Answer:
there is bigger value and reward in attending college.
Explanation:
Although attending college is expensive, time-consuming, and requires effort, but people decide to attend college because according to the opportunity cost point of view, there is bigger value and reward in attending college.
Opportunity cost in simple terms is the loss of one thing in order to achieve something bigger over a course of a particular action. So attending college might mean loss of time, expensive, and putting effort, the price of it is bigger in the future. Therefore, people decide to attend college.
<u>Solution and Explanation:</u>
The following guidelines as per the previously issued FASB statements of the Financial Accounting Standards, and APB Opinions, or the accounting research bulletins and the staff positions.
<u>The appropriate match for the each of the pronouncement is as follows:
</u>
1. E (Interpretations)
2. C (Technical Bulletins)
3. B (Opinions)
4. D (Statements of Financial Accounting Concepts)
5. G (Accounting Research Bulletins)
6. A (The statements of the Financial Accounting Standards)
7. F (The Staff Positions)
Answer:
Countries improve efficiency through producing goods in which they have the lowest opportunity cost.
Explanation:
Answer:
Helps analyze differences between actual and budgeted results
Helps reveal undesirable outcomes
Helps in planning and control activities
Explanation:
A master budget comprised of future income statement or planned operating budget and the future balance sheet or financial budget that represent the goals and objectives of the organization and the ways to achieve them. It identified the actual & budgeted results difference, It disclosed the non-desirable results and also it helps in activities that deals in planning & controlling
Therefore the above statements should be correct
A job description or JD is a written narrative that describes the general tasks, or other related duties, and responsibilities of a position. It may specify the functionary to whom the position reports, specifications such as the qualifications or skills needed by the person in the job, information about the equipment, tools and work aids used, working conditions, physical demands, and a salary range. Job descriptions are usually narrative,[1] but some may comprise a simple list of competencies; for instance, strategic human resource planning methodologies may be used to develop a competency architecture for an organization, from which job descriptions are built as a shortlist of competencies.[2][not specific enough to verify]
According to Torrington, a job description is usually developed by conducting a job analysis, which includes examining the tasks and sequences of tasks necessary to perform the job. The analysis considers the areas of knowledge, skills and abilities needed to perform the job. Job analysis generally involves the following steps: collecting and recording job information; checking the job information for accuracy; writing job descriptions based on the information; using the information to determine what skills, abilities, and knowledge are required to perform the job; updating the information from time to time. [3] A job usually includes several roles. According to Hall, the job description might be broadened to form a person specification or may be known as "terms of reference". The person/job specification can be presented as a stand-alone document, but in practice it is usually included within the job description. A job description is often used by employers in the recruitment process.
