皮皮学，免费搜题
登录
搜题
【多选题】
根据《增值税暂行条例》的规定下列关于包装物的增值税处理正确的有( )。
A.
出租包装物的租金一律在收取时作为价外费用并入销售额计征增值税
B.
一般货物包装物押金一律在收取时并入销售额计征增值税
C.
白酒包装物押金一律在收取时并入销售额计征增值税
D.
啤酒包装物押金一律在收取时并入销售额计征增值税
拍照语音搜题，微信中搜索"皮皮学"使用
参考答案：
参考解析：
知识点：
.
..
皮皮学刷刷变学霸
举一反三
【简答题】钢构件起吊方法可采用_______、________、________。
查看完整题目与答案
【多选题】序数效用论对消费者偏好的假设包括
A.
边际效用递减
B.
货币边际效用不变
C.
传递性
D.
不饱和性
查看完整题目与答案
【单选题】There is a concern that firms investing in training for high-flyers may not gain the benefits themselves.
A.
Existing management research does not tell us much about how to find and develop high-flyers, those people who have the potential to reach the top of an organisation. As a result, organisations are left to formulate their own systems. A more effective overall policy for developing future leaders is needed, which is why the London Business School has launched the Tomorrow's Leaders Research Group (TLRG). The group contains representatives from 20 firms, and meets regularly to discuss the leadership development of the organisations' high-flyers.
B.
TLRG recognises just how significant line managers are in the process of leadership development. Unfortunately, with today's flat organisations, where managers have functional as well as managerial responsibilities, people development all too often falls victim to heavy workloads. One manager in the research group was unconvinced by the logic of sending his best people away on development courses, 'only to see them poached by another department or, worse still, another firm'. This fear of losing high-flyers runs deep in the organisations that make up the research group.
C.
TLRG argues that the task of management is not necessarily about employee retention, but about creating 'attraction centres'. 'We must help line managers to realise that if their companies are known as ones that develop their people, they will have a greater appeal to high-flyers,' said one advisor. Furthermore, selecting people for, say, a leadership development programme is a sign of commitment from management to an individual. Loyalty can then be more easily demanded in return.
D.
TLRG has concluded that a company's HR specialists need to take action and engage with line managers individually about their role in the development of high-flyers. Indeed, in order to benefit fully from training high-flyers as the senior managers of the future, firms must actually address the development of all managers who will be supporting the high-flyers. Without this, managers will not be in a position to give appropriate advice. And when eventually the high-flyers do move on, new ones will be needed to replace them. The next challenge will be to find a new generation of high-flyers.
查看完整题目与答案
【多选题】下列属于大学生情绪反应是()
A.
焦虑
B.
退行
C.
固执
D.
攻击
查看完整题目与答案
【简答题】钢构件起吊方法可采用 _______ 、 ________ 、递送法。
查看完整题目与答案
【单选题】To gain the benefits of budgeting __________ must understand and support the budget.
A.
management at all levels
B.
customers
C.
suppliers
D.
All of these answers are correct.
查看完整题目与答案
【单选题】高处作业时,人离开地面愈(),愈会恐惧。
A.
低
B.
矮
C.
高
查看完整题目与答案
【多选题】电信服务质量指标体系建立的意义有( )。
A.
确保所有用户平等享受最基本质量的电信服务
B.
为管理机构的监管活动确定了明确的测评和监管指标
C.
有利于推动电信业务经营者改善服务质量
D.
有利于减少市场竞争
E.
有利于发挥社会监督的作用
查看完整题目与答案
【单选题】在心理学上，蝴蝶效应表现为一种不同于普通的连锁效应的、因果性不明显的情绪反应和行为。其症状表现为：由于之前发生的一些不顺利，而开始心情烦躁，在压抑和郁结状态中，小的情绪波动渐渐在心底形成轩然大波，最终以不可预见的狂躁模式爆发出来。时间累积得越久，崩溃的后果越不堪设想。 根据上述定义，下列属于蝴蝶效应在心理学上的表现的是：
A.
某甲高考失败，经过一段时间的消沉后决定复读
B.
某乙与邻居发生口角，后来越想越气，无处发泄，某日看到一条狗，拿起棍子就将其打死
C.
某丙因被别人嘲笑而感到难过，在听了朋友的劝解后决定不去理会
D.
某丁与女朋友分手后，一直烦闷压抑，甚至酗酒度日，最终在一次醉酒后发生车祸，住院疗养
查看完整题目与答案
【单选题】Decide whether the following statement is TRUE, FALSE or NOT GIVEN according to the text. TRUE if the statement agrees with the information FALSE if the statement contradicts the information NOT GIVEN...
A.
True.
B.
False.
C.
Not given.
查看完整题目与答案
相关题目：
【简答题】钢构件起吊方法可采用_______、________、________。
查看完整题目与答案
【多选题】序数效用论对消费者偏好的假设包括
A.
边际效用递减
B.
货币边际效用不变
C.
传递性
D.
不饱和性
查看完整题目与答案
【单选题】There is a concern that firms investing in training for high-flyers may not gain the benefits themselves.
A.
Existing management research does not tell us much about how to find and develop high-flyers, those people who have the potential to reach the top of an organisation. As a result, organisations are left to formulate their own systems. A more effective overall policy for developing future leaders is needed, which is why the London Business School has launched the Tomorrow's Leaders Research Group (TLRG). The group contains representatives from 20 firms, and meets regularly to discuss the leadership development of the organisations' high-flyers.
B.
TLRG recognises just how significant line managers are in the process of leadership development. Unfortunately, with today's flat organisations, where managers have functional as well as managerial responsibilities, people development all too often falls victim to heavy workloads. One manager in the research group was unconvinced by the logic of sending his best people away on development courses, 'only to see them poached by another department or, worse still, another firm'. This fear of losing high-flyers runs deep in the organisations that make up the research group.
C.
TLRG argues that the task of management is not necessarily about employee retention, but about creating 'attraction centres'. 'We must help line managers to realise that if their companies are known as ones that develop their people, they will have a greater appeal to high-flyers,' said one advisor. Furthermore, selecting people for, say, a leadership development programme is a sign of commitment from management to an individual. Loyalty can then be more easily demanded in return.
D.
TLRG has concluded that a company's HR specialists need to take action and engage with line managers individually about their role in the development of high-flyers. Indeed, in order to benefit fully from training high-flyers as the senior managers of the future, firms must actually address the development of all managers who will be supporting the high-flyers. Without this, managers will not be in a position to give appropriate advice. And when eventually the high-flyers do move on, new ones will be needed to replace them. The next challenge will be to find a new generation of high-flyers.
查看完整题目与答案
【多选题】下列属于大学生情绪反应是()
A.
焦虑
B.
退行
C.
固执
D.
攻击
查看完整题目与答案
【简答题】钢构件起吊方法可采用 _______ 、 ________ 、递送法。
查看完整题目与答案
【单选题】To gain the benefits of budgeting __________ must understand and support the budget.
A.
management at all levels
B.
customers
C.
suppliers
D.
All of these answers are correct.
查看完整题目与答案
【单选题】高处作业时,人离开地面愈(),愈会恐惧。
A.
低
B.
矮
C.
高
查看完整题目与答案
【多选题】电信服务质量指标体系建立的意义有( )。
A.
确保所有用户平等享受最基本质量的电信服务
B.
为管理机构的监管活动确定了明确的测评和监管指标
C.
有利于推动电信业务经营者改善服务质量
D.
有利于减少市场竞争
E.
有利于发挥社会监督的作用
查看完整题目与答案
【单选题】在心理学上，蝴蝶效应表现为一种不同于普通的连锁效应的、因果性不明显的情绪反应和行为。其症状表现为：由于之前发生的一些不顺利，而开始心情烦躁，在压抑和郁结状态中，小的情绪波动渐渐在心底形成轩然大波，最终以不可预见的狂躁模式爆发出来。时间累积得越久，崩溃的后果越不堪设想。 根据上述定义，下列属于蝴蝶效应在心理学上的表现的是：
A.
某甲高考失败，经过一段时间的消沉后决定复读
B.
某乙与邻居发生口角，后来越想越气，无处发泄，某日看到一条狗，拿起棍子就将其打死
C.
某丙因被别人嘲笑而感到难过，在听了朋友的劝解后决定不去理会
D.
某丁与女朋友分手后，一直烦闷压抑，甚至酗酒度日，最终在一次醉酒后发生车祸，住院疗养
查看完整题目与答案
【单选题】Decide whether the following statement is TRUE, FALSE or NOT GIVEN according to the text. TRUE if the statement agrees with the information FALSE if the statement contradicts the information NOT GIVEN...
A.
True.
B.
False.
C.
Not given.
查看完整题目与答案