Answer:
Irrational decision
Explanation:
Irrational decisions refer to those decisions which are not taken after enough deliberation, ignore the rationale, facts and logic, are rather decided out of whim and impulse and usually instantly decided.
In the given case, Joe was not willing to pay more than $500 cash yet eventually ended up paying $600. Even if the $25 gift card is considered, he ended up paying $575 which is more than he had decided to pay.
The choice of the consumer here is not rational or rather irrational since, he without considering other alternatives or exercise of judgement, without evaluating his costs, impulsively opted for the credit card lured by $25 gift card.
As per the economic theory, Joe's decision would be referred to as irrational.
Answer:
In employment law, a bona fide occupational qualification (BFOQ) (US) or bona fide occupational requirement (BFOR) (Canada) or genuine occupational qualification (GOQ) (UK) is a quality or an attribute that employers are allowed to consider when making decisions on the hiring and retention of employees—a quality that when considered in other contexts would constitute discrimination and thus be in violation of civil rights employment law. Such qualifications must be listed in the employment offering.[citation needed]
Explanation:
Canada
The law of Canada regarding bona fide occupational requirements was considered in a 1985 Canadian court case involving an employee of the Canadian National Railway, K. S. Bhinder, a Sikh whose religion required that he wear a turban, lost his challenge of the CNR policy that required him to wear a hard hat.[1] In 1990, in deciding another case, the Supreme Court of Canada amended the Bhinder decision: "An employer that has not adopted a policy with respect to accommodation and cannot otherwise satisfy the trier of fact that individual accommodation would result in undue hardship will be required to justify his conduct with respect to the individual complainant. Even then the employer can invoke the BFOQ defence."[2]
United States
In employment discrimination law in the United States, both Title VII of the Civil Rights Act of 1964 and the Age Discrimination in Employment Act contain a BFOQ defense. The BFOQ provision of Title VII provides that:
[I]t shall not be an unlawful employment practice for an employer to hire and employ employees, for an employment agency to classify, or refer for employment any individual, for a labor organization to classify its membership or to classify or refer for employment any individual, or for an employer, labor organization, or joint labor-management committee controlling apprenticeship or other training or retraining programs to admit or employ any individual in any such program, on the basis of his religion, sex, or national origin in those certain instances where religion, sex, or national origin is a bona fide occupational qualification reasonably necessary to the normal operation of that particular business or enterprise ...[3]
i'm not able to add the balance of the answer so pls go to https://en.wikipedia.org/wiki/Bona_fide_occupational_qualification
Answer: just get your parents to double check it and fix your spelling errors etc and turn in your final draft
Explanation:
Answer:
A. Debit Cash $8,614; credit Dividend Revenue $8,614.
Explanation:
The journal entry for recording the dividend as on April 15 is shown below:
On April 15
Cash Dr (7,300 shares × $1.18 per share) $8,614
To Dividend revenue $8,614
(Being the dividend is recorded)
For recording this here we debited the cash as it increased the assets and credited the dividend revenue as the revenue is also increased
Therefore the correct option is A.
