Answer:
False
Explanation:
Contingency approach, also known as situational approach, is a concept in management stating that there is no one universally applicable set of management principles to organizations. Organization's are individually different, face different situations, and require different ways of managing.
National Flood Insurance will allow James to recoup part of his losses.
The NFIP presently owes $20.525 billion to the U.S. Treasury, leaving $9.nine billion in borrowing authority from a $30.425 billion restriction in law. This debt is serviced by using the NFIP and hobby is paid through top rate revenues.
According to the NFIP, the following varieties of harm aren't blanketed via flood coverage: damage resulting from moisture, mold, or mold that would have been avoided by the assets proprietor or which isn't always due to the flood. Harm resulting from earth motion, although the earth movement is because of the flood.
The NFIP gives flood coverage to asset proprietors, renters, and organizations, and having this insurance enables them to get better faster whilst floodwaters recede. The NFIP works with communities required to adopt and implement floodplain management regulations that help mitigate flooding effects.
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Answer:
a. semi-autonomous
Explanation:
Semi autonomous has a dictionary meaning that states being independent to some defined extent.
In the given instance also Devon thinks that her colleagues or coworkers are somewhere between the two categories, that is up to a certain extent they are really independent in their views. While on the other hand, at some situations their views depend on the things like views of coworkers.
Thus, using the term that the coworkers are semi autonomous is correct as to the concern they can exercise their own powers in half way.
Performance evaluations for the purpose of determining compensation and special rewards should focus on activities and results related to the salesperson's current job and situation.
Performance Evaluation is defined as a formal and productive procedure to measure an employee's work and results based on their job responsibilities. Although the specific criteria depend on the characteristics of a particular selling situation, comprehensive evaluations of salesperson performance require that four dimensions be addressed: behavioral, professional development, results, and profitability criteria. System of review and evaluation of job performance. Assesses accomplishments and designs plans for development. Purposes for Performance Appraisal. Performance evaluations should always be based on the actual job description.
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