Let the incomes of A and B be 3P and 4P.

If each saves Rs. 100 per month, then their expenditures = Income - savings = (3P - 100) and (4P - 100).

The ratio of their expenditures is given as 1 : 2.

Therefor, (3P - 100) : (4P - 100) = 1 : 2

Solving, We get P = 50. Substitute this value of P in 3P and 4P.

Thus, their incomes are : Rs.150 and Rs.200

Interest received by A from B = 10% of half of Rs.50000 = 10% of Rs. 25000 = Rs.2500.

Amount received by A per annum for being a working partner = 1500 x 12 = Rs.18000

Let 'P' be the part of the remaining profit that A receives as his share.

So,total income of A = (Rs.2500 + Rs.18000 + Rs. P )

Total income of B = only his share from the remaining profit = 'P', as  A and B share the remaining profit equally.

We know that income of A = Twice the income of B 

So, (2500 + 18000 + P ) = 2(P)

P = 20500

Thus, the total profit = 2P + Rs.18000

= 2(20500) + 18000 = Rs.59000.

As both A and B invest the same amounts, the ratio of their profits at the end of the year is equal to the ratio of the time periods for which they have invested.

Thus, the required ratio of their profits = A : B = 8 : 12 = 2 : 3.

Hence, share of A in the total profit = 2 x 25000/5 = Rs.10000

Similarly, share of B in the total profit = 3 x 25000/5 = Rs.15000

SP of first article = Rs.1000

Profit = 20%

 CP = SP x 100100+P% = Rs. 25003

SP of Second Article = Rs.1000

 Loss = 20%

 CP = SP x 100100-L% = Rs. 1250

So, Total SP = Rs.2000; Total CP = Rs.6250/3

As the CP is more than SP, he makes a loss.

Loss = CP - SP = (6250/3) - 2000 = Rs.(250/3)

So, Loss Percent = Lossx100/CP = 4%

Sample Response :

While attending college, I also worked at a law firm. I was successful because I practiced good time-management skills, and I made a to-do list every day. As I completed each task, I checked it off the list. It is funny how something so simple can keep you so organized. As a result of my to-do lists, I was able to visualize my daily progress.

I have had differences of opinion with previous managers. Our disagreements were not significant, but some had to be confronted and resolved. I have learned that two parties typically quarrel when each one refuses to consider the other's perspective. Therefore, I asked the manager I disagreed with to explain his or her perspective, and then to consider my point of view. This way, we were able to take into account each other's perspective and come to an agreeable compromise. When a compromise could not be reached, I accepted my manager's decision. Regardless of individual perspectives, managers are responsible for setting policy, and subordinates are responsible for executing it.

I assume that by exercises you mean stretches. If not, if you mean other exercises, then Science of Sports Training will answer your question. Concerning stretches?do dynamic stretches similar to the movements in your sport. Do those isometric stretches that resemble positions at which your range of motion is less than required in your sport. For example, stretches 1 and 3 on pages 68 and 69 in Stretching Scientifically would help for baseball pitchers. Gymnasts or kickboxers may pick any stretch from pages 70?72, plus any stretch from page 74 and any hamstring stretch from page 75. Stretches you do for the front of the thigh and for the hamstring you can later replace with front splits (page 76 in Stretching Scientifically) as your flexibility improves. You can do relaxed stretches similar to your isometric stretches or whichever ones stretch your tensed muscles.

The proper sequence of stretches in a workout is: dynamic, static active, isometric, relaxed. You do not have to do all these types of stretches in a workout. You can skip the ones that you do not need but do not alter the order.

Compliance policies should be accessible to all employees, well communicated, and easy to understand and apply. Responses to this question can provide valuable end-user feedback in this regard. The additional area of “enforcement” may provide some insight into an organization’s ethical tone and employee perceptions about fairness and equality. A quality compliance program will assure that all violators are treated fairly, but equally. If employees perceive that management or others are “above the law,” the compliance program loses credibility.