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.
To know more about example of forced ranking, here
brainly.com/question/6626507
#SPJ4
Answer:
If the accountants of an organization are to concentrate only on financial information then there will be no advantage. The both party (organization and the accountant) might suffer if this happened.
Moreover, it would be very costly to have two systems rather than one that captures and processes operational facts at the same time as it captures and reports financial facts.
The main disadvantage of this is that accountants would ignore much relevant information about the organization's activities. To the extent that such non-financial information (e.g., market share, customer satisfaction, measures of quality, etc.) is important to management, the value of the accounting function would decline.
Explanation:
Answer:
B. Evaluate your financial health. Record all expenses for a month to compare income and expenses.
D. Define your financial goals. Pay off credit card(s) by the end of this school term.
A. Develop a plan of action. Develop a budget matching income and projected expenses for the remainder of this academic year.
E. Implement the plan. Reduce expenses in problem areas so amounts do not exceed budgeted projections.
C. Review progress on the plan, reevaluate the plan, and revise the plan or start over with a new one. Based on this year, develop a revised budget for next year based on projected income and expenses.
Explanation:
The five basic steps of financial planning are evaluate, define, develop, implement, and review, or EDDIR for short. It basically by knowing your current position and defining how you want to be in the future. Then you must develop a plan and try to implement that plan. After some prudent time, you should go back and review if the plan was successful or not.
Answer:
Oct 1.
Cash $19,900 (debit)
Common Stock $19,900 (credit)
Oct 3.
Office Furniture $2,100 (debit)
Trade Payable $2,100 (credit)
Oct 6.
Trade Receivable: N. Fennig $3,250 (debit)
Revenue $3,250 (credit)
Oct 27.
Trade Payable $900 (debit)
Cash $900 (credit)
Oct 30.
Salary Expense : Administrative Assistant $2,650 (debit)
Cash $2,650 (credit)
Explanation:
In all non-cash entries remember to observe the <em>Accrual</em> or <em>Matching</em> Principle.Thus, transactions must be recorded when they accrue or incur not when they are paid.
Answer:
$582,100
Explanation:
Cost of land $570,000
Less;Salvage parts sold ($23,000)
Demolition of old building $33,000
Land preparation and leveling $2,100
Total cost of land $582,100
The ground breaking ceremony expenses are not capital expenditures therefore ignored in above working.
