Question 1

In a union environment,organization power in negotiating is the key criterion for successfully implementing high-performance work systems.

Accepted Answer

Negotiating power is important, but successful implementation of high-performance work systems also depends on factors like employee involvement, management support, and effective communication.

Question 2

Efforts to achieve external fit help focus the design of high-performance work systems on strategic priorities.

Accepted Answer

Achieving external fit ensures that the design of high-performance work systems aligns with the organization's strategic priorities and goals. This helps improve overall performance and competitiveness.

Question 3

The gap between today and the future represents a starting point for discussion when communicating business needs to employees.

Accepted Answer

The statement accurately reflects the importance of discussing future business needs with employees in order to bridge the gap between the present and the future.

Question 4

With fewer layers of management and a focus on team-based organization,the role of managers and supervisors is substantially different in an environment of high-performance work systems.

Accepted Answer

In a high-performance work system, there are fewer layers of management and teams are organized around tasks or projects rather than hierarchical structures. This leads to a shift in the role of managers and supervisors from traditional command-and-control positions to more collaborative and facilitative roles that focus on supporting and empowering team members to achieve their goals.

Question 5

Timely and accurate communications are essential for high-performance work systems to succeed.

Accepted Answer

Timely and accurate communications ensure that everyone is on the same page and can make informed decisions, leading to better performance and productivity in an organization. When communication is lacking or unreliable, it can lead to confusion, mistakes, and missed opportunities, undermining the effectiveness of high-performance work systems.

Question 6

Most employees welcome change efforts.

Accepted Answer

Most employees often resist change efforts due to fear of the unknown, loss of control, or disruption of routines.

Question 7

Using the HR scorecard,managers assess internal fit by determining whether particular HR practices reinforce one another.

Accepted Answer

The HR scorecard is used to assess internal fit by examining how HR practices reinforce each other. This helps managers determine whether their HR strategy and practices are aligned with the organization's overall goals and objectives. Therefore, the statement is true.

Question 8

The richest communication occurs face to face.

Accepted Answer

Face-to-face communication allows for the use of nonverbal cues and immediate feedback, which can enhance understanding and build relationships. These elements are not as easily conveyed through other forms of communication, such as email or phone conversations.

Question 9

To achieve internal fit,high-performance work systems must support the organization's goals and strategies.

Accepted Answer

The answer of To achieve internal fit,high-performance work systems must...

Question 10

In an environment of shared information,the richest communication occurs face-to-face.

Accepted Answer

Face-to-face communication allows for nonverbal cues, such as facial expressions and body language, which can enhance the overall message being conveyed. In an environment of shared information, this type of communication can lead to a deeper understanding and connection between individuals.

Question 11

The synergy achieved through overlapping work and human resources practices is at the heart of what makes a high-performance system effective.

Accepted Answer

The statement is true. The combination of overlapping work and HR practices is what creates a high-performing system.

Question 12

To successfully implement high-performance work systems,managers should emphasize the strategic importance of the change effort.

Accepted Answer

Emphasizing the strategic importance of the change effort is crucial in gaining employee buy-in and commitment to implementing high-performance work systems (HPWS). Managers need to clearly articulate the goals and outcomes of the HPWS, and how it aligns with the organization's overall strategy, in order to secure the necessary resources and support for the initiative. Additionally, emphasizing the strategic importance of HPWS helps to create a sense of urgency and prioritize the change effort within the organization.

Question 13

In a work system with a high degree of internal fit,adjusting one HR practice is not likely to substantially impact the other components of the work system.

Accepted Answer

A work system with a high degree of internal fit means that all the HR practices and components are interdependent and work in harmony to achieve the overall goals. Therefore, adjusting one HR practice may lead to a ripple effect on other components of the work system, potentially impacting their performance and effectiveness.

Question 14

The HR Scorecard can be used to diagnose both internal and external fit.

Accepted Answer

The HR Scorecard is a tool that helps organizations to align their human resources function with their business strategy. It can be used to diagnose both internal and external fit, by assessing how well the HR function is aligned with the overall business goals and how well it supports the external environment. Therefore, the statement is true.

Question 15

The HR scorecard helps managers assess the strategic alignment of their work systems.

Accepted Answer

The HR scorecard is a tool that enables HR managers to measure the effectiveness of their human resource management activities in supporting the organization's strategy. It helps managers assess alignment between the HR function and the overall business strategy.

Question 16

Formal commitments between management and unions to jointly implement high-performance work systems serve to institutionalize the relationship so that it keeps going even if key champions leave.

Accepted Answer

Formal commitments between management and unions to jointly implement high-performance work systems serve to institutionalize the relationship, making it more durable even if some key individuals leave.

Question 17

When the components of a high-performance work system support the organization's goals and strategies,internal fit is achieved.

Accepted Answer

The answer of When the components of a high-performance work...

Question 18

One of the best ways to communicate the business needs to employees is to show them the gap between today's current performance and capabilities and where the organization needs to be in the future to be successful.

Accepted Answer

Showing employees the gap between current performance and capabilities and the desired future state can help them understand the business needs and the importance of improving their skills and performance to help the organization succeed.

Question 19

Involving union members only after the design process and implementation plan has been completed helps build a bridge toward employee buy-in.

Accepted Answer

Involving union members only after the design process and implementation plan has been completed may lead to resistance or lack of support from the employees, which may damage the overall success of the project. It is advisable to involve union members from the beginning to ensure their voices are heard and their concerns are addressed in the design and implementation process. This will contribute to building trust and cooperation between management and employees.

Question 20

When the elements of the work system complement and reinforce one another,internal fit is achieved.

Accepted Answer

Internal fit is achieved when the various elements of the work system are aligned and consistent with one another, resulting in a cohesive and effective system. This requires elements to complement and reinforce one another, rather than working against each other.

Quiz 16: Creating High Performance Work Systems