The value of a sports franchise is directly related to the amount of revenue that a franchise can generate. The accompanying data table gives the value and the annual revenue for 15 major sport teams. Suppose you want to develop a simple linear regression model to predict franchise value based on annual revenue generated. Complete parts​ (a) through​ (e) below.

a. Construct a scatter plot. (Already Answered)

b. Use the​ least-squares method to determine the regression coefficients

c. Interpret the meaning of b0 and b1 in this problem. Choose the correct answer below.

A.The​ Y-intercept, b0​, implies when the annual revenue is​ zero, the franchise value is b0​,in millions dollars. The​ slope,b1​,implies the revenue is equal b1​, in millions of dollars.

B.The​ Y-intercept,b0​,implies that if the annual revenue is​ zero, the franchise value is equal to the value of b0​,in millions of dollars. The​ slope,b1​,implies that the average franchise value is equal to b1​,in millions of dollars.

C.An interpretation of the​ Y-intercept,b0​,is not meaningful because no sports franchise is going to have a revenue of zero. The​ slope,b1​,implies that for each increase of 1 million dollars in annual​ revenue, the franchise value is expected to increase by b1​,in millions of dollars.

D.The​ Y-intercept,b0​,implies that if the annual revenue is​ zero, the franchise value is equal to b0​,in millions of dollars. The​ slope,b1​,implies that for each increase of 1 million dollars in annual​ revenue, the franchise value is expected to decrease by b1​,in millions of dollars.

d. Predict the mean franchise value​ (in millions of​ dollars) of a sports team that generates​$200 million of annual revenue.

Yi=$_______million ​(Round to the nearest integer as​ needed.)

e. What would you tell a group considering an investment in a major sports team about the relationship between revenue and the value of a​ team?

A.The value of the franchise is not affected by the changes in revenue.

B.The value of the franchise can be expected to decrease as revenue increases.

C.The value of the franchise can be expected to increase as revenue decreases.

D.The value of the franchise can be expected to increase as revenue increases.

Data Table

Part 1)

Part 4)

Part 5)

Account balances from the ledger of Crosby Company on December 31, 2019, are as follows:

Adjustments required on December 31, 2019:

Question 3: Explain pressure. ( it is advised to look at the supplied materials and explain from them)

Supplied Materials:

-For static fluids, consider the force balance. Fluid statics.
is there. In the case of liquids, the change in pressure due to height is large, and it must be handled. Also, even when the container is in a relatively stationary state, for example, when the container is operating at high speed, it is possible to think of the motion of the fluid in the target system fixed to the container as if it were the stationary fluid.
  

3.1 Pressure p.22~

p expressed as p=P/A is called Pressure and P is called total pressure. When the pressure is not uniform, the pressure at one point is p=lim ΔA→0 (ΔP/ΔA)=dP/dA
Is displayed.

3.1.1 Unit of pressure p.22~
・In SI unit, the unit of pressure is often expressed as Pascal (Pa) or Bar (bar) or Water column meter (mH2O, mAq). Refer to Table 3.1 on page 23 of the textbook for pressure unit conversion. Of these, remember the following three in particular. 1Pa=1N/m2
1atm=101325Pa
1mHg=1/0.76atm
Pa is the basic unit of pressure, atm is 1 atm, and 1 mHg is used for conversion when measuring mercury column.

3.1.2 Absolute pressure and gauge pressure p.23~
・There are the following two methods to express the pressure. Be careful not to be confused.
(See Figure 3.1 in textbook p.23.) Absolute pressure: A method based on perfect vacuum. Gauge pressure: A method based on atmospheric pressure. (Gauge pressure) = (Absolute pressure)-(Atmospheric pressure) In other words, the gauge pressure indicates whether or not there is a pressure difference from atmospheric pressure. Therefore, the pressure measuring instrument usually shows gauge pressure, so it is necessary to consider the atmospheric pressure.

3.1.3 Properties of pressure p.23~
・Pressure has the following three properties. (1) The pressure of the fluid always acts vertically on the wall surface in contact with the fluid. (2) The pressure at one point in the stationary fluid is the same in both directions. (3) The pressure applied to the fluid in the closed container is transmitted to all parts with the same strength. Pascal principle: F2/A2 = F1/A1
∴ F2 = F1 × (A2/A1)

End of supplied materials. Thank you so much, and I hope you are able to deliver this. The explaination shouldnt be short but not too long either is thats not a bother

Sammy Benson supervised greater Downtown Bank's Special Check Sorting Unit, which processed odd-sized, foreign, and damaged checks. Once the checks were sent to his unit, they were manually interpreted, recorded, entered into the appropriate account transactions, and filed for return. Sammy supervised three check sorting clerks in his department. These jobs were staffed by relatively untrained, entry-level individuals who had just graduated from high school. During the summer, Greater Downtown Bank hired low-income, disadvantaged young people for various jobs throughout the company as part of its Community Upbeat campaign. To participate in this effort, representatives from the Human Resources Department visited selected high schools to interview students. Since the students were already prescreened by the school, the interviews were little more than "get-acquainted" discussions. Last summer, Sammy's unit supplied one of the jobs in this effort. Juanita Perez was hired in this context to work as a Special Checks clerk. She was scheduled to begin working in June after graduating from the local vocational high school, where she maintained a C average. This was her first full-time job. When Juanita reported to the bank for a brief induction program, she was scared. It was not only her first day on the job, but the first time she had ever been in the bank. Nevertheless, she kept up her courage and reported to the Human Resources Department as planned. After waiting in the lobby for a while, she was taken to a small meeting room where she and two other new hires were shown how to fill out and sign various forms and documents. Next, an administrative assistant read to the new hires a series of personnel policies about work schedules, breaks, overtime, pay secrecy, attendance, and benefits. She signed more forms, wondering what all this meant. As the meeting drew to a close, Sammy Benson arrived after receiving a call from Human Resources. He and Juanita were introduced for the first time. Sammy escorted Juanita back to the Human Resources Department, showing her the bank's various offices and other departments. He gave her a quick tour of his area, introducing her to the other clerks as he went. Sammy was careful not to interrupt their work, however, nor did he explain to Juanita what they were doing. It was obvious by the expressions on their faces that the employees were surprised to see her. After a quick tour and passing introductions, Sammy gave Juanita some basic instructions in her job. He gave Juanita the job of processing foreign checks. He felt this task was the easiest job to learn and do correctly. During her first day on the job, Sammy spent about 15 minutes showing her the procedure: inspect, record, enter, adjust, file. Since he had to prepare for a meeting later that day, that was all the time he could spend with her. By the end of the first week, Juanita seemed to be getting the hang of things: She came to work on time, stayed busy, and was fairly pleasant and easy to get along with. Sammy intended to spend as much time as possible with her during this period; however, because she seemed to catch on quickly and he was very busy, he saw her only occasionally over the next few weeks. Then, after about a month, Juanita called in sick one day. A replacement was brought in, and as she looked through Juanita's desk for a notepad, she found what appeared to be a large pile of unfiled checks. When Sammy looked through the pile, he found that there were, in fact, quite a few unprocessed checks, some of which dated from Juanita's first day on the job. As they were the more unusual kinds of checks the department handled, Sammy assumed that she apparently had not known how to process them. Unfortunately, the combined value of these checks totaled around $65,000. The bank had lost the "float" value on them, and Sammy knew that customer complaints would be coming in soon. Sammy expected Juanita to come back to work the following day, and he wondered if he should write up a warning notice for her immediately.

(Source: Alan Clardy, Ph.D., Advantage Human Resources, HRD Press, 1994)

1- What could be done by Sammy to manage Juanita's poor performance problem? Suggest four (4) methods of how Sammy can provide Juanita with skills and knowledge to improve her performance. Provide suitable example to support your answer.

2- Managers have the most significant impact on employee performance. Based on this statement, how would Sammy align the performance of his staff with the organizational goals? Propose four (4) work practices that Sammy can apply which lead to both high individual and high organizational performance. Provide suitable example to support your answer.

please I need some extra lines to write, our answer based on ( Stephen P. Robbins, Mary A. Coulter Management thirteenth edition ) book

E-Gardener is a company, which provides lawn and garden services through an app. The app matches between private and commercial residence owners (“Owners”) and talented gardeners (“Talented Gardeners”) in Ontario. The Owner, who uses the app, can choose from a variety of options to describe the work they are looking for and/or browse through the list of Talented Gardeners subscribed to the app, check their ratings and reviews, previous work, and choose who they would like to hire. The app may also make recommendation for “the perfect match” Talented Gardener based on the description of work. The Owner is then required to complete a detailed questionnaire on the app, which upon completion generates a customized contract for the Owner and Talented Gardener to sign online. A final non-refundable quote is also generated by the app. Once the Owner consents to the terms of contract and the price, the Talented Gardener may either accept or reject. The Owner then has to pay in full through the app; the Talented Gardener gets 70% and E-Gardening 30% of each transaction. Some Talented Gardeners own small gardening businesses or work for others and use the app for additional income. As per the terms signed by each Talented Gardener upon subscribing to the app, Talented Gardenrs are all “independent contractors”, responsible for acquiring tools that meet safety regulation and for obtaining liability insurance. In addition to around 2,500 Talented Gardeners, who offer their services through this app, E-Gardening employs in its Toronto office: 30 product development employees, 5 product managers, 10 marketing & sales employees, 20 employees in Customer Services and Communications department, 20 employees in Data Science & Analytics, and 5 employees in the Human Resources department.

Braydon is a Talented Gardener, who is unhappy with how E-Gardener is treated him and his work buddies. His neighbour, Khadija is a product development worker at E-Gardener and she has been unhappy as well (“long hours, hard work, no respect”, she says). Together they decide to turn to Unifor (the “Union”) for help in organizing their workplace. Unifor Local 222 files an application for certification with the Ontario Labour Relations Board (the “Board”) as the exclusive bargaining agent of “all employees of E-Gardener in Ontario, including Talented Gardeners who subscribed to the app, product development workers, marketing & sales employees, customer services and communications workers, employees in data science & analytics and human resources employees”. The Union estimates that the bargaining unit includes 2,585 employees and provides the Board with 40% signed cards (all by Talented Gardeners but 3, Khadija and her 2 friends from the human resources department). E-Gardener files its response submitting that: (1) the Talented Gardeners are “independent contractors” who cannot organize under the Ontario Labour Relations Act; (2) even if they can, it would not be appropriate to include them together with the other workers from the Toronto office; (2) product managers should be included because they “have no authority to fire anyone and only direct the work of product development workers; they may provide input on disciplinary action, which is often followed but not always”; (3) human resources employees should be excluded because “they might start working on salaries soon as we plan to terminate our contact with an external payroll service company”. E-Gardener estimates that the appropriate bargaining unit should include only 85 employees, with only one valid signed card of Khadija.

On the same day, the President of E-Gardener Ariel calls Khadija and then Braydon to an “emergency” one-on-one meeting. Based on what she hears from them, Ariel decides to give all workers (including independent contractors) a one-time bonus of $200. She also sent out an email to all workers to let them know that they are looking “deeply into changing things for the better and would welcome any suggestion that does not include unions because unions mean bad blood and no turning back”.

A few weeks later, the Board ordered that a certification vote would be held in E-Gardening and a hearing is scheduled for later to determine the appropriate bargaining unit. The vote is held. Although the votes are not counted yet, as the Board had to deliberate on the appropriate bargaining unit, Khadija is pretty certain the Union will lose the vote. She therefore instructs a few friends at the human resources department to take long lunch breaks and a few friends at the customer services and communications to respond to calls but not emails.

QUESTION: If the Union loses the vote, what complaint can the Union file with the Board? What will the Union argue? What would E-Gardener argue? What do you think the Board will decide? What remedies it may award?

Showing your humanity usually refers to an act of kindness or charity. Treating someone humanely means treating him fairly and with dignity. But are these traits really unique to humans? Psychologist Sarah Brosnan wants to find out. She argues that traits like fairness and curiosity are essential for any social animals to survive and live together. To show that, Brosnan works with capuchin monkeys at the Language Research Center, a part of Georgia State University. The capuchins here are "living in a normal social environment,” she says. "So they spend the vast majority of their day out here running around playing together, and we just separate them out for the testing.” The monkeys climb over branches in the cage, swing from the top of the cage, wrestle with each other. When it's time for testing, the animals go indoors. Equal Pay For Equal Work On this day Audrey Parrish is testing two capuchins, Liam and Logan. The test tries to get at the concept of fairness in capuchins. It isn't too tricky: Audrey hands Liam a granite token, and he hands it back to get a food reward. Audrey alternates between Liam and Logan. Now here's the twist. Sometimes each monkey gets the same reward, sometimes not. And there are two different kinds of rewards: a scrumptious, extremely desirable grape, or a ho-hum piece of only somewhat desirable cucumber. Think ice cream cone versus celery stick. Logan was perfectly happy to exchange the token for a cucumber when his pal Liam was getting a cucumber too. "The question is now how is Logan going to respond to that cucumber when Liam is getting a grape?" says Brosnan. What she finds is that more often than not, a capuchin offered the less desirable reward after his partner gets the good one refuses to hand back the token. "What we're really testing is how do you respond when you're the one that gets the lower salary, not how do you respond when you hear there's a discrepancy between salaries in the environment," says Brosnan. "So they don't necessarily have to have an idea of fairness or an idea of the way the world should work. All they have to care about is they got less than someone else." Curious By Nature Brosnan sees this work as evolutionary proof that animals have some of the same complex social rules that humans do. Clive Wynne isn't so sure. Wynne, an animal psychologist at the University of Florida, says you don't have to invoke ideas like fairness or inequity to explain the capuchins' behavior. There's an older concept, a more basic concept of frustration that humans share with many other species: "The tendency to act up if something they were expecting to receive is not given to them," says Wynne. "So if a child is in the habit of receiving a piece of chocolate for completing their homework, and they don't get their piece of chocolate, they may throw a tantrum. And that kind of frustrative behavior is seen in any number of different species." Brosnan says whether or not you accept terms like fairness or inequity to explain what the capuchins did in the fairness test, she insists you can see unmistakable echoes of human behaviors in her capuchins. Take curiosity. Brosnan points to what the capuchins did the first time they saw me and my recording gear -- they all came over to have a look. "They're curious about you," she says. "They haven't seen you; they haven't seen a mic before. So they want to see what it is. Is it going to do anything to them like give them food, or is it going to be a threat?" Brosnan says curiosity -- that desire to explore your world -- is key to human culture. Humans went beyond being curious about food and threats and began to wonder where we came from and why the stars twinkle in the night. You can also see beginnings of another important human social activity in capuchins: the desire to play -- to do things that have no immediate payoff. "You're not acquiring food; you're not mating; you're not defending yourself from a predator," says Brosnan. But saying play is purely social is not to suggest it isn't important -- it helps juveniles learn the limits of acceptable behavior in their groups. Brosnan doesn't believe play is a behavior inherited from monkeys in a genetic sense "but instead is a behavior that all sorts of intelligent, socially living species that live in complex social groups -- and need to know their ways around [the groups] -- have evolved." What humans and their big brains bring to the table is an ability to do more with these socially learned behaviors, to be curious about more things in our environment, and to extend concepts like fairness and inequity to make more complex societies. "That probably explains why we're building city-states, and other species are still in groups of 200," she says. In other words, we had the human edge.

1. Describe this article that you examined?

2.Did it suggest to you anything about how primates use their thinking ability to guide their social lives?

3. Does this suggest anything to you about human ethics? Why or why not?

Item 1

In the case below, the original source material is given along with a sample of student work. Determine the type of plagiarism by clicking the appropriate radio button.

Which of the following is true for the Student Version above?

Word-for-Word plagiarism

Paraphrasing plagiarism

This is not plagiarism

Hints

Item 2

In the case below, the original source material is given along with a sample of student work. Determine the type of plagiarism by clicking the appropriate radio button.

Which of the following is true for the Student Version above?

Word-for-Word plagiarism

Paraphrasing plagiarism

This is not plagiarism

Hints

Item 3

In the case below, the original source material is given along with a sample of student work. Determine the type of plagiarism by clicking the appropriate radio button.

Which of the following is true for the Student Version above?

Word-for-Word plagiarism

Paraphrasing plagiarism

This is not plagiarism

Hints

Item 4

In the case below, the original source material is given along with a sample of student work. Determine the type of plagiarism by clicking the appropriate radio button.

Which of the following is true for the Student Version above?

Word-for-Word plagiarism

Paraphrasing plagiarism

This is not plagiarism

Hints

11.) C6H12O6 + 6O2 + ADP + Pi---> 6CO2 + 6H2O + ATP Which of the following describe this reaction?

a. it is exergonic

b. entropy in this reaction increases

c. the energy in only contained in ATP

d. A and B

e. A and C

12.) For a protein to be an integral membrane protein, it would have to be _____.

a. hydrophilic

b. hydrophobic

c. amphipathic

d. completely covered with phospholipids

e. exposed on only one surface of the membrane

13.) How does DNA store information?

a. nucleotide pairing provides information on how to copy DNA

b. the nucleotides of DNA code for the RNA in cells

c. The nucleotides of DNA code for the more complex amino acid sequence of the proteins in cells

d. B and C

e. A, B, and C

14.) How might a cell compensate for excessive membrane fluidity that occurs when exposed to elevated temperature?

a.  Reduce membrane cholesterol content.

b.  Alter the lipid composition to have longer fatty acyl tails and fewer double bonds.

c.  Alter the lipid composition to have shorter fatty acyl tails and more double bonds.

d.  Alter the lipid composition to have shorter and more unsaturated fatty acyl tails.

15.) How would a cell transport a medium-sized molecule from a low concentration to a high concentration?

a. facilitated diffusion through an ion channel protein

b. facilitated diffusion through a transporter protein

c. active transport through a “pump” protein

d. passive transport

Explain briefly how a new polypeptide chain is elongated at the ribosome?

How does a change in nucleotide sequence of a gene lead to a change in the amino acid sequence of a protein?

What are the different kinds of mutations? Which ones lead to a change in the encoded protein? How can a mutation lead to disease?
What were the prevailing attitudes toward earth’s species and diversity before Darwin published Origin of Species?

What does evolution explain and what does it not explain?

Know the significance of the species found on the Galapagos Islands.

What were Darwin’s observations that led him to evolution and what was his key insight that
explained it?

Be able to discuss six lines of evidence that support the theory of evolution.

From an evolutionary view, what is the significance of a universal genetic code? What is the
significance of homologies (both molecular and anatomical)? Be able to interpret a phylogenetic
tree.

What is the contribution to survival and evolution of acquired vs. inherited traits?

What are five things that can drive evolution (mutation, natural selection, genetic drift, gene flow,
sexual selection)? What is genetic drift? What are the special cases of genetic drift?

What is meant by “showy males and choosy females?” How can this affect evolution?

Compare and contrast microevolution and speciation. What has to develop for a new species to evolve?

Why are there so many ways to define species? Which is used most often? What are the limits of the biological species concept?

How can different species evolve in the same region?