Broad banding eliminates layers in pay grades requiring organizations to find other ways to reward employees. False
- A technique called "broad banding" replaces a large number of small wage ranges with a smaller number of larger compensation ranges when evaluating and building a job grading structure. Establishing what is necessary to pay for a certain position with help from broad banding.
- Payroll departments employ broadband for human resource management. When deciding how much to pay specific roles and the incumbents in those positions, a job grading structure known as "broadcasting" lies somewhere between using spot salaries and several job grades. Broad banding does provide some broad job classifications to the business that uses it, but it does not have as many discrete job grades as do traditional compensation systems.
Thus this is the answer.
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Answer:
a) Jenna's tax basis = $45,000 + ($13,000 - $10,000) = $48,000
loss allocation = $65,000
loss limited by her tax basis = $65,000 - $48,000 = $17,000
b) Jenna's at risk loss = $48,000 - $13,000 = $35,000
c) Jenna's loss limited by passive activity = $35,000 - $4,000 = $31,000
Answer:
Price Skimming
Explanation:
Price skimming is one kind of price-setting strategy where marketers set a relatively higher price when the product launch initially in the market. Generally, the producer sets a higher price rather than it should prevail in the market, and later on, the price goes down due to lower demand. Price skimming strategy only applicable to a new product that is about to launch in the market. It is generally done by fancy advertising of the product.
Answer:
My Answer: Why did you choose to work here? How do you feel about the organization here? What are you likes about the company? Why are working in the same organization? Would you recommend the organization for future employees?
Explanation:
Plato's Answer: I interviewed my aunt, who works at Triple J Productions. She has been working there for 20 years. When she started out, the company offered voluntary monthly trainings for employees looking to advance. The company had a family picnic every summer for employees and their families. The company was very honest, cared about its employees, customers, etc. Three years ago, the CEO passed away. His son took over the company. Now, they do not have any company picnics. Training has stopped and the company often outsources jobs to employees who will work for low salaries. She is now quite unhappy at the company, but feels that she has invested too much time in it to go somewhere else. Ten years ago, she would have said it is a great place to work. Today, she feels that the company's common practices are sneaky and underhanded and their main motivation is money.
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