Another interesting blog post I came up with is from Yiyin Zhang’s Blog. There she primarily mentions the organizational cultural change at HP. It says that HP’s groupthink is one of the difficulties and constraints it has when merging with any other company. It limits the organizations to merge in an organized and properly ordered way. This has happened lately with different companies HP either merged or acquired, such as Palm, EDS and Compaq.

In order to change this, I agree with Yiyin in the fact that the CEO should handle this cultural resistance properly, making through this way a more stable and in the long run a culture in the organization. It will therefore produce a long-term economic performance according to 2003 Harvard Business School’s study.

HP should be open to a change in culture in spite of its long lasting culture, in order to have a proper organizational culture change. It not happening would continue causing culture problems among organizations, as well as not efficient communication throughout the organization.

Resources:

https://blogs.ubc.ca/yiyinzhang/2013/11/14/the-organizational-cultural-change-at-hp/