Answer:
B. Debit Vacation Benefits Expense $1,500; credit Vacation Benefits Payable $1,500
Explanation:
Lets consider all the other options to eliminate them from our choice
Option A: The entry provided debits the vacation benefits expenses and credits the prepaid vacation benefits. The liability for the vacation credit earned by the employees during the month needs to be recorded so this is not an adjustment of an advance vacation benefit.
Option C: The required entry has nothing to do with taxes so not relevant.
Option D: The entry is to record the liability for vacations earned by the employees so an expenses has to be recorded.
Option E: The option reduces the liability and reduces the expenses which is against the requirement of the question
Answer:
B) For the 11th worker, the value of the marginal product of labor is $4,000.
Explanation:
The marginal product of labor (MPL) of a company is the total change in output achieved by hiring an additional worker. To calculate the MPL we have to multiply the change in output (measured in units) times the revenue generated by every extra unit of output.
In this case, the MPL = 2 surfboards x $2,000 per surfboard = $4,000
Answer:
D. $100
Explanation:
Given: William install 7 system per day at the cost of $300.
William install 8 system per day at the total cost of $400.
Remember, If the marginal cost curve is upward-sloping, this means that as output increase, marginal costs will also increase.
Marginal cost is an additional cost incurred in producing additional unit of output.
Now, finding additional payment that eighth customer has to pay.
Change in marginal cost= 
⇒ Change in marginal cost= 
∴ Change in marginal cost= 
Hence, there is an increase in marginal cost by $100 as output increases, therefore, William will install eight sound systems per day only if the eighth customer is willing to pay at least $100.
Answer:
There is no reason not to include these process measures in the employee performance evaluations.
The method of appraisal which is being deployed here is very result-oriented rather than task-oriented. Result-oriented performance appraisals help employees to focus on the result while carrying out their task. When setting these objectives, employer and employee usually agree to the terms during a joint consultative session.
Instead of measuring how much work has been done, it measures how much the employees has contributed to the desired effects for which the work was created.
In management parlance, this type of performance measurement/appraisal is called: Management by Objectives methods of Performance Appraisal.
Cheers!
"Periodic inspection relates to weekly or monthly inspections; 100% inspection applies to tasks that are critical to mission safety; contractor metrics rely on the contractor’s quality control; third party audits are used to inspect services that handle government funds; and customer feedback is related to random customer complaints" is correct
Explanation:
While regular inspections can be subjected to weekly or monthly schedules, the project protection is not a concern, and 100% inspection is therefore carried out.
With regards to the indicators of the contractor, the dependence on the quality assurance of the contractor is beneficial, as in the context of adequate oversight, although government funding is vital of itself, third-party accountants are involved to prevent some bias and a representative sample of customer complaints is necessary in the case of the customer's input to examine the performance widely
