Answer:
Explanation:
Based on the information that has been given in the question, the following answer can be provided
a. Determine the amount of Pepper's deficiency.
First, we need to calculate the loss that was recognized. This will be:
= ($13,000 + $49,000) - $24,000
= $62,000 - $24,000
= $38,000
Pepper's share of the loss will then be:
= $38,000/2
= $19,000
Pepper's deficiency will now be his contribution minus the loss incurred. This will be:
= $19,000 - $13,000
= $6,000
Deficiency of $6000
b. Determine the amount distributed to Reynell, assuming Pepper is unable to satisfy the deficiency.
This will be:
= $49,000 - $19000 - $6,000
= $49,000 - $25,000
= $24,000
Answer:
Each of L team leaders has D group directors, making the total number of group directors equal to (L)(D). And each of those group directors has F fundraisers, again requiring multiplication: that total is (L)(D)(F). (You can try this by plugging in small numbers - if each of 2 leaders has 3 directors, you know there would be 6 directors)
So while statement 1 is not sufficient (there are multiple combinations that could get you to 81, such as L = 1, D = 2, and F = 39; or L = 1, D = 5, and F = 15), statement 2 guarantees that there is only one team leader. This is because 5 is a prime number, and you know that the number of group directors = LD. The only possible way for LD to equal 5 is if L is 1 and D is 5, or if D is 1 and L is 5. And since the stimulus tells you that there are more directors than leaders, the combination must be 5 directors and 1 leader. Accordingly, statement 2 is sufficient.
Explanation:
To solve this problem, first, we must know the formula to get the current ratio.
Currents Assets
Current Ratio= -------------------------
Current Liabilities
So in this problem the current assets and current liabilities are given which are the following:
CA= $593,000,000
CL= $316,000,000
Let's now solve $593,000,000 / $316,000,000 = 1.88
Between 30 and 90 days after the disability occurs
What the managers are asking for steve to use is a <span>behaviorally anchored rating scale or most commonly called in the acronym as BARS. The numerical range of rating of this scale is between 5 to 9 which helps describe the type of performance incurred by the employee from poor to outstanding. This is used in the appraisal process of employees.</span>
