Answer:
type B 50 pounds
type A 94 pounds
Explanation:
First we construct the equation system:
Now we clear one and replace:
And we can solve for type B:
And now we can solve for quantity of A as well:
A = 144 - 50 = 94
<u>Finally we can check the answer if it is correct:</u>
50 x 5.9 + 94 X 4.75 =
295 + 446,5 = 741,5
Pablo assured his team that he would advocate for them to receive a much-deserved pay increase. According to the given condition of Pablo, Pablo was fail in the aspect of trust in Credibility.
<h3>What do you mean by the Credibility?</h3>
The capacity to acquire the respect of those who are most directly involved referred as credibility.
As an illustration, consider a social science professor who is well-known for her theories on poverty and who, on the weekends, actively volunteers in disadvantaged neighborhoods to earn the respect of the populations she studies.
Four Different Forms Of Credibility are:-
Therefore, Pablo assured his team that he would advocate for them to receive a much-deserved pay increase. According to the given condition of Pablo, Pablo was fail in the aspect of trust in Credibility.
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Answer:
Check Clearing
Explanation:
The process by which bank records which account gives up money is called check clearing. Check clearing is the process by which banks record whose account gives up money and whose account receives money when a customer writes a check. A bank holding company is a company that owns multiple banks.
Answer:
$74.00
Explanation:
Data provided in the question:
Total amount invested = $14,800
Management fee = 0.50 percent of the total asset value
Now,
Total Asset Value = Amount Invested
Thus,
Total Asset Value = $14,800
Therefore,
Management Fee = 0.50% of $14,800
or
Management Fee = 0.50% × $14,800
or
Management Fee = $74.00
The first thing you need to understand is that personality test results alone cannot be used to hire employees. First, candidates must be assessed for cognitive ability.
Cognitive ability alone predicts more than 60% of the variation in job performance. Of all personality traits, none predict performance variability greater than 5%. Use the validity studies conducted on personality tests as a guide. Before deciding which roles require character assessment, determine which roles may suffer significantly when hiring someone with character flaws. Personality tests are very useful when used properly.
Personality tests are very dangerous in recruitment as almost all are of some degree of dubious validity and can lead to lawsuits and discrimination complaints. However, we assume that there are methods for assessing personality suitability for different types of jobs and that tests, combinations of tests, etc., can be developed to assess personality in combination with structured interviews and other assessment tools. increase.
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