Understanding the High Performance Workplace PDF Download
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Author: Neal M. Ashkanasy
Publisher: Routledge
ISBN: 1317626230
Category : Psychology
Languages : en
Pages : 337
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Book Description
This book asks the crucial question: When does high performance supervision become abusive supervision? As more organizations push to adopt high performance work practices (HPWP), the onus increasingly falls on supervisors to do whatever it takes to maximize the productivity of their work teams. In this rigorous, research-based volume, international contributors offer insight into how and when seemingly-beneficial workplace practices cross the line from motivation to abuse. By reviewing critical issues in both high performance work practices and abusive supervision, it illuminates the crossover between these two modes of work, and forges a path for future scholarship.
Author: Neal M. Ashkanasy
Publisher: Routledge
ISBN: 1317626230
Category : Psychology
Languages : en
Pages : 337
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Book Description
This book asks the crucial question: When does high performance supervision become abusive supervision? As more organizations push to adopt high performance work practices (HPWP), the onus increasingly falls on supervisors to do whatever it takes to maximize the productivity of their work teams. In this rigorous, research-based volume, international contributors offer insight into how and when seemingly-beneficial workplace practices cross the line from motivation to abuse. By reviewing critical issues in both high performance work practices and abusive supervision, it illuminates the crossover between these two modes of work, and forges a path for future scholarship.
Author:
Publisher:
ISBN:
Category : Industrial productivity
Languages : en
Pages : 48
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Book Description
Author: Edward P. Lazear
Publisher: University of Chicago Press
ISBN: 0226470512
Category : Business & Economics
Languages : en
Pages : 473
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Book Description
The distribution of income, the rate of pay raises, and the mobility of employees is crucial to understanding labor economics. Although research abounds on the distribution of wages across individuals in the economy, wage differentials within firms remain a mystery to economists. The first effort to examine linked employer-employee data across countries, The Structure of Wages:An International Comparison analyzes labor trends and their institutional background in the United States and eight European countries. A distinguished team of contributors reveal how a rising wage variance rewards star employees at a higher rate than ever before, how talent becomes concentrated in a few firms over time, and how outside market conditions affect wages in the twenty-first century. From a comparative perspective that examines wage and income differences within and between countries such as Denmark, Italy, and the Netherlands, this volume will be required reading for economists and those working in industrial organization.
Author: David E. Guest
Publisher: John Wiley & Sons
ISBN: 1118482638
Category : Business & Economics
Languages : en
Pages : 351
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Book Description
The link between HRM and performance has become an important policy issue at both a national and a corporate level. HRM and Performance draws on the knowledge and expertise of a number of leading international scholars in the field of HRM to provide a comprehensive overview of the current state of HRM and identify fruitful directions for theory, research and practice. A central question throughout is - what's next for HRM and what are the keys to the future of managing people and performance?
Author: Eileen Appelbaum
Publisher:
ISBN:
Category : Business & Economics
Languages : en
Pages : 102
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Book Description
Discusses trends toward "lean production" and some obstacles to its acceptance.
Author: David Onditi
Publisher: GRIN Verlag
ISBN: 3346698602
Category : Business & Economics
Languages : en
Pages : 24
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Book Description
Essay from the year 2020 in the subject Leadership and Human Resources - Employee Motivation, grade: A-, University of Nairobi, language: English, abstract: The paper explores the various high performance work systems and practices and how they help in the improvement of the organizational performance. The central argument of the paper is that there are moderating and mediating factors which impact the relationship between high performance work practices (HPWP) and organisational performance. Existing literature and scholarly works indicate that there are various antecedents such as organisational entrepreneurial orientation and organisational learning. It cannot be said that HPWP always improve organisational performance, as there are moderating and mediating mechanisms between HPWP and organisational performance. HPWPs have a number of definitions. However, the common definition applied in various studies is that HPWPs refer to the managerial practice systems whose aim is to increase the employee empowerment and to enhance the incentives and skills that motivate and enable the employees to take advantage of their greater involvement. On the other hand, entrepreneurial orientation refers to the organisational mind pattern reflected in terms of the entrepreneurial attitudes as well as the willingness to start new ventures and businesses. Considering that employees in an organisation are a major source of competitive advantage, strategic human resource management (SHRM) has gained heightened importance in the rapidly changing and knowledge-based economies. As rare, inimitable and valuable assets for the organisation due to the socially complex, firm-specific and path dependent nature of the employees, human resources practices are important for firms as a means of achieving sustainable competitive advantage. High performance work practices (HPWP) is an important concept as it reflects the basic practices and philosophy of SHRM as it shapes the skills, behaviours, and attitudes of the employees by utilising and discovering knowledge, to achieve the organisational performance goals. The essay thus explores the functioning mechanisms of organisational learning and entrepreneurial orientation in the HPWPs –Organisational performance nexus.
Author: Peter Bryan Warr
Publisher: Oxford : Clarendon Press ; New York : Oxford University Press
ISBN:
Category : Language Arts & Disciplines
Languages : en
Pages : 388
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Book Description
Research into the effects on mental health of both work and unemployment has been extensive, but it remains scattered and unintegrated. This book examines comprehensively what is known, setting it in an original and logical conceptual framework.
Author: Andre A de Waal
Publisher: Warden Press
ISBN: 9789492004772
Category :
Languages : en
Pages : 344
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Book Description
How can today's managers concentrate on what really matters to improve the performance of their organization, to reach outstanding goals? The answer is in What Makes an HPO. The five critical factors of the HPO Framework - Management Quality, Openness & Action-Orientation, Long-Term Orientation, Continuous Improvement & Renewal and Employee Quality - will help you turn your organization into an HPO. This book shows you what to concentrate on, how others have done it, and how to achieve it yourself. The HPO Framework is the result of a global five-year research project into the genuine success factors of High Performance Organizations (HPOs). The HPO Center, led by Dr de Waal, discovered what really works on the ground in every type of organization rather than what managers think should, or might have, worked. In his book André de Waal gives many real-life examples from a variety of sectors including Finance, Retail, Industry, ICT, High Education and Government, all illustrating the successful workings of the HPO Framework in organizations worldwide. Also included are many interviews with HPO leaders at Microsoft, SABMiller, Svenska Handelsbanken, HP, Tata Steel, Umpqua Bank, Unilever and KLM Royal Dutch Airlines.
Author: John Purcell
Publisher: CIPD Publishing
ISBN: 9780852929872
Category : Business & Economics
Languages : en
Pages : 88
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Book Description
This report, the most in-depth of its kind to date, confirms the powerful relationships between HR practices, employee commitment and operating performance. It is based on a three-year investigation which looked at the HR practices, staff views and performance in 11 large organisations including Jaguar Cars, Nationwide Building Society, Selfridges and Tesco. The study provides answers to why and how people management practices influence business performance - to unlock what has been termed the 'black box'. Key conclusions include:- the most carefully thought-through HR strategy is a waste of time unless it is embraced by line managers who have the skills and understanding necessary to engage and motivate employees - where effective HR practices are not in place, levels of employee commitment are up to 90 per cent lower - an organisation needs a clear direction and purpose, beyond the bland mission statement or generic goal of financial returns, which engages, enthuses and unites people. At the Nationwide Building Society this is a commitment to mutuality. At Royal United Hospital Bath it is saving lives. This 'big idea' appears essential in motivating and directing people behind the strategy of the organisation.
Author: Eileen Appelbaum
Publisher: Cornell University Press
ISBN: 9780801486555
Category : Business & Economics
Languages : en
Pages : 280
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Book Description
Much of the hoopla surrounding quality circles, teams, and high-performance work systems has been based on anecdotes and very thin evidence. It has not been established that those employee involvement strategies amount to anything more than another series of management fads or ruses designed to get more out of workers without giving them anything in return. This revelatory book, written by some of the skeptics, lays some of the suspicion to rest. Based on their visits to 44 plants and surveys of more than 4,000 employees, Eileen Appelbaum, Thomas Bailey, Peter Berg, and Arne L. Kalleberg concluded that companies are indeed more successful when managers share knowledge and power with workers and when workers assume increased responsibility and discretion. The study of steel, apparel, and medical electronics and imaging plants revealed much. In self-directed teams, workers were able to eliminate bottlenecks and coordinate the work process. In task forces created to improve quality, they communicated with individuals outside their own work groups and were able to solve problems. Expensive equipment in steel mills operated with fewer interruptions, turnaround and labor costs were cut in apparel factories, and costly inventories of components and medical equipment were reduced. And what did the employees think? The worker survey showed that jobs in participatory work systems often provide more challenging tasks and more opportunities for creativity. Employees in apparel had higher hourly earnings; those in steel had both higher hourly earnings and higher job satisfaction. Workers in more participatory settings were no more likely than others to report heavy workloads or excessive demands on their time. They were, however, less likely to report involuntary overtime or conflict with co-workers, and were more likely to be satisfied with their surroundings. Manufacturing Advantage provides the best assessment available of the effectiveness of high-performance work systems. Freestanding chapters near the end of the book provide full documentation of research data without interrupting the narrative flow.
