Promotions and firing policy. Group 2 ; George Papakyriakopoulos Selim Kozbe Chris Haigh Hazem Aljehairan Haizhen Wang Perizat Zholdybekova. April 28, 2009. Jack Welch, CEO of GE Corporation and Six Sigma Guru , 2001:
Group 2 ;
April 28, 2009
“An employer has no business with a man’s personality. Employment is a specific contract calling for specific performance and nothing else. Any attempt of an employer to go beyond this is usurpation. It is an abuse of power. An employee owes no “loyalty,” he owes no “love,” and no “attitudes” – he owes performance and nothing else.”
Management Tasks, Responsibilities, Practices (1974)
“What you measure is what you get”
Specific goals and measures for:
“A company that bets its future on its people must remove the lower 10% and keep removing every year – always raising the bar of performance and increasing the quality of leadership.”
Jack Welch, former GE CEO
“The bottom 10”
“The top 20”
“The Vital 70”
Jack Welch “Jack: Straight From the Gut” 2001
January, 2000: Ford begins new performance evaluation policy
July, 2001: Ford eliminates the "A," "B," and "C" ratings in favor of "top achiever," "achiever," or "improvement required.” Quotas dropped for employees to be ranked as "achiever" and "needs improvement."
April, 2002: Ford revises its performance review system to “focus on creating bonds between managers and employees”, and will have no ranking quotas.
Problems with immediate supervisors conducting performance evaluations:
1. Collect appraisal data
2. Evaluate performance
3. Write the appraisal
1. Identify a specific gap between performance and expectations.
Assume an employee says:
“I know you are not happy with something, but I am not sure what I am doing wrong. What exactly is it that concerns you?”
“I want to make sure that I’m doing the job the way you want it done. What exactly should I do so that you will say I am doing a good job?”