1. There is a reciprocal relationship between an employee motivation and their work performance. Employee motivation is described as the level of energy, commitment and creativity that a company’s workers bring to their job while motivation is the initiation, direction, intensity and persistence of human behavior. A widely used trend in organizations is forced ranking procedure; this is used by managers to make a distinction between the levels of performance among workers. A grading system is established and employees are ranked based on the job performances. Most manager aim is to acquire information about the talent within the organization and also to eliminate workers that persistently ranked low.
Based on my reading and experience, forced ranking can prove to be very effective provided that is free from all biases. As with all system, there are pros and cons. We understand some of the negative implications that this can have on employee’s morale, however this can help employers identify talent (talent management) which will compliment the organization’s performances, it also can motivate workers to work harder to be among the high ranks and also all the hard work of employees will be rewarded of some sort from maintaining their position in the company, receiving bonuses and promotion. This method also helps low performers to identify that they need improvement and or remove them from the organization. 2. Equity theory deals with how a person perceives treatment in social exchanges at work and their level of motivation is heavily depended upon this perception. In relations to the case, force ranking is an appropriate way to examine an organization’s current standing in terms of output and their quality of human capital available. This method comes under criticism because of how individuals react when they fall below the desired rank and also the environment