Relevant bibliographies by topics / High performance work practices

Contents

  1. Journal articles
  2. Dissertations / Theses
  3. Books
  4. Book chapters
  5. Conference papers
  6. Reports

Academic literature on the topic 'High performance work practices'

Author: Grafiati
Published: 4 June 2021
Last updated: 5 February 2022

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Journal articles on the topic "High performance work practices"

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Murphy, Glen D., and Greg Southey. "High performance work practices." Personnel Review 32, no. 1 (February 2003): 73–92. http://dx.doi.org/10.1108/00483480310454736.

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Posthuma, Richard A., Michael C. Campion, Malika Masimova, and Michael A. Campion. "A High Performance Work Practices Taxonomy." Journal of Management 39, no. 5 (March 19, 2013): 1184–220. http://dx.doi.org/10.1177/0149206313478184.

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Naeem, Kamran, Liang Dapeng, Dilawar Khan Durrani, and Muhammad Adeel Anjum. "High-performance work practices versus work-role ambiguity." Human Systems Management 38, no. 2 (May 25, 2019): 141–48. http://dx.doi.org/10.3233/hsm-180381.

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Ronda, Lorena, Andrea Ollo-López, and Salomé Goñi-Legaz. "Family-friendly practices, high-performance work practices and work–family balance." Management Research: The Journal of the Iberoamerican Academy of Management 14, no. 1 (June 20, 2016): 2–23. http://dx.doi.org/10.1108/mrjiam-02-2016-0633.

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Purpose This paper aims to establish to what extent family-friendly practices and high-performance work practices are positively related to work–family balance and to identify the role played by job satisfaction and working hours as mediators of this relationship Design/methodology/approach We use data for a representative sample of almost 17,000 employees of dual-earner couples from European countries. To test the mediation mechanism implied by our hypotheses, we follow the procedure outlined in Baron and Kenny (1986). Given the nature of the dependent variables, ordered probit and regression models were estimated in the analysis. Findings The results show that, in general, family-friendly practices and high-performance work practices increase work–family balance and that these positive relationships are partially mediated by job satisfaction and working hours. While both family-friendly practices and high-performance work practices increase job satisfaction, only the first increase working hours. Moreover, job satisfaction increases work–family balance, while working hours reduces it. The net effect of these opposing forces on work–family balance is positive. Research limitations/implications The use of secondary data posits some constraints, such as the type of measures and the failure to control for a higher number of family-friendly practices and high-performance work practices. Additionally, the non-longitudinal nature of the data set implies that some relationships cannot be considered causal in the intended direction. Practical implications Managers should implement family-friendly practices and high-performance work practices, as, in general, they increase work–family balance. A significant portion of this positive effect is channeled through job satisfaction and working hours. Originality/value The paper contributes to understanding the relationship between different subsets of human-resources management practices and work–family balance, proposing a model that aims to disentangle the mediating mechanisms through which this relationship occurs.
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Kennedy, Liz. "Improving Organizational Performance Through High Performance Work Practices." Psihologia Resurselor Umane 5, no. 2 (January 21, 2020): 99–101. http://dx.doi.org/10.24837/pru.v5i2.331.

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Avgoustaki, Argyro. ""High Performance Work Practices, Work Uncertainty, and Employee Overtime"." Academy of Management Proceedings 2013, no. 1 (January 2013): 13901. http://dx.doi.org/10.5465/ambpp.2013.13901abstract.

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Frenkel, Stephen J., and Byoung-Hoon Lee. "Do high performance work practices work in South Korea?" Industrial Relations Journal 41, no. 5 (September 7, 2010): 479–504. http://dx.doi.org/10.1111/j.1468-2338.2010.00581.x.

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Kumar, Parveen. "Perceptual Effectiveness of High Performance Work Practices." Asian Journal of Management 9, no. 1 (2018): 623. http://dx.doi.org/10.5958/2321-5763.2018.00098.7.

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Camps, Joaquín, and Roberto Luna-Arocas. "High involvement work practices and firm performance." International Journal of Human Resource Management 20, no. 5 (May 2009): 1056–77. http://dx.doi.org/10.1080/09585190902850273.

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Ahmad, Mansoor, Muhammad Mustafa Raziq, Wali ur Rehman, and Matthew M. C. Allen. "High-performance work practices and organizational performance in Pakistan." International Journal of Manpower 41, no. 3 (December 6, 2019): 318–38. http://dx.doi.org/10.1108/ijm-01-2019-0016.

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Purpose Research on the relationship between high-performance workplace practices (HPWPs) and organizational performance has largely focussed on western settings, limiting the knowledge of how these systems influence performance in other countries, including Pakistan. Universalistic assumptions underpin the HPWP paradigm; to examine the validity of these assumptions, the purpose of this paper is to study the links between HPWP and performance in Pakistan, a country with different cultural norms and institutional settings to those in which most research has been conducted. Design/methodology/approach The authors draw on a unique survey of 392 establishment managers in the banking, pharmaceutical and information technology sectors. The authors include managers of foreign-owned multinational subsidiaries and domestic firms to ensure the sample represents firms in Pakistan. Findings The authors find that some individual HPWPs (recruitment and training) are associated in a statistically significant way with lower labour turnover, higher productivity and higher financial performance. Employee involvement is associated with lower labour turnover and higher labour productivity. Compensation is associated with higher financial performance. None is linked to higher labour turnover, lower productivity or lower financial performance in a statistically significant way. Performance appraisal was not statistically significantly associated with any of the three outcome variables. Originality/value The results provide some relatively strong support for universalistic assumptions, but also highlight the need for future research to examine the variable links of some HPWPs and the lack of any association for the performance appraisal measure.
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Dissertations / Theses on the topic "High performance work practices"

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Preiksaitis, Michelle Kathleen Fitzgerald. "Servant Leaders' Use of High Performance Work Practices and Corporate Social Performance." ScholarWorks, 2016. https://scholarworks.waldenu.edu/dissertations/2866.

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Business researchers have shown that servant leaders empower, provide long-term vision, and serve their workers and followers better than do nonservant leaders. High performance work practices (HPWPs) and corporate social performance (CSP) can enhance employee and firm productivity. However, when overused or poorly managed, HPWPs and CSP can lead to the business problems of employee disengagement, overload, or anxiety. Scholars noted a gap in human resource management research regarding whether leadership styles affect HPWPs and CSP use. This study examined the relationship between leadership style and the use of HPWPs and CSP, by using a quantitative, nonexperimental design. U.S. business leaders (N = 287) completed a survey consisting of 3 previously published scales. A chi-square analysis calculated the servant to nonservant leader ratio in the population, finding a disproportionate ratio (1:40) of servant (n = 7) to nonservant (n = 280) leaders. Two t tests showed that no significant difference existed in how servant and nonservant leaders use HPWPs or CSP. However, a multiple linear regression model showed that a leader's self-reported characteristics of empowerment, vision, or service positively predicted CSP use; empowerment positively predicted HPWPs use; service negatively predicted HPWPs use; and vision had no effect on HPWPs use. Findings may help human resource practitioners identify leaders who use HPWPs or CSP differently. Positive social change may occur by hiring more visionary, empowering, or service-oriented leaders who can support overwhelmed or anxious workers, potentially leading to more engaged and productive workers, and an increase in the use of positive CSP.
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Wu, Ning Liu. "High performance work practices in small and medium-sized firms." Thesis, University of Nottingham, 2011. http://eprints.nottingham.ac.uk/13631/.

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Drawing on data from Workplace Employment Relations Survey 2004, this thesis assesses the uptake of High Performance Work Practices (HPWPs), the factors associated with the uptake of HPWPs and the relationship between HPWPs and performance (also termed the "HPWP-performance link") in small and medium-sized firms. The findings show that medium-sized firms have a higher uptake of HPWPs compared to small firms in general. They also show that the extent of the use of HPWPs in small firms tends to be influenced more by internal than external factors, while the opposite holds true for medium-sized firms. Although the widely reported HPWP-performance link holds in large firms, the findings suggest only a specific bundle of HPWPs seeking to develop opportunities for employees to participate in management decision making and use their skills and abilities at work are related to improved financial performance in small firms. However, neither the overall use of HPWPs nor any specific bundles of practices are associated with better performance in medium-sized firms. In medium-sized firms, some HPWPs are positively associated with performance and some others are negatively associated with performance. These findings suggest the HPWP-performance link in medium-sized firms is distinct from that in small and large firms. Overall, the findings suggest small and medium-sized firms should be analyzed as two distinct groups and the HPWP-performance link is not universal. The lack of a consistent HPWP-performance link in medium-sized firms has important implications for HRM theory, the HR advice that medium-sized firms should be offered, and government support and employment policies targeted at medium-sized firms.
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Ogbonnaya, Chidiebere. "High performance work practices : investigating four perspectives on their employee-level impacts simultaneously." Thesis, University of East Anglia, 2013. https://ueaeprints.uea.ac.uk/47977/.

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This thesis has examined simultaneously two key debates of the High Performance Work Practices (HPWP) literature. The first debate, entitled ‘the integrationist and isolationist perspectives of HPWP’, looks at two methods of operationalizing HPWP. In the integrationist perspective, innovative Human Resource Management (HRM) practices are presumed to have mutually supportive properties such that when used together in a coherent manner, they may accrue far-reaching benefits for the organization and employees. By contrast, the isolationist perspective argues that individual HRM practices have unique independent properties and produce varying degrees of effects on outcomes. The second debate, entitled ‘the mutual gains versus the critical perspectives of HPWP’, looks at the employee-level implications of adopting HPWP. In the mutual gains perspective, HPWP are thought to promote desirable employee attitudes and well-being together with their beneficial effects on organizational growth and effectiveness. The critical perspective, on the other hand, assumes that the benefits associated with HPWP may be offset by increases in work intensification and the transfer of more work responsibilities to employees. These two debates have been investigated via two empirical studies. The first study was undertaken to examine the tenets of the two HPWP debates without consideration of sector-specific characteristics, whereas the second study was undertaken to highlight the role of sector-specific characteristics in explaining the employee-level implications of HPWP. Together, both studies provide a framework for determining the extent to which HPWP outcomes are generalizable across organizational settings. The results of both studies show that HPWP produce varying independent effects on employee-level outcomes, and work intensification may explain the intermediary processes underlying some of these effects. The results also indicate that HPWP have mutually supportive properties, and produce beneficial integrated influences on employee attitudes and well-being. However, when the independent iv and integrated effects of HPWP were examined simultaneously, the independent effects of HPWP accounted for variance in employee attitudes and well-being over and above the integrated effects of HPWP.
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Chapano, Munodani. "The impact of high performance work practices on project performance in selected construction companies in Cape Town, South Africa." Thesis, Cape Peninsula University of Technology, 2017. http://hdl.handle.net/20.500.11838/2532.

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Thesis (MTech (Business Administration))--Cape Peninsula University of Technology, 2017.
The purpose of this study was to determine the impact of four High Performance Work Practices (HPWPs) on project performance in selected construction companies in Cape Town, South Africa. The four HPWPs comprised: recruitment and selection (RS); performance appraisal (PA); training and development (TD); and compensation system (CS). The study employed a positivist philosophy utilizing the survey method to collect data from 70 employees who were drawn from a select group of multi-project construction companies in Cape Town, South Africa. The respondents comprised employees who worked as project team members and line staff/ administrative staff. Non-probability sampling procedure in the form of convenience sampling technique was used for the selection of five (5) construction organisations in Cape Town, South Africa. Probability sampling procedure in the form of stratified sampling technique was employed in the selection of the respondents to complete the questionnaire.Collected data was captured and analyzed using the Statistical Package for the Social Sciences (SPSS) version 24. The main research question of the study was: What is the relationship between the four HPWPs and project performance? The results indicate that CS has a weak positive relationship with project performance, whereas TD, PA and RS have weak negative relationships with project performance. It also emerged that there are other factors that significantly affect project performance other than the HPWPs investigated.The results of this study are significant because they provide a unique view of the work environment that has been insufficiently examined. Also, very few studies have focused on the above four universal HPWPs, which this study was earmarked for. The results that are obtained from this study significantly add to the overall body of knowledge pertaining to theories and their application in HRM, project performance and multi-project environments issues.
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Leffakis, Zachary M. "The Effects of High Performance Work Systems on Operational Performance in Different Manufacturing Environments: Improving the “Fit” of HRM Practices in Mass Customization." University of Toledo / OhioLINK, 2009. http://rave.ohiolink.edu/etdc/view?acc_num=toledo1250604411.

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Doody, Sarah-Jane Patricia. "High-involvement work systems : their effect on employee turnover and organisational performance in New Zealand organisations." Master's thesis, Lincoln University. Commerce Division, 2007. http://theses.lincoln.ac.nz/public/adt-NZLIU20080125.192821/.

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Organisations can create a competitive advantage through the way they design their human resource systems. High involvement work systems are considered to be a way to increase organisational performance and decrease employee turnover. However, the components involved are difficult and complex to define, and the synergy amongst the different components hard to evaluate. The literature suggests that the research is not uniform in its approach, and most research does not clearly define the variables involved or agree on the expected results of such systems. This research looks at high involvement work systems in the New Zealand organisational context, and relating these systems to employee turnover and organisational performance. The results of the study suggest that there does not appears to be a relationship between high involvement work systems, and employee turnover and organisational performance; but high involvement systems may contribute to increased labour productivity in New Zealand organisations.
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Leffakis, Zachary. "The effects of high performance work systems on operational performance in different manufacturing environments : improving the "fit" of HRM practices in mass customization /." Connect to full text in OhioLINK ETD Center, 2009. http://rave.ohiolink.edu/etdc/view?acc_num=toledo1250604411.

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Dissertation (Ph.D.)--University of Toledo, 2009.
Typescript. "Submitted as partial fulfillment of the requirements for the Doctor of Philosophy in Manufacturing and Technology Management." Bibliography: leaves 246-252.
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Gorman, C. Allen. "Build a Better Mousetrap or Fix the Old One? The Influence of High Impact Performance Management Practices on Organizational Performance." Digital Commons @ East Tennessee State University, 2015. https://dc.etsu.edu/etsu-works/427.

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Richards, Hartley B. "Effective people performance strategies : critical ingredients for business success in Barbados and Eastern Caribbean business enterprises." Thesis, University of Bradford, 2008. http://hdl.handle.net/10454/4302.

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Today, the effective management of people is assuming prominence as a source of sustained business performance improvement. The rationale for this trend is that other significant aspects of business, such as marketing, new technology, market niche, trademarks and brand image have generally been mastered. Therefore, business enterprises are being encouraged in seeking to gain comparative advantage by reliance on their human resources because this aspect of business is arguably more difficult to imitate or understand than the more conventional resources. As a result, there is an awakening of the need to introduce management practices that will concentrate on the added value which a highly motivated work force may provide to the organisation. The idea of added value from a highly motivated work force assumes even greater significance when the main business hinges almost entirely on the attitudes and approaches of people. This concept applies most forcibly to Barbados and the Organisation of Eastern Caribbean States (BOECS), the region covered by this study. This research therefore, explores the idea of gaining comparative advantage through appropriate people management methods and follows the trend in the developed and more industrialised nations of the world in an effort to determine whether there is a useful model of effective management practices which may be replicated in the BOECS and thus lead to improved business performance in the micro states which constitute this ii region. However, this study is mindful of the limitations of the research methodology which a vast number of contributors to this intriguing topic have employed. Nevertheless, this exploratory attempt examines the issue in the light of its possible positive effect on a previously uncharted area, viz., Barbados and the Eastern Caribbean (BOECS) as far as it relates to scholarly treaties on Human Resource Management. The idea is that even in the absence of clear unequivocal empirical evidence about its benefits, it may be useful to pursue the strategic approach to Human Resource Management including expansion of employee involvement, for it own sake.
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Doody, Sarah-jane P. "High-involvement work systems : their effect on employee turnover and organisational performance in New Zealand organisations." Diss., Lincoln University, 2007. http://hdl.handle.net/10182/271.

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Organisations can create a competitive advantage through the way they design their human resource systems. High involvement work systems are considered to be a way to increase organisational performance and decrease employee turnover. However, the components involved are difficult and complex to define, and the synergy amongst the different components hard to evaluate. The literature suggests that the research is not uniform in its approach, and most research does not clearly define the variables involved or agree on the expected results of such systems. This research looks at high involvement work systems in the New Zealand organisational context, and relating these systems to employee turnover and organisational performance. The results of the study suggest that there does not appear to be a relationship between high involvement work systems, and employee turnover and organisational performance; but high involvement systems may contribute to increased labour productivity in New Zealand organisations.
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Books on the topic "High performance work practices"

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Cappelli, Peter. Do "high performance" work practices improve establishment-level outcomes? Cambridge, MA: National Bureau of Economic Research, 1999.

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T, Addison John. The determinants of firm performance: Unions, works councils, and employee involvement/high performance work practices. Bonn, Germany: IZA, 2005.

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Supporting work team effectiveness: Best management practices for fostering high performance. San Francisco, Calif: Jossey-Bass Publishers, 1999.

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James, McCalman, ed. High performance work systems: The Digital experience. London: Routledge, 1989.

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Heywood, John S. High performance workplaces and family friendly practices: Promises made and promises kept. Bonn, Germany: IZA, 2005.

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Gupta, Vishal. Development of a causal framework linking high performance HRM practices, positive psychological capital, creative behaviors and performance. Ahmedabad: Indian Institute of Management, Ahmedabad, 2013.

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Bowers, Clint, Eduardo Salas, and Florian Jentsch, eds. Creating high-tech teams: Practical guidance on work performance and technology. Washington: American Psychological Association, 2006. http://dx.doi.org/10.1037/11263-000.

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Kumar, Pradeep. Rethinking high-performance work systems. Kingston, Ont: IRC Press, 2001.

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Kumar, Pradeep. Rethinking high-performance work systems. Kingston, Ont: IRC Press, 2000.

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D, Roueche Suanne, ed. High stakes, high performance: Making remedial education work. Washington, D.C: Community College Press, 1999.

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Book chapters on the topic "High performance work practices"

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Gaertner, K. N., and S. D. Nollen. "Management Practices Leading to High Work Unit Performance." In Bottom Line Results from Strategic Human Resource Planning, 93–105. Boston, MA: Springer US, 1991. http://dx.doi.org/10.1007/978-1-4757-9539-4_8.

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Rubio-Andrés, Mercedes, and Santiago Gutiérrez-Broncano. "Influence of Organizational Flexibility in High Performance Work Practices." In Work Organization and Human Resource Management, 125–34. Cham: Springer International Publishing, 2014. http://dx.doi.org/10.1007/978-3-319-06376-8_8.

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Mishra, Paritosh, Balvinder Shukla, and R. Sujatha. "High Performance Work Practices (HPWPs) to Support Change Management." In Human Resource Management for Organisational Change, 75–96. New York: Routledge, 2021. http://dx.doi.org/10.4324/9781003191346-9.

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Ochotta, Emil S., Tamal Mukherjee, Rob A. Rutenbar, and L. Richard Carley. "Conclusions and Future Work." In Practical Synthesis of High-Performance Analog Circuits, 253–58. Boston, MA: Springer US, 1998. http://dx.doi.org/10.1007/978-1-4615-5565-0_12.

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Solari, Luca, and Edoardo Della Torre. "From Practices to Processes: High Performance Work Systems and Integrity." In Integrity in Organizations, 146–73. London: Palgrave Macmillan UK, 2013. http://dx.doi.org/10.1057/9781137280350_8.

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Gupta, Nabanita Datta, and Tor Eriksson. "High-Performance Work Practices, Incentive Pay Schemes,Worker Evaluation Systems and Male—Female Wages." In Gender Pay Differentials, 34–58. London: Palgrave Macmillan UK, 2006. http://dx.doi.org/10.1057/9780230504028_3.

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Ratten, Vanessa, Joao J. Ferreira, and Cristina Fernandes. "High-Performance Management Work Systems." In Contributions to Management Science, 171–96. Cham: Springer International Publishing, 2019. http://dx.doi.org/10.1007/978-3-030-29458-8_11.

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Abdullah, Dayang Nailul Munna Abg, and Vanissa Karupaiah. "High-Performance Work System and Safety Performance." In The Malaysia-Japan Model on Technology Partnership, 157–65. Tokyo: Springer Japan, 2014. http://dx.doi.org/10.1007/978-4-431-54439-5_14.

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Løvold, Henrik Hillestad, Yngve Lindsjørn, and Viktoria Stray. "Forming and Assessing Student Teams in Software Engineering Courses." In Agile Processes in Software Engineering and Extreme Programming – Workshops, 298–306. Cham: Springer International Publishing, 2020. http://dx.doi.org/10.1007/978-3-030-58858-8_31.

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Abstract In software development projects, working in teams is essential. Therefore, software engineering courses often require the students to be working in teams to learn about team work behaviors and practices. The instructors of software engineering courses are presented with several challenges when teaching courses that require teamwork. For example, how to form high-performing student teams, and how to assess their work. The aim of this study is to evaluate whether there are differences in performance whether the students form the teams themselves, or if the teams are formed by the instructor. We evaluated a course involving agile software development by 200 students working in 39 teams. A total of 76% of the students chose to form their own teams, the remaining 24% were placed in teams by the instructors. Our findings indicate that teams formed by the students perform slightly better than the teams formed by the instructors.
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Berber, Aykut, and Murat Yaslioglu. "Managing High Performance Work Systems and Organizational Performance." In Work Organization and Human Resource Management, 27–42. Cham: Springer International Publishing, 2014. http://dx.doi.org/10.1007/978-3-319-06376-8_2.

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Conference papers on the topic "High performance work practices"

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Lawalson, Temitope J. "High Performance Work Practices And Construction Project Performance Nigeria." In ICRP 2019 - 4th International Conference on Rebuilding Place. Cognitive-Crcs, 2019. http://dx.doi.org/10.15405/epms.2019.12.8.

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Vats, Preeti, and Shivani Agarwal. "Impact of Banking Sector wise differences on High-Performance Work Practices." In The International Conference on Research in Management & Technovation 2020. PTI, 2020. http://dx.doi.org/10.15439/2020km12.

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Rehman, Junaid, Igor Hawryszkiewycz, Osama Sohaib, and Altaf Soomro. "Developing Intellectual Capital in Professional Service Firms Using High Performance Work Practices as Toolkit." In Hawaii International Conference on System Sciences. Hawaii International Conference on System Sciences, 2020. http://dx.doi.org/10.24251/hicss.2020.613.

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Asmawi, A., and K. W. Chew. "Implementation of high performance work practices (HPWP) in R&D organizations: Empirical evidence from Malaysia." In 2017 IEEE International Conference on Industrial Engineering and Engineering Management (IEEM). IEEE, 2017. http://dx.doi.org/10.1109/ieem.2017.8289896.

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Murali, Veena, and Panjabi Mala Devidas. "Impact of high performance work practices on burnout intervened by job overload with respect to a select IT firm." In 2014 International Conference on Science Engineering and Management Research (ICSEMR). IEEE, 2014. http://dx.doi.org/10.1109/icsemr.2014.7043653.

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Japikse, David, Oleg Dubitsky, Kerry N. Oliphant, Robert J. Pelton, Daniel Maynes, and Jamin Bitter. "Multi-Variable, High Order, Performance Models (2005C)." In ASME 2005 International Mechanical Engineering Congress and Exposition. ASMEDC, 2005. http://dx.doi.org/10.1115/imece2005-79416.

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In the course of developing advanced data processing and advanced performance models, as presented in companion papers, a number of basic scientific and mathematical questions arose. This paper deals with questions such as uniqueness, convergence, statistical accuracy, training, and evaluation methodologies. The process of bringing together large data sets and utilizing them, with outside data supplementation, is considered in detail. After these questions are focused carefully, emphasis is placed on how the new models, based on highly refined data processing, can best be used in the design world. The impact of this work on designs of the future is discussed. It is expected that this methodology will assist designers to move beyond contemporary design practices.
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Kuyken, Chris Wilhelm, Mohamed Elsaied Elkasrawy, Ali Mubarak Saeed Al Breiki, Yahia Abdelfattah Mahmoud Elgendy, and Ahmed Gamal Abdelaal. "High Performance Drilling Onshore Abu Dhabi." In SPE/IADC Middle East Drilling Technology Conference and Exhibition. SPE, 2021. http://dx.doi.org/10.2118/202142-ms.

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Abstract High performance drilling is an approach applied in the drilling of hole sections that are not primarily benefitting from data acquisition except the minimum like gamma ray and directional. Therefore these sections are drilled with high ROP and subsequently cased in support of reducing well costs. High performance drilling leading to continuous ROP optimization has been proven a key enabler for invisible lost time reduction (ILT), being one of the current regional well delivery challenges. In this paper we explain the approach followed by the team comprising of operator, service provider and equipment provider in reducing the impact of ILT during the actual drilling phase. We learnt that creating a performance culture based on rigorously applying of best practices and the eagerness to continuously improve on past performance as a first strategy and the application of novel directional drilling motor technology as the second resulted in ROP performance records. For example in one field an average ROP record was achieved of 188 ft / hour a 15 % improvement from the previous record. We learnt that in particular the communication between all parties i.e. the client office, the service provider and the team on the rig was the most important factor in order to create a shared vision on the need to improve the ROP based on the last ROP performance benchmark. Secondly the latest motor technology and the way of how it gets deployed, available to the team played a major role, and brought the performance level to a new dimension whereby the ROP was targeted to be optimum instead of maximum thereby reducing the risk for NPT related incidents (hole problems, equipment break-down) and repair and maintenance cost becoming cost prohibitive. This paper is specifically meant to share best practices from the last 10 years with the larger UAE drilling community. It is service provider contribution to provide insights for the new generation drilling engineers and directional drillers in safely pushing the drilling performance to higher levels all the time targeting the ILT in hole making. The work has proved that a combination of low torque high speed and high torque low speed can successfully performance drill all vertical hole sizes in the UAE on-shore fields either using tri-cone or PDC bits.Figure 1High performance motor
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Wong, Ching-Ping. "Rational Synthesis of Nanostructured Electrode Materials for High-Performance Supercapacitors." In ASME 2017 12th International Manufacturing Science and Engineering Conference collocated with the JSME/ASME 2017 6th International Conference on Materials and Processing. American Society of Mechanical Engineers, 2017. http://dx.doi.org/10.1115/msec2017-2833.

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Supercapacitors fill the gap between the batteries and capacitors in the Nyquist plots, and being considered as the candidates for next generation energy storage due to the high-power density, long-term cyclability and moderate energy density. In order to fulfill the requirement for practical applications, it is necessary to further develop the current supercapacitors and enhance the energy density. Hence in this paper, we discuss the work we have done for developing high-performance supercapacitors, including synthesis of large surface area and high conductive carbonaceous materials and highly electroactive pseudocapacitive materials. Our works may pave the way for synthesis of high-performance supercapacitor electrode materials.
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Patterson, Michael K., Randall Martin, J. Barr von Oehsen, Jim Pepin, Yogendra Joshi, Vaibhav K. Arghode, Robin Steinbrecher, and Jeff King. "A Field Investigation Into the Limits of High-Density Air-Cooling." In ASME 2013 International Technical Conference and Exhibition on Packaging and Integration of Electronic and Photonic Microsystems. American Society of Mechanical Engineers, 2013. http://dx.doi.org/10.1115/ipack2013-73163.

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In this paper we report on a field investigation into airflow management challenges in high density data centers. This field investigation has also served to validate laboratory investigations into high density air cooling issues. In data centers with significant power consumption, and consequently high cooling loads per rack, high volumes of room airflow are required to meet server cooling airflow requirements. These volumes of air can be difficult to deliver in raised floor hot aisle / cold aisle layouts. The velocity of the airflow is such that it creates a negative pressure near the bottom of the rack. This negative pressure entrains air from under and behind the rack, causing recirculation and warmer air being provided to the servers at the base of the rack. This can cause operational problems and server performance impacts. This phenomenon has been demonstrated in previous papers reporting on test data using particle imaging velocimetry (PIV) techniques. The current work validates those studies by looking at airflow, infrared thermography, and actual IT performance while the under rack recirculation flows are occurring. Additionally, we demonstrate significant improvement by employing rigorous airflow management practices. We also discuss the limitations of current CFD modeling, the majority of which does not have sufficient grid-wise resolution to capture the problem. Further we discuss typical operational conditions that have suppressed the problem (or perhaps the awareness of) to date. Finally, the paper recommends best practices to mitigate the problem in high density data centers.
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Shah, Rushang B., and Navid Goudarzi. "High Performance Buildings: The Impact of Building Orientation on HVAC System Loads." In ASME 2017 International Mechanical Engineering Congress and Exposition. American Society of Mechanical Engineers, 2017. http://dx.doi.org/10.1115/imece2017-71914.

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Energy demand growth and depletion of conventional energy resources in recent years have led to exploring alternative energy resources and further concentration on improving energy efficiency of segments with higher energy consumption. Building energy demand is among the main areas of concern with a 40% average of total energy consumption in the US energy market. Within building energy demand approximately, the Heating, Ventilation and Air Conditioning (HVAC) system, lighting system, has the largest energy consumption share compared to other systems such as electronics systems, water-heating-cooking, and other systems. This implies that small improvements in HVAC system loads will result in significant energy savings. Novel cost-effective solutions should be developed to integrate and optimize all the essential high-performance building attributes, especially energy efficiency and occupant productivity. Employing comprehensive building energy analysis (BEA) simulation tools are among the cheapest, yet are the cost-effective approaches in improving building energy performance. This paper follows the energy saving practice using existing BEA simulation tools with a focus on two major aspects that can contribute to building thermal loads: building orientation and integrating renewable energy. The results show the significant impact of building orientation for developing energy efficiency solutions with focus on integrating renewable energy technologies within high performance buildings. This work provides a basis for the follow on phases of this research to develop smart energy saving solutions using current BEA simulation platforms. Such adds-on features enable users to improve building energy saving by determining building design features and integrating renewable energy solutions based on identified optimal building orientations.
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Reports on the topic "High performance work practices"

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Neumark, David, and Peter Cappelli. Do "High Performance" Work Practices Improve Establishment-Level Outcomes? Cambridge, MA: National Bureau of Economic Research, October 1999. http://dx.doi.org/10.3386/w7374.

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Singh, Reshma, Dale Sartor, and Girish Ghatikar. Best Practices Guide for High-Performance Indian Office Buildings. Office of Scientific and Technical Information (OSTI), April 2013. http://dx.doi.org/10.2172/1171533.

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Von Thoma, Ed, and Cindy Ojczyk. Practices and Processes of Leading High Performance Home Builders in the Upper Midwest. Office of Scientific and Technical Information (OSTI), December 2012. http://dx.doi.org/10.2172/1059136.

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Bentz, Dale P., Chiara F. Ferraris, and Kenneth A. Snyder. Best Practices Guide for High-Volume Fly Ash Concretes : Assuring Properties and Performance. National Institute of Standards and Technology, September 2013. http://dx.doi.org/10.6028/nist.tn.1812.

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Von Thoma, Ed, and Cindy Ojzcyk. Practices and Processes of Leading High Performance Home Builders in the Upper Midwest. Office of Scientific and Technical Information (OSTI), December 2012. http://dx.doi.org/10.2172/1219844.

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Baechler, Michael C., Theresa L. Gilbride, Pam C. Cole, Marye G. Hefty, and Kathi Ruiz. Building America Best Practices Series - High-Performance Home Technologies: Guide to Determining Climate Regions by County. Office of Scientific and Technical Information (OSTI), November 2013. http://dx.doi.org/10.2172/1217886.

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Baechler, Michael C., Kathleen A. Ruiz, Heidi E. Steward, and Pat M. Love. Building America Best Practices Series, Volume 6: High-Performance Home Technologies: Solar Thermal & Photovoltaic Systems. Office of Scientific and Technical Information (OSTI), June 2007. http://dx.doi.org/10.2172/968958.

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Stromer, Bobbi, Rebecca Crouch, Katrinka Wayne, Ashley Kimble, Jared Smith, and Anthony Bednar. Methods for simultaneous determination of 29 legacy and insensitive munition (IM) constituents in aqueous, soil-sediment, and tissue matrices by high-performance liquid chromatography (HPLC). Engineer Research and Development Center (U.S.), September 2021. http://dx.doi.org/10.21079/1168142105.

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Standard methods are in place for analysis of 17 legacy munitions compounds and one surrogate in water and soil matrices; however, several insensitive munition (IM) and degradation products are not part of these analytical procedures. This lack could lead to inaccurate determinations of munitions in environmental samples by either not measuring for IM compounds or using methods not designed for IM and other legacy compounds. This work seeks to continue expanding the list of target analytes currently included in the US Environmental Protection Agency (EPA) Method 8330B. This technical report presents three methods capable of detecting 29 legacy, IM, and degradation products in a single High Performance Liquid Chromatography (HPLC) method with either ultraviolet (UV)-visible absorbance detection or mass spectrometric detection. Procedures were developed from previously published works and include the addition of hexahydro-1-nitroso-3,5-dinitro-1,3,5-triazine (MNX); hexahydro-1,3-dinitroso-5-nitro-1,3,5-triazine (DNX); hexahydro-1,3,5-trinitroso-1,3,5-triazine (TNX); 2,4-diamino-6-nitrotoluene (2,4-DANT); and 2,6-diamino-4-nitrotoluene (2,6-DANT). One primary analytical method and two secondary (confirmation) methods were developed capable of detecting 29 analytes and two surrogates. Methods for high water concentrations (direct injection), low-level water concentrations (solid phase extraction), soil (solvent extraction), and tissue (solvent extraction) were tested for analyte recovery of the new compounds.
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Qamhia, Issam, and Erol Tutumluer. Review of Improved Subgrade and Stabilized Subbases to Evaluate Performance of Concrete Pavements. Illinois Center for Transportation, May 2021. http://dx.doi.org/10.36501/0197-9191/21-016.

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This report presents findings on the evaluation of foundation layers under concrete pavements in the state of Illinois. It also provides recommendations and scenarios where unbound granular layers can be safely used under concrete pavements as economical and well-performing subbase layers. The current practice and mechanistic design methods for constructing concrete pavements in Illinois was first evaluated, including historical studies that led to the current design procedures and policies. The performance of concrete pavements with unbound granular layers in Illinois were then evaluated, and several case studies of well-performing concrete pavements with granular subbases, high traffic levels, and low distress levels and severity were realized. Next, the practices of surrounding states were evaluated, and several Midwest states, i.e., Wisconsin, Minnesota, Iowa, and Michigan, were found to regularly use unbound granular layers under concrete pavements with no issues. A literature review on the most recent requirements and recommendations for designing granular subbases under concrete pavements was then presented. It is concluded that subbase layers under concrete pavements are mainly used to provide uniform support and prevent pumping. Based on the case study evaluations and literature, a stable, drainable, and durable daylighted granular subbase design is recommended for traffic factors up to 10.0. Stability is ensured by limiting the ratio of gravel-to-sand fractions in the aggregate mix between 1.3 and 1.9. Drainability requirements can be met by limiting the percentage of fines passing the No. 200 sieve (0.075 mm) to 4% and by checking the quality of drainage is at least fair based on the time required to drain 50% of the water. Lastly, a geotextile fabric is recommended for use below the granular subbase for separation to ensure drainability throughout design life.
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Kibler, Amanda, René Pyatt, Jason Greenberg Motamedi, and Ozen Guven. Key Competencies in Linguistically and Culturally Sustaining Mentoring and Instruction for Clinically-based Grow-Your-Own Teacher Education Programs. Oregon State University, May 2021. http://dx.doi.org/10.5399/osu/1147.

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Grow-Your-Own (GYO) Teacher Education programs that aim to diversify and strengthen the teacher workforce must provide high-quality learning experiences that support the success and retention of Black, Indigenous, and people of color (BIPOC) teacher candidates and bilingual teacher candidates. Such work requires a holistic and systematic approach to conceptualizing instruction and mentoring that is both linguistically and culturally sustaining. To guide this work in the Master of Arts in Teaching in Clinically Based Elementary program at Oregon State University’s College of Education, we conducted a review of relevant literature and frameworks related to linguistically responsive and/or sustaining teaching or mentoring practices. We developed a set of ten mentoring competencies for school-based cooperating/clinical teachers and university supervisors. They are grouped into the domains of: Facilitating Linguistically and Culturally Sustaining Instruction, Engaging with Mentees, Recognizing and Interrupting Inequitable Practices and Policies, and Advocating for Equity. We also developed a set of twelve instructional competencies for teacher candidates as well as the university instructors who teach them. The instructional competencies are grouped into the domains of: Engaging in Self-reflection and Taking Action, Learning About Students and Re-visioning Instruction, Creating Community, and Facilitating Language and Literacy Development in Context. We are currently operationalizing these competencies to develop and conduct surveys and focus groups with various GYO stakeholders for the purposes of ongoing program evaluation and improvement, as well as further refinement of these competencies.
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