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