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Strong proponent of differentiating employee performance

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Jack Welch, former CEO of General Electric, was a strong proponent of differentiating employee performance through forced ranking. His 'vitality curve' approach to performance evaluation required managers to identify the top 20%, middle 70% and bottom 10% of performers and to rate them accordingly on their performance reviews. Moreover, the 'C' performers in the bottom 10% were let go.

Argue in favor of Jack Welch's methods: Do you think this approach is fair and ethical? Does it improve organizational performance? What about job satisfaction, employee motivation and organizational commitment?

Reference no: EM131637827

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