10 - High- Performance Work Systems Flashcards
A high-performance work system (HPWS) can be defined as a specific combination of _______ practices, work structures and processes that maximizes employee knowledge, skill, commitment, flexibility and resilience. The key concept is based on the _______. High-performance work systems are composed of many interrelated parts that ________ one another to reach the goals of an organization, large or small.
human resource (HR)
system
complement
High-performance work systems are based on the principles of:
- (1) ________ and engagement
- (2) Shared ________
- (3) _______ development
- (4) _______ linkage.
- Egalitarianism
- information
- Knowledge
- Performance-reward
Egalitarian work environments reduce _____ and _____ differences and increase collaboration and teamwork. They use employee _____, suggestion systems, ______ circles, employee involvement groups and union/management committees. Additionally, workflow sometimes is redesigned to give employees more control over ______.
Job ______, job _______ and self-managing work teams are used.
- status / power
- surveys
- quality
- decision making
- enlargement
- enrichment
When employees are given timely information about business performance, plans and strategies, they are more likely to understand the overall direction of the business. Also, they are more likely to make suggestions for _________, and to commit to new courses of action when they have been able to provide ______ in the decision process.
improvement
input
Why is it important for high-performance organizations to focus on the principle of knowledge development in dealing with employees?
Within firms, the number of jobs requiring greater knowledge and skill is growing. Thus, firms must place greater emphasis on selecting _________ people, and also, on providing employees with opportunities to expand their knowledge and talents. Employees in high- performance work systems need to learn in “______” on the job, using innovative new approaches to solve novel problems.
highly qualified
real time
Work tends to move more smoothly and productively when there is an alignment of employee and organizational goals. When rewards are connected to ___________, employees naturally will pursue outcomes that are mutually beneficial to themselves and their employer. Moreover, supervisors can rely more on employees to exercise more _______ and effort because their personal goals mesh with those of the organization.
performance
initiative
Although it may be premature to claim that there is a foolproof list of “best practices” that can be implemented by every organization for every work situation, there are some clear trends in work design, HR practices, leadership roles and information technologies that reflect what _________ systems involve.
high-performance work
Since high-performance work systems frequently begin with the way work is designed, TQM, reengineering, six sigma and the like have driven many firms to redesign their ______. Experts now advise management to focus on the key business processes that drive _________, and then create teams that are responsible for those processes. This approach is used rather than the traditional approach of separating jobs into discrete ______.
workflow
customer value
units
High-performance work systems typically begin with recruitment and selection practices that are very _______. Recruitment tends to be both broad and intensive in order to get the best candidates. This enables a firm to select skilled individuals with the ability to learn continuously and work cooperatively. The time and expense invested in recruitment and selection becomes beneficial for talented employees who take less time to ______.
selective
develop
___________ is the training of employees in jobs in areas closely related to their own. This facilitates teamwork and cooperation. It helps employees identify trouble spots that cut across several jobs, and allows them to suggest areas for improvement.
Cross-training
High-performance organizations often link pay and performance in their compensation plans.
Also, ________, ______-sharing and employee stock ownership plans are examples of this.
High-performance work systems can also incorporate ________ pay plans. By paying employees based on the number of different job skills they have, organizations hope to create both a broader skill base among employees and a more flexible pool of people to rotate among interrelated jobs. Both of these qualities are beneficial in a high-performance work environment and may justify the added expense in compensation.
profit
gainsharing
skill-based
With _______ layers of management and a focus on team-based organization, the role of managers and supervisors is substantially ________ in an environment of high- performance work systems.
Communication and information technologies are yet another piece to be added to the framework of high-performance work systems. Technologies of various kinds create an ________ for communicating and sharing information vital to business performance.
fewer
different
infrastructure
An _________ exists when the internal elements of a work system complement and reinforce one another.
_________ means testing to make certain that all of the HR practices, work designs, management processes and technologies complement one another. The synergy achieved through overlapping work and HR practices is at the heart of what makes a high-performance system effective.
An _________ exists when the work systems support the goals and strategies of an organization. Objectives such as cost containment, quality enhancement, customer service and speed to market directly impact what’s expected of employees and the skills they need to be successful.
internal fit
Horizontal fit
external fit
To ensure success in implementing a high-performance work system, the following types of actions have been identified:
- (a) Make a compelling case for change linked to the company’s __________.
- (b) Make certain that change is owned by _______ and ________
- (c) Allocate sufficient ________ and support for the change effort.
- (d) Ensure early and broad _______ of the effort.
- (e) Make certain teams are implemented in a ________ context.
- (f) Establish methods for _________ the results of change.
- (g) Make certain there is ______ of leadership and appoint champions of the initiative.
- business strategy
- senior and line managers.
- resources
- communication
- systemic
- measuring
- continuity
The four pillars that support relationship with unions in implementing high-performance work systems are:
- (1) Cultivate ________.
- (2) Establish formal _______.
- (3) Foster _______ of other key constituents.
- (4) Adhere to _______.
- mutual gains
- commitment
- support
- procedures
