E-Tailing Persuasive Message

E-Tailing Many retailers have expanded their retail market to an online market. Using the internet to sell their goods is known as e commerce. â€Å"Ecommerce allows consumers to electronically exchange goods and services with no barriers of time or distance† (Network Solutions, n. d. ). E commerce has expanded rapidly in recent years due to its convenience for the consumer and the increase in businesses that use electronic retailing (e-tailing). Businesses use different marketing methods in order to reach their customers and attract new ones. Direct Marketing Direct marketing is when businesses sell a product or service directly to the consumer (B2C). With direct marketing, businesses have several options in marketing to their consumers. Businesses can use direct mail, television ads, and internet marketing just to name a few. There has been a rise in direct marketing in recent years. The use of direct marketing can be more costs effective for a business without having the additional cost of the overhead of a traditional store. Amazon. com took book stores to the next level when they began their website selling books via the internet in the mid 1990s. Some companies such as skin care products Proactiv and Skin ID advertise on television and direct you to their websites to purchase their products. Businesses can reach customers directly through email when they sign up for mailing lists. Emails Businesses will contact customers directly through email. This happens often with existing customers. Wells Fargo bank will contact their customers with special offers of products and services with occasional emails. Other businesses will email their customers coupons to draw them into their stores. Baskin Robins ice cream lure their customers in their stores with email coupons promising them free ice cream on their birthday. Email marketing that offers customers special savings and free products can be a very effective marketing tool. Websites Internet consumers can find great deals on travel when they go to travel websites such as Expedia and Travelocity where customers can purchase airfare, rental cars and hotels. Many of these sites offer price matching and other incentive when consumers book their travel plans with their company. They also allow the customer to comparison shop different travel deals in order to eliminate confusion for the consumer. Click-and-Mortar A popular trend in e tailing has been click-and-mortar retailers. Click-and-mortar is typically when e-tailers have an existing store and have branched out into selling their products online (Turban, et al, 2008). Many retailers have expanded their stores to an online market with their stores websites. Stores such as Walmart and Best Buy have tapped into this market. Some of these retailers have some products that are only available for purchase online. Best Buy for example, will sell products that were available at one time in their retail stores but are now only available online. There has also been a shift with e-tailers have moved from internet only to physical brick-and-mortar stores. They have taken a popular, successful way of shopping and brought it to consumers in a traditional way. These e-tailers turned brick-and-mortar as well as those who rely solely on direct marketing can target their consumers with emails, banner ads on popular websites such as social networking sites, and with internet mailing lists. Some businesses do not have enough of a market for their goods to convert to a click-and-mortar retailer â€Å"because they would not have enough consumers† (Turban, et al, 2008). When e-tailers are trying to attract potential customers, no matter what medium they use all messages must follow a similar model. The sender must make clear the purpose of the message, choose the best media for their message, and the technology they will use to deliver the message. When a business chooses the right forum they can be very effective in e tailing. Persuasive Message Member of the Community, Your local City Animal Shelter is making the move into becoming a no kill shelter by the year 2012. We are asking the residents of this city to assist us in meeting this goal by participating in our upcoming low cost spay and neutering clinics. We are also asking for your donations in order to get our new training program up and running so that we may train some of our older dogs to assist the elderly and disabled members of our community. Although the number of animals that are being euthanized is on the decline, any animal put to death is a precious life lost. Countless numbers of animals are being senselessly euthanized as a matter of population control. In order to reach our goals, the shelter plans to begin training as many of the older animals as service dogs because these animals are the least likely to be adopted out and the most likely to be euthanized. Hosting a low cost vaccination clinic will help reduce the number of strays and unwanted animals in the community. Euthanizing animals can no longer be used as a method of population control. We must begin to use our cities unwanted animals in order to help our neighbors in the community that need our help. Please help us by participating in our spay and neutering clinics or with a contribution to get our program off and running. Together we can make this a no kill city and improve the quality of life for our cities elderly and disabled. Sincerely, Your City Animal Shelter References Network Solutions. (n. d. ). What is Ecommerce? Retrieved, May 10, 2010, from http://www. networksolutions. com/education/what-is-ecommerce/ Turban, E. , King, D. , McKay, J. , Marshall, P. , Lee, J. , & Viehland, D. (2008). Electronic commerce 2008: A managerial perspective (5th ed. ). Upper Saddle River, NJ: Pearson Prentice Hall.

Pediatric Palliative Care

Pediatric Palliative Care Ana M. Gehan Thomas Edison State College Pediatric Palliative Care In modern society, children are expected to outlive their parents. However, for children living with life threatening illnesses, palliative care is an approach to care that enhances quality of life for both the child and the grieving parents. In the article, â€Å"Pediatric Palliative Care: The Time is Now! † the authors stress how important it is to start and/or continue pediatric palliative care programs. Worldwide, an estimated 7 million children and their families could benefit from hospice care (Rushton, January-February 2002, p. 7). In the United States alone, 1 million children are very serious ill (Rushton, January-February 2002, p. 57). Pediatric palliative care has become an increasing discussion in the health care world. Palliative care was first introduced in 1990 by the World Health Organization (WHO) and is currently defined as â€Å"an approach to care which improves qu ality of life of patients and their families facing life-threatening illness through prevention, assessment and treatment of pain and other physical, psychological, and spiritual problems â€Å"(Morgan, March-April, p. 7). Pediatric palliative care is an area of the patient care that can be one of the most emotionally challenging areas of practice. In the article, â€Å"Caring for Dying Children: Assessing the Needs of the Pediatric Palliative Care Nurse† the author outlines how stressful the job of taking care of a dying child can be on the nurse. Health care workers may experience emotions such as helplessness, anger, sadness, and anxiety while providing care to dying children (Morgan, March-April, p. 86). These emotions may quickly lead to â€Å"nurse burnout† and increase nurse burnout in hospital settings. It is not uncommon for health care workers to perceive the death of a child as a â€Å"triple† failure: first, because they did not have the means, skills or abilities to save a life; second, because in their social role as adults, they were unable to protect the child from harm; and, third, because they â€Å"betrayed† parents who trusted them with the most valuable being in their life (Morgan, March-April, p. 87). The nurse’s role in caring and supporting children and their families require special coping skills which are essential to providing the most positive outcome for all that are involved in the palliative process. The aim of pediatric palliative care is to keep the child comfortable while supporting the parents in caring for their child according to their wishes and beliefs. From the diagnosis, parents are already grieving the loss of their child. Grieving not only affects the family but has a huge emotional impact on health care providers as well. When a child’s life ends, families need intense and long-term psychosocial and bereavement services (Rushton, January-February 2002, p. 57). Psychosocial and bereavement resources and support for health care professionals who care for these children are virtually nonexistent or minimally supported in the current cost constrained health care environment (Rushton, January-February 2002, p. 57). The medical world and Congress have taken an important first step to support the need for pediatric palliative care services. In 1999, CHI successfully advocated for bipartisan congressional appropriations for demonstration model program to address the unique needs of children with life threatening conditions (Rushton, January-February 2002, p. 59). There is so much to that nursing has to do in the future to make sure that pediatric palliative is out there in every hospital, institute and every setting that a child is at. We all must increase the awareness of pediatric palliative care programs and the special needs of the nurses who care for these dying children. A child’s death may seem like a long, scary pathway. Nurses have the power to create a brighter journey for these patients and their families, as well as for themselves. References Morgan, D. (March-April). Caring for Dying Children: Assessing the Needs of the Pediatric Palliative Care Nurse. Pediatric Nursing, 35(2), 86-90. Rushton, C. H. (January-February 2002). Pediatric Palliative Care: The Time is Now! Pediatric Nursing, 28(1), 57-70.

Quoting Out of Context Fallacy (Changing Meaning)

The fallacy of quoting something out of context is often included in the Fallacy of Accent, and it is true that there are strong parallels. However, Aristotles original Fallacy of Accent referred solely to shifting the accent on syllables within words, and it is already stretched in modern discussions of fallacies to include shifting the accent between words within a sentence. To expand it further to include shifting emphasis on entire passages is, perhaps, going a bit far. For that reason, the concept of quoting out of context gets its own section. What does it mean to quote someone out of context? After all, every quotation necessarily excludes large sections of the original material and is thus an out of context quotation. What makes this a fallacy is to take a selective quotation which distorts, alters, or even reverses the originally intended meaning. This can be done accidentally or deliberately. Examples and Discussion Quoting out of Context A good example is already hinted at in the discussion of the Fallacy of Accent: irony. A statement meant ironically can be taken wrong when in written form because much irony is communicated through the emphasis when spoken. Sometimes, however, that irony is communicated more clearly through the addition of more material. For example: 1. This has been the best play Ive seen all year! Of course, it is the only play Ive seen all year.2. This was a fantastic movie, as long as you arent looking for plot or character development. In both of these reviews, you start out with an ironic observation which is followed by an explanation which communicates that the foregoing was meant to be taken ironically rather than literally. This can be a dangerous tactic for reviewers to employ because unscrupulous promoters can do this: 3. John Smith calls this the best play Ive seen all year!4. ...a fantastic movie... - Sandy Jones, Daily Herald. In both cases, a passage of the original material has been taken out of context and thereby given a meaning that is exactly the opposite of what was intended. Because these passages are being used in the implicit argument that others should come see the play or movie, they qualify as fallacies, in addition to just being unethical. What you see above is also part of another fallacy, the Appeal to Authority, which attempts to convince you of the truth of the proposition by appealing to the opinion of some authority figure — usually, though, it appeals to their actual opinion rather than a distorted version of it. It is not uncommon for the Quoting Out Of Context fallacy to be combined with an Appeal to Authority, and it is frequently found in creationist arguments. For example, here is a passage from Charles Darwin, often quoted by creationists: 5. Why then is not every geological formation and every stratum full of such intermediate links? Geology assuredly does not reveal any such finely-graduated organic chain; and this, perhaps, is the most obvious and serious objection which can be urged against the theory. The Origin of Species (1859), Chapter 10 Obviously, the implication here is that Darwin doubted his own theory and had encountered a problem he could not solve. But lets look at the quote in the context of the two sentences following it: 6. Why then is not every geological formation and every stratum full of such intermediate links? Geology assuredly does not reveal any such finely-graduated organic chain; and this, perhaps, is the most obvious and serious objection which can be urged against the theory.The explanation lies, as I believe, in the extreme imperfection of the geological record. In the first place, it should always be borne in mind what sort of intermediate forms must, on the theory, have formerly existed... It is now obvious that instead of raising doubts, Darwin was simply using a rhetorical device to introduce his own explanations. The exact same tactic has been used with quotations from Darwin about the development of the eye. Of course, such methods are not limited to just creationists. Here is a quote from Thomas Henry Huxley used on alt.atheism by Rooster, a.k.a Skeptic: 7. This is ... all that is essential to Agnosticism. That which Agnostics deny and repudiate, as immoral, is the contrary doctrine, that there are propositions which men ought to believe, without logically satisfactory evidence; and that reprobation ought to attach to the profession of disbelief in such inadequately supported propositions.The justification of the Agnostic principle lies in the success which follows upon its application, whether in the field of natural, or in that of civil, history; and in the fact that, so far as these topics are concerned, no sane man thinks of denying its validity. The point of this quote is to try and argue that, according to Huxley, all that is essential to agnosticism is to deny that there are propositions which we should believe even though we do not have logically satisfactory evidence. However, this quote misrepresents the original passage: 8. I further say that Agnosticism is not properly described as a negative creed, nor indeed as a creed of any kind, except in so far as it expresses absolute faith in the validity of a principle, which is as much ethical as intellectual. This principle may be stated in various ways, but they all amount to this: that it is wrong for a man to say that he is certain of the objective truth of any proposition unless he can produce evidence which logically justifies that certainty.This is what Agnosticism asserts; and, in my opinion, it is all that is essential to Agnosticism. That which Agnostics deny and repudiate, as immoral, is the contrary doctrine, that there are propositions which men ought to believe, without logically satisfactory evidence; and that reprobation ought to attach to the profession of disbelief in such inadequately supported propositions.The justification of the Agnostic principle lies in the success which follows upon its application, whether in the field of natural, or in that of civil, history; and in the fact that, so far as these topics are concerned, no sane man thinks of denying its validity. [emphasis added] If you notice, the phrase it is all that is essential to Agnosticism actually refers to the preceding passage. Thus, what is essential to Huxleys agnosticism is that people should not claim to be certain of ideas when they do not have the evidence which logically justifies such certainty. The consequence of adopting this essential principle, then, leads agnostics to repudiate the idea that we ought to believe things when we lack satisfactory evidence. Combining the Out of Context Fallacy with Other Fallacies Another common way to use the fallacy of quoting out of context is to combine with a Straw Man argument. In this, someone is quoted out of context so that their position appears weaker or more extreme than it is. When this false position is refuted, the author pretends that they have refuted the real position of the original person. Of course, most of the examples above are do not by themselves qualify as arguments. But it would not be unusual to see them as premises in arguments, either explicit or implicit. When this happens, then a fallacy has been committed. Until then, all we have is simply an error.

Personal Definition Of Leadership Styles - 1695 Words

1. Leadership is literally defined in the Merriam-Webster dictionary, as â€Å"the power or ability to lead other people.† While that definition is accurate, it does not define what makes a good leader and/or leadership style due to the fact that successful leadership, in my opinion, is subjective. My personal definition of leadership is â€Å"a person’s ability to accurately assess their team members’ needs and adapt their direction style in order to effectively influence them to enthusiastically accomplish a task or goal.† 2 Through out my career I have had the fortunate opportunity to be led by numerous types of leadership styles. I purposely chose the word fortunate because while some of those supervisors/superiors at the time was almost unbearable to work for or with, it was those experiences that taught me what I should not incorporate into my leadership style. I think it is important to remember that there is a fine line between supervisor/superior and leader. The following three people have changed my view of what it means to be a successful leader. The order they are in is on purpose as my exposure to their style helped me develop and influence how I interacted with the next person listed. A) Berlin Gabretti, CWO2, my husband and leadership mentor - When I first met Berlin I was a junior petty officer reservist that was serving on an extended active duty contract. I had been on active duty for two years already and my previous supervisor had a tendency for a highShow MoreRelatedLeadership Theories And Leadership Styles1512 Words   |  7 Pagesprovide examples surrounding various leadership theories and leadership styles that sustain the definition of a public leader. First, this paper will provide a definition of a public leader. Next, it determine two leadership theories and two leadership styles that support the definition of a public leader. Also, this paper will assess the effectiveness of the two leadership theories. 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Slavery And The Slave Trade - 1889 Words

For over 2,000 years, slavery has been conducted in various parts of the world. From year 1500 to year 1900, Europeans stole individuals from West Africa, West Central Africa, and Southeast Africa and shipped them to the different parts of the Atlantic. This process dehumanized them of their identity. Europeans stole husbands, wives, merchants, blacksmiths, farmers, and even children. They removed them from their homelands and gave them new names: slaves. European slaveholders never thought to take ownership of their actions by killing humans with brutality and degradation. Slave trade was considered popular in England and soon after more countries began the process of taking slaves to newly claimed territories. These countries include†¦show more content†¦Of that 12.5 million Africans, 1,061,524 were from Spain, 5,848,266 were from Portugal, 3,529,441 were from Great Britain, 554,336 were from the Netherlands, 305,326 were from the United States, 1,381,404 were from France , and 111,040 were from Denmark. Britain began to slave trade largely through private trading companies in the 1640s. The London-based Royal African Company was extremely important to the use of slavery in 1672. The amount of voyages to Africa made between 1695 and 1807 from each of the main European docks that were involved in the slave trade was Liverpool, London, and Bristol. Liverpool contained 5,300, London contained 3,100, and Bristol contained 2,200. Other European ports were held in Amsterdam, Barcelona, Bordeaux, Cadiz, Lisbon, and Nantes containing 450. In the early 1700s, many merchants came from London and Bristol. On the other hand, Liverpool was increasing as well from the 1740s surpassing their opponents. Even though London and Bristol were taking trips back and forth to Africa, Liverpool dominated both of them and continued until abolition in 1807. Liverpool was the most involved ports in slaving during the 18th century. During 1500 to 1900, slavery in the southern part of America was assumed the worst in all of slavery. Slavery in the South was believed to be harsher and wicked than slavery in Latin America. The Catholic Church in South America vowed to give slaves a

Human Resource Management Training and Development

Question: Discuss about theHuman Resource Managementfor Training and Development. Answer: Introduction Human resource management is an approach that business organisations use to manage their employees and optimise their performance using concepts, such as performance management, compensation and benefits, training and development, career management. The basic idea behind the approach is establish better relations between the employees and the employers and to improve the organisational performance by improving the work conditions for the workforce. Business organisations are facing a lot of problems in the present scenario as the competition between rival firms has reached an international level and it is becoming increasingly difficult to survive in such market conditions. In such a scenario, business organisations cannot merely rely upon their processes or resources to achieve market competencies. They have realized that it is only through their human resources that they can achieve their organisational goals and achieve market competencies. As a result, human resource management has emerged as an important subject and companies are spending millions of dollars every year to ensure efficient management of their human resources (Inc.com, 2016). Human Resource Management is Divided into two Broad Categories: Domestic human resource management also known as DHRM, domestic human resource management is related to the management of human resources at a domestic or national level. Domestic human resource management is carried out by those companies that have their work operations in a single country. Domestic human resource management is less complex than international human resource management (Whatishumanresource.com, 2016). International human resource management international human resource management, also known as IHRM, is the management of human resources at an international or a global level. International human resource management is carried out by those companies that have their business operations running in more than one countries. International human resource management is more complex than domestic human resource management as international human resource management is vulnerable to expatriate programs, compensation and benefits, cultural differences, diversity management, etc. Let us Now Discuss Some Important Characteristics of IHRM: Global scale IHRM is associated with the management of employees at an international or global level. Expatriates in international human resource management, companies have to manage host country employees, home country employees as well as third country nationals, which increases its overall complexity. Cross-cultural management international human resource management requires management of a workforce that originates from diverse cultural backgrounds. There are a lot of cultural differences between the employees which makes the task of human resource management more challenging for the company. Recruitment and selection recruitment and selection are another important characteristic of international human resource management as multinationals companies find it very difficult to recruit and select home country nationals, host country nationals and third country nationals. Such management, recruitment and selection programs make international human resource management more challenging Diversity management . one of the most important characteristics of international HRM is that it involves of management of diversity while trying to manage the workforce. Multinational companies have a workforce that originates from diverse cultures backgrounds. As a result, they have different values, ethics, religion, age, etc. and the company has to manage this diversity in order to manage the workforce. Organisational structures international human resource management is also associate with complex organisational structures, hierarchies, positions, etc. because multinational organisations have to operate in multiple countries, In the present scenario, human resource management of various companies are trying their best to achieve market competencies through their human resources and achieve their missions and goals, which is only possible if a management has a set of powerful strategies that are aligned with the human resource management functions. If the human resource functions and the strategies of an organisations (especially a multinational organisation) are not aligned, it can cause a lot of problems for companies and they might even lose the competition to their competitors. Let us now understand the importance of aligning the human resource functions with organisational strategies in international human resource management: First of all, the only way to achieve organisational goals and objectives is by having a clear set of expectations in the minds of the employees. If they employees would not know about the expectations that the company has from them, they would never be able to produce the desired results. Aligning human resource functions with organisational strategies ensures that the employees have a clarity of organisations mission and vision statements. Secondly, in IHRM or in multinational companies, there can be a huge fluctuation in the demand of human resources. Aligning human resource functions with the organisational strategies ensures that the organisation would be able to satisfy the human resource demands by supplying adequate amount of workforce. It helps business organisations in avoiding situations of excess or lack of human resource, which can ultimately increase the operating costs and decrease the profit margins of the company. Further, it is also important that the workforce of a company works together and produces synergies to achieve greater than what the organisation expects. If the organisation is unable to align its human resource strategies with the organisational strategies, the human resource would not have a clarity of mission and vision statements and would put in more efforts to achieve lesser goals and objectives. International human resource managers also face a great deal of problems when it comes to aligning their human resource functions with their organisational strategies. Let us now discuss these challenges: Recruitment and selection one of the greatest issues in international human resource management is recruitment and selection. In international human resource management, companies have to recruit host country nationals, home country nationals as well as third country nationals. When companies expand their operations overseas, they have to abide by the rules and regulations that the local governments impose on the company. These regulations can be related to employment of host country employees, wage rates, etc. As a result, it becomes difficult for companies to align recruitment and selection with their organisational goals. Compensation and benefits taking a decision about the compensation and benefits of the host country employees, home country employees and third country employees is also a challenging decision for the international human resource managers. Compensation and benefits for the local employees and for the expatriates have to managed in such a way that none of them feels overpaid or underpaid. Further, it is also important for the companies to fix the right benefits and allowances, such as housing allowance, hardship allowance, etc. (Civilserviceindia.com, 2016). Diversity and cross cultural management the greatest challenge to the management of human resources at an international level is the management of diversity and cross cultural issues. In international business assignments, employees working in a subsidiary can be from different countries and from diverse cultural backgrounds. They all have differences in their ethics, communication styles, values, perceptions, beliefs, religious views, etc. which can cause a lot of issues in the workplace. Let us discuss some ways in which companies can deal with the challenges associated with the management of human resources at an international level: Cultural awareness and sensitivity one of the best ways to overcome the challenges posed by the management of human resources at international level is to foster an environment where the employees are more cultural sensitive. Having cultural sensitivity in the workplace allows the employees to have an open mind towards the cultural beliefs and values of the others. It is also important for the management or be culture sensitive because they have to manage the employees as well as deal with the local and foreign client. Therefore, by becoming more cultural sensitive, organisations can ensure a better alignment of their human resource functions with their organisational strategies as they are able to establish better relations with their clients and employees (Heaps, 2012).. Flexibility to deal with most of the others problems, organisations need to adopt a flexible approach that is suitable to the employees as well as to the clients. Adopting a flexible approach in deciding the compensation and benefits of the employees and selection and recruitment can help a company in avoiding the challenges that are associated with the management of human resources at an international level. By keeping a slight margin of error and adopting a flexible approach, business organisations will be able to align their human resource functions with the organisational strategies (Heaps, 2012). In the present scenario, it has become very important for companies to manage their human resources properly, especially in multinational organisations. Human resources are the only resources through and by the help of which the companies can achieve their organisational goals and objectives. Therefore, it is important that the organisations are able to align their human resource with their organisational strategies to ensure maximum productivity. References Anon, (2016). [online] Available at: https://www.researchgate.net/post/Why_are_human_resource_strategies_often_not_aligned_with_the_business_strategy [Accessed 25 Sep. 2016]. Dowling, P., Welch, D. and Schuler, R. (1999). International human resource management. Cincinnati, OH: South-Western College Publ. Gast, G. (2016). Aligning HR Strategy with Business Strategy - Proxus HR. [online]Proxus HR. Available at: https://proxushr.com/aligning-hr-strategy-with-business-strategy/ [Accessed 25 Sep. 2016]. Harvey, M. and Buckley, M. (1998). Introduction: International issues in human resource management. Human Resource Management Review, 8(1), pp.1-3. Heaps, W. (2012). Seven Characteristics of Highly Effective International HR Professionals. [online] International HR Forum. Available at: https://internationalhrforum.com/2012/08/12/seven-characteristics-of-highly-effective-international-hr-professionals/ [Accessed 26 Sep. 2016]. Inc.com. (2016). Human Resource Management. [online] Available at: https://www.inc.com/encyclopedia/human-resource-management.html [Accessed 25 Sep. 2016]. Smallbusiness.chron.com. (2016). HR Strategies With Business Strategies. [online] Available at: https://smallbusiness.chron.com/hr-strategies-business-strategies-2624.html [Accessed 25 Sep. 2016]. Whatishumanresource.com. (2016). Difference between Global or IHRM and Domestic HRM - what is human resource ?. [online] Available at: https://www.whatishumanresource.com/difference-between-global-or-ihrm-and-domestic-hrm [Accessed 25 Sep. 2016].

The American Tax System And The Flat Tax Solution Essays - Flat Tax

The American Tax System And The Flat Tax Solution The Tax System The current income tax system is in terrible shape. It is complex; unfair; inhibits saving, investment and job creation; imposes a heavy burden on families; and undermines the integrity of the democratic process. The system cannot be repaired by simple tinkering and fine-tuning, it must be completely repealed and replaced. The U.S. income tax code is a monument to unnecessary waste. The income tax system is so complex, the Internal Revenue Service (IRS) publishes number 480 tax Forms and 280 Forms to explain the 480 Forms. The IRS sends out eight billion pages of forms and instructions each year which, if laid end to end, would circle the earth 28 times. Nearly 300,000 trees are cut down each year to produce the paper on which IRS forms and instructions are printed. But the administrative costs of the tax system far exceed those borne directly by the IRS. Each year Americans devote 5.4 billion hours complying with the tax code, which is more time than it takes to build every car, tru ck and van produced in the United States. The cost of complying with the tax system totals about $200 billion annually or when broken down: $700 for every man, woman and child in America. The main reason the tax code is so complex is the proliferation of deductions, credits and other special preferences in the tax law. Because of these loopholes, taxpayers with similar incomes can pay vastly different amounts in taxes. This uneven treatment of taxpayers is fundamentally unfair and is at odds with the American value of equality under the law. The American people are beleaguered by the highest tax burden in American history. Taxes represent a larger share of the U.S. economy than ever before. In fact, the typical American family now pays more in taxes than it spends on food, clothing, transportation and shelter combined. The tax burden on families with children has risen dramatically during the last few decades. High taxes have fueled unparalleled growth in government. The U.S. public sector is now larger than the entire economy of any country in the world except Japan and the United States itself. The tax code reduces incomes through punitive taxes on saving, work and entrepreneurship. It places multiple layers of tax on saving, thus reducing investments in new machines and technology that make American workers more efficient and competitive. High marginal tax rates (the tax rate on the last dollar earned) discourage work, saving and entrepreneurial activity, which leads to a smaller economy. By favoring certain economic activities over others, the tax code distorts financial decisions and reduces economic efficiency. According to a study by an economist with the Congressional Research Service, the corporate income tax costs the economy more in lost production than it raises in revenue for the Treasury. Dale Jorgenson, the chairman of the Economics Department at Harvard University, found that each extra dollar the government raises through the current system co sts the economy $1.39. The tax code does more than complicate people's lives during tax season and reduce living standards. It pollutes Washington's political culture. As special-interest provisions have been added to the tax code, Washington's lobbying industry has flourished. Washington's lobbying industry, which is the largest private employer in the nation's capital, generates $8.4 billion in revenue each year. If the lobbying industry were its own economy, it would be larger than the economies of 57 countries. While the thousands of lobbyists in Washington have prospered in an environment of tax favoritism, the typical taxpayer has not. The flat rate income tax bill, numbered H.R. 1040, proposed by Dick Armey (Rep., TX) and Co-sponsored by Bob Barr (Rep., GA) does away with the entire income tax code and replaces it with a flat-rate income tax that treats all Americans the same. This plan would simplify the tax code, promote economic opportunity, and restore fairness and integrity to the tax system. The flat rate would be phased-in over a three-year period, with a 19 percent rate for the first two years and a 17 percent rate for subsequent years. Individuals and businesses would pay the same rate. The plan eliminates all deductions and