Holding employees accountable for company-wide business results they cannot control is both unfair and counterproductive. Drawing on Vroom's expectancy theory, Adams's equity theory, Deming's red-bead experiment, and Alchian-Demsetz's team production economics, the argument is that motivation collapses when workers cannot trace their effort to the outcome they're judged on. Research shows perceived injustice leads to counterproductive work behavior, including retaliation and theft. The proposed fix is to abandon cascading OKRs and top-line visibility, instead holding each person accountable only for metrics they can directly control and measure.
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