Answer:
-5/6
Explanation:
Fist find the common denominators of the two
![- \frac{16}{6} + \frac{21}{6}](https://tex.z-dn.net/?f=%20-%20%20%5Cfrac%7B16%7D%7B6%7D%20%20%2B%20%20%5Cfrac%7B21%7D%7B6%7D%20)
Then you that minus sign in front of the fraction that means its negative
although theres an addition sign where subtracting fractions.
given it's in this order the fraction will be negative
![- \frac{16}{6} + \frac{21}{6} = - \frac{5}{6}](https://tex.z-dn.net/?f=%20-%20%20%5Cfrac%7B16%7D%7B6%7D%20%20%2B%20%20%5Cfrac%7B21%7D%7B6%7D%20%20%3D%20%20-%20%5Cfrac%7B5%7D%7B6%7D)
:D
Answer:
Manager gives a subordinate an unwarranted compliment instead of honest criticism.
Explanation:
Filtering is when the sender manipulates the information so its received more favorably. A compliment instead of an honest critique is an example of this. It doesn't help the employee improve.
Answer:
25 Days
Explanation:
Average Account receivables:
= (Accounts receivables, beginning of year + Account receivables, end of year) ÷ 2
= (45,000 + 35,000) ÷ 2
= 40,000
Account Receivables Turnover = Net Sales on Account ÷ Average Account Receivables
Account Receivables Turnover = 584,000 ÷ 40,000
= 14.6 times
No. of Days Sales in Accounts Receivables:
= No. of Days in a year ÷ Account Receivables Turnover
= 365 ÷ 14.6
= 25 Days
Answer:
D
Explanation:
with the tax you have to pay and the withdraw amount i would say that that woman will have a happy retierment and remodle her house
This is my short version.
SWOT: strengths, weaknesses, opportunities and threats.
This is usually accomplished with a large management team. They can break out into teams, for an amount of time they start with strengths. They record and present. Reviewing the similarities help them focus. The ones that don't watchman be reviewed at another time. Do the same with the other categories. Allow 15 minutes for each discussion and 5 minutes for presentation. Hang them on the walls.
GOAL. To finish the 4 categories in about 2 - 2 1/2 hours.
NEXT STEP. Narrowing down the categories so that it is meaningful, doable and beneficial to the attendees.
This is called "where the rubber meets the road." This is where you need the time to discuss and move them towards decisions.
Example:
Strengths: great employees; good, solid management team
Weaknesses: Takes too long to hire when there is a vacancy; sometimes HR gives us resumes that do not match the vacancy
Opportunities: HR may relook at the hiring process, vacancies may get filled accurately and in less time
Threats: HR has vacancies also and they need additional manpower, finding time to improve
HOPE THIS HELPS!!!