Answer:
The correct answer is C. An internal cost
Explanation:
An internal cost is cost the internal struggle that is going on within oneself. Unlike external cost, it is not paid through material things, rather it is paid by internal mental strategies.
This is an example of an internal struggle because the roommate cannot be categorized into a third party, and it is your internal struggle that you cannot focus while there is noise. For some people, noise helps to concentrate.
Therefore, it would be considered as the internal cost that you pay due to your roommate.
A Louisiana lease must be in writing to be valid at no time since written leases are not required in Louisiana. This is further explained below.
<h3>What is a lease?</h3>
Generally, lease is simply defined as a contract wherein one party transfers land, property, services, etc. to another for a defined length of time, often in exchange for monthly payments.
In conclusion, Since written leases are not needed in Louisiana, a verbal lease in Louisiana is legal at any time.
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Economic growth due to labor force expansion or capital investments will result in A rightward shift in long-run aggregate supply.
In general, economic processes occur as a results of increases within the production of products and services. Increased consumer spending, increased international trade, and businesses that increase their investment in capital spending can all impact the amount of production of products and services in an economy.
Because savings and investment increase the stock of capital, more investment in capital results in more economic processes. the quantity and quality of labor: As long as the capital per worker doesn't decrease, more labor results in more production.
A peak occurs when expansion reaches its climax. With an outsized sum of demand for goods, inflation occurs where costs begin to extend. Human capital affects economic processes and might help to develop an economy by expanding the knowledge and skills of its people.
Broadly speaking, there are two main sources of economic growth: growth within the size of the capital investments workforce and growth within the productivity (output per hour worked) of that workforce.
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As per the given scenario, the Germany nation has a comparative advantage in producing corn.
<h3>What is comparative advantage?</h3>
Comparative advantage is when one country can produce a good at a lower cost in terms of other goods.
As Germany can produce 6 bushels of corn and the united states can produce 3 bushels of corn in a set period, Germany has a comparative advantage in producing corn.
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Industry-wide connections. Specialist job recruiters virtually know all business leaders in their industry who are relevant to talent recruitment. In particular, sales recruiters know which specific enterprises (and their associated decision-makers) have an urgent need for fresh sales talent. They also know which sales leader or which sales organization have ample leg room (wait, a new series B funding?) to hire exceptional sellers even when the actual need in terms of headcount has yet to materialize. They are even aware of open jobs that stay under the radar. These HR veterans know exactly who to call up and how to engage these people with the aim of creating recruitment opportunities and completing a hiring cycle.
Domain knowledge. Tech recruiters know the fundamental aspects regarding the human component of technology development just as sales recruiters know which skills are in high demand among sales teams; and how people can proactively fit into the selling process. They know account-based, social, solution-based, and other methods of selling; and which type of selling credentials or experience matches each framework. Specialist job recruiters under retainer arrangement with top brands know the corporate culture and preferred worker personas of the companies they serve. This insider knowledge enables sales recruiters to orchestrate the best and longest lasting people-job matches in the industry.
Time-saving. Because sales recruiters operate with surgical precision, both employers and job seekers who use their services save considerable amount of time compared to casting very wide nets using traditional ways of job search. Sales recruiters unburden employers from the task of creating a shortlist of good candidates. They also help job seekers avoid doing multiple interviews for each company they apply to by simulating the filtering effect of the interview process for them.
Trust. Top sales recruiters know the terrain and the dynamics of what they are doing such that they consistently deliver acceptable outcomes. This reliability builds trust, especially among hiring managers who are often beset with hundreds of diverse resumes that require long, tedious hours of diligent review just to sift a few good candidates from hordes of unqualified applicants. Job seekers handled by leading sales recruiters get extra mileage on their application, as a result of employer trust.
Passion/driven to perform. Aside from being experts, specialist job recruiters are passionate about their role and are driven to perform because outcomes dictate their profitability. Like sales professionals, for example, sales recruiters need to “close winning deals” between a company and a sales applicant. The more such deals they close, the better their revenue and reputation get. That means you can expect job recruiters to share the responsibility of job-hunting for you.
Cost-effective (for job seekers). Some sales recruiters do not charge fees from job seekers up front. That means sales professionals can seek help from multiple job recruiters without paying anything until they successfully land a job. However, payback happens upon any successful onboarding. Some recruiters — especially those focusing on the C-suite — which provide premium services do require payment at the onset. Nearly all job recruiters charge participating employers for their specialist services, either via a retainer, contingency, or other types of arrangement.
Good hand in the negotiation table. Job recruiters have excellent negotiation skills, developed from years of balancing employer, job seeker, and sales recruiter priorities (they make money by playing off the relative values being exchanged by jobseekers and employers). These negotiation skills sometimes result to better compensation packages for jobs seekers but not always.
Game-changing career advice. Some specialist job recruiters provide crucial career advice for free. Because they need to close acceptable deals with employers, they need to prime all talents under their care for every hiring challenge ahead. As domain experts, they know which skills, certifications, or credentials a job seeker needs to successfully land a particular sales role. They even advise applicants on how they should behave and answer questions during interviews.
