I would like to make your point clearer because I think there isn't sufficient visibility of this problem in our community.
The problem here is 'stack ranking' or 'curve fitting'. The assumption behind this model is that the quality of workers you have will mirror a bell curve ( for example, 10% will be poor, 80% will be average and 10% will be excellent ). The management tries to identify these individuals and assign them ratings based on this assumption. Your promotion, bonus and pay hike is based on these ratings. The problem with this approach is that no matter how well you perform there are only 10% 'very high' ratings available. This means that if someone else succeeds, then the chances for your success has diminished. This creates an incentive for you to sabotage others at work and pitches team mates against one another.
The problem here is 'stack ranking' or 'curve fitting'. The assumption behind this model is that the quality of workers you have will mirror a bell curve ( for example, 10% will be poor, 80% will be average and 10% will be excellent ). The management tries to identify these individuals and assign them ratings based on this assumption. Your promotion, bonus and pay hike is based on these ratings. The problem with this approach is that no matter how well you perform there are only 10% 'very high' ratings available. This means that if someone else succeeds, then the chances for your success has diminished. This creates an incentive for you to sabotage others at work and pitches team mates against one another.