Answer:
$5,360
(not given in the options)
Explanation:
Depreciation is the systematic allocation of cost to an asset based on estimates. It is given as
Depreciation = (cost - salvage value)/useful life
When originally purchased, a vehicle costing $23,040 had an estimated useful life of 8 years and an estimated salvage value of $1,600
Annual depreciation = ($23,040 - $1,600)/8
= $2,680
After 4 years
Accumulated depreciation = 4 × $2,680
= $10,720
The net book value then
= $23,040 - $10,720
= $12,320
Since the asset's total estimated useful life was revised from 8 years to 6 years and there was no change in the estimated salvage value
New depreciation = ($12,320 - $1,600)/2
= $5,360
The depreciation expense in year 5 equals $5,360
Answer:
Kindly check attached picture
Explanation:
Given the details below
Accounts Debit Credit
Cash $16,000
Accounts receivable 162,000
Prepaid rent 10,000
Supplies 31,000
Equipment 370,000
Accumulated depreciation $129,000
Accounts payable 11,000
Salaries payable 3,500
Interest payable 1,900
Notes payable (due in two years) 37,000
Common stock 210,000
Retained earnings 176,100
Dividends 27,000
Service revenue 360,000
Salaries expense 150,000
Advertising expense 75,000
Rent expense 18,000
Depreciation expense 32,000
Interest expense 2,500
Utilities expense 35,000
Totals $928,500 $928,500
Prepare an income statement for China Tea Company for the year ended December 31, 2021
Kindly check attached picture
Answer:
c. investors see better long-term prospects for Amazon
Explanation:
As we know that Amazon has the more customer base in the market due to which the shareholder predicted the expected profit in upcoming years. The company could run in long run. Even the ompany suffered huge losses due to discount provided but the investors are ready to invest in this company as they seen there is a better and long term prospects
Therefore according to the given situation, the option c is correct
Answer:
<em>c. Implied warranty of fitness for a particular purpose
</em>
Explanation:
The warranty of fitness for a particular purpose is inferred whenever a purchaser depends on the supplier to pick the products to fit a particular query.
For instance, if a customer asks a mechanic to supply winter tires and receives tires that are unfit for use in weather, this warranty is breached.
It is also possible to explicitly revoke this implicit warranty by name, thus moving the threat of unfitness back to the purchaser.
Industry-wide connections. Specialist job recruiters virtually know all business leaders in their industry who are relevant to talent recruitment. In particular, sales recruiters know which specific enterprises (and their associated decision-makers) have an urgent need for fresh sales talent. They also know which sales leader or which sales organization have ample leg room (wait, a new series B funding?) to hire exceptional sellers even when the actual need in terms of headcount has yet to materialize. They are even aware of open jobs that stay under the radar. These HR veterans know exactly who to call up and how to engage these people with the aim of creating recruitment opportunities and completing a hiring cycle.
Domain knowledge. Tech recruiters know the fundamental aspects regarding the human component of technology development just as sales recruiters know which skills are in high demand among sales teams; and how people can proactively fit into the selling process. They know account-based, social, solution-based, and other methods of selling; and which type of selling credentials or experience matches each framework. Specialist job recruiters under retainer arrangement with top brands know the corporate culture and preferred worker personas of the companies they serve. This insider knowledge enables sales recruiters to orchestrate the best and longest lasting people-job matches in the industry.
Time-saving. Because sales recruiters operate with surgical precision, both employers and job seekers who use their services save considerable amount of time compared to casting very wide nets using traditional ways of job search. Sales recruiters unburden employers from the task of creating a shortlist of good candidates. They also help job seekers avoid doing multiple interviews for each company they apply to by simulating the filtering effect of the interview process for them.
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Cost-effective (for job seekers). Some sales recruiters do not charge fees from job seekers up front. That means sales professionals can seek help from multiple job recruiters without paying anything until they successfully land a job. However, payback happens upon any successful onboarding. Some recruiters — especially those focusing on the C-suite — which provide premium services do require payment at the onset. Nearly all job recruiters charge participating employers for their specialist services, either via a retainer, contingency, or other types of arrangement.
Good hand in the negotiation table. Job recruiters have excellent negotiation skills, developed from years of balancing employer, job seeker, and sales recruiter priorities (they make money by playing off the relative values being exchanged by jobseekers and employers). These negotiation skills sometimes result to better compensation packages for jobs seekers but not always.
Game-changing career advice. Some specialist job recruiters provide crucial career advice for free. Because they need to close acceptable deals with employers, they need to prime all talents under their care for every hiring challenge ahead. As domain experts, they know which skills, certifications, or credentials a job seeker needs to successfully land a particular sales role. They even advise applicants on how they should behave and answer questions during interviews.
