W. Edwards Deming - peformance appraisal and reward
trad - employees differ, raters distinguish personal and environ sources of variation - base only on performance w/in control
Deming says
emp are that diff , most variation is out of control of worker, raters are incapable of distinguishing person cuased and system caused variation
reviews - leave people bruised, feeling inferior - good for SR, bad for LR, bad for teams, good for rivalry
merit rating - pay for what you get - motivate to do best, but effect is oppostite - everyone tries to just help themselves and the O loses.
merit rating rewards people who work within, not outside of system - dont rock boat.
not possible to rate people.
performance = combo of many things


from ch 8
Careers - more than just jobs
steady rate - mailman 0 one time commit
linear - promotion basic
spiral - diff types of job, build on each other but are fundamentally different
transitory - changes a lot
boundaryless career- freelance
preparation for work>organizational entry > early career>midcareer> late career
career plateau - not a lot of incentive or poss for promotion