Ch. 16: High-Performance Work Systems

Concept and brief description:

High-performance work systems 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. To function as a high performance work system, each of these elements must fit well with the others in a smoothly functionally whole.

Emotional hook (provocative question/ claim/real-life problem):

I think "The Office" is a perfect example of the opposite of a high-performance work team. Stanley does cross word puzzles all day, Michael doesn't like technology and new ways of doing things, and the rest of the staff just works till 5 and doesn't really care about the growth of the company.

Key points to elicit in discussion:

A high performance work system is not easy to create or maintain. You need to have your organization set up in a way where technology (machines) work efficiently and employees are productive. However, people are needed to make sure everything is running correctly. In addition, every organization is different and may do things differently in order to achieve a high performance works system.

Facilitative questions:

What is needed to create a high-performance work system?

Ch. 15: Factors Affecting HRM in International Markets

Concept and brief description:

There are four main factors that affect human resources in the international market. They are: culture, education, economic systems, and political-legal systems. Organizations that operate in more than one country must recognize that the countries are not identical and differ in terms of many factors.

Emotional hook (provocative question/ claim/real-life problem):

I am currently taking a Japanese language class and I am amazed at the difference in culture between America and Japan. Our teacher teaches us different things about Japan and the differences between Japan and America. Businesses need to be aware of the differences they are facing so they can adapt in order to operate efficiently.

Key points to elicit in discussion:

Culture is by far the most important influence on international HRM. Countries also differ in the degree to which their labor markets include people with education and skills of value to employers. In addition, a country's economic system influences HRM practices in a number of ways. Also, a country's political-legal system STRONGLY impact HRM.

Facilitative questions:

What problems could occur with a company going international?

Class Today

I really liked our interactive Union game today. It really helped me to visualize how unions and company management interact. Nothing was really accomplished and everyone felt about the same. The union wanted to be hear and management didn't want to loose money. I think unions had their place years ago.

Ch. 14: Unions

Concept and brief description:

Unions are organizations formed for the purpose of representing their members' interests and resolving conflicts with employers. Unions are usually formed when employees feel their needs and interests do not receive enough consideration from management.

Emotional hook (provocative question/ claim/real-life problem):

When I think of a union I think of an episode of "The Office". Michael realizes that he is not getting paid what he should and him and Derril, a warehouse worker get all worked up about it. Michael goes down to the warehouse and starts talking with all the warehouse workers and the warehouse decides that they are going to form a union. A union is formed right in from of Michael's eyes, the manager. It's so hilarious!

Key points to elicit in discussion:

Unions do have a role and place because there will always be some conflict between employees. However, they can have a negative affect on a company, depending on what they are formed for and what employees intend to do within the union. However, unions can be a great system through which conflicts can be resolved between employees and employers.

Facilitative questions:

Have you ever been a part of a union? What was your experience?
What is your feelings about unions?

Class Today

Today in class we finished discussing chapter 12 and then got in our groups and talked about our chapter 13 topics. Our group discussed optional benefit programs and how they can be a great way for companies to attract people and to motivate employees. Employees that are given more than the minimum from a company feel cared about and that they are respected.

Class Today

Today in our groups we discussed chapter 12. My topic was on Sales commissions. There are a lot of companies that are using commissions now to motivate employees and provide more of an incentive. However, sales commissions can be risky if your wages are 100% commissions. If the economy is at a low and people aren't buying much then you could be in trouble.

Ch. 13: Optional Benefit Programs

Concept and brief description:

Other types of benefits such as various kinds of insurance, retirement plans, and paid leave are optional benefit plans that a company can offer. The most widely offered benefits are paid leave, life and medical insurance, and retirement plans. Additional benefits, or optional benefits, can be a great way to compete in the market to recruit more applicants for positions.

Emotional hook (provocative question/ claim/real-life problem):

My husband just recently got a new job which has wonderful benefits. Our last job did not have any benefits and as a family it created problems and concerns. Being with the present company is a great benefit to us and strengthens our loyalty to the company. A company that not only does the minimum but goes above the normal criteria to take care of its employees creates a stronger work force, more dedicated to the company.

Key points to elicit in discussion:

There are several optional benefit programs: from flexible spending accounts to early retirement. Small gestures, additional benefits, a company makes allows a greater competitive advantage for recruiting and more devoted employees. A company that takes care of its employees has a lower turn over rate and therefore less costs, providing more profit and greater productivity.

Facilitative questions:

In your opinion, how do you feel additional/optional benefits affect a company and its employees?

Ch. 12: Sales Commissions

Concept and brief description:

Sales commissions is a form of incentive pay calculated as a percentage of sales. Salespeople can earn a commission in addition to a base salary or earn only commissions. The nature of salespeople's compensation affects the kinds of people who will want to take and keep sales jobs. Sales commission jobs can be risky for employees but also motivating and beneficial to both the company and employee.

Emotional hook (provocative question/ claim/real-life problem):

I have worked in several positions relating to sales commissions. I wish I could say that I have had a positive experience in these positions, but I cannot. It seemed that the incentive of being able to earn commissions was not motivating to employees. It was very apparent to the employees that managers earned raises and extra bonuses based on sales. The manager would push sales to intensely, not motivating employees and causing bad morale.

Key points to elicit in discussion:

Commissions can be very beneficial to a company and its employees if implemented in a good way. Managers and employees need to work together and really care about the product they are selling in order to really grow. There are different types of commissions that a company can implement. An employee's earnings can be based solely on commissions or an employee can have a base salary plus commissions. Each company will differ but all around sales commissions can be a great way to increase productivity and profit.

Facilitative questions:

Have you ever had a job that provided sales commissions? What was your experience? Negative or positive?