How much less than your brother will you have to deposit today is $1,820.78.
First step
Future value = Present value × (1 + interest rate)^number of years
$28,500 = Present value × (1 + 0.105)^14
Present value= $28,500 ÷ 1.105^14
Present value= $28,500 ÷ 4.04642869977
Present value=$7,043.25
Second step
Future value = Present value × (1 + interest rate)^number of years
$28,500 = Present value × (1 + 0.087)^14
Present value= $28,500 ÷ 1.087^14
Present value= $28,500 ÷3.21524163645
Present value=$8,864.03
Third step
Deposit today=-$8,864.03-$7,043.25
Deposit today= $1,820.78
Inconclusion how much less than your brother will you have to deposit today is $1,820.78.
Learn more about present value here:brainly.com/question/15904086
An elastic products prices are responsive to changes in demand. Generally, the necessity of the product is related to it's elasticity. For example, insulin is essential for diabetics, so the price is extremely inelastic—people will pay any amount because it is a life or death situation. The price of a new MP3 player can be inelastic, especially because results show that people want the newest thing, and will pay more if it works better than the previous model. Additionally, the price of "scalper" tickers to the World Series will increase by demand, but they will still sell regardless. The price of dairy products, however, is rather elastic; this is because when the price rises, people switch to a cheaper brand. The difference between an inelastic and elastic product is that elastic products have substitutes, whereas inelastic products have no substitutes (or sometimes very few).
Answer: A. the price of dairy products
hope this helps :)
Answer:
For best administration rehearses one can follow these:
1) Build a solid, qualified directorate and assess execution: Boards should be contained executives who are learned and have inclination applicable to the business and are qualified and prepared and have solid ethics and trustworthiness, contrasting foundations and scopes of capacities, and sufficient time to concentrate on their commitments. How might you fabricate – and keep – such a Board?
- Perceive holes in the current boss enhancement and the perfect characteristics and qualities, and keep an "ever-green" overview of reasonable possibility to fill Board opportunities.
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Most of chiefs should be self-sufficient: not a person from the board and with no prompt or underhanded material relationship that could interfere with their judgment.
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Develop a drew in Board where chiefs pose inquiries and challenge the executives and don't just "versatile stamp" the board's suggestions.
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Teach them. Give new executives a direction to acquaint them with the business, their commitments and the Board's desires; spare time in Board social events for on-going training about the business and administration matters.
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Routinely overview Board commands to survey whether Directors are fulfilling their commitments, and embrace important assessments of their exhibition.
2) Define jobs and obligations: Set up away from of duty among the Board, Chair, CEO, Executive Officers and the board:
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Make created orders for the Board and each warning gathering setting out their commitments and accountabilities.
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Operator certain duties to a sub-social affair of boss. Typical committees include: survey, appointing, compensation and corporate organization sheets of trustees and "extraordinary boards" molded to evaluate proposed trades or openings.
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Make formed position depictions for the Board Chair, Board warning gatherings, the CEO and authority authorities.
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Separate the jobs of the Board Chair and the CEO: the Chair drives the Board and promises it's acting in the association's long stretch inevitable advantages; the CEO drives the board, makes and executes the business framework and reports to the Board.
3)Emphasize trustworthiness and moral managing: Not solely should administrators articulate hopeless circumstances and keep away from settling on issues in which they have an interest, be that as it may, a general culture of honesty in business managing and of respect and consistency with laws and courses of action unafraid of recrimination is essential. To make and build up this culture:
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Get a beyond reconciliation circumstance approach, a code of business lead setting out the association's requirements and strategy to report and oversee opposition, and a Whistle-blower game plan.
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Make someone obligated for oversight and the leading group of these game plans and strategy.
4) Evaluate execution and settle on principled remuneration choices. The Board should:
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Set boss' charges that will attract sensible up-and-comers, in any case, won't show up of conflict in an official's opportunity or arrival of her commitments.
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Develop quantifiable execution centers for legitimate authorities (checking the CEO), routinely overview and assess their presentation against them and tie remuneration to execution.
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Develop a Compensation Committee contained self-governing boss to make and direct authority pay plans (checking esteem based ones like speculation opportunity plans).
5) Engage in powerful hazard the executives: Organizations should reliably perceive and assess the dangers they face, including monetary, operational, reputation, biological, industry-related, and genuine dangers:
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The Board is obligated for the imperative activity in setting up the association's hazard strength and building up a framework and clear accountabilities for overseeing hazard. It should routinely review the sufficiency of the structures and controls the executives sets up to recognize, assess, ease and screen chance and the ampleness of its revealing.
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Boss are careful to appreciate the present and rising short and long stretch dangers the association faces and the show recommendations. They should challenge the executives' assumptions and the adequacy of the association's hazard the executives methodology and techniques.
Answer:
D. A price that fits comfortably in your budget
Kurt Lewin developed a change model that talks about creating a perception in the mind of the people that a change is needed,then taking adequate steps to bring about that change and then standardizing the new mindset .
Explanation:
Priya is exhibiting the First stage (Unfreezing)of Kurt Lewin change model.
There are three stages of Kurt Lewin Model:
- Unfreezing:This stage talks about changing the mindset of the people by helping them understand why change is required
- Changing:Taking appropriate steps to bring about the change.In this stage people resist the change because they are in a state of confusion and are very unsure about the change.
- Freezing:This stage involves freezing the changes that have taken place.A stage where the changes have been standardized
In the Beginning of the video Priya is talking about bringing the change ,by asking the colleagues to imagine "a world where you never have to wait in line for your groceries again!"
