Work System

04/21/23 2IPMI-HRM-Krishnan Rajendran

Managers Seek………

• Initiative• Dependability• Willingness to take

responsibility• Loyalty to company and

manager• Willingness to suggest changes

and improvements• Adaptability, flexibility

Strong CommitmentStrong CommitmentHigh PerformanceHigh Performance


What do managers get……..

• Dissatisfaction• Depersonalization• Alienation• Frustration• Physical & Psychological Stress• Low Initiative• High turnover & absenteeism• Low product quality• Eroding productivity


Dissatisfied and Disconnected

• 40% of workers feel dissatisfied and disconnected from their employers.

• About one out of every four workers are simply showing up to collect a paycheck.

• Two out of every three workers do not identify with or feel motivated to drive their employer's business goals and objectives.

• Management is not viewed as an asset.

Source: The Conference Board


Employees’ Dissatisfaction Extends to Leadership

• Almost half the leadership is viewed as uninvolved and hands off.

• 15% are in a leadership position because of their job skills and not management skills.

• Only 30% are viewed as strong leaders.



Employee Commitment is Directly Linked to Retention



What’s Important to Employees?Job factor Manager EmployeeGood wages 1 5Job security 2 4Promotion/growth opportunity 3 7Good working conditions 4 9Interesting work 5 6Personal loyalty to workers 6 8Tactful disciplining 7 10Full appreciation for work done 8 1Sympathetic to personal problems 9 3Feeling “in” on things 10 2

Source: Ken Blanchard


How do they want to be recognized?

The following are cited as the top five workplace incentives:

Personal thanks from the manager Written thanks from the manager Promotion for performance Public praise Morale-building meetings


What is a Work System……

Is a combination of• Job tasks• Technology• Skills• Management style• HR policies &

practices

These determine how work is:

• Organized

• Managed

How employees will:

• Experience work

• Perform

A Work System


The Work System Model

Job Content(Tasks)

Job Content(Tasks)

HR Policies

& Practices

HR Policies

& PracticesManagement

Style

ManagementStyle

People(Their personal &

Interpersonal skills)

People(Their personal &

Interpersonal skills)Task

Technology

Task Technology


Am I Walking the Talk?

Employees believe what their leaders do

“What leaders say” must match “what they do”

High Say/Low Do

High Say/High Do

Low Say/Low Do

Low Say/High Do

Always

Never Do Always

Say


Am I Walking the Talk?Worst Practice

• Mixed signals

• Leadership not trusted

• Communication is perceived as “all talk and no action”

Best Practice

Words and actions match

• Creates high trust

• Builder of satisfaction and commitment

High Say/Low Do

High Say/High Do

Low Say/Low Do

Low Say/High Do

Always

Never Do Always

Say

Bad Practice

• Especially problematic if employees perceive them as a lingering problem or future danger

Mixed Signals

• Creates low trust environment; encourages grapevine; high degree of speculation and low trust

Is there a Line of Sight?

Does each individual in your organization understand the connection between:– the work they do every day, and – the performance of the organization?

Creating a High Performance Culture

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What is a high performance organization?

High performance organizations (HPOs).

– HPOs intentionally designed to:

• Bring out the best in people via a strategically

focused HR organization

– Hire right, continuously train, and use the

talent

• Produce organizational capability that delivers

sustainable organizational results.

– HPO places people first.

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What is the high performance context of organizational behavior?

Upside-down pyramid view of organizations.– Customers and clients at the top of organization.– Workers directly affect customers and clients.– Team leaders and middle managers directly

support the workers.– Top managers clarify the mission and objectives,

set strategies, and make adequate resources available.

The organization viewed as an upside-down pyramid

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Emphasis on intellectual capital.

– Intellectual capital is the foundation for HPOs

To utilize intellectual capital, HPOs often

organize work-flow around key business

processes and use work teams within these

processes

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Key components utilized in HPOs.

– Employee involvement.

– Systems Thinking

– Self-directing work teams.

– Integrated production technologies.

– Organizational learning.

– Focus on Total Quality Management and Continuous Improvement.

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Employee involvement.– The amount of decision making delegated to

workers at all levels.– Employment involvement can be visualized on a

continuum.• No involvement • Moderate involvement – Participative

Management• High involvement or employee empowerment.

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How do high performance organizations operate?

– HPO component: employee involvement.• Flat and lean hierarchy.• Heavy team emphasis throughout organization.• Paper work minimized.• Rapid decision making emphasized.• People were empowered to do “whatever it

takes” to get the job done.

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Self-directing work teams.– Empowered to make decisions about planning,

doing, and evaluating their work.– Sometimes called self-managing or self-leading

work teams.– Important in HPOs due to:

• Need to tap employees’ expertise and knowledge.

• Need for employees to manage themselves.

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Integrated production technologies.

– Focus on providing flexibility in manufacturing and services and involves job design and information technology.

– Key components:

• Just-in-time systems.

• Modular/Variable Manufacturing and Customer Support Systems

• Use of computers.

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Organizational learning.

– A way for organizations to adapt to their settings

and to gather information to anticipate future

changes.

– HPOs are designed for organizational learning

• Google model: Eat, play, breathe as one

• Remove desire to leave premises to get other

“work” done

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Total quality management (TQM).– A total commitment to:

• High-quality results.• Continuous improvement.• Meeting customer needs.

– TQM is a tightly integrated part of HPOs.• Encourages all workers to do their own quality

planning and checking.

Work System

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