Union members earn "about 20% more" than non-union members, even after adjusting for factors such as "years of work experience and education level.".
<h3>Who are Union and Non-Union members?</h3>
Workers who band together and use their collective power to have a say in the workplace create a union.
Labour union members can bargain with employers about pay, benefits, workplace health and safety, job training, and other work-related problems from a position of power through their union.
Employee involvement in corporate decision-making through representative organisations is known as non-union employee representation.
The reasons for union workers paid more are-
- Employees that are more productive get paid more - Unions assert that they may bargain for greater salaries for workers.
- In truth, higher pay rates result from employers in unionised organisations being more selective in the hiring process since they must find individuals who can produce more and do so with higher standards.
To know more about the roles of labour union, here
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Answer: $76900
Explanation:
The following information can be deduced from the question:
Accounts receivable = $1,865,000
Allowance for doubtful debts = $35000
Estimated bad debt = 6% × $1,865,000 = $111900
The amount of bad debt expense that the company will record will be:
= Estimated bad debt - Allowance for doubtful debts
= $111900 - $35000
= $76900
Answer: This statement is correct. Maximizing profit refers to short run or long run process by which a businessdetermine the price, input, and output levels that lead to the highest profit possible.
By choosing not to not to pick the apples off their trees and instead let them rot the farmers are in fact maximizing profits as picking them and selling might lead to loss.
Explanation:
<u>The culture of accountability</u> is primarily characterized by the accountability that all employees of the organization have with their positions and tasks. In this culture, a mistake made requires accountability of the employee, which can result in negative consequences, so responsibilities for tasks are handled proactively before an error occurs, not reactive after it occurs.
The differences between the culture of accountability and <u>Just culture</u>, are that while accountability promotes responsibility for the non-occurrence of errors, in Just culture errors are perceived as natural and present in any activity, and that any professional competent as it may be, it is liable to make mistakes, as many of the errors are unpredictable occurrences between workers and the systems in which they work. Therefore this culture prioritizes learning through mistakes, organization and prudence.
Each approach to organizational culture has its pros and cons. The culture of accountability promotes work that is done more efficiently due to the sense of responsibility imposed, but can also present the downside of diminishing innovation and collaborating with different ideas, due to the emphasis and fear for negative outcomes, which may diminish. employee performance.
In the just culture, pros may be related to greater employee motivation and collaboration with work innovation, due to flexibility and non-punishment for mistakes and improved learning performance. But as a downside, tasks with less responsibility and higher risk of errors may also occur due to the possibility of errors being justified.
