<span>Specific adaptations are usually required when a buyer chooses outsourcing, which is a contract with an external firm to produce goods or services rather than the buyer producing them internally. gatekeeping resident buying competitive bidding outsourcing auctioning</span>
The answer is D because on a resume, you want it to be very formal and adequate. Second, you want it brief and short. Third, you want it all to be relevant to the right things and to what you are giving the resume for.
I hope this helped! Brainliest? :)
Answer:
Option D.
This is probably a person-job fit issue, and Joshua's job should be re-designed.
Explanation:
Personality-job fit theory also known as person-job fit revolves around the idea that every organization and individual has specific personality trait. The closer the traits between the person and the company match, the higher the chance of workplace productivity and satisfaction.
It is also referred to as person-environment fit (P-O fit), a common measure of the P-O fit is the workplace efficacy; the rate at which workers are able to complete tasks.
Since Joshua has proven himself to be a valuable employee but lacking in adminstrative abilities. The problem is a P-O fit issue, therefore, his job should be re-designed so as to fit his personality (adminstrative abilities).
Answer:
They increase disposable income.
Explanation:
Expansionary fiscal policies are one of the government's measures for an economy to prevent changes in its economic system.. However, the policy works by increasing the supply of money to lessen the effects of rapid inflation, accompanied by strong economic growth. This would increase the amount of money that they could use for consumption (disposable income) which would encourage the growth of many business establishments.
Answer: c) An employer may be held liable in such cases if the employer knew that the customer repeatedly harassed the employee, yet the employer did nothing to remedy the situation.
Explanation:
According to Title VII of the Civil Rights Act of 1964, the U.S. Equal Employment Opportunity Commission (EEOC) can hold an Employer liable for the harassment of an employee by a Customer (non-employee) if it was shown that the Employer knew or at the very least should have known about the incident and did not take appropriate and/or corrective action.
The rationale behind this is that the Customer falls under the control of the Employer when they are within the premises of the business.