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If a manager is trying to obtain an international assignment, what main cultural information does s/he need to know or get familiar with beforehand? For the international assignment, what training might be addressed and how extensive should the training be? Solution Decision-making is a mental activity which is an integral part of planning and action taking in a variety of contexts and at a vast range of levels, including, but not limited to: budget-, education- planning, policy-making, climbing the career ladder. People all over the world engage in these activities. It is vital to be aware of the underlyingcross-cultural differences in decision-makingas it can be a great contributing factor to efficiency in cross-cultural communications, negotiations, and conflict resolution. Managers and leaders adopt different styles of decision making based on their personality, the situation they face, the culture of the organization, characteristics of the people they are working with, and the nature of the decision itself. There are five essential styles of decision making: /.
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Building a team can be a difficult task. As a leader, the choices .docx
Building a team can be a difficult task. As a leader, the choices made with the formation of a group of people that will work together will reflect on the final project. The team must be able to work together and do it well. Building global teams can possess an extra level of difficulty that can actually be an advantage: diversity. Teams of a diverse composite are most effective when they are challenged with non-routine tasks that require innovativeness.
One model defines three stages of team development and these are the factors to observe when developing a diverse team.
Entry Stage
During the first stage of development, the entry or formation stage, the focus should be placed in building trust and forming cohesion within the team. The team is defined and various needed adjustments are made during this phase. Some member's customs may be to dive right into work and not get to know the team; this is generally the case for people from American, German, and Swiss backgrounds, which is the opposite of the overall Latin American, Middle Eastern, and Southern European culture that would like to create a true sense of a team by getting to know one and other better.
Creation Stage
During the second phase of creation, known as the work or development stage, the focus is placed on the description of the task and the analysis of the problem at hand. Cohesion within team members begins and reinforcements are in place to motivate the team members. This particular stage is not difficult in a diverse team due to the variety of experiences and ideas that result from a multicultural setting.
Action Stage
In the final stage, the focal point is decision making and implementation. This stage can become difficult because it generally requires a consensus among the team in regards to decisions to be made. Successful managers create and guide the decision making process and implementation as a facilitator for the diverse suggestions and comments added by team members without disrupting the flow of the project.
Guidelines for Success
Some guidelines to follow in order to successfully and effectively manage a diverse team include the selection style of the members. The team members should be selected by their task related capabilities and abilities instead of ethnicity or cultural quota building. The basis and nature of the project should be taken under account. Diverse teams perform better in innovative type of projects, so routine types of projects should be accomplished by homogenous teams. It is a given that diverse teams will involve a variety of personalities, styles, and customs, so the team members should expect this and be prepared to handle and accept diversity within the team. By understanding and accepting this fact of a diverse team, the members should also respect each other regardless of personal indifferences.
The different points of views may create difficulty in determining the final objective of the team and the milestones involved in the project, ...
Core Competencies of an Effective Cross-Cultural ManagerCross-cu.docx
Core Competencies of an Effective Cross-Cultural Manager
Cross-cultural management broadly involves handling workforce teams comprised of people of diverse backgrounds. Though usually considered ethnocentric, as we have discovered, one's "culture" is an amalgamation of the individuals, groups, environments and experiences that have shaped thoughts, perceptions, values, and beliefs. To manage diversity, organizations take action through formal and informal structures that are designed to create greater inclusion of employees. This effort includes implementation of deliberate policies and programs that support an inclusive workplace strategy. In addition, managers and leaders of diverse teams must be developed to be culturally competent as well as educated on laws and precedents related to workplace discrimination and appropriateness.
Based on what you have learned thus far in the course,
What do you believe to be the three essential core competencies of an effective cross-cultural manager in today's global environment?
To receive full credit, your post must be thorough (no less than 300 words), citations should be included when appropriate, and responses to at least two of your classmates are necessary. Post directly into the forum.
Response two classmate：
1. From my own perspective, communication skills, leadership style and flexibility are three essential core competencies that lead cross-cultural manager successfully in today's global environment. Being to communicate and work with people across cultures is becoming more important all the time, since Communication skills are very important, building connections with people, expressing yourself and understanding the views of multiple audiences. When a cross-cultural manger negotiate with business partners in different culture , it will be helpful to know what kind of language people are speaking and how's their in advance. communication style. So, most of successful cases are based on effective communication. Approaches to leadership vary across cultures. cross-cultural manager today not only need to know how to inspire and lead people from a range of different cultures, they also need to create ways of leading people with very different backgrounds simultaneously. Moreover, today’s leadership challenge is to design innovative approaches that simultaneously create successful companies and successful societies. No matter what different culture plays a role, people more care about how can manager’ leadership benefit the organization. When manger have a corporation with others, the strong leadership can attract others because of excellent personal ability, outstanding achievements which can convince people and get support and high level of emotional intelligence, self-controlled, calm and patient in extreme pressing and tense situations. Flexibility means being willing to change action, individual's role, timelines and attitudes. As a manager, it is important to adapt our plans and a.
Challenges of Managing a Multicultural Team
Multinational companies demand multicultural teams, leaders have to manage different teams in different places, with different culture. Cultural differences could be a trap.
LCO Partners introduction
Leadership Development, Managing Across Cultures, Strategy Articulation, Development of the Human Resources function is what we do.
Lecture # 06 (diversity at workplace)
Lecture for M.Phil Students on the role of diversity in human resources management.
On the basis of global cultures, would people from the United States.pdf
On the basis of global cultures, would people from the United States, Japan, or Chile be more
comfortable with a group or team-based approach to work?
Solution
“There’s a typical default way that we all act in our respective cultures. It is the way that we give
feedback, greet people, praise or don’t praise, so all sorts of things would be different across
cultures.
Multicultural teams offer a number of advantages to international firms, including deep
knowledge of different product markets, culturally sensitive customer service, and 24-hour work
rotations. But those advantages may be outweighed by problems stemming from cultural
differences, which can seriously impair the effectiveness of a team or even bring it to a
stalemate.
Creating successful work groups is hard enough wherein the global work force is geographically
dispersed. When team members come from different countries and functional backgrounds and
are working in different locations, communication can rapidly deteriorate, misunderstanding can
ensue, and cooperation can degenerate into distrust.
This multicultural challenge can be dealt with in four ways –
What strategy to follow will depend upon the particular circumstance the manager is into. In
general, though, managers who intervene early and set norms; teams and managers who try to
engage everyone on the team; and teams that can see challenges as stemming from culture, not
personality, succeed in solving culture-based problems with good humor and creativity. They are
the likeliest to harvest the benefits inherent in multicultural teams.
Sometimes, the level of social distance plays a major role in the success of global teams. The
level of social distance means the degree of emotional connection among team members. When
people on a team all work in the same place, the level of social distance is usually low. Even if
they come from different backgrounds, people can interact formally and informally, align, and
build trust. They arrive at a common understanding of what certain behaviors mean, and they
feel close and congenial, which fosters good teamwork. Coworkers who are geographically
separated, however, can’t easily connect and align, so they experience high levels of social
distance and struggle to develop effective interactions. Mitigating social distance therefore
becomes the primary management challenge for the global team leader.
The fundamental requirement to get such teams on right track is to generate awareness and
sensitivity in the team to other cultures and people. The key is to boost their cultural
“awareness”- in other words to teach them the skills that transcend mere etiquette. These days
the companies are running cultural sensitivity training programs that focus primarily on ensuring
internal harmony within the international workforce.
The team leader should always encourage open dialogue so that the people from diverse culture
can feel comfortable working within the team.
Since we are talking about geographica.
The 5Ws & H of Decision Making
A presentation that focuses on the underlying issues surrounding decision-making. Managers and leaders will find this useful in their daily operations.
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Discuss the primary impact of diversity on organizationsSolution.pdf
Discuss the primary impact of diversity on organizations
Solution
Ans:
A DEFINITION OF DIVERSITY
Diversity is the presence of people from a wide range of backgrounds and possessing different
traits. Differences in age, race, ethnic origin, culture, physical abilities, religion and sexual
orientation are just some possible contributors to diversity. Though generally regarded as a good
thing for a workplace, diversity poses significant challenges for company leaders.
Primary Dimensions
The inner circle shows the primary dimensions of diversity -
those that are fundamental to a persons\' self-concept or core self. These dimensions, though not
necessarily visible,are unchangeable in that they are not a matter of choice. They form the basis
on which people make instantaneous judgments about one another, often through the process of
stereotyping.
Diversity Management
Diversity management is a concept that has emerged in the early 21st century as the United
States has become more diverse, causing organizations to become more diverse as well. To make
diversity work, companies typically need to offer some diversity training and proactively manage
the workplace to promote tolerance and acceptance of differences. Cultural awareness and
sensitivity training are the two common general components in a diversity training program.
Diversity Benefits
A number of important benefits are recognized in a well-managed diverse workplace.
Workplaces in which employees represent the basic makeup of the community population are
typically better received by customers and the public. Additionally, diverse work groups often
have more and better ideas because of broader backgrounds and experiences. Ethnic and cultural
diversity often help companies that operate globally to better understand global markets.
Diversity Challenges
You cannot simply put a group of people together with vast differences and expect them to
immediately get along well. Many people are unfamiliar with other cultures and have never had
to learn to coexist and collaborate with people from completely different backgrounds. This is
why diversity training is so important to the process. Diverse work groups often experience more
conflict upfront than groups that share more similarities.
Management Influence
Managers should not only offer training, but top management and front-line managers in a
diverse organization have to set the tone for an effective culture. This means promotion of a
nondiscriminatory work environment, and fair treatment of all workers in the hiring process, job
conditions, work evaluations and promotions. Company leaders who proactively support
diversity-based organizations or get their companies involved in supporting diverse organizations
serve their workplaces even more..
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Worldly leadership requires leaders to embrace diversity and inclusivity in all its forms, whether it be cultural, socioeconomic, or ideological. By fostering a culture of inclusion, leaders can harness the collective wisdom and creativity of diverse teams to drive innovation and achieve sustainable growth.
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If a rock is thrown upward on the planet Mars with a velocity of 13 .pdf
If a rock is thrown upward on the planet Mars with a velocity of 13 m/s, its height in meters t
seconds later is given by y =( 13t - 1.86t^2)... (Round your answers to two decimal places.)
(a) Find the average velocity over the given time intervals.
(i) [1, 2]
______ m/s
(ii) [1, 1.5]
______ m/s
(iii) [1, 1.1]
______ m/s
(iv) [1, 1.01]
______ m/s
(v) [1, 1.001]
______ m/s
Solution
To find average velocity, you simply have to find the total distance divided by the total time for
each interval:
(i) Time = 2 - 1 = 1s
Distance = (13(2) - 1.86(2)2) - (13(1) - 1.86(1)2) = 7.42 m.
Average velocity = 7.42m / 1s = 7.42 m/s.
(ii) T = .5s
D = (13(1.5) - 1.86(1.5)2) - (13(1) - 1.86(1)2) = 4.175 m
V = 4.175m / .5s = 8.35 m/s.
(iii) T = .1s
D = (13(1.1) - 1.86(1.1)2) - (13(1) - 1.86(1)2) = .9094 m
V = .9094m / .1s = 9.094 m/s.
(iv) T = .01s
D = (13(1.01) - 1.86(1.01)2) - (13(1) - 1.86(1)2) = .092614 m
V = .092614m / .01s = 9.2614 m/s.
(v) T = .001s
D = (13(1.001) - 1.86(1.001)2) - (13(1) - 1.86(1)2) = .00927814 m
V = .00927814m / .001s = 9.27814 m/s..
If a population of rabbits is increasing by 14 rabbits every month ,.pdf
If a population of rabbits is increasing by 14 rabbits every month , is the population increasing
exponentially or linearly? Explain your answer
Solution
Linearly
1st month = 14 rabits
2nd month = 14 + 14 = 28 rabit
3rd month = 14 + 14 + 14 = 42 rabbits
and so on
So, the relation will be
no. of rabbits = 14 * m
m= no. of months
m= 1, 2, 3.....
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One model defines three stages of team development and these are the factors to observe when developing a diverse team.
Entry Stage
During the first stage of development, the entry or formation stage, the focus should be placed in building trust and forming cohesion within the team. The team is defined and various needed adjustments are made during this phase. Some member's customs may be to dive right into work and not get to know the team; this is generally the case for people from American, German, and Swiss backgrounds, which is the opposite of the overall Latin American, Middle Eastern, and Southern European culture that would like to create a true sense of a team by getting to know one and other better.
Creation Stage
During the second phase of creation, known as the work or development stage, the focus is placed on the description of the task and the analysis of the problem at hand. Cohesion within team members begins and reinforcements are in place to motivate the team members. This particular stage is not difficult in a diverse team due to the variety of experiences and ideas that result from a multicultural setting.
Action Stage
In the final stage, the focal point is decision making and implementation. This stage can become difficult because it generally requires a consensus among the team in regards to decisions to be made. Successful managers create and guide the decision making process and implementation as a facilitator for the diverse suggestions and comments added by team members without disrupting the flow of the project.
Guidelines for Success
Some guidelines to follow in order to successfully and effectively manage a diverse team include the selection style of the members. The team members should be selected by their task related capabilities and abilities instead of ethnicity or cultural quota building. The basis and nature of the project should be taken under account. Diverse teams perform better in innovative type of projects, so routine types of projects should be accomplished by homogenous teams. It is a given that diverse teams will involve a variety of personalities, styles, and customs, so the team members should expect this and be prepared to handle and accept diversity within the team. By understanding and accepting this fact of a diverse team, the members should also respect each other regardless of personal indifferences.
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Core Competencies of an Effective Cross-Cultural ManagerCross-cu.docx
Core Competencies of an Effective Cross-Cultural Manager
Cross-cultural management broadly involves handling workforce teams comprised of people of diverse backgrounds. Though usually considered ethnocentric, as we have discovered, one's "culture" is an amalgamation of the individuals, groups, environments and experiences that have shaped thoughts, perceptions, values, and beliefs. To manage diversity, organizations take action through formal and informal structures that are designed to create greater inclusion of employees. This effort includes implementation of deliberate policies and programs that support an inclusive workplace strategy. In addition, managers and leaders of diverse teams must be developed to be culturally competent as well as educated on laws and precedents related to workplace discrimination and appropriateness.
Based on what you have learned thus far in the course,
What do you believe to be the three essential core competencies of an effective cross-cultural manager in today's global environment?
To receive full credit, your post must be thorough (no less than 300 words), citations should be included when appropriate, and responses to at least two of your classmates are necessary. Post directly into the forum.
Response two classmate：
1. From my own perspective, communication skills, leadership style and flexibility are three essential core competencies that lead cross-cultural manager successfully in today's global environment. Being to communicate and work with people across cultures is becoming more important all the time, since Communication skills are very important, building connections with people, expressing yourself and understanding the views of multiple audiences. When a cross-cultural manger negotiate with business partners in different culture , it will be helpful to know what kind of language people are speaking and how's their in advance. communication style. So, most of successful cases are based on effective communication. Approaches to leadership vary across cultures. cross-cultural manager today not only need to know how to inspire and lead people from a range of different cultures, they also need to create ways of leading people with very different backgrounds simultaneously. Moreover, today’s leadership challenge is to design innovative approaches that simultaneously create successful companies and successful societies. No matter what different culture plays a role, people more care about how can manager’ leadership benefit the organization. When manger have a corporation with others, the strong leadership can attract others because of excellent personal ability, outstanding achievements which can convince people and get support and high level of emotional intelligence, self-controlled, calm and patient in extreme pressing and tense situations. Flexibility means being willing to change action, individual's role, timelines and attitudes. As a manager, it is important to adapt our plans and a.
Challenges of Managing a Multicultural Team
Multinational companies demand multicultural teams, leaders have to manage different teams in different places, with different culture. Cultural differences could be a trap.
LCO Partners introduction
Leadership Development, Managing Across Cultures, Strategy Articulation, Development of the Human Resources function is what we do.
Lecture # 06 (diversity at workplace)
Lecture for M.Phil Students on the role of diversity in human resources management.
On the basis of global cultures, would people from the United States.pdf
On the basis of global cultures, would people from the United States, Japan, or Chile be more
comfortable with a group or team-based approach to work?
Solution
“There’s a typical default way that we all act in our respective cultures. It is the way that we give
feedback, greet people, praise or don’t praise, so all sorts of things would be different across
cultures.
Multicultural teams offer a number of advantages to international firms, including deep
knowledge of different product markets, culturally sensitive customer service, and 24-hour work
rotations. But those advantages may be outweighed by problems stemming from cultural
differences, which can seriously impair the effectiveness of a team or even bring it to a
stalemate.
Creating successful work groups is hard enough wherein the global work force is geographically
dispersed. When team members come from different countries and functional backgrounds and
are working in different locations, communication can rapidly deteriorate, misunderstanding can
ensue, and cooperation can degenerate into distrust.
This multicultural challenge can be dealt with in four ways –
What strategy to follow will depend upon the particular circumstance the manager is into. In
general, though, managers who intervene early and set norms; teams and managers who try to
engage everyone on the team; and teams that can see challenges as stemming from culture, not
personality, succeed in solving culture-based problems with good humor and creativity. They are
the likeliest to harvest the benefits inherent in multicultural teams.
Sometimes, the level of social distance plays a major role in the success of global teams. The
level of social distance means the degree of emotional connection among team members. When
people on a team all work in the same place, the level of social distance is usually low. Even if
they come from different backgrounds, people can interact formally and informally, align, and
build trust. They arrive at a common understanding of what certain behaviors mean, and they
feel close and congenial, which fosters good teamwork. Coworkers who are geographically
separated, however, can’t easily connect and align, so they experience high levels of social
distance and struggle to develop effective interactions. Mitigating social distance therefore
becomes the primary management challenge for the global team leader.
The fundamental requirement to get such teams on right track is to generate awareness and
sensitivity in the team to other cultures and people. The key is to boost their cultural
“awareness”- in other words to teach them the skills that transcend mere etiquette. These days
the companies are running cultural sensitivity training programs that focus primarily on ensuring
internal harmony within the international workforce.
The team leader should always encourage open dialogue so that the people from diverse culture
can feel comfortable working within the team.
Since we are talking about geographica.
The 5Ws & H of Decision Making
A presentation that focuses on the underlying issues surrounding decision-making. Managers and leaders will find this useful in their daily operations.
Cross-border Mergers and Acquisitions: How to Reduce the Risk of Failure
Understanding the opportunities and threats that cross-border M&As present must form a key part of any pre and post-merger integration strategy.
Discuss the primary impact of diversity on organizationsSolution.pdf
Discuss the primary impact of diversity on organizations
Solution
Ans:
A DEFINITION OF DIVERSITY
Diversity is the presence of people from a wide range of backgrounds and possessing different
traits. Differences in age, race, ethnic origin, culture, physical abilities, religion and sexual
orientation are just some possible contributors to diversity. Though generally regarded as a good
thing for a workplace, diversity poses significant challenges for company leaders.
Primary Dimensions
The inner circle shows the primary dimensions of diversity -
those that are fundamental to a persons\' self-concept or core self. These dimensions, though not
necessarily visible,are unchangeable in that they are not a matter of choice. They form the basis
on which people make instantaneous judgments about one another, often through the process of
stereotyping.
Diversity Management
Diversity management is a concept that has emerged in the early 21st century as the United
States has become more diverse, causing organizations to become more diverse as well. To make
diversity work, companies typically need to offer some diversity training and proactively manage
the workplace to promote tolerance and acceptance of differences. Cultural awareness and
sensitivity training are the two common general components in a diversity training program.
Diversity Benefits
A number of important benefits are recognized in a well-managed diverse workplace.
Workplaces in which employees represent the basic makeup of the community population are
typically better received by customers and the public. Additionally, diverse work groups often
have more and better ideas because of broader backgrounds and experiences. Ethnic and cultural
diversity often help companies that operate globally to better understand global markets.
Diversity Challenges
You cannot simply put a group of people together with vast differences and expect them to
immediately get along well. Many people are unfamiliar with other cultures and have never had
to learn to coexist and collaborate with people from completely different backgrounds. This is
why diversity training is so important to the process. Diverse work groups often experience more
conflict upfront than groups that share more similarities.
Management Influence
Managers should not only offer training, but top management and front-line managers in a
diverse organization have to set the tone for an effective culture. This means promotion of a
nondiscriminatory work environment, and fair treatment of all workers in the hiring process, job
conditions, work evaluations and promotions. Company leaders who proactively support
diversity-based organizations or get their companies involved in supporting diverse organizations
serve their workplaces even more..
Embracing Worldly Leadership: Navigating Global Challenges with Vision and Em...
Worldly leadership requires leaders to embrace diversity and inclusivity in all its forms, whether it be cultural, socioeconomic, or ideological. By fostering a culture of inclusion, leaders can harness the collective wisdom and creativity of diverse teams to drive innovation and achieve sustainable growth.
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If a rock is thrown upward on the planet Mars with a velocity of 13 .pdf
If a rock is thrown upward on the planet Mars with a velocity of 13 m/s, its height in meters t
seconds later is given by y =( 13t - 1.86t^2)... (Round your answers to two decimal places.)
(a) Find the average velocity over the given time intervals.
(i) [1, 2]
______ m/s
(ii) [1, 1.5]
______ m/s
(iii) [1, 1.1]
______ m/s
(iv) [1, 1.01]
______ m/s
(v) [1, 1.001]
______ m/s
Solution
To find average velocity, you simply have to find the total distance divided by the total time for
each interval:
(i) Time = 2 - 1 = 1s
Distance = (13(2) - 1.86(2)2) - (13(1) - 1.86(1)2) = 7.42 m.
Average velocity = 7.42m / 1s = 7.42 m/s.
(ii) T = .5s
D = (13(1.5) - 1.86(1.5)2) - (13(1) - 1.86(1)2) = 4.175 m
V = 4.175m / .5s = 8.35 m/s.
(iii) T = .1s
D = (13(1.1) - 1.86(1.1)2) - (13(1) - 1.86(1)2) = .9094 m
V = .9094m / .1s = 9.094 m/s.
(iv) T = .01s
D = (13(1.01) - 1.86(1.01)2) - (13(1) - 1.86(1)2) = .092614 m
V = .092614m / .01s = 9.2614 m/s.
(v) T = .001s
D = (13(1.001) - 1.86(1.001)2) - (13(1) - 1.86(1)2) = .00927814 m
V = .00927814m / .001s = 9.27814 m/s..
If a population of rabbits is increasing by 14 rabbits every month ,.pdf
If a population of rabbits is increasing by 14 rabbits every month , is the population increasing
exponentially or linearly? Explain your answer
Solution
Linearly
1st month = 14 rabits
2nd month = 14 + 14 = 28 rabit
3rd month = 14 + 14 + 14 = 42 rabbits
and so on
So, the relation will be
no. of rabbits = 14 * m
m= no. of months
m= 1, 2, 3.....
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If a population is normally distributed with ?X = 500 and ?X = 50, and a sample of 4 is selected,
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a. Be less than
b. Be greater than
c. Be the same as
d. Not be comparable to.
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If a fair coin is tossed 11 times, what is the probability that three or fewer heads are obtained?
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If a data set of ten observations is used in a multiple regression a.pdf
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if a couple plans to have 5 children, what is the probability that t.pdf
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Probability to have a girl = probability to have a boy = 1/2
Atleast one girl implies they can have 1,2,3,4 or 5 girls
P = (1/2)^1 * (1/2)^4 + (1/2)^2 *(1/2)^3 + (1/2)^3 *(1/2)^2 + (1/2)^4 *(1/2)^1 +(1/2)^5 *(1/2)^0
P = 5/2^5
= 5/32.
If a countrys current account is $100 billion, its financialcapit.pdf
If a country\'s current account is $100 billion, its financial/capital account is -$50 billion, and
there are zero errors or omissions, then it official reserve transactions must be ____________,
which means that the central bank\'s foreign exchange reserves __________.
-$50 billion; fell.
-$50 billion; rose.
impossible to tell; impossible to tell.
-$100 billion; rose.
-$50 billion; fell.
-$50 billion; rose.
impossible to tell; impossible to tell.
-$100 billion; rose.
Solution
-$50 billion; fell..
if a consistent system of equations has more unknowns than equations.pdf
if a consistent system of equations has more unknowns than equations, what can be said about
the number of the solutions?
Solution
THERE ARE INFINITE NUMBER OF SOLUTIONS.
AS SOME VARIABLES WILL BE DEPENDENT AND SOME WILL BE INDEPENDENT
IN THIS CASE.
If a coin is tossed five times, find the probability that (a) Th.pdf
If a coin is tossed five times, find the probability that
(a) The first toss matches the second toss.
(b) We get five heads.
(c) We get at least one result of tails.
Solution
a. first can match the second or cannot.. so the probability is 0.5
b. 5 heads is that, 0.55
c. at least one heads implies.. 1-probability of all tails
=1-0.55.
If A and B are mutually exclusive events in some sample space S, and.pdf
If A and B are mutually exclusive events in some sample space S, and P(A) = 0.3 and P(B)= 0.5
find the probability that A occurs but B does not.
Solution
AS a and B are mututlly exclusive
therefore , P(A B) = 0
only A occurs not B
P(A - B) = P(a) - P(A B)
= 0.3 - 0
0.3 answer !!!!.
If 2011 unbiased coins are tossed, what is the probability that ther.pdf
If 2011 unbiased coins are tossed, what is the probability that there are an even number of
heads?
Solution
beacuse head and tail has same probability of occuring same as of head = same as
tail secondly , head can occur half the even times and half as odd times so probability comes
half 1/2.
If 4 items are chosen at random without replacement from 7 items, in.pdf
If 4 items are chosen at random without replacement from 7 items, in how many ways can the 4
items be arranged, treating each arrangement as a different event (i.e., if order is important)?
Answer
35
840
5040
24
Solution
7 P 4=7! /3! = 840.
If a 95 CI for the difference in two independent means is (2.1 to 4.pdf
If a 95% CI for the difference in two independent means is (2.1 to 4.5), there is no significant
difference in means. True or false?
Solution
If ( 2.1 , 4.5 ) is the 95% CI for difference in two independent means , then there is
significant difference in means. So it is false. Hope this helps. Please rate this as a life saver.
Thanks..
If a $24 per share stock has a PE ratio of 12 and pays out 40 perce.pdf
If a $24 per share stock has a P/E ratio of 12 and pays out 40 percent of its profits in dividends
How much profit is it earning per share?
How large is its dividend?
What is the implied rate of cash return?
Solution
Answer: P/E ratio=MPS/EPS
12=$24/EPS
EPS=24/12
=$2 per share
Dividend=$2 per share *40%=0.80 per share
Implies rate of cash return:
=(1.20/24)*100
=5%.
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