A forced ranking system reflects the intent to make distinctions among the performance level of workers. In an absolute rating system, everyone could be rated above average; not so with forced ranking. Does the difference between the absolute and relative rating approaches mean that the absolute performance judgments are wrong? Can you devise an absolute rating system that would guarantee differentiation among workers? Why or why not? Name three best practices that organizations should consider implementing to help diminish rating errors and/or biases. Be specific.