last updated 9/14/2013

LIMITATIONS OF THE HR MODELS

1. Evidence shows most increase in productivity came from a group reward system, specific working conditions, and group norms -- not friendly supervision.  Friendly supportive supervision only produces a 2% gain
    
2. When information exchange is important to the organization's mission, then supportive open supervision is a benefit.
    
3. Research suggests:

 
1. Open supportive management systems do increase satisfaction.
2. Evidence does NOT show satisfaction produces higher productivity consistently.
3. Belief in hard work and a good reward system is more important.
4. Overall, satisfaction is very weakly linked to better productivity.

Resistance to participatory decision-making

1. Workers often do not like it - too much responsibility and stress. They may become alienated because they are under-skilled at communication which is required for effective and satisfying participation
2. Supervisors don't like it - they like unfettered power
3. Supervisors can sabotage or use their superior communication skills and information to dominate.
4. It's costly in time, $ and skill
5. participation works best in increasing satisfaction by meeting affiliation and ego/autonomy needs