High Performance Work Practice

Question: Discuss about the High Performance Work Practice. Answer: Introduction: High performance work practice is one of the major policies of human resource strategies in order to stimulate employees for enhancing the organizational performance. It has been observed that organizations success is highly dependent on the performance of employees. The service provided by every individual employee is the most effective weapon to earn organizational revenue. People from different geographical markets tend to be associated with a particular business organization as its employees. Therefore, human resource managers are primarily responsible on how to develop the employee performance at the workplace. Harvey Norman is popularly known as one of the largest multinational retail companies situated in Australia. Among the several retail sectors, Harvey Norman primarily deals with furniture, bedding, computer, communications, electrical products and so many. Behind gaining the recognition of multinational countries this particular organization has implemented major strategi es and policies at the workplace (harveynorman.com.au, 2017). Among those strategies, the importance of high performance work practice is most prominent. While dealing with the employees, the human resource managers of Harvey Norman have always aimed to motivate the spirit of these employees so that they can perform well for the further progress of business. This particular study has provided a critical evaluation on how this particular organization has applied high performance work practice at the workplace for stimulating the employee. Some of the most effective barriers in implementing this specific policy have also been discussed in this particular study. However, while discussing the impact of high performance work practice on Harvey Norman some of the scholars have expressed numerous opinions regarding this specific topic. The study has critically evaluated on how Harvey Norman with the help of this particular strategy is able to motivate the employees for rendering the business success (harveynorman.com.au, 2017). Discussion: Kehoe and Wright (2013) opined that three major aspects of employee engagement are there that includes cognitive aspect, emotional aspect and behavioral aspect. As per the cognitive aspect, the concept of the employee regarding the organization, its managers, leaders and policies is most prominent. Based on the organizational cultures and behaviors, the relationship between managers and employees the success of a particular business organization is highly dependent. As per the emotional aspect, it has been implied that employees should have a feeling for each other while working together within a business organization. In other word, while working within a team every individual employee should show their sympathetic attitudes towards each other despite having different cultural attitudes and backgrounds. On the other hand, behavioral aspect includes employees should maintain a proper behavior and discipline at the workplace. However, these major three aspects is highly significant fo r rendering the success of a business organization. Headquartered in New South Wales this particular organization, Harvey Norman has already established their entire business process in multinational countries. Millions of employees are directly associated for the progress of this specific organization. Therefore, the human resource managers of Harvey Norman have decided to implement high performance work practice at the workplace in order to encourage the employees towards meeting the business goal. Jensen, Patel and Messersmith (2013) stated that employee motivation is the concept that aims to generate the spirit of employees for providing their best services to the customers. The primary objectives of Harvey Norman in implementing high performance work practice are raising the level of employee performance. The business experts of Harvey Norman in order to increase the performance level of employees have followed some of the major strategies. Boxall (2012) opined that the implementation of incentive and bonus scheme for those emplo yees who are flexible enough to provide overtime duty is one of the most effective strategies to encourage the employees towards reaching business goal. Patel, Messersmith and Lepak (2013) opined that the employees of this particular organization are flexible enough to receive necessary facilities and benefits from the organizational managers due to any kind of health issue. The employers of Harvey Norman tend to take entire responsibilities for those employees who have to face any major health issue at the workplace. Therefore, the employees do not have to face challenges while facing health issue within the organization. On the other hand, the human resource managers of Harvey Norman by arranging an interpersonal communication at the weekend tend to know about the necessary problems and barriers that the employees have to face at the workplace. As a result, the internal relation between every individual employee and human resource manager is very much effective. Niehaves, Kffer and Ortbach (2012) stated that these kinds of positive effects highly reflect on the performance level of the employees. Harvey Norman while implementing an individual employee within the business organization tends to focus on their skill and level of competency rather than their religious backgrounds. As a result, this specific organization had to face innumerable problems at the workplace. People, belonging to diverse cultures and attitudes, work together at the organization of Harvey Norman. While making teamwork the employees have to face several barriers such as communication barrier, psychological barriers, cultural barriers, religious barriers and so on. Due to the linguistic barrier, especially the employee of Harvey Norman failed to exchange important information with each other. As a result, this kind of communication gap highly affects the entire performance level of employees. Waal and Sivro (2012) stated that the implication of high performance work practice implies that people belonging to different cultural attitudes should make a group discussion session at every weekend. In this particular group discussion, people from different cultural background take part and share their opinion regarding a particular topic. The primary purpose of Harvey Norman is to get those employees involved towards a specific topic so that the employee can take collective decisio n. Collective decision is possessed with major positive impact. In order to implement high performance work practice Harvey Norman has decided to follow participative style of leadership at the workplace. Chadwick, Super and Kwon (2015) opined that the most effective reasons of using participative form of leadership style at the workplace are employee engagement. In this specific form of leadership style, the leaders involve the employees to share their opinion regarding the business goal. As a result, both the employers and the employees have the equal right to take a business decision. Robbins et al. (2015) stated that participative form of leadership is not very much effective every time for enhancing the performance level of employees. Harvey Norman has faced the similar experience. It has been observed that the employees of Harvey Norman at a time started to misuse the leadership style. They tend to express their opinion in such a way the business leaders had to face difficulties in maintaining that particular decision for business progress. In this kind of situation, a major gap had been raised in between the employees and the business leaders. Depending on the situation, organizational managers have to implement leadership style at the workplace, be it autocratic, participative or transformational. Meyers and van Woerkom (2014) stated that high performance work practice is the conceptual framework that imposed the business employees for performing well towards reaching the business goal. This particular organizational practice enables the employees to perform well in order to meet the needs and demands of employees. Behind making Harvey Norman as a multinational retail sector, the contributions of employees are undeniable. The human resource managers always like to prefer providing professional training and guidance to the employees of Harvey Norman with the help of which they become successful in meeting the current trend of market. On the other hand, this particular organization is having e-commerce business process as well (Patel Conklin, 2012). With the help of e-commerce business, the employees can communicate with the customers of different geographical boundaries. Therefore, with the help of high performance work practice the employees have been provided an effective tr aining for increasing their performance on technological skill. As a result, the employees of Harvey Norman are efficient for handling any kind of sudden technological barriers at the workplace. The performance of employees being based on technologies is very much progressive in meeting customers expectation. Conclusion: The entire study has provided in-depth overview about the importance of and significance of high performance work practice on the employees. Human resource managers in order to encourage the employees at workplace tend to implement some major initiatives. Maintaining an effective employee relation at workplace is highly important with the help of which employees can be motivated towards performing well at within the organization. Harvey Norman after expanding their business in different geographical boundaries has decided to appoint the employees from different cultural background. Diversity at the workplace enables the organization to make collective decision. On the other hand, after the growth of revenue, the employees of Harvey Norman get numerous additional facilities and benefits because of which employees show their rate of interest for performing well. On the other hand, one of the most effective reasons of implementing high performance work practice is employee motivation. Harvey Norman likes to follow some of the most important motivational theories at their workplace in order to push the employee towards meeting the business target. At the same time, it is also undeniable that this particular practice is able to maintain organizational culture and behavior of Harvey Norman. Reference List: Boxall, P. (2012). High?performance work systems: what, why, how and for whom?.Asia Pacific Journal of Human Resources,50(2), 169-186. Chadwick, C., Super, J. F., Kwon, K. (2015). Resource orchestration in practice: CEO emphasis on SHRM, commitment?based HR systems, and firm performance.Strategic Management Journal,36(3), 360-376. de Waal, A., Sivro, M. (2012). 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