Answer:
C. Employees value the rewards or incentives that are being offered
Explanation:
Let's see the different options for answer...
<u>A. Performance measures are to be linked to the individual's goals</u>
No. Even if the performance measures should be linked to the individual's goals, just the mere existence of such KPI is not sufficient to motivate employees. There has to be some performance reward attached to it.
<u>B. Employees are given very broad performance goals</u>
No. To get a good performance and motivate employees, they must be given clear goals and objectives.
<u>C. Employees value the rewards or incentives that are being offered</u>
Yes. Even if you have good performance measurements, with realistic goals, the employees won't be motivated to reach those goals if the reward doesn't worth the effort.
<u>D. Employees are given limited resources to meet their goals</u>
No. They won't be motivated if they don't think they have the means to achieve those goals.
Cans of soup are charitable contributions. giving money to the poor is a form of charity.
Answer:
$10,300
Explanation:
Accounts receivable, beginning = $24,000
Credit sales = $450,000
Cash collections from customers = $460,000
Accounts receivables written off = $3,700
Accounts receivables, ending = Accounts receivable, beginning + Credit sales - Cash collections from customers - Accounts receivables written off
Accounts receivables, ending = $24,000 + $450,000 - $460,000 - $3,700
Accounts receivables, ending = $10,300
So, at the end of the year, the balance in the Accounts receivable is $10,300.
Answer:
d. Both a and b are correct.
Explanation:
Under a market economy the agents are free in both ways, they can arrenge their decision in open negociation with their supplier/employeer and can choose between the goods produced in the economy which ones to consume or not.
While in a communist economy it is a central planner who decide the output and payment for the families job.
