The expectation of a fair exchange of employment obligations between an employee and employer is called the psychological contract.
<h3>What is
the psychological contract?</h3>
- A psychological contract, a concept developed in contemporary research by organizational scholar Denise Rousseau, represents an employer's and an employee's mutual beliefs, perceptions, and informal obligations.
- It establishes the dynamics of the relationship and defines the specifics of the work to be done.
- It differs from the formal written employment contract, which, for the most part, only identifies mutual duties and responsibilities in broad strokes.
- The psychological contract refers to the expectation of a fair exchange of employment obligations between an employee and an employer.
- A psychological contract is defined as a philosophy rather than a formula or predetermined plan.
- Characteristics of a psychological contract include respect, compassion, objectivity, and trust.
Therefore, the expectation of a fair exchange of employment obligations between an employee and employer is called the psychological contract.
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Answer:
1. Which of the excluded items represent ongoing costs of running the business and which are one-time "special" costs?
it depends on the company and the actual transactions, e.g. equity based compensation might be a one time special cost because it occurred only once and is doubtful that it happens again. But if the company regularly rewards its top managers with this type of compensation, then it is an ongoing cost. E.g. Tesla awarded a HHHHUUUUUUGGGGGGGEEEEEEE bonus to Elon Musk (worth hundreds of millions) but it was a one time event. While many companies use equity compensation on a regular basis.
Severance and related employee "rebalancing" costs generally take place when a company fires a lot of people because it is cutting down some division or product line. Hopefully, they should never happen, and if they do, it should be only a one time event.
Fees paid to consultants and interest expenses are ongoing costs that will probably occur in the future.
Losses related to the abandonment of excess facility space and a facility fire should be one time events. It would be really bad for them to keep happening (same as severance and rebalancing costs)
Answer:
Option (d) is correct.
Explanation:
Given that,
Sales = $ 413,000
Cost of goods sold (all variable) = $ 169,100
Total variable selling expense = $ 20,700
Total fixed selling expense = $ 17,900
Total variable administrative expense = $ 13,100
Total fixed administrative expense = $ 30,400
Gross margin:
= Sales - Cost of goods sold
= $ 413,000 - $ 169,100
= $243,900
Answer:
45.9%
Explanation:
The computation of the debt payment to income ratio is as follows:
Income = $3,800
And,
Debt payment is
= auto loan payment + student loan payment +mortgage payment + credit card payment
= $350 + $150 + $1200 + $45
= $1745
So,
Debt payment to income ratio is
= Debt payment ÷ income
= $1,745 ÷ $3,800
= 0.459
= 45.9%
