Woodrow Wilson Presidency Election Of 1912 - 1080 Words

THE WOODROW WILSON PRESIDENCY Election of 1912 The election of 1912 involved four candidates: Democrat Woodrow Wilson, Republican William Howard Taft, Socialist Eugene V. Debs, and Progressive Theodore Roosevelt. The two major candidates in the 1912 election would be Roosevelt and Wilson. Wilson’s proposal of New Freedom engaged his supporters. The New Freedom notion intended to eliminate all trusts instead of just regulating them in hopes of an economic competition restoration. On the day of the Election in 1912, Wilson became the 28th President of the United States of America with 435 electoral votes to 88 electoral votes for Roosevelt and only 8 electoral votes for Taft. Wilson had great aspirations for the country, as he expressed†¦show more content†¦He had fulfilled his promises to lower the tariff, create a national banking system, and strengthen the anti-trust laws. The New Freedom was complete, he wrote.† 1 Wilson served a second presidential term from 1917-1921. With his second term came more success. He passed the 18th amendment, banning the storage, production, transport, and sell of alcohol, which came to be known as Prohibition. The prohibition period lasted for 14 years from 1920-1933. Wilson was also responsible for the 19th amendment, which sanctioned women’s voting rights and supported the rights of immigration.2 Failures During the Wilson Presidency. With great successes came failures for Woodrow Wilson. Amongst those shortcomings, one of the greatest was the failure to secure the â€Å"peace with honor† that he promised to Germany, paving the way for World War Two. On October 6, 1918, Germany asked the U.S. to negotiate based on Wilson’s Fourteen points. Wilson’s Fourteen Points are explained in the quotation below: Wilson’s Fourteen Points embodied his vision of a better world governed by fairer principles. He felt guided â€Å"by the hand of God.† His vision of a peacekeeping â€Å"League of Nations† was, in his view, the key element to a â€Å"secure and lasting peace† and was the â€Å"most essential part of the peace settlement.† If the diplomatsShow MoreRelatedTheodore Roosevelt s President Of The United States Essay854 Words   |  4 Pagesthe Republican nomination in the year 1912. He lost the nomination to his handpicked successor Taft, who had run as president in the previous term (1909-1913). When he did not get the nomination, Roosevelt decided to run as a third party which he called the bull moose party. By doing this, it splits the Republican vote between Taft and Roosevelt. This has a large effect on the election, causing the Democrat Woodrow Wilson to become president. Woodrow Wilson was president from 1913 to 1921 with WorldRead MoreTheodore R oosevelt s The Progressive Era Essay1543 Words   |  7 PagesTheodore Roosevelt’s presidency marked the beginning of a very liberal period in American history. This new ‘Progressive Era’ was mobilized largely by the middle class as an attempt to put an end to the problems created by the period of excess that was the Gilded Age. Believing that big business was ruining democracy, and assuming a moral obligation to shield the poor and downtrodden from corrupt capitalists, the Progressives commenced an era of sweeping reforms. From the outset, the ProgressiveRead MoreProgressive Era Dbq792 Words   |  4 Pagesraccoon with the words â€Å"bad trust† shaved into it. The political cartoon does over exaggerate the effectiveness of Roosevelt’s policies regarding trusts, but it does represent the way Roosevelt started the new regulation policies. In his second presidency, he started the â€Å"square deal.† This deal first passed Hepburn Railroad Re gulation Act of 1906 which put regulations on the industry. Next, the square deal went after the meat industry. In the Neill-Reynolds Report of 1906, the meat industry wasRead MoreTheodore Roosevelt And The United States907 Words   |  4 Pagesinspirited him to build up his body with strenuous exercises and sports in efforts to build his body and mind. In 1876, Roosevelt was accepted to Harvard College. After graduating, he decided to enter politics and in 1881, at the age of 23, he won election to the first of three terms in the Incipient York State Assembly as a Republican. In 1889, Roosevelt was appointed to the U.S. Civil Accommodation Commission and then in 1895 appointed to the post of N.Y. City Police Commissioner. As Police CommissionerRead More Woodrow Wilson and The Presidency Essays1515 Words   |  7 Pages Woodrow Wilson and The Presidency From the beginning of the 1912 election, the people could sense the new ideas of Woodrow Wilson would move them in the right direction. Wilsons idea of New Freedom would almost guarantee his presidential victory in 1912. In contrast to Wilsons New Freedom, Roosevelts New Nationalism called for the continued consolidation of trusts and labor unions, paralleled by the growth of powerful regulatory agencies. Roosevelts ideas were founded in the Herbert CrolysRead MoreThe Presidential Election Of 1912 Essay1664 Words   |  7 PagesPresidential Election of 1912 In the presidential election of 1912 the Democrat Woodrow Wilson, Progressive Theodore Roosevelt, Republican William Howard Taft, and Socialist Eugene Debs all had their opposing views on the issues that concerning the future of democracy in America. Some of the issues were; the Conservation of Natural Resources, Direct Democracy, Labor, Race, Tariff, Trusts and Regulation of Business, and votes for Women. Majority of the people desired change, as would I if I were toRead MoreTheodore Roosevelt And The Progressive Party987 Words   |  4 PagesIn 1912, the Progressive Party formed to support Theodore Roosevelt in his attempt to be elected for a third presidential term (O Toole par. 7, 11). The party was formed after the Republican National Convention repudiated the nomination of Roosevelt (Bardes, Shelley, and Schmidt 251). Furthermore, this resulted in Roosevelt splitting the Republican vote between him and William Howard Taft and gave Democrat Woodrow Wilson an advantage (Bardes, Shelley, and Schmidt). The Progressive Party took a platformRead MoreThe American Of American Identity Essay1520 Words   |  7 Pagesfront-runners to answer the puzzling questions were the 26th president, Theodore Roosevelt, and the 28th president Woodrow Wilson. They both wanted the betterment of America, both domestically and at the world stage. However, unlike Woodrow Wilson, the assertive nature of Theodore Roosevelt made him an exemplar of American ideals and democracy for American and rest of the world. Woodrow Wilson and Theodore Roosevelt were vastly different by nature, one a macho, military-man, explorer, and the other, anRead MoreWoodrow Wilson And Theodore Roosevelt Essay1463 Words   |  6 Pages1900s. The two frontrunners to answer the puzzling questions were the 26th president, Theodore Roosevelt, and the 28th president Woodrow Wilson. They both wanted the betterment of America both domestically and at the world stage. However, the assertive nature of Theodore Roosevelt made him an exemplar of American ideals and democracy for the rest of the world. Woodrow Wilson and Theodore Roosevelt were vastly different by nature, one a macho, military-man, explorer, and the other, an academic by professionRead More The Progressive Period1544 Words   |  7 Pages Roosevelt used his personality and popularity to advance in his programs. â€Å"His leadership and publicity campaigns helped create the modern presidency, making him a model by which all future presidents would be measured†(524). He felt that the government should take control when states show incompetence in dealing with problems. Roosevelt saw the presidency as a â€Å"bully pulpit.† He believed he could use the media to persuade the public, rather than going to congress. â€Å"By 1900, trusts-legal bodies

OUTLINE OF ORGANIZATION CULTURE CHANGE IN A CROSS-CULTURAL ENVIRONMENT - Free Essay Example

Sample details Pages: 8 Words: 2450 Downloads: 3 Date added: 2017/06/26 Category Management Essay Type Research paper Did you like this example? Most of the scholars agree that the field of management must be viewed in a broad perspective because of the environmental influence on management practices. The cross-cultural study of management involves the study of management cultural variables, which tend to have an impact on management practices in different cultures. Managing and organizing are culturally dependent because they do not consist of making or moving tangible objectives, but of manipulating symbols which have meaning to the people who are managed (Clark, 1998). Don’t waste time! Our writers will create an original "OUTLINE OF ORGANIZATION CULTURE CHANGE IN A CROSS-CULTURAL ENVIRONMENT" essay for you Create order Studies in the area of corporate culture seem to indicate that the success of many organizations is related to having a strong culture within the organization. Such a culture provides a foundation for the policies and practices of that particular organization. William Ouchi identifies the following as the features of Z type (a hybrid between American and Japanese type of organizations) of organizations: A place for criticism and honesty Trust, friendship and working together Teamwork Management by walking around Valuing people as resources (Ouchi, 1982). McKinsey presented a framework based on the idea that any management strategy, in order to be successfully implemented, must fit the culture of the organization. The seven variables listed in the framework are: Strategy Structure Systems Style Staff Shared values Skills (Waterman, 1982). The 7-s framework views corporate culture as a function of Seven Variables. If a Strategy of an orga nization fails or run into a problem, it is because the strategy doesnt fit one or more of the seven variables. All the above-mentioned variables are interrelated to each other. While the staff variable refers to people in the organization, skills refer to their capabilities. The style variable is the way management acts and behaves. Shared values are the beliefs commonly shared by many people in the organization. While the structure provides authority-responsibility relationship, systems indicate the processes, procedures, and flows involved in getting things done. The strategy relates to the way to shape the corporate culture. A better understanding of the mechanics and dynamics of an organization can be achieved through the culture that prevails in an organization. The term culture has been borrowed from anthropology where there is no consensus on its meaning. Just as societies have their own culture, corporations as entities also have their own culture. Culture is the collect ion of common views, expectations and beliefs of the members of the organizations. The values, beliefs and norms usually involve the following aspects: The basic goals of organization The preferred means by which those goals should be attained The role responsibilities assigned to each member in the organization The behavior patterns required to perform roles A set of rules or principles which relates to the preserving of organizational identity as well as integrity These values and norms which constitute corporate culture are not in writing but are understood by all the members of the organization. Even the newcomers to the organization get to know them either through formal training programs and orientations or from their peers. When members of an organization share the same values, they will become more cohesive and committed to their goals. Such commitment is essential for better performance and productivity improvement. Although it is not visible, corporate cu lture still exists and influences people and activities in organizations. Deal and Kennedy, in addition to values and norms, include heroes, rites and rituals as part of corporate culture (Deal and Kennedy, 1982). The rites, rituals and heroes are some ways of reinforcing desired behaviors and expectations among the members of an organization. Donnelly goes one step further by including ethics, life styles and to a great extent the personality of the chief executive as the elements which foster corporate culture (Donnelly, 1984). The Corporate culture can be summed up as a way of doing things in an organization, which is developed and fostered over a period of time through various socialization processes, some of which are formal processes while others are informal. Changing Corporate Culture Even in the most stable environments, change is a constant, no matter how slight. Change is any alteration of the organizations current situation. Creativity, the process by which n ovel ideas are generated or innovation, the transformation of creative ideas are all different forms of change. In this report, we will discuss change from the perspective of corporate culture One of the major questions raised in the area of corporate culture is: Is it possible to change corporate culture in an organization? People have conflicting views about it. Some contend that the culture in an organization is strongly imbedded and therefore it may be impossible to change. At the most, only a few modifications can be made as long as they dont affect the core of the existing culture. They may illustrate their point by citing some cases where the new Chief Executive failed to change the culture when he and his teammates took over the corporation and wanted to revamp it. On the other hand, there are those who believe that culture within a corporation can be changed. The organizations, which made a turnaround in their business, are cited as examples. For instance, an American electronics company was loosing money. The Japanese took over, introduced new values and new ways of doing things and the company made a turnaround in three years. According to Schwartz and Davis (1981) the successful implementation of major strategic shifts in any company depends to a great extent on how the organization combines its culture with changes in organizational structure, its systems and people to produce desired behavior. Changing corporate culture is a serious issue. A great deal of care and a well thought out plan must be utilized in this process. Ill founded assumptions, carelessness, and taking things for granted in changing corporate culture may have disastrous consequences on the organization, ranging from subtle protests to open revolt. Through such cultural changes, organizations lose their best people to competitors, productivity declines, and a poor image will be created for the organization. Thus, the whole survival of the organization maybe threatened by rushing to change corporate culture. Short and Ferratt (1984) suggest that in changing corporate culture, the focus should be on work units. Instead of trying to change values and beliefs first with the assumptions that work unit behaviors would follow, work unit, culture must be changed first. The behaviors, which establish and maintain the culture of work units, are: job enrichment, employee involvement, targeting behavior, reinforcing behavior, attending to production and attending to interpersonal relations. Managing Corporate Culture is not simple. It requires constant assessments and monitoring by examining the external and internal environment. Such examination would reveal the nature of changes that are anticipated or are taking place in these environments. These changes may force the organization to adapt or modify their corporate culture according to the demands of the environment. A relaxed attitude on the part of the managers who believe they have a strong culture built over the years to enable them to cope with any kind of situation is risky. Uttal asserts that a static culture means a continuation of old, inefficient ways (Uttal, 1982). Multicultural Organizations Every company has its own individuality in the market; this individuality or the isolated quality can be taken as its competitive advantage. Competitive advantage of the company is something on what company is far ahead from it competitors. The company, having a diverse workforce, is bound to have its impact on the effectiveness of the organization as well as on the career growth of an individual. One of the most important advantages of having a multicultural or diverse workforce is to attract the best available talent towards the organization. Such organization, which does not show any prejudice in recruiting, retaining and promoting the employees from diverse cultural and racial backgrounds easily gain competitive advantage and become able to sustain highest caliber of human resources (Adler, 1991). Different studies have proved that organizations having diverse workforce and multicultural environment usually display better problem solving ability (Adler, 1991). Due to their multicultural workforce such organizations are more capable to understand the problem with different perspectives, meanings and interpretations and hence have more capability to solve problems. Organizations need continuity, which can be achieved only through some change of adaptability and self-renewal. Multicultural organizations are designed specifically to find, accept, and use new ideas and so they are more able to adapt change and show more organizational flexibility. Different studies depicted that women possess higher tolerance for ambiguity than men (Rotter OConnell, 1982), similarly bilingual people possess more cognitive flexibility than monolingual (Lambert, 1977). Thus diverse workforce is an asset for the organizations while adapting change. It can eas ily be summed up that having a diverse workforce and its proper management provides a number of advantages to the organizations. Manage diversity well are more likely to gain competitive advantages, attain increased productivity from available human resources, and reduce the inter-group conflict cost (Triandis, Kurowski, and Gelfand, 1994, p. 775). But at the same time, too much diversity in the workforce may also cause ambiguity and confusion. Multicultural organizations sometimes find it difficult to reach to a single, unanimous decision because of the diversity in its workforce (Gannon, 2004). Due to the presence of people from different cultural backgrounds, there is a chance of cultural clashes between the people of different cultures. There is also a chance that majority group members may create obstacles for minority group member to take full participation. If such clashes cannot be handled and managed by the leaders then the organization may suffer ineffectiveness, les s productivity and absenteeism of the employees (Adler, 1991). If there is communication gap between a culturally diverse team then there is a chance that a homogenous group may outperform this culturally diverse group. Multicultural organizations require extensive trainings to overcome the communication barrier otherwise it will not perform up to their potential (House and Javidan, 2004). Managing Corporate Culture in Multicultural Organizations Globalization is the process of expanding global preferences in cultural, environmental, political, social and economical issues. The key economic characteristic of globalization is the free movement of goods throughout the world (Schaeffer, 2003). Diversity and Globalization in the new economy and the present business situation has produced a work force made up of people all around the world. They have different life experiences, perspectives, preferences, values and style. This diversity of work force is reshaping and rewriting the way of doing business (Dorfman, Hanges and Brodbeck, 2004). According to the Statistics the people filling jobs in the 2000s had a different racial and gender makeup than past employees. Native white males made up 47% of employees in 1989 but will constitute only 15% of new entrants. In the year 2000 Hispanic accounted for almost 28 percent of labor force growth and blacks about 17 percent. White women provided about 42 percent of labor force growth . Statistics have further depicted that by the year 2012 almost one-fifth of the total US workforce will be of 55 years or older (US Bureau of Labor Statistics, 1998). Hamilton has said that, The great challenge facing the nation is to prepare a changing population to do new kinds of work. Failure imperils economic health, social progress, and democracy itself. (Hamilton, 1990; p.1). This trend of workforce diversity compelled leaders of multi-cultural organizations to adapt the changes with special recruiting programs targeted towards these groups and organizational changes to accommodate their needs. Day-care centers, special benefit packages and language training have all become the part of the inducements to employees (Grisham and Walker, 2005). In the present decade, the environment for organizations has changed radically (Olsen JinLin, 1997). In the past, leaders usually emphasized on the internal affairs of the management but the changing environment requires them to e mphasize more on externally oriented affairs. Many scholars are of the opinion that diversity in organizations is a source of strength if used properly otherwise it creates ethnic and cultural differences, conflicts etc. (Christensen Hughes, 1992). A study was conducted on transformational leadership in organizations, which depicted that leaders in organizations, who have a clear objective, strong sense of values and cultural differences and shown deep inclination towards high standards of ethics, are considered as models for others to follow (Tracy Hinkin, 1994). The following are some of the important points; an organizational leader has to consider while working in present global environment: Changing Occupational Profile: at present organizations try to provide more services to customers for the guaranteed customers satisfaction. This requires more knowledgeable and social employees. Major organizations also introduce some new posts like quality manager, yield manager , computer and technical service manager, management accounting expert and budget analyst to provide the wide range of services to the customers (Turner and Mueller, 2005) Developing Language Skills: in order to provide best services to culturally diverse clientele, major organizations provide different languages and culture training to their staff Increased staff responsibility and job satisfaction: it is hard to get and retain a good and trained employee in present business scenario. Many organizations impose more responsibilities to their good employees in order to enhance their job satisfaction Proper Motivation: In order to retain good employees it is necessary to motivate them. Motivation is either Financial or non-financial Financial: wages, salaries, fringe benefits etc. are financial incentives. Many believe that these incentives help to attract the more desirable and qualified type of employee, decrease turnover, and maintain morale and performance. Non-fina ncial: these are known as personal incentives because they offer an opportunity to develop personal initiative and achievement. A number of research studies have proved the impact of these incentives on performance. Opportunity for advancement, challenge, the type of work, responsibility, good supervision, good working conditions, and recreational programs are some examples of non-financial incentives. Conclusion Changing and managing corporate culture is one of the major problems of managers and executives at all levels at the present era of cultural diversity. Leadership is the capacity to guide, direct, and influence the behavior of others, imaginative, toward given ends. The trait theory holds that leadership is inherent in the psychological makeup of individuals. The situational pattern views leadership as contingent on the needs and resources of a given situation. In a synthesis of these two patterns, we concluded that both have contributed ideas of value, that neither a pproach alone is satisfactory. The supervisor is traditionally viewed as the man in the middle; but although this is often a fair portrayal of his role, in reality his beliefs are closer to those of other managers than to those of non-managerial employees. Managing and changing corporate culture in a multicultural environment is far more challenging than managing people in a uni-cultural environment. The leaders of cross cultural organizations have to use all the above-mentioned qualities as well as some extra qualities like emotional intelligence and understanding of different languages, values and cultures to manage and satisfy their followers more effectively.

Physical Anthropology Homo Erectus Free Essays

1. Introduction/General Information a. A Dutch anatomist named Eugene Dubois is responsible for the discovery of Homo erectus. We will write a custom essay sample on Physical Anthropology: Homo Erectus or any similar topic only for you Order Now b. Fossils and remains were found in 1891 on the island of Java. c. Homo erectus is an extinct hominid that lived between 1.6 million and 250,000 years ago. d. Homo erectus is thought to have evolved in Africa from another human ancestor known as Homo habilis–which happens to be the first member of the genus Homo. e. Homo erectus dispersed into Asia more than 1.3 million years ago and then into Europe about 400,000 years ago. 2. Physical Description (What did they look like?) a. Anatomically and physiologically, Homo erectus is similar to modern humans except for a slightly heavier bone structure. b. The size of its braincase is not that different from Homo sapiens, however the cranial bones are much bigger than that of either Homo habilis or modern humans. c. There was a progressive reduction in sexual dimorphism, until there was a similar ration between the two sexes. d. Proportions of the limbs to the body are much more like those of modern humans. Arms are not long and ape-like in relation to the Homo habilis. 3. Diet Technology a. The adapted technological uses of Homo erectus was said to be significantly more complex than that of its predecessors. b. They made use of stone tools, other varieties of tools created from wood, and fire. c. Interestingly, they created and seasonally resided in oval-shaped huts. d. Homo erectus populations used these huts while also living a life that consisted of surviving based on a combination of intense hunting and the gathering of shellfish and plant foods e. With intense competition for food against large predators, in an environment subject to frequent changes, theoretically caused certain Homo erectus subsets to invent new tools etc. f. As for most hunter gatherers, their diet would have consisted of red meat, occasional shellfish, roots, leaves, nuts, berries, wild grasses, honey and bird’s eggs. 4. Behaviors/Social Interactions a. Some researchers considered the social aspects of the species closer to those of modern man than the groups who came before it. b. Members of the Homo erectus species might have communicated with a sort of â€Å"pre-language†. c. Some African sites had remains that showed evidence that despite the human-like anatomy of the species; members were physically incapable of making sounds associated with modern language. 5. Conclusion a. A brief summary of the characteristics and lifestyle of the once existent Homo erectus How to cite Physical Anthropology: Homo Erectus, Essay examples

Perspectives Accountability Of Australian â€Myassignmenthelp.Com

Question: Discuss About The Perspectives On The Accountability Of Australian? Answer: Introducation The main aim is to evaluate section 8-1(1) of the ITAA 1997 and identify the relevant deductions that could be used by taxpayers. These relevant deductions would eventually allow the taxpayers to reduce the assessable income and retain more cash. The Section 4-15 of the Income Tax Assessment Act mainly indicates the relevant exemption that could be used by the taxpayers for reducing its overall taxable income. Hence, the overall deductions rules that is been laid down in the overall product mainly helps in identifying the ways in which overall assessable income of the individual could be reduced. Fry (2017) mentioned that with the help of overall sections the expenses that is conducted by individual could be deducted, which might help in reducing the overall tax liability on the individual. Moreover, deductions provided by section 8-1(1) of the ITAA 1997 can directly be posted on the assessable income calculation. Under the cases Smith v Westinghouse Brake Company (1888) and Granite Supply Association Ltd v Kitton (1905) overall expenses on transfer of machinery from one place to another is identified to be deductible expenses. The situation directly portrays that the relevant expenditure is been conducted on transferring the machinery from one place to another. Therefore, under the section 8-1 of ITAA the expense of transferring machinery is deductible in nature (Barkoczy 2017). Deductions on revaluation of property or asset is not calculated under the section 8-1 of ITAA 1997. Therefore, the situation directly states that no relevant adoption will be provided for revaluation of assets is conducted by the organisation under the section 8-1 of ITAA 1997. The overall deduction on the revaluation could not be conducted, as it is not an actual expenses, whereas it is just a revaluation of the assets that is been conducted by the operations. Therefore, the decline in overall assets value could not be considered an expense and no deductions are allowed as per 8-1 of ITAA 1997. Section 8-1 of ITAA 1997 mainly indicates that any kind of expenses that are conducted for law proceedings are mainly deductible in nature. Section directly indicates that law proceeding expenses can be reduced by the assessable income. The section 8-1 of ITAA 1997 directly mentioned that any kind of expenses that has been conducted on solicitor is mainly deductible in nature. Big Bank Ltd The situation directly indicates that Big Bank Limited has paid for advertisements, which could indicate the relevant GST tax credit that needs to be provided to the bank for its expenses. According to the GST 1999 Act, overall management that have GST can be used as a tax credit by the organisation, which provide them extra lineage and increase retained earnings. The relevant evaluation of the situation that is currently been faced by Big Bank is relatively considered regarding GST tax credit that is mentioned in GST Act 1999. The overall expenses that is been conducted by the bank could provide relevant tax exemption to the company, which could help in increasing its retained income. The overall tax credit increment is mainly beneficial for the company, which could directly help in reducing any kind of ax obligations of the organisation. Rules regarding GST: There are relevant settings and ruling about GST, under the chapter 2, GST Act 1999, where companies conducting expenses inclusive GST is relevantly deductible in nature as tax credit. GST paid in the expenses are mainly tax deductible, where relevant access of your organisation it with you while increasing its retained income (Fry 2017). The relevant rule regarding GST is that any kind of payments that is been conducted by the organisation for its activities can be considered under this rule. Hence, the GST paid on the expenses can be deducted from taxes or considered a tax credit, which reduces the overall taxable amount of the organisation. Furthermore, the ruleing alo states that any kind of expenses that is not an activity of the organisation cannot be considered under this ruling and no tax credit will be allotted. Issues faced by Big Bank: The main issue is needed to segregate the expenditure on an advertisement that is conducted by Big Bank. The $1,650,000 expenses on advertisement that is being conducted by the organisation for supporting its promotional needs. The main aim is to identify whether the expenditure on advertisement GST is tax deductible or not (Ismer and Jescheck 2017). Therefore, there are two types of expenses, which is been conducted through advertisements, firstly the expense on promotion of expecting activities and second promotion of new activity. Therefore, whether the expense is considered under the GST rule or not is mainly identified, this could help the Big Bank get the required tax credit. Analysing the situation of Big Bank: The evaluation of the situation mainly indicates that the Big Bank Company has high infrastructure, which has allowed them to operate smoothly and conduct adequate operation. Therefore the expenses on advertisement conducted by Big Bank are segregated in two segments, where the first expenses are conducted on current promotional needs and other expenses is conducted on promotion of new product. Hence, expenses of $1,100,000 and that GST is mainly deductible in nature under GST Act 1999. However, expenses conducted for the new product is not considered to be under GST. Therefore, only 2% of the expense of $550,000 is considered under GST Tax credit (Williamson et al. 2017). Conclusion: Hence, from the evaluation of case study it could be understood that GST tax credit is mainly provided on advertisement expense of $1,100,000, while providing only 2% on the other expenses on advertisements. Therefore, the rule regarding GST can be utilised by Big Bank and reduce its overall tax liability and increase retained income. Calculation of Input Tax credit Particulars Amount ($) Amount ($) Total spending on advertisement and promotional activities 1,650,000.00 GST input credit 100% eligible for: 1,100,000.00 Portion of advertisement expenditures ineligible for input credit in respect of GST 550,000.00 100% GST input credit 100,000.00 Add: For 2% contribution in revenue 3,000.00 Amount of input credit allowed to the bank 103,000.00 Table 1: Big Bank input credit allowed (Source: created by author) Angelos income Assessable income of Angelo inclusive of foreign incomes Particulars Amount Amount Gross total income without any deductions $ 68,000.00 Available deductions: Medical expenditures $ 5,000.00 Expenses for deriving employment expenses disallowed for deduction - Expenses incurred in UK for generating Rental income $ 500.00 Interests expenditures for generation of dividend income $ 140.00 Expenses for generation of interest income $ 60.00 Total amount of deductions $ 5,700.00 Net income after deductions $ 62,300.00 Income tax payable $11,794.18 Medical levi $ 1,246.00 Total taxable income $ 13,040.18 Table 2: Inclusive method used in identifying assessable income (Source: created by Author) Assessable income of Angelo exclusive of foreign incomes Details ($) ($) Gross total income without any deductions 44,000.00 Available deductions: Medical expenditures 5,000.00 Expenses for deriving employment expenses disallowed for deduction - Expenses incurred in UK for generating Rental income - Interests expenditures for generation of dividend income - Expenses for generation of interest income - Total amount of deductions 5,000.00 Net income after deductions 39,000.00 Income tax payable 4,221.68 Table 3: Exclusive method depicting the income tax payable (Source: created by author) With the help of figure 2 and 3 all the relevant taxable income that needs to be paid by Angelo is mainly depicted. Moreover, both Income Tax payable inclusive and exclusive method has been provided in the figure 2 and 3, which could help in deriving minimum tax that is to be paid by Angelo (Braithwaite 2017). In addition, (13,040.18 4,221.68) = $8,818.51 is mainly identified in overall tax that needs to be provided by Angelo for the current fiscal year. Johnny and Leon Statement showing Calculation of Income from Partnership Particulars Amount Amount Revenue from sporting goods sales $ 400,000.00 Interests incomes on bank deposits $ 10,000.00 Un-franked portion of dividend $ 8,400.00 Amount of Bad debts recovered $ 10,000.00 Incomes exempt - Income from capital gain $ 30,000.00 The amount of gross total income $ 458,400.00 Expenses eligible as deduction: Partners salaries $ 25,000.00 Fringe benefit tax $ 16,000.00 Interests on capital $ 2,000.00 Interests expenses on loan $ 4,000.00 Johnnys travelling expenses $ 3,000.00 Office building renewal fees $ 2,000.00 Documentation related expenses $ 700.00 Expenses on debt collection $ 500.00 Council rates $ 500.00 Salaries of employees $ 20,000.00 Cost of goods sold {(Opening stock + purchases) Closing stock} $ 34,000.00 Retail shop rent $ 20,000.00 Bad debt losses $ 30,000.00 Expenses related to business lunches - Pilferage $ 3,000.00 $ 160,700.00 Income of the partnership firm for the income year before setoff of loss $ 297,700.00 Less: Setting off loss incurred in the previous year $ 40,000.00 Net income of the partnership in the income year $ 257,700.00 Table 4: Mentioning about the total income generated from partnership (Source: created by Author) Reference Barkoczy, S., 2017. Core Tax Legislation and Study Guide.OUP Catalogue. Braithwaite, V. ed., 2017.Taxing democracy: Understanding tax avoidance and evasion. Routledge. Fry, M., 2017. Australian taxation of offshore hubs: an examination of the law on the ability of Australia to tax economic activity in offshore hubs and the position of the Australian Taxation Office.The APPEA Journal,57(1), pp.49-63. Ismer, R. and Jescheck, C., 2017. The Substantive Scope of taxation Treaties in a Post-BEPS World: Article 2 OECD MC (Taxes Covered) and the Rise of New Taxes.Intertax,45(5), pp.382-390. Williamson, A., Luke, B., Leat, D. and Furneaux, C., 2017. Founders, Families, and Futures: Perspectives on the Accountability of Australian Private Ancillary Funds.Nonprofit and Voluntary Sector Quarterly, p.0899764017703711.