Answer:
$3,800
Explanation:
The computation of the after-tax benefit is shown below:
= Annual dinner club membership cost - annual dinner club membership cost × her marginal tax rate
= $5,000 - $5,000 × 24%
= $5,000 - $1,200
= $3,800
We simply deduct her tax expense from the annual dinner club membership cost so that the accurate amount can come.
All other information which is given is not relevant. Hence, ignored it
Answer:
$0.26
Explanation:
diluted earnings per share (EPS) = (net income - preferred dividends) / (weighted average outstanding shares + diluted shares)
net income = $330,000
preferred dividends = 2,000 x $500 x 8% = $80,000. Since the preferred stocks are convertible, they will be considered diluted shares. Therefore, no preferred dividends will be included in the calculation.
weighted average outstanding shares:
- January 1 = 700,000 x 12/12 = 700,000
- March 1 = 200,000 x 10/12 = 166,666.7
- total weighted average = 866,666.7
diluted shares = 2,000 preferred stocks x 200 = 400,000
diluted EPS = $330,000 / (866,666.7 + 400,000) = $0.260526247 ≈ $0.26
Answer: None of the above
Explanation:
None of the options seem to be correct.
Stakeholder is the people who are interested in the the decision made by an organization. When a change takes place in an organization, the stakeholders are affected by such change. Stakeholders include board, managers, shareholders, workers etc.
The first option is wrong as stakeholders are incidental to the change process. They're always ever present in the change process.
The second option is wrong as well. Some stakeholders are decision makers and can influence the potential outcome of organizational restructuring. e.g board etc.
The third option is also incorrect. This is because stakeholder expertise in managing change should be considered by change leaders in the planning of adaptable organizational structures. Some stakeholders are expertise in change management and their knowledge is needed when there is planning of adaptable organizational structures.
That means we're left with only the Fourth option which is the right answer.
Answer:
A group bonus system
Explanation:
In relationship-oriented cultures, group bonuses are very common, and they are not like the regular yearly bonuses given out at Christmas, specially in Japan. In Japan, there are two bonuses per year, one paid during mid-year and the other one at the end of the year. These bonuses can amount to 3-6 months worth of salary, but they are also paid to the whole group of workers. That means that either everyone in the team gets a bonus or no one does.
Relationship-oriented cultures are based upon the well being, motivation and satisfaction of the whole team.
