With the balanced scorecard approach, the entire focus is on measuring and managing specific financial goals based on the organization's strategy. is a "false" statement.
<h3>What is balanced scorecard?</h3>
The term "balanced scorecard" refers to the idea of using both conventional financial measures and strategic metrics to obtain a more "balanced" picture of success.
The balanced scorecard idea has developed beyond the straightforward application of viewpoints to become a comprehensive framework for managing strategy.
A system for strategic management and planning is the balanced scorecard (BSC). Businesses employ BSCs to:
- Tell others what they want to achieve.
- Align the job that everyone does on a daily basis with the plan
- Make projects, commodities, and services a priority.
- Track and evaluate your progress toward your strategic goals.
The ability to "connect the dots" between the various elements of strategic planning and management is one of the main advantages of using a disciplined framework.
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Answer:
How does the price range affect the elasticity of demand for a product?
Demand for all goods is elastic if the price is low enough.
Price range has little or no effect on elasticity of demand for a good.
Demand for a good can be inelastic at a low price, but elastic at a high price.
Demand for a good can be elastic at a low price but inelastic at a high price.
Explanation:
How does the price range affect the elasticity of demand for a product?
Demand for all goods is elastic if the price is low enough.
Price range has little or no effect on elasticity of demand for a good.
Demand for a good can be inelastic at a low price, but elastic at a high price.
Demand for a good can be elastic at a low price but inelastic at a high price.
According to the Equal Pay Act, the situation presented is an example of wage discrimination based on gender.
The Equal Pay Act is a United States labor law passed in 1963. This law was created to abolish the gender pay gap.
According to this law, employers (public and private) are prohibited from paying differentiated salaries based on sex in jobs that require equal skills, effort and responsibilities, and that are performed under similar working conditions.
Based on the Equal Pay law, the situation of two employees of different sex who perform a job as HR Analyst - classification and compensation and receive different salary if it is discriminatory due to:
- Are employees of the same employer
- They perform the same tasks with the same skill, effort, and responsibility requirements.
- They are in similar or equal working conditions.
According to the foregoing, it can be inferred that it is a differential treatment based on discrimination based on sex.
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Answer:
Risk-free rate (Rf) = 8%
Return on market portfolio (Rm) = 15%
Beta (β) = 1.2
Ke = Rf + β(Rm - Rf)
Ke = 8 + 1.2(15 - 8)
Ke = 8 + 1.2(7)
Ke = 8 + 8.4
Ke = 16.40%
Earnings per share (EPS) = $10
Current dividend paid (Do) = 40% x $10 = $4
Retention rate (b) = &6/$10 x 100 = 60% = 0.6
ROE (r) = 20% = 0.2
Growth rate (g) = b x r
= 0.6 x 0.2
= 0.12 = 12%
Current market price (Po)
= Do<u>(1 + g) </u>
Ke - g
= $4<u>(1 + 0.12)</u>
0.1640 - 0.12
= $4<u>(1.12)</u>
0.044
= $101.82
Explanation:
First and foremost, we need to calculate the cost of equity based on capital asset pricing model. Then, we will determine the growth rate, which is a function of retention rate (b) and return on equity(r).
Finally, we will calculate the current market price, which is dividend paid, subject to growth, divided by the excess of cost of equity over growth rate.
ANSWER – FALSE
When a union bargains successfully with employers, resulting
in increment in total compensation, both the quantity of labor supplied and the
quantity of labor demanded doesn’t increase, rather, the quantity of labor
supplied increases and the quantity of labor demanded decreases.
