2.5 HPWPs result in a 'win-win' situation for both employees and management.

The importance of HPWPs on the management team and employee performance was highlighted in
this task activity, and it is recommended that the Travel to Go company focus on implementing these
strategies to attain and fulfill their targeted goals, maintain their talent, and establish their
competitive edge. Regardless of certain slight unfavorable and resolvable repercussions,
implementing high-performance work practices (HPWPs) is a win-win situation for Travel to Go. For
supervising their employees, creating a competitive advantage, and maintaining their abilities, the
management team should pay greater attention to the use of HPWPs. When selecting and
implementing HPWPs, extreme caution is essential to ensure that these outcomes are achieved. As a
result, in order to achieve a high-performance culture with prescribed requirements and objectives
and a sustainably engaged environment, the management team must make important decisions
about the activities that have a true impact on employee performance and the larger results. This
section According to a study, such HPWPs are part of a strategy that emphasizes elevated,
committed employees. Participation, problem-solving, communication, and encouragement can all
be more effective when used together. These groups should be consistent in order for the strategies
to operate together to improve employee performance in line with the organization's goals.
Employee performance is linked to the application of these strategies, which can result in a 20–40%
increase in productivity (Murphy and Southey, 2003).

According to employee experiences and attitudes, the outcomes of HPWPs had a generally favorable
impact on employees who were instructed by our management team in various locations. In phase
one, the management team selected the HPWP self-management team. The Dubai workforce was
present, and we, the management team, gave instructions on task execution to our employees. In
the employees' experiences, the directions supplied by the management team were extremely
advantageous to them in task execution. Carrying out the assigned duty of the self-management
team according to our instructions, based on the facts gathered and how our management team
implemented task A in three phrases, had a favorable impact on the Travel to Go organization.

Task Although research demonstrates a beneficial outcome in terms of organizational performance

after deploying HPWPs, an increasing number of inquiries suggest that HPWPs have a negative
impact on the personnel involved (Topcic, Baum and Kabst, 2016). HPWPs are not always beneficial,
but they may also be used to gain more influence over their staff (Topcic, Baum and Kabst, 2016).
Furthermore, it was shown that staff were more stressed (Godard, 2004). In the Travel to Go
company, two HPWPs are being implemented in different countries. Additionally, the pressure might
jeopardize the well-being of employees. We may conclude from the foregoing discussion that the
employment of self-managed teams can be a win-win situation when the individual contributions of
individuals working in self-managed teams in Travel to Go are recognized through a suitable
evaluation process. The SHRM study focuses on high-performance work practices (HPWP), so it was
clear that employees and the management team had higher performance work practices, which had
led to higher levels of performance when implemented. This was evident throughout Task A as
instruction was given to employees and then the employees produced the data for different
countries.