Answer:
c. flexible-price
Explanation:
A flexible pricing policy provides room for the business and the customer to negotiate for the final price of a product. In other words, the price indicated on the item is not fixed. The seller and buyer can agree to alter it either upwards or downwards.
A flexible pricing strategy enables a business to adjust its prices to suit the market demand. It will allow a company to counter low prices by competitors in cases of price wars. In some instances, businesses set slightly high prices to provide for negotiations. Flexible pricing is common, especially in tailor-made products.
Answer:
(A) $1,655,500
(B) $5.52 per share
Explanation:
Ecker company announced a net income of $1,925,000
They also declare a cash dividend of $269,500
The company has 300,000 weighted average shares of common stock
(A) The amount of net income available to common stockhloders for 2017 can be calculated as follows
Net income available to common stockhloders= Net income- Preferred Cash dividend
= $1,925,000-$269,500
= $1,655,500
(B) The common basic EPS for 2017 can be calculated as follows
Common basic EPS= Net income available to stockholders/weighted average outstanding shares
= $1,655,500/300,000
= $5.52 per share
First if all remember that the flexible policy was created as an strategy to calls for a reaction <span>that can be easily modified to respond to war circumstances. This means the government is giving more power to the arms race because this strategy is not only limited to enhance nuclear arms but any weapon. Of course that budget is not going to be used for many other rograms as agriculture or health which are also important. </span>
Answer:
C. Employees value the rewards or incentives that are being offered
Explanation:
Let's see the different options for answer...
<u>A. Performance measures are to be linked to the individual's goals</u>
No. Even if the performance measures should be linked to the individual's goals, just the mere existence of such KPI is not sufficient to motivate employees. There has to be some performance reward attached to it.
<u>B. Employees are given very broad performance goals</u>
No. To get a good performance and motivate employees, they must be given clear goals and objectives.
<u>C. Employees value the rewards or incentives that are being offered</u>
Yes. Even if you have good performance measurements, with realistic goals, the employees won't be motivated to reach those goals if the reward doesn't worth the effort.
<u>D. Employees are given limited resources to meet their goals</u>
No. They won't be motivated if they don't think they have the means to achieve those goals.
