Why estimated overhead costs (rather than actual overhead costs) are used in the costing process is explained below.
A predetermined cost is an expenditure that a company estimates ahead of time.
This cost is calculated prior to the purpose of production and includes all variable costs that affect production in a manufacturing business.
Actual overhead costs are difficult to calculate for each job, especially in a production environment with a large number of jobs.
As a result, overhead costs are allocated according to some standardized methods, which may link overhead costs to direct labor, machining time, and material used in each job.
Manufacturing overhead in a manufacturing organization refers to indirect costs that are required for production but cannot be traced back to individual products.
Machine depreciation and factory rental are two examples of manufacturing overhead costs.
Hence, computation of predetermined overhead rates is given above.
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I think the answer is true although i'm not sure. please go back to your lesson and check, everything says there. I'm guessing you are home-schooled so just go through the lesson while doing the test, this way you will know for sure that you got everything right.
Kyoko needs to find the time.
When people’s days are busy they need to prioritize their tasks and do the ones that are the most important. Kyoko needs to make the use of positive reinforcement one of their priorities for the day. Another thing to consider is doing positive reinforcement while doing something else. For instance, praising the quality of someone’s work while doing another task.
Answer and explanation:
The EVLN (Exit, Voice, Loyalty, Neglect) model explains how employees react differently in front of dissatisfaction at work. In such a way:
- Exit:<em> implies quitting or requesting a change of roles within the same organization.
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- Voice: <em>involves providing constructive suggestions about a stressful situation.
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- Loyalty:<em> implies waiting for the issue to be solved by others.
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- Neglect:<em> involves reducing labor efficiency to harm the company's performance.
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Thus, in the example, the<em> exit (employee who quits), voice (employee who complains), </em>and<em> loyalty (employee who does nothing)</em> reactions are used by employees even if they share the general idea that payments are low.
