Rethink modern Organizational Behaviors from Gresham's law

You probably have heard about “Bad money drives out good” in Economics, a monetary principle known as Gresham's law, which states that “if there are two forms of commodity money in circulation, which are accepted by law as having similar face value, the more valuable commodity will gradually disappear from circulation”. 

Or You are probably unfamiliar with those economic terms, BUT…

Have you ever worked in a team or organization consisting of people who are generally less competent or driven than you and you are the one who couldn’t fit in and have to quit eventually? Have you noticed that a team or organization comprised of average performers tends to keep recruiting new average performers, not high performers?

Think of a team or an organization as an economic market where goods are bound to be categorized as good or bad. Then it’s not difficult to spot the same phenomenon of “Bad money drives out good” in modern organizations. 

Same as in Economics, if two employees are having similar “face value” in the same organization (where the same “face value” is getting the same treatment), the more valuable employee will gradually disappear from the organization.

Reflecting on this not uncommon phenomenon, leaders and organizations need to think through the followings:

1. What’s the “face value” of the employees that the organizations are judging them by? 
2. What’s the “actual value” that the employees might possess yet are NOT being discovered?
3. What could be a fair and efficient mechanism to distinguish “face value” from “actual value”?
4. What is the right organizational design to break the barriers causing the Information Asymmetry?
5. Or is judging people by their “current value” fundamentally wrong? 
6. If so, what’s the right principle based on which we should organize people?