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.
honestly you would need all of them because they are very important to have as you get older
Answer:
Complete information
Explanation:
A limiting pricing can be described as a strategy that is employed by an incumbent to prevent entry by maintaining a price lower than the monopoly price.
In situation whereby there is completion information, it will be more difficult for an incumbent to successfully engage in limit pricing because knowledge about the incumbent, the market, product, and others is available to others.
Answer:
1) January 1, 2020
Dr Cash 200,000
Cr bonds payable 200,000
July 1, first coupon payment
Dr Interest expense 4,500
Cr Cash 4,500
December 31, fourth coupon payment
Dr Interest expense 4,500
Cr Interest payable 4,500
2) June 1, 2020
Dr Cash 104,000
Cr Bonds payable 100,000
Cr Bond interest payable 4,000
July 1, first coupon payment
Dr Interest expense 2,00
Cr Cash 2,000
December 31, accrued interest expense
Dr Interest expense 6,000
Cr Interest payable 6,000
