High Commitment Practices also differ from practices in the rational management system with regards to employee control. The rational system of management discourages job autonomy, believing that such freedom will only lower productivity because employees will elect not to work. For example, in scientific management and Fordism,Taylor, Federick W. "Scientific Management." CLASSICAL THEORETICAL PERSPECTlVES : 54-66. Print. employees are micro-managed- they are given specific instructions on how to perform certain tasks. However, High Commitment Practices encourage job autonomy, creativity, and innovation, all of which institutions with High Commitment Practices believe will increase job satisfaction and commitment leading to increased outputs. While the rational system of management attempts to micro-manage employees, High Commitment Practices greatly encourage independence.
