Question 5
The high-performance work system
High-performance work systems entail work structures, processes, systems and human resource management, both automated and manual that usually helps in managing an organization.
In most instances, putting together these components improves the performance of the organization not only in the short run but also in the long term. It also aids the organization to survive tough economic times and provide profitable operations of the enterprise and cross-cultural growth. The High-performance organizational cultures integrate the relevant knowledge throughout the operation of a business, relying on key principles of the company. These principles include; Knowledge development, shared information, egalitarianism, and performance –reward linkage
The principle of shared information
Sharing information in an enterprise allows a firm to permeate inside the value chain of the business. Importantly, shared information usually acts as a catalyst for growth and high performance because companies encourage information sharing between employees. The capacity to develop a higher level of accountability and trust is a prerequisite of good leadership. Shared information, in most instances, is an essential factor in HPWS because it transforms leaders from low-grade leaders to high-performance leaders. This is why the role of leadership is a significant element in HPWS implementation. Under this principle, it also involves investing a considerable amount of financial resources in training employees so that they can give their best to the organization. Employees who have not been trained lack knowledge and hence are a disgrace to organization.
Knowledge development
The organization should continuously have programs that sharpen the knowledge of employees and thus enhances the competitive edge of the organization. This principle also involves recruiting the best candidate for labour which ensures that business can give the best to its customers. Furthermore, knowledge development enables employees to become aware of the progress of the organization and enhance the vital statistics of production.
Performance-Reward linkage
Employees, on most occasion, pursue goals that bring reward to them. It has been found that if organizations align their goals with that of their employees, it is likely to transform organizations. Where there is mutual benefit, employees will get out of their way and do what is right for the organization.
Egalitarianism
This principle ensures that workers feel part and parcel of the organization and cooperate with senior managers to bring the best for their organization. Egalitarian environment treats everyone alike, where every person believes that he or she is part and parcel of the organization.
Question 6
There are three main staffing approaches. They include geocentric, polycentric and ethnocentric.
Advantages of geocentric policy
- It allows a firm that operates internationally to create a pool of international managers. It means that the business enjoys a network of senior managers with international contacts and experiences.
- It minimizes the chances of identifying managers with the national organization they come from
Disadvantages
- It is costly to implement because of relocation costs, training and high compensation.
- Requires a highly sophisticated employee planning process between vacant position and employee qualification.
- Bureaucracies in foreign countries make it hard to implement this program
Advantages of Polycentric approach
- The language barrier is usually eliminated under this approach
- Enhances career opportunities to local citizens
- Receives immense support from host government
- Employment is less expensive compared to geocentric.
Disadvantages
- Limited opportunity to gain experience from a multinational organization
- Lack of outside experience undermines information sharing from other experts from foreign countries.
- Lack of competitive environment, a good factor in organization progress.
Advantages of Regiocentric policy
- Promotes cooperation between organizations
- Can help in the transformation of geocentric to polycentric
Disadvantages
- Focuses on the region as opposed to the global perspective
- Limit the organization in its effort to go globally
Question 7
According to OSHA (Occupational safety and health) of 1970, employers have an obligation to create a healthy workplace. Employers need to carry out regular checks and inspection to ensure that health hazard is detected in advance and mitigate before it causes serious harm o workers. Majority of the danger include electrical faults, fire outbreak, and personal injury, among others. Violating rules and regulations as stipulated by OSHA result in a heavy fine. This is aimed at discouraging reckless behaviour that can cause a fatal accident at the workplace. OSHA asserts that work-related injury must have compensation. The employer must ascertain that the hazard is work-related and thus compensate those who have been affected. However, if the employer fails to compensate, a maximum of $ 134000 is charged per every violation. Occupational health and safety administration clearly illustrates that it is imperative for employers and employees to follow the laid down rules and procedure. All the regulation is aimed at ensuring every person is safe even in the most dangerous work environment. OSHA states that employers should allocate a considerable amount of financial resources to educate and train workers about their safety. They must purchase equipment that can be used by workers during work to reduce the chances of the workers getting a severe injury. Reporting health hazard at the workplace is crucial, so relevant authorities can take that action.