Answer:
A.
Dr Land $189,000
Cr Jason, Capital $63,000
Cr Kelly, Capital $126,000
B.
Dr Cash $40,000
Cr Gavin, Capital $40,000
Explanation:
A.
Dr Land ($363,000-$174,000) $189,000
Jason, Capital (1/3×189,000) $63,000
Kelly, Capital(1/2×189,000) $126,000
B.
Dr Cash $40,000
Cr Gavin, Capital $40,000
Answer:
True statements:
Measuring and reporting quality costs does not solve quality problems.
Quality cost information helps managers identify the relative importance of quality problems.
The impact of customer ill will is generally not found on quality control reports.
Explanation:
When the quality cost is determined and reported so the same should not solve the problem of the quality also the information related to the quality cost helps the managers to identify the significance of the quality issue
The effect of the customer could not found on the reports made for quality control
But if there is a decrease in the quality cost so the improvement programs could not be implemented soon
Answer:
Option C is correct one.
Average total cost is flatter than the short-run average total cost.
Explanation:
In a long run there is no distinction between normal absolute expense and normal variable expense. The distinction between the normal expense and normal variable expense is the normal fix cost which diminishes as amount increments. Since quite a while ago run ATC can be biggest equivalent to short run normal cost bend. Therefore ATC is compliment than the short run normal all out expense.
Answer:
1. Reward and incentivize workers
2. Set smaller weekly or biweekly goals for them.
3. Foster trust between the managers and workers.
Explanation:
In order to have workers who are motivated to put in their best in the company, employers should take certain positive actions. These actions include;
1. Reward and incentivize workers: Rewards which could be monetary, as word of praise, or formal recognition can move workers to give their best. Humans are motivated when their efforts are recognized and praised. Therefore, incentivizing workers is a good way to get them motivated.
2. Set smaller weekly or biweekly goals for them: Setting humongous goals and targets can scare off and pressurize the workers. But when these large goals are broken into smaller goals, they can then be motivated to reach those goals.
3. Foster trust between the managers and workers: When workers have a sense of belonging and know that they are trusted, they will be in a more relaxed frame to achieve their goals. Unwarranted allegations and suspicions can put the workers on edge.
