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.
I think that a forced distribution model is an effective tool to force supervisors to differentiate between employees, largely due to the fact that this model helps the supervisor to allocate the granding of employees in a manner that ...
Consulting Company Porter's Five Force Models
You work for a consulting company. The company has been hired by a wealthy investor who is interested in buying a new business. The contract with your company is to provide an industry analysis and recommendations for companies operating in that industry. In order to accomplish the goal:
You will analyze an industry and companies operating within that industry. You will develop an 8-10 page research paper, excluding a cover page, appendices and reference page to include:
Identification of environmental forces (STEEP) likely to impact the industry within the next three years. Identification of companies that are preparing to address the changes.
Analysis of the industry, using Porter's Five Force Model (another model may be used if approval is secured from the instructor).
Also, identify strategic choice recommendations for companies to successfully deal with the forces operating within the industry at the present time and in the near future.