$5,040 since Irene earned nearly earned about $4,800 less than what she would be making if she did not make her early withdrawal.
Answer: The answer is D. The price of gasoline rises due to rising oil prices
Explanation: microeconomist study is based on the interaction of individuals or firms in an economy, rather than aggregate economic factors that affect a nation as a whole. Examples are inflation rate, unemployment rates, Per capital income, GDP etc
Answer:
This statement is False
Explanation:
Operational inefficiencies do not occur because accounts unique to many concurrent transactions need to be updated in real time. There are many reasons for operational inefficiencies occur as a result of factors such as improper planning, poor scheduling, poor supervision and quality control, and other factors.
Answer:
Current dividend per share paid (Do)
= <u>Total dividend </u>
No of shares outstanding
= <u>$1,600,000</u>
1,000,000 shares
= $1.60 per share
Current market price = $31
Growth rate = 8% = 0.08
Ke = Do<u>(1 + g)</u> + g
Po
Ke = $1.60<u>(1 + 0.08)</u> + 0.08
$31
Ke = 0.1357 = 13.57%
Interest rate on borrowing (Kd) = 10%
Tax rate (T) = 40% = 0.40
WACC = Ke(E/V) + Kd(D/V)(1-T)
WACC = 13.57(65/100) + 10(35/100)(1 - 0.4)
WACC = 8.82 + 2.10
WACC = 10.9%
The correct answer is A
Explanation:
In this case, we need to calculate cost of equity. The cost of debt has been given, which is the interest rate on long-term borrowing (10%). Since the debt proportion in the capital structure is 35% and equity proportion is 65%, it implies that the value of the firm is 100%. Then, WACC is the aggregate of cost of each stock and the proportion of each stock in the capital structure.
Answer:
There is no reason not to include these process measures in the employee performance evaluations.
The method of appraisal which is being deployed here is very result-oriented rather than task-oriented. Result-oriented performance appraisals help employees to focus on the result while carrying out their task. When setting these objectives, employer and employee usually agree to the terms during a joint consultative session.
Instead of measuring how much work has been done, it measures how much the employees has contributed to the desired effects for which the work was created.
In management parlance, this type of performance measurement/appraisal is called: Management by Objectives methods of Performance Appraisal.
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