Article 3.1. Precarious curve ahead: the effects of forced distribution rating systems on job performance (Moon, Scullen, & Latham, 2016)

Question 1

FDRS =

Answer 1

Forced Distribution Rating System.
A performance appraisal system which forces managers to distribute employees in predetermined percentage of employees in categories based on the employee’s performance compared to other employees’ performance.

Question 2

3 components of job performance

Answer 2

1. Task performance: behaviors that contribute to the production of a good.
2. Citizenship performance: behaviors that contribute to the social and psychological well-being of the organization.
3. Counterproductive performance: behaviors that threaten the organization’s well-being.

Question 3

Benefits of FDRS (3)

Answer 3

1. Minimizes rater leniency -> avoids that everyone gets rated as above average.
2. Motivates employees.
3. Attracts and retains high performers.

Question 4

Risks of FDRS (2)

Answer 4

1. Dysfunctional competition.
2. Perceptions of organizational injustice. 3 forms:
   - Distributive: perceived fairness of outcomes.
   - Procedure injustice: perceived fairness of procedure.
   - Interpersonal injustice: perceived degree of being treated with respect.

Question 5

Moderators of FDRS

Answer 5

1. Time: will become harder to be a top performer.
2. Organizational context and job characteristics:
   - harder with centralization, standardization, small groups, and culture (strong emphasis on team work).
   - easier with task identity/clear indicators and opportunities for promotion.
3. National culture: will not work in collectivistic and valuing cultures.