Answer:
d. increase equity by $4,900
Explanation:
Jack Snow received $14,700 on December 1 for services to be rendered in December, January and February. It will not be recorded as income because it hasn't been earned.
Adjusting entries will be passed at the end of each month to recognise amount earned.
Since it is for 3 months, monthly amount earned = 14,700/3= $4,900
At December 31 Retained earnings will be credited for $4,900.
Retained earnings is part of owner's equity.
So equity will increase by $4,900
Answer: a. $73,810.88
b. $10,185.18
Explanation:
a. The payments of $11,000 are constant so this can be considered an Annuity.
The cost of the Computer is it's present value which is,
Present Value of Annuity = Annuity Payment * Present Value Interest Factor of Annuity, 11%, 10 periods
= 11,000 * 6.71008 (Payment is made at the end of the year so this is an Ordinary Annuity)
= $73,810.88
b. When an Annuity is instead paid at the beginning of the period it is considered to be an Annuity due.
The formula is the same but for the figures ,
Present Value of Annuity Due = Annuity * Present Value Interest Factor of an Annuity Due, 11% , 10 periods
73,810.88 = Annuity * 7.24689
Annuity = 73,810.88/7.24689
= $10,185.18
Answer:
Emergence.
Explanation:
In this context, it can be said that Suzanne, Kyle and Monique are in the emergence phase of group decision making.
This phase occurs right after the conflict phase, in the emergence phase the ideas will be finally defined and there will be a consensus among the team.
At this stage it is common for the individual interests and needs of the team members to be set aside in favor of the team's interests.
Therefore, project members also tend to adopt a more softening stance and opinions with the intention of not appearing dominant in relation to the project.
Answer:
C. Employees value the rewards or incentives that are being offered
Explanation:
Let's see the different options for answer...
<u>A. Performance measures are to be linked to the individual's goals</u>
No. Even if the performance measures should be linked to the individual's goals, just the mere existence of such KPI is not sufficient to motivate employees. There has to be some performance reward attached to it.
<u>B. Employees are given very broad performance goals</u>
No. To get a good performance and motivate employees, they must be given clear goals and objectives.
<u>C. Employees value the rewards or incentives that are being offered</u>
Yes. Even if you have good performance measurements, with realistic goals, the employees won't be motivated to reach those goals if the reward doesn't worth the effort.
<u>D. Employees are given limited resources to meet their goals</u>
No. They won't be motivated if they don't think they have the means to achieve those goals.
Answer:A. government regulators and taxpayers.
Explanation: Insurance premium is the amount of money initially paid by an organisation which can be a profit making Organisation or non profit making Organisation or an individual before the start of an insurance policy.
An actuarially fair level is the compensation level that is commensurate with the premium of the policy holder.
IF THE INSURANCE PREMIUM IS TO BE SET BELOW THE ACTUARIALLY FAIR LEVEL THE GOVERNMENT AND TAX PAYERS WILL BE EXPECTED TO PAY THE FOR THE DIFFERENCE.