Answer:
Intervention
Explanation:
Based on everything that has been described it seems that Lamar is conducting the Intervention stage of Organizational Development. This stage focuses on performing structured activities with individual or various members of a team in order to improve functionality and teamwork, which in term increases work performance. Which it seems that this is exactly what Lamar is doing by working with members of the cross-functional team.
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Answer:
The correct answer is D
Explanation:
Specific identification method of inventory is the method which helps in finding the ending cost of the inventory. And this method need the detailed physical count, as it helps the company in making or knowing how many goods brought on particular dates which is remained at the end of the year inventory.
Under this method, the companies which could adopt this method, are antique shop, farm implement dealership and music store.
Answer:
<em>The answer is 72,000 Meters.</em>
Explanation:
From the question given, let us recall:
Moccasin Company produces cotton shirts. =12,000
The unit quantity standard = 6 meters
The quantity used actually was = 0.50 meters per shirt
The next step is to determine the quantity of cloth that should be used for the actual output of 12,000 shirts.
Quantity of cloth that should be used
= 12,000 * 6 meters cloth per shirt
= 72,000 Meters
I think it's "Adrienne did not enter her ATM withdrawal correctly". That's my best guess
The main purpose as well as the cause of the failure of performance appraisal process is as described below-
Explanation:
Appraisal refers to the process (mostly formal) to evaluate the productivity of the manpower of an organisation. It serves for administrative as well as developmental purpose.
Performance appraisal serves three important purpose-
- Providing adequate feedback to employees based on his/her performance.
- It can help in modifying employee behaviour and thus contributing to an effective workspace environment.
- Providing qualitative parameters to higher-order authority through which they can adjudge their subordinates.
However, appraisals occasionally fail in their motive due to following reasons-
- Appraisals are prone to biases prevailing in the work environment. Moreover, the neutrality of the rating authority is also often under the scanner.
- The appraisals are often inflicted by sampling error. The conclusion of few cannot be generalised on all.
- Appraisals don’t take into account the variability of the employee's performance, Rather it relies on the end performance and the start.