B. w. meets mark, his longtime friend, after a hard day at work. he complains that he spent the whole day with performance appraisals for his subordinates. he did 8 today, 8 yesterday, and has scheduled that many more for tomorrow and the next day. a number of the sessions ended with shouting or tears. there was some minor name calling. when mark asks b. w. what was wrong with the performance appraisal system, b. w. just looks at him and says, "what could be wrong with it? it's the one i got from corporate 7 years ago? " mark, an hr professional, could make which of these suggestions to his friend?
a) attend an interpersonal skill seminar.
b) take control of the discussion. there should be no room for emotions.
c) get your supervisor to perform performance appraisals for your employees.
d) tailor the process to your needs and employees goals.
e) let your hr department do the performance appraisals.

Acrosswalk_when there are no pavement markings.

The cutting department of cassel company has the following production and cost data for july. production costs 1. transferred out 12,300 units. beginning work in process $0 2. started 3,900 units that are 60% materials 62,856 complete as to conversion labor 12,622 costs and 100% complete as manufacturing overhead 23,100 to materials at july 31. materials are entered at the beginning of the process. conversion costs are incurred uniformly during the process. determine the equivalent units of production for (1) materials and (2) conversion costs. materials conversion costs total equivalent units of production link to text link to text compute unit costs. (round unit costs to 2 decimal places, e.g. 2.25.) materials $ conversion costs $ link to text link to text prepare a cost reconciliation schedule. (round unit costs to 2 decimal places, e.g. 2.25 and final answers to 0 decimal places, e.g. 1,225.) cost reconciliation costs accounted for transferred out $ work in process, july 31 materials $ conversion costs total costs $

Aminor has the legal right to repudiate