Question 1

ViviTech has embraced the principle of shared information. This indicates that they are shifting away from the mentality of command and control toward one more focused on employee commitment.

Accepted Answer

Embracing the principle of shared information suggests that ViviTech values transparency and openness, which can cultivate a sense of trust and commitment among employees. Command and control, on the other hand, implies a top-down approach to management that may not encourage employee participation and investment in the company's goals.

Question 2

Knowledge development goes hand-in-hand with information sharing in high-performance work systems.

Accepted Answer

In high-performance work systems, knowledge development is important and is often facilitated through information sharing among team members. Therefore, the statement is true.

Question 3

Many high-performance work systems begin with highly directive recruitment and selection practices.

Accepted Answer

Highly directive recruitment and selection practices are often used in high-performance work systems to ensure that the organization is able to attract and select individuals who possess the necessary skills, knowledge, and abilities needed to perform at a high level. This can include using rigorous screening processes, conducting in-depth interviews, and administering assessments and tests to evaluate candidates' job-related competencies. By using such practices, organizations can identify and hire employees who are more likely to succeed, which can ultimately lead to improved performance and productivity.

Question 4

To encourage employees to pursue job outcomes that are in alignment with an organization's goals, managers should link rewards to performance.

Accepted Answer

Linking rewards to performance motivates employees to work towards achieving the goals and objectives set by the organization. This creates a win-win situation where the employees are rewarded for their exemplary performance while the organization achieves its set goals.

Question 5

The principle of shared information is part of the implementation of a command and control work system.

Accepted Answer

The principle of shared information is typically associated with collaborative or decentralized systems, not command and control systems, which are more hierarchical and centralized.

Question 6

ViviTech wants to move power downward to empower its employees. This will probably require structural change.

Accepted Answer

Moving power downward to empower employees likely requires a shift in the organization's structure, such as eliminating hierarchical layers or giving employees greater autonomy and decision-making power.

Question 7

When ViviTech embraced a high-performance work system, supervisors saw their roles change as there were fewer layers of management and a focus on team-based organization.

Accepted Answer

When implementing a high-performance work system, it is common for there to be a shift towards team-based organization and less hierarchical management structures, resulting in changes to the role of supervisors.

Question 8

The new management at ViviTech has convinced the staff that switching to a high-performance work system will allow the employees greater flexibility and the ability to quickly switch to new assignments. Management is stressing the criterion of being organized.

Accepted Answer

The statement mentions that the new management at ViviTech is trying to convince the staff to switch to a high-performance work system to allow greater flexibility and quick switching to new assignments. They are also stressing the criterion of being organized. This implies that the management believes that being organized is an essential component of the high-performance work system they are proposing. Therefore, the statement is true.

Question 9

High-performance work systems depend on the shift from knowledge work to touch labor.

Accepted Answer

High-performance work systems rely on the use of advanced technology and knowledge-based work processes rather than manual touch labor.

Question 10

It is not uncommon for employees to intentionally or unintentionally pursue outcomes that are beneficial to them but not necessarily to their organization as a whole.

Accepted Answer

This is a common issue known as "agency problem" where employees may act in their own self-interest instead of the organization's interest.

Question 11

One of the underlying ideas of high-performance work systems is that workers are intimately acquainted with the nature of their own work and are therefore in the best position to recognize problems and devise solutions to them.

Accepted Answer

This statement is true. High-performance work systems rely on the expertise and knowledge of workers to identify and address problems in their own work processes. This approach is based on the belief that workers are the best source of insights and ideas for how to improve productivity and quality.

Question 12

One advantage ViviTech experienced when it embraced a high-performance work system was that it was much easier to isolate a single approach to a pay system that works for everyone.

Accepted Answer

There is no direct relationship between a high-performance work system and a single approach to a pay system that works for everyone. While a high-performance work system may improve overall organizational performance, it does not necessarily lead to a one-size-fits-all solution for compensation. Different employees may have different needs and expectations when it comes to pay, and a flexible approach to compensation may be needed to meet those needs.

Question 13

Steph is trying to convince the management at ViviTech to implement a high-performance work system. In several meetings, members of senior management have stressed the importance of increasing innovation and efficiency while lowering costs and providing something unique to the customer. The success criterion that Steph should emphasize is that of being valuable.

Accepted Answer

Steph should emphasize the criterion of being valuable, as it aligns with the goals of increasing innovation, efficiency, and providing something unique to the customer while lowering costs.

Question 14

Compensation packages are not significant for high-performance work systems (HPWSs) to succeed, as HPWSs generally focus on knowledge development and information sharing.

Accepted Answer

Compensation packages can play a significant role in attracting and retaining talented employees in high-performance work systems (HPWSs). While knowledge development and information sharing are important factors in HPWSs, compensation and benefits also play a role in motivating employees to perform at their best.

Question 15

In order to prepare workers for success, most high-performance work systems focus their training efforts on ensuring that employees have the skills necessary to assume a greater degree of responsibility.

Accepted Answer

High-performance work systems prioritize training efforts on equipping employees with the necessary skills to take on more responsibility and achieve success.

Question 16

Employees who are given timely information about business plans, performance, and strategies are more likely to make good suggestions for improving businesses.

Accepted Answer

When employees are kept informed about the business plans, performance, and strategies, they can easily identify areas that need improvement and provide valuable suggestions to enhance the performance of the business. This leads to better decision-making, a more collaborative work environment, and ultimately, improved business performance.

Question 17

Involving employees in decision making and giving them the power to act tends to decrease employee engagement.

Accepted Answer

Involving employees in decision making and giving them the power to act actually tends to increase employee engagement, as it fosters a sense of ownership and empowerment.

Question 18

One way that a firm can achieve egalitarianism is by adopting an open pay plan.

Accepted Answer

Adopting an open pay plan, where all employees' salaries are transparent and available for everyone to see, can promote equality in the workplace by reducing disparities in pay and creating a more open and fair compensation system.

Question 19

ViviTech is trying to set up a high-performance work system. Management should not redesign workflow around key business processes because, while that results in a focus on employee tasks, it tends to detract from teamwork.

Accepted Answer

Redesigning workflow around key business processes helps to optimize teamwork and collaboration among employees.

Question 20

The primary principles that underlie a high-performance work system are egalitarianism and engagement, shared information and trust, knowledge development, and performance-reward linkage.

Accepted Answer

The primary principles that underlie a high-performance work system are indeed egalitarianism and engagement, shared information and trust, knowledge development, and performance-reward linkage.

Quiz 16: Implementing HR Strategy: High-Performance Work Systems