Answer:
It's most likely oligarchic all the other ones are a smaller group or single person.
Explanation:
Answer:
Saya bukan orang India, saya dari Filipina
hehe
Answer: The Exchange View
Explanation: The Exchange View of individualized leadership focuses on the concept of exchange, where leaders typically tend to establish exchange relationships with individuals who have characteristics similar to those of the leader.
It is morally impermissible to treat people differently unless there are factual differences between them.
Factual differences. The possibility that the facts with respect to which this Agreement is entered into may differ from the facts that each Party currently knows or believes to be true is recognized and accepted by each of the Parties. The Parties concur that any such discrepancies in reality will not cause the termination or revocation of this Agreement, which shall remain in full force and effect.
If there is a disagreement regarding the interpretation, application, operation, or any alleged violation of the Agreement between the Employer and any employee(s), or between the Employer and the Union, the employee(s) shall continue to work in accordance with the Agreement until the disagreement is resolved.
Learn more about Factual differences here
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Answer:
b. Because they do not receive additional compensation through company benefits, contingent IT workers usually make less that full-time employees doing equivalent work.
Explanation:
- contingent workers are a group of people who do not have a clear definition of long-term employment with a company. His work is mainly based on short-term engagements.
- contingent workers do not receive salaries. Instead, they receive payment or commission for the work they do. They are not responsible for benefits such as contract employees and are responsible for their own taxes.
- so answer is b. Because they do not receive additional compensation through company benefits, contingent IT workers usually make less that full-time employees doing equivalent work.
