Answer: Razor and blade strategy
Explanation:
The Razor Blade Model is a model that is used by companies to deeply discount or give away a core product hoping that the consumers will buy the more expensive and complementary dependent products.
The razor and blades business model is a model whereby one item is sold at a cheaper price or sometimes given for free so as to increase the sales of its complementary good. For example, ink catridges are required for inkjet printers and software and accessories are used for game consoles. So, selling ink catridges at a low rate can lead to more sales for inkjet printers.
Answer: $7924. 5
Explanation:
Given the following :
Cost of new equipment and timbers - $275,000
Working capital required - $100,000
Annual net cash receipts - $120,000
Cost to construct new roads in year three - $40,000
Salvage value of equipment in four years - $65,000
Kindly check attached picture for Explanation
The Hawthorne studies found that employees in the experimental group WERE MORE PRODUCTIVE THAN OTHER EMPLOYEES AND IT DOES NOT DEPEND UPON THE LEVEL OF LIGHTING.
The Hawthorne studies was conducted by Elton Mayo and his colleagues to determine the level of illumination and its relationship with the productivity.
Answer:
Share your vision with them. Let employees know our plans for your company and your products and services. ...
Keep them in the loop. ...
Involve them in the launch of new products. ...
Reward them for building relationships with customers.
Explanation:
The main purpose as well as the cause of the failure of performance appraisal process is as described below-
Explanation:
Appraisal refers to the process (mostly formal) to evaluate the productivity of the manpower of an organisation. It serves for administrative as well as developmental purpose.
Performance appraisal serves three important purpose-
- Providing adequate feedback to employees based on his/her performance.
- It can help in modifying employee behaviour and thus contributing to an effective workspace environment.
- Providing qualitative parameters to higher-order authority through which they can adjudge their subordinates.
However, appraisals occasionally fail in their motive due to following reasons-
- Appraisals are prone to biases prevailing in the work environment. Moreover, the neutrality of the rating authority is also often under the scanner.
- The appraisals are often inflicted by sampling error. The conclusion of few cannot be generalised on all.
- Appraisals don’t take into account the variability of the employee's performance, Rather it relies on the end performance and the start.
