If there is no value, then why bother with a technical evaluation? Outline its use, its utility, and how it may help technicians choose when it's best to make financial investments.
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- The board of directors of a company decides that senior management has to be rewarded in order to achieve the company's objectives. The board of directors selects whether or not to award bonuses based on growth in share value at the end of each fiscal year. Bonuses will be given in shares, which the managers can keep or sell on the open market. What are the ramifications of implementing a bonus system like this?To what ends does technical analysis strive? Give some background on how and why technicians use it, and how it might impact the timing of investment decisions.How will adjustments be made if the project's parameters need to shift? When it is inevitable that business needs will change, which SDLC model should be used? Justify?
- An organisation's board decides that it needs to provide incentives for senior management to further the organisation's goals. The board decides to provide bonuses based on increases in share value, measured at the end of each financial year. Bonuses are to be paid in shares which can be held by the managers or sold on the market. What are the implications of introducing such a bonus system?In other words, what is the point of technical analysis? Describe how and why technicians use it, and how it might benefit the timing of investment decisions.Using a range of various approaches, the results of performance analyses may be made simpler for managers to compare and comprehend.It is possible that a balanced scorecard will be of assistance to managers in comprehending and evaluating the interests of all of their stakeholders.
- To what ends does technical analysis strive? Provide some background on how and why technicians use it, and how it might impact the timing of investment decisions.There's an opinion that the board should compensate senior management for helping the firm achieve its goals. It is up to the board of directors to decide on annual incentives depending on the company's share price. Rather than cash, managers will get bonuses in the form of stock, which they may either retain or sell. What are the long-term consequences of this bonus programme?Utilizing a wide range of various approaches may make it much simpler for managers to compare and comprehend the results of performance analyses.The use of a balanced scorecard might be beneficial to managers in helping them understand and evaluate the interests of all of their stakeholders.
- The board of directors of an organization determines that it is necessary to create incentives for senior management to advance the organization's aims. The board of directors determines whether to award bonuses based on growth in share value at the end of each fiscal year. Bonuses are to be paid in shares that managers may hold or sell on the open market. What are the consequences of implementing such a bonus system?Consider at least two alternative courses of action. Do you see any similarities or distinctions between the two cases? What are the most important factors to consider while developing a plan, and why? How does your concept align with the majority of businesses? You must cite your sources inside the text.A company's board thinks it needs to reward top management for advancing the company's aims. The board decides on incentives based on share price rises at the end of each year. Bonuses will be given in shares that managers may keep or sell. What are the ramifications of such a bonus scheme?
