Answer:
10%
25.14 years
Explanation:
A financial calculator can be used to solve these problems
PMT = $-1,100
PV = $5,355.26
FV = 0
N = 7
Compute I = 10%
PMT = $-25,000
FV = $1,387,311
I = 6%
PV = 0
Compute N = 25.14 years
Answer:
Project A's payback period = 2.23 years
Project B's payback period = 3.3 years
Explanation:
project A project B
initial investment $290,000 $210,000
useful life 6 years 11 years
yearly cash flow $83,653 + $46,500 $46,000 + $17,727
= $130,153 = $63,727
salvage value $11,000 $15,000
payback period $290,000 / $130,153 $210,000 / $63,727
= 2.23 years = 3.3 years
Answer: Option B
Explanation: Competitive intelligence refers to the study of different factors of the business environment by the organisation for helping the senior management to make strategic decision making.
This study analyzes the factors that directly affects the organisation. The channel of distribution of the competitor can be used to understand their strategy for making their market. An organisation could use this information by improving their channel and gaining a competitive advantage.
Hence from the above we can conclude that the correct option is B
Answer:
- Behavioural Substitution
Explanation:
Martianse human resources department uses and deploy the concept of Behavioural Substitution.
To begin, Martianse goal, as a firm, is to motivate the employees to perform better. Hence, the human resources department has come up with measures to achieve that. It is thus believed that replacing the fixed incentive system hitherto known with the firm, should be replaced by a performance based system. By this, the firm believes its primary goal will be accelerated.
Behavioural Substitution is thus the concept that the human resources department has displayed in their analysis and engagement. For one, behavioural substitution is simply the procedures aimed at replacing and/or supplanting efforts and actions that does not lead to goal accomplishments. By general belief, the old style of reward system used by Martianse has been seen as one not leading to goal actualization. Hence, it is important to substitute this non productive reward system with one established to elicit more better and improved performance from the workforce.
