high performance work practices
Post on 08-Feb-2016
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High Performance Work PracticesNancy Brown Johnson
Traditional Work Systems Tayloristic, based upon high
volume production lines Management acts, employees
comply Work structured from top-
employees carry out management actions
Quality set by inspection
HPWP Defined Maximizing the use of
technology, resources, and employees
Each element must work together Work systems are the link that tie
the elements together Can contribute to organizational
success but difficult to implement
Elements of a HPWP Management philosophy that
employees need to share in decision-making
Participative management Elements
Information sharing Participative decision making Increasing knowledge Redistributing power
Information Sharing Provide employees with
information about the business Enables the employees to make
suggestions for improving product & processes
Increasing knowledge Training
Business knowledge Enables the employee’s to understand
long-term goals Interpersonal and group skills
Gives employees the skills to work together and engage in problem-solving
Basic job skills Gives them the foundation for
understanding their role in the organization and how it fits in to the total organizational goals
Rewarding Performance Incentives to reinforce
commitment Profit sharing, share in cost
reduction Skill base pay or other systems
to reinforce learning Provide incentives to engage in
learning & participate Crucial to include job security
Redistributing power Shifting decision-making downward Must empower workers to make
decisions JetBlue does it by five core values
Safety, Caring, Integrity, Fun, Passion Restructures organization to team
level decisions such as quality circles, team
meetings to systematically shift power downward
When are HPWP a good idea? Required when flexibility essential Dynamic changing environments May be less efficient Much more difficult to implement
than Tayloristic systems Tayloristic systems more
appropriate for stable, predictable environments: allow for efficiency
All Elements must work Together
Rewarding Performance
Increasing Knowledge
Information Sharing
Redistributing Power
HPWP
Conditions for HPWP success Goal Collective Identity
Problem Solving v. Blaming Shared goals: everyone knows
what needs to be done Shared knowledge of work
processes Mutual respect among employees Frequent & timely communication
Implementing Management needs combination of
credibility & caring trust & respect
Coaching & feedback positive reinforcement v. fear &
punishment Hire employees to work in this
environment Use conflicts to build relationships Measure performance broadly Flexibility in jobs
Summary HPWP much more difficult to
implement than traditional production systems
Increase flexibility and work best in dynamic environment
Expensive to implement Evidence indicates can pay off if
consistently implemented
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