP way so to speak, was to create something of value for the world, which intern would yield them financial success. This is apparent, as the consistently underestimated the demand for many of their earlier products. It is clear that their goal was not oriented around results, but around pure innovation. Fundamentally, getting back to my earlier point, the core value of this style of management is respect for employees. Allowing people to make their own decisions, and think for themselves, increases both creativity and productivity. This method of management shows a trust in individuals, which promotes a healthy and positive culture of interaction. This is the type of culture which excites employees to push themselves to be the best they can be, and create the best possible products. I believe this respect for the individual, and the allowance of individual contribution and creativity, is integral to the development of a positive company culture. Often times this culture can be the underlying cause for the company's success. Without this management culture and style, HP would not have developed into the leading firm it was for many years. Allowing individual expression in work, integrates employees into their tasks on a more personal level, allowing their goals to be refined and the results to be perfected. This is, in my opinion, the best way to manage people as it promotes their personal growth and success, which is then shared by the company.
What an incredible story that we've been given the opportunity to learn about! As you probably already know, whenever getting the opportunity to watch a film in one of my many business courses, a part of me is always immediately tempted to review it solely on the basis of film criteria. Today, I will veer off a bit by solely looking at the film how it should be: an analysis of Hewlett-Packard. When watching, I can't but help to compare Packard to the likes of other phenomenal leaders, such as the likes of Steve Jobs, Henry Ford, Carroll Shelby, etc, in the sense that he wouldn't stop until he was able to see his idea through. Determination is what sets great, successful leaders apart from everyone else. Any person can develop an idea, but it takes a great leader to see that idea through. This is a lesson that I've seen play out repeatedly, time-after-time. Whether it is through watching inspirational documentaries such as this, or reading works by authors such as Napoleon Hill, or simply by listening in on class, if there is one thing that has proven itself to be that of objective truth, it's that success is yielded simply by sticking to your plan.
The HP way taught people the standards and processes and then got out of the way for them to do it themselves. They were guided by motivation and innovation, which was highly encouraged across the organization. In HP, top executives believed the value and purpose of a company are not to create revenue. You make revenue to do what the company does, and it's to contribute some way or another to society and serve its customers. Through the HP way, the most important thing was to contribute. You weren't just building a product; you were building a company of good people. The HP way involved employees in every step of the process and valued every single branch within the company. They had a decentralized structure in which all levels of the organization had the power to make decisions. This was part of their success. Top management focused on setting the overall objectives but let those below the organization use their imagination and creativity to complete the tasks and make the decisions. This requires a lot of trusts. Trust is an essential aspect of success in an organization. Employees need to feel trusted to have the confidence to make decisions that will benefit the company. This takes us back to the essential task managers have to delegate the work and let others take the lead.
This video documents the inspirational origin story of the company HP. It’s a remarkable tale of how creativity, energy, hard work, an emphasis on the dignity of the human person, and a desire to create true value (and not simply make money) can combine to result in a hugely successful business endeavor. A chief factor in Bill and Dave’s success was their emphasis on people as opposed to numbers and money throughout all stages of the entrepreneurship process. Consider the very beginning of the process, i.e. the creation of the product (or service). Bill and Dave focused not on what would make them the most money, but rather on what would be the most valuable contribution to the community at large by considering the needs and wants of the people around them. By finding and then filling a palpable void in the market, which is itself based on the demands of consumers, Bill and Dave’s product was hugely successful. Perhaps ironically, what motivated the creation of their product was not the prospect of being hugely successful as such, but rather the desire to create true value for their community. The resulting profit and success of their creation was just that - a result of pursuing (and achieving) the end or goal, not the end or goal of action itself.
Packard and Hewlett had a very unique way of leading that led them to many successes in their company. Valuing subsidiary and having upper management involved in lower-level operations was not a common occurrence in businesses at the time. It was interesting to hear about how one of the most important things to HP when expanding to other countries was encouraging this environment. American culture adopted the bottom-up leading easily, but other cultures had difficulty changing their ways with things as simple as calling superiors by their first names or questioning upper management. Making everyone feel included and having friends at work seemed like it was just as important as rolling out the products themselves. Hewlett and Packard went into business before having a definite idea about what they wanted to create. Their ability to switch between producing things like calculators to sound machines proves that what made HP successful was its ability to bring in and retain talent. Their mission to contribute to society was noble because their goal was to improve quality of life which is rare today. Catholic U emphasizes business as a vocation and business as a way to help people, following in the footsteps of the HP way.
It's a shame I can't even find any info about these visionaries on HP's official website! Go check!
Get a copy of the book THE HP WAY
The "HP Way" represents how an organization can run when managers and top-level associates delegate tasks and expectations properly. Oftentimes, companies believe that it is most important to take care of the customer first, but it is actually key for them to care for their employees and enable them to succeed. In most cases, we see companies focusing on making a profit first and foremost, instead of leading with virtuous practices. Like we see in the video, when a company enables their employees to put their own ideas forward, they can put their best efforts forward, and create a highly successful team. Dave and Bill created a unique situation for themselves in organically creating their business from the ground up, which aided them in their managerial practices in the end. Instead of focusing on high profit margins, they focused on building on innovation to help the world. This mindset eventually evolved into the “HP Way” where employees were allowed to think outside the box, as long as it was for the betterment of humanity. The ethical attitude and expectation that Bill and Dave instilled at HP was so strong that it spanned through massive growth, and has continued to live on. In today’s world, it’s hard to find this kind of vision and culture within a company, and it’s certainly inspiring to learn about the “HP Way”.
HP is one of the best american companys
It is evident the friendship of Bill Hewlett and Dave Packard had a trickle down affect, and is the reason for the success of HP. The family atmosphere created between these two founders led for ideas to be freely discussed, regardless of any hierarchy. This is how a business should be run, especially in today's society. What was most interesting was the adaptation of this culture across international borders. In a culture such as China's, hierarchy is the norm. However, HP offices in China and Germany had a familiar structure to that of the United States, one of family and a united front. The decision making process from top-to-bottom is evident in the award for defiance. One of the greatest products was brought upon by an act of defiance. If a culture such as HP does not support creative minds, this industry changing product would have never been presented in fear of repercussions. Granted, if the product did not work, the story likely would have been different. Overall, any leader can learn from these two men. An organization should be unified, and its leaders should be on the ground floor with its employees, not overlooking from a window above.
This documentary reveals the unique management style that HP’s founders Dave and Bill practiced and how it contributed to the company’s success. HP was founded by the two friends who aimed to treat their employees as equals and incorporate a family-style work environment. It is clear that they valued their employees highly and encouraged them to innovate and contribute to the company’s growth. This attitude pushed Bill and Dave’s employees to think out of the box and feel comfortable to bring new ideas to the table. In the documentary, past employees discussed how Bill and Dave did not set themselves apart from their employees, but instead worked alongside them which facilitated a cohesive work culture. Since the leaders did not prioritize profit maximization and meeting numbers, their employees worked towards value creation and benefitting customers. In turn, high profits were the result as the company’s success grew. It is admirable to see a management style like Bill and Dave’s. They did not use their power as founders to be intimidating or hold themselves in a regard higher than their employees. Instead, they used their power and influence to encourage their workers to take risks and create value.
The best company I have ever worked for...
This for u computer nerds out there I just wonna say technology is the best creation humans improve on a whole
Their analog test equipment is still the best. If you find one at a HAM fest or flea market buy it.
When the current CEO, Meg is done with HPE, she and her staff will fit in the original "garage".
I Started with HP around 1968>>I am kinda a GEEK>>>I will not use anything but HP>>>I go up to 16 levels back into my current HP>>1968 I worked with RAMAC @ Goose Bay Labadore AFB
PS I AM 73 Years Old
Standford Park, HP Labs, and YHP I will never forget the best Work Experience in my Life. Later I worked at Linear Technology Corporation, which had learned and copied much of the HP Way! Now I try to do the same.