A Bell Curve appraisal created competitiveness in workers. GE did the same in US and was very effective. Essentially at every level each worker is compared to his peer. They are ranked based on how much they deliver. The most contributing gets rank 1, next rank2 and so on. The top 30% should be rewarded with all the raise and bonuses that would have gone to all earlier, next 60% get nothing and bottom 10% a cut in salary. Any one falling in bottom 10% two times in a row should be fired.This discrimination is done at every level. So not only coders, but Project Managers are compared against Project Managers. PMs fired get replaced by those who come in 10% at level below. Those getting fired at lowest level get filled with aggressive, yound blood fresh out of school.Here is what happens. (1) PMs now motivate their employees even more aggresively to work, else they may fall in bottom 10%. PMs are being measured on how much they can extract work.Favoritism and liking factor goes down as PMs are more concerned with amount of work delivered. (2)Coders become fiercly competitive. They become aggressive and productive.The top 10% get rewarded for their effort.Lazy people get fired eventually."Kachara safh hota hai". (3)Hard workers get all money. Compensation for the performers, door for the slackers. Jack Welch was the first one to intriduce this in GE. The GE stock had a record run with record profits.
