• Research Paper on:
    Overview of High Performance Work Systems

    Number of Pages: 5

     

    Summary of the research paper:

    In five pages a critical assessment of pay that is performance based is provided in an overview of HPWS and its positive and negative factors. Four sources are cited in the bibliography.

    Name of Research Paper File: RT13_SA043HPW.rtf

    Buy This Research Paper »

     

    Unformatted Sample Text from the Research Paper:
    to human resources. It is thought that by motivating employees through rewards and allowing them some freedoms, that the bottom line will improve. To varying degrees, many employers have introduced  programs and systems to revitalize companies that experience productivity or attitude problems from time to time. One of these new systems that purportedly can turn companies around is something called  High Performance Work Systems (HPWS) and while it is a good concept, there are drawbacks. High performance work systems can bring a win-win situation with increased quality of work life  for employees as well as increased productivity. In fact, the idea is so popular Nadler and Gerstein (1992) call the phenomenon of integrating HPWS "a revolution " (cited in  Farias & Varma, 1998). Why is this new concept so revolutionary? Can it really both enhance the quality of life for the workers as well as increase productivity? Many think  so. In fact, organizations faced with challenges due to downsizing and so forth have transformed themselves with the use of High Performance Work Systems (Jarboe & Yudken, 1997). Some  of these companies are well known and include Harley-Davidson, John Deere, and Union Carbide just to name a few (1997). What do these successful systems do? The systems try  to enhance organizational performance by combining innovative work and management practices with a reorganization in work flow as well as to enhance new technologies (1997). They serve to develop  skills and abilities on the front line so that workers can achieve gains in speed, flexibility, productivity, and customer satisfaction (1997). Appelbaum (2000) explains the parts of  such systems and note that performance based pay is a part of the paradigm as are autonomous work teams. She explains that the concept is primarily focused on the 

    Back to Research Paper Results