By Michelle Malay Carter on February 12, Our underlying beliefs and values drive our behaviors.?
A vitality curve is a performance directing practice that calls for individuals to be ranked or rated against their coworkers. It is also called smokestack ranking , unnatural ranking , and rank and tug. Pioneered by GE 's Jack Welch in the s, it has expanded been a contentious practice due to its negative effects on employee unity and potential bias and penetration. Many companies accept abandoned the utilidor in recent years, including GE, Microsoft , and Goldman Sachs.
As organizational behavior expert David A. Thomas set aside it, "companies are playing their reading of ' Survivor '". In some cases such "" tendencies do transpire, and a Pareto distribution curve is a fuller presentation. In his leaflet Jack: Straight from the Gut Orderly, Welch says that he asked "each of the GE's businesses to line all of their top executives".
Specifically, top executives were divided into "A", "B", and "C" players.
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- A VITALITY CURVE IS A PERFORMANCE MANAGEMENT PRACTICE THAT CALLS FOR INDIVIDUALS TO BE RANKED OR RATED AGAINST THEIR COWORKERS....
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In my next post I will discuss how I would take an offensive rather than a defensive approach to low performance. Copyright Mission Minded Management. Your email address will not be published. Systems telegraph values and drive behavior.
Leave a Reply Cancel reply Your email address will not be published. This is yet another example of a lazy policy that avoids the hard and necessary work of evaluating each individual objectively, based on his or her merits. Are you saying YES to everyone or screening your customers to serve them better?
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