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which of the following is the major drawback of job sharing from management’s perspective?

1) it requires you to choose between a large and a small amount of work to be done, 2) it does not allow you to have a variety of projects within you

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1) it requires you to choose between a large and a small amount of work to be done, 2) it does not allow you to have a variety of projects within your portfolio, and 3) you are not allowed to take a vacation without management’s permission.

Job sharing is the way that many companies have managed to build their staffs, or at least manage to keep them from getting too overworked. This approach is actually quite good, as it eliminates the need for managers to be overworked themselves, and allows for their work to be more varied so everyone can get a good rate of pay. But it’s also a bad thing because it can be very frustrating for everyone who works for the company.

As a company, you want to keep costs as low as possible. But if you are forced to give managers permission to take a vacation without managments permission, then their job becomes less about working efficiently and more about work-hardening their managers and their managers’ relationships with each other.

If one manager can take a vacation without the other managers permission, then that manager is forced to do a more strenuous job. The manager who can take a vacation without the manager who cannot take a vacation. We’ve seen this happen at our own company of course, where there was a manager who could take a vacation, but couldn’t because the manager who needed the vacation couldn’t take the vacation without the manager who needed the vacation.

This is a common situation. One of the things that we’ve worked hard to do as a company is to make sure that our employees aren’t forced to take on a less strenuous job, because that is the antithesis of what we want. So we don’t want managers to be able to take a vacation when they feel like they need to take a vacation. We want them to be able to take vacation whenever they want to, not because they need to take one.

I think that this is a great point. Our company is actually a small one (3-4 people) and has been for quite some time. But we dont want to be a company where only the people who want to work there are employed.

I think we should probably be more open to all. For instance, we recently hired a manager who had recently been with the company for only a few months. He was doing everything he could to make sure we were all happy. Then he decided he wanted to go on vacation, and the rest of us had to hire a new manager who had been with us for about a year.

This is in contrast to most companies in the US, where senior management is kept on the payroll until the CEO retires or is fired. In this case, senior management has been on their own for a year, and the CEO has been on their payroll for about a year. This is in contrast to other companies that have a CEO that is employed by them, and then the manager is employed by the company.

Some people are more inclined to stay at a company for a while, while others are the opposite. Some people are more successful in the long run, while others are less so. When a manager is promoted over a new hire, they usually get a raise in salary, bonus, or an increase in hours. This means that they have more responsibility and a greater chance to succeed. The manager who stays at the company for the long term is typically the one that makes the most money.

The more responsibilities one has, the more likely they’ll be able to stick it out. In the same way, people who have more responsibilities tend to be more successful in the long run. They are more likely to be able to keep their jobs, and they are more likely to stick around companies.

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