Answer:
Ans. He must save during each of the following 10 years, at the end of each year $32,452.
Explanation:
Hi, in order to find the amount of money that he should have in ten years so he can receive an annual payment of $65,156 for 25 more years (24 payments), we need to bring to present value all 24 payments to year 10. Let me show you the formula.
Where:
A= $65,156
n= 24
r= 0.08
Therefore the present value in year 10 is:
So that is our present value in year 10, or to put it in other words, our future value (if we look at it from year 0). Now we need to find the annuity (amount to save) that with account for $686,012, plus that $100,000 that he already has saved.
Every should look like this.
And we solve this equation for "A".
Best of luck.
I inferred you are to the 2017 TEDx talk "Short-termism is killing us: it's time for Long path" by Ari Wallach.
<u>Explanation:</u>
According to Wallach, he refers to short-termism as focusing on short-term results at the expense of long-term interests.
In his words, short-termism is a problem because;
- "it prevents the CEO from buying really expensive safety equipment"
- "prevents teachers from spending quality one-on-one time with their students".
So in summary what Wallach is saying is that short-termism prevents futuristic thinking.
Answer:
The answer is given below;
Explanation:
Preference stocks 950*50 Dr.$47,500
Paid in capital in excess of par-preference shares Dr.$ 13,300
(64-50)*950
Common Stocks 1,900*10 Cr.$19,000
Paid in capital in excess of par-common stocks Cr.$41,800
(64*950)-(1900*10)
<u><em>the answer is A TRACK CHANGES . autocorrect is wrong it deletes the answer and changes it to the right one . but track changes shows all the changes you have made to the paper hope this helps. </em></u>
<span>The correct answer is that it depends on the specifics of the incentive plan. A general incentive plan that is not linked directly to productivity will typically become old news to staff within a few years. What was once an incentive will become familiar and may be viewed as an entitlement as staff start looking for the eternal "what's next?".
An incentive directly linked to some kind of productivity (e.g. hours worked) will have a far longer shelf life (though this will, of course, vary by employee). In this scenario the ongoing incentive remains year over year (e.g. the hours of overtime worked in the previous year will have no bearing on the current year so if you want a similar result you will need to maintain your effort whereas if you want a better result you will have to increase your effort).
All incentive plans, however, are subject to the rules of diminishing marginal utility to the employees and will diminish over time as the employee either becomes comfortable at a certain productivity level or becomes disenchanted by other factors.
In summation: an incentive plan, if designed properly, can work for a relatively long period of years though results may vary by employee as everyone is motivated by different things (though providing an alternative incentive to money may somewhat mitigate this additional potential problem).</span>
