Many like Welch and Former Chief Executive of Microsoft believe in replacing poor performers while others, such as Tom Barry, former Managing Director at BlessingWhite, believe in 're-engaging underperforming employees.' Consequences of Performance Assessment 
As the United States has become Anti-Bureaucratic, it has moved away from the outdated depiction of Merit System. Twenty-eight states have established an ‘At Will’ environment where civil service employees can be fired at any time without cause. In 2014 the Department of Veteran Affairs became overwhelmed with problems with scheduling appointments. Congress called for immediate action and ordered the Department of Veteran Affairs to lay off ‘miscreant’ employees. Donald F. Kettl, a Professor in the School of Public Policy at the University of Maryland, explores in his work, The Merit Principle in Crisis,  ‘At will’ practices and whether they’re beneficial to the bureaucratic practices of the government. Kettl states that due to an increase in government programs, firing ‘miscreant’ bureaucratic employees would only ‘weaken the governments ability to steer’. Such repercussions such as Kettl’s are not the only measures taken by employers. Susan J. Wells, a writer for HR Magazine, expresses her take on Merit Pay and its meaning in No Results, No Raise.
Many like Welch and Former Chief Executive of Microsoft believe in replacing poor performers while others, such as Tom Barry, former Managing Director at BlessingWhite, believe in're-engaging underperforming employees.' Consequences of Performance Assessment 
As the United States has become Anti-Bureaucratic, it has moved away from the outdated depiction of Merit System. Twenty-eight states have established an'At Will' environment where civil service employees can be fired at any time without cause. In 2014 the Department of Veteran Affairs became overwhelmed with problems with scheduling appointments. Congress called for immediate action and ordered the Department of Veteran Affairs to lay off'miscreant' employees. Danon F. Kettl, a Professor in the School of Public Policy at the University of Maryland, explores in their work, The Merit Principle in Crisis,'At will' practices and whether they're beneficial to the bureaucratic practices of the government. Kettl states that due to an increase in government programs, firing'miscreant' bureaucratic employees would only'weaken the governments ability to steer'. Such repercussions such as Kettl's are not the only measures taken by employers. Susan J. Wells, a writer for HR Magazine, expresses her take on Merit Pay and its meaning in No Results, No Raise.