Answer:
Olympia Autos Inc. and Vaca Autos Inc.
This merger scenario illustrates the power of synergy.
Explanation:
Synergy is achieved with Olympia Autos Inc that has technological competencies, merging with Vaca Autos' marketing capacities. This enable the two entities to achieve more as one than they could have achieved individually. By capturing a larger market share, the two entities have shown that the combination of resources in pursuit of some common objectives is more beneficial than separate efforts.
Answer:
B). A lot of ongoing communication is involved when executing a plan.
Explanation:
The second statement regarding 'a lot of ongoing communication is involved when executing a plan' is the most correct regarding the implementation of marketing objectives. <u>Effective communication is the most significant key to ensure that the plans are timely and efficiently executed, the tasks are divided and coordinated significantly, and the desired goals and objectives are achieved successfully</u>. Thus, <u>option B</u> is the correct answer.
Answer:
Sales Revenue 212,000
Variable Cost (63,000)
Rent Expense (43,000)
Depreciation Expense (23,000)
Income before taxes 83,000
Income tax expense <u> (16,600) </u>
Net Income 84,800
Cash from operating activities 107,800
tax-shield from depreciation 4,600
Explanation:
Cash flow from operations (indirect method)
net income 84,800 + depreciation expense = 107,800
The depreciation provides a tax shield as they are an accounting concept. The depreciation expense did not involve the outflow of cash but, it is a taxable deduction therefore generates a tax-shield.
23,000 x 20% = 4,600
Answer: Cause or no cause took place
Explanation: There are various steps taken to determine whether there is reasonable cause (evidence exists that workplace discrimination occurred) between employees took place. The EEOC will investigate this situation by applying the following procedures:
1. The EEOC investigator will request that the charging party and the organisation provide information on the situation. The investigator will then go through this info and make a recommendation on if reasonable cause does exist.
2. If the EEOC investigator determines that reasonable cause exists, then this investigator will issue a letter of determination stating this fact, to all parties involved. All the parties including the investigator will then discuss how to resolve this charge through a process known as conciliation.
3. If however it is determined that reasonable cause for workplace discrimination did not take place, then the investigator will issue the charging party and the organisation with a dismissal and notice of rights document. This document stipulates that the charging party has 90 days to file a lawsuit in federal court if he/she decides to take further action against the organisation.