Case Studies

Case Study 1

1. Ability to work with different professional communities

1.1. Sharing goals

Country	Romania
Title	The case of OI at SpaceX: how its CEO works for sharing goals
Summary	The strategy of CEO for sharing goals includes: Ø creating a healthy and professional work environment, Ø not wasting employees time with long meeting, Ø having infrequent meeting unless the problem is urgent and unsolvable, Ø using general words – not confusing and technical ones – in order to ensure an efficient flow of communication, Ø assuring good communication between departments. The CEO Elon Musk said: “you want to wake up in the morning and think the future is going to be great – and that’s what being a spacefaring civilization is all about. It’s about believing in the future …”.
Key Issues	To set goals correctly. Prioritized shared goals at every level of the company’s mission. To involve the right team members in goal-setting.
Description of the case study	Created in 2002, Space Exploration Technologies [SpaceX] is a US private space transportation company. The CEO Elon Musk said “You want to wake up in the morning and think the future is going to be great – and that’s what being a spacefaring civilization is all about. It’s about believing in the future and thinking that the future will be better than the past. And I can’t think of anything more exciting than going out there and being among the stars.” Beginning with this goal, SpaceX started the design, construction and development of partially or fully reusable space launch vehicles, like Falcon or Dragon. The CEO used metacognitive strategies to share the goals. That means high-level thinking which includes planning, monitoring, changing and adapting methods continuously. The CEO acts globally as he is able to make decisions that position the company for the future. The strategic mindset makes possible to stay on track during hard times and keep a clear eye on the goal. The strategy of CEO for sharing goals includes: Ø creating a healthy and professional work environment, Ø not wasting employees time with long meeting, Ø having infrequent meeting unless the problem is urgent and unsolvable, Ø using general words – not confusing and technical ones – in order to ensure an efficient flow of communication, Ø assuring good communication between departments. Source: https://www.businessofbusiness.com/articles/elon-musk-tesla-spacex-2021-goals-michael-Jordan-stanford-research/

Case Study 2

1. Ability to work with different professional communities

1.2. Discussing differences

Country	Romania
Title	The case of managing diversity at Hewlett-Packard
Summary	The diversity is the core of creativity and innovation, and it can directly fructify the business results. Hewlett-Packard is created in 1939 by two class mates of Stanford University – Bill Hewlett and Dave Packard, the company ranks the 5th in the top global software companies and it became a world leader in the supply of printing and imaging systems for printers, consumables and scanners, offering solutions on individual segments, from simple consumers, small & medium business representatives, to large enterprises.
Key Issues	To understand the different opinions that may appear within the team. To correctly manage the differences between colleagues. Diversity and attachment are key drivers for creativity, innovation and invention.
Description of the case study	Created in 1939 by two class mates of Stanford University – Bill Hewlett and Dave Packard, the company ranks the 5^th in the top global software companies. It became a world leader in the supply of printing and imaging systems for printers, consumables and scanners, offering solutions on individual segments, from simple consumers, small & medium business representatives, to large enterprises. Their management style is known as ‘management by walking around’ and their motive is ‘everyone in the organization wants to do a good job’. All employees strongly believe that diversity and attachment are key drivers for creativity, innovation and invention. The diversity is the core of creativity and innovation, and it can directly fructify the business results. All employees are putting together their differences, to work for connecting everybody to the power of technology. By valuing differences of all kinds – race, gender, nationality, ability, religion, generation, or visions, the company absorbs top industry talents to drive the company’s long-term success. Source: https://www.hp.com/us-en/hp-information/about-hp/diversity.html