To achieve balance, H&M encourages open communication and employee engagement within the company to satisfy both goals and needs. They proposed the “open book principle” granting every employee the right to express their thoughts on work-related issues directly with management. They too strengthen the human resource management system by having performance appraisal, a method of evaluating job performance. H&M did this using the feedback method because they believe in learning from their own mistakes. Additionally, to ensure workers' work-life balance, the company strongly discourages overtime and promotes flexible working hours. Everyone in the company has the opportunity to plan their activities based on their personal and professional responsibilities. The company also offers comprehensive benefits to its employees, including staff discounts, incentive bonuses, maternity leave and more. Indeed, H&M's human resources place more emphasis on job satisfaction than on title or salary structure. The analysis indicates that H&M has integrated task enlargement into its business, increasing task variety by combining two or more tasks for more work experience. However, the volume of work being done is too overwhelming for employees, causing their company to be among the companies with the highest turnover and lowest morale in 2008. This shows that 'they have a mediocre job.