Answer:
(c) 7.5 bars, 2/15 shirts
Explanation:
Opportunity cost is simply defined as the next best alternative.
Opportunity cost also refers to the loss of foregone gain which could have resulted had a non chosen option been selected over the chosen option. For instance, the opportunity cost of storing money at home is the average market rate of interest which would've been earned had the same money been invested.
In the given question, the opportunity cost of a t shirt would be :
= 
= 7.5 protein bars
Similarly, the opportunity cost for a protein bar would be:
= 
= 
Thus, the correct option is (c) 7.5 bars, 2/15 shirts
Answer:
There could be many reasons to this, there could be many possible reasons, managers need to carefully analyse what might be the cause.
Job advertisement might not be posted in the appropriate newspapers, websites and magazines. Here IBM human resource manager needs to find the most appropriate sources to put the ads.
IBM might not getting the right candidates because the current candidates might positing some negative reviews about its working conditions, here managers need to address this issue properly but figuring out the actual root cause for this problem.
IBM might not presenting the idea of diverse workforce in their recruiting advertisement, here they need to show diverse workforce in their hiring ads.
First, we calculate for the effective annual interest given the interest in the scenario.
ieff = (1 + i/m)^m - 1
Substituting the values,
ieff = (1 + 0.04/12)^12 - 1 = 0.0407
The effective interest is equal to 4.07%.
The future amount after 2 years,
F = ($6000) x (1.0407)^2 = $6498.86
Answer: Cause or no cause took place
Explanation: There are various steps taken to determine whether there is reasonable cause (evidence exists that workplace discrimination occurred) between employees took place. The EEOC will investigate this situation by applying the following procedures:
1. The EEOC investigator will request that the charging party and the organisation provide information on the situation. The investigator will then go through this info and make a recommendation on if reasonable cause does exist.
2. If the EEOC investigator determines that reasonable cause exists, then this investigator will issue a letter of determination stating this fact, to all parties involved. All the parties including the investigator will then discuss how to resolve this charge through a process known as conciliation.
3. If however it is determined that reasonable cause for workplace discrimination did not take place, then the investigator will issue the charging party and the organisation with a dismissal and notice of rights document. This document stipulates that the charging party has 90 days to file a lawsuit in federal court if he/she decides to take further action against the organisation.
