Management and forced distribution models

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Management and Forced Distribution Models

Performance management is one of the most important parts of a supervisor's job, but arguably, it gets less attention than most other duties. Supervisors often do not draw clear distinctions between employees. To solve this problem, some organizations use a forced distribution model, where some employees have to fall into each quartile in an overall departmental ranking.

Do you think a forced distribution model is an effective tool to force supervisors to differentiate between employees?

What other options might work? Support your response with an example.

Reference no: EM1350544

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