High Performance Work Systems: Organizational Culture & Firm Effectiveness


Implementing high performance work systems within an organizational culture to assist in cultivating the effectiveness a firm involves: understanding social learning theory, understanding differential association theory, implementing emotional labor, implementing labeling theory, and implementing ceremonies.

Understanding Social Learning Theory

Implementing high performing work systems involves understanding social learning theory. Social learning is a process of learning when observing the social interaction of others and considering if those actions and behaviors are worth imitating. For example, it's essential employees learn how to preform tasks accurately, the first time, to avoid the risk of larger a ratio of employees leaning "the wrong way" to complete a task when observing others preforming those tasks incorrectly.

Understanding Differential Association Theory

Differential association theory involves acknowledging and studying how people learn criminal activities by observing how another's: values and justifications leads to criminal behavior, and the methods involved in successful completion of criminal behavior. Differential association theory is an aspect of social learning where a person "learns" through observing social events in their environment. Moreover, creating and maintaining a high performing organizational culture involves recognizing how an employee's activities (compromising a firms effectiveness) can be learned via observing the inappropriate activities of others; exponentially deteriorating the overall effectiveness of an organizational structure.

Implementing Emotional Labor

Creating and maintaining a high performing organizational culture and an effective firm involves having subordinates within the structure exerting the correct "emotional labor" specific to the culture's agenda. For example, emotional labor entails displaying and presenting a particular emotion appropriate to a duty being preformed; for instance: a police officer exerting a firm authoritative voice when asking questions as oppose to being accommodating and eager to please is appropriate to his job description. Identifying what emotions and body language that's to be expressed specific to an organization's end-goals is critical for its effectiveness.

Implementing Labeling Theory

Implementing labeling theory involves awarding and assigning labels and titles to employees that precisely communicate exactly what's expected of them and increases the probability of emotionally identifying with the label given. For example, though a label like "garbage man" may specifically address, in the briefest sense, what exactly the job implies may, however, be counterproductive when employees emotional identify with the label "garbage man" because it isn't pride specific and motivating to how "sanitation engineer" or " eco-keepers" would be. the label sanitation engineer given to an employee will better serve an organizational culture's agenda.

Implementing Ceremonies

Implementing ceremonies promoting social cohesion greatly enhances the effectiveness of a firm's organizational culture. For example, a seemingly innocent ceremony of "honoring our employees for years of services," that companies often hold annually, assists in maintaining and creating an effective culture. I personally know an owner of a mid-size business employing 30 mechanics. The employer underpays them between $3 to $6 an hour by industry standards. This is an incredible savings on the employer's behave. How he keeps his employees from leaving involves hosting weekly Sunday barbecue ceremonies. All the employees bring their family and eats hamburgers and drink beer in the name of "honoring employees." The value of implementing this type of ceremony becomes apparent when considering how the backslapping nostalgia of camaraderie creates: (1) facilitating a friendly working culture, (2) manufacturing feelings of "It's not so bad working here after all..." in their employees, and (3) somehow allows underpaid employees to justify how eating $3 dollars worth of hamburgers a week is worth being underpaid well over $150 a month.

Related Searches


Promoted By Zergnet


You May Also Like

Related Searches

Check It Out

Are You Really Getting A Deal From Discount Stores?

Is DIY in your DNA? Become part of our maker community.
Submit Your Work!