Answer:
a. Plan I is better is we drive 300 miles in a day.
b. 150 miles.
Explanation:
a. if mileage is 300 then rental charges will be,
Plan I : $36 + 17 cents * miles
$36 + 0.17 * 300 = $41.10.
Plan II : $24 + 25 cents * miles
$24 + 0.25 * 300 = $99.00
Plan I total cost for 300 miles is $41.10 whereas Plan II total cost for 300 miles is $99.00. Plan I is better plan and cost effective.
b. For mileage (m) calculation we will use equation;
Plan I = Plan II
$36 + 0.17m = $24 +0.25m
0.25m - 0.17m = $36 - $24
m = $12 / 0.08
m = 150 miles.
Answer:
d. Non-state (non-governmental) actors, focused on profit
Explanation:
Non State actor can literally be defined as an organization that are not funded by the government.
Multinational Corporations (MNCs) and Transnational companies (TNCs) are organizations that have companies in several countries and are business oriented focused on making profit.
Therefore, Multinational Corporations (MNCs, sometimes called TNCs) are Non-state (non-governmental) actors, focused on profit
Answer:
The correct answer is B
Explanation:
Resources are used efficiently in the sunhat market because when marginal social benefit equals marginal social cost, total surplus is maximized. Thus, From the given four options only the option B is the correct option.
MSC = Marginal Social cost
MSB = Marginal Social Benefit
It is becuase in the competitive market, the quantity that is supplied in the market in same to the quantity which is demanded.
Answer: remain at the same level despite changes in production
Explanation:
The answer is psychological contract.
A broken psychological contract may occur when an employee believes that working extra would be naturally rewarded. This, however, may not be business policy. If the person is salaried, they may not be compensated for the extra hours worked.
Daily acts and remarks made in the workplace, as well as how they are interpreted by all parties involved, have an impact on the contract.
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In other words, it is a promise developed via regular workplace encounters in which the organization learns what is expected of each employee.
Psychological contracts evolve and adapt to the organizational working culture over time. However, they are generally difficult to change and can differ across individual party members and whole organizations.
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