The answer is D. <span>. most companies recognize the need for organizational leaders to get feedback from their employees
For most companies, the upper management level employee rarely took any form of advice/feedback from lower level employees.
This is really dangerous for the well-being of the company because not only it cause resentment among them, it also make the company miss the chance to detect the fatal flaw that may exist in their operation</span>
Answer:
Semler's early leadership Style was the coercive one. He expected a lot from his employees believe in micromanaging his team. He always do overtime and expects the same from his employees/team as well.
Explanation:
Semler's early leadership Style showed that he wanted immediate success and be bossy in terms of selecting and firing the employees.
Answer:
Ruth, a cashier at a private bank, strongly believes that no matter how much effort she puts in or how many hours she works overtime, she will not be offered a promotion in the next 10 years. In this scenario, Ruth's beliefs are in accordance with the expectancy theory.
Answer:
$4,713.425
Explanation:
The computation of amount of net pay for the employee for the month of January is shown below:-
Deductions = (Gross earning × Social security tax rate) + (Gross earning × Medicare tax rate) + Federal income taxes + Health insurance + Contribution of retirement plan
= ($5,550 × 6.2%) + ($5,550 × 1.45%) + $184 + $152 + $76
= $344.1 + $80.475 + $184 + $152 + $76
= $836.575
Net pay = Gross earning - Deductions
= $5,550 - $836.575
= $4,713.425
Therefore for computing the net pay we simply applied the above formula.
When evaluating a supplier using the integrated supplier scorecard, most are reevaluated on quality of their products, cost of the product, how quickly the items are able to be deviled and the flexibility the supplier has when the organization needs supplies. The scorecards allow the company to make sure they are doing and receiving the best items from their suppliers on each different level.
