Answer:
The classification according to the situation has been described throughout the explanation segment elsewhere here.
Explanation:
- People, therefore, have effectively articulated documented plans as well as employee initiatives to significantly reduce chaos throughout the aftermath of a collision.
- Throughout addition, we have quite a power server which instantaneously starts kicking off somewhere in the event of a power outage, and then at the same moment, people are however outfitted with either a couple of extra machinery which could be utilized in this type of emergency.
Answer:
Answer is 12.64%. Therefore,
Treasury bills are paying a 4% rate of return. A risk-averse investor with a risk aversion of A = 3 should invest entirely in a risky portfolio with a standard deviation of 24% only if the risky portfolio's expected return is at least 12.64%.
Refer below for the explanation.
Explanation:
E - 4%= 0.5(3)(24%)2
E=12.64%
Answer:
9.6845%
Explanation:
Market risk premium = Market return - Risk free rate
7.3 = 11.2 - Risk free rate
Risk free rate = 3.9%
(1) Use CAPM:
Cost of equity = Risk free rate + Beta × Market risk premium
= 3.9% + 1.06(7.3)
= 11.638%
(2) Use DDM
:
Stock price = [Latest dividend × (1 + dividend growth rate)] ÷ (Cost of equity-dividend growth rate)
$17 = [0.92 (1 + 0.022)] ÷ (Cost of equity - 0.022)
Cost of equity = 7.731%
Cost of equity = average value from using DDM and CAPM
Cost of equity = 0.5 (7.731 + 11.638)
= 9.6845%
Answer:
given statement is true
Explanation:
given statement of purchase marketable security with the cash have not effect on the organization acid test ratio is true because
the cash and marketable security both will be considered for the calculation of acid test ratio and there is not effect
because change by the cash to the marketable securities
so as that given statement is true
Answer:
Incentive systems are so attractive to leaders who attempt to implement organizational change because they are powerful tools that can influence and motivate workers to embrace organizational change.
Explanation:
Incentive systems promote and encourage specific workers' actions or behavior. They are particularly used in businesses to motivate employees to adopt certain behaviors during a change transition by management. Studies have shown that if correct incentive systems are correctly selected, implemented, and monitored, they can increase team performance by an average of 44 percent. This improved performance makes incentive systems attractive to leaders who are implementing organizational changes.
