The right answer for the question that is being asked and shown above is that: "C. work-related knowledge." the chief reason why a person would become a supervison is that of <span>work-related knowledge .</span>
That statement is false.
Often time, company's policy regarding refund is written in overly complicated manners so the company is protected from the potential legal attack by the consumers. So I guess this would make the informing effort became ineffective for the consumers.
"Real Wages" are wages that are adjusted for inflation and rising prices. As prices rise, people are able to buy less and less with their "nominal" (aka un-adjusted) wages.
One example is gas for your car. If you make $1000 a month and gas goes up from $2.50 to $3, your un-adjusted wages stay the same (you still make $1000) but you can't buy as much of other things because your "real" wages have effectively gone down due to the price increase of gas.
Answer:
B) high trust zero-sum reward practice
Explanation:
Zero sum reward practices are generally not that successful since usually only a few are benefited while several people are left out of the benefits, or lose. If someone gains a benefit at the expense of others, it will always cause friction within the organization. That friction can lead to illegitimate political behavior, which is behavior that breaks implied rules. The regular "losers" in zero sum reward practices may be tempted to break the rules or cheat in order to obtain the benefits.
For example, if the same person is always selected as the employee of the month, his/her "losing" coworkers may start to sabotage his/her work.
According to functional job analysis, all jobs require workers to interact with data, people, and things. There are different ways to conduct a functional job analysis, but these ways measure workplace roles through established scales. These scales are usually categorized into seven categories: data, people, things, instruction, reasoning, math, and language.
Functional job analysis is the practice of examining job requirements and assigning a suitable candidate for that job or examining a candidate's qualifications and skills and assigning a suitable job to that candidate. It also works in reverse by not matching the wrong candidate with the job or vice versa. An obvious example is not hiring someone with no hands to do any job that requires lifting things. With only two types of jobs in a small business, this is not a difficult proposition. In a large company with thousands of people doing hundreds of different jobs, it can become a Gordian knot. It is up to the functional job analyst to become Alexander with the sword.
Learn more about functional job analysis:
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