What is the primary difference between a static budget and a flexible budget? Select one: a. The static budget contains only fix
ed costs, while the flexible budget contains only variable costs. b. The static budget is prepared for a single level of activity, while a flexible budget is adjusted for different activity levels. c. The static budget is constructed using input from only upper level management, while a flexible budget obtains input from all levels of management. d. The static budget is prepared only for units produced, while a flexible budget reflects the number of units sold.
Answer: b. The static budget is prepared for a single level of activity, while a flexible budget is adjusted for different activity levels
Explanation:
Static budget: It is a type of budget whose expenses or amount will not change even if there is a change in volume. It is planned to remain fixed for the time of it duration irrespective of variations which might affect it outcome. A static budget is commonly used by non profit organization that runs on specific amount of allocation over a period.
Flexible budget: Is just the opposite of static budget, it is a budget whose amount changes with volume, it is a more practicable type of budget than the static budget. It can be used to evaluate performance in successful or unsuccessful areas over a period. Flexible budget is used basically to predict the changes that occurs in cost (fixed or variable).
The correct answer is letter "B": The static budget is prepared for a single level of activity, while a flexible budget is adjusted for different activity levels
Explanation:
The static budget is projected at the end of the year and represents changes in the costs (raw materials) business operations over the year. These are only designed for one level of production volume and do not adjust after they have been produced.
Flexible budgets are calculated by the beginning of the year and can vary based on the level of production during the year. These are calculated for various volume rates and separate fixed and variable costs.
Lois is working in a company where she learns the new styles of artwork and she is content with the growth in the company. This situation is best describes as the Intrinsic rewards, which means those rewards come from the employee. An employee who us intrinsically motivated is working for his or her own satisfaction. And it might value the challenging work the person perceives to be meaningful for the company.
This is simply called "Centre of Applied Positive Psychology".
Capp strength
This is are known to be more of fluid than personality traits and can occur over one's lifetime through different situations we experience.
The four quadrants of CAPP's Realise2 strengths model includes
1. Realized strengths
2. Unrealized strengths
3. Learned behaviours
4. Weaknesses.
Strengthss
This is simply known as an important or more so than weaknesses, a number of divisions are used by positive psychologist to help identify and measure your strengths. It is simply known as an attribute or quality of an individual that gives or accounts for successful performance.
The approach to strengths fully realized is simply to identify strengths and weaknesses to improve performance.
Compelling-state-interest-test balances the government's interest against an individual's right to be free of law. The test is part of the strict scrutiny analysis and is used as a precedent for future similar cases when the government legitimate interest is at risk.
