Answer and Explanation:
The computation is shown below;
Particulars Sell process further
sales $450,000 $1,209,000
Relevant cost
Process further cost $0 $290,000
Less: Total relevant cost $0 $290,000
Income $450,000 $629,000
Incremental income $179,000
The $1,372,000 is come from
= 5,800 units × $105 + 12,000 units × $50
= $609,000 + $600,000
= $1,209,000
Hence, the company should process further
A job analysis method by which important job tasks are identified for job success is known as
functional job analysis
Answer:
Development of perfomance standards.
Explanation:
Based on the information in the question above, Josh's next step would likely be to develop the performance standards to be implemented in the guided self-assessment system using management by objectives.
The MBO is a management strategy used in organizations so that there is continuous improvement in processes and organizational performance in the internal and external environment, so in a self-assessment system guided by the MBO it is necessary to develop performance standards so that there is a parameter of the sought-after ideal of employee performance, so that self-assessment is guided by such standards. In this type of strategic management, it is necessary to share the objectives throughout the organization, so that they are clear, precise and shared as part of the organizational culture.
Self-confidence is considered one of the most influential motivators and regulators of behavior in people's everyday lives (Bandura, 1986). A growing body of evidence suggests that one's perception of ability or self-confidence is the central mediating construct of achievement strivings (e.g., Bandura, 1977; Ericsson et al., 1993; Harter, 1978; Kuhl, 1992; Nicholls, 1984). Ericsson and his colleagues have taken the position that the major influence in the acquisition of expert performance is the confidence and motivation to persist in deliberate practice for a minimum of 10 years.
Self-confidence is not a motivational perspective by itself. It is a judgment about capabilities for accomplishment of some goal, and, therefore, must be considered within a broader conceptualization of motivation that provides the goal context. Kanfer (1990a) provides an example of one cognitively based framework of motivation for such a discussion. She suggests that motivation is composed of two components: goal choice and self-regulation. Self-regulation, in turn, consists of three related sets of activities: self-monitoring, self-evaluation, and self-reactions. Self-monitoring provides information about current performance, which is then evaluated by comparing that performance with one's goal. The comparison between performance and goal results in two distinct types of self-reactions: self-satisfaction or -dissatisfaction and self-confidence expectations. Satisfaction or dissatisfaction is an affective response to past actions; self-confidence expectations are judgments about one's future capabilities to attain one's goal. This framework allows a discussion of self-confidence as it relates to a number of motivational processes, including setting goals and causal attributions.
Answer:
The inventory TO is 3.6875
Explanation:
where:
Considering there is not sufficient information to calculate the begining inventory <u>we are going to work only with the ending inventory </u>so:
The inventory TO is 3.6875 This means the company sales their inventory almost 4 times per year.
