Another need for the importance of the high performance work system has been made by Wright and McMahan. It is stated that, in order to attain the firm specific advantage, the firms needs to capitalize on the potential sources which may lead to the profitability of the organization. The effectiveness of the high skilled employees will be limited in case of a structured approach of the employees. According to Delery and Shaw (2001), there are two major factors which distinguish the modern HRM practices with the traditional ones. Another debate in the same was done by Burns and Stalker who said that high performance work system is generally universal or contingent. In the recent times, it is important that the firms and the organizations have a resource based view. In such a situation, they need to implement a contingent approach (Bryk, A., & Raudenbush, 1992. In such a case, the organization resources can act as a source of competitive advantage and can help the firms to such an extent that it creates a value and adds variable resources to the firms. Batt (2002) also involved the resource based strategy where the need of the high performance strategy is required in order to ensure a continuous success for the organization.
Need for the Multidirectional communication: The organization success can be assured when there is effective communication between different parties. Whenever there is a need for the system where the flow of the communication is from, top to bottom, bottom to top and across different peer groups, the need for the multi directional communication channel turns up, eventually.
Need for the creation of the cross functional teams: In a project where there are different areas where work needs be done upon, there are cross functional teams. There may be a possibility that some members of the team are in one nation, while the others are in another. Thus, when there is a need for the cross functional team, the high performance organization is required.