Considering the scenario described above, at the store, I am an employee. This is because I'm hired full-time.
Also, because an office manager is supervising me, that shows I am an employee.
Also, given that I work within normal business hours at the store, that is a characteristic of an employee. Again, payment of wages is associated with employee relations.
On the other hand, I work as an independent contractor at the pub because I decide the music to play and get paid per gig.
Also, given that I don't work at normal hours and get paid at a lump sum, this is an independent contractor working feature.
Hence, in this case, it is concluded that I worked as an independent contractor at the pub and an employee at the store.
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Answer:
Equity at August 1st 0
adds: Carmen Camry Investment 101,4000
Net Income 5,410
Subtotal 106,810
Withdrawals -5,950
Carmen Camry capital account at the end of August 31th 100,860
Explanation:
We have to calculae the net income
Fees earned 26,960
office 5,200
rent expense 9,500
salaries expense 5,560
telephone expense 820
miscellaneous expenses 470
Total Expenses 21,550
Net Income 5,410
Then we do the equity stamtent:
beginning + investment + net income - withdrawals = ending
Equity at August 1st 0
adds: Carmen Camry Investment 101,4000
Net Income 5,410
Subtotal 106,810
Withdrawals -5,950
Carmen Camry capital account at the end of August 31th 100,860
Answer:
200 units
Explanation:
For computing the number of units produced each time we need to applied the economic order quantity formula which is shown below:
where,
Annual demand is 1,600 units
Ordering cost per order is $25
And, the carrying cost or holding cost per unit per year is $2
Now placing these values to the above formula
So, the economic order quantity is
= 200 units
According to McGregor's Theory Y method, a manager might think that workers ought to be involved in both problem-solving and problem-definition.
One of the theories that has a significant impact on both management and employees is McGregor's theory. Additionally, McGregor's descriptions of two different theories, namely Theory X and Theory Y, are further explained below along with each theory's central tenets.
According to Theory Y, a manager's positive perception of their team problem-solving members will increase employee motivation. Managers erroneously McGregor's Theory Y believe that a decentralized approach that strengthens teamwork, collaboration, and trust can address employee demotivation.
Contrary to Theory X, this theory holds that managers do not believe that problem-solving control motivates workers. The team members must be motivated by McGregor's Theory Y meeting their needs for social interaction, self-actualization, and self-esteem.
Learn more about McGregor's Theory Y here
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