Shortcomings in the literature have meant that all variants of a High Performance Work System (HPWS) have been tarred with the same brush. This paper proposed three variants of a HPWS the unitarist HPWS, the implicitly pluralist HPWS and the actively pluralist HPWS. Based on different assumptions, they are distinguished by the practices they include and the way stakeholder interests are identified, acknowledged and reconciled. A case study of an actively pluralist HPWS was examined, to better understand the nature and mechanisms of the pluralism enacted.
23rd Conference of the Association of Industrial Relations Academics of Australia and New Zealand. Proceedings of the 23rd Conference of the Association of Industrial Relations Academics of Australia and New Zealand, Volume 1: Refereed Papers (Newcastle, N.S.W. 4-6 February, 2009)