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market theory of wage determination.
1. labor market segmentation (Primary and Secondary Sector) 2. Influence of trade unions on wage determination (inflexibility in wage scales) 3. human capital formation (costs & time) 4. barriers in the movement of labor forces from region to another (costs & time)
?Perfect competition in a resource market means that there aremany small buyers of the resource, and that none can influencethe market. The supply curve is identical to the marginalresource cost curve (MRC), and is horizontal. The wage is givendirectly by the intersection of the supply line and MRP curve(which is the demand for labor).Graph G-MIC9.1
In mainstream economic theories, the supply of labor is the number of total hours that workers wish to work at a given real wage rate.... source :en.wikipedia.org/wiki/Labor_supply
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market theory of wage determination.
market theory of wage determination.
John Wallace Riegel has written: 'Wage determination' -- subject(s): Wages
1. labor market segmentation (Primary and Secondary Sector) 2. Influence of trade unions on wage determination (inflexibility in wage scales) 3. human capital formation (costs & time) 4. barriers in the movement of labor forces from region to another (costs & time)
Swati Basu has written: 'Employment determination in enterprises under communism and in transition' -- subject(s): Employee selection, Labor market 'Wage determination under communism and in transition' -- subject(s): Wages
1-determination of ferrous [Fe+2] ion in a sample solution in(g\L).2-determination of (ferrous and ferric )in a mixture. 3-determination of purity of KClO3 sample. 4-determination of [fe+2] in unknown sample. 5-determination of total iron [Fe] in an iron ore. 6-determination of [Fe+3] in a sample. 7-determination of available chlorine in bleaching powder.
Desire, Dedication and Determination
Theories don't support theories.Only evidence that comes from observation or experiment supports or demolishes theories.
The three theories of congressional voting: Represntational Organizational Attitudinal