Answer:C) $2,125.
Explanation:
Interest = Principal x rate x time (period)
using days in a year = 360 days
Interest = $85,000 X 10% x 90/360
=$2,125
Therefore, Alabaster Inc, must repay the $85,000 principle and $2,125 in interest
Answer:
Being a team leader is a huge responsibility towards the organization and team members as well. Changes in an organization are common but few people or team members are not able to accept the change and productivity decreases, so being a team leader following steps can be adopted to raise their urgency levels:
- Add some incentive criteria that will motivate key employees as well for more productivity.
- Have a interaction session to know the issues regarding changes and convincing members about the positive effects of changes.
- Team leader required to be harsh sometime, so one can impose some strict rules or targets for productivity.
- Team leader can create such working environment that will motivate other members to work with fresh minds that will affect the productivity.
Team leader can choose any of the ways to raise the urgency level of team members.
Answer:
a) salary $112,000
Interest income $2,200
Capital gain on stock -
gross income $114,200
capital gains and losses
capital gain 10,500
capital loss 15,300
Net capital loss = 4800
net loss offset on Gross income = 3000
Net Gross income $111,200
capital loss that is carried forward = $1800
b) salary $112,000
Interest income $2,200
Capital gain on stock -
gross income $114,200
CAPITAL LOSSES/GAINS
capital gain 16000
capital loss 15300
Net Capital gain = 700
ADD taxable capital gains on Gross income
c) salary $112,000
Interest income $2,200
gross income $114,200
capital losses/ gains
capital loss 15300
capital loss 17000
Total Capital LOSS = $ 32300
Set off against income = (3000)
Losses carried forward =$29300
Explanation:
Capital losses can be offset on normal Gross income but only up to $3000 per year
Answer: Employers should offer employees enough opportunity to keep each of their drives in balance.
Explanation:
The Four-Drive Theory is a way of improving Employee motivation through more ways than just financial incentives. It is believed that all four factors are very integral in the motivation of employees and so managers would do well to implement them to get the best out of their employees.
The Four drives are, <em>Acquire and Achieve</em>, <em>Bond and Belong</em>, <em>Create and Challenge</em> and <em>Define and Defend</em>.
A key recommendation by the proponents of this theory is that Managers should not give their employees too little or too much opportunity to follow each drive but rather give them enough opportunity that they keep each drive balanced with the others.
