Based on the information provided:
Gross income is $486,000
Fixed expenses: $300,000
Variable expenses: $150,000
To find the percentage of gross profit first figure out the difference between the gross income and expenses which is: $486,000 - $300,000 - $150,000 = $36,000 then divide the gross income by the profit 486,000/36,000 and the answer is 13.5%.
Answer:
B. product
Explanation: the unusual ingredients are part of the product.
Answer:
Option (D) is correct.
Explanation:
1.We use the formula:
where
A=future value
P=present value
r=rate of interest
n=time period.
![A=1,060[(1.12)^{2}+(1.12)^{1} + 1]](https://tex.z-dn.net/?f=A%3D1%2C060%5B%281.12%29%5E%7B2%7D%2B%281.12%29%5E%7B1%7D%20%2B%201%5D)
= 1,060 [1.2544 + 1.12 + 1]
= 1,060 × 3.3744
= $3,576.864
Therefore, the amount of $3,576.864 will Ashley have to buy a new LCD TV at the end of three years.
(b) Future value of annuity due = Future value of annuity × (1 + interest rate)
= $3,576.86(1 + 0.12)
= $3,576.86 × 1.12
= $4,006.08
She will save around $4,006.08
Answer:
Part 1).
The behavior that I am most involved in amplification, forecasting and persuading in the office is motivation between the team followers and staffs.
One the key persistence of association behavior is to manage staffs efficiently. This means that the employee administration is a large part of OB. In doing that administrations need to employee competent personnel and make sure they are sufficiently motivated. While the motivation can be of diverse types (internal and external), the administration of the motivation is what makes staffs efficient and creative. Thus in order to achieve effectiveness and productivity on association level, I believe it is significant to manage worker motivation efficiently.
There are various representations that can be used for this determination. For example, Maslow’s hierarchy, Herzberg’s’ theory, etc.
Part 2).
One of the significant steps to eliminate biases and preconceptions is to admit their presence and to vigorously avoid them. The staffs should receive discernment and diversity training on a regular basis. In addition to this stages of possible judgement/bias such as signing, raises, task, etc. needs to be totally objective. The valuation of staffs or possible personnel should follow objective procedure and assessment criteria.
This should allow plummeting, if not removing, the bias and judgement in the day to day process of the team and the association.
