If a work center exceeds their normal 40-hour workweek by 30 minutes per day, which factor is applied instead of adding additional manpower?

The concept of overtime applies when a work center exceeds its standard 40-hour workweek. In this scenario, if employees are working 30 minutes extra each day, this additional time worked typically qualifies as overtime, as it surpasses the regular hours set for the workweek.

Overtime pay is often activated when employees work beyond the normal hours, which compensates the workers at a higher rate for the extra time put in. This approach allows the organization to manage workloads without the immediate need to hire or assign new personnel, which can be more resource-intensive and may not be necessary for the short duration of additional work required.

Other choices, such as overload and staff redistribution, do not directly address the specific factor that is applied in response to additional hours worked. While cost-cutting can be a broader strategy to manage resources, it does not specifically pertain to how additional work hours are compensated. Thus, overtime is indeed the most appropriate term to describe the situation where existing manpower is utilized for additional hours beyond the standard workweek.