High Performance Work
Does a High Performance Work System have the Ability to Induce Higher Job Satisfaction and Job Performance?
Abstract The idea that a happy worker is a hard worker has been discussed and researched since the 1930 Hawthorne experiments. Researchers believed that with increased job satisfaction came an increase in job performance and vice versa. No matter how logical this idea seems, it has not been proven, and the argument continues. This paper looks at the facets of job satisfaction, job performance, how they are measured, and why they cannot be linked. Then, it moves on to cover the idea of a High Performance Work System and why this system is linked to increases in both job satisfaction …show more content…
These companies often believe by utilizing below market pricing strategies they can gain market share. Although this is true, companies who sell their products at extremely low prices are going to have find other ways to cut expenses. This often results in a loss of wages for employees. When employees feel the brunt of the cost crunch, they will frequently decide to move to another company or simply resign. When this occurs, companies must fill those empty positions with inexperienced workers. The more inexperienced employees that a company must use, the lower the production levels and the lower the quality of their products. In the end, this type of system may end up being more harmful than helpful. Also, as more companies begin to create high performance environments, it will become standard, and employees will expect an empowering work environment. This is why High Performance Work Systems are essential as teams move …show more content…
The reasoning behind the increase has to do with the improvement in skills as well as the mindset of the employees in this environment. Cognitive satisfaction, as discussed earlier, does not increase production, because an employee can be cognitively satisfied and be producing at the bare minimum. When employees are satisfied beyond a cognitive level, they are motivated to contribute to the company. This motivation and belief in company goals, combined with an increased skill level, has a direct influence on job
Abstract The idea that a happy worker is a hard worker has been discussed and researched since the 1930 Hawthorne experiments. Researchers believed that with increased job satisfaction came an increase in job performance and vice versa. No matter how logical this idea seems, it has not been proven, and the argument continues. This paper looks at the facets of job satisfaction, job performance, how they are measured, and why they cannot be linked. Then, it moves on to cover the idea of a High Performance Work System and why this system is linked to increases in both job satisfaction …show more content…
These companies often believe by utilizing below market pricing strategies they can gain market share. Although this is true, companies who sell their products at extremely low prices are going to have find other ways to cut expenses. This often results in a loss of wages for employees. When employees feel the brunt of the cost crunch, they will frequently decide to move to another company or simply resign. When this occurs, companies must fill those empty positions with inexperienced workers. The more inexperienced employees that a company must use, the lower the production levels and the lower the quality of their products. In the end, this type of system may end up being more harmful than helpful. Also, as more companies begin to create high performance environments, it will become standard, and employees will expect an empowering work environment. This is why High Performance Work Systems are essential as teams move …show more content…
The reasoning behind the increase has to do with the improvement in skills as well as the mindset of the employees in this environment. Cognitive satisfaction, as discussed earlier, does not increase production, because an employee can be cognitively satisfied and be producing at the bare minimum. When employees are satisfied beyond a cognitive level, they are motivated to contribute to the company. This motivation and belief in company goals, combined with an increased skill level, has a direct influence on job