The answer is Technical Director
In a software corporation, engineering firm, film studio, theater company, or television studio, for example, a technical director (TD) is typically a senior technical person. In a certain technical subject, this person typically possesses the highest level of ability.
In software development, a technical director is typically in charge of managing technical risks and opportunities, key software design and implementation decisions made in collaboration with the development teams, task scheduling that includes tracking dependencies, managing change requests, ensuring the quality of deliveries, and educating the team on technical best practices.
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Answer:
48.00%
Explanation:
For computing the debt to capital ratio, first we have to determine the equity value and debt value which is shown below:
Equity value = Number of outstanding shares × stock price per share
= 5.2 million shares × $12
= $62.4 million
We know,
Total capital = Debt + equity
$120 million = Debt + $62.4 million
So, the debt would be
= $120 million - $62.4 million
= $57.6 million
Now the debt to capital ratio would be
= $57.6 million ÷ $120 million
= 48.00%
Affects the rights of others.
The principal of rights theory says individuals should have the maximum freedom and rights and those are only limited if the rights would infringe on rights of other people
<span>Bring in the psychological aspects of healing and good health behavior for patients.</span>
Manager who subscribe to Theory X believe that people are naturally lazy and uncooperative and therefore must either be rewarded or punished to be made productive to achieve the target.
Theory X and theory y are two theories of human motivation and management created by Douglas McGregor based on the works of Abraham Maslow and demonstrate opposing models of workforce motivation. Theory X works on the assumption that the typical worker is unambitious, selfish, uncooperative and avoids responsibility, unintelligent, lazy, and that their main motivation is a steady income.
Managers who employ these assumptions tend to use a reward/punishment system as a motivator and expect increased efficiency with a hands-on approach. Under this type of management, individuals are more likely to directly receive a negative or positive outcome and are considered to be most effective in a workforce with low-performance motivation. A workplace that involves assembly lines or manual labor is ideal for this managerial style.
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