Answer:
13.28%
Explanation:
return on stockholders' equity = net income after taxes and preferred stock dividends / average stockholders' equity
- net income = $1,429,000
- preferred stocks dividends = 8,000 stocks x $75 x 6% = $36,000
- average stockholders' equity = ($10,317,000 + $10,662,000) / 2 = $10,489,500
return on stockholders' equity = ($1,429,000 - $36,000) / $10,489,500 = 13.28%
If the price elasticity of demand for a product is -2.5, then a price cut from $2.00 to $1.80 will <u>increase </u>the quantity demanded by about <u>2.5%</u>.
Price elasticity of call for is a measurement of the trade in the intake of a product on the subject of exchange in its price. Expressed mathematically, it's miles: charge Elasticity of demand = percent trade-in quantity Demanded / percentage trade-in rate.
we are saying a great is price elastic whilst growth in prices causes a bigger % fall in demand. e.g. if fee rises 20% and demand falls 50%, the PED = -2.five. Examples consist of Heinz soup.
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Answer:
they use financial statements and other information prepared by accountants to make financial decision and are focused on the cash flows, the inflows and outflows of cash.
Explanation:
Answer:$1,800
Explanation:
The first step is to calculate the amount of purchase price allocated to the stock and to the warrants. This allocation is made on the basis of the ratios of the relative fair market values of the stock and warrants over the total fair market value of stock and warrants. The combined fair market value is $60 ($50 stock + $10 warrants). The allocation is Warrants:$10/$60 × $108,000 = $18,000 Stock: $50/$60 × $108,000 = $90,000 The final step is to compute the gain or loss on the sale of warrants by comparing the purchase price allocated to the warrants with the selling price of the warrants. The selling price was $19,800 and the allocation of purchase price was $18,000; therefore, the gain on the sale of warrants was $1,800
The answer is economic value added measure of divisional performance.
Performance appraisals tend to impact bonuses or pay raise that an individual will receive, and thus the best way to measure this would it on a division-level by evaluating the economic value that the division manages to give to the company. This would minimize short-term bias because it would look at the division’s performance for the whole year.
