Answer: This training program is an attempt to bridge the gap in adopting technical knowledge, language barriers and sharing best practice ideas of differences.
Explanation:
In this case, Manager Mr. Nathan has attempted to impart the training schedule for all employees working in the Network Inc. India is the land of diversified cultures and languages. By training the employees to learn the traditional values of the Indian countries. Languages actually reflect the ethics and social behavior originating from beliefs starting from the ancient civilizations of India.
The trainees will get an advantage to forgo the difference of gap in knowing technical expertise. The old ideas in any two Indian languages can teach some business tactics and can share the minute observation which can present in the business objectives. At the same time, the proof of linguistics basics can also be shared by learning old Indian Languages like Tamil and Sanskrit.
Answer:
No, they dont have to hold the 100%.
Explanation:
Because banks use the money deposited to make loans to other clients. By general rule the Commercial Banks are required to keep only the 10% of each deposit made in an account.
Answer:
correct option is B. $1,300
Explanation:
given data
loan = $65,000
pay = 2 points
solution
As we know normally point worth = 1%
and they pay 2 point so that
2 point = 2 % = 0.02
so pay at closing for the points will be
pay closing for the points = 0.02 × loan amount .....................1
pay closing for the points = 0.02 × $65000
pay closing for the points = $1300
so correct option is B. $1,300
Answer:
10.67%
Explanation:
Gecko Company
Gecko = Expected Earnings growth rate = 8% annually
As there are no Capital gains tax, thus after Tax returns = Pretax returns
= 8%
Expected Dividend yield of Gordon = 5%
After tax returns = 5(1-.25)
=5(0.75)
= 3.75%
Assuming the pay out ratio = 100%
Gordon’s required pretax return = 8/ (1-.25)
=8/0.75
= 10.67%
At pretax return of 10.67% on Gordon the after tax returns on both the stocks are equal.
Answer:
b. Organizational justice.
Explanation:
In reacting to the allegations that Google engages in "systematic compensation disparities against women" and the request of payroll records by the U.S. Department of Labor in 2017.
Google annually reviews pay levels and denies any disparities against women. In reviewing pay levels, Google's management is focused on organizational justice. The concept of organizational justice was first introduced by Greenberg in the year 1987.
Organizational justice is an organizational concept that describes an employee's perception of decisions, fairness, behaviors and actions with respect to how these employees are affected or influenced both psychologically and other wise at work.
Organisational justice deals with all workplace related activities, ranging from salary to relationships between superiors and their subordinates, equal rights, gender equality and even access to training and promotion.
For the purpose of trust, loyalty and progressive work attitudes, it is very important that organizations prioritize organizational justice.
Hence, if Google focuses on organizational justice, it will help to build trust and address the issue of pay level disparities among its employees.
