Answer:
C) the market price falls below $170 per unit.
Explanation:
If this firm is a price taker, it means that it is operating in a perfect competition market. In such markets, since the entry and exit barriers are very low or nonexistent, if the equilibrium price falls below the variable cost, the firms should halt production in the short run until the equilibrium price rises again. The firm should resume production only after the equilibrium price exceeds the variable costs.
This situation is only applicable on the short run. On the long run the firm should only produce if the equilibrium price is greater or equal to its marginal cost.
Answer: c. Cost of Goods Sold $9,500 $9,500 Inventory.
Explanation:
The journal entries that is required on December 31 to adjust the ending balance of inventory if the direct method is used to record the lower of cost or market write down will be gotten as the difference between the historical cost of the ending inventory and the current replacement cos of inventory. This will be:
= $316000 - $306500
= $9500
Therefore, the journal entry will be:
Debit: Cost of Goods Sold $9,500
Credit: Inventory $9,500.
Answer:
a receipt
Explanation:
A receipt is a document acknowledging that a person has received money or property in payment following a sale or other transfer of goods or provision of a service. All receipts must have the date of purchase on them
Answer:
C. $ 32,742
Explanation:
The cost per equivalent unit were $ 1.35 for direct materials and $ 5.20 for conversion costs.
The Ending Work In Process has Equivalent Units 9000 complete as to materials and 44% complete as to Conversion Costs.
So the costs will be
Materials = 9000 *100% * $ 1.35 = $ 12150
Conversion = 9000 * 44% * 5.20 = $ 20592
Total Costs $ 32742
The Ending Work in Process costs are found by multiplying the unit costs with the Equivalent number of units multiplied with the percentage of completion.
According to functional job analysis, all jobs require workers to interact with data, people, and things. There are different ways to conduct a functional job analysis, but these ways measure workplace roles through established scales. These scales are usually categorized into seven categories: data, people, things, instruction, reasoning, math, and language.
Functional job analysis is the practice of examining job requirements and assigning a suitable candidate for that job or examining a candidate's qualifications and skills and assigning a suitable job to that candidate. It also works in reverse by not matching the wrong candidate with the job or vice versa. An obvious example is not hiring someone with no hands to do any job that requires lifting things. With only two types of jobs in a small business, this is not a difficult proposition. In a large company with thousands of people doing hundreds of different jobs, it can become a Gordian knot. It is up to the functional job analyst to become Alexander with the sword.
Learn more about functional job analysis:
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