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3 years ago

Critics of classical management theory

1 answer:

4 0

Answer and Explanation:

One of the major criticisms faced by the these theories were that they gave little control to the employees on their working lives, made them too dependent, passive and made employees working conditions conducive to psychological failure. In short, people were treated like infants rather than competent human being.

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You are involved in training and development for your division at dunder mifflin inc. you want to target some specific organizat

grigory [225]

<span>You will probably first have to address the skill category termed basic skills. Basic skills include what you would imagine everyone in a work environment can do and knows about their job. Training that allows them to understand how the insides of the </span>business works, working with one another, customer service, equipment organization and much more.

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3 years ago

All of the following are organization-directed benefits associated with offering unconditional guarantees except: a. the guarant

kotykmax [81]

Answer:

All of the following are organization-directed benefits associated with offering unconditional guarantees except:

a. the guarantee provides a means to avoid bankruptcy.

Explanation:

Providing or offering customers unconditional guarantees does not help the company to avoid bankruptcy. Bankruptcy arises from inadequate financing resulting from overtrading. Importantly, offering guarantees to customers communicates a clear performance goal to employees to improve service delivery to customers.

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3 years ago

PAKSA : ANG PAGHAHANAP BUHAY NG MGA INA SA TAHANAN ANG SINASABING DAHILAN SA PAGKALIGAW NG LANDAS NG MARAMING ANAK O KABATAAN. S

Fed [463]

That looks uhhh cool ig.

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3 years ago

After a product recall triggered by salmonella contamination and repeated violation citations by the health department, Mc Burge

Julli [10]

Answer:

McBurger Inc.

Introduction of Healthylicious-n-Safe

I think that McBurger should launch this new product. If McBurger can capture more than 28% of the meatless burger market, it can break-even in 12 months and start earning huge profits in 18 months when there will be nil promotion costs.

Explanation:

Annual projected market sales of meatless burger = 1,250,000 boxes

Content of each box of Healthylicious-n-Safe = 8 burgers

Fixed cost per month = $35,000

Total annual fixed cost = $420,000 ($35,000 * 12)

Estimated variable cost of making one burger = $0.875

Estimated variable cost of a box of 8 burgers = $7 ($0.875 * 8)

Cost of promotional campaign in the first 12 months = $275,000

Total annual fixed cost including promotions = $695,000

Expected selling price per box of Healthylicious-n-Safe = $9

Estimated variable cost per box of Healthylicious-n-Safe 7

Contribution margin per box of Healthylicious-n-Safe = $2

Sales units required to break-even = Total fixed costs/Contribution margin per box

= $695,000/$2 = 347,500 boxes

This sales units break-even point represents 27.8% of the meatless burger market (347,500/1,250,000 * 100)

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3 years ago

On January 1, 2019, Pepin Company adopts a compensatory share option plan for its 50 executives. The plan allows each executive

bazaltina [42]

Answer:

On 31 December 2019: Debit Compensation expense for $39,667; and Credit Paid-in capital from share options for $39,667.

On 31 December 2020: Debit Compensation expense for $39,667; and Credit Paid-in capital from share options for $39,667.

On 31 December 2021: Debit Compensation expense for $41,067; and Credit Paid-in capital from share options for $41,067.

On 06 January 2022: Debit Cash for $48,000; Debit Paid-in capital from share options for $22,400; Credit Common stock for $3,200; and Credit Paid in capital in excess of par- common stock (balancing figure) for $67,200.

Explanation:

Note: See part b of the the attached excel file for the journal entries

Also note that before the journal entries are recorded, the current compensation expense for year 2019, 2020 and 2021 are first calculated. See part a of the attached excel file for the calculation of the the current compensation expense for year 2019, 2020 and 2021.

In part a of the attached excel file, the estimated compensation cost for 2019, 2020 and 2021 are calculated as follows:

Estimated compensation cost for 2019 = Option value on the grant date * Number of executives * (1 - Expected option forfeited rate) * Number of shares in the option = $14 * 50 * (1 - 15%) * 200 = $119,000

Estimated compensation cost for 2020 = Option value on the grant date * Number of executives * (1 - Expected option forfeited rate) * Number of shares in the option = $14 * 50 * (1 - 15%) * 200 = $119,000

Estimated compensation cost for 2021 = Option value on the grant date * (Number of executives - Actual executives turnover for the entire service period) * Number of shares in the option = $14 * (50 - 7) * 200 = $120,400

On 06 January 2022, the calculation of the entries used in the part b of the attached excel file are as follows:

w.1. Cash = Number of executives who exercise their options * Number of shares in the option * Purchase price per share after completing a 3-year service period = (8 * 200 * $30) = $48,000

w.2. Paid-in capital from share options = Number of executives who exercise their options * Number of shares in the option * Option value on the grant date = (8 * 200 * 14) = $22,400

w.3. Common Stock = Number of executives who exercise their options * Number of shares in the option * Sahre par value = (8 * 200 * $2) = $3,200

w.4. Paid in capital in excess of par- common stock (balancing figure) = Cash + Paid-in capital from share options - Common Stock = $48,000 + $22,400 - $3,200 = $67,200

Download xlsx

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3 years ago