Answer:
A.
0.833
Explanation:
m = 3
Arrival rate, ra = 45 per hour
Service rate, re = 18 per hour per lane
Utilization factor = ra/(m.re)
= 45/(3*18)
= 0.833
Therefore, The utilization factor of the system is 0.833
She named her daughter, Jessica, as the beneficiary under the policy. Jessica has not given anything in consideration for the policy. Jessica is a donee beneficiary who has the right to enforce the policy once Susan dies.
A beneficiary is a character or entity which you legally designate to acquire the blessings out of your financial merchandise. For live coverage, this is the loss of life benefit your policy will pay in case you die. For retirement or investment bills, that is the balance of your belongings in the money owed.
Some may select a surviving partner as a named beneficiary while others might also call a child or a discern. One great purpose people buy life coverage is for peace of mind in relation to their own family, knowing that life insurance safety is in place in the event of your demise.
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Answer:
B...................................
Answer:
The proforma income statement and balance sheet are found in the attached
Above all,additional financing of $1982 is required to finance the growth of 20%
Explanation:
The additional finance is necessary as the assets required for the additional growth of 20% is worth $27900 while debt plus equity(including the added profit of $1318) only gives $25918,there resulting in shortfall in finance of $1982.
Also, a different source of finance other than debt can be used depending the interest applicable since the amount involved is minute.
Answer:
The answer would be FALSE
Explanation:
A performance appraisal, also referred to as a performance review, performance evaluation, development discussion, or employee appraisal is a method by which the job performance of an employee is documented and evaluated.
Performance appraisals are a part of career development and consist of regular reviews of employee performance within organizations. Annual performance reviews have been criticized as providing feedback too infrequently to be useful, and some critics argue performance reviews in general do more harm than good.
Organizations with HR strategies that emphasize developing long term relationships with highly skilled employees have been shown to be more effective.
