The third function explains that money is a medium of exchange. It means that it is better to use the money used in the country itself to gain better service because it would provide better protection. Costumers would be more satisfied if the business would accept the money they have and it would be safer and mutually good for both if the customer would transact using the currency country's currency.
Source: https://www.stlouisfed.org/education/economic-lowdown-podcast-series/episode-9-functions-of-money
Answer: Our group will suggest strategy of Contraction of product mix
<u>Explanation:</u>
Our group will suggest a contraction of the product mix strategy. As per this strategy, we can eliminate one or more product lines or product items from the product mix. This will contract our product mix. The products like medical uniforms and women jeans which are having no sale and are not profitable now can be eliminated.
A company can target the customer for those products which are still in the product mix.
Answer:
A. skills-based diversity training
Explanation:
Based on the information provided within the question it seems that Phillip is using skill based diversity training in this scenario. This refers to a training approach that focuses on dealing with diversity in multiethnic workforces and providing the necessary skills to solve various types of problems within them. Which is exactly what is happening in this situation.
Answer:
2
Explanation:
According to the law of demand, the higher the price, the lower the quantity demanded and the lower the price, the higher the quantity demanded.
If the price of the ticket is reduced, the quantity demanded would increase
If on the other hand, prices are increased, the quantity demanded would reduce.
<span>The correct answer is that it depends on the specifics of the incentive plan. A general incentive plan that is not linked directly to productivity will typically become old news to staff within a few years. What was once an incentive will become familiar and may be viewed as an entitlement as staff start looking for the eternal "what's next?".
An incentive directly linked to some kind of productivity (e.g. hours worked) will have a far longer shelf life (though this will, of course, vary by employee). In this scenario the ongoing incentive remains year over year (e.g. the hours of overtime worked in the previous year will have no bearing on the current year so if you want a similar result you will need to maintain your effort whereas if you want a better result you will have to increase your effort).
All incentive plans, however, are subject to the rules of diminishing marginal utility to the employees and will diminish over time as the employee either becomes comfortable at a certain productivity level or becomes disenchanted by other factors.
In summation: an incentive plan, if designed properly, can work for a relatively long period of years though results may vary by employee as everyone is motivated by different things (though providing an alternative incentive to money may somewhat mitigate this additional potential problem).</span>
