Editing Vitality curve (section)

=== Unrealistic assumptions ===
The model assumes that the players do not change their rating. In practice even the fear of being selected as a "C" player may result in an employee working harder, reducing the number of "C" players.

Some critics believe that the 20-70-10 model fails to reflect actual [[human behavior]].<ref>{{Cite web | last = Sedam | first = Scott | title = Rank and Yank: The curious legacy of Jack Welch | date = June 1, 2005 | url = http://www.housingzone.com/article/CA604367.html | access-date = 2009-09-09 }}</ref><ref>{{Cite web |last=Johnson |first=Gail |title=Forced Ranking: The Good, the Bad and the Ugly |date=May 1, 2004 |url=http://www.allbusiness.com/services/educational-services/4283505-1.html |access-date=2009-09-09 |url-status=dead |archive-url=https://web.archive.org/web/20070819023822/http://www.allbusiness.com/services/educational-services/4283505-1.html |archive-date=August 19, 2007 }}</ref> Among randomly selected people assigned to a task, such a model may be accurate. They contend, however, that at each iteration, the average quality of employees will increase, making for more "A" players and fewer "C" players. Eventually, the "C" players comprise less than 10% of the [[workforce]].

The style may make it more difficult for employees to cross rate from one division to another. For example, a "C" employee in a company's Customer Service division would be at a disadvantage applying for a job in Marketing, even though they may have talents consistent with an "A" rating in the other division.