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The two adult forms of the RAT consist of 30 items each. The respondent is allowed 40 minutes to complete the test. Each item provides three stimulus words that are remote from one another; the respondent is then required to find (via the creative process) another word that is a criteria-meeting mediating link, which can be associated with them all in a meaningful way.
The Torrance Tests of Creative Thinking, formerly the Minnesota Tests of Creative Thinking, is a test of creativity built on J. P. Guilford's work and created by Ellis Paul Torrance, the Torrance Tests of Creative Thinking originally involved simple tests of divergent thinking and other problem-solving skills, which were scored on four scales ...
The AUT measures a certain level of divergent thinking; exploring multiple answers using creativity [1] It doesn't compare to a traditional test that looks for a specific solution. [citation needed] As a result, from the AUT it is measured in four ways: [citation needed] Fluency: the number of other uses you can think of, from the original object
The purpose of performance rating is to provide systematic evaluation of the employees’ contribution to the organization. [6] Globally, the combination of indicators and performance management, combined with intensifying work, transforms the work of employees and of the managers.
Behaviorally anchored rating scales (BARS) are scales used to rate performance.BARS are normally presented vertically with scale points ranging from five to nine. It is an appraisal method that aims to combine the benefits of narratives, critical incidents, and quantified ratings by anchoring a quantified scale with specific narrative examples of good, moderate, and poor performance.
For example, cross-cultural research centered in Hong Kong found that Westerners view creativity more in terms of the individual attributes of a person, such as their aesthetic taste, while Chinese people view creativity more in terms of the social influence of creative people (i.e. what they can contribute to society). [30]
A performance appraisal, also referred to as a performance review, performance evaluation, [1] (career) development discussion, [2] or employee appraisal, sometimes shortened to "PA", [a] is a periodic and systematic process whereby the job performance of an employee is documented and evaluated. This is done after employees are trained about ...
In a memo to all Microsoft employees dated April 21, 2011, chief executive Steve Ballmer announced the company would make the vitality curve model of performance evaluation explicit: "We are making this change so all employees see a clear, simple, and predictable link between their performance, their rating, and their compensation". [38]