Meritocracy is a system of reward for individual merit. That is, when the criterion for granting a certain prize or advantage is exclusively the effort and dedication of the person.
This system is widely spread today and used by various institutions and organizations. For example, the government, when it hires people through public competitions, and companies, to recognize employees.
In general terms, meritocracy is a controversial topic, considering the criticism it receives.
This occurs because, despite the fact that it is a recognized representation of justice in modern Western societies, some scholars argue that, to achieve certain goals, people do not depend only on personal effort.
Critics argue that there are subjective and complex issues that can influence the outcome. Basically, those that depend on luck, that is, that are beyond our control.
For example, when 2 people from different family and socioeconomic backgrounds try to enter a university and the only criterion of the selection process is meritocracy.
Imagine that one had access to good quality education and family support; while the other did not have it and could not attend school every day. The latter needed to help the family financially with a job parallel to her studies.
For critics, the process will not be so fair in this situation.
Specific cases like this are the ones that support the questioning of the effectiveness of the meritocratic model. However, criticism cannot be generalized to all cases.
The meritocracy system can be well used, mainly when the conditions and bases of those who participate in the process are practically the same.
In the corporate environment, meritocracy can be used as a criterion for promotion and bonuses, but also to encourage employees.
In this post, we are going to show you how to apply meritocracy in the work environment in a fair way. But first, we are going to know the main myths and truths about this system. Follow us!
Myths and truths about meritocracy
As you have already seen, there are several issues about meritocracy that need to be considered.
We brought some for us to reflect on together!
myths
Meritocracy is always fair
As we explained earlier, some scholars have reason to argue that meritocracy, as the sole criterion, is not always fair in offering rewards.
This myth can also be supported by various investigations. Robert H. Frank (professor, columnist for The New York Times and author of the book Success and Luck – The Myth of Meritocracy) is one of the scholars who spoke on this topic.
“We have the closest system to meritocracy that we have ever had, so we tend to think that those who achieve success are very hard-working and talented. But it turns out that it’s also true that unless you get lucky at critical moments, you won’t succeed.”
In addition, other evidence proves that, mainly in countries where there is more inequality, the difference in opportunities, together with the work of chance, make meritocracy a privilege for few people.
Meritocracy can be applied in any case
There is no doubt that it is true that meritocracy gave rise to fairer processes over time. The labor market is an example of how this system contributes to reducing discrimination based on race and gender, for example.
Meanwhile, that premise does not work in any case. For meritocracy to be ideally applied, there must be, at a minimum, a common “starting point” among competitors.
Look at this image:
The image above represents a metaphor to explain the difference between equality and equity. We can establish a relationship with meritocracy as well, since its principle is to be a fair system.
In the situation on the left, the spectators of the game, although they have differences in height, receive the same box as support to watch the game. But even so, the barrier prevents the shorter one from seeing.
On the right, the shortest one gets two drawers, the middle one gets one, and the tallest one, which didn’t need it, doesn’t get any. This way, everyone has the same chance to watch the game.
That is, in this case, as the situation of inequality was corrected, the subjects are in “equal conditions”. Starting from this principle, a meritocratic process could work well.
In companies, it is possible to apply it, establishing clear criteria, with equity and avoiding privileges, so that the system works fairly and efficiently.
truths
The meritocratic system is an advance in relation to more unequal models
It is known that in the past, hierarchical positions were defined much more by heredity, class, family and factors that did not depend on the individual himself, but on the circumstances in which he found himself.
With the rise of meritocracy, the opportunities to choose and the recognition of effort, regardless of people’s origin, opened several doors to prevent determinism from defining the future of individuals.
In addition, today merit is an important criterion for the proper functioning of various processes and for the distribution of resources.
Despite being far from ideal, positive results can be observed, mainly in private organizations, where a well-defined and fair system can be created.
Meritocracy works as a motivator in companies
It is a fact that one of the main benefits brought by the reward for merit is the productive force that it originates in the companies.
And, furthermore, it is good for the employee, because he understands that his effort will be rewarded. Therefore, meritocracy is an important element at work.
By creating competitiveness, companies can take advantage of the meritocratic system to offer opportunities such as promotion, bonuses, productivity awards, among other things.
To apply meritocracy fairly, a clear and measurable process must be created
Recalling one of the two myths, meritocracy is not always fair. However, private organizations have the possibility to apply this system fairly.
It is enough to create equal opportunities for all, considering differences and creating a common “starting point” for competitors.
In addition, planning and clarity about the criteria and forms of evaluation are needed, so that they are subjective and not subjective.
I imagine you may be thinking, “Hmmm, but this seems hard to apply!”
Don’t worry, we are going to explain how to implement meritocracy in an innovative way. Stay with us!
Meritocracy in the work environment
Now that you understand the meritocracy debate and know that you can implement it fairly, take a look at what you need to do it!
How to apply meritocracy fairly in your company?
The first step is to understand the implications of meritocracy and that external factors will always interfere with the proper functioning of the system. You already know this part, so let’s go to the next step!
To propose an appropriate process, start by outlining in which situation meritocracy will be applied. Answer questions like:
- What will the criteria be?
- Who will participate in the process? Are these people starting from a common point? If not, what can be done to reduce inequalities and provide the same opportunities for all?
- What is the finality?
- What will be evaluated?
- Is there anything that needs to be considered besides individual effort? If there is, what influence will it have?
- What is the goal?
- What will the reward be?
After planning, a notice or other document, depending on the situation, should be published to make the disclosure to all competitors. Thus, everyone can observe and identify their own performance throughout the process.
In this way, there will be more transparency and everyone will be able to give their best, as they will be informed about what the company expects of them.
Another point is tracking. For example, to reward with a promotion, in a position and salary plan, after the disclosure of the document with the criteria and other definitions, he must always follow up with the employees.
These follow-ups must include feedback that reflects how the person is developing in the career. The strengths and weaknesses can be presented and an orientation for the improvement of what is missing to achieve what is expected.
If the intention is to use meritocracy for recruitment, it is also important to think about the context of the organization. To create a fair process, it is important to know that a good work environment has a diversity of people and ideas.
In other words, in the planning of the process, it considers a plural retention of talents, creating ways to include those who have characteristics that are lacking in the environment, in order to have a more efficient and productive business.
There are several advantages. If you want to know them all and apply an increasingly fair meritocracy, read our post that explains .
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