In their search to compete successfully in today’s difficult economic times, many business leaders have opted to cut labor costs, hire part-time employees to avoid costly fringe benefits, and take on a “lean and also mean” management technique to running your organizations. While it is foolish for carriers to spend money unwisely in managing human capital, a cultivation body of research study evidence also confirms the “high performance occupational systems” (HPWS) room worth the investment of time and effort. Aligning human source practices come treat employees together valued owners and partners to add value and optimizes methods to create and also maintain compete advantage.

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Economics, person Resources, information Management/Technology (IT), Leadership, Management, business Behavior

Seven practices of High Performance work-related Systems (HPWS)

The focus of this article is to explain the key elements of HPWS and to recognize why creating partnerships with employees makes financial sense for employers in today’s knowledge-, wisdom-, and information-based economy. Understanding the findings of recent research about this high trust and high empowerment monitoring philosophy may enable business practitioners to protect against the mistakes that “conventional wisdom” deserve to lead to and that have been significantly acknowledged together the cause of much organizational dysfunction and decline.<1>

HPWS equipment emphasize employee involvement and also reflect a commitment to developing an organizational culture based ~ above commitment rather than control. In ~ the same time, the societies of high performance organizations emphasize the search of excellence and expect employees to be well-qualified, extremely competent, and also constantly involved in enhancing the organization.<2> Management experts have broadly researched HPWS and have identified typical management methods that develop competitive benefit and boost organizational performance.<3> The following is a an introduction of 7 human resource practices because that producing higher profits with engaging employee as full owners and partners in an organization’s success.<4>

1. Ensuring Employee Security

Despite the trend of numerous businesses to interact in downsizing and hiring part-time and also contract employees to avoid producing obligations to employees, the evidence has displayed that organizations who interact in this practices have rarely created brand-new wealth or enhanced the long-term bottom heat of your organizations.<5> HPWS solution advocate producing high-trust partnerships through employees that construct commitment and promote extra-mile and also extra-role actions that are critical for success in the modern organization.

Lincoln Electric, a successful electric company, embraced a program years back that guarantee employment to workers after 3 years top top the job. Employed staff security policies that demonstrate a commitment to employees and also their welfare work ideal when combined with the careful selection and hiring of employees that fit the needs of organizations and who match their project requirements. A number of scholars have reported proof that establishments that implement policies that for sure employee security develop trust v the civilization who room hired and find the their employees perform better and are more committed to your organization’s success.<6>

2. Selective Hiring

Carefully evaluating brand-new hires requires that institutions are precise in identifying the an important skills and attributes of their employees in the an initial place.<7> rental to fit requirements of the job makes much more sense than merely hiring candidates v the best academic pedigrees or that look the best on paper. Identifying qualities like character, respect because that others, and a organization orientation that carry out not readjust through cultivate actually improve employee retention and also long-term fit.<8>

Enterprise Rent-A-Car, currently the largest auto rental agency in the unified States, has efficiently used selective rental to determine “people people” native “the fifty percent of the college course that provides the upper fifty percent possible.”<9> Their focus on hiring previous college athletes and fraternity or sorority members with terrific interpersonal an abilities has helped Enterprise to success in developing its superb customer business reputation which has helped the company to knife its optimal position in the automobile rental industry.<10> focusing on hiring the right people has been cited by administration scholar Jim Collins as a key difference in those suppliers that space “great” rather than just “good.”<11>

3. Decentralized Decision-Making

Organizations that establish HPWS societies recognize the importance of clearly identifying goals and also objectives. In implementing those goals, HPWS carriers delegate decision-making transparent the organization and also empower your employees to supply outstanding business to client and attain optimal company results.<12> combine well-trained and supported self-managed groups that enjoy autonomy and vast discretion in making decision demonstrates the high trust in employees that characterizes HPWS.

Creating teams deserve to lead to greater initiative, yet effective self-managed groups require extensive training, accountability in reporting the progress of assignments, and ongoing assistance to optimize their effectiveness. Efficiently using company work groups that space well trained and supported through an organization top administration team create accountability at the organizational level. This is wherein accountability amongst interdependent team members is many important and where vital customer-related occupational gets done.<13> producing a culture of cooperation accountability reinforces organizational values and also increases personal ownership at all levels.<14>

The Ritz-Carlton Hotel chain is famed for the top quality of its customer service. Ritz-Carlton’s management technique achieves business excellence by decentralizing decision-making to all of its employees. Those employees each have actually the discretion to invest up come $2,500 as soon as they think doing so best serves the customer and meets v the hotel’s mission. A compelling human body of evidence about organizations that excel in providing great service confirms the decentralizing decision-making and also empowering employees have the right to pay turn off with increased customer satisfaction and greater profits.<15>

4. High Results-Based Compensation

Developing a compensation system that rewards employees at every levels when the company succeeds promotes commitment to mutual goals and also increases employee awareness the their functions in contributing to profitability. Compensating employee contingent upon company performance is many effectively adopted as component of a high-performance society that incorporates benefit sharing throughout an organization.<16> The logic of arbitrarily compensation is implicitly equitable and fair and confirms to employees that they will certainly share in the fruit of their work. Group-based benefit sharing or gainsharing likewise creates a social mechanism of accountability come the organization and to other team members.<17>

Whole Foods, an American supermarket chain the specializes in natural and also organic food products, is an exceptional example the an company that has created such a social system as part of the commitment come excellence and also high quality.<18> The company has been noted as one of Fortune’s “100 finest Companies to job-related For” every year because that list was created and has received plenty of awards because that honoring agency values. Paying because that performance likewise requires suppliers to construct far much more effective measures of what constitutes excellence, while also communicating to employees just how they develop value because that customers and also for the company.

5. Training by Commitment

Virtually every HPWS organization emphasizes training by commitment together contrasted with training concentrated on control-oriented monitoring systems. Training employees in how to deal with problems, come take responsibility for quality, and also to take the initiative in arguing changes in organization work techniques demonstrates to trust in the high quality of employee hired and also an acknowledgement that employee buy-in come a results-based compensation program. In comparison with countless organizations the deem maintain to it is in a frill that have the right to be eliminated, HPWS systems carefully determine the type of training that is most needed to attain organizational goals and also then invest greatly on help employees come optimize their capability to succeed. Study evidence says that engaging employees in occupational team training boosts their ownership and commitment and their ability to contribute to the success of critical organizational goals.<19>

The Men’s Wearhouse garments chain is provided for investing far much more heavily in employee training 보다 its competitors and creating one employee supportive culture<20> and also has flourished by act so—recently gaining the Joseph A. Banks brand in 2014. In today’s very competitive worldwide marketplace, an excellent companies understand that lock must create a “learning culture” corporate-wide so the all members that the agency can add to including value and improving service quality.<21>

6. Diminished Status Barriers

A straightforward assumption of one HPWS is that great ideas and organizational improvements deserve to come from employees at every levels of the organization. Fairy inequality and the use of symbols prefer language, dress, physics space, and benefits have the right to send a article to employees the an organization views condition hierarchically, rather than treating every employee together if the or she is both valued and valuable. Stephen R. Covey repeatedly detailed that an excellent organizations look for to build high trust cultures by nurturing and developing people, quite than by controlling them.<22> dealing with employees favor valued partner by reducing status barriers, by empowering employees, and by dealing with employees through dignity and also respect build trust and commitment.<23>

The 2 co-founders the Kingston Technology, the biggest independent producer the DRAM memory modules for personal computers in the world, typify the palliation of status obstacles in their extremely successful and extremely lucrative company by 1) working in open cubicles, and also 2) not having private secretaries. Return the artefacts of an organizational society may send a message about status barriers and also how employees space valued, the most important method that leaders show their attitudes around employees is by producing a culture that values, trusts, and empowers employees.<24> leaders of organizations interact the importance of just how employees at all levels are valued by the policies, practices, and rewards the are detailed throughout the organization.<25>

7. Sharing an essential Information

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The sharing of financial, strategic, and performance details conveys to employees the they are trusted partners who deserve to utilize this necessary information to assist their organization to achieve its goals. Highly motivated and also well-trained employee need information to be able to contribute to your organization’s success. Sharing information and providing the maintain in just how to usage it to attain goals provides implicit sense, however many timeless organizations refuse to do either and pay the price in lost opportunities and also reduced trust.<26>

Springfield ReManufacturing Corporation, the very successful employee-owned break-off of worldwide Harvester that specializes in remanufacturing transportation products, has developed an “open book management” mechanism that basically equals sharing information with employees to enable them to perform their jobs, accomplish common goals, and achieve greater manage over your individual lives.<27> info shared throughout the organization is an essential in a civilization economy the is based upon the knowledge and also wisdom the the company applies.<28>

Integrating All 7 Practices

Companies that employ HPWS most successfully incorporate every one of these seven human source practices. The research around HPWS has evidenced that carriers that effort to piece-meal the applications of these ideas are far less successful than suppliers that build an integrated way to build high commitment, high trust, and also high performance.<29> Today’s organization have to be capable of achieving both alignment and also adaptability, back simultaneous achievement of this two attributes may seem inherently counterintuitive.<30> Achieving this seemingly support exclusive business outcomes have the right to be accomplished, however, by combine the crucial human source management (HRM) elements that make up an HPWS. Organizations that success in the modern economy ask employee to stretch come achieve an overwhelming goals, demonstrate the discipline to meet performance demands, display a willingness to support and assist team members in accomplishing assignments, and earn the trust of rather by demonstrating their commitment come the permanent welfare that the organization and its members.<31>

Ultimately, the commitment of the top administration team and also leadership at the top are responsible for developing an aligned and committed corporate culture that is necessary to creating an efficient HPWS organization. A growing body that evidence argues that business leaders who adopt aligned HPWS systems room rewarded through employees that are more committed come their organizations and an ext willing to engage in the extra-role behaviors that are key to organization profitability and competitive advantage.<32> Those that lead an excellent organizations must understand the complexities that are crucial to success in the modern organization, be committed to values that resonate with employees, and also embody those values in their own lives.<33> The great news for little and medium-sized organizations is that, when applied with a focus on a culture-wide integration the values, HPWS solution can advantage those organizations as well as big and more complex companies. Companies and their leaders who fail to combine aligned HPWS functions are likely to discover themselves in a competitive position that quickly deteriorates in the modern-day fast-moving economy, eventually putting those service providers out of business as they fail to store up with an ever-changing world.<34>

<1> Stanford’s Jeffrey Pfeffer is the most popular scholar who has addressed the dangers linked with organizational leaders using this standard wisdom in organizations. His description of this recurring error is fine articulated in Pfeffer, J., (1998). The human being Equation: structure Profits by Putting world First. Boston, MA: Harvard business School Press.

<2> Stephen R. Covey, detailed repeatedly the high commitment and high competence were essential aspects of organizations developed upon the development of high to trust organization societies and listed that these institutions had incredibly high expectations around their duties to customers and stakeholders and sought come constantly progressive the bar of company excellence. View Covey, S. R., (2004). The 8 hours Habit: From performance to Greatness. Brand-new York: cost-free Press.

<3> among those who have figured out those techniques are Zhang, M., Fan, D., and Zhu, C. (2014). “High Performance work Systems, Corporate society Performance, and Employee Outcomes, exploring the absent Links.” Journal of service Ethics, Vol. 120, Iss. 3, pp. 423-435; Huselid, M. A, (1995) “The influence of Human source Management methods on Turnover, Productivity, and Corporate jae won Performance.” Academy of administration Journal, Vol. 88, Iss. 3, pp. 635-672; Lawler, J., Chen, S. J., Wu, P. C., Bae, J., and Bai, B., (2011). “High Performance job-related Systems in foreign Subsidiaries of Multinationals: one Institutional Model. Newspaper of International organization Studies, Vol. 42, No. 2, pp. 202-220, and also Pfeffer, J., (1998), op. Cit.

<4> The id of employees as owners and also partners and the duty of organizational leaders together stewards who owe a facility set the duties come those employees has actually been well described in Block, P., (2013). Stewardship: Choosing service Over Self-Interest (2nd Ed.). Mountain Francisco, CA: Berrett-Koehler Publishers.

<5> one often-cited research of the negative effects that downsizing and also the prominence of creating an organizational society that cure employees together committed partner in long-term organization innovation is provided by Cameron, K.S., (1994). “Strategies for Successful organizational Downsizing.” Human resource Management, Vol. 33, Iss. 2, pp. 189-211.

<6> Information about employment security and its integration with other integrated HRM programs and also practices in ~ Lincoln Electric and other organizations is described in Gramm, C., and Schnell, J., (2013). “Long-Term Employment and Complementary Human source Management Practices.” Journal of job Research, Vol. 34, Iss. 1, pp. 120-145. Pfeffer (1998), op. Cit. Additionally provides evidence about companies that advantage by rewriting the employed contract to administer employees with higher job security.

<7> Carefully examining performance expectations and characteristics of new employees is determined as a key to success in Collins, J., (2001). Good come Great: Why Some suppliers Make the Leap . . . . And also Others Don’t. New York: HarperCollins.

<8> The prominence of organization fit and also the leader’s function in identify the prestige of an essential elements that identify a candidate’s fit within an organization is determined in Bottger, P., and Barsoux, J-L., (2012). “Masters the Fit: how Leaders boost Hiring.” Strategy & Leadership, Vol. 40, Iss. 1, pp. 33-39.

<9> Enterprise’s method to hiring to be cited in O’Reilly, B., “The Rent-A-Car Jocks that Made enterprise #1” Fortune, Vol. 134, Iss. 8.

<10> Ibid.

<11> Collins, J., (2001), op. Cit. The prominence of identifying and also hiring the best people and also getting “the right civilization on the bus” is well defined as a crucial characteristic that the ideal organizations.

<12> The relationship in between delegating and also empowering employees and creating a high performance organization society is reported in Catermole, G., Johnson, J., and Roberts, K., (2013). “Employee Engagement Welcomes the Dawn of an Empowerment Culture.” Strategic HR Review, Vol. 12, Iss. 5, pp. 250-254.

<13> The key elements of producing successful organization teams that space well trained and also supported by adequate business resources are defined beautifully in Scholtes, P. R., Joiner, B., and also Streibel, B. J., (2003). The TEAM Handbook. Madison, WI: Oriel, Inc.

<14> This allude is well made in Wriston, M. J., (2007). “Creating a High performance Culture.”Organization breakthrough Journal, Vol. 25, Iss.1, pp. 8-16.

<15> The success of Ritz-Carlton and also a variety of other outstanding establishments that have improved service and also increased profitability is well recorded in Inghelleri, L, and also Solomon, M., (2010). Exceptional Service, superior Profit: The tricks of building a Five-Star Customer organization Organization. New York: AMACOM.

<16> Explaining how to establish and also implement a pay for performance compensation system and the benefits resulting therefrom is described in Abernethy, W. B., (2011). Pay because that Profit: designing an Organization-Wide Performance-Based Compensation System. Memphis, TN: Performance management Publications

<17> The prestige of developing an organization society that rewards performance and also emphasizes shared accountability is determined in Rhoades, A., (2011). Built top top Values: producing an Enviable culture that Outperforms the Competition. Mountain Francisco, CA: Jossey-Bass.

<18> The role of totality Foods in producing an HPWS culture is well articulated in Pfeffer, J., (1998), op. Cit.

<19> This point is made fine in countless studies and is summarized in Laszlo, A., Kathia, C., and also Johnsen, C.S., (2009). “From High Performance teams to Evolutionary finding out Communities: brand-new Pathways in business Development.” Journal that Organisational change and social Change. Volume 6, Iss. 1, pp. 29-48.

<20> The Men’s Wearhouse maintain program has actually been described plenty of times including at Infante, V. D., (2001). “Men’s Wearhouse: Tailored because that Any adjust that sleeve Brings.” Workforce, Vol. 80, Iss. 3, pp. 48-49.

<21> The prominence of developing an organization-wide culture of learning and its influence on company commitment and profitability is described in Senge, P., (2006). The 5th Discipline: The arts & practice of the learning Organization (2nd ed.). New York: Doubleday.

<22> Covey’s insights are well declared in many of his writings, specifically in Covey, S. R., (2004), op. Cit., and also in Covey, S. R., (1998). “High trust Cultures.” Executive Excellence, Vol. 16, Iss. 9, pp. 3-4.

<23> Pfeffer, J., (1998) op. Cit., and Block, P., (2013) op. Cit., join with Covey, S. R., (2004), op. Cit. In identify the prominence of one organizational culture that disclosure “power with” rather than “:power over” employees.

<24> this points are clearly made in Schein, E. H., (2010) Organizational society and Leadership (4th ed.). San Francisco, CA: Jossey-Bass, Pfeffer, J., (1998), op. Cit.,and Covey, S.R., (2004), op. Cit.

<25> Schein, E. H., (2010), op. Cit.

<26> Pfeffer, J., (1998), op. Cit.

<27> Springfield Manufacturing’s CEO, Jack Slack, has enumerated his company’s achievements in Slack, J. And Burlingham, B., (2013). The great Game the Business, Expanded and Updated: The only Sensible method to run a company (2nd Ed.). Brand-new York: Crown Business.

<28> Both Covey, S. R., (2004), op. Cit. and Christensen, C. M., (2011). The Innovator’s Dilemma: The Revolutionary book that Will change How You perform Business. Brand-new York: HarperBusiness emphasize this point.

<29> because that a thorough explanation of vital elements in producing aligned HRM practices, please watch Ulrich, D., Younger, J., Brockbank, W., and Ulrich, M., (2012). HR indigenous the outside In: 6 Competencies for the Future of human Resources. Brand-new York: McGraw-Hill.

<30> watch Patel, P. C., Messersmith, J. G., and Lepak, D. P., (2013). “Walking the Tightrope: An evaluate of the Relationship in between High-Performance work Systems and also Organizational Ambidexterity.” Academy of management Journal, Vol. 56, Iss. 5, pp. 1420-1442.

<31> Gibson, C. B., and Birkinshaw, J., (2004). “The Antecedents, Consequences, and Mediating role of business Ambidexterity.” Academy of management Journal, Vol. 47, Iss. 2, pp. 209-226.

<32> In enhancement to the numerous sources already cited herein, please watch Gong, Y., and also Chang, S., (2008). “How perform High Performance occupational Systems (HPWS) impact Collective organizational Citizenship actions (OCB)? A collective Social Exchange Perspective.” Academy the Management annual Meeting Proceedings, pp. 1-6.

<33> The crucial role of leaders in creating an to adjust organizational culture is well defined in countless organizations. Check out Schein, (2010). Organizational society and Leadership. San Francisco, CA: Jossey-Bass; Paine, L.S., 2002. Value Shift: Why Companies should Merge Social and also Financial Imperatives to accomplish Superior Performance. Brand-new York: McGraw-Hill; Pava, M., (2003). Leading with Meaning: utilizing Covenantal management to develop a far better Organization. Brand-new York: Palgrave Macmillan; Caldwell, C., (2012). Moral Leadership: A Transformative model for Tomorrow’s Leaders; Daley, J., (2010). “Creating a society of EXCELLENCE.” Entrepreneur, Vol. 38, Iss. 3, pp. 81-87.

<34> Ulrich, D., et al., (2012), op. Cit. identifies the prominence of aligned human source practices and also Christensen, C. M., (2011), op. Cit.

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