Those who were predominantly judged negatively tend to lean towards a focused approach (work actions, quantitative metrics, and an individual lens), while those who received mostly positive evaluations tend to adopt a diffused approach to merit, combining work actions and personal qualities, quantitative and qualitative metrics, and both individual and collective perspectives.
The study sheds light on the elements that shape workplace recognition and how managers interpret and apply the concept of meritocracy in the workplace. Although the concept remains complex and multifaceted, this study provides additional clarity on its constitutive elements and how past personal experiences shape the different ways merit is understood and applied in organisations.
Bibliography
Castilla, E. J., & Ranganathan, A. (2020). The production of merit: How managers understand and apply merit in the workplace. Organization Science, 31(4), 909–935. https://doi.org/10.1287/orsc.2019.1335