Case 5.1: Comparing Co- Worker Against Each Other: Dose This Motivate Employees?
Case 5.1: Comparing Co- Worker against Each Other: Dose this Motivate Employees?
1- What 's your opinion regarding forced ranking performance appraisal? Do they motivate employees? Explain
By implementing a forced ranking procedure, organizations guarantee that managers will differentiate talent. While conventional performance appraisal systems may allow managers to inflate ratings and award Superior ratings to all, a forced ranking system ensures that distribution requirements will be met. Assuming that the system is wisely constructed and effectively executed, a forced ranking system can provide information that conventional performance appraisal systems can 't.
In my opinion, forced ranking performance appraisals is an effective way to judge production. I can see why people are against this method, saying that it kills the morale and that it creates a cut throat environment that doesn 't involve teamwork. But overall it can motivate a person to work harder and to make sure they aren 't in the bottom percentage in the ratio. The system puts employees into different categories: top 20 percent, the middle 70 percent, and the low-performing 10 percent. The managers rank employees against each other and then use the ranking to determine who receives a raise, bonus, promotions, and sometimes who gets fired.
Forced ranking allows the top-ranked employees to be rewarded for their hard work.
2- How would equity theory explain some employees negative reactions to forced ranking? Explain
The equity theory focuses on employees being treated fairly in a work environment. This theory shows how employees react to the forced ranking method. People fill that the ranking method violates employees ' rights. Causing some lawsuits and accusing the employer of discrimination.
The equity theory really shows how losing a promotion and/or raise really affects the employee motivation and commitment to the corporation. Employees want to be treated equally and when they 're
1- What 's your opinion regarding forced ranking performance appraisal? Do they motivate employees? Explain
By implementing a forced ranking procedure, organizations guarantee that managers will differentiate talent. While conventional performance appraisal systems may allow managers to inflate ratings and award Superior ratings to all, a forced ranking system ensures that distribution requirements will be met. Assuming that the system is wisely constructed and effectively executed, a forced ranking system can provide information that conventional performance appraisal systems can 't.
In my opinion, forced ranking performance appraisals is an effective way to judge production. I can see why people are against this method, saying that it kills the morale and that it creates a cut throat environment that doesn 't involve teamwork. But overall it can motivate a person to work harder and to make sure they aren 't in the bottom percentage in the ratio. The system puts employees into different categories: top 20 percent, the middle 70 percent, and the low-performing 10 percent. The managers rank employees against each other and then use the ranking to determine who receives a raise, bonus, promotions, and sometimes who gets fired.
Forced ranking allows the top-ranked employees to be rewarded for their hard work.
2- How would equity theory explain some employees negative reactions to forced ranking? Explain
The equity theory focuses on employees being treated fairly in a work environment. This theory shows how employees react to the forced ranking method. People fill that the ranking method violates employees ' rights. Causing some lawsuits and accusing the employer of discrimination.
The equity theory really shows how losing a promotion and/or raise really affects the employee motivation and commitment to the corporation. Employees want to be treated equally and when they 're