Booker T. Washington Essay Example for Free

Booker T. Washington Essay Booker T. Washington was born on plantation in Franklin Country, Virginia, on April 5, 1856. After the Civil War, his families moved to Malden, West Virginia, were Booker T. Washington worked in the coal mines and salt Furnaces, and a house servant. Washington mom and he were determined for him to go to school. During four years, he was a student and attending Hampton Normal and Agricultural Institute of higher learning for Africans American and later became Hampton University. When he was going to school he did not have a last name so he invented the last name of Washington when he was in school and the other children were giving their surnames. After Washington graduated from Hampton Normal, he pursued a career a career as an educator. He was a teacher for two years in Malden and then he furthered his education at Washington D.C Wayland Seminary. Then he accepted a position at Hampton Normal. He was the head of industrial training of 75 Native American. He was named principal of Hampton Normal which later became Tuskegee University. On September 18, 1895, Washington made a historic speech in Atlanta, Georgia. In what was known as the (Atlanta Compromise Speech) Washington encouraged African American to accept lower social status for the time being and to focus instead on advancement through career training, education, and economic independence. Washingtons health began to become worse in his later years as he was traveling and working a lot. He failed while he was in New York City, and he was brought back home to Tuskegee, and he died there on November 14, 1915 when he was 59 years old. The cause of his death was unknown, but it was likely from arteriosclerosis and nervous exhaustion. His body was buried on the campus of Tuskegee University near University Chapel. In March of 2006, looking into his medical records showed that he died from hypertension with blood pressure that was two times higher than a normal blood pressure.

D.W.Griffith Essay -- Biography Biographies Bio

Perhaps no other director has generated such a broad range of critical reaction as D.W. Griffith. For students of the motion picture, Griffith's is the most familiar name in film history. Generally acknowledged as America's most influential director (and certainly one of the most prolific), he is also perceived as being among the most limited. Praise for his mastery of film technique is matched by repeated indictments of his moral, artistic, and intellectual inadequacies. At one extreme, Kevin Brownlow has characterized him as "the only director in America creative enough to be called a genius." At the other, Paul Rotha calls his contribution to the advance of film "negligible" and Susan Sontag complains of his "supreme vulgarity and even inanity"; his work "reeks of a fervid moralizing about sexuality and violence" and his energy comes "from suppressed voluptuousness." Griffith started his directing career in 1908, and in the following five years made some 485 films, almost all of which have been preserved. These films, one or two reels in length, have customarily been regarded as apprentice works, films in which, to quote Stephen Zito, "Griffith borrowed, invented, and perfected the forms and techniques that he later used to such memorable effect in The Birth of a Nation, Intolerance, Broken Blossoms, and Way Down East." These early "Biographs" (named after the studio at which Griffith worked) have usually been studied for their stylistic features, notably parallel editing, camera placement, and treatment of light and shadow. Their most famous structuring devices are the last-minute rescue and the cross-cut. In recent years, however, the Biographs have assumed higher status in film history. Many historians and critics rank the... ...oes Griffith create the impression of narrative immobility? By and large, Griffith's films of the mid- and late 1920s have not fared well critically, although they have their defenders. The customary view—that Griffith's work became dull and undistinguished when he lost his personal studio at Mamaroneck in 1924—continues to prevail, despite calls from John Dorr, Arthur Lennig, and Richard Roud for re-evaluation. The eight films he made as a contract director for Paramount and United Artists are usually studied (if at all) as examples of late 1920s studio style. What critics find startling about them—particularly the United Artists features—is not the lack of quality, but the absence of any identifiable Griffith traits. Only Abraham Lincoln and The Struggle (Griffith's two sound films) are recognizable as his work, and they are usually treated as early 1930s oddities.

High Employee Turnover Rate Within Domino’s Pizza in

Abstract: This paper will examine the high employee turnover rate in Domino's Pizza. Employee turnover attributes to bad culture and defective human resources management within the company. Yet, this paper proposes strategies that could lead to an increased in employee retention rate, recommends to aid the high turnover, and employee supervision strategies combined with other strategies regarding financial incentives. This paper also provides recommends, such as, proper planning, enforcement of regulations and appropriate training, to create a workplace that suits all its employees. This paper accepts that Motivations are the very reasons behind people’s thoughts and behaviors and that motivation is an influence that accounts for an individual’s direction, intensity, and persistence of effort toward attaining a goal. Motivation is the willingness to exert high levels of effort to organizational goals, conditioned by the effort’s ability to satisfy some individual need. This need is the internal state that makes certain outcomes appear attractive. Motivation is an influence that accounts for an individual’s direction, intensity, and persistence of effort toward attaining a goal (Robbins p. 175). Domino's Pizza has always looked for new ways to reward their team members. For instance, Domino’s entertains its workers with a franchise-wide pep rally that is held once a year. Domino's began the â€Å"World's Fastest Pizza Maker† competition in 1982, honoring those who best exemplify the company's philosophy of keeping efficiency in the store; to allow sufficient time for safe delivery of the products to the consumer. Regional competitions are held across the world to determine the competitors with the fastest times. Domino's Pizza gives the winner $10,000 cash to whoever obtains the fastest time. Shopping sprees, vacation trips, and even cars are also rewarded at this event. Yet, Domino’s pizza recognizes the best way to achieve success is to first ensure the satisfaction of its team members. Treating team members exceptionally well is just one way they is committed to putting Domino’s people first. Domino’s is proud to provide a fair and comprehensive rewards package (dominos. com). Benefits which includes: Competitive salaries, Medical, dental and vision coverage, Health Spending Account, Prescription Drug Benefit, Team Achievement Dividend (performance bonus), Partners Foundation (team member assistance) ,Above-average paid holiday program, 401(k) Matching Program, Employee stock purchase discount plan, Company-paid life insurance, Tuition reimbursement, National corporate discounts, Legal services, lastly Adoption assistance. On the contrary, with all that Domino's Pizza provides to their â€Å"team member† this year employee turnover was 260%. Even though, in modern society, motivation is still considered a contentious issue within management circles and within companies. It is believed that successful companies have employees who are motivated and believe in the mission. Even though, some theorists like Herzberg believe that money is not a positive motivator, a lack of it can de-motivate. I believe pay systems are designed to motivate employees. Financial rewards are regarded as a key factor in workplace motivation; however, additional factors such as work appreciation, variety, and security remain just as important. These factors can best be described as work outcomes which are a result of employee inputs. Adams’ equity theory identifies both inputs and outcomes as the two primary components in the employee-employer exchange (Kinicki & Kreitner 2007, p. 242). However, it is important to remember that pay is only one element of motivation and will work best where management gives attention to developing good management and supervision, designing jobs, and organizing work groups to make jobs satisfying. Providing feedback to staff about their performance along with training and development makes effective arrangements for communications and consultation within the company. All the same, Domino's Pizza has faced a very high employee turnover rate of 200% this year. The company's turnover rate reached 199. 9% in 2009. In the food industry, this turnover rate is not unusual, as turnover of 200% rate has been registered by other companies in this field. Domino's CEO started to focus on the company's human resources, by implementing certain strategies, like: improving store managers' workplace quality, improving personnel selection, recruitment, and retention methods, or using financial incentives. However, the key factor in retaining employees is to ensure that there is substantial scope for job enrichment. Since individuals differ in their motivation drive, there is not right or wrong method that will enforce a productive workforce. An individual will consider that he or she is treated fairly if he or she perceives the ratio of his or her inputs to his or her outcomes to be equivalent to those around him or her. The equity theory of motivation is based on the fact that people are motivated first to achieve and then to maintain a sense of equity (wikipedia. org). Equity refers to the allocation of rewards in direct parity to the contribution of each employee to the organization. Within Domino’s, each employee perceives their contribution in differing levels. For example, pizza-makers and telephone operators provide similar inputs as delivery drivers; however, the delivery drivers receive less financial reward creating inequity. Mcshane and Travaglione (2007, p. 154) suggest that employees will experience an emotional tension when they perceive inequities, and, when sufficiently strong, the tension motivates them to reduce the inequities. There are numerous methods that an employee can employ to correct inequity feelings. These include reducing inputs, increasing outcomes, changing perceptions, or changing the comparison other. Ultimately, if these methods do not obtain the desired outcomes, an employee will become de-motivated and may quit their occupation (Mcshane and Travaglione p. 154). An organization’s employee turnover does not solely depend on the input-to-output ratio alone – it also depends on the comparison between the input-to output ratios of employees fulfilling a similar position, Chapman (2007). An explanation of employee inputs and outputs will be used to identify the perceived equity or inequity of an employee within Domino’s. This will provide a better understanding of how Adams’ theory affects employee turnover.

Analysis Of Angela Y Davis s The Black Panther Party

After the mass mobilization of the sixties that radically transformed society, a huge pushback as a response to political liberation was the privatization of prisons which allowed corporations to set motives that increase the prison population, and normalize imprisonment as a way to solve social problems. For Instance, the Black Panther Party was a radical organization that challenged the status quo and a major response to pushback the work they were doing was to criminalize their behavior, in order to maintain the status quo and maintain whiteness. THESIS: Angela Y Davis is an anti abolitionist scholar who has radicalized academic work through her ability to frame counterculture as a way to challenge and transform the political,†¦show more content†¦It becomes hard to theorize a reality without prisons when society has reproduced dominant narratives around the functions of imprisonment, however it starts with critical resistance from the root of the problem, which links to the legacies of colonialism. The central theme of the book replicates itself in the title of the book, which is posed as a rhetorical question in order to challenge the dominant forms of social control which have been in place since colonialism. The question seeks to debunk the dominant forms of society that have relied on prisons, while allowing the reader to challenge the notion of imprisonment and rethink the functions it serves. It questions whether prisons are a product of producing a safe society, or whether it s utilized as a form of racial control, as well as profiting off communities of color. It also goes into a deeper analysis of whether prisons are solving the issue or making the issue bigger by perpetuating the problem it claims to solve. For example, instead of promoting preventative measures to rehabilitate the social ills of society, government intervention perpetuates the problem by imposing models of treatment, that are used as a mechanisms of controlling revenue through the recycling of colore d bodies. The title also questions the functions of prisons because incarceration rates in the United States have sparked since the 70’s, yet societyShow MoreRelatedLogical Reasoning189930 Words   |  760 Pagesimportant critical thinking skill is your skill at making judgments─not snap judgments that occur in the blink of an eye, but those that require careful reasoning. You are not reasoning logically if, when you want a gorilla suit for a Halloween party, the first thing you do is search for the word Gorilla in the Yellow Pages of the telephone book, and the problem here is not that you used a telephone book instead of the Internet. High-quality reasoning is called logical reasoning or criticalRead MoreOne Significant Change That Has Occurred in the World Between 1900 and 2005. Explain the Impact This Change Has Made on Our Lives and Why It Is an Important Change.163893 Words   |  656 PagesMeyerowitz, ed., History and September 11th John McMillian and Paul Buhle, eds., The New Left Revisited David M. Scobey, Empire City: The Making and Meaning of the New York City Landscape Gerda Lerner, Fireweed: A Political Autobiography Allida M. Black, ed., Modern American Queer History Eric Sandweiss, St. Louis: The Evolution of an American Urban Landscape Sam Wineburg, Historical Thinking and Other Unnatural Acts: Charting the Future of Teaching the Past Sharon Hartman Strom, Political Woman: