Absolute Ratings is a method where the rater assigns a specific value on a fixed scale to the behavior or performance of an individual instead of assigning ratings based on comparisons between other individuals. Relates to an action on the part of the employee, where he/she just leaves the organization, without informing their employer. He/she may either not come back for days or just not come back at all.

When an employee is not reporting at work for consecutive days and has not informed his managers or peers about his whereabouts or the reason of his absence, this situation is called as absconding in human resource.

The Abilene Paradox refers to a situation when a group makes a collective decision that is counter to the thoughts and feelings of its individual members. The Abilene Paradox occurs because individuals do not want to ‘rock the boat’ or ‘be a killjoy,’ even though their perceptions of the other members’ feelings are incorrect.

A group “goes to Abilene” when a member of the team proposes an action and no one takes a stand against it. While individual members of the team may believe that the plan is not sound, their fear of possible negative consequences if they oppose the plan, or their desire to maintain group harmony, keeps them from voicing their true opinion. Instead of mutual accountability and honest communication, the team begins acting on inaccurate data or “false consensus”. The person who originally made the suggestion may not even believe it is the best choice, but if no one is willing to give a differing opinion, a poor decision will be made.