Answer:
Andrea should be honest and informative in explaining her corporation's actions in downsizing.
Explanation:
By being honest and forthright by providing adequate informational justice to the employees affected by downsizing, she would gain the confidence of those that will not be affected. This will ensure that the workers remain motivated and productive. Doing informational justice requires the management to provide adequate explanations and rationale for the decision made to downsize the entity's workforce.
Perpetuity pays $100 each and every year forever. the duration of this perpetuity will be 12.11
Yield rate = 9% or 0.09
Duration of perpetuity = (1+ Interest Rate) / Interest Rate
= 1+ 0.09 / 0.09
= 1.09 / 0.09
= 12.11
A perpetual annuity is a never-ending annuity or series of cash payments that lasts forever. True eternity is rare. For example, the UK government has issued them in the past. These were known as consoles and were all eventually redeemed in 2015. Cash flow is endless.
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Answer and Explanation:
The classification is as follows
1. Since it is a salary for the repair technicians so it would be an expense that is incurred
2. The remodeling should be capitalized and depreciated over their useful life of an asset
3, Since there is an annual maintenance cost, so it would be an expense that is incurred
4. The improvement of the line of production should be capitalized and depreciated over their useful life of an asset
5. Addition of a sprinkler system should be capitalized and depreciated over their useful life of an asset
Answer:
Option B is the answer
Explanation:
Avoidable costs = 20,000+55,000+45,000 + (8*5000)+30,000
= 190,000
= 190,000/5,000 units
= $38 Option B is the answer
The issues of training, absenteeism , productivity and morale should be agreed upon at the first level of supervisors.
The first line supervisor can manage concerns like as training, absenteeism, productivity, and morale . With the growth of unions, hiring and firing have grown increasingly difficult for first-line supervisors to handle. Hiring and, more crucially, dismissal should be prioritized to avoid disputes. Disciplinary action is often handled by first line supervision in a non-union context. It should be elevated in a union setting. Elevation would guarantee that all of the ducks are in a row to avoid a complaint and save the company money on any monetary settlements.
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