Answer:
I used an excel spreadsheet to record the accounts using the accounting equation.
What is the ending balance of cash after all transactions have been recorded?
$163,900
Answer:
1. c.$124,000
2. e.$46,000
Explanation:
The Fuller company has issued two bonds with separate coupons. The liability for unredeemed bond at December 31, 2012 is $124,000.
The value of bond when issued is $720,000
Value of bond at expiration date is $300,000
720,000 / 300,000 = 2.4
2.4 * 190,000 = 456,000 / 3.67 years
= $124,000
Case corporation has issued bond with value 94 issued at par with 10% coupon rate.
Using the amortization bond table we get $46,000.
$(100000 / 94 ) * 10% = 106.38 * 5 years
= 5,319.20 * 8.64 amortizing rate
= $46,000
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:
C) Yes, income will increase by $250.
Explanation:
normal selling price $8
special order for 15,000 at $4 each
incremental costs per plane:
- direct materials $1.25
- direct labor $2.05
- variable manufacturing overhead $0.50
- decals $0.05
- total $3.85 per plane
plus $2,000 in special machine
gain/loss resulting from special order = total revenue - incremental costs per plane - special machine = ($4 x 15,000) - ($3.85 x 15,000) - $2,000 = $60,000 - $57,750 - $2,000 = $250
net profits will increase by $250
Answer:
A) anchoring bias
Explanation:
Anchoring bias refers to a common mistake of relying heavily on the first information that we get, or in this case, the first information that we look for.
We all tend to suffer from anchoring bias, that is why it is one of the oldest sales techniques. Everyone has seen an ad that states a before price and a discount price. If the difference between the before price and the after price are significant, then we will consider that it is a bargain. Or a salesperson first shows us an expensive product, and then shows us a similar but lower priced product, we tend to believe the second product is cheap.
When most of us look for a job, of course we focus on the salary, since we want to work to earn money. But only focusing on the salary is seeing only half the picture, although the most important half. Other associated benefits or costs are usually not considered, e.g. a high paying job might also require dressing formally or spending a lot of time travelling.
