KW
Kewalin Wiphanurat
Answers (6)
KW
Answered
Transformational leadership may be found at ____ levels of the organization.
A) all
B) high
C) medium
D) low
A) all
B) high
C) medium
D) low
On Jul 28, 2024
A
KW
Answered
Theory X managers tend to see their subordinates as ___.
A) creative, responsible, and self?motivated
B) motivated by challenging work
C) irresponsible, resistant to change, lacking in ambition, disliking work, and preferring to be led rather than to lead
D) liking work because they prefer to lead rather than to be led
E) basically rational
A) creative, responsible, and self?motivated
B) motivated by challenging work
C) irresponsible, resistant to change, lacking in ambition, disliking work, and preferring to be led rather than to lead
D) liking work because they prefer to lead rather than to be led
E) basically rational
On Jul 24, 2024
C
KW
Answered
West Point cadets who report cheating among their classmates are examples of ____________________.
On Jun 28, 2024
whistleblowers
KW
Answered
In December, one of the processing departments at Bonine Corporation had ending work in process inventory of $32,000. During the month, $264,000 of costs were added to production and the cost of units transferred out from the department was $257,000. The company uses the first-in, first-out method in its process costing system.Required:Construct a cost reconciliation report for the department for the month of December.
On Jun 24, 2024
Cost of beginning work in process inventory + Costs added to production = Cost of ending working in process inventory + Cost of units transferred outCost of beginning work in process inventory + $264,000 = $32,000 + $257,000Cost of beginning work in process inventory = $32,000 + $257,000 − $264,000 = $25,000
KW
Answered
You will be the leader of an existing task force.According to situational leadership theory,as you plan your approach to leadership,what do you need to know about the group?
On May 29, 2024
According to situational leadership theory, as you prepare to lead an existing task force, there are several key factors you need to understand about the group to effectively plan your leadership approach. These factors include:
1. **Maturity and Competence Levels**: Assess the individual and collective maturity of the team members, which includes their ability to set high but attainable goals, their willingness and ability to take responsibility, and their education and experience levels. Competence refers to the skills and technical knowledge the team possesses relevant to the tasks at hand.
2. **Development Levels**: Determine the development level of the team members based on their competence and commitment. Development levels can range from low competence/high commitment to high competence/high commitment. This will help you decide the appropriate leadership style to apply, from directing to coaching, supporting, or delegating.
3. **Confidence and Motivation**: Understand the confidence levels and what motivates the team. This includes their self-esteem regarding task performance and their interest in the tasks. Different team members may require different approaches to boost their confidence and motivation.
4. **Previous Leadership Styles**: Learn about the leadership styles the team has experienced before. This will help you gauge how the team might respond to your leadership and what changes you might need to introduce gradually.
5. **Team Dynamics**: Observe the interpersonal relationships and dynamics within the team. This includes understanding the informal leaders, the level of trust among team members, and how they communicate and resolve conflicts.
6. **Current Performance**: Evaluate the current performance level of the task force. Look at their achievements, strengths, and areas for improvement. This will help you identify what has been working well and what needs to be changed or developed.
7. **Expectations and Goals**: Clarify what the task force is expected to achieve. Understanding the goals and objectives will help you align your leadership approach with the desired outcomes.
8. **Organizational Culture and Environment**: Consider the broader organizational culture and environment in which the task force operates. This includes the support they receive, the resources available, and any external pressures they might be facing.
9. **Task Complexity**: Assess the complexity of the tasks the team is responsible for. Complex tasks may require a more hands-on leadership approach, while simpler tasks might benefit from a more delegative style.
By understanding these aspects of the group, you can apply the situational leadership theory to adapt your leadership style to meet the needs of the task force. The goal is to provide the right amount of guidance, support, and autonomy based on the team's current competence and commitment levels, ultimately leading to high performance and success.
1. **Maturity and Competence Levels**: Assess the individual and collective maturity of the team members, which includes their ability to set high but attainable goals, their willingness and ability to take responsibility, and their education and experience levels. Competence refers to the skills and technical knowledge the team possesses relevant to the tasks at hand.
2. **Development Levels**: Determine the development level of the team members based on their competence and commitment. Development levels can range from low competence/high commitment to high competence/high commitment. This will help you decide the appropriate leadership style to apply, from directing to coaching, supporting, or delegating.
3. **Confidence and Motivation**: Understand the confidence levels and what motivates the team. This includes their self-esteem regarding task performance and their interest in the tasks. Different team members may require different approaches to boost their confidence and motivation.
4. **Previous Leadership Styles**: Learn about the leadership styles the team has experienced before. This will help you gauge how the team might respond to your leadership and what changes you might need to introduce gradually.
5. **Team Dynamics**: Observe the interpersonal relationships and dynamics within the team. This includes understanding the informal leaders, the level of trust among team members, and how they communicate and resolve conflicts.
6. **Current Performance**: Evaluate the current performance level of the task force. Look at their achievements, strengths, and areas for improvement. This will help you identify what has been working well and what needs to be changed or developed.
7. **Expectations and Goals**: Clarify what the task force is expected to achieve. Understanding the goals and objectives will help you align your leadership approach with the desired outcomes.
8. **Organizational Culture and Environment**: Consider the broader organizational culture and environment in which the task force operates. This includes the support they receive, the resources available, and any external pressures they might be facing.
9. **Task Complexity**: Assess the complexity of the tasks the team is responsible for. Complex tasks may require a more hands-on leadership approach, while simpler tasks might benefit from a more delegative style.
By understanding these aspects of the group, you can apply the situational leadership theory to adapt your leadership style to meet the needs of the task force. The goal is to provide the right amount of guidance, support, and autonomy based on the team's current competence and commitment levels, ultimately leading to high performance and success.
KW
Answered
Assume that the payroll records of Klein Oil Company provided the following information for the weekly payroll ended November 30 2017.
Additional information: All employees are paid overtime at time and a half for hours worked in excess of 40 per week. The FICA tax rate is 7.65% for the first $117000 of each employee's annual earnings. The employer pays unemployment taxes of 6.2% (5.4% for state and .8% for federal) on the first $7000 of each employee's annual earnings.
Instructions
(a) Prepare the payroll register for the pay period.
(b) Prepare general journal entries to record the payroll and payroll taxes.
Additional information: All employees are paid overtime at time and a half for hours worked in excess of 40 per week. The FICA tax rate is 7.65% for the first $117000 of each employee's annual earnings. The employer pays unemployment taxes of 6.2% (5.4% for state and .8% for federal) on the first $7000 of each employee's annual earnings.
Instructions
(a) Prepare the payroll register for the pay period.
(b) Prepare general journal entries to record the payroll and payroll taxes.
On May 25, 2024
