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Lady bird [3.3K]
1 year ago
14

Let's say that you choose to buy bread in a grocery store. According to the marginal benefit and marginal cost principle, how ma

ny loaves of bread will you purchase if you know the following:
A loaf of bread costs $2.00. Each dollar is worth 100 utils to you (so $2 is worth 200 utils). The first loaf of bread gives you 400 utils of satisfaction. The second loaf of bread gives you 320 utils of satisfaction. The third loaf of bread gives you 280 utils of satisfaction. The fourth loaf of bread gives you 220 utils of satisfaction. The fifth loaf of bread gives you 160 utils of satisfaction. The sixth loaf of bread gives you 30 utils of satisfaction. The seventh loaf of bread gives you no more additional utils.

1. Four loaves.
2. One loaf.
3. Three loaves.
4. Two loaves.
5. Six loaves.
6. Five loaves.
7. Seven loaves.
Business
1 answer:
snow_lady [41]1 year ago
8 0
Six is your answer because if it cost $2.00 and you have 4 it makes sense
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Merck, a pharmaceutical company, has taken thousands of drugs through the federal approval process and so can do it more cost ef
melomori [17]

Answer:

learning effects

Explanation:

Learning effects: In economics, the term "learning effects" is described as the process through which specific education is considered as increasing productivity and therefore results in producing higher wages. It gives an insight to the company to develop some competitive advantage by decreasing some of the production costs. However, the employees are focused on working more efficiently, decrease in the number of wastes and defects on several products.

In the question above, the given statement signifies the leaning effects.  

4 0
2 years ago
Makers Corp. had additions to retained earnings for the year just ended of $285,000. The firm paid out $180,000 in cash dividend
bogdanovich [222]

Answer:

Price-Earning ratio = 6.42

Price to Sales Ratio = 1.35

Explanation:

Earning for the year = $285,000

Common stock outstanding = 150,000 shares

* Price has not been given in the question. Assuming $70 is the market price of the share.

1.

Earning per share =  Earning for the year / Common stock outstanding

Earning per share = $285,000 / 150,000 = $1.90 per share

Price-Earning ratio = $7 / $1.90 = 6.42

2.

Price to Sales Ratio = Price / Sales = $7 / $5.19 = 1.35

5 0
2 years ago
Natasha has $1000 to open a checking account. She can maintain a monthly balance of $600. She also has a savings account at the
Leokris [45]

Answer:

Account A

Explanation:

I just took the quiz.

6 0
2 years ago
Read 2 more answers
Depreciation Methods On January 2, 2018, Skyler, Inc. purchased a laser cutting machine to be used in the fabrication of a part
crimeas [40]

Answer:

Instructions are listed below.

Explanation:

Giving the following information:

The machine cost $120,000, and its estimated useful life was four years or 920,000 cuttings, after which it could sell for $5,000.

Each method has a different formula. In the straight-line depreciation, each year's depreciation expense is the same. On the other hand, double-declining balance depreciation expense declines with the years. While the units of production method, depreciation expense varies according to use.

A) Straight-line:

Annual depreciation= (original cost - salvage value)/estimated life (years)

Annual depreciation= (120,000 - 5,000)/4= $28,750 per year

B) Double declining balance:

Annual depreciation= 2*[(book value)/estimated life (years)]

Year 1= 2*(115,000/4)= 57,500

Year 2= 2*[(115,000 - 57,500)/4]= 28,750

Year 3= 2*[(57,500 - 28,750)/4]= 14,375

Year 4= 2*[(28,750 - 14,375)/4]= 7,187.5

C) Units of production:

Annual depreciation= [(original cost - salvage value)/useful life of production in units]*units produced

Year 1= [(115,000)/920,000]*200,000= $25,000

Year 2= (0.125)*350,000= 43,750

Year 3= 0.125*260,000= $32,500

Year 4= 0.125*110,000= $13,750

6 0
1 year ago
Think about the ideal job that you would like to obtain after graduation. Describe this job, the kind of manager you would like
marusya05 [52]

Answer:

Please find the detailed answer as follows:

Explanation:

1. Expectancy is an individual's recognition of the degree to which exertion will bring about a specific degree of execution. Instrumentality is an individual's discernment about the degree to which execution at a specific level will bring about the accomplishment of results. Valence alludes to how alluring every result accessible from an occupation or association is to an individual. High anticipation is the conviction that a significant level of exertion will bring about an elevated level of execution. High instrumentality is the conviction that a significant level of execution will bring about the achievement of wanted results.

High valence is emotional and alludes to inclinations for specific results over others. Managers can impact levels of anticipation, instrumentality, and valence. High anticipation can be empowered by communicating trust in representatives' capacities, holding workers to elevated requirements, and giving representatives self-rule and duty. Chiefs can likewise furnish workers with preparing to guarantee mastery required for the elite. High instrumentality can be urged by connecting execution to results and unmistakably imparting this linkage to all workers. Directors additionally need to figure out which results have high valence for authoritative individuals and ensure that those results are given when individuals perform at a significant level.

2. A referent is somebody to whom the examination is made to decide whether treatment is impartial. A referent could be someone else or a gathering of individuals who are seen to be like themselves. The referent could likewise be an individual from a past activity or one's assumptions regarding what result/input proportions ought to be. Workers feel impartially treated when they feel that their result/input proportion is equivalent to a referent's result/input proportion. Value has to do with reasonableness of results comparative with inputs.

Supervisors can assist representatives with feeling impartially treated by ensuring that the individuals who contribute numerous information sources are remunerated with a bigger number of results than the individuals who contribute fewer data sources. In the event that an individual changes one part of their proportion, the director should ensure that the opposite side of the proportion changes too. In the event that sources of info increment, results should increment. On the off chance that sources of info decline, results should diminish also.

3. An objective is a thing that an individual is attempting to achieve through their endeavors and conduct. The objective setting hypothesis proposes that to bring about high inspiration and execution, objectives must be explicit and troublesome. Objectives are normally quantitative, for example, a measure of product sold, or time expected to complete a venture.

Directors might be altogether answerable for defining objectives, or workers may take an interest in the definition of objectives to guarantee acknowledgment and duty to the objectives. Notwithstanding whether explicit, troublesome objectives are set by administrators, laborers, or both together, they lead to elevated levels of inspiration and execution. Administrators additionally add to the objective setting by giving criticism about how representatives are getting along. This input enables the two administrators and representatives to decide progress and causes them to reconsider objectives when essential.

4. A need is a requirement or necessity for endurance and prosperity. Maslow distinguished five essential sorts of requirements: physiological, wellbeing, belongingness, regard, and self-completion needs. Maslow recommended that individuals contrast in what needs they are attempting to fulfill at work. Herzberg concentrated on two components: helper needs identified with the idea of the work, and cleanliness needs identifying with the physical and mental setting in which the work is performed.

Directors can assist representatives with satisfying their needs at work by figuring out which needs an individual is attempting to fulfill at work. It is the chief's obligation to guarantee that the individual gets results that help to fulfill those necessities when the individual performs at an elevated level and enables the association to accomplish its objectives. By doing these things, directors can persuade workers to perform at a significant level. Directors need to adjust the interests of individual individuals to the interests of the association in general. Likewise, Herzberg's model stresses the differentiation among inherent and extraneous inspiration, which is significant for administrators to consider in structuring and advancing employments.

3 0
2 years ago
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