This article provides an overview of the concept of forced distribution, its application in performance management, and its implications for organizations.
The concept of forced distribution is based on the idea that managers should evaluate employees’ performance on a scale that forces them to differentiate employees into different performance categories. This concept was first proposed by psychologist Robert Guion in the 1960s and has since gained popularity in the field of human resource management. Forced distribution is commonly used in performance management systems as a means of ensuring that employees are evaluated fairly, and that managers are able to identify high-performing and low-performing employees.
In forced distribution, a predetermined percentage of employees is assigned to each performance category. For example, a forced distribution system might require that 10% of employees be assigned to the highest performance category, 25% to the next highest performance category, and so on. This ensures that employees are evaluated on the same scale and that managers are not able to assign too many employees to the highest performance category.
The use of forced distribution has both advantages and disadvantages. On the one hand, forced distribution can be a useful tool for ensuring fairness in performance management. It also encourages managers to differentiate between employees in terms of performance, rather than relying on generalizations or stereotypes. On the other hand, forced distribution can be criticized for its inflexibility and for its potential to create an environment of competition among employees.
In sum, forced distribution is a performance management tool that is based on the idea of evaluating employees on a predetermined scale. It can be a useful tool for ensuring fairness in performance management, but it also has some potential drawbacks. Organizations should carefully consider the pros and cons of forced distribution before implementing such a system.
References
Guion, R. M. (1965). The designation of superiors by subordinates. Psychological Bulletin, 64(4), 258-271.
McMahon, M. (2015). Forced distribution: Definition, advantages and disadvantages. Retrieved from https://www.managementstudyguide.com/forced-distribution.htm
Stahl, G. K., & Miller, C. C. (2010). Performance management: A new approach for driving business results. Hoboken, NJ: John Wiley & Sons.