Answer:
103,500 units
Explanation:
Equivalent units calculation - conversion costs
Completed and transferred units (99,100 x 100 %) = 99,100 units
Ending Work in Process units (11000 x 40%) = 4,400 units
Total Equivalent units = 103,500 units
therefore,
The equivalent units of production for conversion costs for June were 103,500 units
Answer:
- The earnings per share of common stock is closest to
D. $11.41.
Explanation:
To find the Price-Earning Ratio first, it's necessary to deduct from the Net Income the part corresponding to Preferred Stock,
which is , $2,532,000 - (200,000*1,25= $250,000) = $2,282,000
Then we calculate the Earning/Share Ratio : $2,282,000/200,000 = 11,41
Shares of Common stock outstanding 200.000
Shares of Preferred stock outstanding 200.000*$1,25 = $250.000
NET INCOME Available $2,282,000 = $ 2,532,000 - $250,000
Answer:
<em>Inaccurate</em>
Explanation:
<em>The information that was given to Alex Timbers who was a wood supplier that furniture manufacturing company requires teak wood, this information was </em><u><em>inaccurate</em></u><em>.</em>
Because we can see in the scenario which is mentioned in the question that the quality specialist of that furniture manufacturer company observes that the logs that was sent by Alex Timbers are very big, as the company itself ordered for teak wood, and we know that teak wood is very big. So, we can say that information provided by the company was inaccurate.
Answer:
The correct answer is letter "A": absolute advantage.
Explanation:
Absolute Advantage is an individual company, or country's ability to produce a good or service at a lower cost than any competitor. An organization with an absolute advantage requires fewer inputs or more efficient processes that allows the firm to lower prices and earn higher profits compared to its rivals.
<u>Solution and Explanation:</u>
The following would be the specifications of the training module for the cashiers:
1. There would be multiple modules consisting of the job responsibilities as refresher courses and at the same time, the new market conditions and additional job related things that they must be doing in the near future would be the other modules.
2. The key areas that the multi module training program would be focussing on would be, customer relationship training, system and data maintenance training, documentation and accounting module
3. The training intervention would be preferably on job and alongside there would be a mentor/coach allotted to the cashiers who are experts in the field preferably store managers and functional experts. For the system related modules, they would be having simulation based modules. Only during the non rush-hours there would be offline training and update sessions with respect to the progress made on their training and the productivity improvement they have achieved over the past week.
The incentives associated with the productivity improvement would be translated into incentivising the cashiers to take up the training modules. The weekly update on the productivity improvement and the progress in their training would inturn make them competitive in nature. While coming to why such distribution has been done with respect to the modules, essentially if we look at the job of the cashiers, it’s a round the clock job and they would lose out on precious working hours if the training is done on an offline basis.
The simulations would definitely help understand the process but the on job training would be the one that is standing out, as they would be continuing their task and at the same time, the result is right in front on them to experience and therefore the distribution of the modules to not stress them out and at the same time not losing out on their time as well.
