• Dr.M.Thiagarajan
• Mrs.R.Ponmalar

High involvement systems are often contrasted with allegedly rigid "Fordist" systems of tight supervision and fragmented job tasks. There is less agreement as to their positive features. One article examined five recent studies in the USA and no found that no single measure of HIWS was common across all the studies and only two (presence of self-directed teams and of problem-solving groups) were present in four out of five. Even with these core practices, there is considerable scope for definitional dispute. Ascertaining the degree to which a workgroup is "self-managed" is likely to be problematic, since the boundary of control between the group and management may be continually renegotiated and therefore constantly shifting. Consequently, even similarly constituted workgroups may vary greatly in their autonomy from first-line management, and in the range of issues (e.g. work scheduling, the required level of labour effort, labour selection or the purchase of new equipment) over which they exercise a measure of discretion.

Work Involvement,work group,work systems,life Insurance

"A STUDY ON THE HIGH INVOLVEMENT WORK SYSTEMS AND THEIR EFFECT ON ORGANIZATIONAL PERFORMANCE WITH REFERENCE TO HDFC STANDARD LIFE", International Journal of Emerging Technologies and Innovative Research (www.jetir.org), ISSN:2349-5162, Vol.9, Issue 10, page no.e210-e224, October-2022, Available :http://www.jetir.org/papers/JETIR2210431.pdf

"A STUDY ON THE HIGH INVOLVEMENT WORK SYSTEMS AND THEIR EFFECT ON ORGANIZATIONAL PERFORMANCE WITH REFERENCE TO HDFC STANDARD LIFE", International Journal of Emerging Technologies and Innovative Research (www.jetir.org | UGC and issn Approved), ISSN:2349-5162, Vol.9, Issue 10, page no. ppe210-e224, October-2022, Available at : http://www.jetir.org/papers/JETIR2210431.pdf