Answer: True
Explanation:
To understand organizational markets, one must first realize that there are three main types of them: Industrial, reseller and government.
Industrial markets enable businesses to transact with each other. They trade raw materials and other goods to each other and process them to finished goods.
The reseller market does not involve any processing but rather firms buying from one and selling to another as middlemen.
The last market is the Government market. Any arm of government that purchases goods and services fall here including at local, state or federal level.
Based on the information given the number of shares outstanding after the split will be: 160,000 shares.
Using this formula
Outstanding shares=Current shares outstanding × Number of the split
Where:
Current shares outstanding =40,000 shares
Number of the split =4
Let plug in the formula
Outstanding shares=40,000 shares×4
Outstanding shares=160,000 shares
Inconclusion the number of shares outstanding after the split will be: 160,000 shares.
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Actually for this type of question simply take a picture
Yah and the and is use a calculater
Answer: C. Clip Art
Explanation: Apex Verified
<u>Solution and Explanation:</u>
The following would be the specifications of the training module for the cashiers:
1. There would be multiple modules consisting of the job responsibilities as refresher courses and at the same time, the new market conditions and additional job related things that they must be doing in the near future would be the other modules.
2. The key areas that the multi module training program would be focussing on would be, customer relationship training, system and data maintenance training, documentation and accounting module
3. The training intervention would be preferably on job and alongside there would be a mentor/coach allotted to the cashiers who are experts in the field preferably store managers and functional experts. For the system related modules, they would be having simulation based modules. Only during the non rush-hours there would be offline training and update sessions with respect to the progress made on their training and the productivity improvement they have achieved over the past week.
The incentives associated with the productivity improvement would be translated into incentivising the cashiers to take up the training modules. The weekly update on the productivity improvement and the progress in their training would inturn make them competitive in nature. While coming to why such distribution has been done with respect to the modules, essentially if we look at the job of the cashiers, it’s a round the clock job and they would lose out on precious working hours if the training is done on an offline basis.
The simulations would definitely help understand the process but the on job training would be the one that is standing out, as they would be continuing their task and at the same time, the result is right in front on them to experience and therefore the distribution of the modules to not stress them out and at the same time not losing out on their time as well.
