Answer:True
Explanation:A limited partnership is a form of partnership business between two or more patners in which the major partner which is the general patner has controllable interests in the running of the business and making the managerial decision while the other partner(s),which is the limited partner has only a limited liability equating to the amount invested by him/her.But in the case of the general partner,he/she has unlimited liability of the business debt.Also,the limited partner(s) core&only objective is just about making profit/returns of his/her own initial investment.
So in the case of Emma Pebble and Chase Stone,Emma is the general partner who actively takes part in the running of the business,thus bearing the major risks&liablities,while Chase is the limited partner whose only interest is to partake in profits from his initial investment.
Answer:
Effective capacity= 500 units
Explanation:
Effective capacity is defined as the maximum amount of product a manufacturing process can complete in a given period. Considering constraints such as delays, quality problems, and material handling.
Effective capacity is dependent on the design of the system. Design capacity is defined as the theoretical capacity of a system based on its design.
Effective capacity is calculated by dividing the actual capacity by efficiency.
Effective capacity= Actual Capacity/ Efficiency
Effective capacity= 400/0.8
Effective capacity= 500 units
Answer:
✔ Asking employees questions helps develop their critical thinking skills.
✘ Asking employees questions boosts their morale by helping them feel like experts, even though they’re not.
✘ Asking employees questions enhances their sense that the manager is the only person they should be in dialogue with, so they start talking less to each other.
✔ Asking employees how to solve problems empowers them to arrive at solutions to which they’re committed.
Explanation:
A manager who asks questions with a sincere interest in the answers is engaging in dialogue similar to a “regular” back-and-forth conversation, and this authenticity builds trust and promotes the open exchange of ideas. Another key benefit is that having employees think about questions, rather than just telling them information or telling them what to do, engages their critical thinking skills—which are key skills for organizational success. Also, when employees are asked how to solve problems, they are likely to have more buy-in to the solution they arrive at than to a solution imposed on them. Many people are motivated by feeling as though their ideas make a positive difference.
Lower-level employees are often the experts in operational details and often have more direct contact with customers than higher-level managers, so they have tremendous expertise that can and should be tapped. Asking employees questions begins an organizational dialogue that can lead to a decentralized communication network, in which employees freely exchange ideas with one another and not just with their manager.
<u>Answer:</u>
<em>During</em><em> light downpour or day off,</em><em> teams can work; be that as it may, at whatever point the downpour or snow is </em><em>influencing perceivability</em><em> or there is lightning, a field group ought not be working. </em>
<u>Explanation:</u>
A <em>common problem in surveying</em> is to determine the altitudes of a series of points with respect to some reference point.
The <em>measurements are subject to error</em>, so more observations are taken than are strictly necessary to determine the altitudes, and the resulting over determined system is solved in the <em>least-squares sense to smooth out errors. </em>
