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Persediaan Awal data pembelian dan penjualan MP3 sebagai berikut:1 NovemberPersediaan70 unit biaya Rp 40.000 per unit 5 NovemberPenjualan52 unit 16 November Pembelian30 unit biaya Rp 42.000 per unit21 NovemberPenjualan24 unit24 November Penjualan8 unit 30 NovemberPembelian14 unit biaya Rp 45.000 per unit a. Perusahaan menggunakan sistem persediaan perpetual dan biaya persediaanditentukan dengan metode FIFO. Hitunglah harga pokok penjualan untuk setiappenjualan dan saldo persediaan setelah terjadi penjualan. b. b. Perusahaan menggunakan sistem persediaan perpetual dan biaya ditentukandengan menggunakan metode LIFO. Hitunglah harga pokok penjulan untuk setiappenjualan dan saldo persediaan setelah terjadi penjualanc. Penjualan dan pembelian dilakukan secara kredit, dan diasumsikan harga jual perunitRp 46.000. buatlah jurnal yang diperluk​
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Perusahaan Mentari menggunakan sistem periodik dalam mencatat transaksi persediaannya. Berikut ini data persediaan selama bulan Mei 2010 1 Mei Persediaan awal 30 unit Rp 800.000/unit Rp 24.000.000 15 Mei Pembelian 25 unit Rp 1.000.000/unit Rp 25.000.000 24 Mei Pembelian 35 unit Rp 1.300.000/unit Rp 45.500.000 90 unit Rp 94.500.000 Apabila jumlah penjualan pada bulan Mei sebanyak 70 unit, hitunglah nilai persediaan akhir pada bulan Mei 2010 dan harga pokok penjualan dengan menggunakan metode penilaian (a) FIFO, (b) LIFO), (c) biaya rata-rata​
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bagaimana cara mencegah kekerasan seksual, jelaskan​
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PPKS adalah singkatan dari pencegahan dan penanganan kekerasan seksual. (Simpulkan dan jelaskan)​
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Interview Example For Experienced EmployeesDwi Yanti : Good morning, Sir.Interviewer : Good morning. Please, have a seat.Dwi Yanti : Thank youInterviewer : So, you are Ms. Dwi YantiDwi Yanti : Yes, I am.Interviewer : Could you tell me about yourself, Ms. Dwi?Dwi Yanti : Well, my name is Dwi Yanti but you can call me Dwi. I’m28 years old. I graduated from Unindra PGRI University majoring ineconomics education. I’m still single. I am a hard worker, punctual, ableto work in a team or individual, work by deadline and use computer.Interviewer : What is your job currently?Dwi Yanti : I currently work as an office manager at a large marketing company.I’ve been in the job for about three years now. I'm usually assigned towork with a specific business in order to improve their sales throughvarious marketing strategies.Interviewer : What are your role and responsibility?Dwi Yanti : I am responsible for getting stuff done, ensuring that allemployees are doing their jobs correctly, thoroughly, and ontime. I have to evaluate performance and processes, follow up tothe organization plan to achieve the goals.Interviewer : Why should we hire you?Dwi Yanti : It’s not just my background leading successful projects for topcompanies people skills, which have helped me develop greatrelationships with developers, vendors, and senior managersalike. But I’m also passionate about this industry and I’m drivento deliver high-quality work.Interviewer : Last questions, what are your salary requirements?Dwi Yanti : Sir, though I am an experienced candidate but I still believethat learning is the endless process and I need to learn newthings ahead. As I can be an asset for your company in thefuture. So I am expecting the amount that I truly deserveaccording to my knowledge, skills, abilities and by the industrystandard.Answer these questions based on theconversation above!1. Do Ms Dwi Yanti have job now?2. What are Ms Dwi Yanti role and responsibility inher job?3. What are Ms Dwi Yanti strength?4. Why the company must hire Ms Dwi Yanti?5. What are Ms Dwi Yanti role and responsibility inher previous job?​
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Here is an example of a fresh graduate interviewArya Jamaludin : Good morning, Sir. Interviewer : Good morning. Please, have a seat.Arya Jamaludin : Thank you Interviewer : So, you are Mr. Arya JamaludinArya Jamaludin : Yes, I am.Interviewer : Mr. Arya, Could you tell me about yourself?Arya Jamaludin : Well, my name is Arya Jamaludin but you can call me Arya. I’m 22 years old. I recently graduated from Unindra PGRI University majoring in economics education. I’m still single. I am a hard worker, easy going person, able to work in a team or individual, able to work by deadline, and able to use computer.Interviewer : Could you tell us about your strengths and weaknessArya Jamaludin : I have a great self-confident, hardworking, and a quick learner.Interviewer : How about your weakness?Arya Jamaludin : Some people would consider the fact that I have never worked in this field before as a weakness. However, being highly trainable and open minded, I have no pre-conceived notions on how to perform my job. Working with your company will give me the opportunity to learn the job the way you want it done, not the way I believe it is done. In addition although I have no former on-the-job experience, I do bring with me extensive hands-on training and experience which can only enhance my ability to learn extremely quickly.Interviewer : Last questions, where do you see yourself in five years?Arya Jamaludin : I would like to see myself as a respectable position, where company sees me as a valuable asset. I am driven to be the best at I’ll have opportunities to develop my skill, what I do and I want to work somewhere where take on interesting projects, and work with people I can really learn from.Answer these questions based on the conversation above!1. Who is Arya Jamaludin?2. What are Arya’s strengths?3. What are your strengths?4. What is Arya’s answer for the last question?5. What are Arya’s weakness?Interview Questions For Experienced Employees1. Tell me about yourself2. What are your strength?3. Why do you want this job?4. Why should we hire you?5. What are your goals for the future? 6. What are your salary requirements? 7. Where will you see yourself in 5 years?8. What are your weaknesses?9. When can you start?10.What were your responsibilities?11. What questions do you have for me? 12. What are your role and responsibility? 13. Do you have to work with other people?14. What motivates you?15. What do you know about us?16. Do you think you will change jobs in the future?17. How do people describe you?18. How would you describe a great work environment?19. How do you manage your time? 20. How do you handle yourself when you are stressed or under pressure? 21. Describe the most stressful work situation you’ve experienced and how you handled it22. What are a few significant types of decisions you’ve had to make in your past job?​
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1. contoh kaitan Gatra sumber daya dengan Gatra politik2. apa pengertian ancaman, tantangan dan hambatan dalam ketahanan nasional3. jelaskan bagaimana mahasiswa menambah wawasan nusantaranya4. apakah wanus dapat dimiliki hanya dengan orang dewasa5. jelaskan di antara wawasan nusantara geopolitik dan geostrategi dan ketahanan nasional makanah yang lebih dahulu di perbaiki6. contoh wanus implementasi pertahanan dan keamanan, ekonomi dan politik7. apakah wanus dapat di jadikan solusi untuk disintegrasi8. wujud ketahanan ekonomi​
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1. Pengertian Gatra penduduk 4 contohnya2. Jelaskan wujud ketahanan ideology3. jelaskan kaitan wanus dengan geopolitik dan geoatragei4. jelaskan apakah mementingkan kepentingan kelompok dibandingman kepentingan pribadi merupakan hal mutlak5. jelaskan apakah pancasila merupakan bagian dari wanus? apa kaitan dari keduanya?6. jelaskan apa yang di maksud dengan geopolotik dan geostrategi​
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mohon untuk di translateA STORY TO BEGIN WITH:In order to circumscribe the phenomenon of moral motivation, curcio (2008) uses a convincing story: it is friday evening. the soldiers want to leave for the weekend. the commander of the company discover that, after the exercise with live ammunition, three hand grenades are missing. a certain commander stops the weekend leave and orders a search for the missing weapons.Other commanders disagree with this action. the commander, who chooses to retain the 300 soliders, albeit with all the problems of dissatifaction and grumbling, has-what we call- responsibility motivation. he is motivated to change the situation and to ensure that children should not be exposed to the danger of an explosion. the other commanders do not have responsibility motivation.As curcio shows, however, most commanders are at the same stage of the DIT (Defining issues test) measure (See rest,1986), the same intelligence characteristics, similar social contexts, similar status in the military force, and even similar status in the private job carrier (Switzerland has no professional army but only a public militia army) etc.thus, if the personality constraints are the same. yet action differs so fundamentally, responsibility motivation, or moral as a general construct is at stake. interviews elicit that: all people have motives for acting or not acting (cognitive disequilibrium): all have situational knowledge for accepting or denying its seriousness: all reflect about possible consequences (cognitive equilibrium gap) some do not see the action possibilities (seeing the action as impossible): some are denying the sense if necessity (no necessity for acting) some show the will to act against resistance, some try to overcome the fear (very high emotional fear or shame blocking the action) and some do or not use their moral identity concept to balance justice, care and truthfulness in this situation. furghermore, some even show no effort aimed at accomplishing the perceived goals (No volition)​
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A STORY TO BEGIN WITH:In order to circumscribe the phenomenon of moral motivation, curcio (2008) uses a convincing story: it is friday evening. the soldiers want to leave for the weekend. the commander of the company discover that, after the exercise with live ammunition, three hand grenades are missing. a certain commander stops the weekend leave and orders a search for the missing weapons.Other commanders disagree with this action. the commander, who chooses to retain the 300 soliders, albeit with all the problems of dissatifaction and grumbling, has-what we call- responsibility motivation. he is motivated to change the situation and to ensure that children should not be exposed to the danger of an explosion. the other commanders do not have responsibility motivation.As curcio shows, however, most commanders are at the same stage of the DIT (Defining issues test) measure (See rest,1986), the same intelligence characteristics, similar social contexts, similar status in the military force, and even similar status in the private job carrier (Switzerland has no professional army but only a public militia army) etc.thus, if the personality constraints are the same. yet action differs so fundamentally, responsibility motivation, or moral as a general construct is at stake. interviews elicit that: all people have motives for acting or not acting (cognitive disequilibrium): all have situational knowledge for accepting or denying its seriousness: all reflect about possible consequences (cognitive equilibrium gap) some do not see the action possibilities (seeing the action as impossible): some are denying the sense if necessity (no necessity for acting) some show the will to act against resistance, some try to overcome the fear (very high emotional fear or shame blocking the action) and some do or not use their moral identity concept to balance justice, care and truthfulness in this situation. furghermore, some even show no effort aimed at accomplishing the perceived goals (No volition)B. Find the terminology the right side for below definition1. all reflect about possible consequences2. special environment condition or situation3. to identify a person by a single trait or as a member of a certain group rather than as an individual4. rules based on moral principles about how businesses and employees ought to conduct themselves5. feeling to act necessary6. denying to something7. an inner drive that directs a person's behavior toward goals8. a person wo influence others to achieve the goal9. a person's feeling of pleasure or disappontment resulting for comparing what she/he perceived or outcome in relation to her/his ecpectation10. a feature of quality belonging typically to a person, place or thing and serving to identify ita. commander/leaderb. satisfactionc. motivationd. characteristice. stereotypef. business ethicsg. the sense of necessiryh. resistancei. phenomenonj. responsibilityk. grumbling​
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A STORY TO BEGIN WITH:In order to circumscribe the phenomenon of moral motivation, curcio (2008) uses a convincing story: it is friday evening. the soldiers want to leave for the weekend. the commander of the company discover that, after the exercise with live ammunition, three hand grenades are missing. a certain commander stops the weekend leave and orders a search for the missing weapons.Other commanders disagree with this action. the commander, who chooses to retain the 300 soliders, albeit with all the problems of dissatifaction and grumbling, has-what we call- responsibility motivation. he is motivated to change the situation and to ensure that children should not be exposed to the danger of an explosion. the other commanders do not have responsibility motivation.As curcio shows, however, most commanders are at the same stage of the DIT (Defining issues test) measure (See rest,1986), the same intelligence characteristics, similar social contexts, similar status in the military force, and even similar status in the private job carrier (Switzerland has no professional army but only a public militia army) etc.thus, if the personality constraints are the same. yet action differs so fundamentally, responsibility motivation, or moral as a general construct is at stake. interviews elicit that: all people have motives for acting or not acting (cognitive disequilibrium): all have situational knowledge for accepting or denying its seriousness: all reflect about possible consequences (cognitive equilibrium gap) some do not see the action possibilities (seeing the action as impossible): some are denying the sense if necessity (no necessity for acting) some show the will to act against resistance, some try to overcome the fear (very high emotional fear or shame blocking the action) and some do or not use their moral identity concept to balance justice, care and truthfulness in this situation. furghermore, some even show no effort aimed at accomplishing the perceived goals (No volition)A. Answer the question as the pasaage above1. How curcio describe the moral motivation phenomenon to the reader?2. Why is the commander in the moral story cancelingbthe weekend leave?3. in your opiniom, what is responsibility/moral motivation?4. people ppssess their own reason to do or not to do,explain their motive to do or not to do an act?5. based on the story above which one you will chose? why? explain it!​
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pertanyaan berikut dengan baik dan teliti:1. Bagaimana hubungan antara IKD dengan pendidikan ekonomi?2. Bagaimana pengaruh kuriositas terhadap perkembangan alam pikir manusia?3. Jelaskan perkembangan alam pikir manusia menurut August Comte!4. Jelaskan kelemahan pada penalaran Deduktif dan Induktif5. Bagaimana pandangan Anda dalam menyikapi mitos sebagai cikal bakal munculnya pengetahuan?6. Jelaskan teori tentang asal mula kehidupan di bumi yg meliputi: Abiogenesis, Biogenesis dan Neoabiogenesis?7. Bagaimanakah peranan matematika dalam kemajuan IPA?mohon bantu jawab ya para pakar yth..hatur nuhun❤️❤️❤️​
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Berikan analisa & penjelasan andasistem pendidikan anti korupsi yg seperti apa yg menurut anda akan efektif dan berdampak pada berkurangnya korupsi di masa yg akan datang?mohon bantuannyaa para pakar ilmuhatur nuhun sebelumnya​
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