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Ranking methods compare one employee to another, resulting in an ordering of employees in relation to one another. Rankings often result in overall assessments of employees, rather than in specific judgments about a number of job components. Straight ranking requires an evaluator to order a group of employees from best to worst overall or from most effective to least effective in terms of a certain criterion. Alternative ranking makes the same demand, but the ranking process must be done in a specified manner (for example, by first selecting the best employee in a group, then the worst, then the second-best, then the second-worst, etc.).
How do you typically respond to failure or setbacks?
How important is it for you to have a sense of control?
How important is it to you to be acknowledged and complimented for your efforts?
How do you typically handle conflicts within your personal relationships?
How likely are you to forgive someone who has hurt you deeply, even if they do not apologize?
How important is it for you to have control over your environment?
How important is it for you to have a strong sense of identity or self-concept?
How often do you find yourself worrying about the future or things you cannot control?
Are you more of a logical or emotional person?
How do you deal with difficult people or situations?