Answer:
She is using the <u>generic differentiation strategy.</u>
Explanation:
This strategy consists of the differences shown by the product or service offered by the company compared to others that do the same, creating something that is perceptive for people who are looking for something new or are tired of the same things as always.
By including new premium flavors, cones and toppings on the menu, she is giving customers the pleasure of choosing for themselves how their ice cream will taste, what shape it will have, what colors it will have.
The factors of absenteeism, low productivity, and job dissatisfaction when considering forces of change are collectively known as A. Human resource concerns.
<h3>What are human resource concerns?</h3>
These are all the related factors that affect the labor and workforce of an organization.
Some examples include job dissatisfaction, and low productivity. There are also issues of absenteeism amongst staff. These factors need to be considered when trying to instill change in the workforce.
In conclusion, option A is correct.
Find out more on human resources at brainly.com/question/10583893.
Answer:
Puffery
Explanation:
Puffery refers to making hefty claims regarding product attributes and traits which represent a subjective and not objective view. Such claims are not backed by valid reasoning or valid evidences and facts.
In the given case, the art dealer claims his products being of high quality and appreciating over the period of next ten years. Such claims cannot be substantiated by any concrete evidence. As value cannot be ascertained in advance.
Answer: Check attachment
Explanation:
A cash basis income statement is simply referred to as an income statement which contains revenues and expenditures for the company whereby cash has either being received or paid by the company.
For accrual basis income statement, revenue and expenditures are recorded when they're either earned or made.
Check the attachment for more analysis.
Answer:
The answer is: Democratic management style
Explanation:
This management style is based on the belief that two heads are better than one, and that every employee (no matter position they hold) deserves to have a say.
So managers that follow this style usually encourage their employees to participate and share their ideas and suggestions. They tend to create horizontal organizations, but the final and last decision still belongs to the boss.
Employees usually like this system because they feel they are a valuable and important part of the organization. Many times it leads to higher efficiency and productivity.
As a downside, these organizations tend be more messy (informal) and decision making processes are very time consuming.
