<span>You would look at the different costs on the industry report. This can tel you a lot. Averages are when you take a sum of all of the different areas and then divide that by how many areas there were. This lets you know roughly how the industry is doing.</span>
Answer:
$17 gives 100 utils
So, $1 gives 100/17 utils
which implies that $20 gives (100/17)*20 = 117.65
So additional utils = $117.65 - $100 = $17.65
Hence, $17.65 is the additional utils
Explanation:
The better Project is Project S having a NPV of $17.968 and IRR of 12.10 %
IRR:
- An approach to capital budgeting that is used to assess the profitability of a project is the discounted payback time. Internal rate of return is one of these capital planning strategies (IRR).
- This rate of return corresponds to the point at which a project's net present value equals zero. Since it does not account for any outside forces, such as inflation, they call it internal.
The calculator's capabilities will be utilized to determine the IRR,
Project S
- CF0 = (1,000)
- CF1 = 882.62 & F01 = 1
- CF2 = 250 & F02 = 1
- CF3 = 15 & F03 = 1
- CF4 = 5 & F04 = 1
- I = 10.5%
- [NPV] [CPT]
- The NPV is $17.968
- [IRR] [CPT]
- The IRR will come as 12.10%
- Project L
- CF0 = (1,000)
- CF1 = 0 & F01 = 1
- CF2 = 260 & F02 = 1
- CF3 = 420 & F03 = 1
- CF4 = 732.87 & F04 = 1
- I = 10.5%
- [NPV] [CPT]
- The NPV is $15.78
- [IRR] [CPT]
- The IRR will come as 11.03%
- The better Project is Project S having a NPV of $17.968 and IRR of 12.10%
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<span>In this case, Sara will see the ramen as a good that is more elastic in demand than will Sean. This will mean that, as income drops for Sara, she will purchase less of the good than will Sean. Sean will end up purchasing less of the good if he has an increase in income.</span>
IS TRUE ,Title VII of the Civil Rights Act provides employees with a statutory right to complete religious freedom in the workplace.
<h3>Does Title VII apply to religion?</h3>
Title VII of the Civil Rights Act of 1964 prohibits employment discrimination based on religion. This includes refusing to accommodate an employee's sincerely held religious beliefs or practices unless the accommodation would impose an undue hardship (more than a minimal burden on operation of the business)
Title VII also prohibits workplace or job segregation based on religion (including religious garb and grooming practices), such as assigning an employee to a non-customer contact position because of actual or feared customer preference.
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