In this case, the most likely reason for this is The employees will conclude that there must be regional differences in pay.
<h3>What is a Pay Difference?</h3>
This refers to the discrepancy that exists when a person is paid a different amount to another person who is performing the same or similar work and can be affected by things like location, etc.
Hence, we can see that based on the fact that the employees of the cloth store make an investigation into their pay rates and find out that there is a price discrepancy that is higher than the national average, they would conclude that there must be regional differences in pay.
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Answer:
a. $6468
Explanation:
Calculation for the amount of the check
Based on the information given we were told that Oriole Company sells merchandise on account for the amount of $7800 to Sunland Company with credit terms of 2/13, n/30 in which Sunland Company returns the amount of $1200 of merchandise that was damaged which means that the amount of the check will be calculated as:
Amount of the check=[($7,800 - $1,200) *(100%-2%) ]
Amount of the check=$6,600*0.98
Amount of the check=$6,468
Therefore the Amount of the check will be $6,468
Answer:
yield to maturity = 7.06%
Explanation:
yield to maturity (YTM) is calculated using the following formula:
YTM = {C + [(FV - PV) / n]} / [(FV + PV) / 2]
- FV = $2,000
- PV = $1,902.14
- C = $2,000 x 6.48% x 1/2 = $64.80
- n = 12 x 2 = 24
YTM = {64.80 + [(2,000 - 1,902.14) / 24]} / [(2,000 + 1,902.14) / 2] = (64.80 + 4.0775) / 1,951.07 = 0.0353 or 3.53% semianually or 7.06% annually
Since the bond sells at a discount, its yield to maturity will be higher than the coupon rate.
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.
