A high performance work system is the combination of an organization's process with respect to human resource design, management processes and supporting technologies (Snell and Bohlander, 2013, p. 700). The relationship between all of these terms is simply in the dichotomous nature that surrounds them. For example, human resource practices would be involved in recruitment, selection, staffing and training to achieve a desired outcome. What's really happening is collaborative design that involves all of these terms for better operation. Updated more definitively, four components are significant in Snell and Bohlander's argument: "egalitarianism and commitment, shared information, knowledge and development, and the link between reward and performance" ( Snell and Bohlander, 2013, p. Four components of high performance work systems. Egalitarianism and commitment is the process by which staff and leaders all enjoy the benefits of working enthusiastically and fairly for the development of the organization. This is where every employee has a voice in decision-making and understands the benefits of being actively involved in the operations of the organization. The feeling of performance at work is essential for employees when they are aware of their credible individual actions or ideas. Added to this is the active participation of the organization in the enrichment of its employees. This ranges from compensation or bonuses, to paid time off, to promotions and additional benefits. Even more important, many organizations are willing to integrate worker unions into their design process. This is especially important because workers understand that the organization is not against its employees, but on the contrary...... middle of paper ...... and a fair conclusion can be drawn from this information; What's even worse is that it would be more difficult to favor one individual over another when all information is stored securely. This way, one can easily see who is working in favor of the organization and to what extent this person or people are lobbying to make an impact on their organization. Teachers are actively involved in the learning lives of their students, which is easily visible to the evaluation committee. Conclusion. High-performance work systems are as sociable with online platform software as the argument above suggests. The broader aspect of these terminologies is feasible and offers an even greater chance of fairness for every student and professor. Works Cited Snell, S. and Bohlander, GW (2013). Human resources management. Mason, Ohio: Southwest.