The own-price elasticity of the soccer cones is -0.67
The computation of the own-price elasticity of the soccer cones is as follows:
We know that
The Elasticity of demand is
= (change in quantity ÷ average quantity) ÷ (change in price ÷ average price)
Here
Change in quantity = 14 - 10 = 4
average quantity = (14 + 10) ÷ 2 = 12
change in price = 3 - 5 = -2
average price = (3 + 5) ÷ 2 = 4
So,
The Elasticity of demand is
= (4 ÷ 12) ÷ (-2 ÷ 4)
= -0.67
Therefore we can conclude that the own-price elasticity of the soccer cones is -0.67
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The spread between the interest rates on bonds with default risk and default-free bonds is called the risk premium.
A default-free bond is a bond in which the bond issuer would not miss scheduled payments of either the coupon or principal. Bonds issued by the government are generally considered to be default-free. This is because the government can print money to make payments.
A bond with a default risk is a bond in which the bond issuer can miss scheduled payments of either the coupon or the principal. Bonds issued by private individuals are generally considered to be bonds with default risk.
Bondholders usually demand a compensation for holding bonds with a default risk. This compensation is known as risk premium.
Risk premium = return on bonds with default risk - return on default- free bond.
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Given that the logo of the brand is what makes people to buy when they see it, it is an example of a retrieval cue.
<h3>What is a retrieval cue?</h3>
This is the cognitive and the phsyical environment of a person that helps them to recall certain things.
The cue here helps people to but the brand of this drink because they have become so familiar with it.
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Answer:
they promote there company by advertising the product making commercial
In the context of employee selection, it can be inferred that Bruce is likely to employ an integrity test
.
<u>Explanation:
</u>
The integrity test is a particular kind of psychological test intended to assess whether the individual is trustworthy, truthful and reliable. The lack of integrity is related to fraud, crime, vandalism, disciplinary issues, and absences.
Two main categories of honesty assessments are covert (character-based) tests that assess features relevant to obedience to rules; and transparent measures that analyze a candidate's attitudes to different CWBs explicitly.
Integrity tests can sometimes be reasonable job performance measurements all in all. This isn't shocking, because honesty is strongly linked to perception, which is a strong indicator of overall employment success.
When tandem with cognitive skills tests, credibility assessments may provide considerable value to a selection process as others ' personality characteristics.
