Answer:
Total variable cost= $71,940.54
Explanation:
Giving the following information:
The total variable cost of goods sold this month is $72,490.
Variable selling and administrative cost is $22 per unit sold.
350 units are produced and 314 units are sold this month.
<u>First, we need to calculate the unitary variable cost per unit:</u>
Unitary production cost= 72,490/350= $207.11
<u>Now, we can calculate the total variable cost:</u>
Total variable cost= (207.11 + 22)*314= $71,940.54
Answer:
The spokesperson should Increase the image <em>(i.e. make it bigger than the images on other slides</em>) on the slides containing a new vehicle model
Explanation:
To make the slide that contains a new vehicle model to standout from other slides in the presentation without altering the colors and contents of the slides, The spokesperson should Increase the image on the slide without changing the slide content. that way he can capture the attention of the investors when they see the slide for the first time.
Answer:
d. It recognizes that manufacturing and service delivery systems must execute quality specifications well.
Explanation:
GAP provides for better performance and accounting standards.
Whether manufacturing unit, or a unit of providing service, it establishes some standards which need to be complied with. Accordingly one of the standard requires the units to have quality specifications. This means that the manufacturing units along with units providing service shall not only consider for increasing their revenue, but also increase the quality provided by them.
Answer:
Break-even point= 150,000 hangers
Explanation:
Giving the following information:
It charges $0.04 and estimates its variable cost to be $0.01 per hanger. Laguna’s total fixed cost is $4,500 per month.
To calculate the number of hangers we need to use the following formula:
Break-even point= fixed costs/ contribution margin
Break-even point= 4,500 / (0.04 - 0.01)= 150,000 hangers
Answer:
There are advantages and disadvantages to both recruitment methods. Traditional recruitment is still the most common method of recruitment used in the world, due to its simplicity and greater speed in attracting candidates through advertisements, references and internal hiring, for example, which consequently speeds up the selection process, but this type of recruitment can lead to biased evaluations of candidates and not hiring employees based on some kind of prejudice.
In blind recruitment, however, it is not possible to identify details of curriculum and candidates, the selection is made through factors such as experience and skills of the candidate, which eliminates associated prejudices such as age, gender and ethnicity. But the disadvantage of blind recruitment is that it can reduce organizational diversity and miss details that align the candidate's values to organizational culture.
Therefore, it is necessary for each company to analyze which recruitment methods will be more advantageous according to the position, with traditional recruitment being more relevant for hiring professionals for higher hierarchical positions, where there is a need for a more in-depth analysis.
