There’s a great example of best fit people management in this month’s Harvard Business Review. The article proposes that Toyota’s ability to manage contradictions (along with the Toyota Production System) is the main source of the company’s success.
I don’t deny that dealing with paradox is an important capability, and in fact it is increasingly so, but my reading of the research identifies Toyota’s development of social capital as the engine of the company’s growth.
So I could have posted on this here, but the case study is a great example of best fit HCM as well so I actually did so here.
Do take a look.