...Abstract This paper will discuss will discuss rating system that judge employees on job performance. The rating systems that will discuss in this paper are the following: forced-ranking, absolute-rating and relative-rating system. The author will discuss weather forced ranking is a good performance management system, the different between the absolute-rating and relative-rating systems, an what would the author rely on as a rating system and can a absolute-rating system be devise that would guarantee differentiation among workers, Rank & Yank: Legitimate Performance Improvement Tool Or Ruthless and Unfair Management 1. Do you think forced ranking is a good performance management system? Why or Why not. The forced ranking system is not a good performance management system because it’s been proven to discriminate against workers, it fails to promote inclusiveness and teamwork among workers, and it is costly because it increases employee turnover. According to Gomez “the intent of the forced-ranking system is to improve the performance level of an operation by getting rid of the bottom ten percent of performers and hiring replacements that will perform at a higher level” (p. 231). Forced ranking has been employed by a number of companies but some legal challenges have been made (Gomez-Mejia, Balkin, & Cardy, 2007). For example, a lawsuit contends that Microsoft’s grading system is discriminatory. A class-action suit brought on behalf of African Americans and women states...
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...Stack Ranking: Brilliant Management or Inherent Absurdity Ray Johnson MGMT E-4000 Organizational Behavior 1 August 2012 Abstract Employee stack ranking is a performance measurement system that requires every manager to rank its employees from excellent to poor. Stack ranking was popularized by Jack Welch at General Electric in the 1980’s. Since that time it has become a popular management technique. The use of stack ranking has many demonstrated successes, but many managers and business analysts are beginning to questions its value to an organization. In this paper I will examine from a critical perspective both the good and bad aspects of stack ranking in an attempt to determine its long term viability as an organization behavior. Stack Ranking: Brilliant Management or Inherent Absurdity Introduction Stack ranking, sometimes referred to as forced distribution, is a popular performance measurement (appraisal) tool. The concept behind stack ranking is to rank all employees within a given statistical set, all first line supervisors for example, from best to worst. In its most common iterations managers rank, or stack, workers into one of the three groups. The highest performing 20% (sometimes 10%) are ranked as top performers. This top tier group of employees is considered to be the future leaders of the company. They are rewarded with bonuses, raises, promotions stock options and other perks. The middle 70% of the group are considered to be “solid”...
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...ASSIGNMENT Q1. Explain data collection by mailed questionnaires with its merits and demerits? Ans 1.Collecting data by mailing questionnaire methods is quite popular, particularly in case of big enquiries. It is being adopted by private individuals, research workers, private and public organizations and even by Government organizations. In this method a questionnaire is sent usually by post to the persons concerned with a request to answer the questions and return the questionnaire. A questionnaire consists of a number of questions printed or typed in a definite order on a form or set of forms. The questionnaire is mailed to respondents who are expected to read and understand the questions and write down the reply in the space meant for the purpose in the questionnaire itself. The respondents have to answer the questions on their own. The method of collecting data by mailing the questionnaires to respondents it most extensively employed in various economic and business surveys. The merits of this methods were there is low cost even when the universe is large and is widely spread geographically. It is free from the bias of the interviewer answers are in respondents own words. Respondents have adequate time to give well thought out answers. Respondents, who are not easily approachable, can also be reached conveniently. Large samples can be made use of and thus the results can be made more dependable and reliable. The main demerits of this method include low rate of return of...
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...manager to develop and retain his/her talent is a direct reflection of his/her leadership skills. This paper will discuss the appraisal process utilized by the world's largest home-improvement retailer, The Home Depot concluding with recommendations for improvement. Commencing in 2004, the organization adopted a forced ranking performance appraisal system. Careful evaluation of this assessment process suggests that the compulsory classification of an arbitrary number of employees has resulted in several unintended consequences while raising ethical concerns. The following topics relative to the utilization of a forced distribution system have been evaluated. The proposed benefits of forced distribution. The impact of forced ranking on employees and managers. The results of a forced ranking model on employee retention. Application of ethical theory to the forced ranking model. SWOT Analysis. Conclusion. This review of the forced ranking methodology will assess the moral and ethical implications of the model. Additionally, it will evaluate the impact on the organization, as well as the individuals employed by the firm. The Proposed Benefits of Forced Distribution "Performance evaluation systems are one of the most pervasive and important human resources systems in organizations today" (Baldwin, Blume, and Rubin, 2009, p. 77). Supporters of the forced distribution model claim that it has a...
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...“Is Post-Appraisal Weeding good strategy?” Dilip Thosar Paper for The International Research Conference on HRM 25-26 August 2012 at MIT College of Management, Pune Is Post-Appraisal Weeding good strategy? Dilip Thosar Fellow Student, AHRD (Academy of Human Resources Development), Ahmedabad. ABSTRACT Many progressive Indian organizations are seen to annually lead a practice of weeding out their lowest-performing manpower, with the strategic intent of increasing their performance capability and competence. The genesis of this practice lies in the “20-70-10 principle” which states that the top 20% of workforce is productive, 70% work adequately and the remaining bottom 10% do not deliver and should be fired. During the annual appraisal, the head of every business team within the organization is asked to classify his/her team-members into top, medium and bottom performers. Those in the bottom bucket are asked to resign. This reportedly creates tremendous dissonance and unhappiness across the organization. There seems to be no evidence of the expected theoretical result of a continuously improving highperforming business unit. Even short-run competence is not reported to increase perceptibly. Notable is the expensive attrition and erosion of precious employee-engagement among residuals, with consequent burn-outs and reduced productivity. The significant negative outcomes of this practice seem to outweigh any positive potential. Literature studied and industry leaders decry it as...
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...Business ethics play a critical role in the way corporations do business around the globe this day in time. According to Cuevas Moreno, the rapid growth of a global economy and “advancement in technology in the past two decades have brought business ethics and moral values to a different level” (2006, p. 60). Recently, interest in business ethics has increased and has gained more visibility after the Enron scandal. The purpose of this paper is to describe what business ethics is in today’s business environment and to discuss ethical issues that affect the airline industry in the United States. Furthermore, this paper discusses executive compensation after September 11. De George (2006) defines business ethics as “the moral evaluation” of the American free market economic system and any of its variations or modifications (2006, p. 20). Although corporations are the primary targets of moral evaluation, so are employee unions and all business practices and consumers are scrutinized (p. 23). Conversely, De George (2006) suggests that “corporate governance, reverse discrimination, truth in advertising, whistle blowing and disclosure are not clear cut,” so these issues require careful analysis and weighing of appropriate facts in order to get answers (p. xii). Advancements in technology facilitate easy dissemination of information, so business-leaders are challenged with setting up the standards for their corporations to operate profitably within the legal boundaries of...
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...Planet, People, Profit—Global Perspective Name Institutional Affiliation Planet, People, Profit—Global Perspective Multinational corporations perform business with the aim of making profits. However, such corporations are expected to be socially responsible for upholding the well-being of the society. The welfare of the society is upheld by carrying out commitments that contribute to the sustainable economic development of all members of the society (Patton, 1994). This paper looks at the best and the worst MNC in CSR by describing and contrasting them. Moreover, this paper evaluates their practices and consequences regarding their CSR. Part 1 After carrying out a survey on the best MNCs, Forbes cited Google as the overall MNC with the best reputation in CSR. Rep Trak Company, which revealed that Google has maintained this position since 2010, did this ranking in 2014 (Dill, 2014). Google uses a corporate slogan that embraces the philosophy of CSR. ‘Don't be evil' Slogan states in a few words what the company does for the society (Corporate Social Responsibility – Company – Google, n.d.). This survey that ranked Google as the top company in CSR evaluated 100 MNCs regarding the emotional and rational responses of the respondents. Google topped in the two areas. In emotional response, Google was found to be highly esteemed, admired, and trusted. In the rational responses, Google was found to be the best in leadership and performance classification. Moreover, it was found to...
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...By looking at Musui's Story by Katsu Kokichi, this paper explores the falling apart of the Japanese society during the late Tokugawa period due to the fluidity of the once immobile class system. As the era progressed, samurai took on other jobs and lived less than honorable lives while the merchants became more powerful than samurai but were unable to broadcast this due to the social hierarchy. Tensions grew between the two groups and Katsu's autobiography is able to showcase this period. At the beginning of the Tokugawa period, the population was split into four categories, samurai, peasants/farmers, artisans/craftsmen, and merchants. Samurai were at the top of the Edo society totem pole, while the rest were ordered in their effect on society....
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...College ranking and student sorting: Evidence from China Zhigang Li a Chao Wang b School of Economics the University of Hong Kong Abstract China has over 1,000 universities, admitting around 7 million students yearly. Providing information on the school quality may elevate the sorting of students and improve the quality of human capital. In this study, we exploit publicly available university rankings in China and school-major level admission score data to estimate the sorting effect of information provision on school quality. We find evidence that the public ranking of universities significantly affects the decision of students and the outcome of university-student sorting. a b Corresponding author Tel.: +852-9722-3859 E-mail address: zli.economics@gmail.com Corresponding author Tel.: +1-917-9753195 E-mail address: cw1379@nyu.edu Catalogue 1. 2. Introduction.........................................................................................................................3 Admission System in China................................................................................................4 2.1. 2.2. 2.3. 3. An Introduction to the Admission System in China................................................... 4 Impacts of the Admission System in China ............................................................... 4 Admission System in China and Representative Anglophone Countries .................. 5 Estimation Method ..................................
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...| TCE 216 | | | Research Paper | | There are many different educational philosophies around the world that are much different than the ones American students receive. Education is often times highly related to the country’s politics, personal values, religious belief and social issues so it is more than just teaching young people in a right way. I came from South Korea which is not far from Japan. Since the Japanese education is renowned as one of the better educational system in the world, some part of education system in South Korea was benchmarked from Japanese. However, South Korea has risen as top educational country and I believe that this was only possible because of the influence that our politics and social values that we hold. According to the report in the New York Times, South Korea led in the international rankings in math and fourth-grade science while the United States was ranked in 11th and 9th respectively. Also 47% of eight graders reached the advanced math level while only 7% of American eight graders reached the advanced level. I believe that the lag between the countries come from how education is perceived by people in different countries. In Korea, kids are pushed to pick up foreign language and a music instrument at a very young age. There are many private kindergartens that offer extensive education that ranges from foreign languages, advanced math and science class which costs thousands of dollars per year. When they go into elementary school...
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........................................5 International Sales...........................................................................................................................6 Relevancy Ratings...........................................................................................................................7 Conclusion.......................................................................................................................................8 References........................................................................................................................................9 Abstract Creating and operating an on-line business can be challenging but yet rewarding. For this paper a case study, The Cliptomania Web Store, was presented and several different areas were evaluated. These areas were: keys to success; strengths, weaknesses, opportunities, and threats (SWOT); conducting business internationally; relevancy...
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...TABLE OF CONTENTS 1. INTRODUCTION 1 1.1. Performance Management System 1 1.2. Performance Appraisal System 1 1.3. 360 Degree Performance Appraisal System 3 2. THE OBJECTIVES OF 360 DEGREE PERFORMANCE APPRAISAL 3 3. PROS AND CONS OF USING 360 DEGREE PERFORMANCE APPRAISAL SYSTEM 4 3.1. Pros 4 3.2. Cons 5 4. 360 DEGREE PERFORMANCE APPRAISAL SYSTEM: BEST PRACTICES 5 4.1. Performance Appraisal Techniques used in Procter & Gamble Company 5 4.2. Performance Appraisal Techniques used in General Mills 6 5. REFERENCES 7 INTRODUCTION 1 Performance Management System Performance management is a process by which managers and employees work together to plan, monitor and review an employee’s work objectives and overall contribution to the organization. More than just an annual performance review, performance management is the continuous process of setting objectives, assessing progress and providing on-going coaching and feedback to ensure that employees are meeting their objectives and career goals. In today’s tough economy, businesses in all sectors are looking to increase productivity and reduce expenditure to improve their bottom line results. It is difficult to know whether your chosen path has taken you where you intended to be or will take you where you want to go, unless you review, make corrections, and stay focused. Having the knowledge and skills to implement performance management effectively is crucial to achieving good results. If performance management...
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...managers and supervisors, as well as, the performance of its employees. It helps them determine whether or not employees are meeting the company’s expectations. Performance measurement methods differ according to the work surroundings, such as, the company, and the occupation of the employee. It can determine an employee’s employment status, and his or her compensation, as well as, their opportunity for advancement. Because of this performance management should consist of methods that use fair and correct assessments of the employee’s performance. To help employer’s measure employee’s performance, they must establish performance standards, which define what employees need to meet or exceed the company’s expectations (Ruth Mayhew, 2014). This paper will compare and contrast three performance measurements for the working environment of the company, and then the importance of performance measurements within a project. Graphic Rating Scales This is the first performance measurement; it is perfect for production work environments, like fast food restaurants. A list of job duties and performance standards is listed on a scale rating from 1 to 5, which rates the employee’s performance. This method requires preparation and can be completed quickly; this is superb for managers who supervise large departments. Management by Objectives This is the second performance measurement; it is used to measure the performance of employees with managerial or supervisory positions...
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...Assignment on Human Resource Practices in British American Tobacco Bangladesh Submitted to …. Lecturer, Dept. of Business Administration Submitted by Name: ID: Course Code: HRM360 Course Title: Human Resource Planning Submission Date: 31 August, 2014 Atish Dipankar University of Science and Technology Executive Summary: This assignment looks in to how Human Resource Planning is practiced in British American Tobacco (BAT), Bangladesh. This paper reflects on their overall human resource management and planning activities. While doing that their selection process, training and development methods, performance appraisal, employee compensation etc are also discussed. This paper will help one to get an idea on how HR planning is observed in multinational companies in Bangladesh, as BAT is one of the prominent ones. Table of contents: 1. Introduction | Page 1 | 2. Objective | Page 1 | 3. Methodology | Page 1 | 4. Brief Description of BAT | Page 2 | 5. Human Resource Planning | Page 2 | 6. Recruitment Policy | Page 2 | 7. Selection Process | Page 3 | 8. Training and Development | Page 3 | 9. Employee Training Method | Page 4 | 10. Employee Development Method | Page 4 | 11. Performance Appraisal | Page 5 | 12. Compensation | Page 6 | 13. Establishing Pay Rates | Page 6 | 14. Benefits | Page 7 | 15. Conclusion |...
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...Are Franchises that use “Best Practices” in social media more successful compared to those franchises that do not use such practices in social media? Are Franchises that use “Best Practices” in social media more successful compared to those franchises that do not use such practices in social media? Introduction: I am a newbie to this thing called Social Media. I do not have a facebook page, don’t go on YouTube, and I have never tweeted. I was forced to utilize texting on my phone in order to communicate with my two sons during their teenage years. Now they are in college and I text them all the time. If I didn’t then I would have never interacted with them during their late high school and college years. The research paper that follows is my introduction to everything Social Media has to offer. I have tapped into many online resources, se the complete list on Appendix A. The topic of my research paper is, “Are Franchises that use “Best Practices” in social media more successful compared to those franchises that do not use such practices in social media?” What is Social Media? Webster dictionary defines “Social Media as forms of electronic communication (as Web sites for social networking and micro blogging) through which users create online communities to share information, ideas, personal messages, and other content (such as videos).” Everyone in the world has gone crazy over revealing everything about themselves on the internet and want other people to know...
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