Using Nonrenewable Resources And Its Effects On The...

My artifact was a flip project designed for students so that they could learn about nonrenewable resources and how their uses affect the environment. This flip went along with the Illinois Learning Standard for Science 4-ESS3-1, â€Å"To obtain and combine information to describe that energy and fuels are derived from natural resource and their uses affect the environment.† I completed this artifact in August of 2014. I did a SMARTBoard lesson flip project and recorded it in a video so that students would be able to watch it at their own pace, unlike in class lecture. I combined an audio of my voice, a power point like presentation, lots of realistic photos, graphics, and gave many examples to enhance my students’ learning. I provided them with real-life examples so that they would have better knowledge and understanding on the subject matter before we met in class. By doing the lesson in a video, we would be able to have more time for activities and for students to share their ideas. Along with the video lesson plan I also created a quiz so that I could assess what the students learned after watching the video. According to the Illinois Professional Teaching Standard Knowledge Indicator 5C, â€Å"knows how to implement effective differentiated instruction through the use of a wide variety of materials, technologies, and resources,† I met the qualifications and demonstrated my understanding of this standard. I did use multiple tools in my artifact so that I could provideShow MoreRelatedRenewable Fuels And The Energy Issue1583 Words   |  7 PagesInvestigating whether a renewable fuel produces the same level of energy as an equivalent amount of nonrenewable fuel would be beneficial to help save Earth’s natural resources and is a very relevant and important science project. The purpose of this project is to figure out which type of fuels is most efficient. 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Synthesis Essay Viktor E. Frankl - 1640 Words

Synthesis Essay Viktor E. Frankl didn’t grow up living a easy life. During World War II he spent 3 years in various concentration camps, including Theresienstadt, Auschwitz, and Dachau. Viktor has a life story to tell. Concentration Camps were a place where large numbers of people, especially political prisoners or members of persecuted minorities, are deliberately imprisoned in a relatively small area with inadequate facilities, sometimes to provide forced labor or to await mass execution. Frankl may have survived the holocaust but coming out of it he was not the same person. Viktor Frankl is an inspiration to many Generations. Viktor Frankl always looked at life differently than everyone else did. â€Å"Each man is questioned by life; and he can only answer to life by answering for his own life; to life he can only respond by being responsible.† Frankl tells that know matter what obstacles you have to face there will always be a way out, you just have to be patient and responsible. T he story Man s Search for Meaning based on a true story, published by one of the main Characters Viktor Frankl. Viktor Frankl survived the holocaust and has lived on to pursue a dream of his which was becoming therapist. Frankl is a Viennese psychiatrist and neurologist, but also a holocaust survivor. Another technique of Frankl’s dereflection, whereby the therapist diverts the patients away from their problems towards something else meaningful in the world. Walking into a concentration camp

Construction Of The Fundamental Principles -Myassignmenthelp.Com

Question: Discuss About The Construction Of The Fundamental Principles? Answer: Introducation The employers generally provide the fringe benefits to their employees apart from the salaries and wages. In accordance with the FBTAA 1986, this is can be notified that the relation between the employee and employer is necessary for receiving the benefits (Sikka, 2017). This relation between among two individual enables the utilization of provision under FBTAA 1986 for determining the tax obligations for both the individuals (employee and employers). As discussed in section 7 of the Fringe Benefit Tax Assessment Act 1986 if the benefit provided by a company is a car then this will be constituted as the car fringe benefit (Mellon, 2016). This act highlights this fact that providing a car to an employee or providing the car with lease management, this case will be resulting into the car fringe benefit tax for the employee. According to the elaboration of the fringe benefits, this is clear that if the employee uses the car for his personal usages instead of the private purposes then also this will be considered as the fringe benefit for the purpose of taxation. There are specifically two significant methods for determining the assessable value for car fringe benefits. These two methods include the statutory formulation methodology and operating cost methodology. In case of this statutory methodology the considered assessable amount within the fringe benefit is calculated by the value of the whole car. In addition to this, section 10A and 10 B of the FBTAA 1986 is considered as associated with the assessable value of the car fringe benefit in case of the operating cost method (Sharkey Murray, 2016). According to the operating cost method, this involves the administration of the car and also determines the assessable income of involved within the fringe benefits. One of the important fact involved within these methods are the method, which is identified for lowest assessable value for the fringe benefit, is considered for calculation of fringe benefit tax. For using the operating cost method, the employee will require the maintenance of the expenditure involved in case of the logbook or any related document. Case facts: The case study incurs this fact that he is the employee of Shiny Homes Pty Ltd., which provides him with a car. This car is allowed for personal as well private usages of Charlie. In observance with section, 7 of the Fringe Benefit Tax Assessment Act 1986 all the benefits provided to Charlie in the form of car will be included in car fringe benefit and will also be calculated for taxation (Robin, 2017). For determining the assessable value of the car fringe benefit of Charlie both the methods are applied namely the Statutory Method and Operating Cost Method. In case of the statutory method, the statutory rate of 20% is applied for determining the fringe benefits involved within Charlies case here. The statutory rate for of 20% is generally multiplied with the base value for the car in order to ascertain the assessable value of the fringe benefit. The degree of private utilization made by the employer is not taken in case of determining the assessable value related to the fringe benefit involved within the statutory Method. On the other hand, in case of the operating cost method, the total amount for the operating cost involved in administration of the car is segregated within separation for the personal along with the private usages of the car. This helps in determining the assessable value for the fringe benefit while calculating the taxation for the particular car. Therefore, the calculation showed below highlights the Statutory Method as well as Operating Cost Method; Operating Cost Method: In contrast with the section 11 (1) the deemed depreciation is highlighted by employing he Statutory rate of 25%. In contrast with the section 11 (2) the considered deemed interest is calculated by employing the Statutory rate of 5.65% for the year 2016/17. As discussed in the figures for statutory method the assessable amount of the fringe benefit related to the car is lower than the operating cost method introduced. So as a result, the assessable value for the car fringe benefit under this method should be taken for calculating the tax. In addition to this, Charlie used the car as Shine Homes has hired that for providing him facilities while Charlies wedding as well as honeymoon. Therefore, in consideration with 39A of the Fringe Benefit Tax Assessment Act 1986 the car parking fringe benefit is originated if the car is parked at the premises that is owned or leased by Shine Homes. In the present scenario, Charlie used a separate entity for parking the car this does not result into the fringe benefit for the car. The current situation highlights that Alan is a locum doctor while his wife is a part time accountant. They decide to change tree by selling off their house in Melbourne and purchasing a new home in Central Victoria. Alan generates his income from the fees received by his patients while Betty earns income from her salaries. In compliance with the provision of section 6-5 of the ITAA 1997, income that are derived directly from the profession or business would be considered assessable. Similarly, the income of Alan and Betty would be considered for tax (Braverman et al., 2014). The situation from the case study provides that Alan is well known among his clients and Alan regularly from his patients receives foodstuffs and cakes that are regarded as the sign of gratitude. In addition to the foodstuff, Alan also charges fees from his clients for the treatment imparted. The receipt of fees from his clients would be subjected to income tax while the foodstuff and cakes cannot be considered assessable since these elements does not have any commercial value in the market. Once it was noticed that Alan received a dozen bottles of wine from one of his client as he saved his client dog from a snakebite. The wine bottles received by Alan carried market value of $360. Therefore, the receipt of wine by Alan from his client would be included into his taxable income because it contained commercial value and will be liable for income under the provision of section 6-5 of the ITAA 1997 (Hodgson Pearce, 2015). In accordance with the taxation ruling of TR 97/11, a determination is made whether the person is engaged in the activities of primary production or hobby. The ruling is helpful in providing an understanding of an individual indulgence in business or hobby (Black, 2017). To differentiate between hobby and business, the below listed differences provides a better understanding; Activities that comprises of the sale of goods commercial will be held as business. Hobby involves sale among friends and relatives. Business generally consists of repetition of activities. Hobby does not any such regularity or repetition of activities. Business activities generally comprises of purpose or intention while hobby does not have any such purpose or intention of executing business activities. The activities of business are generally big in magnitude. Hobby is generally small in extent and scale. The characteristics of an activity or the intent of an individual helps in ascertaining whether the person is carrying on a business or hobby. As held in the case of Ferguson v F C of Taxation (1979) amount derived from hobby is an income whereas yielding profit from those hobby is regarded as carrying on of a business (Kaplan Nadler, 2015). The case study introduces that Betty started making marmalade that became well known among her neighbours. This made her open a stall and put up her marmalade on sale during second Sunday of each month. Alan sold the additional or the leftover amount to the local supplier frequently. According to the decision of commissioner in Martin v. FC of T (1953), no form of sole actions would be capable of interpreting an exclusive indication and contained overlapping indicators (Miller Oats, 2016). In the current situation of Alan and Betty, the activities contained the purpose of profit and had regularity. As a result, the selling of marmalade is regarded as business activities and profit generated from such business would be considered for assessment of tax. As it has been defined by the ATO, any form of transactions that arises from the barter system shall be accompanying income tax consequences and GST. The transactions from the barter system will be treated equivalent to the transactions of cash and credit. It is noteworthy to denote that Subsection 25 (1) of the ITAA 1936 defines that earnings generated from the barter system would be accompanying tax consequences (Stiglitz, Rosengard, 2015). The federal court in the case of Federal Commissioner. Of T. v. Cooke Sherden 1980 stated that income that is earned from the barter system would be considered for assessment since they are considered equivalent to cash and credit dealings (Barkoczy, 2016). With reference to the above judgement, both Alan and Betty would be held liable for tax and GST under the GSTR 1999 for the earnings derived from barter system. The income from barter system is treated equivalent to the business dealings made in cash and credit. Reference List: Black, C. (2017). The Attribution of Profits to management Establishments: Testing the Interaction of Domestic Taxation Laws and Tax Treaties in Practice. Braverman, D., Marsden, S., Sadiq, K. (2015). Assessing Taxpayer Response to Legislative Changes: A Case Study of In-House Fringe Benefits Rules.J. Austl. Tax'n,17, 1. Du Preez, H. (2016).A construction of the fundamental principles of taxation(Doctoral dissertation, University of Pretoria). Hodgson, H., Pearce, P. (2015). TravelSmart or travel tax breaks: is the fringe benefits tax a barrier to active commuting in Australia? 1.eJournal of Tax Research,13(3), 819. Kabinga, M. (2015). Established principles of taxation.Tax justice poverty. Kaplan, R. A., Nadler, M. L. (2015). Airbnb: A case study in occupancy regulation and taxation.U. Chi. L. Rev. Dialogue,82, 103. Mellon, A. W. (2016).Taxation: the peoples business. Pickle Partners Publishing. Miller, A., Oats, L. (2016).Principles of international taxation. Bloomsbury Publishing. ROBIN, H. (2017).AUSTRALIAN TAXATION LAW 2017. OXFORD University Press. Sharkey, N., Murray, I. (2016). Reinventing administrative leadership in Australian taxation: beware the fine balance of social psychological and rule of law principles.Austl. Tax F.,31, 63. Sikka, P. (2017, January). Accounting and taxation: Conjoined twins or separate siblings?. In Accounting Forum. Elsevier. Stiglitz, J. E., Rosengard, J. K. (2015).Economics of the Public Sector: Fourth International Student Edition. WW Norton Company.

Organizational Citizenship Behavior Management

Question: Discuss about the Organizational Citizenship Behavior Management. Answer: Introduction The employment relationship existence is such a condition that can easily determine the application of the social security as well as the labor law provisions resolved towards the workers (Pinder 2014). Organizations always focus on improving the employment relationship to arrange huge manpower for executing their business operations. Thus, the improvement of employment relationship can be accomplished by motivating the organizational employees. However, in order to motivate the employees, money as well as the other financial rewards is the basic or the fundamental factor of establishing proper employment relationship. On the other hand, in this regard, the monetary incentives and the financial rewards can also be considered as the factors which are effectively utilized to motivate the employees (Bolino et al. 2013). Hence, this study is mainly aimed to properly demonstrate and critically analyze the pros and cons of the monetary incentives and financial rewards over the process of managing the employment relationship. Therefore, this study is also aimed to be undertaken with the help of the proper critical approach. In addition, this study also evaluates the important organizational problematic scenarios and formulates the proactive managerial interventions with the specific and special sensitivity to the social, ethical and cultural concerns. Discussion Employment relationship is the legal connection between the employees as well as employers. It has the existence while a person performs services or works under the specific conditions for remuneration. According to the viewpoint of Miner (2015), it is the major point of reference to determine the extent as well as the nature of the obligations and rights of employers to their employees. The employment relationship existence is such a condition that can easily determine the application of the social security as well as the labor law provisions resolved towards the workers. According to the point of view of Wagner and Hollenbeck (2014), this particular term is becoming more essential as of the increasingly widespread phenomenon of the dependent workers who lack the protection due to the combination of few significant factors. Firstly, these factors incorporate the fact that the laws scope is very narrow or it is interpreted very narrowly. In addition, the ambiguous and poor formulatio n of the law is also a significant factor that is resulted due to the unclear scope of the law (Bolino et al. 2013). However, in order to address such consequences, few recommendations are also aimed to be applied over the scope of employment relationship. After discussing the term, employment relationship in a brief as well as detailed manner, it can easily be stated that the organizations should always focus on improving the employment relationship to arrange huge manpower for executing their business operations (DuBrin 2013). Moreover, the enterprises keep always trying to do so. In order to build a good employment relationship as well as improve the relationship of organizations along with their employees, financial rewards are very crucial factor for enhancing job satisfaction (Sturman and Walsh 2014). Therefore, money and the other financial rewards are the basic and key part of the employment relationship. Apart from that, money can be termed as the extrinsic motivator for the employees in the organizations, thus for the workers also from the higher educational sectors (Hogg and Terry 2014). Moreover, it can also be utilized very effectively in order to motivate employees. However, this particular argument has both the pros as w ell as cons depending on few certain scenarios. It is a quite obvious fact that the employees always desire for their financial benefits from the company end because they serve for the organizations in order to earn a good salary for baring all their necessary expenses. They are giving all their effort to accomplish their roles and responsibilities towards their organizations for being the part of enhancing the organizational productivity and revenues (Rosenbloom 2014). Thus, they always want the extra financial support from the organizations where they are working loyally. Moreover, all the financial support provided from the organizations can help the employees for enhancing their career growth in future. The organizations can provide the financial support in mainly two ways towards their committed employees (Ackers 2014). The organizations can provide a good salary package to their employees as well as can also arrange bonus depending on their performance in the workplace. Furthermore, the companies can also provide the scopes to the employees for achieving financial rewards (Dau-Schmidt, Finkin and Covington 2016). The employees can earn these awards by putting their extra effort and by showing their talent in any kind of business operation, which lies within their roles and responsibilities. In general, the employees expect as well as also receive financial payment from their organizations in the form of their earned salary and commission or incentives. Moreover, this particular payment can be expected by the employees end as the outcome of their contribution to the organization or their efforts for accomplishing the organizational objectives as well (Craven 2015). The financial rewards are basically the monetary incentive or bonuses as well in addition to the compensation made in the regular basis that an employee earns by showing a good performance. Therefore, these kinds of financial rewards are greatly associated with the accomplishment of the organizational objectives (Bidwell et al. 2013). A reward often follows while an employee helps a company in the achievement of its goals. In regards to this matter, the most interesting fact is that all the financial rewards are extrinsic. Hence, according to the opinion of Dau-Schmidt, Finkin and Covington (2016), the extrins ic motivation is mainly based in the tangible rewards like paid time off, bonuses as well as pay raises. Organizations or the employers always aim to keep the loyal and the experienced employees for longer in order to get their complete support in future days as well (Hogg and Terry 2014). Thus, in this regard, the employers have to focus more on enhancing the motivational factors of the employees which are always aligned with the monetary aspects. The financial rewards are mainly based in the cost versus benefits consideration. Thus, the managers could not provide huge rewards or they would not accomplish the objectives of the organization regarding profit making from each sale (Blanger and Edwards 2013). Nevertheless, the reward could not also be very small in terms of motivating the sales team that it is not worth the employee efforts. On the other hand, the employees can get dissatisfied as well as do not perform to the proper standards in the absence of the equitable pay, the opportunities as well as recognition associated with training and development (Sturman and Walsh 2014). Therefore, this job dissatisfaction due to the unavailability of non-financial and financial reward usually results in the poor performance and high employee turnover. Employee empowerment can increase the motivation among the employees as well as their self worth. Therefore, the employees owe their jobs and come forward for taking responsibility of their activities in terms of avoiding any negative influence on the overall performance by their actions (D'Arcy and Greene 2014). Moreover, they are motivated for performing well with the greater commitment if the workers are provided autonomy towards a particular level to do their duties. According to the advantages of the financial rewards and money over the employment relationship, it can be stated that the performance appraisal plays a significant role in this matter (Rubery and Grimshaw 2016). The purpose of performance appraisal in maintaining the employment relationship is for informing the workers that the company is interested in their professional development. Moreover it also signals the message that the contribution of the employees is playing an important role as the organizational success factors (Kalleberg and Marsden 2015). Apart from that, the workers are motivated for contributing more to the organizational success as they are provided the appreciation and recognition for their contribution and effort. Moreover, the organizations can gain huge competitive advantage over the other firms by retaining and motivating the human resource by providing money and financial rewards to their employees (Kennedy 2016). On the other hand, the organizations can also motivate their high performers or the most experienced employees by giving the scope of earning the financial reward systems those can motivate the workers and increase job satisfaction as well. As per the Hertzbergs motivational theory, mainly two kinds of factors have potential impacts over the motivation of employees (Rumbles and Scott 2016). The motivating factors incorporate the caring attitude, recognition and appreciation from the employer and achievements. Moreover, the hygiene factors incorporate the worki ng environment, policies as well as pay. The performance management system can also play a significant role in motivating the employees by compensating as well as rewarding them due to their contribution towards the employer organizations. Therefore, it motivates the workers by giving their training opportunities and development. According to the viewpoint of Wagner and Hollenbeck (2014), the exact morale behind the performance appraisal is for making the employees feel that the success of the organizations is obtained due to their huge contribution. Moreover, it also converses the employees that the company is concerned authentically regarding their development. Thus, as a result of such thing, the motivation as well as commitment from the employee end enhances (Dau-Schmidt, Finkin and Covington 2016). The performance appraisal and promotion with good salary increment involves comparing the job behavior of the employees with job standard and proving feedback on their areas of improvement. Most importantly, salary is the mo st significant and motivating factor financial reward as it can enable the employees for living their lives with stability and dignity (Kalleberg and Marsden 2015). Thus, it can also be considered as the status symbol and is necessary for creating the belongingness. Besides the numerous advantages, money or the other financial rewards have few disadvantages or downsides with respect to the employment relationship. As the financial rewards, a bonus or the other incentive can come to be seen as the entitlement rather than a motivator while it is utilized continually (Rubery and Grimshaw 2016). On the other hand, it is also very easy for getting unintended consequences if an employer organization is not clear on the behaviors or it is hoping for incentivizing. For an instance, the creation of an incentive or commission for the sales persons is solely based on the generated revenue without any regard to the profitability (D'Arcy and Greene 2014). Moreover, such kind of program can also sometimes become de-motivating for the employees working in the organizations. The incentive schemes do not work always unfortunately through the way by which they were actually desired. Apart from that, it can become the reason of frustration while the monetary incen tives are tied with the group performance if there are perceptions of unequal contributions among the members of a particular group working within an organization (Rubery and Grimshaw 2016). In addition, the financial rewards or monetary incentives can result in the environment where the employees are trying actively for out-doing their colleagues, if the incentives are based on the competition among the employees. Furthermore, especially over time, the monetary incentives can be less effective than the non-monetary incentives (Kalleberg and Marsden 2015). However, the implementation always comes along with the costs. However, it can also take effort as well as time in terms of setting up and tracking the incentive programs and ensure they are accurately paid out. In order to address the cons or the issues associated with the monetary incentives and financial rewards in the employment relationship, the employers should be concerned about few factors (Rumbles and Scott 2016). The employers should think through the system in terms of ensuring that it is fair and would reward the correct behavior without the creation of an incentive for the related undesired behaviors. On the other hand, the employers should set it up in such a manner so that it would not at all discourage the teamwork made by the employees (Dau-Schmidt, Finkin and Covington 2016). Apart from that, the organizations should monitor the program for ensuring the fact that there is not any kind cheating has taken place. In addition, they should also create a direct connectivity between the eventual reward as well as the actions of the employees (Sturman and Walsh 2014). Moreover, the employees should also have the control over whether they achieve the objectives. Furthermore, the org anizations should also utilize the objectives of the enterprises that can be measured objectively as well as readily. Conclusion After conducting the entire study, it can be stated that money as well as the other financial rewards are the fundamental and essential factor for maintaining the employment relationship. Moreover, this study has also established the fact with the detailed discussion that money and other financial rewards can be effectively utilized in order to motivate the employees. Most importantly, this study has successfully demonstrated the pros or the advantages of monetary incentives over maintaining the employment relation by motivating the employees to get continuous contribution from their end. On the other hand, along with the advantages of financial rewards and monetary incentives, this study has successfully portrayed all the possible downsides of the monetary incentives. Most important fact associated with this study is that it has successfully shed light on the possible recommendations with the help of which the downsides can easily be addressed. In spite of the disadvantages, this st udy has successfully established the key fact that financial rewards are very crucial factor for enhancing job satisfaction in order to build a good employment relationship as well as improve the relationship of organizations with their employees. Reference Ackers, P., 2014. Rethinking the employment relationship: a neo-pluralist critique of British industrial relations orthodoxy.The International Journal of Human Resource Management,25(18), pp.2608-2625. Blanger, J. and Edwards, P., 2013. The nature of front-line service work: distinctive features and continuity in the employment relationship.Work, Employment Society,27(3), pp.433-450. Bidwell, M., Briscoe, F., Fernandez-Mateo, I. and Sterling, A., 2013. The employment relationship and inequality: How and why changes in employment practices are reshaping rewards in organizations.The Academy of Management Annals,7(1), pp.61-121. Bolino, M.C., Klotz, A.C., Turnley, W.H. and Harvey, J., 2013. Exploring the dark side of organizational citizenship behavior.Journal of Organizational Behavior,34(4), pp.542-559. Craven, J.A., 2015. The Employment Relationship.NY Practice Guide: Business and Commercial,4. D'Arcy, J. and Greene, G., 2014. Security culture and the employment relationship as drivers of employees security compliance.Information Management Computer Security,22(5), pp.474-489. Dau-Schmidt, K.G., Finkin, M. and Covington, R., 2016.Legal protection for the individual employee. West Academic. DuBrin, A.J., 2013.Fundamentals of organizational behavior: An applied perspective. Elsevier. Hogg, M.A. and Terry, D.J. eds., 2014.Social identity processes in organizational contexts. Psychology Press. Kalleberg, A.L. and Marsden, P.V., 2015. Transformation of the Employment Relationship.Emerging Trends in the Social and Behavioral Sciences: An Interdisciplinary, Searchable, and Linkable Resource. Kennedy, E., 2016. When the Shop Floor is in the Living Room: Toward a Domestic Employment Relationship Theory. Miner, J.B., 2015.Organizational behavior 1: Essential theories of motivation and leadership. Routledge. Pinder, C.C., 2014.Work motivation in organizational behavior. Psychology Press. Rosenbloom, D.H., 2014.Federal service and the constitution: The development of the public employment relationship. Georgetown University Press. Rubery, J. and Grimshaw, D., 2016. Precarious work and the commodification of the employment relationship: the case of zero hours in the UK and mini jobs in Germany. InDen Arbeitsmarkt verstehen, um ihn zu gestalten(pp. 239-254). Springer Fachmedien Wiesbaden. Rumbles, S.D. and Scott, P.J., 2016. Managing the employment relationship. Sturman, M.C. and Walsh, K., 2014. Strengthening the employment relationship: The effects of work?hours fit on key employee attitudes.Journal of Organizational Behavior,35(6), pp.762-784. Wagner III, J.A. and Hollenbeck, J.R., 2014.Organizational behavior: Securing competitive advantage. Routledge.