High performance working systems have been defined as a combination of the practices of HR, the work structure of the organization and the processes utilized by the organization in order to maximize the knowledge, skills, commitment and flexibility of the employees. When this is implemented effectively, this form of working system would be able to benefit both the employees and management of the organization since employees will become more involved in the organization by becoming valuable contributors to the overall growth of the company (Bohlander & Snell, 2007).
In the case of Lanier Worldwide, the high performance working system would benefit the company since there are a number of branches that are situated around the country, utilizing a high performance working system would ensure that they are given up-to-date information of the company’s business plans and strategies which would allow the employees from the different branches to provide suggestions in order to improve the operations of the company as well as making the employees more committed to the courses of action being implemented by the company (Bohlander & Snell, 2007).
While all of the steps in setting up a high performance working system are considered to be crucial, the most important would have to be the establishment of a solid two-way communication plan during the initial stages of the changes being made by the company using this form of working system. This is because when management is able to properly communicate with their employees, fears and concern that may be felt by employees will be diminished.
This, in turn, will ensure that commitment towards the established goals of the company will be reaffirmed and allow issues and areas of improvement to easily be addressed. Without a properly crafted communication plan, employees may become apathetic to the changes management would want to implement which may open doors to more problems on the part of the company’s operation as a whole.
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