Answer: Partial performance
Explanation:
- Partial performance is described as the completion of a job that forms a portion of a contract.
Here, the seller agrees to paint the house before conveying the house to the buyer. The weather changes, and the seller is unable to finish painting the house before closing.
This indicates a part of job is done.
Hence, this is an example of <u>partial performance.</u>
Answer:
5.23%
Explanation:
The formula and the computation of the dividend yield is shown below:
Dividend yield = (Annual dividend per share) ÷ (market price) × 100
where,
Market price = $48.70 per share
Annual dividend = $2.55 per share
So, the dividend yield = ($2.55 per share ÷ $48.70 per share) × 100
= 5.23%
It shows a relationship between the annual dividend by the market price so that the dividend yield can come
Answer:
True
Explanation:
To illustrate how the sum-of-the-digits method allocates interest we can use a lease example:
You are the lessor and you will lease a machine during 4 years. The lease requires 4 equal payments of $100,000 at the beginning of the year. After the lease, the asset's salvage value = $0.
The asset's current value = $300,000, so total interests received = $100,000
Using the sum-of-the-digits method, you will allocate interest as follows:
- year 1 = 3/6 x $100,000 = $50,000
- year 2 = 2/6 x $100,000 = $33,333
- year 3 = 1/6 x $100,000 = $17,000
The largest portion of interests is allocated during the beginning of the loan.
The accountant belongs to the UPPER MIDDLE CLASS. Upper middle class are typically made up of well educated professionals with college degrees and comfortable incomes. Social class are usually defined by means of education, occupation and income.
The first thing you need to understand is that personality test results alone cannot be used to hire employees. First, candidates must be assessed for cognitive ability.
Cognitive ability alone predicts more than 60% of the variation in job performance. Of all personality traits, none predict performance variability greater than 5%. Use the validity studies conducted on personality tests as a guide. Before deciding which roles require character assessment, determine which roles may suffer significantly when hiring someone with character flaws. Personality tests are very useful when used properly.
Personality tests are very dangerous in recruitment as almost all are of some degree of dubious validity and can lead to lawsuits and discrimination complaints. However, we assume that there are methods for assessing personality suitability for different types of jobs and that tests, combinations of tests, etc., can be developed to assess personality in combination with structured interviews and other assessment tools. increase.
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