The Smart Way.
Has Smart Examples.

Model examples such as the HP Way, the PSI self-determination model and the Hoppmann co-determination model are tried and tested models for excellent corporate cultures.

"We believe that a corporate culture such as the Smart Way is a substantial advantage in the competition for business partners and employees."

The company founder had an ultimate dream, a particular corporate culture. In 1989/1990, the working group "Responsibility in engineering" (AK VidT) of the Catholic university parish at Aachen University of Applied Sciences (RWTH) had a project to examine and evaluate corporate cultures. In this project the founder of Smart Commerce exemplarily analysed three particular models and interpreted them under social, ethical and employee-orientated aspects:

  1. The "HP Way"
  2. The "PSI model" and
  3. The "Hoppmann model"

The "HP Way" not only gave the Smart Commerce corporate culture its name, but also important corporate values, such as mutual trust and respect, integrity and a commitment to excellence. The essential aspect of the HP Way – considered radical when it was created – was that the human spirit of its employees is the most important resource of a company and that the employees were given a share of the company's value and profits through shares and dividends respectively. Bill Hewlett: "I am convinced that men and women want to do excellent and creative work and will also do so if they have the right environment."
>> HP Way

The fundamental philosophy of the "PSI model" is based on employees' sharing in the company's growth in value, in its profits, in the decision-making and in the shaping and organisation of the company. The following three main features form the soul of the PSI model: 1) the stakeholder status of many employees, 2) the in-house decision-making bodies and 3) employee participation in the company's success. Dietrich Jäschke: "The outstanding positive effect of the PSI self-determination model is personality development, which is integrated in the model: the personal development of the people and the development of the company are compatible and stimulate each other.“
» PSI model (PDF, 4.4 MB)

The "Hoppmann model" was developed by Klaus Hoppmann under the impression of the discussion about codetermination in the 1960s and is also influenced by the Protestant social ethic. He introduced profit sharing for all employees back in 1961. In 1969, the joint management-employee economic committee provided for under the German Industrial Constitution Law ("Betriebsverfassungsgesetz") was 1969 furnished with competencies as the highest control and decision-making body, which extended far beyond its right to consultation. Klaus Hoppmann "The purpose of the Hoppmann co-determination model is to make exemplarily clear in a free market environment that democratic forms of participation and social justice can result in considerable economic successes."
» Hoppmann model