Answer:
The correct answer is letter "C": refuse to take some responsibility for an employee's performance if the supervisor neglected to provide regular performance feedback.
Explanation:
Performance appraisals are evaluations managers make of employees to find out if they are meeting the expectations of their duties. These tests aim to measure the efficiency of employees in their day-to-day activities at work, The appraisals have a standard method of rating workers according to their tasks and position in the firm and based on that standard feedback is provided.
<em>Supervisors are in charge of giving workers immediate suggestions on how workers could improve their operations but if they have not done that resulting in poor performance of an employee, the managers conducting the tests must accept part of the responsibility for that to happen relies on the managers.</em>
The average rate of an RN’s hourly wage is about a$32.66 an hour. This depends on where you work also.
Answer:
$4,000
Explanation:
The net profit of the publisher over the useful life of the 160-unit lot of textbooks is the difference between his selling price to the bookstore and the cost incurred multiplied by the number of unit.
Hence the net profit of the publisher
= 160( $50 - $25)
= 160 * $25
= $4,000
Answer:
A High School Diploma is a stepping-stone toward future education.
Explanation:
A High School Diploma will definitely be a perfect move and a stepping-stone towards future education, which undoubtedly, will pave the way for the further and higher education of the people. They can proceed ahead easier if they have achieved this first milestone. This will prove as the first step towards their educational journey, which surely need to be taken, at least, anyway.
Answer: Cause or no cause took place
Explanation: There are various steps taken to determine whether there is reasonable cause (evidence exists that workplace discrimination occurred) between employees took place. The EEOC will investigate this situation by applying the following procedures:
1. The EEOC investigator will request that the charging party and the organisation provide information on the situation. The investigator will then go through this info and make a recommendation on if reasonable cause does exist.
2. If the EEOC investigator determines that reasonable cause exists, then this investigator will issue a letter of determination stating this fact, to all parties involved. All the parties including the investigator will then discuss how to resolve this charge through a process known as conciliation.
3. If however it is determined that reasonable cause for workplace discrimination did not take place, then the investigator will issue the charging party and the organisation with a dismissal and notice of rights document. This document stipulates that the charging party has 90 days to file a lawsuit in federal court if he/she decides to take further action against the organisation.
