Answer:
The unemployment rate is 42.85.
Explanation:
The formula to calculate the unemployment rate is:
Unemployment Rate = (Unemployed People / Total Labor) x 100 -- (1)
where total labor is the sum of the unemployed people and employed people.
Unemployed People = 10 Retired persons + 5 stay-at home parents + 10 persons with no job + 5 persons who wanted job
Unemployed People = 30
Labor Force = Employed people + Unemployed people
Labor Force = 40 + 30
Labor Force = 70
Putting the values in equation 1,
Unemployment Rate = ( 30/ 70) x 100
Unemployment Rate = 42.85
Answer:
Explanation:
Using the dividend growth model = Do(1+g)/Ke-g
Do=1.62$
G=4%
Ke=12%
Do(1+g)/Ke-g = 2.0736(1+4%)/12%-4%
= 1.6848
/8%
= 53.916
Year Year Year Year Year
0 1 2 3 4
20% 20% 20% 20%
Dividend 1 1.2 1.44 1.728 2.0736
Ifninty dividend 55.91*
Total Cashflows 1 1.2 1.44 1.728 55.98
Pres.Val @12% 1 1.07142 1.14795 1.22995 35.583
Value of stock 40.030
Greer decision is linked with the inconsistency of the quality of services.
<u>Explanation:
</u>
The consistency with which the service attributes anticipated for customers are delivered is a reliable measurement of total quality in the service industry. Consistency defines how sometimes you demonstrate and offer your clients the desired service quality.
Consistency of service is always expected by all customers; they want calm and no disagreeable surprises. In manufacturing, performance improvement is accomplished via a technique called statistical control of processes or SPC to minimize system uncertainty or variability.
For example, you can't create a consistent quality of service if you're prompt, correct and polite to certain of your customers, sometimes in all your branches. Therefore to say, good service turns into an error. Credibility will not be lasting or successful.
Answer:
A cover letter is an important way to showcase how your unique combination of skills and experience meet the key requirements of the job description. It is your chance to show a clear link between your knowledge, experience and abilities and the needs of the employer.
Explanation:
<span>Often times in youth ministry I am prevented from doing the best at my job because there are policies in place or things that have just 'always been done that way' which are held priority over people. Having to completely adhere to these policies, rules and 'traditions' often prevent me from doing proper work and establishing 'no-strings-attached' relationships with youth to really make an impact in their lives.</span>
