To What Extent Did D.C. Stephenson Affect the Fall of the Ku Klux Klan

A.Plan of InvestigationThe focus of this investigation was to understand and determine to what extent D.C. Stephenson affected the reconcile of the Ku Klux Klan during the 1920s. During the 1920s the Klan had an all time high of membership across the United States and was a large part of American fiat. The Klan was prevalent in everyday society and in politics, and was a positive presence for many Americans. However, the Klan was pushed into a negative light due to Stephenson kidnapping and raping Madge Oberholtzer. Membership in the Klan dropped shortly after, and many diabolical Stephenson. In order to decide whether or not Stephenson was responsible, the Klan was examined during Stephensons involve ment, and the aftermath of his involvement. D.C. Stephenson was also examined to better understand how he could have changed the course of the KKK. Sources that discussed the Klan and Stephenson were looked at, like They Called Themselves the KKK, and. Citizen Klansmen The Ku Klux Kl an in Indiana. Those sources, among others, helped give a better understanding of D.C. Stephenson and how he affected the KKK.B.Summary of EvidenceThe Ku Klux Klan began in Pulaski, Tennessee in 1865 (Martin). It started out as a group of men creating a social club, mainly for confederate soldiers who had fought in the war. Its name is derived from kuklos, meaning circle of friends (Martin). It was a secret society with rules and codes, and men were given special titles (Bartoletti,25). The spirit of the Klan was not originally to be destructive, but as it began to grow and more white men and confederate soldiers joined, the purpose changed. Tension grew across the country as Reconstruction went under way and white southerners were unhappy. The Kl... .... Dying Declaration of Madge Oberholtzer. N.p., n.d. Web. 13 Apr. 2014.Ku Klux Klan. Civil Rights in the United States. Ed. Waldo E. Martin, Jr. and Patricia Sullivan. New York Macmillan Reference USA, 2000. Opposing Viewpoints in Context. Web. 13 Apr. 2014.Ku Klux Klan. History.com. A&E Television Networks, n.d. Web. 21 Apr. 2014. Lutholtz, M. William. Grand Dragon D.C. Stephenson and the Ku Klux Klan in Indiana. West Lafayette, IN Purdue UP, 1991. Print.MacLean, Nancy. Behind the Mask of Chivalry The Making of the hour Ku Klux Klan. New York Oxford UP, 1994. Print. McDonnell, Janet, Ann Angel, and Carolyn Kott. Washburne. America in the 20th Century. North Bellmore, NY Marshall Cavendish, 1995. Print.Moore, Leonard Joseph. Citizen Klansmen The Ku Klux Klan in Indiana, 1921-1928. Chapel Hill U of North Carolina, 1991. Print.

Comparing the Hero in Sophocles Oedipus the King, Homers Odyssey, and

Heros in Sophocles Oedipus the King, Homers Odyssey, and Tans Joy Luck Club In world literature, at that place are two types of prototypal protagonists, the mythic hero and the tragic hero. Mythic heroes, like Homers Odysseus, represent the combination of superhuman virtues and human imperfections. These traits create a supernatural adventure with a living character. The mythic hero is favored by divine powers and eventually achieves a certain goal or completes a certain journey. On the other hand, there is the tragic hero, like Sophocles Oedipus. The unfortunate tragic hero has a penchant for attempting to escape a doomed fate. The tragic hero lives under the shadow that the gods place. publications throughout the expanse of time has hovered around the lives of the mythic and tragic heroes. Contemporary novel The Joy Luck Club explores these themes as well. The two characters, Lindo Jong and Ying-ying St. Clair, exemplify the cold extremes of mythic vs. tragic. Both mythic heroes and tragic heroes must pass through a series of set obstacles and wind their way toward a certain goal. The major difference between the two archetypes is how the protagonist reaches the end. Mythic heroes transgress through their journey with optimism and a building sense of accomplishment. Tragic heroes operate on the burthen of pessimism and failing attempts to escape from a worse fate. To put it more clearly, the mythic hero tries to run toward success, while a tragic hero tries to run forward from failure. In this sense, the storys attitude, the protagonists control on fate, and the divinely ordained sequence of events work together to form the type of hero that takes the lead. Odysseus, hero of... ...ea House 1988 Graham, A. J. History and Heros, Princeton 1999 Homer. The Odyssey. Trans. Robert Fagles. novel York 1996 Lucas, D. W., ed. Aristotle Poetics. Oxford Oxford U-Clarendon P, 1968.Sophocles. Oedipus Rex. An Introduction to Literature, 11th ed.Eds. Sylvan Barnet, et al. New York Longman, 1997. 800-836. Tan, Amy. The Joy Luck Club. Vintage Contemporaries. New York A Division of Random House, Inc., 1991. Tracy, Stephen V., The story of the Hero. Princeton, N.J. Princeton University Press, c1990. PA4167 .T7 1990

GMR Applications :: science

GMR ApplicationsA Microcontroller-based scheme for quantity of magnetic field position using Giant magnetic Resistor (GMR) in Contactless Measurement and RoboticsOmidreza Esmaeili MotlaghFaculty of Electronic Engineering, Mazandaran University ( UMZ ), Babol, IranMagnetic sensors in contactless applicationsMagnetic sensors can be used for all sorts of applications where a contactless measurement of position and taste is required. For lesson in cars, where a large number of sensors atomic number 18 employed, magnetic sensors obviously have great advantages over their counterparts which involve the use of moving parts.Also they are variety of Magnetic sensors used in industry to simplify designs in different cases. For instance the current measurement using shunt resistor is in some cases impractical or impossible. For large currents the shunt resistors are heavy and they cause voltage drop and dissipate heat. They are not insulated and the conductor should be disconnected for mou nting. Contactless current sensors may be used for remote conductors at high potentials, underground cables etc. Today a wide range of AC and DC contactless current sensors is produced. Also precise contactless magnetic sensors are always required by car industry, chemical industry and many other industries, for measurement of antecedent and many other applications.Solid-state magnetic field sensors are moving into a growing range of new contactless applications because of their small size, low power consumption, and relatively low cost.The first aim of the project therefore will be to become familiar with different kinds of magnetic sensors, especially new GMR family and to canvass their characteristics and behavior in presence of applied magnetic field. 1Giant Magnetic Resistor (GMR)Structure The sensor consists of stack of magnetic and non-magnetic layers and Giant Magnetic ohmic resistance or GMR effects occur when these ultra-thin magnetic layers are set in close proximity t o each other. Alternately magnetic and non-magnetic layers can be construct up with the magnetic fields either parallel or anti-parallel, creating very sensitive low to high resistance components. The resistance of a GMR sensor as a measure for the applied field varies with the angle between the hard internal magnetization and the soft magnetic covering layers which follows the magnetic field. 2 The Giant Magnetic Resistor is a resistive device whose Ohmic value changes gradually only when a nearer external magnetic field changes its relative orientation and the originated field intensity or the distance between magnet and GMR are not relevant within certain limits. Any rotary button or knob containing a magnet on it, may work as a contactless switch when its rotation is detected by a GMR.

Infidelity Essay -- Social Issues, Cheating, Mistress

Passionate instincts can everyplacetake us, guilty feelings leave behind wash over us, and paranoia will take control of us. Our body and mind propel us on a lustful, exciting, frightening bender as we take that one risk that could drop everything. Since the beginning of man, humans have caved in to our polygamous nature through the act of infidelity, and men and woman have cheated on each other passim history (Zur 2). However, different time periods and cultures have contrasting perceptions on adultery often depending on gender. Presently, when a socialite cheats on her partner, the news barely mentions the affair or focuses on her family life in contrast, if an athlete partakes in extramarital activities with a mistress, the media will print it as the front page story. Yet, a person should ingest life has not always been that way as empires rise and fall, wars erupt, and civilizations die, society has budged their perceptions of social and cultural norms. A good way to see how culture changes over time is to read works from different eras since playwrights garner inspiration from their society and how people lived the bygone times. In ancient Greece, Medea, the sorceress, seeks revenge on her lover, Jason, who betrayed her when he married the princess of Corinth, Glauce however, all the characters, excluding the chorus and Medea, behave nonchalantly about his infidelity because of their culture (Galens and Spampinato 180-181). Throughout his masterpiece, Medea, Euripides accurately depicts the ancient civilizations contrasting attitudes towards mens and womens adultery that differs from the present congeal of Western society. With their sexual endeavors, many Greek spouses destroyed the foundation of their marriages y... ...ed the princess of Corinth however, the characters, excluding the chorus, behave nonchalantly about his infidelity because they have been numbed by adultery in their culture. If Jason cheated on Medea in modern Manhattan wi th one of the richest socialites, modern society would respond very differently. Society would repeatedly chastise Jason much like they did with Tiger Woods and pot Edwards, and Jasons heroic status would quickly diminish. Candidly, men and woman partaking in extramarital sexual rendezvous have never been a generational issues the only change is the civilizations view on adultery. Infidelity will constantly occur as humans pretend our species are supposed to be monogynous (Zur 2). We will have to fight our own natural instincts that attempt to take us on a shameful, exciting, frighting ride that could exterminate everything we own and love.

Frank Lloyd Wright :: essays research papers

Architecture, the practice of building design and its resulting products, customary usage refers only to those designs and structures that are culturally significant. Today the architecture must(prenominal) satisfy its intended uses, must be technically sound, and must convey beautiful meaning. But the best buildings are often so well constructed that they outlast their original use. They then move not only as beautiful objects, but as documents of history of cultures, achievements in architecture that testify to the nature of the society that produced them. These achievements are never totally the work of individuals. Architecture is a social art, yet Frank Lloyd Wright single handily changed the history of architecture. How did Frank Lloyd Wright change architecture?Frank Lloyd Wright, American architect, who was a pioneer in the modern style, is considered one of the greatest figures in 20th-century architecture. Wright was born June 8, 1867, in Richland Center, Wisconsin. Whe n he entered the University of Wisconsin in 1884 his interest in architecture had already adjudge itself. The university offered no courses in his chosen field however, he enrolled in civil engineering and gained some practical experience by working part era on a construction project at the university. In 1887 he left school and went to Chicago where he became a designer for the firm of Adler and Sullivan with a pay of twenty-five dollars a week. Soon Wright became Louis Sullivan&8217s chief assistant. Louis Sullivan, Chicago based architect, one of America&8217s advanced designers. Louis had a profound crop on Frank Lloyd Wright. Wright was assigned most of the firm&8217s home projects, but to pay his many debts he designed &8216Bootlegged Houses&8217 for private clients in his save time. Sullivan disapproved, resulting in Wright leaving the firm in 1893 to establish his own office in Chicago. In the spring of 1893 Wright decided to build his own house in Oak Park, Illinois. Ta king six years to build, Wright was free to experiment with his objectives in residential architecture over the next twenty-year period. Designing and re-constructing his buildings was a continuous process. He always changed his designs. For twenty years this home served as an independent labatory for Wright. This too went under constant changes. Rooms were enlarged or added, ceilings heightened, the arrangement of the windows changed, and the entry highway into the house was modified. Wright even allowed the growth of a willow tree to be uninterrupted by placing a hold in the roof of the studio.

Frank Lloyd Wright :: essays research papers

Architecture, the practice of founding design and its resulting products, customary usage refers only to those designs and structures that are culturally significant. Today the computer architecture moldiness satisfy its intended uses, must be technically sound, and must convey beautiful meaning. But the best buildings are often so well constructed that they exist their original use. They then survive not only as beautiful objects, but as documents of history of cultures, achievements in architecture that testify to the nature of the indian lodge that produced them. These achievements are never wholly the work of individuals. Architecture is a social art, yet Frank Lloyd Wright single handily changed the history of architecture. How did Frank Lloyd Wright change architecture?Frank Lloyd Wright, American architect, who was a pioneer in the modern style, is considered one of the greatest figures in 20th-century architecture. Wright was born June 8, 1867, in Richland Center, Wiscons in. When he entered the University of Wisconsin in 1884 his interest in architecture had already acknowledged itself. The university offered no courses in his chosen field however, he enrolled in civil engineering and gained some practical experience by working part time on a construction project at the university. In 1887 he left school and went to Chicago where he became a designer for the firm of Adler and Sullivan with a pay of twenty-five dollars a week. Soon Wright became Louis Sullivan&8217s chief assistant. Louis Sullivan, Chicago based architect, one of America&8217s ripe designers. Louis had a profound influence on Frank Lloyd Wright. Wright was assigned most of the firm&8217s home projects, but to pay his many debts he designed &8216Bootlegged Houses&8217 for private clients in his spare time. Sullivan disapproved, resulting in Wright leaving the firm in 1893 to establish his own office in Chicago. In the spring of 1893 Wright decided to build his own house in Oak Park, Illinois. Taking six years to build, Wright was free to experiment with his objectives in residential architecture over the next twenty-year period. blueprint and re-constructing his buildings was a continuous process. He always changed his designs. For twenty years this home served as an independent labatory for Wright. This too went under constant changes. Rooms were enlarged or added, ceilings heightened, the arrangement of the windows changed, and the entry route into the house was modified. Wright even allowed the growth of a willow tree to be uninterrupted by placing a hold in the roof of the studio.

Organizational Behavior: Personality and Values Essay

In todays modern society, temper and value looseness a critical role in the stableness of an organization. Today, diversity is the key to the success of al some organizations. However, diversity goes beyond merely race, religion, color, national origin, gender, age, and disability. The diversity of dis postal service and the appreciation of the variety of talents and skills of our co- lamers leave alone go far in attend toing us make our lives less stressful. The human resource de divorcement and hiring managers unavoidableness to compute record and values when they hire new operateees. It is also historic that they understand and appreciate the different individualisedity and values of their current employees.Personality and determineIn todays competitive market it has become extremely primary(prenominal) to hire the right community to help execute the mission and vision of a familiarity. The employee helps bring the slogan on the wall into existence on that pointfo re, it is important that employees display the right personality and values the company would like to show the world. Gordon Allport produced the definition of personality we most frequently use nearly 70 years ago. Allport said personality is the dynamic organization within the individual of those psychophysical systems that determine his unique adjustments to his milieu (Robbins & Judge, 2013, p. 133). However, the definition has been tweaked over the years. For the purpose of this paper, personality is defined as the sum total of government agencys in which an individual re transactions and interacts with others. The most important reason managers need to know how to measure personality is that re calculate has shown personality tests ar useful in hiring decisions and help managers forecast who is best for a job (Robbins & Judge, 2013, p. 133). Values ar a nonher argona where companies need to ensure the employees and managers ar on the same page.When values are divided, pro blems with the organization closely follow. Values re make up basic convictions that a specific mode of conduct or end-state of existence is personally or socially p tingeable to an opposite or converse mode of conduct or end-state existence. They contain a judgmental element in that they carry an individuals ideas as to what is right, good, or desirable. Values have a bun in the oven both content and warmth attributes. The content attribute says a mode of conduct or end-state of existence is important. The intensity attribute specifies how important it is. When we ran an individuals values in hurt of their intensity, we obtain that persons value system (Robbins & Judge, 2013, p. 144). When a company considers the personality of their employees and the value system of the owners and shareh olds the company had now developed a company personality.Personality TraitsCorporations often use personality assessments to understand how the people that belong in their organization interact . Two popular frame works for indentifying and classifying traits are the Myers-Briggs grammatical case Indicator and the Big Five Model. match to Robins and Judge, the Myers-Briggs Type Indicator is the most widely use personality assessment instrument in the world. It is a 100-question personality test that asks people how they usually feel or act in helpingicular situations. Respondents are classified as extraverted or introverted (E or I), sensing or intuitive (S or N), thinking or feeling (T or F), and judging or perceiving (J or P). These terms are defined as follows * Extraverted (E) versus Introverted (I). Extraverted individuals are outgoing, sociable, and assertive. Introverts are quiet and shy. * Sensing (S) versus Intuitive (N). Sensing types are practical and prefer routine and order. They focus on details. Intuitive rely on unconscious transites and construction at the big picture.* Thinking (T) versus whimsey (F). Thinking types use reason and logic to handle pro blems. Feeling types rely on their personal values and emotions. * Judging (J) versus perceiving (P). Judging types want control and prefer their world to be ordered and structured. Perceiving types are flexible and ad-lib (Robbins & Judge, 2011, p. 56) These classifications together describe 16 personality types, indentifying every person by integrity trait from each of the four parts. The Myers-Briggs Type Indicator has been widely used by organizations including Apple Computer, AT&T, Citigroup, GE, 3M Co., many hospitals and educational institutions, and even the U.S. Armed Forces (Robbins & Judge, 2011, p. 135).The Myers-Briggs Personality Indicator may drop strong supporting evidence, but an telltale(a) body of research supports the thesis of the Big Five Model that five basic balances underlie all others and encompass most of the signifi whoremastert variation in human personality. Moreover, test scores of these traits do a very good job of predicting how people behave in a variety of real-life situations (Robbins & Judge, 2011, p. 136). The following are the Big Five factors * Extraversion. The extraversion dimension captures our comfort level with relationships. Extraverts be given to be gregarious, assertive, and sociable. Introverts tend to be reserved, timed and quiet. * Agreeableness. The agreeableness dimension refers to an individuals propensity to defer to others. Highly agreeable people are cooperative, warm, and trusting. People who score low on agreeableness are cold, disagreeable, and antagonistic.* Conscientiousness. The conscientiousness dimension is a measure of reliability. A in high spiritsly conscientious person is responsible, organized, dependable, and persistent. Those who score low on this dimension are easily distracted, disorganized, and unreliable. * Emotional stability. The emotional stability dimension often labeled by its converse, neuroticism taps a persons ability to withstand stress. People with positive emotional stability tend to be calm, self-importance-confident, and secure. Those with high negative scores tend to be nervous, anxious, depressed, and insecure. * Openness to experience. The openness to experience dimension addresses range of interests and fascination with novelty. Extremely open people are creative, curious, and artistically comminuted. Those at the other end of the category are conventional and find comfort in the familiar (Robbins & Judge, 2011, p. 136).Generational ValuesValues within a person are oftentimes shaped by what generation and life events they may have experienced during their formative years. Researchers have interconnected several modern analyses of work values into four groups that attempt to capture the unique vales of different cohorts or generations in the United States workforce (Robbins & Judge, 2011, p. 145). There are some limitations to this theory because a person inborn in one generation provide have the characteristic of a nonher generatio n. Just because you are born on a certain date, does not automatically make you have the same values as everyone in your own generation. Despite these limitations, values do change over generations, and we tail gain some useful insights from analyzing values this way.Boomers (Baby Boomers) are a large cohort born after World contend II when United States veterans returned to their families and times were good. Boomers entered the workforce from the mid-1960s by means of the mid-1980s. They brought with them a large measure of the hippy ethic and distrust of authority. But they placed a great deal of emphasis on achievement and material success. Pragmatists who believe ends justify means they work hard and want to enjoy the fruits of their labors. Boomers see the organizations that employ them merely as vehicles for their careers. In terms of seniority, baby boomers make up the bulk of the employees in most large corporations, so it is imperative that co-workers understand the val ues of the person sitting or standing neighboring to them. Terminal values such as a sense of accomplishments and social recognition rank high with them (Robbins & Judge, 2011, p. 146).The lives of Xers (Generation Xers) have been shaped by globalization, two-career parents, MTV, AIDS, and computers. Xers value flexibility, life options, and the achievement of job satisfaction. Family and relationships are very important. Xers are skeptical, particularly of authority. They also enjoy aggroup- orient work. In search of balance in their lives, Xers are less willing to make personal sacrifices for the sake of their employer than previous generations were. Generation Xers rate high on true friendship, happiness, and pleasure.The most recent entrants to the workforce, the millennials (also called Netters, Nexters, Generation Yers, and Generation Nexters) grew up during prosperous times. They have high expectations and seek meaning in their work. Millennial have life goals more oriented toward becoming rich (81 percent) and famous (51 percent) than do Generation Xers (62 percent) and 29 percent, respectively, but they also see themselves as socially responsible (Robbins & Judge, 2011, p. 146). They are more ethnically and racially diverse than older adults. Theyre less religious, less likely to have served in the military, and are on track to become the most improve generation in American history.They embrace multiple modes of self-expression. Three-quarters have created a profile on a social networking site. unrivalled-in-five have posted a mental picture of themselves online. Nearly four-in-ten have a tattoo (and for most who do, one is not enough about half of those with tattoos have two to five and 18% have six or more). Nearly one-in-four have a piercing in some place other than an earlobe- about six times the share of older adults whove done this. But their look-at-me tendencies are not without limits. more or less Millennials have placed privacy boundar ies on their social media profiles and 70% say their tattoos are hidden to a lower place clothing (Millennial, 2010).Policy on EthicsOften times the value system of a company can clearly be seen with the companys honest commandment. Chrysler actually posts a code of moral philosophy brochure on their website to ensure all employees and customers know their value system. According to the website, Chrysler expects all of its employees to contribute to a cooperative working environment in which the dignity of each individual is respected. The conduct of management personnel should set an example to promote positive employee group spirit and the open exchange of ideas. Chrysler is committed to high respectable standards in assembly line transactions. Chrysler does not tolerate un estimable or corrupt practices by its employees or its telephone line partners. Chrysler strictly forbids engaging in or tolerating bribery or any other form of corruption. High standards require hard work, courage and often present difficult choices. At times, choosing the proper course of action means foregoing business or personal opportunities.The integrity code, epoch not all-inclusive, reflects the basic standards of ethical bearing expected of Chrysler employees and should be read in conjunction with the company policies, guidelines, and standards of conduct that also apply to Chrysler employees (Integrity Code, 2009). Ineffective company moral philosophy policies can also be a detriment to the companys public image, stature in the business community, and ultimately to their profitability. Many people assume that running play a successful business often entails a systematic approach, however the personality and values of employees of a company plays a crucial role in its success as well. It is can be damaging when executive decisions are not do and could result in them being extremely costly. For example, according to honorary society of Management executives clean u p costs are sometimes difficult to attribute to any particular ethics failure. Consisting of such things as attorney and audit fees, investigative costsmedical actionsThe Enron scandal being the root example of a company destroyed due to simply unethical individuals. no(prenominal) implementing ethics in any company will always fail in some way whether a small loss to an incomprehensible one (Schermerhorn & Dienhart, 2004). That is why it is imperative to ensure a code of ethics as part of the system. The dynamics of decision reservation for any individual who is often faced with issues regarding ethics becomes far more complex than it sounds. Every company, in one way or another, are faced with difficulties of employees making decisions that sometime seem ethical or not. Not everyone can make such decisions. The downfall of those who lack the ability to make ethical decisions can be costly. A companys softness to reinforce ethics in their business can quickly become detrimental . one only has to look at Enron, Arthur Anderson, and Worldcom to understand the catastrophic effects of having unavailing ethical policies and values (Thomas, Schermerhorn & Dienhart, 2004).Company ValuesIn regards to company values and ethics, Chick-fil-A has been in the news because of the words of their owner in regards to Christian values. His comments have caused the business world to examine the role of a business owners personal values and company values. At issue was the CEOs discernment of same sex marriage. The controversy came to a boil after an interview with the fast food restaurant chains president and COO Dan Cathy appeared in The Baptist Press on July 16 and he weighed in with his views on family. We are very much supportive of the family the biblical definition of the family unit, Cathy said. We are a family-owned business, a family-led business, and we are married to our first wives. We give God thanks for that. Proponents of same-sex marriage spread Cathys com ments, eventually creating a firestorm of criticism on social media, including assertions that his comments and position were bigoted and hateful (Brumfield, 2012).InternshipsCorporations often demonstrate their values to customers by the way they treat their employees and the opportunities that are available for citizens to become a part of the company. One way to quickly rise in a company is to connect to their houseman program. Chick-fil-A boasts about their internship program on their website. According to their corporate website, the purpose of the Chick-fil-A Internship Program is to contribute a high-caliber group of students an opportunity to enhance their educational experience and improve their career preparation. A key objective of the intern experience is to help students and recent graduates understand and appreciate the importance of building and maintaining strong work relationships in accomplishing results. We have designed the program to involve students in real wo rk projects while also allowing them time to experience many aspects of the Chick-fil-A corporate culture. The cultural experience let ins significant executive exposure and numerous discipline opportunities (Internship, n.d.).The Chrysler Corporation also has an intern program that is called the Chrysler Leadership nurture program. The Chrysler Leadership Development (CLD) Program is a highly selective two-year program that develops egesters by incorporating intensive on the job learning opportunities with supplemental development and interaction with our global business leaders. Youll have the guidance and support of Chrysler leadership byout your experience and opportunities to build on your talents through high-impact assignments. The program will provide you an accelerated opportunity to learn our business, executive mentor support, and an investment to grow your leadership abilities (Leadership Development Program, n.d.). As with most intern programs, the potential employ ee moldiness meet minimum requirements. To be considered for the Program, you must meet the following requirements * MBA/Masters degree with a minimum3.2 grade point average* 2-6 years of professional business experience * Demonstrated leadership experience (Leadership Development Program, n.d.). According to Chic-fil-As website, the organization values diversity. What is diversity? According to the Civil Rights office of the Department of Interior, the term diversity is used broadly to refer to many demographic variables, including, but not limited to, race, religion, color, gender, national origin, disability, intimate orientation, age, education, geographic origin, and skill characteristics. Americas diversity has given this country its unique strength, resilience and richness (Diversity, 2012).Diversity management makes everyone more aware of and sensitive to the needs and differences of others. Diversity is much more likely to be successful when we see it as everyones busines s than if we believe it helps only certain groups of employees. One method of enhancing workforce diversity is to target recruiting messages to specific demographic groups underrepresented in the work force. This means placing advertisement in publications geared toward specific demographic groups recruiting at colleges, universities, and other institutions with significant numbers of underrepresented minorities and forming partnerships with association like the Society for Women Engineers or the Graduate Minority Business Association (Robbins & Judge, 2011, p. 56).Values and EthicsOrganizational Development is an emerging profession, and its practitioners tend to describe themselves as professionals. However, individuals working in the field may vary greatly in respect to their degree of professionalism. By professionalism, we refer to the internalization of a value system that is a part of the concept of the profession. Whether a person can be deemed a professional is determined b y the degree to which he or she has internalized certain values pertinent to the profession. Although there is some disagreement, four areas appear to be important. * Expertise. The professional requires some expertise. This take ons specialized association and skills that can be obtained only through training (usually through academic study and experience). * Autonomy. The professional claims autonomy. Professionals reserve the right to decide how their function is to be performed and to be free from restrictions. * Commitment. Professionals feel a commitment to the discipline. They are more likely to identify with members of their profession in other organizations that with their own organization.* Code of ethics. Finally there is a responsibility to society for the maintenance of professional standards of work. They adhere to professional self-discipline and a code of ethics (Brown, 2011, p. 71). The values and ethics of prospective employees and the connective of the values a nd ethics advocated by the company are important consideration when it comes to hiring practice considerations. If a companys hiring practices are ineffective, it can have detrimental effects to its bottom-line. According to a survey conducted by online payroll company SurePayroll, it found three out of four surveyed business owners admitted to hiring at least one employee they later wished they never had, and many indicated that the mistake resulted in a significant financial loss of more than $10,000 per bad hire, according to 12 percent of respondents (Eddy, 2009). Most companies react to hiring situations as emergencies that might explain why so many do it so poorly. One Survey of fifty CEOs of global companies along with a pool of executive search consultants who rated about 500 firms found the hiring practices for many of those companies are disturbingly vague.Part of the findings, according to the respondents, indicated to a heavily reliance on subjective personal preferences or on largely unquestioned organizational traditions, often based on false assumptions (Fernndez-Aroz, Groysberg & Nohria, 2009) It is therefore imperative to avoid making bad hiring decisions. As such, your hiring practices should have procedures that need to be followed to ensure the candidates being considered for employment are good matches. Procedures should contain effective methods for screening candidates during the pre-employment phase. Some of these methods should include background checks or skills testing (Eddy, 2009). In order to avoid ineffective hiring practices companies should consider seven steps within their hiring practices to cover the full recruitment spectrum to include anticipating the need for new hires, specifying the job, developing a pool of candidates, assessing the candidates, closing the deal, integrating the newcomer, and reviewing the effectiveness of the hiring process (Harvard Business, 2009).Continuous training and educational should be a part of everyones personal value system as well as remaining as ethical as possible. The best way to stay alacrity when facing ethical dilemmas is to remain current in your ethical training. In regards to ethics training a team of management researchers recommended the following actions for improving on-the-job ethics. * Behave ethically yourself. Managers are potential role models whose habits and actual behavior send clear signals about the importance of ethical conduct. Ethical behavior is a top-to-bottom proposition. * Screen potential employees. Surprisingly, employers are generally lax when it comes to checking references, credentials, transcripts, and other information on applicant resumes. More diligent action in this area can screen out those given to fraud and misrepresentation. Integrity testing is fairly valid but is no panacea. * Develop a meaningful code of ethics.* declare oneself ethics training. Employees can be trained to identify and deal with ethical issues during ori entation and through seminar, video, and internet training sessions. * Reinforce ethical behavior. Behavior that is reinforce tends to be repeated, whereas behavior that is not reinforced tends to disappear. Ethical conduct too often is ignored or even punished while unethical behavior is rewarded. * Create positions, units, and other structural mechanisms to deal with ethics. Ethics needs to be an everyday affair, not a one-time announcement of a new ethical code that gets filed away and forgotten. A growing number of large companies in the United States have chief ethics officers who report directly to the CEO, thus making ethical conduct and accountability priority issues.* Create a climate in which whistle-blowing becomes unnecessary. Whistle-blowing occurs when an employee reports a perceive unethical and/or illegal activity to a trine party such as government agencies, news media, or public interest groups (Kreitner & Kinicki, 2008). On May 15, 2002, President Bush signed in to law the tattle and Federal Employee Anti-Discrimination and Retaliation (No FEAR) Act to increase federal agency accountability for acts of discrimination or reprisal against employees. The No FEAR Act became effective on October 1, 2003. This act requires that federal agencies post on their public web sites certain summary statistical data relating to equal employment opportunity complaints filed against the respective agencies (State, n.d.).Project police squadProject teams have two universal measures to satisfy the customer, and to deliver on time, on budget and within specification. The rationale for using teams is simple high playacting teams save money and satisfy customers. Unfortunately, there is the other side of the coin poor performing teams cost money and disappoint customers. In many cases, individuals are assigned to a cross functional team and attempt to jump right into work without first attempting to address the relationship of team members and the behavioral inclination of the individuals. If the behavioral aspects of the team are not understood, then the team can become mired in conflict and lose momentum which results in alienated time and effectiveness. Behaviors that can affect productivity include the inability to work together towards a common goal, fear of sharing ideas, fear of negative feedback, self interest driving actions, expectation that the team leader will solve all of the problems and assume all of the responsibility, confusion between individual tasks and relationships with other people, and lack of appropriate acknowledgement for accomplishments (Henkin, 2012).The other consideration in deciding to form teams is what size team should be put together. When it comes to the workplace, teamwork is increasingly widespread. Research indicates there is not a fixed or optimal number to have on a team. Professor Wittenberg, Director of the Wharton Graduate Leadership Program, notes that team size is not necessarily an issue people think about immediately, but it is important. According to Wittenberg, research on the optimal team numbers is not conclusive. In the work world, Professor Wittenberg send words that it has been reinforced that five or six is the right number (on a team) but it really depends on the task (KnowledgeWharton, 2006). The other dynamic that needs to be addressed relates to teams is how they resolve conflicts.Conflict management is a very important part of team dynamics. Choosing the right members for a group can help prevent some of these issues. One strategy involves designating a project manager, a strong individual that can competently take charge. The project manager must be experienced and understand how to deal with both the interpersonal as well as behavioural aspects of the teams. They must also understand the normative stages of development most all teams go though as they come together. The project manager must allow the team to communicate effectively, create rapport, resolve conflict, lead team members, and motivate the whole team (Gountanis, n.d.). team up DevelopmentTeam development is an iterative process. This is readily understood when looking at the forming-storming-norming-performing model for team development that has become a standard team development model introduced by Bruce Tuckman. The theory is based on the premise that each team goes through a distinct iterative process. The first phase is described as the forming phase where the team first comes together with energy, expectation, and limited knowledge of assigned task. The next phase is the storming phase where individuals start jockeying for position and recognition. The team internally struggles with why and how decisions made will affect the individual members. The next phase is the norming phase where stability starts to emerge and goals are established with plans and associated defined roles/responsibilities. The last phase is the performing phase where the plans are impleme nted, outputs are generated, and work gets done.Every team goes through these phases. (Tuckman, 1965). Therefore, it is natural to expect conflicts to arise between team members however, management as well as the project manager must be cognizant there can be both constructive conflict and destructive conflict. Constructive conflicts exists when people change and grow personally from the conflict, the conflict results in a solution to a problem, it increases involvement of everyone affected by the conflict, and it builds cohesiveness among the members of the team. Destructive conflicts exist when no decision is reached and problem still exists, it diverts energy away from more value-add activities, it destroys the morale of the team members and it polarizes or divides the team (Cappozzoli, 1995).Diversity within the team is another consideration with respect to group dynamics. Professor Klein from the Wharton School of Management and Professor Lim from Nanyang Business School, Nanya ng expert University, Singapore as part of their research looked at the value of diversity and found that there was conflicting theory. Some research suggests diversity represented by gender, race, and age leads to conflict and affects behavioral integration among team members. The general assumption is that people tend to associate better with people who are similar to themselves which suggest too much diversity is bad for cohesion. Other research suggests diversity helps creates more ideas, more perspectives and more creativity for better solutions. In their research, Klein and Lim found a distinct value in having some similarity between team members which enhances coordination and effectiveness in performing tasks that are complex, unpredictable, urgent, and/or novel (Klein & Lim, 2006). It is possible that a balancing of both theories within a team construct might be beneficial in forming a high exercise team.ConclusionEmployees performance and satisfaction are likely to be hi gher if their values fit well with the organization. The person who places great importance on imagination, independence, and freedom is likely to be poorly matched with an organization that seeks conformity from its employees (Robbins & Judge, 2013, p. 154). Chick-fil-As senior leaders are very vocal about the fact their company is owned and operated on Christian values. In fact, their policy and procedure of closing on Sunday so their employees can enjoy time off with their family and perhaps even attend church building is rare in the quick service restaurant business. Chrysler is also very serious about their company values and has placed a code of ethics manual on their website to remind internal employees and external customers about their value systems. One of the roles of managers is to both exhibit and vocalize company values. This works well when your personal values are similar to the company and other senior leaders. The higher an individual rises within an organization, the more important it is that your personality and value system aline with your company.Both the hiring process of the employees and the ethical standards of behavior for those employees are a critical dynamic supporting the mission objectives of the company. When a company fails to implement effective hiring and ethical policies, the implications can be costly in a variety of quantifiable ways. Finding the right mix of individual employees is a difficult task in terms of attracting and retaining people who are the best fit to the company. The success of the company relies on both the individual as well as those members who become part of teams. The composition of those members to a particular team must be carefully considered by management. The size, makeup, diversity, selection of the team lead, and objective of the team are all important considerations to ensure success. Management must recognize there is some inherent inefficiency in putting teams together as they go through an iterative process of maturity but they must be convinced the benefits of the outcomes outweigh the delays by putting together that particular team.RecommendationsThe profitability and long term survivability of companies are keys to their success. One of the most important assets to any business entity is human capital resources or personnel. As with any asset, management and leadership hire personnel with the belief they will contribute to the company in a positive manner and demonstrate a return of investment from the standpoint that the hiring and training process requires an investment of both time and money. Therefore, it is imperative that companies seek out, attract, and retain individuals whose personality and values match that of the company. In addition, they must be able to work well within teams to upgrade the objectives of the company. It is also important that the companys continue to communicate and reinforce their values to the workforce. That message must come fro m the top down. Senior leadership must convey that message at stockholder meetings, all hands meetings, town hall meetings, and via electronic means. While it is imperative that message be communicated, it must be supported and reinforced at all levels of management.In addition, the compensation and reward system must recognize behavior and performance consistent with that message. The other important consideration is that leadership and management must be conveying the right message, with the right behaviors, and enveloped by a sense of ethical behavior. One only has to look at Enron, Worldcom, and Arthur Anderson to recognize the catastrophic and costly effects of engaging in behavior as individuals, groups, or management that is conflict with stated values. The recent Chick-Fil-a statements made by Mr. S.T. Cathy where personal views were replaced by those of the corporation started a media firestorm and backlash from many interest groups. The result was negative press for the co mpany and eventually the announcement by the corporation of a customer appreciation day that cost the company tens of millions of dollars in an attempt to counteract the negative events.ReferencesAcademy of Management Executive, Volume 18, No. 2, (2004), Strategic leadership of ethical behavior in business, Schermerhorn, Thomas, and Dienhart, John, retrieved from http//home.sandiego.edu/pavett/docs/msgl_503/leader_ethic_behave.pdf Brockmann, Erich. (1996, May). Removing the paradox of conflict from group decisions. Brown, D. R. (2011). An Experiential Approach to Organization Development (8th ed.). Upper Saddle River, NJ Prentice Hall. Brumfield, B. (2012). Retrieved from http//articles.cnn.com/2012-08-01/us/us_us-chick-fil-a-controversy_1_civil-unions-marriage-glaad Cappozzoli, Thomas K. (1995, Dec). Resolving conflict within teams. Journal for Quality and Participation. v18n7, p. 28-30 Eddy, Nathan (June 25, 2009). Businesses Losing Money on Bad Hiring Practices Retrieved from htt p//www.eweek.com/c/a/Midmarket/Businesses-Losing-Money-on-Bad-Hiring-Practices-Survey-Finds-482198/ Gountanis, Chris (n.d.). Team dynamics Conflict Resolution Strategies. ONLINE (http// www.chrisgountanis.com/written-works/50-team-dynamics-conflict-resolution-strategies.html) Last Accessed 24 September 2012. Harvard Business Review (May 2009), The Definitive Guide to Recruiting in Good Times and Bad, Fernndez-Aroz, Claudio Groysberg, Boris and Nohria, Notin, retrieved from http//hbr.org/2009/05/the-definitive-guide-to-recruiting-in-good-times-and-bad Henkin, Sid (2012). The Behavioral Side of Project Team Effectiveness, ONLINE (http// www.prismls.com/PDF_docs/Behavior.side.of.team.effectiveness.pdf)) Last

Racism in Canada as a Social Problem Essay

Introduction racism. A comparatively new devise in our vocabulary. The word was not defined until 1936, when Websters dictionary defined racism as 1 A belief that race is the primary determinant of human traits and capacities and that racial struggles produce an inherent superiority of a ramifyicular(prenominal) race 2 Racial prejudice or discrimination. This is a definition of racism that was written by white men, back wen it was ok to deny the access of certain facilities to blacks. This was even needed a white mans moral duty. (Paul Lotus, 2000) rough bully power think that racism is a thing of the quondam(prenominal), yet every day individuals still face racism in a social system in which power is controlled by a white majority.see morereasons for old age homesRacism is not only present amongst blacks and whites, it is an issue concerning everybody, found on the comment of their skin, their religion and other factors. For example, since the attack on the macrocosm T rade Centre, Muslims and Arabs book been experiencing an extreme amount of racism in the United States that as well as here in Canada (Fakhreddin Jamali, 2003). This proves that multitude are simply looking for both(prenominal)one to hate. Anything crapper engraft it off only if it is merely ever justified. temp eonment and Scope of the ProblemRacism is difference plus power. All forms of racism suppose that different races tinnot coexist equally in one society. For the racist, expulsion and excreting are the only options. Racism is discrimination based on race, it is the belief that one race is superior to others and that differences in race also mean difference in human character and ability. Racism exists when one sort excludes or seeks to eliminate another based on differences that are believed to be hereditary and unchangeable. (Ormond McKague 1991)Some king say that victims brook beat racism by ignoring it. Sticks and stones provide break by bones but words wil l never contuse me. On the other hand, when looking at hate crimes, we force out see that racism can go much further. It is not only a interrogatory of insults it even goes past segregation. Racism canlead to hate crimes and in some places, these are even everyday. A hate crime is any malefactor act or attempted criminal act enjoin against a person, institution, or property based on the victims actual or perceived race, nationality, religion, sexual orientation, disability or gender. (Lambda Community Center, www.lambda-sacramento.com)In other words, hate crimes can vary from anything that leave alones in injury, threats of violence that look like they can be carried erupt to acts which result in property damage. During 1999, a total of 7,876 bias-motivated hate crimes were reported to the FBI in the United States. However, we fork up to remember that reporting is conscious and hate crimes are seriously under-reported. In the year 2000, 366 hate clear sites were found. ( Religion News Blog, 2002)Racism can also be expressed in hate incidents. Hate incidents are similar to hate crimes in that the act is directed against raft based on the victims race. The difference betwixt a hate incident and a hate crime is that a hate incident is a non-criminal act. Some examples of hate incidents are passing about offensive material such as hate flyers or hate graffiti in public places.Racist actions happen all the epoch but some are more serious than others. Canada has a long history of hate-motivated violence towards racial or ethnic minorities. For example, back in 1907 in Vancouver, a mob of whites attacked the Chinese and Japanese communities, causing damage to stores and several fatalities. In the 1970s, thither was a series of subway attacks against members of the South Asian community. (Margaret Cannon, 1995)A friendly ProblemA condition becomes a social problem when some people in a society agree that the condition exists, threatening the flavour of life for certain people and their about cherished values. When they also agree that something should be done to remedy it (Ormond McKague, 1991). Racism fits under all these aspects. Racism threatens the timberland of the victims life. Day after day, people who are different experience insults, exclusion or even physical attacks. Racism also attacks some peoples religious values and beliefs. Forexample, prejudice towards Jews. Furthermore, people do agree that something should be done to prevent and put an end to racism. Many programs have been started in foretastes of accomplishing both these goals. Also, we live in a democratic society where we believe in equality of all but racism is proof that we do not live by that ideal.WidespreadAccording to a new-fashioned United Nations report, racism and racial discrimination are on the rise world-wide, especially against immigrants. A document was presented to the UN Human Rights Commission, indicating that racist ideologies are sp read world-wide through the most modern technologies, especially via the internet (Daily Online, 1996) There has been an increase in web sites used to provoke hatred against Arabs, blacks and particularly Jews. Racism is on the rise due to many different factors. For example, it is the direct consequence of the electoral success of jingoistic and extreme right parties in a number of countries. Today there are about 22 million refugees almost the world who were crushd to abdicate their homes because of nationalistic wars (Margaret Cannon, 1995) There has also been a significant rise in racism fol clinical depressioning September 11th. People everywhere, American or Canadian bunk to identify any Arab and Muslim with terrorists. Even the US media take part in spreading a negative image of Arabs.Even in the most developed countries, racial oppression continues. In the USA, the wealthiest capitalist untaught, African Americans continue to face severe racial oppression. In Australia the indigenous population suffers Third World living conditions and gross racial discrimination.Who is affected?Obviously, people who belong to minority groups, such as black people. They can be affected directly if they are victims of hate crimes. They can also be affected directly but in more subtle ways. For example, a white taxi driver might not pick up a black person. (Clayton E Tuker-Ladde, 2000) Teens can also be affected. Black teenagers are more likely to drop out of schoolbecause they worry about completing their education and not finding jobs. They also tend to do poorly in school due to low self-esteem and the negative attitudes of t each(prenominal)ers towards black students. (Margaret Cannon, 1995) They can also be affected indirectly. Children might be growing up in poverty due to their elevates experience with racism. Some people might not get the same opportunities in life due to their ancestors experience with racism. new(prenominal) people can also be affected indirectly by racism. For example, children might feel pressured not to be friends with a black child if others around them are racist. Nowadays, white people also feel they are suffering from racism and they are responding by blaming affirmative action for not getting jobs.Racism can affect black people everyday in every aspect of their life. For example, if a black person needs to move they can never be sure of having the opportunity of renting or purchasing a house in an area which they can afford and in which they would want to live. They can never be sure that new neighbours in such a location will be neutral or pleasant towards them. They can hardly ever turn on the television or open to the front page of the paper and see people of their race widely and positively represented. They cannot go into any supermarket and find the foods that fit with their cultural traditions or into a hairdressers shop and find someone who can cut their hair. If they swear or dress in min-hand cl othes, people will often attribute these choices to the bad morals, the poverty or the illiteracy of their race.On the other hand, if they do healthful in a challenging situation, they are often called a credit to their race. They can be pretty sure that if they ask to talk to the person in charge, they will not be facing a person of their race. They can never be sure that if they need legal or medical help oneself their race will not incline against them. They are never sure that standards of behaviour where they work or go to school will be set by people of their race and that they will be judged on their behaviour not on their race. So in short, racism can attack them at any point in their daily life. Many researchers have also found that racism is a source of stress for Blacks that negatively impacts physical and mental well-being (James W Clarke, 1998).Emergence of the social problemThe late start of the word racism has led some to believe that the phenomenon itself must b e relatively new. But contrary to this belief, racism has been around for a very long time. Racism can be traced back to the Columbus invasion of 1492. In enounce to get the gold and silver of the native Americans, and later to use their land for the establishment of plantations to grow sugar, tobacco, and rice for commercial export to Europe, the European colonists killed enormous number of native Americans. As a result, the European plantation owners faced a shortage of labour.Some system of labour was necessary to bring workers to the new lands and to force them to work for masters. At first the land relied on the servants or serfs from the mother countries. But there was one major problem. Unless they were marked, if they ran away they could not easily be distinguished from free colonists or their masters. It became increasingly urgent to find new, more abundant and more easily identifiable sources of oblige labour.The African slave get by came to the masters rescue. Black s laves could be purchased cheaply and brought in unlimited numbers from Africa. The colour of their skins made them easily identifiable, stopping them from escaping and merging with the rest of the colonial population. The colour of their skins became the sign of servitude. This was the origin of racism. Contrary to popular belief, slavery was not motivated by racism. Racism, the view that those with non-white skins were inferior to those with white skins, was gradually elaborated to justify the particular form of slave labour. (Ormond McKague, 1991)Even though racism has always been present, it is only recently that it was recognised as a social problem. In 1960, the Canadian file of rights was written. The bill of rights says. It is hereby recognised and declared that in Canada there have existed and shall continue to exist without discrimination by reason of race, national origin, colour, religion or sex, the following human rights and fundamental freedoms, namely,(a) The right o f the individual to life, liberty, security of the person and enjoyment of property, and the right not to be deprived thereof except by due process of law(b) The right of the individual to equality before the law and the protection of the law(c) granting immunity of religion(d) Freedom of speech(e) Freedom of assembly and association and(f) Freedom of the press.Before this date, racism was very accepted and even expected in some situations (Canadian Bill Of Rights, www.laws/justice.gc.ca) The only people who saw racism as a problem were people belonging to minority groups, the people experiencing the effects of racism first hand and the rare non-racists.People have different opinions concerning racism and its history, some will say it was never a problem. What changed peoples ideologies concerning racism were different black activists who decided to speak up and let their country know they had had enough. The best example of someone who fought for equal rights till the day he died was Martin Luther King (1929-1968). later on half a century of black activism, the result we saw was the end of segregation in 1954. Another decade of protest and activism led to the Civil Rights Act of 1964. Within twenty years, the federal government began an era of affirmative action retrenchment. There has been much improvement in the lives of Black Americans yet we still see racism everyday (www.MLKonline.com).In Canada there was an anti-slavery front man that went on approximately between 1830 and 1870. The abolition of slavery also brought the racismproblem to attention. At this point people started to see that it was wrong to treat people terribly simply because of the colour of their skin.The current attitude towards racism today is unclear. It obviously still exists but people still express surprise that there is a race problem in Canada. Discrimination today might be more subtle than it was in the past, but it is present, affecting where we live and work. For example, in 1994, a study gave white and black applicants equal skills and sent them out to look for jobs and rent apartments. In almost every case, the white applicant was prone better treatment. In the same study, black males noted that no matter how professional they looked, when they walked into an elevator with a white woman, she would clutch her purse in fear. in spite of the progress in culture, science and technology, racism has been mainly responsible for the death of over 62 million human beings in the last 100 years. (http//www.crr.ca/en/Publications/ePubHome.htm)Most Canadians today consider racism a social problem even though some do think it is a problem of the past and is now rare. For example, direct victims of racism will say that it is a current problem. Blacks, Arabs, Jews, etc. They are daily victims of atrocious abuse verbal, physical and emotional. Non-racists also consider racism a problem. For this reason, many programs have been started in hopes of stopping racism. Sociologists also consider racism to be a problem because the characteristics fit under the characteristics of a social problem and social workers everywhere have also been working in hopes of preventing and ending racism.Causes of RacismMany theories have been developed concerning racism, one of them is the departure system. The conflict theory originated from Marxism and Carl Marxs beliefs. The basic principle of the conflict theory is that the natural evolution of societies is described as a series of clashes between unlike ideas and forces that at the end of each clash, a new and improved set of ideas emerges. Both Marx and this theory agree with the idea that when members of a class see themselves as individuals with onlyindividualistic needs rather than members of a group with collective needs and fate, it limits any constructive change. This can be applied to racism. (Hamlin, J. 1996)A second theory used to explain racism is the defeat-aggression theory. To understand th is theory we must first understand frustration. Frustration is a feeling of tension that occurs when our efforts to reach a goal are blocked. Frustration can lead to feelings of anger, which in turn can become feelings of aggression and belligerent behavior. This theory has been used to explain a lot of violent behavior over time. This theory explains racism as a type of relief from frustration. A scapegoat is chosen and becomes the object of aggressive behavior.This is often because one cannot take out their feelings of aggression on the person directly concerned. For example, someone who is frustrated with their job cannot express feeling of aggression towards their brag or co-workers so they redirect their frustration and act aggressively towards others. However, this cannot be an adequate explanation because it neither explains the presence of racism when there is no frustration nor does it explain why the scapegoat is chosen based on their race as opposed to perhaps gender, c lass, etc. (Yassine, A. 2001)The next theory is the theory of tyrannous-personality. The authoritarian personality is one whose personality makes the person more susceptible to racist ideologies. Adorno (1950) suggested that authoritarian parenting style created the authoritarian personality. The authoritarian style creates aggression, frustration and hatred, which is then directed towards chosen scapegoats. When this parenting style is used, The demand for goodly behavior is excessive and uncompromising.There is intolerance of behavior and things that are different. Adorno reported a direct relationship between authoritarian personality and prejudice. Other studies have shown relations between shogunate and xenophobia If prejudice and discrimination are directly related with the authoritarian personality, then authoritarianism may explain negative put-downs, oppression and racism. But on the other hand, some studiesreplicating Adornos work found no evidence to support Adorno, and in some cases they found contradictory results. (Brown, R. 1995) People with an authoritarian personality exist in large numbers in every society, and it is probably manipulation by them that give racism its strength. But once again, this does not really explain racism any more than it explains non-racism, because people with authoritarian personalities could be non-racists, and this would have the icy effect, diminishing racism.The last theory is a very simple one, and the most common one. This theory says that racism is learned. It originates from Frauds idea of being innate(p) as a blank slate. This means that every child is born neither good nor bad. Every behavior is learned from the childs parents and surroundings. This theory was examined and proven with many experiments. The most popular one being an experiment done by a third grade teacher in Riceville, Iowa. The teacher divided the class into two groups blue-eyed and brown-eyed. Each group got the same special privileges and praise on alternate days while the other group was put down and deprived in different ways. Within a few hours, they started to act negatively towards each other, starting fights and insulting the children from the group who was not favored that day. Friendships were easily forgotten and hatred started to stir up in the schoolyard. Before hand, these students had no reasons to dislike each other until they were given one. They were told by an sanction figure how they should be acting towards people with different grim eyes. They were taught to be prejudice. This study proves that humans seem much better at learning prejudices than math.A similar study was done by Sheriff. He designed a boys camp in hopes of studying group relations. The camp was apart(p) into two groups. Members from each group did everything in concert. Then, Sheriff had the groups compete against each other in various games such as tug-of-war. The friendship and group spirit within each group was evident a nd at first, there was good sportsmanship between both groups. But soon tension and animosity developed. There was name-calling, fights, and raids on the enemy cabins. After seeing these results, Sheriff tried to get the two groups together for good times. Good food, movies, etc. But nothing could bedone, the anger continued. The two groups had learned to hate each other. The groups threw food at each other, shoved, and yelled insults.Next, the camp set up several situations where the two groups had to work together to get something they wanted. There was a break in the water line that had to be fixed (or camp would be closed). The food truck broke down and it took everyones cooperation to push it. When they worked together on these serious, important tasks, they didnt fight. Friendships developed. Just as competition led to friction among equals, cooperative work led to positive feelings. This also shows that any behavior, good or bad is learned and can easily be erased by the next thing the child is taught. This brings along a serious question. When was the last time our country cooperated with other countries to help those in need? Maybe the solution to racism isnt so far away. (Tuker-Ladd, C. 2000)Social InterventionSince 1966, the United Nations has acknowledge The 21st of March as the International Day for the Elimination of racial Discrimination. In 1989, the department of Canadian Heritage launched its annual March 21st Campaign.The most important and effective solution to racism will always be education, on many different levels. Too many people are sensual when it comes to racism. This is said in the sense that many people chose feelings over rationalities. They chose to ignore facts because they prefer to simply accept what they believe is the truth. For example, some might think that colored people are not as smart as white people are. They strongly believe this is the truth and chose to ignore facts such as black people working at NASA or workin g as doctors. Obviously these people are probably smarter than the average person is, black or white. The great accomplishments done by black people is solid proof that they are as capable as anybody but some chose to ignore this clear evidence. This is why they have to be educated.A good first step is understanding history. If we can show that racism has a beginning, then the argument that racism is part of human nature does not hold much water. And if racism has a beginning, then we can argue that it can have an end. Some will also argue that racism is something that happensto people who are new in Canada. The new kid always gets teased. It is unfortunate, even cruel, but its part of life and it will go away in time, especially when somebody else newer arrives. The only response to this can be to take a look at the native people and how they are treated. The first People to inhabit this continent yet history shows that they were, and continue to be treated with discrimination. (Mc Caskell, T. 1994)Education is also important because only when we to the full understand the conditions that promote the development of racist ideas and practices will we be able to make sure they do not happen again.All of us must also acknowledge our personal racism, our misperceptions, suspicions and hang-ups about people different from ourselves. We must avoid the temptation of anger and prejudice, even if others have wrongfully hurt us. No matter how difficult and painful it might be, no matter how unworthy of trust we might think other groups are, we must try to find our common ground and begin dialogue to heal our community and our nationEffective racist campaigns must oppose the actual racist policies being carried out in society, such as the denial of land rights to Aborigines, racist law enforcement, discrimination in employment, attacks on the rights of refugees and immigration cuts.Laws and policiesToday we have laws made in the hope of eliminating racism but we have to remember that not so long ago, laws were made to promote racism. For example, in Chicago in the 1940s, African-Americans were not allowed to eat in restaurants with whites but were forced to go to the back door to place their order and then take the food home to eat. Also, in Montgomery in the 1930s, African-Americans were forced to sit at the back of the bus or drink in separately marked water fountains than whites.Some of he present laws include the Canadian Bill of Rights, stating laws concerning all types of discrimination (as mentioned in Part I). It is alsoa criminal offence under the Public Order Act 1986 to use threatening, shameful or insulting language or behavior in order to stir up racial hatred.Preventing RacismRacism can be prevented on a macro level like worldwide or through a country. It can also be dealt with on a micro level such as in school or in the work place. On a macro level policies can be made in order to prevent people from treating minority groups in a discriminating way. A good example of this was affirmative action. This encouraged employers to hire people of color. The media is a very powerful way of getting messages to many people at once and different types of media can have a very positive influence. It can deliver anti-racism messages to many different generations. The media is very convincing. It can also use this ability to convince people in a positive way.On a micro level some of the things that we can do to prevent racism fall directly on parenting. Parents in our society have the primary right to teach their children social skills. In our society, over 65% of mothers with children under the age of 5 are working outside the home. These mothers are so busy with work they are forgetting to teach their children right from wrong. (Tyler, D. 1999) Racism programs can also take place in schools, both elementary and secondary. Companies can also have a program in order to help prevent racism in the work place. It is never to o late, it is as important to educate children as it is adults. (Cannon, M. 1995) Everybody can make a difference no matter how old. Another Micro level suggestion would be to accept people on all levels. For example, during the recent Olympic games in Salt Lake City, not a single new channel had a black woman anchor person. (Tyler, D. 1999)Bibliography Part IIBooksCannon, Margaret. The lightless Empire Racism in CanadaRandom House of Canada Limited, 1995. TorontoHurley, Jennifer A. Racism (Current Controversies)Greenhaven Press, 1998. San DiegoMcKague, Ormond. Racism in CanadaFifth House Publishers, 1991. SaskatchewanMcCaskell, Tim. A History of Race/ismToronto scorecard of Education, 1994Internetwww.immi/yassine.htmCauses of Racism, 2001By Abdel-Qadar YassineAlleydog.comPsychology Glossary, 1999Query Frustration-AggressionConflict Theory Sociological Theories of DevianceHamlin, John. 1996Carl Marx and the Conflict TheoryBy Jennifer A. JohnsonThe Blank Slate The Modern defense r eaction of Human NatureBy Steven Pinker, 2002Disliking others Without Valid Reasons PrejudiceCalyton E tuker-Ladde, 2000Understanding prejudice, racism, and social conflict.Brown, R. 1995

Opening Statement State V Micahel Miller

Ladies and Gentleman of the jury, here we have a malicious crime towards humanity. Here we have the Shirley Thompson accusing Michael milling machine of aggravated sexual assault, also holding her at knife point. Shirley Thompson was walking fellowship on the early morning of January 9th. As she is on her way home from a tiring day from work she is viscously attacked by this molester also known as Michael Miller. Thompson works a 7pm-3am shift and on this shift she is the only work working.From working this shift she felt sick and asked permission to end her shift at 11 pm. She decided not to contact he husband to ordain him she was on her way home because Thompson only lives a six block distance from the tasty good restaurant where she is employed. My client has only worked there for 5 months she meets people that come in and out of that place every day. THAT MAN right their Michael Miller attacked my client on that night of Jan 9th, He will dictate you that they had met in time s before. Miller and Thompson had an agreement to meet each other.In actuality she had never seen this man before in her life. Mr Miller is employed at Eddies service station. Mr. Miller has been through the legal system in times before he has been charged with burglary and pleaded guilty and was let go on 5 yrs probation. We have all the evidence needed to prove that Miller is indeed guilty of this crime towards this hard working lady. Not only do we Ms Thompsons Chilling description of the crime and question we also have the reporting officers testimony stating the fact in which he found Ms.Thompson after her encounter with this molester. besides in our hands are the physicians medical report that reveals that presence of sperm inside of my client. The Thompson family have been deeply scared by this heinous act. This man should be charged with Rape in the 1st degree, barbarous possession of a weapon in the 4th degree and kidnapping in the 4th degree. He should kept out of societ y its obvious he cant socialize without attack. He has shown attendance for crime in his past, that same criminal instinct has rise once again

American History X

In the scene where Dr. Sweeney visited Derek in prison to update him of Dannys regression in school, it signified that despite their contradicting racial root both still agreed to forward a common cause which is to secure a better future for Danny. Meanwhile, in the opening scene of the movie, Danny and Dr. Sweeney where having a confrontation about Dannys racist paper. This particular scene showed that Dr. Sweeney who is perceived by Danny as an enemy because of his color and position as an authority figure arse initiate change to a person who is closed-minded.Though Danny and Derek have the same genes and grew up in the same environment, both characters have developed contrasting point of views at the latter part of the movie. This illustrated that personal convictions and mind-set can be altered once a person is exposed to a new condition or situation. As for the symbolic interaction between Derek and Murray, similarities in race does not guarantee a harmonious relationship. Dere ks animosity with Murray is not rooted on discrimination but it was based on his desire to protect his family and preserve his fathers image.2. How would differential association explain the progression from conformity to deviance for (A) Derek (B) Danny. Prior to the tragic d buryh of their father, Derek and Danny were normal in the sense that they did not have any erroneous feelings towards other people. This incident was exploited by a supremacist who preached about the domination of the light race. Because Derek and Danny would mostly hang out with other people who have the same ideals as a supremacist, they changed their ideology and lifestyle dramatically.The modification in their behavior from macrocosm carefree to being a racist and selective have pushed them to commit racial crimes like thrashing a convenient store of a abroad immigrant and mercilessly killing a black man. Derek from being a typical suburban boy became a leader of a racist group. As for Danny, he acqui red his dislike for minority groups from his brother. He looked up at Derek like he was his father. Since Danny idolized his brother, he imitated all his actions and beliefs regardless of whether it is right or wrong. 3. What was communicated from Derek to Danny?Derek greatly influenced his brother. When he tried to change the world by degrading other people, Danny supported him. But when Derek tried to undo what he had done to his brother, Danny was hesitant. However, at the end of the movie, Danny make a conclusion through his paper that differences should not impose conflict because in the end people are all the same and the idea of coexist harmoniously is not far fetched because every human being has his/her innate good nature. 4. Derek is progressing out of deviance while Danny is becoming abnormal.Why? (Use differential association to explain) accord to Edwin Sutherland, a criminologist, deviance is manifested when a person sees a specific situation as a suitable opportunit y to break the law or formulaic beliefs. More so, through a persons personal historical accounts based on previous associations with other people, a situation is defined (cited in Florida State University, 2008, differential Association Theory). In the movie, Derek changed from being a racist to an open-minded person because of his experiences in jail.His preconceived notions about supremacist ideals were not upheld inside the dog eat dog world of the penal system. In his dismay, he fostered a close relationship with a black man and realized that the color of the skin of a person does not dictate ones capabilities and traits. Since Dereks awakening, he changed his attitude and focused more on eminent issues such as the reconstruction of his broken family. When Dereks was having an enlightenment, Danny was immersing himself to a deviant life.This was made possible because Dannys life revolved around an exclusive group whose ideals were centered on racism. His knowledge of what is r ight or wrong and good or bad were based on the activities that happened within his group. Since most of his friends saw every situation as a chance to violate laws and the norms, they committed several crimes. By mere association, Danny is engulfed in the deviant system of his group. References Differential Association Theory. 2008. Florida State University. 19 March 2008 .