Answer: Martha does not have a dominant strategy
Explanation:
A dominant strategy is one that a player can embark on and get the highest payoff regardless of the actions of their competitor.
In this scenario, there is no strategy that Martha can embark on that would provide the greatest payout regardless of Oleg's decision. If Martha advertises, Oleg makes the same amount advertising as well. If Martha does not advertise, Oleg would decide not to advertise as well and make the same amount.
Martha therefore has no dominant strategy as Oleg would make the same amount regardless of which decision is taken.
Answer:
The correct answer is option D.
Explanation:
Long-run elasticities of demand differ from short-run elasticity. In the short period is more inelastic. This is because people take time to adjust their consumption habits. So if the time period people have to adjust to the price change is long, then the demand will be elastic.
Durable goods can be used for a relatively long time. So they will have a less elastic demand.
Answer:
Yield to maturity is 1.51%
Explanation:
Zero Coupon rate does not offer any coupon payment and it is issued at deep discount value.
Face value = F = $100
Price = P = $98.50
Year to mature = n = 1 year
Yield to maturity = ( F - P ) / n ] / [ (F + P ) / 2 ]
Yield to maturity = ( $100 - $98.5 ) / 1 ] / [ ( $100 + $98.5 ) / 2 ]
Yield to maturity = $1.5 / 99.25
Yield to maturity = 0.0151
Yield to maturity = 1.51%
Answer:
A Subjective performance evaluation is more feasible when evaluating jobs that cannot easily be evaluated by numbers, in finding problems such as ethical errors that objective evaluation cannot identify and in identifying the rate of achievement of work goals that cannot be recorded in an objective evaluation.
Explanation:
Though Objective evaluation has been the more favored form of evaluation for valid reasons, there are still situations where subjective performance evaluation does a better job in the workplace.
Some jobs for example, the job of an attorney, cannot easily be objectively evaluated. In this situation, it falls on the employer to evaluate the performance of the employee by using measurements like team play, professionalism and client service.
In objective analysis, some ethical approaches are overlooked and the achievement of the set goal is the major criterion for ratings. This affords employees the opportunity to use unethical means to achieve set targets and the objective performance evaluation skips it, leaving them safe and with high ratings. In subjective performance ratings however, the employer having the power to rate employers, could expose these unethical behaviors faster and actions, taken on them.
In the workplace, certain goals are set in overall goals, as a method to achieving the overall set target. In an objective performance rating, an employee could bypass these and still appear to have achieved the overall goal. An objective evaluation will miss this but a subjective evaluation could pick this out and make rating each employee based on these soft goals and overall goal achievable.
