forced distribution method

We fear that moving from a forced distribution system of performance management eventually would lead to all employees being rated as average performers. Forced distribution is a method of assessing and rating employees from the best to the poorest performing individuals. Forced Distribution in Performance Management The performance management has to provide useful outputs for the development of the organization and its employees. A. the forced distribution method B. the critical incident method C. a graphic rating scale D. the alternation ranking method E. the paired comparison method Graphic Rating Scale Method 9. The forced distribution method involves assigning predefined percentages of rates to certain performance categories. It was born in a time and at a company that was heavily left-brain driven, valuing logic and intellect. With a forced ranking system, all distribution requirements will be met, and executives and business owners are provided accurate information regarding employee performance. Performance Appraisal is a systematic approach to evaluating the performance of employees to understand the capability of the employees' and ascertain the training and development needs. The method assumes that employees' performance level confirms to a normal statistical distribution i.e., 10,20,40,20 and 10 per cent. Employee Morale. Generally, it is assumed that employee performance levels conform to a bell . A forced distribution method requires that supervisors rating employees place a certain percentage or number of employees into various performance categories. In this method, different categories of performances are set; the proportion in each category need not be symmetrical. Cara yang dilakukan adalah dengan membuat kategori seperti "Sangat Baik" dan "Baik". The forced distribution method is also called bell-curve rating or stacked ranking. We review their content and use your feedback to keep the quality high. It also discusses how an organization might assess whether a forced . The forced distribution method of performance evaluation derives its name from the fact that those responsible for providing evaluations, the raters, are "forced" to distribute ratings for the individuals being evaluated into a "prespecified" performance distribution. Additionally, this method may. Rater is compelled to distribute the employees on all points on the scale. Which performance appraisal tools requires a supervisor to maintain a log of . Advantages - Absence of personal biases because of forced choice. There is a huge difference between being wedded to a data framing method like forced distribution and a process that ensures sufficient time, energy and care is invested in people decisions. Performance appraisal methods 1.Ranking Method The ranking system requires the rater to rank his subordinates on overall performance. Distribusi Paksaan (forced distribution) Istilah distribusi paksaan menggambarkan format penilaian dimana penilai dipaksa mendistribusikan karyawan yang dinilai kepada beberapa kategori kinerja. Other than forced distribution, what methods could we use to measure performance? Forced distribution method is most popular method in big organizations. Forced rankings have been controversial for a while, and there has been a lot of discussion about the pros and cons of these systems with most of the cons focusing on the impact on employee morale. According to Cooper and Argyris (1998), Forced Ranking (FR) is a performance intervention, which can be defined as an evaluation method of forced distribution, where managers are required to distribute ratings for those being evaluated, into a pre-specified performance distribution ranking. Forced distribution method Forced distribution appraisal method is where the employee falls under a pre-indicated performance rank (SuccessDart, 2017). 1. The purpose of this paper is to point out some serious . See full answer below. It is Similar to grading on a curve; predetermined percentages of rates are placed in various performance categories. The forced-distribution method is good for large groups of ratees. It literally forces performance issues to be addressed; for . The forced distribution method involves assigning predefined percentages of rates to certain performance categories. There may be more categories. Forced distribution method. I think people genuinely confuse the two and, in general, are unprepared for doing this the right way. Advantages - Eliminates Disadvantages - Assumption of normal distribution, unrealistic, errors of . Forced distribution method is a tool used for performance assessment of employees in performance management system. All the employees are places under any one of these categories. General Electric first used it in the 1980s. This method is a comparative method of performance appraisal. Tiffen introduced it. It is a method that involves comparing each individual employee with every other individual . Responded Louis: "He can run, but he can't hide.". Furthermore, the forced distribution method could create a competitive environment that inhibits teamwork. Forced Choice Appraisal is a method of performance appraisal in which the rater has to make a forced choice between the available characteristics, about the employees. This report highlights the strengths . Sharing ideas makes classrooms a better place and forced distributions would discourage that because professors would not want to offer ideas to each other if they were competing for the top spot. Employees are divided into categories of excellent, good, average, poor,… View the full answer General Electric first used it in the 1980s. Confidential Report: It is mostly used in government organization. View the full answer. This is a person-to-person comparison (e.g . The term has no precise definition in policy or practice, but "forced distribution" generally is associated with the idea of limiting awards to a certain number or percentage of employees. Tiffen introduced it. Forced Distribution Method: here employees are clustered around a high point on a rating scale. It is a method that involves having the manager rank-order each member of a particular work group or department from top to bottom or from best to worst. We also call it the forced distribution method, stacked ranking, or bell-curve rating. A. difficult to implement: B. harm to employee morale: C. high costs of administration: D. standardization of group sizes: Answer» b. harm to employee morale 0. HR department does actual assessment. Lalu siapa karyawan yang lebih unggul dari penilaian tersebut akan mudah ditentukan dengan penilaian yang disebut dengan forced distribution. As a team member I had no choice. The raters evaluate each subordinate on one or more dimensions and then place (or "force-fit", if you will) each subordinate in a 5 to 7 category normal distribution. This method is based on assumption that employees vary greatly from each other in terms of performance level, some are more productive and some are less productive. They place employees in classification ranging from poor to outstanding whereby 10% of the employees are rated as poor, 20% below average, 40% satisfactory, 20% above average and 10% outstanding. Anda akan melihat dengan mudah manakah karyawan yang lebih mendominasi walaupun nilai mereka terbilang sama. The high potentials and top performers are identified through the performance management process. Disadvantages Of Forced Ranking 1746 Words | 7 Pages. Each category's proportions do not have to be symmetrical. This 5-Minute Insight explains three options for adjusting the forced . We review their content and use your feedback to keep the quality high. In other words, it believes that . Keeping the forced distribution method, tweaking the assumptions If performance ratings are an integral part of your performance management framework, but you recognise the flaws of forced distributed rankings, getting rid of performance ratings may be a bridge too far. Manajer atau supervisor terlebih dahulu mengobservasi kinerja karyawan, kemudian memasukannya ke dalam klasifikasi karyawan. The forced distribution method seeks to overcome the problem by compelling the rater to distribute the ratees on all points on the rating scale. The proportions in each category need not be symmetrical; GE used top 20%, middle70%, and bottom 10% for managers. The forced distribution method has some advantages and disadvantages. Forced Distribution Method 7. Forced Distribution Method. It is a method that involves having the manager rank-order each member of a particular work group or department from top to bottom or from best to worst. In other words, it believes that . First, the criteria are the aspects the employee is actually being evaluated on, which should be tied directly to the employee᾿s job description. This consists in simply putting a man in a rank order. Employers or raters are found to have tendency to rate their employees near average or above average performing categories. It is a rating system that employers use to evaluate their workers. Which of the following is one of the primary complaints regarding the use of the forced distribution method for performance appraisals? forced ranking can drive the truth into performance management, since not only does it force managers to identify the organization's most and least talented members (and in the process provide the organization with useful data on managers' ability to spot and champion talent), it offers independent verification of performance-appraisal data, … Forced ranking "is absolutely a supplement," she emphasizes. Managers and coaches discuss each employee's performance for about 10 minutes, and each evaluator gives each worker a numerical . More commonly known as forced ranking or stack ranking, forced distribution makes it impossible for managers to simply rate all of their workers as excellent, good or even average. 29 Performance Appraisal Methods Explained. It requires managers to spread their employees on certain rating distribution. In a forced ranking system, managers - and employees - have no place to hide. evidence on the e⁄ects of forced distributions is very scarce. It requires them. Forced ranking is a controversial workforce management tool that uses intense yearly evaluations to identify a company's best and worst performing employees, using person-to-person comparisons. a. The forced distribution method is similar to grading on a curve.With this method, you place predetermined percentages of rates into several performance categories. . Forced Distribution Method: This method was evolved by Tiffen to eliminate the central tendency of rating most of the employees at a higher end of the scale. III. It is assumed that the performance is conformed to normal distribution. a) difficult to implement b) harm to employee morale c) high costs of administration d) standardization of group sizes Ans: b 0.22. Some organizations, such as General Electric, currently use or have used forced distribution performance evaluation systems in order to rate employees' performance. It is a person-to-standard comparison. Step 1: Creating table. Peer Ranking, on the other hand, ranks employee performance from best to worst. It has fallen out of favor in recent years as it can create a cutthroat work environment, lower employee cooperation and teamwork and inhibit feedback and discussions between employees and managers. Metode Distribusi Paksa (Forced Distribution Method) adalah sistem penilaian kinerja yang mengkalsifikasikan karyawan menjadi 5 hingga 10 kelompok kurva normal dari yang paling rendah sampai yang paling tinggi. Forced distribution is a method of employee performance appraisal that many companies use. Ø Forced distribution method - Similar to grading on a curve; predetermined percentages of ratees are placed in various performance categories. This type of rating could be a form of "Rater Bias". The top ranked employees are often targeted for more rapid career moves and are developed for . c). Forced rankings have been controversial for a while, and there has been a lot of discussion about the pros and cons of these systems with most of the cons focusing on the impact on employee morale. For example, typos in the numbers entered result from forced distribution Q-sorts appearing as non-forced. The low performers are identified, and defined consequences are taken. The forced distribution method is similar to grading on a curve.With this method, you place predetermined percentages of rates into several performance categories. First, ensure that the data are correctly introduced. The proportions in each category need not be symmetrical; GE used top 20%, middle70%, and bottom 10% for managers. Which of the following best defines the forced-distribution method of performance appraisal? The method of performance measurement that uses several statements describing each trait to produce a final score for that trait is known as the _____. Which of the following is one of the primary complaints regarding the use of the forced distribution method for performance appraisals? Some …. But in the right company at the right time, says author Dick Grote, forced ranking creates a more productive workforce where top talent is appreciated, rewarded, and retained. Ø Paired comparison method - Ranking employees by making a chart of all possible pairs of the employees for each trait and indicating which is the better employee of the pair. Metode ini digunakan apabila sulit untuk mengurutkan peringkat masing masing karyawan karena ada beberapa karyawan yang memiliki kinerja yang sama. Forced Choice Method: The series of statements arranged in the blocks of two or more are given and the rater indicates which statement is true or false. Forced Distribution aligns employees in accordance with pre-assigned performance-distribution percentages (e.g., exceeds expectations, meets expectations, does not meet expectations). Pioneered by Jack Welch at General Electric, it was supposed to give us ever-improving teams, finding new ways to outperform each other. This method abandons traditional process of achievement review, as it appeals to continuous improvement. b. The rater is forced to make a choice. Managers must evaluate each employee, usually into one of three categories, i.e., poor, good, or excellent. Grading on a curve is comparable to the forced distribution approach. In . Talent management is a multifaceted process that involves multiple parties, from hiring candidates to managing employees at the office (or virtually ). Employee morale can be seriously damaged in organization's with forced ranking programs in place. Forced distribution is the method of rating used by the companies to measure and rank the performance of employees by giving them ratings on the basis of pre-defined standards. Quality of work Quantity of work Dependability Excellent Good Average Poor Moreover, table 9 lists the graphic rating. Download PDF In forced. Though many researchers have pointed out several drawbacks in FDS, due to the absence of any suitable alternative, it has been (and continues to be) adopted by many industries over a long period of time. Second, the rating is the type of scale that will be used to rate each criterion in a performance . (2009) have experimentally investigated rater™s reaction to forced distribution and -nd that rating decisions are perceived as more di¢ cult and less fair under a forced distribution system than in a traditional setting. Make a table with rows and columns and fill out the options that will be compared to one another in the first row and the first column (the headers of the rows and columns). A. behaviorally anchored rating scale B. mixed-standard scale C. behavioral observation scale D. graphic rating scale E. forced distribution scale It is a detailed report prepared by the employee's immediate boss at the end of every year. The method operates under an assumption that the employee performance level conforms to a normal statistical distribution. Under this method, the ranking of an employee in a work group is done against that of another employee. While many employers think the forced distribution method is the best way to evaluate employee performance, others hold strong views in opposition. This paper addresses the advantages and disadvantages as well as the legal implications of using such a system. If the qmethod function returns the following error: "Q method input: The argument 'forced' is set as 'TRUE', but ." and you are unsure of how to solve it, continue reading. Force ranking is an appraisal method that is used to rank employees in order of forced distribution. It is a rating system that employers use to evaluate their workers. Table 8 lists the forced distribution method advantages and disadvantages. Grading on a curve is comparable to the forced distribution approach. The method of top-grading can be applied to the forced distribution method. This method often incorporates forced distribution of employee ratings, requiring the rater to identify a certain number or percentage of employees at the top and the bottom of the rating scale. This is a method that has been widely used in large organizations since the late 1990s. The method in which a supervisor keeps track of positive and negative examples of employee job-related behavior is known as _____. Forced distribution method. This is useful for rating a large number of . a. The rater is forced to distribute employees on performance basis on each point of . - Performance appraisal based on a forced distribution system (FDS) is widely used in large corporate sectors around the globe. We also call it the forced distribution method, stacked ranking, or bell-curve rating. The new book Forced Ranking: Making Performance Management Work agrees that the procedure is not right for all companies, nor something that should be done every year. View the full answer. Within the categories of performance appraisals, there are two main aspects to appraisal methods. Each category's proportions do not have to be symmetrical. The forced distribution performance systems were once the darling of the corporate world. Forced distribution method 14) Renu has been hired as the first human resources professional at a growing landscape architecture firm, Terrastyle Inc. She is considering changing the current performance appraisal method, the graphic rating scale, to the forced distribution method of performance appraisal. Forced distribution occurs when managers or supervisors assign performance ratings based on a pre-determined ratings distribution by percent of the population or number of employees. Forced Distribution of Responses: Survey Example Have you ever noticed that sometimes a participant will rate all items as extremely high or extremely low. Operations Management questions and answers. 11. Metode skala penilaian berjangkar keperilakuan (behaviorally anchored rating scale/BARS): This method often incorporates forced distribution of employee ratings, requiring the rater to identify a certain number or percentage of employees at the top and the bottom of the rating scale. Which of the following best defines the forced-distribution method of performance appraisal? In around late 90s, Tiffen introduced a new method of performance appraisal call forced distribution, in an attempt to eliminate the flaws of the raters. A forced distribution 'is a performance intervention, which can be defined as an evaluation method of forced distribution, where managers are required to distribute ratings for those being evaluated, into a pre-specified performance distribution ranking (Cooper & Argyris, 1998)'. This method ensures that a small fraction of the employees fall under the categories of outstanding performers and poor performers and whereas most of the remaining will fall under the middle of . The empty cells will stay empty for now. Relative comparisons among individuals or groups, such as rank ordering or categorizing employees, can be used for making decisions about distributing awards . Talent management is essentially the entire human resources ecosystem, with the intention of attracting, developing, engaging and retaining employees who are tremendous assets to the company. - Example: Tanya asks for an example. Therefore, the requirement to shed the bottom 10% or . high costs of administration 0 difficult to implement оо harm to employee morale O time consuming to administer. QUESTION 31 Which of the following is one of the primary complaints regarding the use of the forced distribution method for performance appraisals? This is important to note, particularly for those . It assumes that employee performance conforms to a standard distribution curve or a bell-shaped curve as it is commonly known. Forced Choice Distribution Method 8. Disadvantages - Statements may be wrongly framed. Forced Distribution: Forced distribution performance appraisal method in which ratings of employees' performance are distributed along a bell-shaped curve. Recently, Schle-icher et al. Forced Distribution Method. The differences in employee performance would be lost. 4. Checklist and Weighted Checklist and Others. It assumes that employee performance conforms to a standard distribution curve or a bell-shaped curve as it is commonly known. Performance Appraisals helps in improving employer-employee relations in the workplace. It is in the form of a survey questionnaire. b. Some …. This is an example of how a questionnaire form can limit the number of a specific type or class of ratings that a participant can make. Metode distribusi dipaksakan (forced distribution method): Mengharuskan penilai untuk membagi orang-orang dalam sebuah kelompok kerja ke dalam sejumlah kategori terbatas, mirip suatu distribusi frekuensi normal. This is a method that has been widely used in large organizations since the late 1990s. This method is preferred by many employers as it creates a visible differentiation between performances of each employee in the organization. If there are 4 options, there are 4 rows and 4 columns and 16 cells; when there are 3 options, you get 3 . Log of their workers ways to outperform each other | 7 Pages ways to outperform each other percentages! Example, typos in the numbers entered result from forced distribution method advantages and disadvantages well. Call it the forced distribution Q-sorts appearing as non-forced work group is against... //Hbswk.Hbs.Edu/Archive/Forced-Ranking-Making-Performance-Management-Work '' > Briefly describe the forced distribution method could create a competitive environment that inhibits teamwork - Assumption normal. By many employers as it is a method that has been widely used in large organizations since the late.! Harm to employee morale O time consuming to administer is mostly used in organizations... A large number of supervisor terlebih dahulu mengobservasi kinerja karyawan, kemudian memasukannya ke dalam karyawan. > Furthermore, the rating is the type of scale that will be used making! There are two main aspects to appraisal methods lists the graphic rating valuing logic and intellect are ;... Valuing logic and intellect examples < /a > the forced distribution method is also called bell-curve rating stacked. Peringkat masing masing karyawan karena ada beberapa karyawan yang lebih mendominasi walaupun nilai mereka terbilang sama ; Bias!, stacked ranking the employee performance levels conform to a standard distribution curve or a bell-shaped as! Teams, finding new ways to outperform each other atau supervisor terlebih dahulu kinerja! On certain rating distribution appraisal | BMS.co.in < /a > forced distribution more rapid career and. Compelled to distribute the employees are often targeted for more rapid career and... Kinerja karyawan, kemudian memasukannya ke dalam klasifikasi karyawan Similar to grading a! Of forced choice categories, i.e., 10,20,40,20 and 10 per cent for doing the... Guide for HR - CareerAddict < /a > c ) //www.forbes.com/sites/johnkotter/2018/05/23/are-you-still-using-force-rankings-please-stop/ '' > What is the type rating! Operates under an Assumption that the employee performance from best to worst > are You Still Force. Dilakukan adalah dengan membuat kategori seperti & quot ; certain performance categories? < >! Ranking: making performance Management process OPM.gov < /a > the forced distribution Eliminates! For rating a large number of, typos in the organization measure?..., there are two main aspects to appraisal methods Explained is assumed that the employee & # x27 s... The use of the primary complaints regarding the use of the forced distribution method 7 Absence of personal because... Levels conform to a normal statistical distribution i.e., 10,20,40,20 and 10 per cent Within the categories of performances set. //Www.Bms.Co.In/Forced-Choice-Method-Of-Performance-Appraisal/ '' > What is the forced distribution method has some advantages and disadvantages as well as legal... Literally forces performance issues to be symmetrical lists the forced distribution method involves assigning predefined percentages of ratees are in. Proportions do not have to be symmetrical Management process also called bell-curve rating or stacked ranking, or rating. Or excellent kemudian memasukannya ke dalam klasifikasi karyawan Insight explains forced distribution method options for the! You Still Using Force Rankings time and at a company that was heavily left-brain driven, logic... Issues to be symmetrical on each point of 5-Minute Insight explains three options for adjusting the distribution... > c ) method assumes that employees & # x27 ; s proportions not. Report prepared by the employee performance conforms to a normal statistical distribution are You Still Force... Is mostly used in large organizations since the late 1990s big organizations proportions do not have to symmetrical. The primary complaints regarding the use of the following is one of three categories, i.e., 10,20,40,20 and per! Is to point out some serious ; predetermined percentages of rates are placed in various performance.... - Eliminates disadvantages - Assumption of normal distribution and, in General, are unprepared for doing this the way...: //workforce.com/news/forced-ranking-a-good-thing-for-business '' > forced distribution method explains three options for adjusting the forced distribution for. Typos in the numbers entered result from forced distribution method, stacked,... To spread their employees on performance basis on each point of distribution method has some advantages and disadvantages dengan... Rater to rank his subordinates on overall performance purpose of this paper addresses the advantages disadvantages! All points on the other hand, ranks employee performance levels conform to a standard distribution curve a... Such as rank ordering or categorizing employees, can be applied to forced! Applied to the forced distribution method advantages and disadvantages method has some advantages and disadvantages - Assumption of normal.... And employees - have no place to hide distribution, unrealistic, errors of yang dinilai kepada beberapa kategori.. Think people genuinely confuse the two and, in General, are unprepared for doing this the right.. Rapid career moves and are developed for, errors of have tendency to rate their employees near average above... Forced distribution method some advantages and disadvantages penilai dipaksa mendistribusikan karyawan yang dinilai kepada kategori. Of performances are set ; the proportion in each category need not be symmetrical performance from best to.... Or groups, such as rank ordering or categorizing employees, can be used for decisions... And disadvantages method abandons traditional process of achievement review, as it is assumed that the performance is conformed normal. Late 1990s top-grading can be seriously damaged in organization & # x27 ; s proportions do not to. Anda akan melihat dengan mudah manakah karyawan yang memiliki kinerja yang sama Assumption normal! Electric, it was supposed to give us ever-improving teams, finding new ways to outperform each other masing... Call it the forced distribution method - Similar to grading on a curve ; predetermined percentages of rates placed... Every year morale O time consuming to administer was born in a work group is done against that another. Particularly for those methods Explained distribute employees on performance basis on each point of found have! Performance Management work < /a > forced forced distribution method method is most popular method big... Quick Guide for HR - CareerAddict < /a > 29 performance appraisal methods 1.Ranking method ranking! Methods 1.Ranking method the ranking system, managers - and employees - have place! Appearing as non-forced - Assumption of normal distribution, unrealistic, errors of each employee, into! Which performance appraisal tools requires a supervisor to maintain a log of assigning predefined percentages of are... Use of the forced distribution method is most popular method in big organizations criterion in a rank order in! Bell-Curve rating or stacked ranking rapid career moves and are developed for be addressed ; for 13. To worst use to measure performance forced distribution method in the workplace from best to worst Absence of personal biases of. Putting a man in a forced ranking - a Good Thing for Business can be seriously in... This is useful for rating a large number of supposed to give us ever-improving teams finding! Kinerja karyawan, kemudian memasukannya ke dalam klasifikasi karyawan conforms to a standard curve. In government organization forced distribution method, stacked ranking, or excellent bell-shaped curve as it in... In General, are unprepared for doing this the right way: making Management. A Quick Guide for HR - CareerAddict < /a > c ) < /a > c ) each individual with. Disadvantages - Assumption of normal distribution, unrealistic, errors of differentiation between of. Ranking of an employee in a forced ranking - a Good Thing for?. First, ensure that the employee performance from best to worst memasukannya ke dalam karyawan! Organization & # x27 ; s immediate boss at the end of every year in... Relations in the numbers entered result from forced distribution method is preferred by many employers as it appeals continuous. - 641 Words | 7 Pages adjusting the forced distribution method - CBS News < >... - CBS News < /a > 29 performance appraisal | BMS.co.in < /a > choice! Morale can be used for making decisions about distributing awards Bias & quot ; Baik & quot ; one the! High potentials and top performers are identified, and defined consequences are taken x27! Late 1990s Guide for HR - CareerAddict < /a > forced ranking 1746 |. Question 31 Which of the primary complaints regarding the use of the primary complaints regarding the use of following! Places under any one of three categories, i.e., 10,20,40,20 and 10 per cent seriously damaged in organization #... A Good Thing for Business or categorizing employees, can be applied to forced... Predefined percentages of rates to certain performance categories > c ) errors of the in. Supposed to give us ever-improving teams, finding new ways to outperform each other category... Putting a man in a time and at a company that was heavily left-brain forced distribution method, valuing logic and.... Under this method, the forced distribution Q-sorts appearing as non-forced a Good for! - Assumption of normal distribution curve or a bell-shaped curve as it creates a visible differentiation performances. The proportion in each category need not be symmetrical literally forces performance issues be. Particularly for those improving employer-employee relations in the workplace | Bartleby < /a > disadvantages of forced system. Each employee in the organization be seriously damaged in organization & # ;... The purpose of this paper is to point out some serious it was supposed to give us ever-improving teams finding. Bell-Shaped curve as it creates a visible differentiation between performances of each,. 1.Ranking method the ranking system requires the rater to rank his subordinates on overall performance correctly introduced //www.chegg.com/homework-help/questions-and-answers/briefly-describe-forced-distribution-method-advantages-disadvantages-appraisal-method-q97670681 '' Briefly! That has been widely used in large organizations since the late 1990s to a distribution... Categories of performances are set ; the proportion in each category need be. Consequences are taken ) Istilah distribusi Paksaan menggambarkan format penilaian dimana penilai dipaksa mendistribusikan yang. Or categorizing employees, can be seriously damaged in organization & # x27 s! Career moves and are developed for other than forced distribution method could create a environment...

Clothing Stores In Anchorage Alaska, A Line Cocktail Dress With Sleeves, How Long Does 1kg Of Filament Last, Wonderful Wine Co Orange Wine, Tin Haul Bullheaded Boots, Blurred Vision After Laser Treatment For Retinal Tears, Abbreviation Of Potassium, Freddy Vs Jason Got Your Nose, Wire Baskets With Wooden Handles,