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Determine the area of a triangle A 1. triangle A and B are similar with a linear scale factor of 7:10 2. B is larger than A?
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Determine the area of a triangle A 1. triangle A and B are similar wit...
**Determining the Area of Triangle A**

To determine the area of triangle A, we need to have some information about its dimensions. However, the given information in the question does not provide any specific measurements for triangle A. Instead, it only mentions that triangle A and B are similar with a linear scale factor of 7:10 and that B is larger than A.

Without any explicit measurements, it is impossible to calculate the exact area of triangle A. However, we can still make some general observations and provide an explanation based on the given information.

**Similarity and Scale Factor**

The fact that triangles A and B are similar means that they have the same shape but possibly different sizes. In this case, the linear scale factor of 7:10 indicates that triangle B is larger than triangle A.

To understand this concept, imagine scaling up triangle A by a factor of 10/7. This means that every side length of triangle A is multiplied by 10/7 to obtain the corresponding side length of triangle B. As a result, triangle B will have larger dimensions compared to triangle A, but the overall shape of the triangles will remain the same.

**Implications for Area**

Since triangle B is larger than triangle A, it is reasonable to conclude that the area of triangle B will be greater than the area of triangle A. This is because the area of a triangle is directly proportional to the square of its side length.

If the linear scale factor between the two triangles was 1:1, meaning they are congruent, then the areas of both triangles would be equal. But in this case, with a scale factor of 7:10, triangle B will have a greater area due to its larger dimensions.

**Conclusion**

In conclusion, without specific measurements for triangle A, we cannot calculate its exact area. However, based on the given information, we can infer that triangle B is larger than triangle A due to their similarity with a linear scale factor of 7:10. As a result, the area of triangle B will be greater than the area of triangle A.
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Comparable worth, as a standard applied to eliminate inequities in pay, insists that the values of certain tasks performed in dissimilar jobs can be compared. In the last decade, this approach has become a critical social policy issue, as large numbers of private-sector firms and industries as well as federal, state, and local governmental entities have adopted comparable worth policies or begun to consider doing so.This widespread institutional awareness of comparable worth indicates increased public awareness that pay inequities—that is, situations in which pay is not "fair" because it does not reflect the true value of a job—exist in the labor market. However, the question still remains: have the gains already made in pay equity under comparable worth principles been of a precedent-setting nature or are they mostly transitory, a function of concessions made by employers to mislead female employees into believing that they have made long-term pay equity gains?Comparable worth pay adjustments are indeed precedent-setting. Because of the principles driving them, other mandates that can be applied to reduce or eliminate unjustified pay gaps between male and female workers have not remedied perceived pay inequities satisfactorily for the litigants in cases in which men and women hold different jobs. But whenever comparable worth principles are applied to pay schedules, perceived unjustified pay differences are eliminated. In this sense then, comparable worth is more comprehensive than other mandates, such as the Equal Pay Act of 1963 and Title VII of the Civil Rights Act of 1964. Neither compares tasks in dissimilar jobs (that is, jobs across occupational categories) in an effort to determine whether or not what is necessary to perform these tasks—know-how, problem-solving, and accountability—can be quantified in terms of its dollar value to the employer. Comparable worth, on the other hand, takes as its premise that certain tasks in dissimilar jobs may require a similar amount of training, effort, and skill; may carry similar responsibility; may be carried on in an environment having a similar impact upon the worker; and may have a similar dollar value to the employer.It can be inferred from the passage that application of "other mandates" (see highlighted text) would be unlikely to result in an outcome satisfactory to the female employees in which of the following situations?I. Males employed as long-distance truck drivers for a furniture company make $3.50 more per hour than do females with comparable job experience employed in the same capacity.II. Women working in the office of a cement company contend that their jobs are as demanding and valuable as those of the men working in the cement factory, but the women are paid much less per hour.III. A law firm employs both male and female paralegals with the same educational and career backgrounds, but the starting salary for male paralegals is $5,000 more than for female paralegals.

Comparable worth, as a standard applied to eliminate inequities in pay, insists that the values of certain tasks performed in dissimilar jobs can be compared. In the last decade, this approach has become a critical social policy issue, as large numbers of private-sector firms and industries as well as federal, state, and local governmental entities have adopted comparable worth policies or begun to consider doing so.This widespread institutional awareness of comparable worth indicates increased public awareness that pay inequities—that is, situations in which pay is not "fair" because it does not reflect the true value of a job—exist in the labor market. However, the question still remains: have the gains already made in pay equity under comparable worth principles been of a precedent-setting nature or are they mostly transitory, a function of concessions made by employers to mislead female employees into believing that they have made long-term pay equity gains?Comparable worth pay adjustments are indeed precedent-setting. Because of the principles driving them, other mandates that can be applied to reduce or eliminate unjustified pay gaps between male and female workers have not remedied perceived pay inequities satisfactorily for the litigants in cases in which men and women hold different jobs. But whenever comparable worth principles are applied to pay schedules, perceived unjustified pay differences are eliminated. In this sense then, comparable worth is more comprehensive than other mandates, such as the Equal Pay Act of 1963 and Title VII of the Civil Rights Act of 1964. Neither compares tasks in dissimilar jobs (that is, jobs across occupational categories) in an effort to determine whether or not what is necessary to perform these tasks—know-how, problem-solving, and accountability—can be quantified in terms of its dollar value to the employer. Comparable worth, on the other hand, takes as its premise that certain tasks in dissimilar jobs may require a similar amount of training, effort, and skill; may carry similar responsibility; may be carried on in an environment having a similar impact upon the worker; and may have a similar dollar value to the employer.According to the passage, which of the following is true of comparable worth as a policy?

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Determine the area of a triangle A 1. triangle A and B are similar with a linear scale factor of 7:10 2. B is larger than A?
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