1. Profit earned by an organization is distributed among officers and clerks in the ration 5 : 3 respectively. If the number of officers is 45 and the number of clerks 80 and the amount received by each officer is Rs. 25,000/-, what was the total amount of profit earned?






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  • By: anil on 05 May 2019 01.34 am
    Let the amount recieved by each clerk be x $$frac{45*25000}{80*x} = frac{5}{3}$$ x = 8437.5 Total profit = (8437.5*80)+(25000*45) = 18 lakh
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MCQ->Profit earned by an organization is distributed among officers and clerks in the ration 5 : 3 respectively. If the number of officers is 45 and the number of clerks 80 and the amount received by each officer is Rs. 25,000/-, what was the total amount of profit earned?....
MCQ-> Based on the information answer the questions which follow. Eight officers of Indian Trade Service meet for a cup of coffee at Coffee Point. The officers P, Q, R, S, T. U. V and W are seated in a circle and discuss issues related to Trade in Services, Trade in Intellectual Property Rights. Investments. Tariffs, Remedies. Standards. Trade Facilitation and Subsides not necessarily in the same order. An MBA student sitting on the next table overhears the discussion and ranks the issues as per their importance from 1 to 8. No two issues can have the same rank and no two officers can have the same position. Additional information available is: i. P is sitting to the immediate left of S and the officer opposite to S discusses issues pertaining to Remedies. ii. U's issue is ranked $$7^{th}$$ and there is one officer between U and the officer whose issue is ranked $$2^{nd}$$. iii. The officer whose issue is ranked 1 is not opposite to the officer whose issue is ranked 8 who represents issues related to Investments.iv. The ranks of the issues raised by the officers sitting opposite to each other cannot be both even or both odd. v. The officer discussing issues related to Trade in Services is sitting opposite to T. T is sitting at a gap of one place from P. vi. R is sitting opposite to Q and represent issues related to Standards and Trade in Intellectual Property Rights not necessarily in the same order. vii. P's issue was ranked 4th and he was discussing issues related to Tariffs and sits opposite to the officer ranked 5th who represents issues related to Subsidies. viii. The officers representing issues related to Trade in Services and Trade facilitation are sitting adjacent to each other.Which officer discusses Remedies and what is its rank?
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MCQ->Profit earned by organisation is distributed among officers and clerks in the ratio of 5:3 If the number of officers is 45 and the number of clerks is 80 and the amount received by each officer is rs 25,000 what was the total amount of profit earned ?....
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MCQ-> When people react to their experiences with particular authorities, those authorities and the organizations or institutions that they represent often benefit if the people involved begin with high levels of commitment to the organization or institution represented by the authorities. First, in his studies of people's attitudes toward political and legal institutions, Tyler found that attitudes after an experience with the institution were strongly affected by prior attitudes. Single experiences influence post- experience loyalty but certainly do not overwhelm the relationship between pre-experience and post- experience loyalty. Thus, the best predictor of loyalty after an experience is usually loyalty before that experience. Second, people with prior loyalty to the organization or institution judge their dealings with the organization’s or institution's authorities to be fairer than do those with less prior loyalty, either because they are more fairly treated or because they interpret equivalent treatment as fairer.Although high levels of prior organizational or institutional commitment are generally beneficial to the organization or institution, under certain conditions high levels of prior commitment may actually sow the seeds of reduced commitment. When previously committed individuals feel that they were treated unfavourably or unfairly during some experience with the organization or institution, they may show an especially sharp decline in commitment. Two studies were designed to test this hypothesis, which, if confirmed, would suggest that organizational or institutional commitment has risks, as well as benefits. At least three psychological models offer predictions of how individuals’ reactions may vary as a function of a: their prior level of commitment and b: the favorability of the encounter with the organization or institution. Favorability of the encounter is determined by the outcome of the encounter and the fairness or appropriateness of the procedures used to allocate outcomes during the encounter. First, the instrumental prediction is that because people are mainly concerned with receiving desired outcomes from their encounters with organizations, changes in their level of commitment will depend primarily on the favorability of the encounter. Second, the assimilation prediction is that individuals' prior attitudes predispose them to react in a way that is consistent with their prior attitudes.The third prediction, derived from the group-value model of justice, pertains to how people with high prior commitment will react when they feel that they have been treated unfavorably or unfairly during some encounter with the organization or institution. Fair treatment by the other party symbolizes to people that they are being dealt with in a dignified and respectful way, thereby bolstering their sense of self-identity and self-worth. However, people will become quite distressed and react quite negatively if they feel that they have been treated unfairly by the other party to the relationship. The group-value model suggests that people value the information they receive that helps them to define themselves and to view themselves favorably. According to the instrumental viewpoint, people are primarily concerned with the more material or tangible resources received from the relationship. Empirical support for the group-value model has implications for a variety of important issues, including the determinants of commitment, satisfaction, organizational citizenship, and rule following. Determinants of procedural fairness include structural or interpersonal factors. For example, structural determinants refer to such things as whether decisions were made by neutral, fact-finding authorities who used legitimate decision-making criteria. The primary purpose of the study was to examine the interactive effect of individuals a: commitment to an organization or institution prior to some encounter and b: perceptions of how fairly they were treated during the encounter, on the change in their level of commitment. A basic assumption of the group-value model is that people generally value their relationships with people, groups, organizations, and institutions and therefore value fair treatment from the other party to the relationship. Specifically, highly committed members should have especially negative reactions to feeling that they were treated unfairly, more so than a: less- committed group members or b: highly committed members who felt that they were fairly treated.The prediction that people will react especially negatively when they previously felt highly committed but felt that they were treated unfairly also is consistent with the literature on psychological contracts. Rousseau suggested that, over time, the members of work organizations develop feelings of entitlement, i.e., perceived obligations that their employers have toward them. Those who are highly committed to the organization believe that they are fulfilling their contract obligations. However, if the organization acted unfairly, then highly committed individuals are likely to believe that the organization did not live up to its end of the bargain.The hypothesis mentioned in the passage tests at least one of the following ideas.
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