Christian-Only Hiring Policy Essay Example for Free

Christian-Only Hiring Policy Essay Case Study: Matthew is planning to open a manufacturing facility. He is considering a â€Å"Christian-only† hiring policy whereby he would determine to hire only professing, evangelical Christians to work in the facility. He asks you for your advice on the following questions: 1. Would such a policy be legal? If so, under what terms and what might the restrictions be? 2. From a Great Commission perspective, would this policy be advisable? 3. How would your answers change, if at all, if they planned to open a Christian school rather than a manufacturing facility? Matthew is planning to open a manufacturing facility and is considering a â€Å"Christian-only† hiring policy. The only way that this policy would be legal is if the manufacturing facility was considered to be a non-profit organization. A non-profit organization is an organization that uses surplus revenues to achieve its goals rather than distributing them as profit or dividends. The extent to which a non-profit organization can generate surplus revenues may be constrained or use of surplus revenues may be restricted. If this manufacturing facility was deemed to be a non-profit organization, then the organization would be exempt from the Civil Rights Act and would be able to implement their â€Å"Christian-only† hiring policy without facing charges down the road of discrimination. Due to the fact that a manufacturing facility would be unable to be classified as a non-profit organization because their purpose is usually to distribute its products for profit, then my advice would be that this policy would not be advisable for Matthew to use a â€Å"Christian-only† hiring policy. Using this policy would cause people to be discriminated against due to religious preference, and this is clearly illegal in the United States. If Matthew was planning to open a Christian school rather than a manufacturing facility, my answer would still be that it is illegal to discriminate in a for-profit organization. There are times when a faith-based humanitarian organization has prevailed over the lawsuits brought against them for discrimination due to religious preference, however, I do not advise toying with the gray area of the laws. I would advise Matthew that if he intends to open his manufacturing facility, it is not legal and not advisable to implement his â€Å"Christian-only† hiring policy.

Hosting a Successful Barbecue (Actually a Beer-B-Q) :: Free Expository Process Essays

How to Host a Successful Beer-B-Q Beer-B-Q's are great fun. They're like a mix between a full-blown keg party and a quiet barbecue. Beer-B-Q's are more relaxed than a keg party, with great food, but they're more fun than a simple barbecue. And throwing a great Beer-B-Q is much easier than you may think. First, a good location is a must. A secluded backyard is preferred, especially if it's big and has a deck and a pool or spa. However, a public park that has grills, and where alcohol is allowed, can work as well, but keep the noise level down to avoid any law enforcement attention. Second, you need good weather, so plan your Beer-B-Q for sometime between late May and early September for the best weather in this area. Memorial Day to Labor Day is always a good bet for the perfect Beer-B-Q season. Now that you've picked a date and have your location, the real preparation begins. Okay, first major step is food. Make sure to account for any vegetarians in your group of friends. Boca Burgers or GardenBurgers are good choices for vegan and vegetarian party guests, as both products are made with no animal products. Now, for the real carnivores you're sure to invite, keep your patties at or above a quarter pound size. Even more important than that, however, is the fat content of your patties. Get 98% Fat Free or better patties. Why? We don't care about watching waistlines! However, most of the fat in a patty gets burned off on the grill, shrinking the overall size of the patty. So a 98% Fat Free quarter-pound patty is going to be bigger than a regular quarter-pound patty. I hope that makes sense. Hot dogs are also always a good bet, and Oscar Mayer and Ballpark are perennial favorite brands. Be sure to have plenty of condiments, chips, salad or fruit, and soda for the underage or designated driver guests. Next up is music. Get a stereo. If you're lucky enough to be throwing the Beer-B-Q at a house with those neat outdoor speakers hooked up to the indoor stereo, you're probably set. Otherwise, get your hands on a 3-Disc or 5-Disc portable CD player with speakers that detach from the main unit. You won't have enough outdoor electrical outlets for a component system, so leave the big boy at home. As for music itself, keep it mixed up.

Negative Effects of Marijuana Use

When someone says the phrase â€Å"pot head†, what do people think of? Does the stereotypical street bum, pickpocket, or druggie come to mind, or is it possible that this type of person could be the normal neighbor next door? Marijuana use is looked down upon by society in general but more and more people are taking advantage of it. Marijuana has favorable effects for its users when it comes to physical feeling and experience, but it can also put our families and those that we expose it to in uncomfortable and often dangerous situations. The scientific term for marijuana is â€Å"Cannabis Sativa†, but is also referred to as weed, Mary Jane, grass, hash, and countless other street names. Marijuana can be smoked or eaten, the former often in the form of a joint, blunt, or bowl. Marijuana use in the United States has been on a slow increase since its extreme popularity in the 1960’s and 70’s. Marijuana is illegal in the United States, but this obstacle hasn’t been able to stop teenagers from gaining access to it. It is estimated that at least 49 percent of high school seniors experiment with marijuana at least once prior to graduating high school and that 22 percent of high school seniors smoke marijuana at least once a month. The effects of marijuana can influence all aspects of life, from the users’ educational and extra-curricular environment to their home and family life. Most doctors and physicians believe that marijuana use affects a person’s ability to retain information and learn in general. In a quote from John P. Walters, â€Å"Marijuana directly affects the brain†¦.It impairs the ability of young people to concentrate and retain information during their peak learning years.† THC (tetrahydrocannabinol), which is the main property in marijuana, attaches to nerve receptors in the hippocampal area of the brain. This attachment distorts functions necessary for long-term memory and also weakens short-term memory. The effects that long-term marijuana use has on the brain and its processes can seriously endanger a students learning and educational environment. It can make memorization more difficult, studying harder, and concentrating and focusing an arduous task. The health risks that marijuana use poses to the individual are somewhat intimidating. First, the risk of heart attack for the smoker more than quadruples during the first hour of use. The effects of weed on the lungs are similar, if not more harmful, to the effects of tobacco. Burning and itching of the throat and esophagus are common, along with excessive coughing, increased heart beat, and an increased pulse. Marijuana use while pregnant with a child can cause lung/respiratory infections in the mother and slow the motor functions of the unborn child. Anxiety and panic attacks are also common results of long-term use. When faced with the side effects of using marijuana, the question is â€Å"Why do people continue smoking?† Some experts say that marijuana is addictive, but others are adamant that marijuana doesn’t contain addictive properties that are in things such as cigarettes and alcohol. Me as this being an experience in my life, I don’t agree to marijuana being addictive but for most it is a longterm drug mainly used to fit it or look cool , but that wasn’t my case and in the long anybody who does that drug will regret it. So my advice , pass it !

Evaluation Of A Peer Evaluation System - 1901 Words

Peer Evaluation System Prepared by: Saiaf Bareem Prepared for: ALLAN CUTLER Course: MGT4302_010 HR Communications Project MGT. Institution name: Algonquin College 2014 Introduction Peer evaluation is a term that gives a description of the assessment progress that allows learners to self-evaluate their performance together with that of other learners. Peer evaluation is a valuable assessment that is required in the organization. Any firm that implements peer evaluation has records of high productivity. The company uses information from the outcome of the assessment to improve on the working conditions of the workers. In addition, learners who are beneficiaries of peer evaluation have the task of assessing the thinking†¦show more content†¦Members participating in the activity will have the chance of learning new things first from themselves and lastly from others. Major emphasis is on the development of the value of responsibility for individual member in the group. Peer evaluation gives members with the chance of gaining knowledge when they exchange their feedbacks about the contribution of each other. This means that the workers have the option of choosing the best alternative for them and their peers in terms of what they consider as the truth. After the evaluation, the final report from specific members would help members to improve their performance in areas they are considered weak. In addition, peer evaluation gives members an opportunity to improve on their overall performance within the company. The level of improvement is subject to the outcome from the evaluation process. Peer Evaluation A group leader has the responsibility of controlling the members of the group whenever they are evaluating each other. The group leader then assigns grades to individual members according to the perceived performance of the member. In identifying the capability of a worker, the group leader has to collect information from the peer evaluation activity. The idea is to use the evaluation process in assessing the individual performance of the group member. In the performance of the functionality of assessing the members, the group leader can use two major peer evaluation approaches: the

Injuries From An Accident Happen All The Time And Can Happen

Injuries from an accident happen all the time and can happen to anyone. Questions arise from workplace accidents involving injuries. Number one issue in this incident is to determine could this accident/injury been prevented. A thorough analysis needs to be completed. John Craftsman, a company employee, has been severely injured on his hand when pushing a large piece of wood through a table saw in the production shop. Therefore, John claims that he followed the procedures when working, and the company is legible for his injuries. According to him, the machine had no guarantee of keeping the employee safe when working. As for the company’s shop manager, David Waffler, he claims that the machine was in a safe condition since he was not†¦show more content†¦Harry further claims that he saw John with his co-workers laughing and goofing which could have led to the accident. Therefore, the blame game between the employee, foreman and the manager tends to be the resultan t factor of this problem. Analysis of the Information For that reason, it would be appropriate if I could develop some vital questions that would support me in trying to analyze and address such an issue. First, should John claim that the company is liable for his injuries? If so what appropriate measures should he had taken? Also, if the company is responsible what should they do to John? On the other side what should be done to John if it is known that the business is not liable for the injuries? As the foreman stated that the machine was in a perfect condition who should be blamed if the machine was incapacitated. At the time of trying to analyze and scan the environment where one can source out relevant information regarding the conflict. I will be looking at the different evidence produced by the employee’s party and the company. For instance, on the employee side John claims that the business is liable for his injuries because the machine being used was not in a proper condition for their safety. He receives backup from one of his colleagues that they had informed Harry the shop foreman concerning the state of theShow MoreRelatedConstruction Site Accidents1084 Words   |  5 PagesCONSTRUCTION SITE ACCIDENTS PROPOSAL 1.0 INTRODUCTION The construction sector has been ranked as the industry with the highest number of occupational injuries that are both fatal and non fatal. When big construction jobs are initiated, such as building a new housing or shopping complexes, there is a great deal of movement going on in a small area. Cranes, trucks and diggers are all vying for space to complete their project in a timely manner. 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The book Non-traditional Careers for Women states that, â€Å"Police officers protect the people and help keep the peace† (155). For a long time now many people have been saying that all KauaiRead MoreA Brief Note On The Tampa Bay Auto Accident949 Words   |  4 Pages[Auto Accidents] The Tampa Bay Auto Accident Attorney with the experience you need and the personal attention you deserve. What should you do after a car accident? In Florida there are over 16,000 million drivers and more than 200,000 car accidents per year. It’s likely that one day you will be involved in a car accident. Here are some important guidelines to follow if you are in an accident: †¢ Never leave the scene of a car accident. If you do, you risk criminal charges. †¢ Check to see if thereRead MoreCar Accidents Essay992 Words   |  4 PagesCar accidents are a leading cause of both morbidity and disability. A car accident is said to have occurred when a motor vehicle collides with another motor vehicle, a pedestrian, an animal, a structure, a building or road equipment. Despite strict laws that govern speeding, drunk driving, distracted driving and overall driver negligence, car accidents continue to increase. New data from the National Safety Council shows that car accident fatalities have increased by a third from 2014 to 2016 inRead MoreEssay on truama c-spine1431 Words   |  6 Pageshave a jeopardized spinal cord resulting from an injury or suspected injury to their cervical spine. I am a certified emergency medical technician, farm-medic instructor and currently a medical diagnostic student doing clinicials. In the United States each year there are approximately 10,000 reported cervical spine injuries that come into emergency rooms. Motor vehicle accidents account for approximately 45%, falls approximately 30%, the remaining 25% from sports and miscellaneous. Although onlyRead MoreCyp 3.41334 Words   |  6 PagesUnit CYP 3.4 – Understand appropriate responses to accidents, incidents, emergencies and illness in school and during out of school activities 3.4/4.1 In our school we have policies and procedures in place in how to respond to accidents, incidents, emergencies and illness and procedures for reporting and recording these incidents. If an accident does happen, and it results in an injury to a child, the teacher will do all she/he can to aid the child concerned. The school keeps first aid boxes

Labor Relations - 724 Words

Labor Relations Grand Canyon University: HLT-520 James Webb September 23, 2015 The National Labor Relations Act (NLRA) started in July 1935 to protect the rights of employees, rather, they be union or nor-union employees (Pozgar, 2012). The employees are protected under the Act or may employ in bubble-like, rigorous goings-on in situations other than the customary union organizations and cooperative bargaining. The National Labor Relations Board regulates the employers from interfering with the rights of the employees to implement or organize and join with a groups that offers assists with collective bargaining purposes like organization union or joining one (Pozgar, 2012). The employer may not restrain, coerce or stop employees†¦show more content†¦Since employees are continually more progressive and aware of their legal rights and privileges, it is critical for all employers to exercise caution when their employees occupy performance that could be observed as strenuous activity. Patient’s rights come into play during a strike and the patients care is sure to suffer regardless of what is promise by the hospital administration. Failure to provide adequate healthcare services to a patient would be a breach in the provisions and would affect the rights of the patient’s compensations and cause damage to their health (Allabaugh, 2013). Hospital can hire outside agency to cover for the staff that is on strike like nurses. Factors that come into play with hiring outside agency is that the hospital may end up paying more for the replacement and may cause a series of events like low mortality among staff and patients (Allabaugh, 2013). Another factor is with treatment intensity and lower quality of care for patients and hospital readmission causing a decrease in hospital productivity (Allabaugh, 2013). In hiring from outside agency may not be beneficial because it would like hiring a substitute teacher, they only do the minimum duties because they are not fully trained. Patients that need intensive care are more than likely to decline in health do to the substitute not know how to care for the patient. NursesShow MoreRelatedLabor Relations Essays2024 Words   |  9 PagesMG240 DL Labor Relations Research Assignment 1. Define the term â€Å"collective bargaining† and list and describe four issues that are mandatory components of a collective bargaining agreement. Collective bargaining is a process of negotiations between the employer and a group of employees in which terms and conditions of employment are decided. Employees are usually represented in bargaining by a union. 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National Labor Relations Act The National Labor Relations Act, is occasionally called the Wagner Act, after its primary benefactor, Senator Robert Wagner of New York, conditions and outlines the entitlements of workforces to coordinate and to bargain communally with their superiors through the delegates of their selecting or not to do so. The Act has numerous areas of importance, two of which are: 1) To safeguard that workforces can liberally vote for their individual delegates for collectiveRead MoreThe Role Of The National Labor Relations Act842 Words   |  4 PagesThe National Labor Relations Board (NLRB) is a federal government agency, founded by Congress in 1935 (Galiatsos, 2015). The primary responsibility of the NLRB is to administer the National Labor Relations Act (NLRA). However, the NLRB takes action to safeguard employees right to organize, and to decide whether to have unions serve as their bargaining representative, with their employer (Galiatsos, 2015). 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Linking Employee Wellbeing and Engagement - Free Samples to Students

Question: Discuss about the Linking Employee Wellbeing and Engagement. Answer: Introduction Sustainable organisation performance is achieved by sustaining high performance level. There are several indicators that could be used to measure the high organizations' performance, by observing the employee management and the organizations' contribution to the environmental and societal level in the long run and also the financial indicators. There are internal and external challenges that face the organizational performance, but only successful organizations can manage these challenges and take the business opportunities. The term of sustainable organisation performance is related to the term of high performance workplace (HPW) and the term of the high performance workplace organization (HPWO). To achieve sustainability of high performance, organizations should be sure of directing the workforce performance towards the fulfilling the short term and long term organizational goals. The HPW was first introduced during 1990s, then it was developed to include, high employee work practi ces, HR practices and reward practices and commitment. Line managers also play a critical role in team management, as the motivational management style matches the HPW (Chartered Institute of Personnel and Development, 2016). The performance management evolution is linked to the strategy management, HRM and project management. It is a widely used concept almost in all of the human activities. Performance management consists of strategic, individual and operational performance management (Brudan, 2010). Implementing the performance management leads to an organizational sustainable growth, unlike other organizations that still depend on the rigid management models. The HPW and performance management process shape the organizational culture by creating empowerment and authority to the organization. The decentralize decision making enables the organization to respond effectively to the external environmental changes. The leaders of the HPWO are inspired to their employees through effective communication regarding the organizational goals and mission (Abdallah Ahluwalia, 2013). This report consists of three parts, the first part discusses the concepts of the HPW and HPWO, the second part highlights the performance management process and the third section concerns with the creation of the HPW within organizations. Addressing the concepts of HPW and HPWO The High performance workplace (HPW) is considered a balanced approach of integrating practices in the context, it also concerns with the managerial skills role within the organization, achieving partnership between the employees and leaders and it concerns with the vision, values and culture (Price waterhouse Coopers, n.da). Key Components of HPW, according to Price waterhouse Coopers (n.da), could be stated as follows: Managerial commitment: As all managerial levels are responsible for creating the organizational shared vision. Flexibility: Refers to the agility by being open to new business trends, acting proactively and ensuring that the leaders and employees are capable to adapt to change with an open mindset. Employee engagement: By creating a collaborative culture that enhances the communication between employees and managers across departments. Creating the organizational culture: Through sharing the ideas, values and vision among the employees. High performance working (HPW) activities exist in different areas as organizational workplace, relations among employees, leadership and developing organizations. Organizations may adopt various HPW approaches, for example, using the training and development. HPW practices affect the organizational performance, although, performance varies across organizations (Wood et al., 2013). For organizations to transfer to a high performance workplace organization (HPWO), is considered a significant change. The performance of the HPWO is measured by the ability of the organization to fulfill its goals and achieve a better position compered to its peers within a period of five years (Waal et al., 2017) There are five HPWO factors, according to Waal et al. (2017), they could be stated as follows: Quality of management: refers to trust, fair treatment, integrity, commitment and respect of managers. Action orientation: Refers to the adaptation of the open culture and involving employees in organizational processes, to allow for making mistakes and considering them as learning opportunities, knowledge sharing and exchanging ideas. Orientation for the long-term: refers to the long term commitment of the organization with suppliers and customers. Continuous improvement: by making the strategies unique through the continuous improvement processes which creates a source of competitive advantage. The quality of the employees: by selecting, recruiting and retaining talented employees and effective leaders who ensure the maximum flexibility and are able to develop their skills. These factors are a result of the combination between individuals, groups, organization and change processes. It is important for managers to realize the best process of creating change processes and implementing them (Waal Heijtel, 2016). Differences among organizations in achieving better performance than their competitors could be due to organizational internal factors, including the type of products and services and organizational culture, or they could be due to external factors, including complexity level in the industry and market conditions (Waal Goedegebuure, 2017). A brief evaluation of the link between HPW and sustained organisation performance, employee well-being and competitive advantage: In order to sustain the organizational performance, it is important to create a shared vision, to enable the organization to communicate with its stakeholders. The vision should describe the required outcomes, their aspects and features in order to sustain the achievements of the HPWO in the future. Employees are not required to be involved in creating the transformational vision of the organization. The change vision towards HPWO should be translated to the group and individual levels within the organization to be a shared vision among all of the organizational departments. The change management structure could be used to manage the changing environment to be compatible with the requirements of the change process. This may involve transformational leaders who have the ability to mobilize resources (Waal Heijtel, 2016). The HPW requires a high performance team and a good leader. Building the high performance team requires creating the right environment which encourages creativity and innovation and enables leaders to take the right decisions. Then it is important to promote the group discovery, through encouraging creative idea development. Harnessing the power of process through strategic planning and involving employees in the strategic planning process and in determining the priorities for implementation. It is important to schedule the strategic processes in relevance to high standards. Finally, it is important to review the process of creating a high performance team through and the output of the team and what is required to enhance the performance of the team in the future (Eales, 2012). Employees need to develop their skills by learning new behaviors, technology and processes with regard to the change vision. Training should be offered to the employees to provide the required skills to enable individuals to adapt to change and implement the change. Both of the individual and group levels sustain the change and avoid the risk of failing due to the high performance level of the urgency of operations. It is important to the management to keep informing individuals with necessary updates to assure good management of change and to create unique strategies that differentiate the organization from its competitors to achieve the competitive advantage and sustain this competitive advantage through a continuous process of performance development (Waal Heijtel, 2016). An identification of some of the main barriers to HPW: Researchers argue that in spite of the high importance of the HPW and HPWO not all of the organizations adopt these approaches. They may be hard to be adopted as they require innovation at workplace, and not all of the organizations are capable of creating an innovative workplace or able to create the assisting environment for creativity. It may be costly for some organizations to invest in technological innovations in the workplace. Uncertainty about the returns of investments may lead the organizations to avoid them or reduce the investments amounts allocated to technological investments as it also involves high levels of human capital (Lynch, 2015). Also it is found that high flexibility is not always good at the workplace, as flexibility results in teleworking which may have a negative impact on the employee performance as feeling isolated. Others may find that they are overloaded compared with employees in the office. These aspects negatively affect the HPWO. Other researchers argue that HPW affect the level of satisfaction of the employees and overload them as a result of job stress and work life in balance. Also, the type of the industry affects the organizational performance and the employees' satisfaction (Mariappanadar Kramar, 2014). Performance management According to Ohio Department of Administrative Services (2015), it is important for organizations to have a performance management cycle in order to: Share the knowledge with the employees regarding the organizational vision, mission and objectives. Provide the employees with their performance evaluation regarding their achievements in comparison to the expectations. To assist in improving employees' performance. Enhancing communication and improving the relationships among employees. Developing employees' capabilities, skills and knowledge According to Ohio Department of Administrative Services (2015), the performance management cycle involves four steps as follows: Setting organizational goals: Performance expectations should be defined to include, the quality, timeliness, quantity and outcomes of routine jobs. Performance expectations are the same to employees doing the same job. These expectations are the basis of evaluation of the main duties of their jobs. Goals are defined as the products and improvements that the employees should make to achieve the organizational purposes, accordingly, goals differ from employee to another. Although, the organizational goals should be mainly based on the organizational needs. When defining the organizational goals, some aspects should be considered, as follows: To clearly understand what the organization wants to improve and achieve. Defining possible and challenging goals. Defining measurable outcomes within a timeline. Relating the goals to the organizational mission. Goals could be settled according to the SMART goals. Communicating goals: It is important to share information with employees and encourage them to discuss any issues that need clarification. Employees have to be informed with their goals in relation to the organizational goals in order to enable management to measure the employee's performance according to the expectations. Observing employees' performance and providing Feedback: Employees' performance should be observed and a feedback of their performance should be provided. Observing the employees' performance requires focusing on certain actions, and focusing on many details, gather information from different sources and evaluating the employees' performance after finishing the observation process. Evaluating performance: After evaluating the employees' performance, a feedback should be provided to them on a regular basis to enable them to adjust their performance according to the organizational goals. Feedback should be timely, specific, regular, and manageable by the employee, related to the task and it should consider employees' strengths and weaknesses. The role of development and performance reviews: The goals of the groups and individuals should be aligned with the organizational goals. Both of the groups and individuals' performance should be rated among their peers. This process involves the development of employees' skills to achieve excellence and fulfill their goals. Employees' performance should be discussed with them in the annual assessment (Center for organizational workforce effectiveness, 2011). The performance provides a day to day and long term employees' management. Employees do their best to develop their performance when the performance management system is applied (Gifford, 2016). It is important to develop the organizational performance to ensure the organization's survival and ensure its positive performance (Ibrahim Primiana, 2015). 2.2. Examples of different ways of involving line managers in the performance review process: Line managers are identified as the main driver of better organizational management. They provide team members with the scope and treat them individually. They enhance the employee engagement by using their coaching skills. Line managers use different ways to develop the skills of the team members. Training people should be aligned with the expected outcomes. For example, workload management to correctly evaluate the employee performance either coping with the workload or not. Managers should be able to answer the employees' inquiries and provide them with the right and timely answers. Line managers should differentiate between employees according to their skills as what fits the customer service employees do not fit the operations employees (Personnel Today, 2013). Employee engagement is usually supported by the quality of the relationship with the line manager, for example, the line manager role in creating motivation. Survey researchers argue that three quarters of the managers have already coached their reports, but less than third the employees agree to this. Accordingly, line managers should manage their own responsibilities. Having a performance management system review does not guarantee that the employees will be improved, although employees who know the organizational goals could better achieve these goals (Chartered Institute of Personnel and Development, 2015). Line managers should treat the talent employees as an organizational resource that could be mobilized in different functional areas within the same organization (Price waterhouse Coopers, n.db). There are specific traits of personality that impact the leadership style to be an effective leader who can guide the team members, for example, the dominant leadership style is task oriented, which may not match the organizational requirement of cross functional team work, also the performance management system may need to be more flexible (Colville Millner, 2011). A brief evaluation of the contribution of the performance management process to promoting challenges, capability or recognizing and rewarding talent: Performance management is considered a continuous process of managing employees' performance through promoting and developing principles and values needed to develop the organizational performance. It involves activities as continuous performance review, rewarding employees' achievements, coaching, feedback and communication. The organizational overall performance is the collective performance of individuals within the organizations. Performance management is considered a tool to promote superior performance of the organizational workforce, through identifying the best ways to improve the employees' performance, job description and a 360 degree feedback. The performance management system should be reviewed to ensure its objectivity and fair treatment of employees in all organizational departments. Also, a recognition and rewarding system will assist in employee recognition. Effective performance management is considered a source of organizational competitive advantage (Sahoo Mishra, 2012). The level of employee engagement is a performance measure as they are positively linked. It is important to the HR to monitor the engagement rate to implement performance management (Colville Millner, 2011). Organizational culture is considered a basis for the high performance workplace which could be a source of competitive advantage for the organization if it could be actively shared across the organization. Practices and values are communicated within employees (Gupta, 2011). Sharing learning experiences are an enabler for long term performance. Line managers play a critical role in sharing, learning across the organization (Chartered Institute of Personnel and Development, 2011). An organizational approach towards shared values creation and communication, problem solving, trust, customer focus and learning are currently taking place in the HPWO (Keeble Armitage, 2010). Culture is related to HPW according to Hofstedes cultural dimensions as cited in Waal Chipeta, (2015), as follows: Power distance and HPO:Tthe leader role differs in a high power distance where the hierarchical levels are larger than the low power distance cultures, as communications between leaders and staff members are less and they are more stressed. The large hierarchical levels prohibits the employees from independent decision making as they have to take the approval of their managers. The low power distance encourages the effective decision making and improves outcomes. Empowering the employees allows them to trust their workplace, accordingly low power distance is best for the HPO. Individualism/collectivism and HPO: Individualism focuses on the personal goals more than the goals of the group. Collectivism encourages cooperation and working within teams, which are considered more suitable to an organizational culture that enhances innovation and trust among team members, accordingly collectivism is best matches the HPO. Uncertainty avoidance and HPO: Uncertainty avoidance people are more likely to obey their leaders and avoid innovation activities. It promotes for commitment, trust and loyalty to work place and it facilitates HPO. Masculinity versus femininity and HPO: Feminine cultures encourages the team members to be interactive with each other, it also builds the self-confidence culture and belonging to the organization. Masculinity cultures highly support organizational learning and innovation. Both of the masculine and feminine cultures are suitable for the HPO. Conclusion The High performance workplace (HPW) is considered a balanced approach of integrating practices in the context, it also concerns with the managerial skills role within the organization. HPW activities exist in different areas as organizational workplace, relations among employees, leadership and developing organizations. The HPW requires a high performance team and a good leader. Building the high performance team requires creating the right environment which encourages creativity and innovation and enables leaders to take the right decisions. For organizations to transfer to a high performance workplace organization (HPWO), is considered a significant change. In order to sustain the organizational performance, it is important to create a shared vision, to enable the organization to communicate with its stakeholders. The change vision towards HPWO should be translated to the group and individual levels within the organization to be a shared vision among all of the organizational departments. Employees need to develop their skills by learning new behaviors, technology and processes with regard to the change vision. Training should be offered to the employees to provide the required skills to enable individuals to adapt to change and implement the change. Line managers are identified as the main driver of better organizational management. They provide team members with the scope and treat them individually. They enhance the employee engagement by using their coaching skills. HPW and HPWO may be hard to be adopted as they require innovation at workplace, and not all of the organizations are capable of creating an innovative workplace or able to create the assisting environment for creativity. It may be costly for some organizations to invest in technological innovations in the workplace. Performance management is considered a continuous process of managing employees' performance through promoting and developing principles and values needed to develop the organizational performance. Organizational culture is considered a basis for the high performance workplace which could be a source of competitive advantage for the organization if it could be actively shared across the organization. Practices and values are communicated within employees. References Abdallah, E Ahluwalia, A 2013, The keys to building a high-performance culture, Buisness Journal. Brudan, A 2010, Rediscovering performance management: systems, learning and integration, Measuring Business Excellence, pp.109-23. Center for organizational workforce effectiveness 2011, Performance management toolkit. Chartered Institute of Personnel and Development 2011, Final report. Chartered Institute of Personnel and Development 2015, Employee outlook- Focus on managers. 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