Answer:
1)They would prefer to make shorts as contribution margin per unit is higher for shorts
Explanation:
Step 1. Given information.
- Sales price shirts is $24
- Variable costs shirts is $10
- Variable costs shorts $17
Step 2. Formulas needed to solve the exercise
Contribution margin = sales price - variable cost
Step 3. Calculation.
Contribution margin shirts = 24 - 10 = 14
Contribution margin shorts = 32 - 17 = 15
Step 4. Solution.
<h2>
Contribution margin shorts > Contribution margin shirts</h2>
Answer:
True - Contracts that cannot be completed in less than one Year must be written
Explanation:
The extract from the scenario that requires focus for the answer to the question is that ''<u>In 2006 Mann and Harris were asked by HIS to work on another conversion of an apartment building</u> known as Park West. For this project Mann and Harris were again <u>orally promised </u>a bonus (above their salary) using the formula similar to the Windsor Park conversion.<u> It was understood that this project would also require two or three years to complete.</u>''
Under statute of frauds, it is required that contracts that will last for more than 1 year should be written to be enforceable.
<u>At the point where Mann and Harris were asked to perform another construction of apartment that would take up to two or three years to complete, they ought to have requested that the contract be in writing.</u>
His had taken undue advantage of the knowledge of the Law and refused to them the bonus, yet in the eyes of the Law, according to statute of frauds, he cannot be wrong.
Question Completion with Options:
*Re-evaluate the existing commission plan to determine whether you can eliminate the perception of unfairness. Re-evaluate the base salaries by comparing them to other upscale clothing stores.
*Put all salespeople on the same commission plan regardless of tenure. This will clearly establish a strong relationship between performance and reward for all sales personnel. Increase the base salaries of longer-tenured salespeople who have worked for Swazzi more than two years to reinforce the relationship between their experience/loyalty and their rewards.
*Travel to the stores and explain the system in detail to the sales teams. Tell them you will try to clear up any perceived unfairness once you see whether they are serious about selling
Answer:
*Put all salespeople on the same commission plan regardless of tenure. This will clearly establish a strong relationship between performance and reward for all sales personnel. Increase the base salaries of longer-tenured salespeople who have worked for Swazzi more than two years to reinforce the relationship between their experience/loyalty and their rewards.
Explanation:
Longer-term sales personnel should be rewarded differently from newer personnel. But, this differential reward should not be based on the sales commission. The base salary will be more ideal for this tenure reward. This will be in line with the Expectancy Theory which states that employees base their individual levels of effort on what is necessary to perform well and earn rewards within the workplace. The theory also requires that the reward structure is clear with well-defined goals and routine evaluations. The Expectancy Theory helps workers to put in their best because they are looking forward to some well-defined and clear rewards.
Answer:
Investment interest expense deduction is restricted to the extent of investment income.
Investment interest expense deduction = $4600
Explanation:
Answer:
a performance reward.
Explanation:
A performance reward is a type of employee reward system. Companies generally reward employees in an attempt to motivate them to work more, harder or more efficiently. E.g. a company may reward salespeople that close 100 sales per week, regardless of the type of sales made. This type of reward is based on the gross amount of work carried out by the employee.
In Leslie's case, she is being rewarded for being an efficient employee. The parameter for measuring her efficiency is that 80% of the test calls that she makes are handed properly. She is not rewarded on the number of test calls, but instead on how she handled them.
