Forced ranking and motivation Case Study Example | Topics and Well Written Essays - 1000 words

Forced ranking and motivation - Case Study Example It is usually done by use of periodical interviews conducted by managers or filling out questionnaires by supervisors and/or fellow subordinates. The results are afterwards analyzed and assessed (Spector, 2008). It is paramount to understand what forced ranking is with regard to performance appraisal before an individual gives an own opinion on whether it succeeds in motivation employees or not. Forced ranking is a contentious management tool that is used as an intervention of performance of organization’s employees. It is uses what statisticians refer to as a normal distribution curve to rank the employees from the highest performing to the poor performers in a given period of time. This is done after a series of periodical assessments of results using person-to-person comparisons. The premise behind this management tool is that in order for an organization to achieve its goals, they must categorize their best and worst performers. At this point, the management is left with e mployees at both extremes (Scullen, Bergey & Aiman-Smith, 2005). The next phase entails nurturing the best and rehabilitating or discarding the poor performers. In my opinion, forced ranking does not serve to improve results for any organization and does not motivate employees. To start with, whenever forced ranking results are completed, the majority of the employees fall at the mediocre level of the curve. Therefore, they feel comfortable that their jobs are still secure. This would lead to constant workers input that only saves them from being ranked as the poorest in an organization. In addition, the forced ranking does not portray the real picture of quality in any employee’s effort. When we consider motivation, forced ranking may sabotage the performance of highly rated employees. This is because, in any given appraisal activity, the method produces a normal curve irrespective of the performances staged by the employees (Pinder, 2008). In this case, an employee may have performed to the expected levels and capacity. These employees would expect to be recognized as having worked within their capacity thus providing exceptionally good results. However, they would still be ranked as a poor performer simply because some other employees have slightly better performances. According to the expectancy theory, the anticipation of the employee would affect his or her motivation towards work if the forced ranking places this kind of an employee at the poor performers’ level. The result would be a discouraged employee whose expectations of a reward do not come to be (Schultz & Nembhard, 2006). The obvious reaction after such an appraisal would lead to the employees comparing their respective performances. The poorly ranked employees would feel that the appraisal results were unfair whenever the perception of equal performances is imminent. According to the equity theory, the negative perception to unfairness would affect the employee’s complianc e to perform to their capacity. Furthermore, some employees who are ranked higher would compare their rewards to others of similar positions (Spector, 2008). If such employees think that they have been under-rewarded, they may end up underperforming in the subsequent years. Therefore, this method of appraisal does not motivate employees. As mentioned above, the premise of the equity theory is based on the perception of

Blackberry Research Paper Example | Topics and Well Written Essays - 1500 words

Blackberry - Research Paper Example As of 2012, there are more than 8 million BlackBerry subscribers worldwide. The company has its offices in Europe, North America and Asia- Pacific. It is traded on the Toronto Stock Exchange and NASDAQ. Company’s vision and goals include providing solutions across global mobile market. BlackBerry’s current mission is to enhance its current product portfolio and develop new products. It also aims to provide uninterrupted and efficient services. The brand’s corporate culture is well developed and celebrates creativity, achievements as well as risk taking attitude (Ahmed 35). The workforce is motivated to accomplish beyond potential. BlackBerry also supports the environment through variety of campaigns, programs and participative opportunities. The company is known for its philanthropic activities. The company has donated huge amounts in various social charities as well as institutions for growth and development of the society. Industry Information The industry info rmation includes Pestle and Porter’s Five Forces analysis. Pestle analysis Political Canada is a land of rich natural resources. Political environment is progressive; quality of life is stable and comfortable. Since political risk is very low in Canada, organizations have the liberty to establish their corporation without any political hassle. Economical Economy of Canada is dominated by service sector. Major energy exporter and trading country across the globe. Conservative banking system Economic system is market oriented. Social Sense of belongingness in the community. Living standard is high and maintaining social status is important. Women are given less preference than men in society and occupation. Technological Internet usage is one of the highest across the globe Most of the internet users are teenagers and young adults Social media is gaining a cult status Legal Federal state with parliament system Supreme court has the authority to bind any court with single ruling Individual privacy is important for Canadians and they also have a privacy protection act Jurisdiction is divided between provincial and federal jurisdictions Environmental Criticized for lack of environmental improvement activities High emission of greenhouse gases and high waste production from industries as well as organizations (â€Å"Environment†). Need for greater sustainable consumption Porter’s Five Forces Figure: Porter's five forces model (Source: (Source: Author’s creation) Production More than 90 percent of BlackBerry’s production costs go for its four largest suppliers. These are Elcotec, Jabil Circuit, Qulacomm and Multi-Fineline (â€Å"Do you know who manufactured your BlackBerry†). Various third party application developers have been integrating with the device. The company is a bit secretive about its supply chain management process as there is no mention of its logistics strategy in the company’s website. Since majority of its suppliers are concentrated in China, the company sometimes faces issues in terms of timely delivery and logistics management in case of bull orders. Personnel The employee compensation is based on basic pay, merit pay as well as benefits and incentives. Benefits include free message parlor, free gym membership, free participation in various wellness programs and a free BlackBerry. The current human resource division of