When taxes induce people to change their behavior

Case Study

When taxes induce people to change their behavior—such as inducing Jane to buy less pizza—the taxes cause deadweight losses and make the allocation of resources less efficient. As we have already seen, much government revenue comes from the individual income tax in many countries. In a case study in Chapter 8, we discussed how this tax discourages people from working as hard as they otherwise might. Another inefficiency caused by this tax is that it discourages people from saving.
Consider a person 25 years’ old who is considering saving $1,000. If he puts this money in a savings account that earns 8 percent and leaves it there, he would have $21,720 when he retires at age 65. Yet if the government taxes one-fourth of his interest income each year, the effective interest rate is only 6 percent. After 40 years of earning 6 percent, the $1,000 grows to only $10,290, less than half of what it would have been without taxation. Thus, because interest income is taxed, saving is much less attractive.
Some economists advocate eliminating the current tax system’s disincentive toward saving by changing the basis of taxation. Rather than taxing the amount of income that people earn, the government could tax the amount that people spend.
Under this proposal, all income that is saved would not be taxed until the saving is later spent. This alternative system, called a consumption tax, would not distort people’s saving decisions.
Various provisions of the current tax code already make the tax system a bit like a consumption tax. Taxpayers can put a limited amount of their saving into special accounts—such as Individual Retirement Accounts and 401(k) plans—that escape taxation until the money is withdrawn at retirement. For people who do most of their saving through these retirement accounts, their tax bill is, in effect, based on their consumption rather than their income.
European countries tend to rely more on consumption taxes than does the United States. Most of them raise a significant amount of government revenue through a value-added tax, or a VAT. A VAT is like the retail sales tax that many U.S. states use, but rather than collecting all of the tax at the retail level when the consumer buys the final good, the government collects the tax in stages as the good is being produced (that is, as value is added by firms along the chain of production). Various U.S. policymakers have proposed that the tax code move further in direction of taxing consumption rather than income. In 2005, economist Alan Greenspan, then Chairman of the Federal Reserve, offered this advice to a presidential commission on tax reform: “As you know, many economists believe that a consumption tax would be best from the perspective of promoting economic growth—particularly if one were designing a tax system from scratch—because a consumption tax is likely to encourage saving and capital formation. However, getting from the current tax system to a consumption tax raises a challenging set of transition issues.”

Q1: What should be taxed – Personal Income or Personal Consumption and why? Provide your opinion based on the case given below. (200 words) [2.5 Marks]

Q2: How may it affect Saudi Economy if an income tax is imposed in KSA? (200 words) [2.5 Marks]

Sample Solution

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Podcasting Script

Interview 3 people (friends, family or strangers) about the article or topic and the subject matter it contains. Think of open ended questions to ask that are controversial and stay away from questions that have a ” yes or no” response. Follow the attached documents for detailed step by step information on how to complete this Podcasting Script. Include Narration, Interview Clips, and sound effects and music. An example of a Podcast Script is attached in the photos use the same elements in that example. 

The Article: https://www.psychologytoday.com/us/blog/the-digital-self/201008/understanding-and-creating-your-digital-self

Good metal conductors

  1. Name 3 good metal conductors listed from lowest to highest resistance. Give an application example for one of these materials.
  2. Why is it very difficult to measure the hot resistance of a lightbulb filament with an ohmmeter?
  3. Define the following acronyms: SPDT, DPST, DPDT, NO, NC.
  4. Why does ionization occur more readily in liquids and gases in comparison to solids?
  5. What is resistance wire? Give an application example for its use that is not a toaster or space heater.

Chapter 13 in (Magnetism) and answer the following questions:

  1. What is the Maxwell a unit of?
  2. What is the name for a nonmetallic material that has the ferromagnetic properties of iron?
  3. Name two magnetic materials and three nonmagnetic materials.
  4. What is a toroid?
  5. Explain what the units of gauss measure. Do the same for the units of tesla.

Watch the video below. After you have done so, submit an idea for an application that would be uniquely suited for the type of magnet technology covered in this video. Explain the idea to me in 200 words. If a sketch would be helpful, please attach one. A sketch upload can be substituted for 100 words in the text requirement.

Sample Solution

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Diversity in the workplace

You have just begun a new stage in your careeryou have been hired to be the Human Resources (HR) Manager for Berkley Innovative Technologies. Upon meeting the CEO, she described how the companys workforce demographics have changed substantially over the past two decades. Previous HR managers, along with many supervisors, have mostly been Caucasian males ranging in age between 50s and early 60s, and typically from a Judeo-Christian background. The CEO also indicated that workplace strife has been steadily increasing, and her team is concerned that it may be related to the changing demographics in the workforce.

The CEO has tasked you with creating an educational manual to be utilized in training the existing front-line supervisors. This will be followed with sensitivity training to help all employees understand the complexities of the changing workforce and what it means for the future.

Diversity Training Manual: Part I (23 pages)

Part I of the training manual should address the following:

Title page
Table of contents
Part I is to be titled: Introduction to Diversity and Demographics in the Workforce
Begin your manual with a brief explanation of each form of discrimination (religion, race, gender, age, and immigrant vs. native-born) as it relates to the workplace.
Part 1 will conclude with information on the sections below regarding the demographics of the U.S. population:
Sections:
Current statistics
Recent trends
Forecasted trends
Information for this question can be located using some or all of the Web sites listed below. You are not limited to the resources provided and may use additional outside materials for this section if needed. Be sure to properly cite all work.
Web site 1
Web site 2
Web site 3
Web site 4
Then, address the following information as it relates to diversity in the workforce:
The customs and values of 2 of the largest minority races or religions in the workforce (e.g., the dramatic increase in the Hispanic and Muslim percentage of the workforce)
The need for sensitivity to their differing values and customs
Legislation affecting supervisor regulations relating to these groups
Diversity Training Manual: Part II (12 pages)

As the new HR Manager, you are now ready to complete the next section of the diversity training manual that is targeted at making your workforce supervisors more aware of current racial diversity issues, explaining how the supervisors should address them. The goal of this section is to supply information to reduce potential tensions in the workplace among a racially diverse body of employees.

Part II is to be titled: Historical Issues of Different Races in the Workplace and How to Handle Them

This section should discuss the following:
Racial diversity in the workforce now and how it will look in the future, based on the U.S. population’s racial demographic changes
Specific issues that create tensions in the workplace between different groups
How leaders and supervisors need to address these potential issues
Potential areas of focus for this part could include, but are not limited to, the following:
Adopting a more diverse definition of diversity
Using technology such as AI to avoid unconscious bias
Sourcing candidates with nontraditional credentials
Testing diversity initiatives with data
Standardizing the interview process to reduce bias
Diversity Training Manual: Part III (23 pages)

The CEO indicated that gender issues are also of great concern for her in moving the company forward. With an overwhelming amount of men at the company, she wants to avoid any potential gender issues when writing job requirements, hiring employees, and interactions in the workplace. For this section, specifically address these 3 gender issues, and provide suggestions as to how to raise the sensitivity of all supervisors regarding these issues. Be certain to address concerns such as: Can the supervisor hand out work assignments that he or she feels are better suited to different genders? Can he or she write a job requirement that only one gender can meet, such as a strength requirement?

Part III is to be titled: Overcoming Gender Issues in the Workforce

This section of the manual must, at a minimum, address the following information:
A few general facts about the U.S. population’s gender mix and the gender mix found in notable segments of the workforce
Make sure to include all sources of information.
Address the 3 gender issues raised by the CEO, and provide suggestions on how to raise the sensitivity of all supervisors regarding these issues.
The essence and applicability of the landmark Griggs v. Duke Power case dealing with stated job requirements should be addressed
Click here to read the Griggs v. Duke Power case.
Describe state minimum job requirements when requesting new employees to be hired into the department
Explain how the supervisor might communicate to his or her department (of all male employees) when a female is about to become part of the work team