Author:
Stewart Susan M,Gruys Melissa L,Storm Maria
Abstract
AbstractSome organizations, such as General Electric, currently use or have used forced distribution performance evaluation systems in order to rate employees' performance. This paper addresses the advantages and disadvantages as well as the legal implications of using such a system. It also discusses how an organization might assess whether a forced distribution system would be a good choice and key considerations when implementing such a system. The main concern is whether the organizational culture is compatible with a forced distribution system. When a company implements such a system, some important issues to consider include providing adequate training and ongoing support to managers who will be carrying out the system and also conducting adverse impact analyses to reduce legal risk.
Publisher
Cambridge University Press (CUP)
Subject
Organizational Behavior and Human Resource Management,Business and International Management
Reference30 articles.
1. Motivating the Minimal Performer
2. How the bell curve cheats you;Schrage;Fortune,2000
3. Forced ranking and age-related employment discrimination;Osborne;Human Rights,2004
Cited by
11 articles.
订阅此论文施引文献
订阅此论文施引文献,注册后可以免费订阅5篇论文的施引文献,订阅后可以查看论文全部施引文献