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Introduction Human resource is considered the backbone for any business; whether it’s in a production industry or in a service industry. We all have heard of the term organizational chart. Any business has an organizational chart that consists of the structure of the organization and the relationships and ranks of its human resource (employees) position/jobs. Some organization charts are wide and tall whereas some may be short and narrow. Companies often believe that hiring and managing human resources are as important as any other operations. That is the reason why most companies have adopted and adapted to a new department in their organization known as the "Human Resource Department" in order to hires, manages and assesses the performance of its workforce. To put it in other words, there is a positive relationship between high performance work organizations HRM and the performance of the organization as a whole. Meanwhile, companies that have poorly managed human resource department often face shortfall in their organizational performance. When an organization does not have the interest in showing how important the role and duties of its employees can contribute towards the organization; this is the critical phase where the employees do not feel motivated and obligated towards the organization. Thus as a result, their performance slows down and leads to an effect in the performance of the entire. It is the role of the organization to make employees feel how important and valuable they are to the company. If there is a mutual understanding and goal between the employees and organization; each factor can work together to meet and fulfill their common objective and goal. On the other hand, motivated and high performanc... ... middle of paper ... ...s and is in practice by many multinational companies. Third world countries where the supply for cheap labors is significant are countries that are more vulnerable to such unethical practices. The practice goes on; companies keep moving on to countries and location where they could continue operating at a low cost while ignoring the importance of the quality, health and satisfaction of its human workforce. References The Nike Sweatshop Email (2006) Political Consumerism, Internet and Culture Jamming, New Brunswick, New Jersey, Transaction Publishers. US Supreme Court (2003) Case Profile, Nike Law Suit: Kasky v Nike, re denial of labour abuses, California, US Supreme Court Nike, Inc (2010) Nike, Inc: Code of Conduct, online, nikeinc.com Matt Wilsey, Scott Lichtig (2005) The Nike Controversy, California, Stanford University Web