<span>Conditions that lead to social loafing can include over sized work groups, lack of task delineation, and rules of workload. Large groups tend to allow some individuals to let their groups do the work for them. Not having a specific task can discourage some workers when others might be more motivated to tackle the problem at hand. Not requiring a certain amount of participation means that students aren't held accountable for their part in the final product.</span>
A. good A; good B
B. both goods; neither good
C. good B; good A
D. neither good; both goods
E. neither good; neither good
Answer:
A. good A; good B
Explanation:
The comparative advantage refers to the ability a country has to produce a good or service with a lower opportunity cost which is the benefit lost when deciding to produce one product over another. According to the table, we can see that Country 1 has a comparative advantage in the production of good A because it has a lower opportunity cost and Country 2 has a comparative advantage in the production of good B because of the lower opportunity cost.
Based on a research study, a high need for <u>Power</u> is associated with successful attainment of top levels in the organizational hierarchy, according to McClellan.
<h3>What is successful attainment?</h3>
Successful attainment is a term used to describe the state at which individuals or groups attain or achieve success in their endeavors.
According to David McClellan, an American Psychologist, it is believed that people generally seek <u>powers</u> by ensuring they rise to the top level in any organization.
This implies that to have and will <u>power</u>, individuals try to achieve success to be at the top of a company or group.
Hence, in this case, it is concluded that the correct answer is <u>Power</u>.
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A term for the level in a corporation that women may rise to but not go beyond is <u>glass ceiling.</u>
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A qualified person who want to move up the organizational hierarchy but is prevented from doing so at a higher level due to discrimination, most frequently based on se xism or racism, is said to be experiencing a "glass ceiling." The vertical discrimination that most frequently targets women in the workplace is thus referred to as the "glass ceiling." The variety of definitions and ways used to describe the "glass ceiling" creates a challenge for this issue. Additionally, it is impossible to determine with certainty whether a glass ceiling actually exists in a corporation using objective, understandable criteria.
However, based on numerous studies, the glass ceiling can be described as a set of subtle but persistent barriers/obstacles, supported by discriminatory, conscious and unconscious practices, and attitudes, that prevent qualified women from obtaining top or senior management positions. Thus, the term "glass ceiling" describes restrictions that are gender-based and deter women from achieving positions of authority or responsibility or moving up the corporate ladder.
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