Meritocracy in the Workplace: Benefits, Challenges & Examples

Instructor: Ashutosh Juneja

Ashutosh has over 18 yrs of exp. in managing business & IT teams. He holds a Bachelors degree in Electronics Engineering and a Masters degree in Information Systems.

In this lesson, we'll explore the concept of meritocracy in the modern workplace. Benefits and challenges of meritocracy are presented in this lesson along with examples in a workplace scenario.

Meritocracy in the Workplace

For organizations to stay focused and effective, employers unequivocally trust that they have to recruit and retain top talent. What's more, to do as such, they cultivate meritocracies -- hiring and promoting the best individuals based on their talents. Subsequently, progressive organizations have made formal frameworks for guaranteeing that workers are judged exclusively by their efforts, skills, abilities, and performance, paying little heed to sex, race, class, or nationality. Executives may, for instance, take major steps to demonstrate their sense of duty regarding meritocracy by implementing performance reward systems.

Meritocracy at workplace promotes talented individuals

In an association that practices meritocracy, everybody has the privilege to express their ideas and are urged to share them transparently and regularly. Those ideas are listened to and decisions are then made based on those that are regarded as the best.

It's vital to comprehend that meritocracy isn't a majority rule government. There is no decision by consensus; not every person has a vote. While everybody has a voice, some are tuned in to more than others.

Benefits of Meritocracy

  • Meritocracy is most likely the best system of people management around. It enables you to emphasize individual goals, a considerably more fascinating toolbox which is used in both promoting people and achieving company goals.
  • It tends to make the most capable individuals happier than under different frameworks, and in this manner keep them around while in the long run moving the lesser skilled out.
  • It prioritizes performance and uses it as a scale for promotions, bonuses, and other rewards.
  • It tends to make employers learn from more skilled coworkers, thereby leading to self-development.
  • It promotes equal grounds for people from different races, classes, and socio-economic backgrounds.
  • It endorses efficiency and effectiveness of government organizations and ensures the smooth running of the system.

Challenges of Meritocracy

  • Meritocracy dependably has a subjective component, whereas using age or time at work as a metric, for example, does not. This may now and again 'stir up' the organization.
  • Meritocracy may lead to excessively aggressive competition, as everyone will always try to prove a point; this may reult in team spirit lacking.
  • It causes high-performing employees to hold other co-workers with little or no respect as favoritism come into play.
  • Meritocracy is based on the principle of rewarding a person's effort. In doing so, it disregards the fact that not everyone starts on the same footing due to circumstances out of one's control.
  • Better-performing workers may result in breaking other management rules because the knowledge of their worth to the company is known to all.

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