Answer:
A) Year 1 cost of goods sold
B) Year 2 cost of goods sold
D) Year 2 beginning inventory
Explanation:
A) Year 1 expense of merchandise sold : The Current year cost of Goods Sold is processed by deducting finishing stock from Opening Inventory and Purchases made during the year. So in the event that the completion stock isn't right, at that point the result of above calculation will not be right so the Year 1 expense of merchandise sold for example (Current year cost of Goods Sold) will be inaccurate.
D) Year 2 starting stock: year 2 starting stock is equivalent to year 1 completion stock. So on the off chance that off-base stock estimation is made at end of earlier year, at that point current year opening worth will be carried on as off-base.
B) Year 2 expense of merchandise sold: The explanation is same as ans q(i.e. Year 1 expense of merchandise sold) as off-base convey forward opening stock worth will bring about wrong calculation of cost of products sold for year 2.
Answer:
26.16%
Explanation:
Internal rate of return is the discount rate that equates the after-tax cash flows from an investment to the amount invested
IRR can be determined using a financial calculator
CO = -80,000
C1 = $15,000
C2 = $25,000
C3 = $35,000,
C4 = $45,000
C 5 = 55,000
IRR = 26.16
To determine IRR using a financial calculator:
1. Input the cash flow values by pressing the CF button. After inputting the value, press enter and the arrow facing a downward direction.
2. After inputting all the cash flows, press the IRR button and then press the compute button.
I believe there are no minimum number of days for this.
informal process of the complaints typically follow the method that is usually not aimed to be finished in legal court.
the purpose of informal complaint usually only to resolve a simple difference rather than full investigation.
The performance management approach that uses job performance evaluations to identify a company's best, average, and worst performing employees, using person-to-person comparisons, is known as "forced ranking".
<h3>What is forced ranking?</h3>
The contentious practice of "forced ranking," which grades employees against one another rather than against performance standards, is very popular in corporate America.
The problem with forced ranking are-
- This can lead to a lack of motivation and disengagement among employees as well as unneeded internal competition that can harm collaboration, creativity, and innovation and divert attention from market competition.
- Although contentious, forced ranking systems are legal. Employers who choose to take action based on those rankings, however, run a number of legal dangers.
The forced rankings beneficial from an employee perspective, here are reasons-
- This system teaches a manager how to assess employees objectively with the right management training.
- When the management system needs to be improved or formalised, forced rankings are advantageous.
- An essential component of business is analysing trends and developments.
To know more about example of forced ranking, here
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