Discuss the strengths and pitfalls of differentiating employees
Discuss the strengths and pitfalls of differentiating employees in the manner suggested by Jack Welch (i.e. the 20-70-10 framework). What assumptions must one make in order to embrace differentiation?
There are various strengths and pitfalls or downsides, of the differentiation manner that Jack Welch suggests in his frameworks. As well, Welch makes various assumptions in relation to the manner. Welch indicates that businesses are bound to suffer when they treat all stakeholders equally. When a business sets up a differentiation management system, the business becomes better placed to run effectively as well as efficiently. Regarding the strengths, the differentiation of employees may be seen as a means of making everyone win. That allows each of the employees to appreciate his or her position. The downsides and assumptions largely entail the numerous unconstructive, or negative, ways various individuals perceive differentiation. Particular individuals take differentiation as being unjust since they feel those who are close to the bosses as more likely to enjoy particular benefits than them.
Differentiating staff members the way Welch suggests may not work where managers are convinced that money can be issued out to generate success. There are many managers who are inclined towards offering monetary benefits to staff members to improve performance and business productivity. Some managers use the schemes they put in place to confer monies to staff members indiscriminately selfishly. Such managers are quite likely to take to politicking, as well as jockeying, to suffice their selfish interests.
Determine which framework you would use to assess your own employees, why you would use it, and how it would differentiate employees
In assessing employees to determine which category they fall into, one can use the performances of the employees against set benchmarks. The benchmarks should be objective. That would ensure that the employees are not categorized subjectively. Employees who score highly in the assessment should be taken as high performers. Employees who score lowly in the assessment should be taken as poor performers. Employees who score averagely in the assessment should be taken as average performers.
Discuss the values, cultural elements, and organizational processes that need to be in place for differentiation of employees to be equitable and productive
If at all possible, businesses ought to put in place, or blueprint, workforces in ways that add to them definite value and lend them a hand in growing own planned objectives. As a prearranged management system, differentiation helps lead business to success. There is a choice of strengths, as well as downsides, of the differentiation manner that Jack Welch suggests in his frameworks. The most important assumption that Welch makes is that employees fall into distinctive categories. He views differentiation as a prearranged process through which employees are assessed and classified based on own performance. There are diverse suppositions that a person should to accept differentiation. The person should presume that employees fall into different categories. The most significant value that can ensure that employee differentiation is fruitful and evenhanded in business is impartiality.