Answer: A. Stability and change
Explanation:
The innovation paradox implies that consistency in products and services provokes a tension with the need for new products. This results in a conflict between
A) stability and change.
B) structure and culture.
C) rewards and metrics.
D) stability and metrics
The paralysis that occurs between sticking to existing products and services (stability) and the need for the development of new ones (change) is a direct effect of the innovation paradox which states that the more a firm pays attention to innovation, the less likely it will be to be successful at innovation. In other words, consistency in products and services provokes a tension with the need for new products. While stability enables change in that it supplies security and consistency, reserved knowledge and skills and enables commitment and the provision of resources for a better realization and actualization of change, change enables a firm to set up a new state of stability through variable mechanisms (innovation) This serves to assist an organization in reaching new stable stages with higher efficiency.
The information that would cause a company's stock price to go
down is a company abandons development of a new technology.
<h3>What is a stock?</h3>
A stock is a means used to raise capital by public companies. Stocks give holders the right to become owners of the company. Stockholders receive dividends.
When a company abandons the development of new technology, it is a negative signal that indicates to the public that all is not well. This reduces the confidence of the public in the company. As a result, stock prices begin to fall.
To learn more about stocks, please check: brainly.com/question/9970004
Answer:
The rewards and punishment serve the purpose of motivating the employees.
Explanation: First of all, we must establish that companies should have set guidelines or principles on which they operate, especially when it comes to ethics and acceptable workplace behavior.
Secondly, we must acknowledge the fact that there is always a reward or consequence for our actions. Especially in the workplace where employees are constantly monitored.
Now, based on the Theory X of management that was developed by Douglas McGregor, which basically states that employees are unmotivated and unwilling to work, and as a result of this, they need to be constantly prompted, rewarded or punished to make sure that they complete their tasks.
So to answer the question, the rewards and punishments serve the purpose of motivating the employees to be of good conduct in the workplace, because if this is not done, bad behavior might spread throughout the company and this will cause further problems.
Each type of employment has been matched with its definition thus:
- Frictional unemployment: Unemployment associated with workers who are between jobs
- Cyclical unemployment: Unemployment resulting from mismatches between employer needs and employee skills.
- Structural unemployment: Unemployment associated with the highs and lows of the business cycle.
There are different causes of employment. Frictional unemployment is the timeframe between the period an individual lost his job and seeks another.
Structural unemployment is a result of inconsistencies in the labor market.
Cyclical unemployment occurs when the demand from the employee is not met with the skills of the employer.
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