Answer:
Lloyd
Gross pay for mid-October is $6,250.
Explanation:
a) Data and Calculations:
Annual base salary = $150,000
Bi-weekly base salary = $6,250 ($150,000/24)
ISO = 25 shares per month valued at $52.50 per share = $1,312.50
Bi-weekly ISO = $656.25 ($1,212.50/2)
Option exercise price = $0.10 per share
b) ISOs mean incentive stock options, which are performance-based compensations to company executives in the form of shares.
c) The calculation of the mid-October gross pay is based on the division of Lloyd's annual base salary by 12 months * 2 (24 mid-months).
<em>Answer:</em>
<em>B. Managers should not be held accountable for uncontrollable variances.</em>
<em>Explanation:</em>
<em>Performance reporting:</em><em> In project management, performance reporting is described as the electronic or physical representation of individuals work performance's information that is being intended to develop or generate specific actions, decisions, or awareness. In performance reporting, a manager intended to manage a specific project and everything related to would go as already planned. </em>
<em>Therefore, the manager is not responsible for something uncontrollable that occurs.</em>
<em></em>
Answer: 2 Apple Pies.
Explanation:
As you may well know, the OPPORTUNITY COST of doing something is the gain you would have gotten if you did an alternative.
In this scenario therefore we will be simply answering that Monica would have done if she wasn't making 1 loaf of bread.
Monica takes 2 hours to bake a loaf of bread and 1 hour to bake a pie.
So what would happen if Monica had 2 hours free because she didn't make a loaf of bread?
If it takes just an hour to make an apple pie, Monica now has 2 spare hours so she will be able to make 2 Pies.
Therefore Monica's opportunity cost of making a loaf of bread is 2 Pies.
Answer:
Explanation:
Decisions about the span of management and committees affects how decisions are made in the organization. These choices determine if there is an authoritarian structure or more of a democratic structure. Flatter structures give employees more decision-making authority.