High performance work system

Our world becomes more progressive , innovative , and challenging . Thus competitive is tight for both companies and workers as well . Companies need to be fully equipped with various technologies , current trends and efficient employees . While on the other hand , to workers who wants to stay in their job needs to be armed with tools , their skills and talents

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 . 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 (1 employers ' needs for ever-increasing performance and productivity from employees , and (2 ) 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

HPWS has 10 core principles . Below , is a diagram that shows the contrasting principles of HPWS from traditional organization design (Nadler and Gerstein , 1992

Traditional HPWS

Internally driven design Customer- and environmentally focused design Highly controlled fractionated units Empowered and autonomous units Ambiguous requirements Clear direction and goals Inspection of errors Control of variance at the source Technical system dominance Sociotechnical integration Limited information flow Accessible information flow Fractionated , narrow jobs Enriched and shared jobs Controlling and restrictive human resources practices Empowering human resources practices Controlling management structure , process , and culture Empowering management structure , process , and culture Static designs dependent on senior management redesign Capacity to reconfigure Visibly , those companies used HPWS has said to have an increased quality . Organizations which have implemented HPWS organizations exhibit higher quality in products and services Using the same technology , companies were able to get same results at reduced costs difference was 40 to 50 percent below traditional methods ( HYPERLINK "http /www .books24x7 .com /viewer .asp ?bkid 4052 destid 156 " \l "156 " \t "_parent " Nadler , et al , 1992

As with the workers , they are internally motivated . Great motivation would lead to a more responsible attitude for accomplishment of their work and high levels of ownership are created . Because of this effect this leads to an increased in commitment , discretionary effort , and satisfaction

The increased emphasis on multiple-skill development and worker responsibility leads to greater emphasis on learning and new ideas . This enables workers to look...