ShaMonicaThompson_MAN5266-12_Week4 - Running head Week 4...

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Running head: Week 4 Homework Assignment 1 Week 4 Homework Assignment ShaMonica Thompson Everest University Online Management of Professionals 2/09/2013
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Running head: Week 4 Homework Assignment 2 Forced ranking (FR) is a performance intervention, which can be defined as an evaluation method of forced distribution, where managers are required to distribute ratings for those being evaluated, into a pre-specified performance distribution ranking (Cooper & Argyris, 1998). In my opinion, forced ranking can be used as a motivational tool for employees to be able to better themselves. The managers are simply being able to state how the employee is performing and ways they can improve their performance. There is always room for improvement in my eyes. There are always advantages as well as disadvantages to using force ranking performance appraisals. Forced ranking performance management systems (subtly referred to as "high performance curves") are often lauded as the foundation for creating high performance cultures. But this approach doesn't always work. Both Xerox and PepsiCo have tried and rejected it. But there are a number of implicit assumptions in high performance curves worth exploring to determine in which type of environments it sustains higher performance and how practical it is to implement in a Canadian context. First, in forced ranking systems, performance is relative and the standard against which an employee is measured is the average standard of the team at the end of the year, rather than against the originally stated individual objective.
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  • Spring '13
  • Management, high performance, Gabriel, overachievement

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