MBA Depot - The Folly of Forced Ranking

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The Folly of Forced Ranking

Mythic leaders like Jack Welch swear by distribution curves to remove low performers. But there are pitfalls in playing the percentage game.

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Extreme Review for Extreme Project Management
For Whom the Bell Curve Tolls
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Why You Should Think Twice About 360 Performance Appraisal
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The Four Disciplines of Sustainable Growth
Don't Redesign Your Company's Performance Appraisal System, Scrap It!
Assessments: Connecting Employees With the Performance Improvement Process
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Forced Ranking: Making Performance Management Work
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Forced Ranking: Behind the Scenes
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What's to Be Done About Performance Reviews?
What can we do to make performance reviews more productive and less distasteful? Should their objectives be scaled back to just one or two? Should they be disengaged from the determination of compensation and, if so, how?
The Dangers of Using 360Â° Feedback for Performance Appraisal
Dick Grote
Dick Grote, Peter Drucker
Dick Grote
Passing Judgment
Setting Goals When Performance Doesn't Matter
360 Feedback: The Fundamentals
Discussing 360 Feedback Results: Meeting Guidelines`
Try Feedforward instead of Feedback
Cost of Measuring
Author’s Choice: Performance Reviews on Steroids
Should Performance Reviews Be Fired?

Subject(s): Management, Human Resources

Source(s): strategy+business

Author(s): Edward E. Lawler, III

Posted: 2003-03-10

# Views: 216