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Vitality curve
A vitality curve is a leadership construct whereby a workforce is graded in accordance with the ''individual'' productivity of its members. It is also known as forced ranking, forced distribution, rank and yank, quota-based differentiation, and stack ranking.
For example, there is an often cited "80-20 rule" — also known as the "Pareto principle" or the "Law of the Vital Few" — whereby 80% of crimes are committed by 20% of criminals, or 80% of useful research results are produced by 20% of the academics, and so forth. In some cases such "80-20" tendencies do emerge, and a Pareto distribution curve is a fuller representation.
According to a 2013 survey by WorldatWork, the method is used by about 12% of US corporations.〔http://www.computerworld.com/article/2486003/it-management/-stack-ranking--employee-eval-practice-falls-out-of-favor.html〕 According to The Corporate Executive Board Company, it is used by 29% of companies.〔http://blogs.hbr.org/2013/11/dont-rate-your-employees-on-a-curve/〕〔http://www.washingtonpost.com/blogs/on-leadership/wp/2013/11/20/for-whom-the-bell-curve-tolls/〕 According to Dick Grote, a consultant who specializes on the topic, 60% of the Fortune 500 companies used some form of ranking in 2012.〔http://online.wsj.com/news/articles/SB10001424052970203363504577186970064375222〕
== Rank-based employment evaluation ==
Jack Welch's vitality model has been described as a "20-70-10" system. The "top 20" percent of the workforce is most productive, and 70% (the "vital 70") work adequately. The other 10% ("bottom 10") are nonproducers and should be fired. Rank-and-yank advocates credit Welch's rank-and-yank system with a 28-fold increase in earnings (and a 5-fold increase in revenue) at GE between 1981 and 2001.
抄文引用元・出典: フリー百科事典『 ウィキペディア（Wikipedia）』
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