What are the critical issues involved in implementing a high-performance work system?
What will be an ideal response?
The critical issues involved in implementing a high-performance work system are building a business case for change, establishing a communications plan, and evaluating and sustaining the system. First, because change efforts are often intimidating, organizations need to build a business-related case to demonstrate that the changes are needed for the success of the organization. This may be achieved by showing workers where the organization needs to be in the future to be successful and where it currently is. Second, given the importance of these change efforts, a critical facet of implementation is communicating through open exchange and dialogue to answer questions and solicit suggestions for improvement. Sharing information with employees is a critical aspect of successful implementation. Finally, as with any change efforts, once high-performance work systems are in place, they need to be monitored and evaluated over time. Specifically, managers must evaluate the process to determine if the system has been implemented as it was designed and whether the principles are being reinforced. In addition, this evaluation process needs to keep an eye on the goals of the system to determine if the program is succeeding. Lastly, evaluation systems need to be evaluated in terms of changing priorities and initiatives. As an organization's needs and processes evolve, so should the work system.
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Fill in the blank(s) with the appropriate word(s).
Emily suffered a very high fever when she was a small child which resulted in her losing her hearing. In spite of the hearing loss, she has excelled in school, served on several school committees, was active in clubs, worked with the poor and homeless, and was the ASB president. She graduated with highest honors. She applied for a job that was far below her capabilities, was interviewed, and received good reports from several people who worked for the company she had interviewed with and had heard about the interview. In spite of her qualifications and favorable reports, she was not hired for the position. Later she heard that an individual who could barely spell, had a very slovenly office appearance, and no education was hired for the position. She was also told "off the record" that
she was not hired due to her hearing impairment. She is considering filing a lawsuit against the company she interviewed with. What would be the most likely employment act she would cite as the basis for her claim? A. Civil Rights Act of 1991 B. Occupational Safety and Health Act C. Americans with Disabilities Act D. Fair Labor Standards Act