War I And World War II - 919 Words

Many historians debate rather World War I and World War II were two different parts to the same war or if they are separate and distinct wars. Even though World War I and World War II were very different wars, and there were many years in between the two, the outcomes of World War I caused for World War II to happen because of unresolved issues. World War II is a continuation of World War I. World War I lasted four years and was the first total war in history. Before World War I Europe was doing well they had social stability and had a growing democracy. Britain, France, and Germany had an economic rivalry. The countries were pretty much just waiting for an excuse to declare war on each other. The spark that began World War I was the assassination of Archduke Ferdinand of Austria Hungary. Alliances Au were made. Austria-Hungary declared war on Serbia. Austria- Hungary was Germany’s most loyal Ally. Serbia joined forces with Russia, and Germany then declared war on Russia. The war happened and at the end the allies won the war. After they won the allies were basically out to get Germany and they wanted to make Germany a less powerful country. Germany was defeated, but it was not destroyed. To close World War I a peace treaty was signed. This treaty was called the Treaty of Versailles. The Treaty of Versailles stated that Germany would have to lose its territories such as Asia, Africa, and Pacific colonies making Germany’s army smaller. Along with Germany losing territoryShow MoreRelatedThe War I And World War II1660 Words   |  7 Pagesin thehistory of the world were World War I and World War II. World War I occurred from 1914 to 1918. World War I was caused by militarism, alliances, nationalism, imperialism and assassination (MANIA). The first four causations were more of a build-up to it. Then, once the Arch-Duke Franz Ferdinand was assassinated, the buildup was sparked. This can be compared to pouring gasoline on the ground and then lighting it on fire. World War II occurred from 1939 to 1945.World War II was caused by the discontentRead MoreThe War I And World War II944 Words   |  4 PagesFrom piles of bodies in no man’s land to Jewish death camps, the level of violence found within World War I and World War II was extreme even for wartime s tandards. These experiences shaped generations to come through the memories passed on by those who lived through such atrocities. Both Ernst Junger and Art Spiegelman carry on these memories through the book Storm of Steel and graphic novel Maus. Their pieces both give glimpses into the lives of the past and the violence in which those individualsRead MoreWar I And World War II1517 Words   |  7 PagesThroughout history the United States has been involved in many different wars. Their involvement has brought forth many significant events and changes that have affected the American way of life. I will briefly discuss the events and the United States involvement in World War I and World War II. I will give a brief overview of both wars and explain exactly how and why the United States joined in each. The term First World War was first used in 1914 by Ernst Haeckel, who stated that, there is noRead MoreThe War I And World War II911 Words   |  4 Pages There are many countries in the world that have a great history. Their antiquity benefited them in one way or another. One of these nations is France, which is known to have glorious events in the past. These events have made France the way it is now. For example, World War I, and World War II. However, these events were not the only thing that had a major role in France’s history some people are involved as well, such as Napoleon Bonaparte I and Louis Napoleon III. Those two men controlled FranceRead MoreThe War I And World War II1930 Words   |  8 PagesSUMMARY OF WARS Humanity was forever changed after the wars of the 20th century. World War I and World War II are known for the millions of military and civilian lives they took away. Horrific words such as concentration camps, slave labor and genocide are linked to the wars. They are also credited to causing nations to rapidly come up and develop brilliant new inventions, warfare tactics and revolutionary ideas that are still playing intricate roles in modern day societies. Both of these wars were accreditedRead MoreWar I And World War II771 Words   |  4 Pagessought to stay out of both World War I and World War II only to be pulled in by intense happenings that inflicted chaos on the nations people. World War II would be a time in American history that would bring many fresh war tactics and developments, that helped to pull a depraved nation from the depths of a depression as well as pledge the freedom and prosperity of its opposing nations. Dangerous discoveries will be made in the world would be left to be governed by two world powers. Hoping to remainRead MoreThe War I And World War II Essay1639 Words   |  7 PagesThe â€Å"Thirty Years War† World War I and World War II are the largest military conflicts in history. In 1919, Europe attempted to reconstruct the damage left by WWI. After WWI, with the Treaty of Versailles, Germany was left destroyed and destabilized, which eventually laid out the foundation for WWII. The harsh terms of the Treaty of Versailles led to the aggression of Germany. The Treaty of Versailles was supposed to bring about peace, but Marshall Foch, generalissimo of the Allied Armies in FranceRead MoreThe War I And World War II1191 Words   |  5 PagesIntroduction During World War I and World War II life back home changed excessively. When the soldiers went to fight in World War 1 and World War 2, women and children had to replace men in the workforce. There was an increase in those affected by the trauma of the wars, and the birth-rates dropped during this time. Family Families were affected by the trauma and exposure of the war, causing mental illnesses such as depression. Young children had been exposed to the trauma of war. A great deal of pressureRead MoreWorld War I And The War II1518 Words   |  7 PagesWorld War II was a war that ended in much tragedy. There were over 60 million casualties. Throughout World War II there was how it started, the Nazi Regime, and some of the major battles. Much of the war was about the Germans bringing together a group of people called the Nazis. They were under the rule of Adolf Hitler. There were two groups fighting against each other: the Axis powers and the Allied powers. The Axis powers consisted of Japan, Italy, and Germany. The Allied powers were GreatRead MoreWar I And World War II1264 Words   |  6 Pages During any war, there will alwaAys be alliances made which stick even after the war has been dissolved. Postwar foreign policy after wars such as World War I and World War II was complicated and both had their similarities and differences from each other. World War I (WWI) strengthened our international relations with many countries, It also deteriorated some relations as well and set the stage for America becoming a great power. World War II (WWII) had some of the same effects, solidating our

Marvin Bower Free Essays

The late Marvin Bower, who transformed McKinsey Co. into one of the best management consulting firms in the world, said that the â€Å"ability to inspire and require workers to be their best is the greatest resource of any business, and that the rewards for doing so include growth for the business itself, and growth in competitive position, size, and profits† (Edersheim, 2004, p. 65). We will write a custom essay sample on Marvin Bower or any similar topic only for you Order Now Much literature about theories of motivation and work relate to the subject of inspiring employees to do their best (Gagne and Deci, 2005; Ambrose and Kulik, 1999). This paper explores how managers can use theories of motivating employees to make the workplace better, more profitable, and efficient. A manager’s job is to get things done through their employees, so knowing how to motivate employees is always a challenge that has never been easy. Many changes driven by worldwide social and economic forces are happening at the workplace. The end of the Cold War in the early 1990s and the globalization of businesses are transforming corporations – public and private, large and small – in a radical way (Stiglitz, 2002). Global competition and the rise of democracy are pressuring companies to be more competitive, agile, and lean, changing the nature of organizational structures and the relationships between managers and workers (Micklethwait Wooldridge, 2000). Another change agent is the progress of information and communications technology, especially the Internet and mobile computing, which has altered the nature of communication within the organization and the quality of the workforce. Workers are more educated and knowledgeable, able to gain quick access to information and perform knowledge-based tasks in an atmosphere of teamwork and collaboration (Heerwagen, Kelly, Kampshroer, 2005). As the workplace structure and the workers themselves change, management faces the problem posed by Gerstner (2002) after a successful ten-year effort to bring IBM Corporation out of a crisis: -How do you pull the levers of motivation to change the attitudes, behavior, and thinking of a population? Of course, different people are motivated by different things. Some by money. Some by advancement. Some by recognition. For some, the most effective motivation is fear – or anger. For others, that doesn’t (sic) work; it’s learning, or the opportunity to make an impact, to see their efforts produce concrete results. Most people can be roused by the threat of extinction. And most can be inspired by a compelling vision of the future. Over the past ten years, I’ve pulled most of those levers (p. 203). Effectively changing the attitudes, behavior, and thinking of workers demands that a manager knows what levers of motivation to pull in the first place. Much research has been done to identify empirically-proven theories and methods that managers can use to motivate their employees (Gagne and Deci, 2005, p. 333). Maslow proposed that a person is motivated by satisfying five levels of human needs: (1) physiological (hunger and thirst); (2) safety (bodily); (3) social (friendship and affiliation); (4) esteem (for oneself and others); and (5) self-actualization (growth and realization of potential) (Chapman, 2004a). Herzberg stated that work satisfaction results from the presence of hygiene factors like salary, status, working conditions, supervisor and management, security, relationship with subordinates, and policies, and motivational factors like achievement, recognition, work itself, responsibility, advancement, and personal growth. A worker will be satisfied if the motivation factors are met (Chapman, 2004c). According to Adams’s Equity Theory, what workers put into their work (inputs) is fairly balanced with what they expect to get out of it (outputs). Motivation will get the most out of employee inputs like personal effort and hard work by making the employee see it balanced by outputs (salary, benefits, and intangibles like praise and achievement) (Chapman, 2004b). Vroom’s Expectancy Theory states that three factors should be present for motivation to take place: valence (value placed on the expected reward), expectancy (belief that efforts are linked to performance), and instrumentality (belief that performance is related to rewards). Knowing each employee’s valence and expectancy, and showing the instrumentality between the two, will help the manager trigger the motivation of the employee. Porter and Lawler built on Vroom’s theory by proposing a model of intrinsic/extrinsic motivation, which states that people are intrinsically motivated if they do something they find interesting and from which they derive satisfaction, and that people are extrinsically motivated if they do the activity because they are satisfied with the tangible or verbal rewards attached (Gagne and Deci, 2005, p. 331). Schwab (1985) equates this with Herzberg’s motivation (intrinsic) and hygiene (extrinsic) factors but contemporary authors claim that it is closer to Vroom’s Expectancy Theory (Ambrose and Kulik, 1999, p. 257). All these theories may be said to be based on Skinner’s reinforcement theory, which states that behavior can be shaped, changed or maintained through the use of positive and negative reinforcement, implying that a person can behave in a certain way through the use of motivational levers. Motivation can be used to improve employee performance and productivity. As Bruce and Pepitone (1999, pp. 38-42) point out, employees can be motivated to do their work better, that is, improve their work performance, and to work more efficiently and more effectively, that is, improve their productivity. One way is to share information (like profit and loss or quality of service) on how your department is doing in comparison with others in or outside the company. Asking employees to help you solve a problem appeals to their need for self-actualization (Maslow) and helps them set high personal standards of growth and potential. You may motivate them with bonuses (Vroom’s rewards or Adams’s outputs) they will get if performance improves.   Use the tools depending on what you think your employees need. This first step can make your employees want to improve their performance and be more productive. Getting employees warmed up is good, but it is not enough. After getting them initially motivated, the manager has to help each one establish and achieve higher goals. Motivation can be a useful tool in goal-setting by pointing out targets that will bring employees out of their comfort zones to attain personal growth. Hiam (1999, pp. 213-216), warning us against confusing goal-setting sessions with employee manipulation, states that the motivational key is to make employee realize that aiming for a higher goal is good for different reasons, presenting both tangible (pay raise and bonus) and intangible (self-esteem and personal growth) rewards. Some employees are motivated by financial rewards, but many are equally motivated by seeing that their work is meaningful (Hiam, 1999, p. 222). In discussing the rewards of work, Bruce and Pepitone (1999, p.53) state that if employees are properly motivated and helped by their managers to aim for higher goals and succeed in achieving it, employees will feel that the work they do is fun and enjoyable, making it part of the reward itself that they are willing to share with the organization.   In effect, work becomes its own reward. Heller (1998, p.43) adds that motivation is a useful tool not only when setting higher work performance goals but in assessing the success or failure of employee efforts. Employee evaluation and assessment can be a forum for further motivation in two areas: to encourage the employee to build on strengths and accomplishments, leading the way for higher levels of future performance, or for helping the employee overcome personal weaknesses that hamper job performance. Through the use of positive reinforcement (praise and encouragement for success and achievement) and negative reinforcement (suggestions for improvement or behavioral change), managers can sustain organizational morale and help employees overcome falling enthusiasm or a lack of personal ambition. Hiam (1999, p. 122) notes that positive feedback (â€Å"You can do it because you’re good enough †¦Ã¢â‚¬ ) is more motivating than negative feedback (â€Å"Why can’t you do something that others can?†) and encourages managers to use positive reinforcement to build up employee motivation and morale, although negative reinforcement (not the same as negative feedback) may be helpful for disciplining or correcting employees. Boosting self-confidence is one of the best ways to maintain high levels of motivation in employees (Bruce Pepitone, 1999, p. 114). The reason is that people grow in confidence when they see that someone, especially one in a position of authority, believes in them. This creates expectations that, as we learn from Vroom and Porter, motivate people. Therefore, a manager who believes in his employees can sustain high levels of motivation. Doing the opposite (showing lack of confidence and trust) can be fatal for the organization and the career of a manager whose task is to motivate and, therefore, trust and believe in his employees. It is a scientifically-proven fact that men and women are different (Ridley, 1999). They differ also in their motivation styles. Several studies (Su and Bradberry, 2004; Marano, 2003; Sachs, 1995) show how women and men differ (for example, women are more intuitive and perceptive, while men are more systematic and rules-based) in their communication and social skills, vital for the process of motivation. While men find it easier to motivate using the basic needs and tangible rewards, and women may be better at using higher level needs and intangible factors, all good managers, regardless of gender, should combine the ability to motivate using all the tools available (Gerstner, 2002; Sachs, 1995). References Ambrose, M. L. Kulik, C. T. (1999). Old friends, new faces: motivation research in the 1990s.   Journal of Management. 25, 231-292. Bruce, A. and Pepitone, J. (1999).   Motivating Employees.   New York: McGraw-Hill. Chapman, A.   (2004a).   Abraham Maslow’s Hierarchy of Needs.   Retrieved November 11, 2005, from http://www.businessballs.com/maslow.htm Chapman, A. (2004b).   Adams’ Equity Theory. Retrieved November 11, 2005, from   http://www.businessballs.com/adamsequitytheory.htm Chapman, A.   (2004c).   Frederick Herzberg’s Motivational Theory. Retrieved November 11, 2005, from http://www.businessballs.com/herzberg.htm Edersheim, E. H.   (2004).   McKinsey’s Marvin Bower.   Vision, Leadership, and the Creation of Management Consulting.   (pp. 41-65).   New Jersey: John Wiley. Gagne, M. and Deci, E.L. (2005).   Self-determination theory and work motivation.   Journal of Organizational Behavior.   26, 331-362. Retrieved November Gerstner, L. V. Jr. (2002).   Who Says Elephants Can’t Dance?   (p. 203). New York: HarperCollins. Heerwagen, J., Kelly, K., and Kampshroer, K. (2005).   The Changing Nature of Organizations, Work, and Workplace. National Institute of Building Sciences.   Retrieved November 12, 2005, from http://www.wbdg.org/design/chngorgwork.php Heller, R. (1998).   Essential Managers: Motivating People. (1st American ed.)   D. Tombesi-Walton (Ed.). New York: DK. Hiam, A. (1999).   Streetwise Motivating and Rewarding Employees.   Holbrook, MA: Adams. Marano, H. E. (July-August 2003). The New Sex Scorecard. Psychology Today.   Retrieved November 15, 2005, from http://www.psychologytoday.com/articles/pto-2832.html Micklethwait, J. and Wooldridge, A.   (2000).   A Future Perfect.   The Challenge and Hidden Promise of Globalization. (pp. 122-139). New York: Crown. Ridley, M. (1999).   Genome, The autobiography of a species in 23 chapters. (pp. 216-218). New York: HarperCollins. Sachs, M. (1995). Men and women communication styles. Retrieved November 14, 2005, from http://ohioline.osu.edu/hyg-fact/5000/5280.html Schwab, D. P. (1985).   Motivation in Organizations.   In L. R. Bittel and J. E. Ramsey (Eds.), Handbook for Professional Managers. (p. 585).   New York: McGraw-Hill. Stiglitz, J. E.   (2002).   Globalization and its Discontents.   (pp. 21-22). London: Penguin. Su, L. D. and Bradberry, T. (2004).   EQ and Gender: Women Feel Smarter.   Retrieved November 15, 2005, from   https://www.talentsmart.com/media/uploads/EQ_and_Gender.pdf Wikipedia (2005).   Retrieved November 12, 2005, from http://en.wikipedia.org/wiki/    How to cite Marvin Bower, Essay examples

Australian Taxation Law Computation of Tax

Question: Discuss about the Essay for Australian Taxation Law of Computation of Tax. Answer: 1. Issue The given case pertains to Hilary who is a famous mountain climber. Due to her fame, a local newspaper offers her $ 10,000 for writing her story in the form of a book. Hilary gives acceptance to this offer and thereby completes the book despite having no experience in this regard. The rights for the book are sold to the newspaper for a net consideration of $ 10,000 while the manuscript and some expedition photographs are sold to Mitchell Library for a consideration of $ 5,000 and $ 2,000 respectively. In this background, the aim is to opine on the appropriate taxation treatment being accorded to the money that Hilary had managed to obtain. Rule In the context of taxation, the task of differentiating between capital receipts and revenue receipts is pivotal since revenue receipts are taxed while capital receipts are tax free. The common source of revenue receipts is business activity or engaging in some employment while capital receipts are derived when any given asset of capital nature is sold. In case of capital receipts, the taxpayer may need to pay tax on the capital gains realised (Section 10-5, ITAA 1997) (Barkoczy, 2015). The revenue receipts are government by Section 6-5, ITAA 1997 which defines the concept of ordinary income. The revenue receipts may be treated as income from personal exertion but for this it is imperative that the same must be earned though any activity which is of business nature and preferably of repetitive nature (Sadiq et. al, 2015). A relevant case that could provide some insight into the given case is the Brent v. Federal Commissioner of Taxation(1971) 125 CLR 418. The case revolved around a contract that was enacted with the appellant who happened to be the wife of a famous robber. The contract was with regards to divulging the details about her personal life with the husband to a newspaper for a hefty consideration which was to be paid in instalments. The appellant narrated her story to couple of journalists from the newspaper over a period of five days. Further, the book was completed by the journalists with mere suggestions from appellant which were not held in high regard. At the end, she was requested to put her signature on all pages of the book to authenticate the same. Due to only part payment being received and consideration of payments as capital receipts, there was difference in opinion with the tax authorities (CCH, 2012). The court after taking cognizance of the facts declared that the payment would constitute as capital receipts only. The court reasoned that the appellant has not contributed in book writing but has merely provided the information about her life through the medium of interview. The other activities such as giving suggestions for the book, providing with some photos, tokens etc. were secondary and relatively insignificant as compared to the information she had. Hence, by sharing the details about her life, she has given her secret away and since the copyright was given to newspaper, thus, the information now become the exclusive property of the newspaper (Gupta, 2009). Thus, the contract essentially involved the transfer on an intangible asset (i.e information) from the appellant to the newspaper. Thus, no tax was levied in that case but it would attract CGT in the present world (Woellner, 2013). Application Taking the above case as the reference, it is evident that the newspapers offer to Hilary is not on account of quality writing but only because she has the secret information about her life which is an asset since it has commercial value. This is because she is a famous mountain climber and hence people would be interested in reading about her personal life. While Hillary did write the book, but this is incidental to the information possessed by her. This is apparent from the fact that had the topic not been her own life, the newspaper would not have approached her as she is not a writer. Hence, the copyright transfer in this case is essentially transfer of information about Hilarys personal life and not her writing. Further in case of manuscript and photographs also, it is not the writing or photography skills that are being sought after since Hilary does not have these as her professions. Conclusion Based on the above, it may be concluded that all the income in actuality are capital receipts and would be only subject to capital gains tax in line with Section 10-5, ITAA 1997. (b) The classification of income would not undergo a change even under the case when Hilary is not approached by the newspaper and instead writes for her own satisfaction only. In this case also, the real asset is the detail about Hilarys personal life that is contained in the book. The content otherwise does not hold any literary value since Hilary is not a writer and hence writing would be just a medium through which she would propagate the information copyright from herself to the eventual buyer (Gilders et. al., 2015). 2. Issue In this case, son has approached mother for borrowing a sum of $ 40,000. The son intends to return the money in five years and would pay a 5% interest. However, the mother does not want any interest payment and communicates this to son at the time of extension of loan facility. The son manages to pay the entire debt within two years only. He gives a combined cheque which totals $ 44,000 where, the incremental amount of $ 4,000 is the interest at the rate of 5% for a period of two years. The core issue is to discuss the relevant taxation norms and thereby opine on the assessibility of the interest received by the mother. Rule The ordinary income is defined in accordance with Section 6-5, ITAA 1997. As per this section, interest payment is one of the components of ordinary income. However, namely two types of interest payments would be derived as ordinary income (Barkoczy, 2015). Interest income derived from any security that pays interest such as bond, bank account Business income when the taxpayer runs a business that engages in money lending It is possible that a given individual may indulge in casual lending to help a particular individual or without any profit motive. In order to distinguish casual lending from business lending, the nature of the transactions needs to be compared with the transactions of those who actually own such a business. Isolated transactions that are executed in a manner alike to actual business would lead to deriving of ordinary income (Woellner, 2013). Also, the interest may be derived on a regular basis or a lump sum basis in order to be qualified as a component of ordinary income (Sadiq et. al, 2015). Also, certain payments may be gifts and not income. In order to ascertain a particular payment as gift, following conditions need to be satisfied as per TR 2005/13 (ATO, 2013). There must be transfer of the ownership of the gift. This transfer should be done on a voluntary basis. The pivotal force which motivated the transfer should be benefaction. In lieu of the transfer, the transferor should not have any expectation for return favours. For payments that are gifts, no tax burden would result as these are exempted from tax (Gilders et. al., 2015). Application From the given information, it is evident that there is no money lending business being operated by the mother. This can be definitively concluded from the non-commercial in which lending has been done. There was absolute no legal documentation or any kind of collateral was also not demanded. Further, the mother had no desire for earning interest income which makes it beyond doubt that the lending is not commercial. While $ 40,000 would be capital receipts but the extra $ 4,000 will be gift as explained below. The $ 4,000 through the medium of cheque has been extended to his mother. The borrower did not need to pay any interest as instructed by her mother but he still has made this payment. Hence, this is due to affection towards her mother. Further, by giving this payment, the son does not have future expectations about any favours. Conclusion It is apparent that the $ 4,000 which is received by mother as interest is gift and hence is not assessable income. 3. Capital gains are derived when a capital asset is liquidated at a price that is greater than the cost base of the underlying asset. For capital assets whose holding period is greater than one year, any capital gains derived would be classified as long term capital gains. In case of these gains, the taxpayer (in case of individuals) would have two methods (i.e. Discount method and Indexation method) to compute the capital gains that would attract tax burden in the form of CGT (Woellner, 2013). Part a) Selling price derived from the property = $ 800,000 It is known that the land was purchased in 1980 when CGT did not exist, hence the land as a capital asset would not attract any CGT liabilities irrespective of the gains made on land. However, the house was constructed only in 1986, whereby the house would be subject to CGT (Sadiq et. al., 2015). Clearly there are two capital assets with one being free from CGT burden and the other covered under CGT. Total cost of the property in 1986 when construction was done = $ 90000 + $ 60000 = $ 150,000 Percentage contribution to property value by house = (60000/150000)*100 = 40% Thus, selling price of the house = 40% of selling price of property = (40/100) * 800000 = $ 320,000 Further, the only given cost for the house is the construction cost as no maintenance or repair cost has been given. Hence, capital gains for the house = 320000 60000 = $ 240,000 Taxable capital gains (Discount method) = 0.5*240000 = $ 120,000 The other viable alternative method is the indexation method. Indexation Method In this method, the construction cost of the house is indexed for inflation. Indexation factor = CPI for 1999/CPI for 1986 = 68.72/43.2 = 1.59 Thus, indexed cost base = 60000*1.59 = $ 95,400 Hence, capital gains on which CGT would apply = 320000 95400 = $ 224,600 Based on the computation carried out above, it is apparent that Scott in a bid to lower the tax liability would prefer the discount method and hence the taxable capital gains would be $ 120,000. Part b) Instead of selling the property to an outsider, Scott now sells it to his daughter. The price in this case is considerably lower than the assumed market price of $ 800,000. The relevant legislation in such cases is the Section 116-30(2) ITAA 1997 as per which in transactions between there is a personal relation between the buyer and seller, in such cases capital gains are computed taking into cognizance the higher of the market value and the selling price (Austlii, 2016). Hence, the capital gains would still be $ 120,000 as previously. Part c) The ownership has been altered from an individual owner to a company. Since companies cannot use discount method for computation of taxable capital gains, hence the indexation method must be used (Barkoczy, 2015). The taxable component of the capital gains as per this method arrives at $ 224,600. References ATO 2013, Taxation Ruling:TR 2005/13, Australian Taxation Office, Available online from https://www.ato.gov.au/law/view/document?DocID=TXR/TR200513/NAT/ATO/00001 (Accessed on August 23, 2016) Austlii 2016, INCOME TAX ASSESSMENT ACT 1997 - SECT 116.30, Austlii Website, Available online from https://www.austlii.edu.au/au/legis/cth/consol_act/itaa1997240/s116.30.html (Accessed on August 23, 2016) Barkoczy, S. 2015. Australian tax casebook. CCH Publications, Sydney CCH 2012, Australian Master Tax Guide 2012, 50th eds., Wolters Kluwer , Sydney Gilders, F, Taylor, J, Walpole, M, Burton, M. Ciro, T 2015, Understanding taxation law 2015, 8th eds., LexisNexis/Butterworths. Gupta, R. 2009. Receipts from Personal Exertion: Mere Gifts or Gross Income?, Auckland University o Technology, Available online from https://aut.researchgateway.ac.nz/bitstream/handle/10292/735/GuptaR.pdf?sequence=5 (Accessed on August 23, 2016) Sadiq, K, Coleman, C, Hanegbi, R, Jogarajan, S, Krever, R, Obst, W, and Ting, A 2015 ,Principles of Taxation Law 2015,8th eds., Thomson Reuters, Pymont Woellner, R 2013, Australian taxation law 2012, 6th eds., CCH Australia, North Ryde