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ICE Princess25 [194]
3 years ago
15

To manufacture 3,000 pairs of sandals in a week, a firm can use 3,600 workers and 135 machines or 270 machines and 3,300 workers

. Which method is more technically efficient? Both are equally efficient Neither could be considered efficient 270 machines and 3.300 workers 3,300 workers and 270 machines is considered economically efficient as well as technically efficient 3,600 workers and 135 machines
Business
1 answer:
Goryan [66]3 years ago
3 0

Answer:

3,600 workers and 135 machines is more technically efficient.

Explanation:

a. For 3,600 workers and 135 machines

Worker technical efficiency = 3,600/3,000 = $120%

Machine technical efficiency = 135 / 3,000 = 4.50%

Average technical efficiency = (120% + 4.5%) / 2 = 62.25%

b. For 270 machines and 3,300 workers.

Worker technical efficiency = 270/3,000 = $9%

Machine technical efficiency = 3,300 / 3,000 = 110%

Average technical efficiency = (9% + 110%) / 2 = 59.50%

Conclusion

Since the average technical efficiency of 62.25% is higher than 59.50%, 3,600 workers and 135 machines is more technically efficient.

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Create a minimum of 10 questions that you will ask your potential marketing client in order to be able to create and develop an
vitfil [10]

Answer:

1. Are you advertising to a specific group of people/ Who is your target audience?

2. How would you reach out to that audience/What emotions are you trying to trigger within their minds?

3. How would you justify your prices?

4. Is your idea viable in the current market?

5. How would you differentiate your goods and services from any other similar products in the industry?

These are just examples. Hope this helps!

8 0
3 years ago
g How would you define the role of human resources in your organization? How does it compare with the information in this week's
emmasim [6.3K]

Answer:

Hello, you didn't attach the readings referenced in the question, so I'd give you a robust response that would speak to any scenario.

A) The role of Human Resources in my organization is very crucial to the attainment of that company's organizational objectives.

Here's why.

Business goals and strategies, no matter how excellently designed, cannot execute themselves. Human capital is required to drive them. Even in the age of Artificial Intelligence, there is a need to provide such a system with the type and quantity of data that it requires to deliver at the level required of it.

Human Resource executives are people who are disciplined by virtue of rigorous processes to identify and resolve problems associated with having Human Capital.

These include but are not limited to

  • Recruitment
  • Learning and Development
  • Compensation and Benefits
  • Compliance with Labour Law
  • Analytics and Metrics based Performance Management
  • Insurance/Assurance
  • Employer Brand Management
  • HR Planning

Getting it wrong with any of the above could prove detrimental to the health of any organization regardless of how excellent the products or services are.

Recruitment for instance has to do with attracting the right person for the right role at the right time and at the right cost to the company.  If the wrong person was hired, it always comes with a lot of cost such as:

  • Cost of replacement
  • Time lost
  • Cost in some cases related to reputation management
  • Cost of training the new employee
  • Energy expended in managing employee morale etc
  • The wrong person can in extreme cases cripple an organization by either intentionally or inadvertently exposing it to huge liabilities

B) The role of the HR personnel is increasingly becoming advanced and integrated into other business areas such as Insurance and Assurance. HR personnel are now required to understand Life Insurance Products as well as how the Health Management System works.

Labor Law is another critical aspect of the HR process. Labour law itself is evolving as the world increasingly becomes smaller via the use of technology. Remote jobs mean that companies can now leverage technology to employ someone from a different time zone, a different set of Labour laws, and different cultures because it makes economic sense to do so. The HR must now come to grasp the new understanding that it takes to ensure that the Human Capital remains optimized, in the face of these rapid changes.

In addition, Artificial Intelligence is changing the role of the Human Resource executive as regards succession planning. It is no longer feasible to plan 10 years ahead into the future because the rate at which technology is taking over jobs with ease, delivering at unprecedented levels of effectiveness and efficiency (that is, high output at relatively lower costs) is amazing and scary at the same time.

Rather than groom people to take over from people, the HR personnel is now presented with the problem of helping people stay relevant within the system by ensuring that they add skills that are required in the ever-changing universe of the Labour Market.

C) Supervisors and Managers need HR to make the most of their careers. They can do this by sharing information regularly especially with regard to the challenges they face in their work as managers and supervisors as well as their personal growth track.

The reason is this: HR is trained to see differently. Their job is to maximize the efficiency of those who do the job regardless of their status or cadre.

The Job of the HR is to identify and solve these type of problems. Isolating one's self from the benefits of the HR's office is detrimental and not otherwise.

Cheers

3 0
3 years ago
Most child care providers will never find themselves caring for a child with asthma.
madam [21]

The correct answer is False

Explanation:

Child care providers are usually professionally prepared individuals who take care of children, this includes teachers, babysitters, nannies, counselors, etc. Additionally, child care providers can work in specific institutions such as schools or take care and supervise children in the child's home. In most cases, being a child care provider implies dealing with different children and therefore different personalities, needs, and conditions.

Due to this, it is common child care provides find themselves caring for a child with conditions such as measles, food allergies, bronchitis, and even asthma. In the case of asthma, this is can be found in around 10% of children, and therefore it is not extremely uncommon child care providers had to take care of a child with asthma.

4 0
3 years ago
If julio ruiz has an income of $30,000, pays $6,000 in rent, $1,200 in utilities, and $5,000 in taxes per year, is disposable in
Taya2010 [7]
<span>Disposable income is defined as any and all income that one has less the taxes and other mandatory payments one must make. In Julio's case, this would be the $30,000 he has earned less the $5,000 he pays in taxes yearly. The rent and utilities would not be considered, leaving a disposable income value of $25,000.</span>
8 0
3 years ago
Madison Company issued an interest-bearing note payable with a face amount of $9,000 and a stated interest rate of 8% to the Met
castortr0y [4]

Answer:

zero

Explanation:

The activity in this scenario is fund raising/ issue note to a bank which is booked in financing activities, not in operating activities.

Thus we can said "there's no operating activity in Madison Company cash flow of 2016" if there's no other information.

7 0
3 years ago
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