Answer: option D is correct
Explanation:
Since the quit notice is not the builders fault, the termination of contract can filed on the bases of determination where the client client has to pay profit and losses incurred until the moment of termination.
Leadership is not needed when:
- It will make processes inefficient due to time wasting
- It is being used to oppress people
- Subordinates don't need leadership
Leadership is usually quite good as it can galvanize subordinates to be better workers due to better organization as well as inspiration.
There are instances where it is not needed however such as when:
- It slows down processes - sometimes leaders will need to give permission for a subordinate to do something. If this thing is time conscious and the leader is not available to give their ascent, the whole process could suffer.
- It oppresses people - when a leader is an oppressive one and acts in such a way that their subordinates suffer, that leadership is not needed.
- Subordinates are fine without it - sometimes workers have the necessary skills and experience to operate independently without a leader. In such a case, a leader is not needed.
In conclusion, while a leader is quite important in many ways, there can be situations where it is best that they are not used.
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Answer:
True
Explanation:
It is an inherent disadvantage that foreign firms experience in the host country because of non-native status. It is considered as liability of foreignness as foreign companies are well versed with the cultural difference, tax policies and people´s response to the product and services produced, therefore foreign companies need to invest resources to learn the technique of business in different country.
To have competitive advantage in the foreign market, the companies should have organized resources, cost to compete and capabilities to offset the liability of foreignness.
Answer:
what? I need points tho thanks
Answer:
c. The array of forces attaching people to their jobs.
Explanation:
Job embeddedness is a study of employee retention. It focuses on all the forces and factors that retain an employee on the job. The theory identifies critical elements that determine a connection between an employee and their job.
These elements are Fit, Links and Sacrifice.
Fit is how the employee perceives their own compatibility with the job. Links are the number of connections the employee has in the working community. Sacrifice is the loss of potential benefits, in monetary terms or psychological, when the connections with the social community are broken.
Hope that helps.