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WRITTEN ASSIGNMENT        2
WRITTEN ASSIGNMENT
Table of contents
Discussion    3
References    6
Discussion
    The use of "rank and yank" techniques in traditional performance management systems, which entail rating individuals according to their prior performance and firing the lowest-scoring staff, has come under more attention and criticism in recent years. These methods frequently have a punitive bent and can harm corporate morale and empowerment. Conversely, coaching and development-oriented methods to performance management are gaining popularity because they place a strong emphasis on continuous improvement, employee development, and creating a supportive working environment.
    The fact that the "rank and yank" system pits employees against one another for meager incentives or job security is one of the system's major drawbacks (Garr & Barry, 2014). Employees may be unwilling to work together or share expertise with colleagues for fear of being outperformed, which can result in a culture of fear and distrust. As a result, morale may decline and staff members may stop caring about their jobs or the company as a whole. Coaching and development techniques, on the other hand, place an emphasis on employee participation, progress, and customized assistance. Regular feedback, goal-setting, and skill improvement are all part of these techniques, which can enhance motivation and work satisfaction. Employees are more likely to be engaged and...