The proponents of the forced distribution method argue that it motivates employees to work hard(er) so they may get the desired top rating. Would employees who worked really hard but were denied the deserved rating really stay motivated during the following year, and work even harder?
What will be an ideal response?
? First, by definition, any forced distribution method literally forces supervisors to
give ratings to their subordinates that are different from what they have
objectively earned. This sets a dangerous precedent, since it conveys to
supervisors that it is acceptable (indeed, required) to manipulate ratings.
? Next, while a small percentage of the workforce (the ones who get rated at the
high end of the scale) may be happy with the outcome of the forced distribution,
the vast majority is demotivated.
? Indeed, a forced distribution system has the opposite of the intended effect. Those
rated at the low end of the scale (even though they may deserve better ratings)
either leave or are eased out of the organisation. Those rated in the middle, prefer
to stay there, working just hard enough not to get fired.
? Overall, the system does not work, and is often used as an excuse to reduce
headcount.
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The ________ will define the purpose of your research
A) primary sources B) receiver expectation C) problem statement D) knowledge management system E) organization of information
Obligations related to operating activities that will be paid within the company's operating cycle must be reported as current liabilities on a classified balance sheet
a. True b. False Indicate whether the statement is true or false
When using email to deliver feedback, ______.
a. you should leave the subject line blank b. you should keep the message short and direct c. you can consider the emotions of the receiver d. it is useful and productive to also “get something off your chest”
The ______ includes natural resources as air and water as well as such things as the atmosphere, space, and even the Internet.
A. global commons B. functional relationship C. organizational complexity D. cultural environment