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Essay / Research Paper Abstract
This 5 page paper looks at the positive and negative aspects of this system. The concept of performance based pay is critically evaluated. Several examples are provided. Bibliography lists 4 sources.
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5 pages (~225 words per page)
File: RT13_SA043HPW.rtf
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Unformatted sample text from the term 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
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