Contracting with a third party or an external company to manufacture a good or deliver a service is known as ______.
a. offshoring
b. outsourcing
c. domestic production
d. internalization
b. outsourcing
You might also like to view...
Which statement is true of right-to-work laws?
A. They are federal laws that ensure that all union members get pension benefits. B. They are federal laws that protect employees' right to lifetime employment. C. They are state laws that make union shops, maintenance of membership, and agency shops illegal. D. They are laws that protect the right of unions to insist that the employer hire only union members. E. They are laws that allow terminating an existing contract and striking for a new one without notifying the employer.
The following information was taken from the segmented income statement of Restin, Inc., and the company's three divisions: Restin, Inc.Los Angeles DivisionBay Area Division Central Valley DivisionRevenues$750,000 $200,000 $235,000 $325,000 Variable operating expenses 410,000 110,000 120,000 180,000 Controllable fixed expenses 120,000 65,000 75,000 70,000 Noncontrollable fixed expenses 60,000 15,000 20,000 25,000 In addition, the company incurred common fixed costs of $18,000.Assuming use of a responsibility accounting system, which of the following amounts should be used to evaluate the performance of the Los Angeles division manager?
A. $10,000. B. $25,000. C. $8,000. D. $4,000. E. $90,000.
Projective techniques are used less frequently than unstructured direct methods (focus groups and depth interviews)
A possible exception may be ________, which is used commonly to test brand names and occasionally to measure attitudes about particular products, brands, packages, or advertisements. A) story completion B) word association C) sentence completion D) cartoon tests
A reward system that accentuates positive rewards for good performance
A. is especially effective in aligning the well-being of organizational members with achieving the company's performance targets; reward systems with negative elements tend to be very dysfunctional in motivating employees. B. works best in strong culture organizations, while negative motivational approaches and reward systems tend to be most successful in weak culture organizations. C. seldom works very well because the threat of denying rewards to sub-par performers is typically the most powerful motivator. D. has considerable appeal because when cooperation is positively enlisted and rewarded, rather than strong-armed by orders and threats (implicit or explicit), people tend to respond with more enthusiasm, dedication, creativity, and initiative. E. works fine so long as 100 percent emphasis is placed on monetary incentives.