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High-commitment management emphasizes personal responsibility, independence, and empowerment of employees across all levels instead of focusing on one higher power “calling all the shots”.〔Wesenberg, Sean. Phone Interview. 18 November 2012〕 A high commitment system is unusual in is its job design and cultural structure. These practices emphasize getting the tasks complete, but do it in a way that their employees enjoy doing it. According to Harvard Business School Professor Michael Beer, “leaders develop an organizational design, business processes, goals and measures, and capabilities that are aligned with a focused, winning strategy.”〔Beer, Michael and Russell A. Eisenstat. High Commitment, High Performance: How to Build a Resilient Organization for Sustained Advantage. San Francisco, CA: Jossey-Bass, 2009. Print.〕 This kind of environment allows employees to approach tasks at ease, wearing jeans instead of suits and staying home to watch their children get on the bus for school before coming to work. Technology also plays a role in this system. Recently, technology has slaughtered barriers of communication, which makes this high commitment model fit that much better. That dad waiting for the bus can still answer phone calls and check emails for work, so is he working or is he spending time with his daughter? He can be doing both.〔 As long as the job gets done, this system is casual on how it gets done, relieving employees of constant stress. A flat organizational structure is one of the biggest success factors. Individuals are responsible for their own decision-making and these decisions, their skill, and their performance is how they get paid. Instead of putting too much weight on the individual, “people are likely to see the locus of the control coming from ‘within’ through the adoption of self-created demands and pressures as opposed to external and making them feel subordinate.” 〔 While these companies allow each employee to be a manager in their own way and try not to distinguish its structure by higher levels of employment, it doesn’t mean that they lack these higher powers entirely. It’s the fact that under this system people aren’t relying on the general managers, CEOs, or even other employees to do their work for them. This personal discipline is what drives the employees to help the company be successful.〔Lowe, Jim, and Nick Oliver. "The High Commitment Workplace: Two Cases from a Hi-Tech Industry." Work, Employment & Society 5.3 (1991): 437-50. Print〕 and eliminates the chance at a thought like, “Why would I want to help my company become better if I know I’m just going to get yelled at?” 〔Wesenberg, Sean. Phone Interview. 18 November 2012)〕 Another focus of high commitment practices is their employee relationships. They only hire people who are flexible, determined, and are willing to handle challenges. Because this system relies on individual performance, there is a big emphasis on hiring the right people for the job. The detailed recruitment process can consist of many interviews with different members of the company, an induction course, and in some cases, team-building exercises.〔 Once found, the right employees help create a strong bond and high trust throughout the entire company. High commitment workplaces are successful through their importance on an individual’s responsibility in order to help the team prosper. By creating a culture that motivates individuals to want to succeed while sustaining high commitment, “these firms stand out by having achieved long periods of excellence.” 〔Beer, Michael and Russell A. Eisenstat. High Commitment, High Performance: How to Build a Resilient Organization for Sustained Advantage. San Francisco, CA: Jossey-Bass, 2009. Print〕 ==History== High-commitment management firms are designed by their founders or transformational chief executives to achieve sustained high commitment from employees. The application of high-commitment management in firms today originated from an alignment of the employees’ and the firm’s mission. Sociologists attribute this congruence as a product of performance and psychological collaboration between the firm and its employees. Since its initial developments, high commitment management has been driven by self-regulated behavior and performance-driven group dynamics.〔Foote, Nathaniel. "High Commitment, High Performance Management” HBS Working Knowledge. Harvard Business School, 10 August 2009. Web. 15 Nov. 2012. 抄文引用元・出典: フリー百科事典『 ウィキペディア（Wikipedia）』 ■ウィキペディアで「High commitment management」の詳細全文を読む スポンサード リンク
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