Answer and Explanation:
The adjusting entry made on Tuesday is as follows
Salaries expense Dr $120 ($300 × 2 days ÷ 5 days)
To Salaries payable $120
(Being the salaries expense is recorded)
here the salaries expense is debited as it increased the expenses and salaries payable is credited as it also increased the liabilities.
Not trying to be rude but that’s too much for too little amount of points
That’s technically an entire book page of reading
Answer:
The $ 4 per machine hour is the contribution margin per machine hour for the Lowell Lamp.
Explanation:
Since in the question two lamps : Bed-ford lamp and Lowell lamp information is given .
Based on the information mentioned in the question, First we have to calculate the contribution margin per unit. Than we are able to calculate contribution margin per hour.
The computation for Lowell Lamp is given below
The contribution margin per unit = Sales per unit - variable cost per unit
= $38 - $22
= $16 per unit
Since, contribution margin per unit is $16 per unit. So, now we calculate contribution margin per machine hour which is equals to
Contribution margin ÷ machine hours for Lowell lamp
$16 per unit ÷ 4
= $ 4 per machine hour
Thus, the $ 4 per machine hour is the contribution margin per machine hour for the Lowell Lamp.
Answer:
Ans. rate of return= 7.37%
Explanation:
The easiest way to find this discount rate is to set a MS Excel sheet and use the function "Find Goal". In the attachments, there is a spreadsheet that I got ready for you. There are 2 cells in color, one is yellow and the other one is green. You just go ahead and replace the value of the green cell with any percentage that you want, for example, 2%, then use the function "find goal" and set the objective cell to be the yellow cell (B5), changing the cell in green (B7), and hit enter.
Best of luck.
According to functional job analysis, all jobs require workers to interact with data, people, and things. There are different ways to conduct a functional job analysis, but these ways measure workplace roles through established scales. These scales are usually categorized into seven categories: data, people, things, instruction, reasoning, math, and language.
Functional job analysis is the practice of examining job requirements and assigning a suitable candidate for that job or examining a candidate's qualifications and skills and assigning a suitable job to that candidate. It also works in reverse by not matching the wrong candidate with the job or vice versa. An obvious example is not hiring someone with no hands to do any job that requires lifting things. With only two types of jobs in a small business, this is not a difficult proposition. In a large company with thousands of people doing hundreds of different jobs, it can become a Gordian knot. It is up to the functional job analyst to become Alexander with the sword.
Learn more about functional job analysis:
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