Commitment Case Study

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Introduction to Best Practice/ High Commitment Model
The high commitment model/Best Practice model is also known as a high performance work system. Berg (1999).It is also called as high involvement HRM.Wood (1999a). We can call it whatever we want to but the main idea behind it is that there are some HR practices that if exercised will bring out better performance in the organization. Marchington and Wilkinson (2005).There are a variety of practices that constitute the Best Practice Model. These include security of employment, selective hiring, Training and Development, Employee participation, Self- managed teams, high compensation packages and reduction of levels within the organization. Pfeffer J. (1998).
Is this Best Practice/High Commitment …show more content…

The Non-Profit sector includes those social enterprises who are working to play their part in charitable activities. The purpose of the activities is to help people regarding their social problems. These help in addressing issues that are being faced by the public and purely for non-commercial purposes. Caldwell (2007). Their mission is not to earn money and even if they do it is used in sustaining the various activities of the enterprise. Social Enterprise Alliance …show more content…

Sometimes it is because the companies are lacking in adaption. This model / set of practices do not give the results because it is not altered according to the environment of the organization. What happens is that the model is not tailored. All the companies are very much different from each other and it is not possible that the same set of practices are applicable everywhere. The second problem that is faced while using this model is that organizations think that it can be applied without support and commitment from the team. As if the tool itself is sufficient and the rest of the people and organization do not need to change. When a firm does not adopt and adapt this high commitment and performance model does not work and does not give the results. Ron Ashkenas (2010).It is assumed that the practices of this model support each other and if there is a worst practice then it will bring the whole model down with it. Marchington and Grugulis (2000).Some studies indicate that mostly the problem with this model lies with its implementation. Most organizations don’t evaluate the results and consequences before applying the best practices and there is no proper approach. There a short term and short cut solutions to getting it all without proper application. Wood and Menezes (1998:487). It is an established fact that HR practices are more successful when they are implemented in a

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