Purple Company has $200,000 in net income for 2017 before deducting any compensation or other payment to its sole owner, Kirsten. Kirsten is single and has no dependents. She claims the $6,350 standard deduction, and her personal exemption is $4,050 for 2017. Purple Company is Kirsten's only source of income.

Ignoring any employment tax considerations, compute Kirsten's after-tax income for each of the following situations.

Click here to access the corporate tax table and 2017 individual tax rate schedule to use for this problem.

When required, carryout intermediate tax computations to the nearest cent and then round your final tax liability to the nearest dollar.

a. If Purple Company is a proprietorship and Kirsten withdraws $50,000 from the business during the year, Kirsten 's taxable income is
$, and her after-tax income is $.

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Business operations can be conducted in a number of different forms. Among the various possibilities are the following: Sole proprietorships; Partnerships; Trusts and estates; S corporations; Regular corporations and Limited liability companies. For Federal income tax purposes, the distinctions among these forms of business organization are very important.

b. Purple Company is a C corporation and the corporation pays out all of its after-tax income as a dividend to Kirsten. Purple Corporation's after-tax income is $ and Kristen's after tax income is $.

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Incorrect

c. Purple Company is a C corporation and the corporation pays Kirsten a salary of $138,750. Kirsten's after-tax income is $.

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Incorrect

You are the Accountant for Duke Street, Inc. and your boss asks you to provide the bank with a profit forecast for the coming year. Sales and profitability have both been trending downward over the last five years. Technological advancements have made the current product less attractive. Duke has developed a new product consistent with their perceptions of consumer behavior. The company is requesting a loan from the bank to launch the new product; the loan is very necessary. The forecast that you provide to the bank will determine whether or not the bank issues the much needed loan.

Your boss is convinced that profits will be at least $500,000 – anything less than $500,000 and the bank will not approve the loan. Your analysis indicates three possible outcomes:

Outcome 1: If sales of the new product are extraordinary, then profits will exceed $500,000.

Outcome 2: If sales of the new product are modest, then the profits will be $100,000. This is most likely to occur.

Outcome 3: If the sales of the new product fail, then the company will experience a loss of $600,000

If the bank does not grant the loan, then the new product will not launch and bankruptcy is a real possibility for the company.

REQUIRED:

Include at least two sources, appropriately cited and referenced.

NOTE: The following questions are not in any particular order. ORGANIZE your discussion in a logical manner.

Discuss the ethical implications and demonstrate your decision-making processes for the above scenario. Below are questions that may help guide your discussion. The questions are a guide (a sentence or two answering each question is insufficient). You should provide a well-organized thoughtful discussion of the ethical situation and the business/organizational problem that the company faces.   

What ethical dilemma does the accountant face?

What business problem(s) does the company have?

Who are the potential stakeholders and how might they be affected by the decision of the accountant?

What choices does the accountant have? Evaluate the choices, i.e. who benefits or who is hurt by the choice(s).

What action would you recommend, i.e. how do you believe the business problem should be resolved? How should the ethical dilemma be resolved?

Going forward, what should the company do regarding organizational ethics?  

A researcher claimed that less than 20% of adults smoke cigarettes. A Gallup survey of 1016
randomly selected adults showed that 17% of the respondents smoke. Is this evidence to support the
researcher’s claim?
(a) What is the sample proportion, ˆp, for this problem?
(b) State the null and alternative hypothesis.
H0 : p =
H1 : p <
Note that you should have written the same number in the null and alternative hypotheses.
This is the value that the researcher is claiming. The sample proportion should never go in the
null or alternative hypotheses. Therefore,the number you have in (a) should not be in the null
or alternative hypothesis.
(c) Calculate the test statistic using the following formula:

z =
pˆ− p
√pq
n
=

where p is the value you stated in the null hypothesis and q is 1 − p.

(d) Now, using either your calculator or the normal distribution table, look up the area that cor-
responds to the z-score you calculated in (c). You don’t need to subtract from 1 because the

alternative hypothesis has < in it. This value is called the p-value.
p-value=
The p-value represents the probability of getting a ˆp of .17 or smaller if the null hypothesis

is true (p=.20). Therefore, if this probability is small then we would doubt that the null hy-
pothesis is true (i.e. if it is not very likely to get ˆp if the true proportion is 20% then this

gives us reason to doubt that p = .2). Thus, small p-values support the alternative hypothesis.
P-values less than .10 or .05 are generally considered small.
(e) Circle the correct answer:
i. The p-value was small which gives us evidence that the actual percent of adults who smoke
is less than 20%.
ii. The p-value was large so we do not have evidence that the actual percent of adults who
smoke is less than 20%.

The answer your circled in (e) is the conclusion to the hypothesis test. We always state conclusions in
context of the problem and we state whether we did or did not have evidence for the alternative hypothesis.
In this case, we did have evidence for the alternative hypothesis that the percentage of adult smokers is
less than 20%.

For an organization looking to cultivate a more diverse and inclusive workplace, it is important to understand what constitutes workplace diversity (People Scout 2020). Workplace diversity refers to the variety of differences between individuals in an organization (People Scout 2020). Diversity not only includes how individuals identify themselves but also how others perceive them. Diversity within a workplace encompasses race, gender, ethnic groups, age, religion, sexual orientation, citizenship status, military service and mental and physical conditions, as well as other distinct differences between people (People Scout 2020).

According to Scott (2017), the Strategies would I use to bring together people from a variety of backgrounds to work on a common goal as following:

Shared Values: establishing a shared set of values is essential for bringing together diverse groups.

• Shared Goals: It is healthy for people to disagree on how to accomplish a goal. In fact, it is often in the moment of dissent where creativity is born. However, it is critically important for people to agree on what the goal actually is. Unfortunately, out of fear, people often assume their goals differ from the goals of others. As leaders, we must either make clear to people that they share the same goal, or if a shared goal does not exist, we must create one. Such as, if you have two people who are divided, consider putting them on a project team together and assigning them a common objective. Often through interdependence and working together, they discover they share more in common than they have in differences. Also, make sure that you reinforce and often that your people share the same set of organizational goals even if they come from different backgrounds or have divergent political beliefs. If we lead by consistently reinforcing shared goals, the organization can become the glue that binds people together, even if some favor blue and others favor red outside of work.
• Balance the team. It is essential that your leadership team reflect the diversity of backgrounds and beliefs in your organization.
• Create reminders of common identity: As leaders, we need to create reminders for people. As noted in"Artifacts and Organizations: Beyond Mere Symbolism," (Links to an external site.) by Anat Rafaeli and Michael G. Pratt, which explores organizational culture and identity, these reminders can range from physical artifacts (e.g., office design), to symbols (e.g., awards), to informal norms and routines (e.g., language, how you make decisions). Furthermore, to bring people from diverse backgrounds and beliefs together, we need to create visible reminders of a common identity, where people genuinely believe that despite their differences they are, together, part of something special.
• Dividing does not conquer, and conquering isn't really the goal anyway: As leaders, we want to promote free speech, debate on important issues, and civic engagement. At the same time, it is our responsibility to align and mobilize a diverse group of people to accomplish shared goals on behalf of the organization. It is therefore more important than ever before that we creatively remind employees of their shared values and goals, and to work together on the same side of the hedgerow – at least while they are at work.

For leadership to effectively manage diversity in the workplace they need to understand their backgrounds and how their behaviour and beliefs can affect their decision-making within a diverse environment (People Scout 2020). For managing workplace diversity:

• Communication: To manage a diverse workplace, organizations need to ensure that they effectively communicate with employees. Policies, procedures, safety rules and other important information should be designed to overcome language and cultural barriers by translating materials and using pictures and symbols whenever applicable.
• Treating: Avoid making assumptions about employees from different backgrounds. Instead, look at each employee as an individual and judge successes and failures on the individual’s merit rather than attributing actions to their background.
• Encourage Employees to Work in Diverse Groups: Diverse work teams let employees get to know and value one another on an individual basis and can help break down preconceived notions and cultural misunderstandings.
• Base Standards on Objective Criteria: Set one standard of rules for all groups of employees regardless of background. Ensure that all employment actions, including discipline, follow this standardized criteria to make sure each employee is treated the same.
• Be Open Minded: Recognize, and encourage employees to recognize, that one’s own experience, background, and culture are not the only with value to the organization.
• Hiring: To build a diverse workplace, it is crucial to recruit and hire talent from a variety of backgrounds. This requires leadership and others who make hiring decisions to overcome bias in interviewing and assessing talent. If organizations can break through bias and hire the most qualified people, those with the right education, credentials, experience and skill sets, a diverse workplace should be the natural result.

Question:

Translate this into the world you are working in and/or the working world currently present in the US. The world has changed a lot in the last 5 years. What does might this mean to you as a leader?

1) Do you think personality can change? If so, what would this tell us about some some of the theories of personality with organizational behavior perspective.

2) How do the contemporary theories of work motivation complement one another?

3) Are leaders different from managers, and is management is different from leadership? Discuss with reference to leadership theories and traits.

"can you please explain to us why human capital is related to the financial balance sheet?”
“Following on from that, in your opinion, should human capital be included in the financial balance sheet? And are there any perspectives that contradict your view?”
“Finally, has your perspective changed since the peer review? If so, how has the correspondence from your peers influenced this change?”

2. Consider these different scenarios, draw an Aggregate demand curve in each case and determine the change (shift positive or negative, movement along the curve)

2.1 Government reduces taxes for consumers

2.2. There is a decrease in exports to the US

2.3. the inflation rate decreases from 4 to 2.2% in 2020

2.4. Due to the covid crisis, the unemployment rate increase from 4 to 7%

The US southern states advantage in cotton production that emerged in the 1800s reflected in part a “Biological Revolution” catalyzed in 1806 when a Mississippi planter and diplomat, Walter Burling, returned from Mexico City with seeds from some unusually appealing cotton plants. Explain how this could have impacted southern regional economic history and affect the lives of American Negro Slaves.

A survey is conducted to find out whether people in metropolitan areas obtain their news from television (Event T), a newspaper (Event N), or radio (Event R). The results show that 60% of people get news on television, 60% from newspapers, 50% from radio, 30% from television and newspapers, 25% from television and radio, 30% from newspapers and ratio, and 15% from television, newspapers and radio. a) What is the proportion of those who obtain news from television, but not newspapers? 2 b) What is the proportion of those who do not obtain news from either television or radio? c) What is the proportion of those who do not obtain news from any of these three sources? d) Given that radio is a news source, what is the probability that a newspaper is also a news source?

Utilitarianism:

The Case of the

Cheating Law Student

The Case

You are a pre-law student who will graduate at the end of the current semester. Your academic record has been impressive. You have not only earned excellent grades but have accumulated a variety of scholastic merits as well as glowing accolades from professors and fellow peers.

Recently, you were informed from a highly selective law school that you have won a very prestigious scholarship. Although your tuition, books, and living costs will be covered by the scholarship, the benefits of this award reach far beyond the walls of the law school campus. Since the early 20th Century, the same New York City law firm has sponsored this scholarship with the ultimate goal of identifying and fostering new, young talent within the arena of jurisprudence. The winner of the scholarship is, upon graduation from law school, guaranteed a position in this well-known, established law firm.

Unfortunately, however, the last semester of your undergraduate career has proven to be an exhausting one. While you are doing well in three of your classes, your last pre-law required course – Introduction to Legal Ethics – is giving you great difficulty. You are very much in jeopardy of earning a grade in this class that will pull your grade average below the scholarship requirement. In order for you to successfully secure the scholarship, your final term paper must be of ‘A+’ quality. Despite all your hard work and the extra help you have received throughout the semester, it is apparent that your term paper is not quite good enough to earn you the needed grade.

Moreover, your situation is compounded by the fact that your family cannot afford to put you through law school. Therefore, without this scholarship, your goal of becoming a lawyer will never be fulfilled. What is more, your mother is extremely ill and your younger brother, due to a serious learning disability, is in dire need of a private tutor. Both your mother’s medication and your brother’s tutorials will cost more than your family can afford. However, if you receive the scholarship, it is very likely that you will be able to help your father acquire what your mother and brother need.

After a great deal of thought, you make the decision to purchase an ‘A+’ paper from someone else and to submit it as your own work. In the end, the paper you handed in earned you the required ‘A+’, thus guaranteeing that you will win the prestigious law school scholarship.

Things to Consider:

i. How would an Act Utilitarian construe the moral acceptability of your actions?

ii. How would a Rule Utilitarian construe the moral acceptability of your actions?