Many evaluation techniques use some sort of rating scale, such as $1=$ Poor, $3=$ Average, and $5=$ Good. As a manager, you are concerned that some of your colleagues have different ideas about what constitutes "Poor" or "Good" performance levels. What technique could you use to help this concern about rating scale interpretations? $(2$ points$)$

Forced ranking

Graphic rating scale

Management by Objectives

Behaviorally anchored rating scale