The forced distribution method of performance appraisal can be problematic if most of the employees are truly superior performers or if most of them perform at about the same level.

Question

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The forced distribution method, which requires rankings of employees into categories (e.g., top, middle, bottom performers), can be problematic in these scenarios because it artificially imposes a distribution that may not accurately reflect the actual performance levels of employees, potentially demotivating high performers or unfairly penalizing employees in a uniformly high-performing group.

The Forced Distribution Method of Performance Appraisal Can Be Problematic