Answer:
$106,500
Explanation:
The computation of the total stockholder equity is shown below:
Total assets = Total liabilities + stockholder equity
where,
Total assets = Current assets + fixed assets
= $741,000 + $592,000
= $1,333,000
And, the total liabilities is
= Current liabilities + long term debt
= $533,500 + $693,000
= $1,226,500
So, the total stockholder equity is
= $1,333,000 - $1,226,500
= $106,500
Answer:
The correct answer is letter "C": direct labor dollars, direct labor hours, and machine hours.
Explanation:
The allocation base is the method of assigning overhead costs to the source that causes it. More often, the allocation base is used for goods being produced in the manufacturing industry. In case the allocation base has properly been applied, changes in the allocation costs will not have a major impact on the costs of the source.
<em>Examples of allocation bases are assigning costs of Human Resources (HR) according to the number of employees in each administrative department or direct labor dollars, direct labor hours, and machine hours in production.</em>
<span>Charlotte paid $4 for a movie download. The monetary amount is the download's retail price. The correct option among all the options that are given in the question is the third option or the last option. I hope that this is the answer that you were looking for and it has come to your desired help.</span>
The correct answer is A. Debit cards withdraw money directly from your account.
Explanations:
B. Debit cards offer less fraud protection than a credit card; the money has already left your hands whereas with credit cards it doesn't until the end of the month.
C. Debit cards do in fact require signatures. Yeah.
D. Debit cards charge much lower rates (if any, depending on the bank) because you are paying up front versus waiting until the end of the month when you will likely be charged interest and/or fees.
Hope I helped!
The performance management approach that uses job performance evaluations to identify a company's best, average, and worst performing employees, using person-to-person comparisons, is known as "forced ranking".
<h3>What is forced ranking?</h3>
The contentious practice of "forced ranking," which grades employees against one another rather than against performance standards, is very popular in corporate America.
The problem with forced ranking are-
- This can lead to a lack of motivation and disengagement among employees as well as unneeded internal competition that can harm collaboration, creativity, and innovation and divert attention from market competition.
- Although contentious, forced ranking systems are legal. Employers who choose to take action based on those rankings, however, run a number of legal dangers.
The forced rankings beneficial from an employee perspective, here are reasons-
- This system teaches a manager how to assess employees objectively with the right management training.
- When the management system needs to be improved or formalised, forced rankings are advantageous.
- An essential component of business is analysing trends and developments.
To know more about example of forced ranking, here
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