A high performance work system is the combination of an organization's processes regarding human resource design, management processes and supporting technologies (Snell and Bohlander, 2013, page 700). The interrelationship of all these terms is simply the dichotomous nature surrounding them, for example, HR practices would be involved in recruiting, selecting, staffing and training for the desired outcome. What is actually happening is a collaborative design involving all these terms for better functioning. Updated more definitively, four components are significant within Snell and Bohlander's argument and are: “egalitarianism and commitment, shared information, knowledge and development, and linkage to performance reward” (Snell and Bohlander, 2013, p. . 700). Four components of the high performance systems work. Egalitarianism and commitment is the process by which staff and executive leaders all enjoy the benefits of working enthusiastically and equitably for the development of the organization. This is where every employee has a say in the decision-making process and understands the benefits of being actively involved in the organization's operations. The sense of work performance is crucial for employees when they are aware of their own credible actions or ideas. Added to this is the active participation of the organization for the enrichment of its employees. They range from compensation or bonus packages, paid holidays, promotions and extra benefits. What is even more important is the fact that many organizations are willing to incorporate workers' 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 from this information a right conclusion can be drawn; which is even bigger to argue, that it would be harder to be in favor of one individual over another when all information was stored securely. Therefore, you can easily see who is working for the organization and how much that individual or those individuals are pushing to make an impact for their organization. Professors are actively involved in the learning lives of their students, which is easily seen by the review committee. Conclusion. High-performance work systems are equally sociable with online platform software, as emerges from the above argument. The broader aspect of these terminologies is feasible and supports an even greater possibility of equity for every student and professor. Works Cited Snell, S., & Bohlander, G. W. (2013). Manage human resources. Mason, Ohio: Southwestern.