Suppose your company sells goods for $370, of which $235 is received in cash and $135 is on account. the goods cost your company $139 and were paid for in a previous period. your company also recorded salaries and wages of $105, of which only $37 has been paid in cash.1. record the sales revenue of $200 for cash and $100 on account and record the cost of goods sold of $125 using one journal entry 2. record the salaries and wages expense of $70. journal entry has been entered

Reliability and validity reliability and validity are two important considerations that must be made with any type of data collection. reliability refers to the ability to consistently produce a given result. in the context of psychological research, this would mean that any instruments or tools used to collect data do so in consistent, reproducible ways. unfortunately, being consistent in measurement does not necessarily mean that you have measured something correctly. to illustrate this concept, consider a kitchen scale that would be used to measure the weight of cereal that you eat in the morning. if the scale is not properly calibrated, it may consistently under- or overestimate the amount of cereal that’s being measured. while the scale is highly reliable in producing consistent results (e.g., the same amount of cereal poured onto the scale produces the same reading each time), those results are incorrect. this is where validity comes into play. validity refers to the extent to which a given instrument or tool accurately measures what it’s supposed to measure. while any valid measure is by necessity reliable, the reverse is not necessarily true. researchers strive to use instruments that are both highly reliable and valid.