Answer:
commission to both brokers N and K.
Explanation:
Broker N is entitled to a sales commission because he/she sold the property. But broker K is also entitled to a commission because an exclusive right-to-sell agreement allows him/her to collect a commission no matter who sells the property. The only exception to the agreement would be if the seller himself/herself sold the property, but that is not the case here.
Answer:
b. can be tailored to the needs of the internal user.
Explanation:
Managerial accounting information is basically for internal users, and is not aimed to provide information to external users. It aims of future projections.
It need not follow the US GAAP process, as there is no statutory requirement.
Shareholders are considered external for this purpose, as internal ones are, management, employees, labor etc:
Therefore, it does not help shareholders.
It does not report any kind of business results, it only aims to regulate transactions and accordingly planning future goals.
Therefore, correct option is
b. can be tailored to the needs of the internal user.
Answer:
128,000 units
Explanation:
The calculation of the equivalent units of production using the weighted average method is given below:
= Total units of finished goods × completion percentage + ending work in process units × completion percentage
= 107,000 units × 100% + 42,000 units × 50%
= 107,000 units + 21,000 units
= 128,000 units
Hence, the equivalent units of production of direct labor is 128,000 units.
Answer: True
Explanation:
Cost-volume-profit analysis is refered to as the predictive tool that can be used for the determination of the profit consequences of the price changes, future cost changes, price and the volume of the activity changes.
It requires the management to classify all the costs as either fixed cost or variable cost with respect to production or sales volume within the relevant range of operations.
Answer: Employers should offer employees enough opportunity to keep each of their drives in balance.
Explanation:
The Four-Drive Theory is a way of improving Employee motivation through more ways than just financial incentives. It is believed that all four factors are very integral in the motivation of employees and so managers would do well to implement them to get the best out of their employees.
The Four drives are, <em>Acquire and Achieve</em>, <em>Bond and Belong</em>, <em>Create and Challenge</em> and <em>Define and Defend</em>.
A key recommendation by the proponents of this theory is that Managers should not give their employees too little or too much opportunity to follow each drive but rather give them enough opportunity that they keep each drive balanced with the others.
