<
https://theconversation.com/is-job-insecurity-really-the-great-motivator-some-managers-believe-it-is-we-crunched-the-numbers-to-find-out-189972>
"Former General Electric chief executive Jack Welch famously promoted the
“20-70-10” system to increase labour productivity. Managers were asked to rank
employees on a bell curve; the top 20% received rewards, while the bottom 10%
were fired.
Yahoo, Amazon and IBM, among many others, later adopted this performance review
approach, termed stack ranking, forced ranking or “rank-and-yank”. Similar
practices – termed “up or out” – dominate law firms, accounting firms, the
military and professional sports teams.
The goal of “rank-and-yank” is to stimulate subordinates’ work performance by
creating the constant threat of job insecurity. It’s a fairly ruthless way to
improve the bottom line, but some employers might find it justifiable if it
worked. So does it?
Our research reveals the answer depends on the level of job insecurity and the
performance criteria in question. But the overall answer might not please fans
of the late Jack Welch."
Cheers,
*** Xanni ***
--
mailto:xanni@xanadu.net Andrew Pam
http://xanadu.com.au/ Chief Scientist, Xanadu
https://glasswings.com.au/ Partner, Glass Wings
https://sericyb.com.au/ Manager, Serious Cybernetics
