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AnnZ [28]
3 years ago
5

During the current calendar year, Bowman Corporation purchased $660,000 of inventory. The beginning inventory balance was $84,00

0, and the inventory balance at year-end was $120,000. The inventory turnover for the current year was:
Business
1 answer:
Ratling [72]3 years ago
6 0

Answer:

6.12 times

Explanation:

Cost of Goods Sold = $84,000 + $660,000 - $120,000

Cost of Goods Sold = $624,000

Average inventory = ($84,000 + $120,000) / 2

Average inventory = $102,000

Inventory Turnover = Cost of Goods Sold / Average inventory

Inventory Turnover = $624,000 / $102,000

Inventory Turnover = 6.117647059

Inventory Turnover = 6.12 times

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You are asked to be the leader of a task group. You are a new member to the group that is under pressure to meet new production
UNO [17]

Answer:An authoritarian leadership style----D

Explanation: Since the task needed to be completed is an urgent one i will adopt An authoritarian leadership style  so as to give direct dictation and procedures  to my subordinates so that goals achieved urgently and efficiently using only my discretion,  there would be no time and room  for inputs or participation from my group members as all activities directed towards completion of tasks would be controlled by me.  Using this style of leadership will ensure me meeting production timely  since i am under pressure.

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3 years ago
Identifying specific portions of a market and targeting them with specific advertising messages is called _____.
lorasvet [3.4K]
Answer:  "market segmentation" .
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3 years ago
Herzberg's motivational factors and Maslow's esteem and self-actualization needs are similar. Explain how organizations can meet
Taya2010 [7]

Answer:

Organizations can meet the human needs identified by Maslow by studying and implementing the motivational factors specified by Herzberg.

The similarity of Herzberg's motivational factors and Maslow's esteem and self-actualization needs is addressed by the following questions: "What do people really want from their work?"  "How do organizations go about meeting these needs or ensuring that the needs are met?"

The answer is in the awareness of what workers want from the work they carry out for organizations.  As Maslow stated, people generally have five human needs: physiological needs, safety needs, social belonging, self-esteem, and self-actualization (later described as  transcendence).   It is only when the basic needs (physiological needs, safety needs, and social belonging and love needs) are satisfied  in that order, that workers would seek self-esteem and self-actualization or transcendence.  It is also at this level of seeking self-esteem and self-actualization that organizations would derive the greatest benefits from their workers.  It then behoves organizations to ensure that the basic needs are not denied, but to push forward to help their workers attain self-esteem and self-actualization.

Herzberg's motivational factors show that it is the responsibility of organizations to ensure that their workers achieve a sense of achievement in the work they do.  They should also be recognized for doing good jobs.  The nature of the work should be such that it does not demean the worker.  There should be dignity of labor.  Workers achieve more when they are made responsible for the outcome of their work.   Being assigned responsibilities help them to advance and and grow.  Organizations also need to manage well the extrinsic job elements that Herzberg identified as "hygiene factors," which concentrate on the work environment.

Explanation:

a) Frederick Herzberg identified certain job factors that bring about employee job satisfaction whereas others can create job dissatisfaction. According to Herzberg, "motivating factors (also called satisfiers) are primarily intrinsic job elements that lead to satisfaction, such as achievement, recognition, the (nature of) work itself, responsibility, advancement, and growth."  The dissatisfiers, on the other hand, he called "hygiene factors."   They are "extrinsic elements of the work environment such as company policy, relationships with supervisors, working conditions, relationships with peers and subordinates, salary and benefits, and job security, which can result in job dissatisfaction if not well managed."  An interesting result of Herzberg’s studies was that "the opposite of satisfaction is not dissatisfaction."  Herzberg's studies established that proper management of hygiene factors could prevent employee dissatisfaction, but that these factors could not serve as a source of satisfaction or motivation.  The summary is that motivational factors are quite distinct from hygiene factors.

b) Maslow identified the following hierarchy of human needs: physiological needs, safety needs, social belonging, self-esteem, and self-actualization (later described as  transcendence).  The hierarchy of needs, according to Maslow, show how humans essentially partake in behavioral motivation.   The summary of Maslow's hierarchy of human needs is that "people are motivated to fulfill basic needs before moving on to other, more advanced needs."

8 0
2 years ago
A firm plans to begin production of a new small appliance. the manager must decide whether to purchase the motors for the applia
KengaRu [80]

For amounts over 35,000 units, in house option A is cheaper.

Find the break even quantity (aka make the equations equal) of the outside vendor compared to each in-house option.

Vendor vs in house option A:

10x = 175,000 + 5x  (subtract 5x from both sides)

5x = 175,000 (divide by 5)

x = 35,000 units

vendor is cheaper than option A up to 35,000 units

Vendor vs. in-house option B

10x = 190,000 + 4x (subtract 4x from both sides)

6x = 190,000 (divide by 6)

x = 31,667 (rounded to nearest unit)

vendor is cheaper than option B up to 31,667 units

7 0
3 years ago
Which of the following would not be an expected response from a decrease in the price level and so help to explain the slope of
Naddik [55]

Answer:

The correct option which would not be an expected response from decrease in price level is A) with fall in prices, Fargo concrete company has decided to let go workers who have fixed price contracts.

Explanation:

All the options except A are expected response from the fall in price and helps in explaining why the aggregate demand curve shifted ( towards the right ) . In the option B , Tyler decided to remodel his kitchen because of fall in prices, as now he is able to spend more on consumption and investment activities. Same thing is happening in option C and D as the company's here are increasing their investment spending due to the decreased prices.

But the option A , isn't something that was expected as company's don't usually fire their workers just because they have fixed price wage contract and prices have fallen, company is trying to take advantage of fallen prices by  reducing the fixed wage workers and hiring new workers on a cheap wage , which help in reducing the company's cost.

6 0
3 years ago
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