The performance management approach that uses job performance evaluations to identify a company's best, average, and worst performing employees, using person-to-person comparisons, is known as "forced ranking".
<h3>What is forced ranking?</h3>
The contentious practice of "forced ranking," which grades employees against one another rather than against performance standards, is very popular in corporate America.
The problem with forced ranking are-
- This can lead to a lack of motivation and disengagement among employees as well as unneeded internal competition that can harm collaboration, creativity, and innovation and divert attention from market competition.
- Although contentious, forced ranking systems are legal. Employers who choose to take action based on those rankings, however, run a number of legal dangers.
The forced rankings beneficial from an employee perspective, here are reasons-
- This system teaches a manager how to assess employees objectively with the right management training.
- When the management system needs to be improved or formalised, forced rankings are advantageous.
- An essential component of business is analysing trends and developments.
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Answer and Explanation:
The computation of the missing amount is as follows:
As we know that
The total manufacturing cost = Direct Materials Used + Direct Labor Used + Factory Overhead
So,
(1)
= $42,700 + $64,200 + $52500
= $159,400
(2)
= $298,000 - $78,100 - $144,000
= $75,900
(3)
= $314,000 - $57,400 - $113,000
= $143,600
Answer:
C. Internal search
Explanation:
The situation in which a consumer or an individual refers to his own memory or recollection for a product, where the individual selects from alternative options from his or her memory is known as Internal search. In this scenario, given his personal experience with personal computers and consumer electronic devices, Bob is able to refer to his own memory for various brand options he feels is the best and want to purchase from.
