Answer:
C. Employees value the rewards or incentives that are being offered
Explanation:
Let's see the different options for answer...
<u>A. Performance measures are to be linked to the individual's goals</u>
No. Even if the performance measures should be linked to the individual's goals, just the mere existence of such KPI is not sufficient to motivate employees. There has to be some performance reward attached to it.
<u>B. Employees are given very broad performance goals</u>
No. To get a good performance and motivate employees, they must be given clear goals and objectives.
<u>C. Employees value the rewards or incentives that are being offered</u>
Yes. Even if you have good performance measurements, with realistic goals, the employees won't be motivated to reach those goals if the reward doesn't worth the effort.
<u>D. Employees are given limited resources to meet their goals</u>
No. They won't be motivated if they don't think they have the means to achieve those goals.
<span>The journal entry to record the initial write-off includes is allowance for doubtful accounts. Allowance for doubtful accounts is a contra account to accounts receivable, and therefore has debit balance. It also needs to be diminished because you already used the bad debt when you make the allowance.</span>
Failure by a promissory notes maker to pay the amount due at maturity is known as Dishonoring a note.
A dishonored note is a that promissory note which has not been paid by a debtor in a given reasonable amount of time. It causes the creditor to write off the recorded revenue as a bad debt.
With the help of promissory note, a buyer can make a short-term commitment to pay any supplier for merchandise within the stated time period and also at a certain interest rate.
In order to properly record a dishonored note in the financial journal of the organization one must first decide whether he is expecting to collect payment eventually or not.
A bill is always considered as dishonored either by non-acceptance or by non-payment of the bill.
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