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员工的满意度是一个衡量员工对他们工作所付出的劳动力和他们工作场所的环境的满意程度的概念。因此，“员工的不满”也时有发生，特别是在当员工对他们工作所付出的劳动力感到不满意或者不开心时，他们就会产生不满情绪。这些也可能会对企业产生负面的影响，例如员工积极性降低，或者是生产力下降，还有可能导致劳动力流动的频繁增加。所有的这些都是大多数企业中经常发生的问题，无论是在大型企业还是小型企业中都会发生。

在本文中，我们选择了惠普公司发展历史上发生的一些特殊事件来进行研究。特别是：工资率的降低，多员工裁员，性骚扰的并购（兼并和收购）。我们将把这些问题主要分为四个单独部分来进行报告。我们试图分析惠普公司存在的问题以及这些问题和员工不满之间的关系。当然，我们还会利用外部信息源（如基于相关的问题和适用的人力资源理论的新闻文章）和知识来支持我们的研究结果。

‘Employee satisfaction’ is a concept gauging how content the workforce is with their work and the workplace’s environment. Hence ‘Employee Dissatisfaction’ occurs when the workforce becomes unhappy with these aspects of their job, which can lead to negative impacts in the business, such as decreased motivation and declines in productivity, as well as increased labor turnover – common problems that occur in most businesses, regardless if they’re small entrepreneurships or large corporations.

We have selected to study specific events in HP’s corporate history; specifically: the reduction of wage rates, multiple employee redundancies, sexual harassment and M&A’s (Mergers and Acquisitions). Dividing these issues up into four separate reports, we have attempted to analyze the correlations between HP’s different corporate issues and their relation to employee dissatisfaction, by using external sources of information (such as news articles based on the relevant issue and applicable Human Resource theories) and knowledge to support our findings.

After analyzing these issues, we will conclude our findings into a summarized statement evaluating employee dissatisfaction present in HP. We will then present collective solutions that can be implemented to help alleviate HP of similar problems if they should ever show up in the future once again.

分析/讨论--- Analysis/Discussion

In order to evaluate each problem, the implications of each issue on HP must be discussed in detail.
Across-the-board pay cuts and salary adjustments that incensed employees in 2009
'We don't know what we're going to do. We don't know,' the man told NBCDFW, as tears streamed from his eyes. (Mackilwain, 2009) HP chairman and CEO Mark Hurd announced that they would reduce base pay and some benefits across the company in the wake of disappointing earnings. As for the fiscal first quarter 2009 results, HP’s earnings were $1.9 billion, or $0.75 earnings per share, down from $2.1 billion, or $0.80 earnings per share compared to the same period last year. Starting with a reduction in his own salary by 20%, followed by senior executives who would take a drop between ten and fifteen percent, regular employees 5 percent and exempt employees 2.5 percent. All this in reaction to a 13.5 percent fall in the company’s first quarter profit. (Dubie, 2009)

Why did HP executives make this salary adjustment while they all know this would incense employees? Before answering this question, there are some basic facts one should consider. The recent recession of our decade has resulted in a sharp drop in international trade, and unemployment reached 9.2% by the end of 2009. The average salary of HP is about $62,000 (before salary adjustment), which is higher than that of others such as Dell, Apple and Cisco. These factors enforced employees’ continuance commitment, which encouraged them to stay with HP based on the perceived costs 本论文由英语论文网提供整理，提供论文代写，英语论文代写，代写论文，代写英语论文，代写留学生论文，代写英文论文，留学生论文代写相关核心关键词搜索。