Answer:
The correct answer is A. a team member performs well.
Explanation:
The power of reward arises from the ability of a person to influence the allocation of incentives in an organization. These incentives include salary increases, positive evaluations and promotions. In an organization, people who exercise the power of reward tend to influence the actions of other employees. Reward power, if used well, motivates employees. But if applied through favoritism, power can demoralize employees and decrease their production.
Answer:
a) price of $7 and quantity of 50 units
Explanation:
According to what I'm understanding of the table you got the following:
![\left[\begin{array}{ccc}Price&Supply&Demand\\5&11&36\\6&36&68\\7&50&50\\7&73&37\\...&....&...\end{array}\right]](https://tex.z-dn.net/?f=%5Cleft%5B%5Cbegin%7Barray%7D%7Bccc%7DPrice%26Supply%26Demand%5C%5C5%2611%2636%5C%5C6%2636%2668%5C%5C7%2650%2650%5C%5C7%2673%2637%5C%5C...%26....%26...%5Cend%7Barray%7D%5Cright%5D)
The equilibrium will be when both forces meet in this case, it is clear that it is happening at a price equal to $7 which generates a supply of 50 units and a demand for 50 units. Both have the same value so it is equilibrium
it is either foreign commerce or outsourcing but i am leaning more towards foreign commerce
hope this helps
A 15% percent daily value for iron means that one serving of the cracker provides 15 percent of the iron that the average person needs each day.
The Daily Value or the DVs for short is an indicator that shows information about the nutrient that can be provided in one serving of the food for an average person. The average person is a healthy adult who consumes exactly 2000 calories a day which became an indicator basis for The Daily Value<span>.</span>
Answer:
d) relative to others instead of against performance standards.
Explanation:
Contrast error is one that occurs during performance rating where a person is not rated objectively, but against previous people who performed good or badly.
The person's ratings is affected negatively or positively.
A person that performs well subconsciously sets a benchmark in the mind of the rater, and he now rates future participants based on this benchmark and not on performance standards that have been set.
