Sawyers Michael 2
Comparing Co-Workers Against Each Other: Does This Motivate Employees
Michael Sawyers
Webster University
Comparing Co-Workers Against Each Other: Does This Motivate Employees
Question #1
What is your opinion regarding forced ranking performance appraisals? Do they motivate employees? Explain.
In my opinion, from an equity theory standpoint, forced ranking performance appraisals would not work for most companies. In some instances this could be viewed and considered by the employees a tool for companies that is used to eliminate under producing employees. Such with major production companies whose bottom line is the perception, this approach to monitoring and cutting employees who do not meet certain production levels does not always motivate employees. Some employees will try to produce more for fear of losing their jobs, but this does not provide positive motivation which in my opinion is a better means of motivation. I do not feel that these ranked appraisals necessarily boost morale by pointing out an employee’s ranking in production when they are hardworking, show up on time and don’t miss days. For employees that don’t try and don’t want to work, this an excellent tool for trimming the fat, but not a motivational technique. It could also help to make short term production goals, but could serve to further disgruntle employees without a perceived positive motivational enforcements.
From an expectancy theory point of view, in my opinion, the forced ranking performance appraisals would still need to be coupled with goal setting and rewards to motivate the employees to step up their efforts to work harder, more efficient and to be more productive. Setting goals, possibly quarterly or monthly, with pay increases or bonuses for meeting production goals or making production deadlines for projects are excellent motivational tools. Motivation can come in all forms depending on the company. Sales goals are probably rewarded with
Michael Sawyers
Webster University
Comparing Co-Workers Against Each Other: Does This Motivate Employees
Question #1
What is your opinion regarding forced ranking performance appraisals? Do they motivate employees? Explain.
In my opinion, from an equity theory standpoint, forced ranking performance appraisals would not work for most companies. In some instances this could be viewed and considered by the employees a tool for companies that is used to eliminate under producing employees. Such with major production companies whose bottom line is the perception, this approach to monitoring and cutting employees who do not meet certain production levels does not always motivate employees. Some employees will try to produce more for fear of losing their jobs, but this does not provide positive motivation which in my opinion is a better means of motivation. I do not feel that these ranked appraisals necessarily boost morale by pointing out an employee’s ranking in production when they are hardworking, show up on time and don’t miss days. For employees that don’t try and don’t want to work, this an excellent tool for trimming the fat, but not a motivational technique. It could also help to make short term production goals, but could serve to further disgruntle employees without a perceived positive motivational enforcements.
From an expectancy theory point of view, in my opinion, the forced ranking performance appraisals would still need to be coupled with goal setting and rewards to motivate the employees to step up their efforts to work harder, more efficient and to be more productive. Setting goals, possibly quarterly or monthly, with pay increases or bonuses for meeting production goals or making production deadlines for projects are excellent motivational tools. Motivation can come in all forms depending on the company. Sales goals are probably rewarded with
References: Ivancevich, J.M., Konopaske, R., & Matteson, M.T. (2014). Organizational Behavior and Management. (10th ed.). New York, New York: McGraw Hill/Irwin.