Assignment:
"High Performance and the Choices Managers Make" Answer the following:
As a HR manager, provide an example of an organization you worked for or familiar with and explain how the organization maintained a high performance work system. Justify your response.
According to the Noe, Hollenbeck, Gerhart, & Wright, (2013), a high-performance work system is the right combination of people, technology, and organizational structure that makes full use of the organization's resources and opportunities in achieving its goals. The elements of a high-performance work system are organizational structure, task design, people, reward systems, and information systems. These elements must work together in a smoothly functioning whole.
There are some elements that are necessary in order to have A high performance team for example diversity, clear goals and expectations, effective communication, trust and ownership. These are some of the steps that Comcast takes in order to have a high performance work group.
Diversity
Effective teams are composed of members with a wide range of skills and experiences from which to draw for support, guidance and motivation. Dynamic teams have members with particular strengths and weaknesses that complement one another and a variety of personalities to fulfill different roles of leadership, logistics, creative direction and discipline. Effective teams respect and embrace differences of opinion.
Clear Goals and Expectations
Clear goals and timetables drive high-performance teams, as does a knowledge of professional expectations. To have multiple people work toward a common goal objective must be clearly understood by all team members, and each person must know exactly what his responsibilities are in relation to the achievement of team objectives. Progress toward goals should be measured at regular intervals to ensure the different elements of the project are progressing together in a timely fashion.
Effective Communication
Teams rely on effective communication to pool their work efforts. Effective oral and written communication is clear and concise. It is important that each team member feels comfortable speaking her mind about her responsibilities on a project to allow for the expression of creative ideas and to ensure that questions are raised before mistakes are made. Regular group meetings and email should keep everyone up to date on team progress and new developments.
Trust
Members of high-performance teams trust one another to pull their own weight and get their jobs done to the best of their ability, within the time frames set out. When team members don't trust one another to successfully complete their tasks, time gets wasted monitoring others' working habits, which can take away from other tasks and lead to animosity in the work environment. It is a good idea to give new team members work of greater importance as they get acclimatized to the team and its projects and after they have proved themselves by producing quality work that is less critical to team project goals.
Ownership
High-performance team members are empowered by a sense of ownership for what the team produces; they feel they have a stake in the success of team projects. Encourage this by asking for the input of team members in the design and development stages of a project or when major decisions are being made. Including team members when setting goals and objects for a project also can be effective in these respects.
From the scenario and the e-Activity, suggest two actions you can take in order to contribute to high performance within your company. Provide support for your response.
A high-performance work system achieves the organization's goals, typically including growth, productivity, and high profits. The two actions that I would take in order to contribute to high performance firstly recruiting the right people, and fostering the highest level of trust and relationship building. Giving employees skills and incentives allow them to be high performers.