Select all the criteria you could use when applying the PACED decision

Martinez Corp. has 2,800 shares of 9%, $103 par value preferred stock outstanding at December 31, 2017. At December 31, 2017, th

d1i1m1o1n [39]

Answer:

dividend for preference shareholder is $25,956 and for common shareholder is $95,044

Explanation:

Preference stock and common stock are almost same but with difference that when a company issues preferential shares to some investors, they give those preference shareholders some preferential rights , such as when a company is declaring dividend , they will give dividends first to preference shareholders first and then common stockholders.

Here it is given that the preference stock are non cumulative which means that if company has given some dividends in the past and some preference shareholders haven't got those dividends , these shareholders don't have any right to ask company for those unpaid dividends.

For calculating the dividend for preference shareholder we will use =

Par value of stock x Rate of interest x Number of preference stock

= $103 x 9% x 2800

= $103 x .09 x 2800

= $25,956

Therefore the value of dividends given to preference shareholders is $25,956,

Given amount dividends by company - $121,000

which means the rest of the dividend is for common shareholders,

dividend for common shareholder = $121,000 - $25,956

= $95,044

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4 years ago

Seo Yeon is a paid intern working for a small team of four software developers. Each member of the team is facing different dead

____ [38]

Answer: B. Seo Yeon should set up an internal market, allocating 10 hours per week to each team member and allowing them to trade hours among themselves over the course of a month.

Explanation:

From the options given in the question, the solution that is likely to best allocate her time between the four team members will be option B "Seo Yeon should set up an internal market, allocating 10 hours per week to each team member and allowing them to trade hours among themselves over the course of a month".

Since the teams have different deadlines, she should allocate her time equally to the four teams and help them out based on their deadlines as those with nearer deadlines should be helped first. We should also note that she shouldn't allocate the whole 40 hours to a particular team as that's not fair and can bring about disunity.

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3 years ago

Amazon was one of the first online retailers to launch advanced technology to track consumer visits and suggest products wheneve

Gnoma [55]

Answer: Purchase intent

Explanation:

Purchase intent refers to the likelihood that customer will purchase a certain good or service in future. It enables the company using this model to advertise goods that have a higher purchase intent to the customer which would go a long way in persuading them to buy the product.

Amazon uses this strategy as well as others that track demand and price goods optimally which is one of the main reasons for their success.

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3 years ago

Use the following information to answer the next two questions. Downey Company bought a delivery truck for $62,000 on January 1,

natita [175]

Answer and Explanation:

The computation of the depreciation expense and book value at the end of 2016 is shown below:

But before that first determine the cost of the asset which is

Cost of the asset is

= Purchase price + rear hydraulic lift + sales tax

= $62,000 + $8,000 + $3,000

= $73,000

Now the depreciation expense is

= ($73,000 - $8,000) ÷ (10 years)

= $6,500

ANd, the book value is

= $73,000 - $6,500 × 2

= $60,000

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3 years ago

C) Explain briefly the three stages of orientation process

alexandr1967 [171]

Answer:

There are 4 stages of orientation process

1) The Pre-Orientation Stage

Although all the levels of orientation are essential, some companies skip the pre-orientation stage for new hires, and that could be a mistake. Pre-orientation begins before the start date of your new employees and involves sending a package of information via email or postal service. This package typically includes documents such as an organizational chart, vision statement, mission statement, explanation of benefits, annual report and a checklist of what the actual orientation will cover. Sending a pre-orientation package increases the level of comfort your new hires will have when they arrive to work on their first day, and it allows them to prepare questions in advance. Some companies also include a small giveaway in the package, such as a company mug or T-shirt, which can help create a sense of camaraderie.

2) The Introduction to the Job-Site Stage

In this orientation stage, your goal is to make new hires comfortable in their new work environment. In the first part of this orientation stage, new recruits are given information about your company’s aims, objectives, culture, organizational structure, strategic plan, customer base and future goals. The second part of this orientation stage typically is a tour of the workplace, including seeing equipment, identifying potential safety hazards, and meeting some of the managers and supervisors in each department. The purpose of this job-site orientation is to make your new hires familiar with the basic layout of the company and to understand the general precepts that govern how the workplace functions. This orientation usually takes a day to complete.

3) The Job - Specific Orientation Stage

In this stage, new hires are given job- or task-specific orientation, typically by their immediate supervisor. New employees learn details about their specific department or team, including information about breaks, absences, parking facilities, personal phone calls, email and internet policy, as well as the standards of performance for their work. The goal is to shrink the orientation to the actual tasks that the new employee will perform, with an understanding of the normal workday processes that will ensure maximum efficiency. In some instances, you may want to assign a “buddy” to your new hire. This buddy’s job is to become a guide during the new hire’s first weeks or months of work, answering questions, acting as a sounding board, and relaying critical information about projects and deadlines.

4) The Follow-Up Orientation Stage

Although there are multiple levels of orientation that last several days, the truth is that new hire orientation is a months-long process. That’s why the follow-up stage is so critical – it allows you to determine how well your new employee is adjusting to the job. Follow-up usually occurs on a weekly basis. Supervisors or managers meet with the new employee to discuss any issues and problems that have arisen. Supervisors should encourage new employees to ask questions and honestly express challenges they are facing. The follow-up orientation stage lets you determine how well your employee is performing assigned duties and also reveals how well your company has done in providing all the tools and help necessary for new hires to flourish. Of all the levels of orientation, this one is most critical to long-term success.

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3 years ago

Select all the criteria you could use when applying the PACED decision–making process to career decisions.