Answer:
Unemployment rate is 25%
Explanation:
The percentage of people eligible for job and not currently involved in paid work or self employed and available for work as well is called rate of unemployment. It is the percentage of people who is not currently woking seeking the job.
Labor Force = Employed persons + Unemployed persons
Labor Force = 24 million + 8 million
Labor Force = 32 million
Unemployment rate = ( Unemployed persons / Labor force ) x 100
Unemployment rate = ( 8 million / 32 million ) x 100 = 25%
Answer: According to Ian Redpath and Greg Urban, the threshold amount required for conclusively stating whether a substantial basis adjustment is mandatory is $250,000. The amount required is $250,000 in order for one to know whether they are in need for a substantial basis reduction or maybe not. It's required when the amount indeed exceeds $250,000.
When a person has several files across different departments in an organization, this is called data C) Redundancy
Redundancy:
- Refers to something being repeated when it shouldn't be
- Can often lead to the repeated copies being deleted
If a company has records of the same person, saying the same thing, across different departments, this is data redundancy as the person's records are being repeated in an unnecessary manner.
In conclusion, the scenario described is data redundancy.
Options for this question include:
A) Repetition
B) Doubling
C) Redundancy
D) Duplication
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Answer and Explanation:
The computation is shown below:
a. The expected value of payout arise from emergency is
= 0.01 × $67,500
= $675
b. The expected value of payout arise from capped coverage insuance is
= (0.9 × $500) + (0.09 × $2,500)
= $675
c. The risk averse shows the minimum exposure with respect to the swings of the income or there would be the loss in the income. Since the payout amount is same in both the cases so here we considered option B
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.