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According to Nadler et al (1992 ) the high performance work systems (HPWS ) approach to the design of human work organizations , in its simplest form , is an organizational architecture that brings together work , people , technology , and information in a manner that optimizes the congruence or "fit " among them in to produce high performance in terms of the effective response to customer requirements and other environmental demands and opportunities.
The best alternative for companies wanting to acquire and integrate the organizational technology to transform themselves may be the "high-performance work system. HPWS may be the one approach that focuses on both work and people, as well as on problem-solving and opportunity development. It is a business formula that meets employers ' needs for ever-increasing performance and productivity from employees, and employees ' needs for an environment that provides effective performance support and facilitates their on-the-job learning and continuous performance improvement. Among the latest developments in the evolution of management principles and practices, the HPWS concept is an all-encompassing approach that integrates numerous important management innovations capable of improving the performance of today’s companies. It incorporates the latest and best knowledge we have pertaining to the productive management of organizations (Pepitone, 1995)
A high-performance work system is composed of three sets of managerial practices. The first set includes job design and execution with the inclusion of such elements as functional flexibility, quality circles and suggestion schemes. The second set is aimed at ensuring the presence in employees of adequate knowledge, skills and competencies Training in communication, briefing, appraisal and team work serves this purpose. The third set relates to provision of adequate motivation among employees. The organization needs to come up with a scheme of effective recruitment...