Political Action Committee Definition and Examples

Political action committees are among the most common sources of funding for campaigns in the United States. The function of a political action committee is to raise and spend money on behalf of a candidate for elected office at the local, state and federal levels.   A political action committee is often referred to as a PAC and can be run by candidates themselves, political parties or  special interest groups. Most committees represent business, labor or ideological interests, according to the Center for Responsive Politics in Washington, D.C. The  money they spend is often referred to as hard money because it is being used directly for the election or defeat of specific candidates. In a typical election cycle, political action committee raise more than $2 billion and spend nearly $500 million. There are more than 6,000 political action committees, according to the Federal Election Commission. Oversight of Political Action Committees Political action committees that spend money on federal campaigns are regulated by the Federal Election Commission. Committees that function at the state level are regulated the states. And PACs the operate at the local level are overseen by county election officials in most states. Political action committees must file regular reports detailing who contributed money to them and how they, in turn, spend the money. The 1971 Federal Election Campaign Act FECA allowed corporations to establish PACs and also revised financial disclosure requirements for everyone: candidates, PACs, and party committees active in federal elections had to to file quarterly reports. Disclosure — the name, occupation, address and business of each contributor or spender — was required for all donations of $100 or more; in 1979, this sum was increased to $200. The McCain-Feingold Bipartisan Reform Act of 2002 attempted to end the use of non-federal or soft money, money raised outside the limits and prohibitions of federal campaign finance law, to influence federal elections. In addition, issue ads that do not specifically advocate for the election or defeat of a candidate were defined as electioneering communications. As such, corporations or labor organizations can no longer produce these ads. Limits on Political Action Committees A political action committee is permitted to contribute $5,000 to a candidate per election and up to $15,000 annually to a national political party. PACs may receive up to $5,000 each from individuals, other PACs and party committees per year.  Some states have limits on how much a PAC can give to a state or local candidate. Types of Political Action Committees Corporations, labor organizations and incorporated membership organizations cannot make direct contributions to candidates for federal election. However, they may set up PACs that, according to FEC, can only solicit contributions from individuals associated with [the] connected or sponsoring organization. The FEC calls these segregated funds organizations. There is another class of PAC, the non-connected political committee. This class includes what is called a leadership PAC, where politicians raise money to — among other things — help fund other candidate campaigns. Leadership PACs can solicit donations from anyone. Politicians do this because they have their eye on a leadership position in Congress or a higher office; its a way of currying favor with their peers. Different Between a PAC and a Super PAC Super PACs  and PACs are not the same thing.  A super PAC is allowed to raise and spend unlimited amounts of money from corporations, unions, individuals and associations to influence the outcome of state and federal elections. The technical term for a super PAC is independent expenditure-only committee.  They are relatively easy to create under federal election laws. Candidate PACs  are prohibited from accepting money from corporations, unions and associations. Super PACs, though, have no limitations on who contributes to them or how much they can spend on influencing an election. They can raise as much money from corporations, unions and associations as they please and spend unlimited amounts on advocating for the election or defeat of the candidates of their choice. Origin of Political Action Committees The Congress of Industrial Organizations created the first PAC during World War II, after Congress prohibited organized labor from influencing politics via direct monetary contributions. In response, the CIO created a separate political fund that it called the Political Action Committee. In 1955, after the CIO merged with the American Federation of Labor, the new organization created a new PAC, the Committee on Political Education. Also formed in the 1950s were the American Medical Political Action Committee and the Business-Industry Political Action Committee.

Challenges in Adoption of Ifrs in Nigeria - 3452 Words

JORIND (9)1 June, 2011. ISSN 1596-8303. www.transcampus.org/journals. www.ajol.info/journals/jorind THE CHALLENGES OF ADOPTING INTERNATIONAL FINANCIAL REPORTING SYSTEM IN NIGERIA Anthony O. Garuba Department of Accounting and Finance, Western Delta University, Oghara, and Pat Donwa Department of Accounting, University of Benin, Benin City E-mail: anthonygaruba@yahoo.com Abstract Nigeria is going to adopt International Financial Reporting Standard (IFRS) from 1st January 2012. Globalization and Information and Communication Technology (ICT) has reduced the world to a global village. This has given rise to the continuous integration of the world economy and capital markets which has in turn given rise to increase in the interdependence of†¦show more content†¦EU member states may however, permit non-listed companies in their jurisdiction to use IFRS. This has been the practice in EU countries like the United Kingdom, Australia, Ireland, Slovenia and France. While in countries such as Malta, Slovakia and Cyprus which are EU member states, non-listed entities are required to p repare IFRS based financial statements. Other EU member states likePoland, Lithuania and Latvia require non-listed companies to use local GAAP and prohibit them from using IFRS. This goes to show the extent to which countries are careful about adopting IFRS in its totality. Countries that have adopted IFRS in its totality have done so in a gradual and coordinated manner, allowing for transition periods. For example in Brazil financial institutions had between 2007 and 2010 to comply with IFRS. As for Korea, the Financial Supervisory Commission and the Accounting Standards Board of the Republic of Korea, after years of consultations and ground work, announced in 2009 to permit all companies other than financial institutions to apply IFRS as adopted by Korea, but set 2011 for IFRS to become mandatory in the country. In the case of India, it commenced IFRS transition in early 2007 when the Institute of Chartered Accountants of India formed an IFRS convergence task force to look into the various convergence issues and prepare a roadShow MoreRelatedThe Adopting Process of International Financial Reporting Standard (Ifrs) on a Developing Economy5475 Words   |  22 PagesAbstract The study focused on the adoption process of International Financial Reporting Standards (IFRS) on a developing economy, with particular reference to Nigeria. 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Release of Aspirin from a Polymer Matrix - 2888 Words

Experiment 1: Release of Aspirin from a Polymer Matrix Summary Firstly, aspirin was weigh to 0.25g which was then dissolved in 100cm3 of distilled water by heating to 80 °C using a hotplate. 2.0g of agar was added while stirring and was heated till dispersed, giving almost clear solution. The temperature was control so as not to overheat the agar. The agar was left to cool in an ice bath. Using a hollow cylinder, the agar was cut to approximately 4.0g (the exact weight of the agar was recorded). It was then transferred to a 250cm3 beaker filled with 50cm3 of distilled water and a conductivity probe was placed into the beaker to measure the conductance (Conductivity, Gt, ï  ­S/cm) against time (measured every 1-2 minutes for the interval of 30 minutes). To ensure consistency, the solution was swirl for approximately 10 seconds before the minute was up. Next, the conductance of aqueous solution with only aspirin present was calculated by getting the amount of aspirin through the formula (Y=X/102g aspirin) and it was dissolved into 50cm3 of wat er. The conductance was measured in order to obtain the Control (Ga). From there, the fractions of Aspirin released at any given time (Qt) were measured thus providing the following of the release of the Aspirin by plotting the graph of Log Qt versus Log t. Results t(min) Conductivity, Gt (ï  ­S/cm) Qt Log Qt Log t 1 19.24 0.05830303 -1.234308872 0 2 19.79 0.059969697 -1.222068146 0.301030 3 41.8 0.126666667 -0.897337658 0.477121255 4 52.2Show MoreRelatedDesign Formulation And Evaluation Of Gastroretentive Floating Tablets2194 Words   |  9 Pagesusing HPMC K4M, HPMC K15M and Carbopol 974(p) as polymers. Formulations were prepared by varying the amount of polymers. The compatibility of drug with the polymers is identified by using FTIR studies. Gastric floating of Stavudine tablets results from effervescence produced by the reaction between sodium bicarbonate and hydrochloric acid in stomach. Twelve formulations of floating tablets were prepared using direct compression technique with polymer such as carbopol974 (p), HPMC grades, Xanthum gumRead MoreThe Human Gastrointestinal Track Is A Complex Time9513 Words   |  39 Pages and excretive organ. Key of physiological factors that control absorption of drugs from the GIT include gastric, fluid and food intake, bulk fluid and luminal pH, gastric and intestinal secretions, absorptive mechanisms, enterocyte-based metabolism and secretion. Properties of a drug, su ch as its solubility, stability, ionization, and lipophilicity, strongly influence the rate and extent of drug absorption from GI lumen. Critical assessment of fundamental physicochemical properties and considerationRead MoreA Short Note On Advanced Heart Failure4008 Words   |  17 Pages3411 Biomaterials Wei Shen 5/8/2015 1 Introduction In today’s age of modern medicine and technology, there have been many advances in the treatment of heart disease. These treatment options have the ability to prolong the life of patients suffering from severe cardiac diseases, and in many cases, allow these patients to live a stable lifestyle for many years. Often, the end-stage events of cardiac disease result in advanced heart failure, in which case the best course of action is a heart transplantRead MoreCell Biology Final Essay30093 Words   |  121 PagesName: _Leroy Johnson __________________________________ Date: ______________Comprehensive Study Guide. Test will only be Multiple choice 1. The feature that most clearly separates eukaryotes from prokaryotes is the presence of _______ in eukaryotic cells. A) ribosomes B) oxidative phosphorylation C) DNA molecules -D) a nucleus 2. Cytoplasmic organelles are - A) absent in prokaryotic cells; present in eukaryotic cells. B) present in both prokaryotic and eukaryotic cellsRead MoreDental Question Bank33485 Words   |  134 Pagestooth could see A. B. C. D. E. F. Surface resorption, external resorption Internal resorption Inflammatory resorption Replacement resorption A, C and D All of the above 13. The percentage of total dentine surface dentinal tubules make in 0.5mm away from pulp is A. B. 20% 50% 14. The junction between primary and secondary dentine is A. A reversal line B. Sharp curvature C. A resting line D. A reduction in the number of tubules 3 15. What is the correct sequence of events A. Differentiation of

Work Motivation And Organizational Behavior â€Myassignmenthelp.Com

Question: Discuss About The Work Motivation And Organizational Behavior? Answer: Introducation Based on the case study given with the assignment about One-plan of a law firm operated by Owen Cheetham and Jack Wynne which was started in 1976 situated in downtown Auckland. This case study is about shifting to a new office with an informal setting and how the staff is reacting to the new office and environment. Down below is the discussion regarding the questions given under the case study as per the conceptual understanding and the theoretical concepts. The reasons behind opposing the open-plan office change by employees that they are not comfortable with the idea of open space offices. Open space offices are noisier than other private offices and employees feel distracted which directly affects their productivity. The conversations seems to be louder in such environment whether it is on phone or personal, one can overheard others even if they arent supposed to listen and end up in a dispute between employees sometimes. This creates a negative environment in office. As mentioned in the case study where coworkers not comfortable talking in front of everybody and make calls to their beloved by going out of the office and that costs them too. Disturbances made by colleagues are the main cause behind not liking the open plan office idea. Even passing from the desks would create a disturbance for those who are working and could not concentrate properly. Security issues can also occur in such type of environment as there are no separate l ockable cabins for everyone which can lead to some issues that nobody in the office or the office itself wants to face. Privacy is the factor which everybody requires the most and it is difficult to obtain in open office plan, employees face problems while having any confidential call or family call as there is always a risk to share calls in front of other coworkers. In the given case study some lawyers also said that they are not able to take calls from their clients some time when other workers are around as situation are there when they need privacy to handle cases. Meeting rooms are always not an option to make calls. Employees have given mixed response for one plan office setup. Some workers are okay with the setup as they find such environment motivating and aspires them to work hard while having a friendly repo with other workers in office. But the ratio of liking the concept of one plan and resisting the approach of the same is approximately to 1:2. Employees in such inform al environment feel communication issues, one can share confidential information with his/her colleague but there is always an uncertainty that the information shared can be overheard by someone who is not supposed to listen and can lead to some issues in future. In an open plan office employee cannot keep their place according to their taste and preference as they do not have any fixity of their sitting also no private cabin to keep it the way they are comfortable in. Overall these disadvantages and reasons of employees can affect the productivity as well as working environment as a whole (Pinder, 2014). Partners could have taken timely measures to lessen the resistance in office and resolve the issues regarding informal setting of office and environment. They could have held a meeting as they knew at the earlier stage only that colleagues are having issues and are not comfortable with the setting in office. They would have organize the informal setting in a way that it gives a private space to each worker but on the other hand a common area where all workers can sit and have lunch while talking, this way issues can be resolved regarding security, privacy, distractions and noises they all could have been avoided. Also partners can organize a meeting and explain the reasons behind shifting to such setting. Employees are unaware of the advantages the open plan office carries with it so they need to know all about this plan that how these advantages affect them, their productivity increases, the environment at workplace is positive if they maintain their dignity and behavior in a way. I n this given case Owen and jack heard gossips but ignored the fact that it can cause huge loss in the coming time and can lead to various issues in the firm. The carelessness on the part in this matter creates confusion and unhealthy environment. It bring friction between workers and employers, they have lost satisfaction from their job and couldnt focus on their work due to issues occurred as discussed in the case study. Partners could have resolve issues by listening to employee and their requests in the beginning only so that they wont last for a longer time. Also they could have asked for a feedback about the shift from a formal office into one-plan office setup. Generally it is beneficial to ask for the feedback from employees time to time so that superiors would know all the happenings going around at the workplace and in the mind of workers. The steps can be taken accordingly and changes can be made in the company by the holders of the company as in the given case where jack and owen are the holders of their firm, might have listened to their workers and do the necessary changes required to balance out the problems faced by everyone at the workplace. The obstacles in communication appears in Cheetham and Wynne firm are basically the partners as per the case study given. Here in this case, employees are having conversations about their jobs and how unhappy they are by the reviews they receive from the bosses for their performances. They are not rewarded properly even if they perform at their best, one needs a reward after a certain point of time and a reward can be in any form not necessarily in terms of money but it can be in kind also. It gives a boost of motivation to employees to work harder and better of their capabilities. The satisfaction from their job and performance they get also works for the best and lead to positive outcomes. So rewards are important for an employee. Under the given case study, it is shown that an employee shared some confidential information with brother her which was not valid act to do and the same was informed to one of the partner and he conveyed this act to other partner but he didnt respond to it. Here no action was taken against such act by the partner which creates the issue of communication in the firm. If the same thing happens again and no one takes notice then it can create issues of privacy and carelessness in office. In this firm, employees do not know how their performances are being evaluated or on what basis it is evaluated. This affects their performance because they have no idea how much they are likely supposed to be working, what are the prospects of their job. When the performance is not measured or the basis is not clear, the productivity lessens which is not a positive impact on the firm. Employee do not know what their directors are expecting from them and sometimes they do not reply properly and remain unanswerable to workers which seems as a backlash for employees present in the firm. It has been observed in the given case study that no compliments or appraisals been given to workers for their performances. So overall the issues of communication are m ajor ones and lead to various issues in the organization (De Been and Beijer, 2014). To overcome such issues, there are measures available for managers. By following those suggestions given, issues can be resolved at an earlier stage. A communication issue can only be settled by a proper flow of information channels and managers response to employee problems and issues at work place. In the given case study it is obvious that employees wanted to convey their messages to managers but ended up being disappointed as managers didnt respond them well and ignored the fact. So here in this case, managers can resolve the same by giving proper attention to employees or their messages and follow up accordingly. This way issues can be solved and employee stays happy with the fact he/she is being attended and listened by the officials. There should be a proper channel through which workers can communicate in a formal manner and convey information through those channels so that confidentiality will be maintained even in an informal setting which is of great advantage to the firm as well as employees. Partners should conduct a program or a meeting where they can inform or aware the workers in the firm about the advantages they get from such an informal setting of the firm. The advantages how it creates a happy and positive environment to work in, that how it saves huge costs relating to the furniture required for the formal setting of a business where each and every worker have their own cubicle and various other furniture require for such setting. This saving can be utilize to pay bonuses and perks to employee, making aware to employees about the perks they can receive. It can also work as a motivation for workers to perform better which increases their productivity and the firms productivity as well. Partners in this firm can solve the issue of communication by planning a set of standard to meet by workers so that their performance can be measured on the basis of set standards. When performances are being compared from the standards given, employees get an idea where they are positioned in terms of their performance and what it needed to be done to improve their work overall. Partners should make efforts by rewarding workers on a monthly basis or quarterly depending upon their finances which ultimately affects an employee behavior and he/she gets in a positive state of mind. It also motivates others to work best out of their capabilities and being recognized by managers of the firm and rewarded for the same (Luthans, Luthans, and Luthans, K.W, 2015). Partners and others have various sources of power in their hands, they can hire workers they want to, be it more males and less females. They can allocate workers wherever they want to, as they have decided for an informal office setting. Partners are the ultimate owners of the firm they can mutually decide who they want to hire and who they want to fire. Sometimes situation arises when even partners do not agree on a particular decision and make decisions without the consent of each other. The impact of such situations or decisions on employees are not fair every time, it can be beneficial for them but on the other hand it may not. Partners has the power to decide on the office layout that what can be beneficial for their firm in profit terms, as under the given case informal office setting proves to be economical to firm. It is not necessary for partners to include employees in deciding whether they want employee opinion in the decision making. The implications of the same would be , employee feel neglected in such case and shows dissatisfaction at workplace (Miner, 2015). The influential tactics could have been used by partners and employees to improve the working environment. All partners while deciding on open plan office could have taken feedbacks regarding the decision from employees. Proper planning regarding channels of information flow can be made so that no communication issues arise and workers can convey their messages to partners or coworkers and in this way privacy can be maintained which is of great importance in this firm. Rewards and recognition can be organized to motivate employees in order to improve overall productivity and efficiency. Measures can be taken to plan out the standards that on what basis the performance of employees are to be matched and incentives can be decided. These measures are not only beneficial to increase the productivity of employee and firm but also the employee satisfaction. If employee are happy at the workplace and satisfied with their jobs and being attended by partners they work better than usual and sp read positivity at the workplace. The tactics can be adopted by partners to make aware the employees about the positive intact of an informal office setting that it is the best plan for all workers in the firm and superiors as well. An informal office setting tends to give an opportunity to socialize with other colleagues and partners and share good thoughts to maintain a healthy relation with each other. It all directly affects the efficiency which is known to be a key element for an organization (Robbins and Judge, 2013). References Robbins, S.P. and Judge, T., 2013. Organizational behavior. Pinder, C.C., 2014. Work motivation in organizational behavior. Psychology Press. Miner, J.B., 2015. Organizational behavior 1: Essential theories of motivation and leadership. Routledge. Luthans, F., Luthans, B.C. and Luthans, K.W., 2015. Organizational behavior: An evidence-based approach. IAP. Moore, C., Detert, J.R., Trevio, L.K., Baker, V.L. and Mayer, D.M., 2016. " Why employees do bad things: Moral disengagement and unethical organizational behavior": Corrigendum. Personnel Psychology. Wagner III, J.A. and Hollenbeck, J.R., 2014. Organizational behavior: Securing competitive advantage. Routledge. Greenberg, J. ed., 2013. Organizational behavior: The state of the science. Routledge. DuBrin, A.J., 2013. Fundamentals of organizational behavior: An applied perspective. Elsevier. Borman, W.C., 2014. Organizational citizenship behavior and contextual performance: A special issue of human performance. Psychology Press. Driskell, J.E. and Salas, E. eds., 2013. Stress and human performance. Psychology Press. Lazaroiu, G., 2015. Work Motivation and Organizational Behavior. Contemporary Readings in Law and Social Justice, 7(2), p.66. De Been, I. and Beijer, M., 2014. The influence of office type on satisfaction and perceived productivity support. Journal of Facilities Management, 12(2), pp.142-157.