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counterparts regularly win awards for excellence and receive high ratings from employees in communications surveys. "Twice a year the company ties together its public address systems worldwide to announce its financial results, and its cash profits-sharing percentage to all employees (Brad Whitworth, "Proof at last. (effectiveness of employee communication programs)" Communication World, Dec 108)." Through an extensive satellite teleconferencing network HP introduces new product and programs to its sales force.
HP also uses a communication-training program called the "Process of Management" was developed at HP. This program places a heavy emphasis on communication skills in order to develop successful managers. Majority of the program emphasizes on interpersonal communications skills. HP believes that organizations, which are able to implement effective face-to-face communication programs, will have a competitive advantage in the future. As HP is a 1st century organization it uses technology as a big part of their communication. HP employees communicate via email, Internet, Intranet and video conferencing (Brad Whitworth, "Proof at last. (effectiveness of employee communication programs)" Communication World, Dec 108).
The most frequently used methods of communication are email and phone because they are the easiest and fastest way to communicate. In HP technology supports communications by providing real-time interaction, however some time technology can creates barriers because an employees could interpret the information in different ways. This is why HP encourages face-to-face communications
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The early structure of HP was highly centralized, in which management was organized on a fundamental basis with Vice Presidents for Marketing, Manufacturing, Research & Development, and Finance (Packard 1). However for Bill and Dave the company's structure was never really a major concerned because the company at this time was small in nature. However over time it became quite evident that decentralization was need, however it was only a question of how and when. In 157 divisionalization first occurred in the product development laboratory, development activities were then divided into four groups, these four groups then took responsibility family of products lines (Packard 140). Over the next two decades Hewlett Packard grew through acquisition. Nevertheless in spite of so much growth throughout the company a crisis had developed in 10, which caused HP to decentralize the company. The Computer Business Executive Committee, who's focus was to achieve a better coordination for computer activities fell apart (Packard 14). The crisis rippled throughout the entire company causing HP to be at its lowest point. Dave and Bill had no other choice but to
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