Forced Ranking: A Good Performance Evaluation System

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Ethics and Social Responsibility
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Ethics/ Social Responsibility
Do you think that forced ranking is a good performance evaluation system? Why or Why not?
No. I do not think that forced ranking is a good performance management system because of many reasons. Forced performance ranking gives emphasis to individual performance rather than teamwork. For organizations to succeed there is the need for teamwork to be employed so that employees can share ideas, correct each other and come up with creative ideas relevant for organizational success. Forced ranking causes employees to dwell on their individual performances and as a result, employees shy away from assisting others within the organization (Alsever, 2007) …show more content…

Conversely, it rewards individuals for being better than the rest in the organization. Another reason as to why I believe forced ranking is not a good performance management system is because it may lead to legal consequences for a company which uses the method. Aggrieved parties may file lawsuits alleging discrimination in the workplace. Such complainants may argue that the organizations used the forced ranking mechanism to discriminate them based on factors such as nationality, gender, race or age. Forced ranking is also not a good strategy for performance management as it is harmful to morale. When using such a method in the workplace, there is a high likelihood that employees will not be motivated to come to work. As a consequence, the overall performance of the organization will be affected. Lack of motivation due to the forced ranking system also leads to a high degree of turnover within an organization. Employees will not be comfortable to work in such an organization. They will seek employment opportunities in organizations that tend to favor …show more content…

It is possible to devise an absolute ranking system that can guarantee differentiation among workers. It is easy to do so by ensuring that the criterion for evaluation does not compare the employees in the organization. A manager can, therefore, opt for an absolute ranking method that best suits an employee. In practice, there are various ways in which a manager can conduct the absolute ranking method of evaluating performance. The graphic rating evaluation method is one such way of ensuring an absolute analysis of employees in the workplace. It is a common method employed by many organizations. Under this particular method, employees work skills such as reliability, communication, focus, and behavior are looked into by the manager conducting the process.
Apart from graphic rating, an employee’s performance may be evaluated through the use of a checklist created by the manager in the organization. The checklist in this regard contains a record of the employees past and current performance. The highs and lows of the employees are then evaluated before the employee is rated overall. In this regard then, it is possible to come up with an absolute rating system that does not have to compare an employee with others within the

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