Internet Tools at Dirt Bikes Essay

Communication is an indispensable part of any organization. It is required to keep up with their business (suppliers), employees (internally) and clients (externally). With every day new innovations in technology, internet is the no more a new concept. Another term associated with internet is networking. The companies big or small realize the fact that adapting the latest technology will take their business to new heights or else they will be left far too behind in the race. Hence it would not be incorrect to say that Internet has changed the way business used to run. It has raised the business to international heights. Internet is used on a global scale and provides a universal platform. Similarly building new services, strategies with in the organization is made possible through intranet. It is a medium of providing connectivity with the different department of the organization in the same office. On similar notes Dirt Bike management decided to look for new tools and technology that will best suite their company to make the communication process more effective and efficient. Introduction Dirt Bikes is a small manufacturing company of off-road bikes of its own brand. It is a privately owned company, and has its headquarters in Carbondale, Colorado. It has a staff strength of around 150-200 employees. The company maintains a website. The company has provided the internet access to its employees. To make the internal communication process across the departments more efficient some more tools and technologies needs to be implemented like E-mail, Video-conferencing, messengers. However, some other upcoming tools and technologies are: Mobile Networking Technology covering (3G), Wireless access and Radio/satellite signals Importance of Intranet The concept of intranet is evolving. This internal communication tool can be developed in such a way that integrates employees from all departments. They would be able to view permissible details of each other’s department along with the feature of internal chat, mail and files transfer. The employees will be provided individual login id and password keeping the system secure and traceable. Maintaining employees personal details will greatly help Human Resource department to track and keep updated information for any individual. The employees can check their details available on the network and can report for any changes whenever required. Contact information, attendance, leave balance are few of the named details that can be made available. The Manufacturing and Production department can discuss and forward the design related issues and updates through mail or common chat. The sales and Marketing team can maintain a database for archive with the details of previous sales records and a comparison with the present trends. They can track the sales projections and balance the act of supply and demand more efficiently. Implementation of intranet requires a client /server architecture connected in LAN. Additional Tools Certain departments like the accounts department that holds vital data related to the company and the employees and the manufacturing departments that works on upcoming designs of new model can make use of VPN (Virtual Private Network) that provides a secure and encrypted form of communication with in the public network. It is a cost effective way that provides the combined feature of Voice as well as data networks. The drawback of the system is that may slow down the process during high internet congestion. Another cost effective way of communication is through Wireless access with the help of smart phones and Bluetooth. The wireless access will cover the entire network of the company. Bluetooth can be within a particular department allowing access to printer, computer, phones all at the same time. It will be a low power option having a range of 10 meter. It reduces the confusing and messy cables and at times works without user intervention. The smart phones or the 3G phones technology will the employees outside the organization like the delivery and shipment department. Nearly all employees will feel benefited with the implementation of the above tools. It will definitely increase efficiency helping them to concentrate on the work. And overall the company will benefit too. Wireless Access Wireless technology offers a very flexible approach to stay in touch over the network internally with employees and externally with customers and suppliers. Bluetooth allows accessing internet while connecting to nearly 8 more devices at the same time in 10 meter range.

Negative Human Resource Practice: Telecommunication in Bangladesh

Letter of Transmittal March 25, 2012 Tarana Aziza Khan Lecturer (BBA Department) Northern University Bangladesh Subject: Submission of a report – â€Å"Negative HR Practice in Telecommunication Sectors of Bangladesh†. Dear Madame, Here is an assignment on – â€Å"Negative HR Practice in Telecommunication Sectors of Bangladesh†. This assignment was assigned to us for the purpose of finding the negative practices in human resource of telecommunication sectors. This report concentrates on the telecommunication sector in Bangladesh’s Perspectives.We tried to gather a collection of information to make our report specific. Through, the procedure of preparing the report we developed a clear understanding of total scenario of the negative practices in HR, of telecommunication sectors in Bangladesh. We tried our level best to make this report as reflective as possible. We appreciate to provide any information or classification if necessary. This assignment w as a great learning experience in present organizational environment. Each aspect is considered and studied as required and as per direction of our course instructor.We would like to thank for assigning us such a responsibility and helping us on different aspects of the assignment. Yours Sincerely, Ariful AlamBBA26090370004Section: 8A| Kamrul HasanBBA26090370025Section: 8A| | | Ariful MalekBBA26090370023Section: 8A| | | Anisha FahrinBBA26090370009Section: 8A| Shipra BhattacharjeeBBA26090370008Section: 8A| Table of contents Sl. No. | Contents| Page no. | 1. | Acknowledgement| 04| 2. | Abstract| 05| 3. | Introduction| 06| 4. | About Grameenphone| 07| 5. | About Banglalink| 08| 6. Graphical and statistical analysis (question by question)| 09-28| 7. | Review of the HR situation and recommendation| 29-30| 8. | Comments| 31| 9. | Conclusion| 32| 10. | Appendix| 33| Acknowledgement The submission of this report of â€Å"Negative HR Practice in Telecommunication Sector of Bangladesh† is a great opportunity for us. The success of this assignment depends on the contributions of number of people especially who have shared their thoughtful guidance, contribution, suggestions and experience to improve this report.This assignment has created a great deal of interest in us. We must thank a few people who help and encouraged us to grow our interest. First of all we would like to thank our honorable course instructor Tarana Aziza Khan for her proper guidance and care. Without her guidance and suggestions we couldn’t have completed this assignment properly. She has instructed us how to prepare a report correctly. Also thanks to Grameenphone and Banglalink Telecom for being patient enough to co-operate with us and completing out the surveys successfully.We obviously would like to give a special thanks to the Almighty for giving us such patience and power for completing this assignment smoothly. Lastly we can say that, we have enjoyed in preparing this assignment an d presented it for kind judgment. Abstract Purpose of this assignment is to analysis the HR situation in telecommunication companies of Bangladesh, from the Survey done with Grameenphone Ltd. , and Banglalink Telecom Ltd. We made human resource questionnaires and got Grameenphone and Banglalink employees to fill them up, and analyzed the statistic with graphs and textually.Because it’s impossible for us to survey all 3500 employees (summing up total employees of Banglalink and Grameenphone), we surveyed 33 employees from both the companies combined. Introduction Our project paper is all about â€Å"Negative Human Resource Practice in Telecommunication Sectors of Bangladesh†. For a long period, Grameenphone and Banglalink are ruling the Bangladeshi telecommunication market. Because, there was a great deal of opportunity is gradually increasing. For all the competitions upcoming there is a great negative impact on this sector.Thus, there are a lot of challenges and oppor tunities today for managers to use HR management. In our project paper we have analyzed the survey reports and statistics, and reviewed them comparatively with the negative HR practices. All the data are collected from the companies, meeting the employees face to face or over personal linkage and the primary data are collected from the interviewed survey. Our sample size is 33 individuals (both male, female entry/mid level worker and managers). We designed our questioner in a contemporary way.Almost 90% primary data has collected from the face to face interview with the respondent. Only a 10% data has been collected through the internet. Before Grameenphone’s inception, the phone was for a selected urbanized few. The cell phone was a luxury: a flouting accessory for the select elite. The mass could not contemplate mobile telephony as being part of their lives. Grameenphone started its journey with the Village Phone program: a pioneering initiative to empower rural women of Ba ngladesh. The name Grameenphone translates to â€Å"Rural phone†.Starting its operations on March 26, 1997, the Independence Day of Bangladesh, Grameenphone has come a long way. Grameenphone pioneered the then breakthrough initiative of mobile to mobile telephony and became the first and only operator to cover 98% of the country’s people with network Since its inception Grameenphone has built the largest cellular network in the country with over 13,000 base stations in more than 7000 locations. Presently, nearly 99 percent of the country's population is within the coverage area of the Grameenphone network.Grameenphone has always been a pioneer in introducing new products and services in the local market. GP was the first company to introduce GSM technology in Bangladesh when it launched its services in March 1997. Grameenphone was also the first operator to introduce the pre-paid service in September 1999. It established the first 24-hour Call Center, introduced value- added services such as VMS, SMS, fax and data transmission services, international roaming service, WAP, SMS-based push-pull services, EDGE, personal ring back tone and many other products and services.The entire Grameenphone network is also EDGE/GPRS enabled, allowing access to high-speed Internet and data services from anywhere within the coverage area. There are currently nearly 2. 6 million EDGE/GPRS users in the Grameenphone network. Today, Grameenphone is the leading telecommunications service provider in Bangladesh with more than 36 million subscribers as of December 2011. Orascom Telecom Bangladesh Limited (â€Å"Banglalink†) is fully owned by Orascom Telecom Holding S. A.E, Egypt, (â€Å"OTH†); the ultimate parent company of the group is Vimpelcom, the 6th largest mobile phone operator in the world. Banglalink was acquired by OTH in 2004, and after a complete overhaul and the deployment of a new GSM Network, its telecommunication services were re-launched unde r the brand name Banglalink. When Banglalink began operations in Bangladesh in February 2005, its impact was felt immediately: overnight mobile telephony became an affordable option for customers across a wide range of market segments.Banglalink’s success was based on a simple mission: â€Å"bringing mobile telephony to the masses† which was the cornerstone of its strategy. Banglalink changed the mobile phone status from luxury to a necessity and brought mobile telephone to the general people of Bangladesh and made a place in their hearts. The mobile phone has become the symbol for the positive change in Bangladesh. This positive change that is quite correctly attributed to Banglalink has become the corporate positioning of Banglalink and is translated in their slogan â€Å"making a difference† or â€Å"din bodol†. Making a difference† not only in the telecom industry, but also through its products and services, to the lives of its customers. This c orporate stance of â€Å"making a difference† has been reflected in everything Banglalink does. Banglalink attained 1 million subscribers by December 2005 and 3 million subscribers in October 2006. In less than two years which is by December 2007, Banglalink overtook Aktel to become the second largest operator in Bangladesh with more than 7. 1 million customers. Banglalink currently has 20. 05million subscribers as of April 2011, representing a market share of 27. 3%. Growth over the last years have been fuelled with innovative products and services targeting different market segments, aggressive improvement of network quality and dedicated customer care, creating an extensive distribution network across the country, and establishing a strong brand that emotionally connected customers with Banglalink. Graphical Analysis Options| Tally| Count| Stressed| IIII III| 8| Relaxed| IIII IIII III| 13| Okay| IIII IIII II| 12| Analytical Synopsis: In the question of how the employees ar e feeling, you can see most of them selected either they are relaxed or okay. 0% + 36% = 76% having the positive respond, we can infer that the work in telecommunication sector isn’t that much stressful, while about 24% of the employees are stressed on a daily basis. Options| Tally| Count| Work| IIII IIII| 10| Personal| IIII IIII| 9| Others| IIII IIII IIII| 14| Analytical Synopsis: In the question of how the employees’ stress level rises, you can see them selecting every option almost equally. However, the stress level rising from their professional life is only 30% from the sample of employees surveyed.Which leads the other 43% + 27% = 70% having the positive respond about their work, we can again infer that the work in telecommunication sector isn’t stressful to the majority. Options| Tally| Count| There is| IIII IIII IIII IIII IIII IIII III| 33| There isn’t| | 0| Somewhat| | 0| Analytical Synopsis: In the question of if there is enough employees for ev ery work in their respective organizations, we can see that there is flawless victory in telecommunication sector for the recruitment count, having recruited enough employee for all the works they would need to be done.A hundred percent of the people that we surveyed have said they are being totally supported by their organizations by distributing their works properly among employees. Options| Tally| Count| Excellent| IIII IIII II| 12| Average| IIII IIII IIII I| 16| Flawed| III| 3| There isn’t any| II| 2| Analytical Synopsis: In the respondents’ feedbacks, majority (49%) of them having selected the communication among all the employees are average; and the 36% of them has rated the communication as excellent, while rest of the minority have rated the communication system of the organization in a negative way.Thus, we can infer from the majority having rated the communication system positively, it’s spot on. The minority probably have lack of interpersonal commun ication skills, causing them not to be able to interact or fit in with others. Options| Tally| Count| Yes| IIII IIII IIII IIII IIII III| 28| No| IIII| 5| Analytical Synopsis: In the question of how the organizations are supporting the employees with the technological support, we can see that there is dominant victory in telecommunication sector for the tech support, being based on full on digital works.About 85 percent of the people that we surveyed have said they are being totally supported technologically by their organizations. The other 15% are likely to be generally frustrated, and blaming it on the organization. Options| Tally| Count| Really high| IIII IIII I| 11| Fair| IIII IIII IIII| 14| No pressure| IIII III| 8| Analytical Synopsis: In the question of how the organizations are pressuring them to reach their monthly target or goal, majority of them have responded with the answer â€Å"Fair†, which means they are satisfied with the amount of pressure given by their res pective organization.However, having a close win over the second highest selection â€Å"Really high† rate of pressure could either be good or a bad thing. It might be good because the organizations are working to make their employee more, generating more productivity out of them. On the opposite end, another close call for â€Å"No pressure† at all is also a win-lose situation. Win, because the employees will be relaxed, and less fatigued, but at the same time, the hard working employees will get de-motivated as their better works aren’t being appraised as good as they deserve.Options| Tally| Count| Yes| IIII| 5| No| IIII IIII IIII I| 16| Unsure| IIII IIII II| 12| Analytical Synopsis: This question basically determines how much the employees know about authority’s way of thinking about the human resource policy. About 36 percent of the employees are not confident about authority’s mindset about human resource, whereas the rest 64 percent have conf idently answered the question with direct yes and no, having the majority in â€Å"yes†, we’ll take it that authority is quite confident about their HR policy being flawless.Options| Tally| Count| Fair| IIII IIII III| 13| Average| IIII IIII IIII II| 17| Flawed| III| 3| Analytical Synopsis: The majority of the employees (52 percent) have responded to it saying that they think the HR Policy is average, and another 39 percent have responded saying it is fair, both on positive account. So they’re most likely happy with the policy the way it is. The rest of the employees think the HR policy is flawed, but for their minority, it’s not a big deal. Options| Tally| Count| No, there isn’t| IIII IIII II| 12| There is| IIII I| 6|Unsure| IIII IIII IIII| 15| Analytical Synopsis: As about 46 percent of the surveyed employees have said there was no biasness in the selection process, 18 percent has confidently said that is biasness in the selection process, and res t 36 percent are unsure of it. There’s a chance for biasness if there’s more people in the critical zone (who think there’s biasness and people who are unsure), than people that are saying there isn’t any biasness. Options| Tally| Count| There is| IIII IIII IIII III| 18| There isn’t| IIII| 5| Somewhat| IIII IIII| 10|Analytical Synopsis: Majority of the surveyed people have let it be known that there’s equity among employees, as far as necessary at least. Although, 15 percent of the employees would beg to differ saying there isn’t any equity among employees. Considering minority level on the negative respondents, it’s probable that the minority could be wrong in some extent. Options| Tally| Count| Excellent| IIII IIII IIII| 14| Average| IIII IIII III| 13| Flawed| I| 1| There isn’t any| IIII| 5| Analytical Synopsis: Training is an important process for development of an employee.So we decided to ask them their opinion abou t the effectiveness of the training process that they had gone through. Majority have responded positively saying the training is Excellent (43%), or Average (39%), and about 15 percent haven’t gone through training yet, and the rest about 3 percent, they think that the training system might be flawed. Options| Tally| Count| Majorly| IIII IIII IIII| 15| Somewhat| IIII IIII| 9| Indifferent| IIII IIII| 9| Analytical Synopsis: This question basically determines how many employees are satisfied with their performance appraisal method.About half the employees of the organizations are happy with their performance appraisal method, and the other half feels the need of better improvising. Options| Tally| Count| Fair| IIII IIII IIII IIII | 20| Biased| IIII II| 7| Flawed| III| 3| Unsure| III| 3| Analytical Synopsis: Just as the selection method question, in this question we have tried to get their opinion about how good their promotion strategy is. 61 percent of them have answered posi tively, 9 percent were unsure, another 9 percent think the method is flawed and needs change, and about 21 percent thinks there’s definitely some biasness corrupting the process.So we can infer, there might actually be some biasness in the promotion strategy, which may not be too widespread though. Options| Tally| Count| Over the top| IIII II| 7| Pretty much| IIII IIII IIII| 14| Indifferent| IIII III| 8| It’s not| IIII| 4| Analytical Synopsis: This question determines the employees’ satisfaction level with their compensation, benefits and their switching tendency. According to the statistics data and results we can infer that around 43 percent of people are happy with their compensations and benefits and another 21 percent are more than happy with their compensations as they hink they’re getting treated better than any company would treat them. Out of the rest, there’s another 24 percent who feel the need to be treated better and are kind of in a c onfused state, where the last 12 percent wouldn’t miss a chance to switch to some other organization because they are really unhappy with their compensations. Options| Tally| Count| No| IIII III| 8| Reasonable| IIII IIII I| 11| Extreme| IIII I| 6| Unsure| IIII III | 8| Analytical Synopsis: The majority (34%) of respondents have said the favoritism tendency among same level employees is in a reasonable extent, while 24% have said there was no favoritism tendency.Also, another 24% is unsure about the idea of favoritism in their respective organizations, whereas 18 percent of surveyed people have said there to be an extreme level of favoritism tendency, which could just be some hoax. Options| Tally| Count| Great| IIII IIII I| 11| Average| IIII IIII III| 13| Indifferent| III| 3| Not much| IIII I| 6| Analytical Synopsis: Most of the surveyed respondents (33+40=73%) have replied in positive way saying there’s great / average opportunity to learn or grow in their organization s, whereas the other 27 percent would like to disagree saying there may not be as much opportunity out there for them.It could be that those employees are just bored at work because of having to do the same kind of work over and over again. Options| Tally| Count| Over the top| IIII | 5| Pretty much| IIII IIII IIII IIII II| 22| Indifferent| IIII | 5| It doesn’t| I| 1| Analytical Synopsis: Majority (67+15=82%) having responded in a positive way, arranges this scenario that the job is completely secured up to their expectation, even 15% among them thinks that it’s even better than their expectation. Another 15 percent of people think that their job security could be better, and are not really much impressed with their job security.Rest 3 percent responded plain negatively. Options| Tally| Count| Over the top| IIII IIII IIII I| 16| Pretty much| IIII IIII IIII| 15| It’s not| II| 2| Analytical Synopsis: From the statistic, we can tell the HR Departments of Telecommuni cation sector doesn’t hold back employees from having the chance to relax and let the stress wear off as, 49+45 = 94 percent of statistical population have responded positively, while 6 percent of the employees are probably for some reason left out, maybe for some biasness or whatsoever. Options| Tally| Count| Always| IIII IIII IIII II| 17| Sometimes| IIII IIII| 10|Rarely| IIII I| 6| Not at all| | 0| Analytical Synopsis: Since there’s 0 percent rate of â€Å"not at all† being reached out to when necessary, there is definitely a lot of support from the authority to their subordinates there, and there’s only 18% of employees have said the authority hears them out, it could possibly be for the reason of too much stuff on going for them, having to plan and implement bigger things. Majority being 52 percent, always having good communication with the authority and 30 percent only reaches them when they have issues in their hands. Options| Tally| Count|People th at added extra comments| IIII IIII I| 11| People that didn’t add extra comments| IIII IIII IIII IIII II| 22| Analytical Synopsis: As one third of the statistical population made comments, mostly positive and a few about problems and suggestions, we might infer that the one third of the population are intellectual, and the majority two third of the statistical population not saying anything to the comment, could either mean that they’re most the time dedicated to their work, or the organization’s HR Policy isn’t giving them enough freedom to speak out, for which reason they are too timid to speak out.Review of the report and recommendations From the above graphical and statistical analysis, we can get a rough picture of the human resource practices in those telecommunication related organizations. The dimensional analysis puts up the following picture up in my mind. Employees are more relaxed than stressed every day, and the source of the stress is hardly work life, which is a success for HR department. Even with that, HR department may take a lot of stress reducing procedures to help ease the stress level and keep the employees keen on their work.The organizations also have good recruitment system, gathering enough skilled recruits to cover all the work as per organizational needs. There might be a little biasness in the selection process and promotion strategy, but it isn’t as bad as in other sectors, as it’s not affecting other employees’ mindset, also because even the worst recruit is skilled there. There’s also enough technical support because the organization wants their employees not to face any kind of frustration not being supported by any way.Authority is very confident about the HR policy being decent, while most of the employees are even aware of it. There’s good employee-to-employee, employee-to-authority, authority-to-employee communication, and most of them have strong interpersonal r elationship, and even the acquaintances are friendly there, having affect on the motivation level, uprising it by a sky high level. There’s pretty much a good level on equity among the employees, there could be exception in some cases but still the rate would be very low.The organization sometimes might push the employee too much to achieve their monthly targets, but most the time the pressure level is reasonable for saying. The training process is quite good and effective but a few employees aren’t taken on any training program, whereas the employees are somewhat happy with their performance appraisal method. The compensation received is pretty much more than good for the employees, even with this highly priced lifestyle in Dhaka.Favoritism tendency is also in reasonable extent, which is not a big problem as all of them are getting the same chance to learn and grow from working in the organization. The employees are very happy with their job security also. Human Resou rce Department might be too tight on them sometimes when they’re speaking out, for that they fear to speak out about the organization most the times. I think the HR department and the organization could use some improvement to make the employee satisfaction level even higher to make the most out of them. Recruits shouldn’t be selected at all in bias conditions. * Promotion strategy needs improvising. * Hear out the employees more often. * Arrange more training for employees to make sure none’s left out. * Increase the compensation of underrated employees. * Less pressure on employees, as pressure might cause stress, which isn’t good. * Appraise performance in more ways. * Take more steps to reduce stress. * Let not the employees fear you, causing them to sit shut still. * Allow employees to speak out. I would rate the telecommunication sector as followings:HR Policy| | Recruitment Policy| | Selection Process| | Communication| | Chance to grow and lear n| | Compensation and benefit| | Job Security| | Freedom| | Support| | Overall| | Comment From the data, we can say that most of the employees are pretty much satisfied with their HR policies and they are happy to work with the organization in both Grameenphone and Banglalink. Yes, they would need some improvement, but who doesn’t? There’s always room for improvement no matter how good you are.In other words, the telecommunication sector has one of the best human resource management system comparative to other sectors of Bangladesh. Conclusion In the end, we can say that negative practice in HR in telecommunication is in very low rate, keeping their employees satisfied with adequate compensation and facilities that they expect. If this situation keeps up, we expect the best for the telecommunication business in the future. Appendix * Grameenphone Ltd. * Banglalink Telecom Ltd. * The Internet * Personal References

Essay about Butler Lumber Case Study Solution - 644 Words

Butler Lumber Case Study Solution Options: The Butler Lumber Company (BLC) could obtain from Suburban National Bank maximum loan of $250,000 in which his property would be used to secure the loan. Northrop National Bank is considering BLC a line of credit (LOC) of up to $465,000. BLC would have to sever ties with Suburban National if they were to have this LOC extended to them. | 1988 | 1989 | 1990 | 1991Q1 | EBITDA coverage (times) | 2.5 | 2.26 | 2.15 | 2.1 | Debt Equity Ratio | 0.55 | 0.59 | 0.63 | 0.67 | Current ratio | 1.80 | 1.59 | 1.45 | 1.61 | Quick ratio | 1.37 | 1.09 | 0.67 | 0.54 | Return on sales (margin) | 1.8% | 1.7% | 1.6% | 1.7% | Return on assets | 5.2% | 4.6% | 4.7% | 4.9% | Return on equity |†¦show more content†¦I came up with $3.2m by taking the 1st quarter revenue of $718,000 which is historically approximately 22.5% of the yearly revenue. Assuming this holds true again in 1991, the annual revenue in 1991 will be around $3.2m. This is a 19% year over year increase in revenue for BLC, which is in line with their year over year growth in 1989, and less than the 34% in the best year, 1990. The margins are not great for this industry, and BLC is no exception. Even with the excellent year over year growth in revenues for this company, BLC is on pace for another dismal year of net income in the high $40k. The net income for this company has been constant; $31k in 1988, $34k in 1989, $44k in 1990, and an estimated $49k in 1991. Net income of this size should not warrant extending a line of credit to this company. As the banker, I would not grant a LOC or any other type of loan this size. 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The Role of African American Women in the Civil Rights...

The African American Civil Rights Movement was a series of protests in the United States South from approximately 1955 through 1968. The overall goal of the Civil Rights Movement was to achieve racial equality before the law. Protest tactics were, overall, acts of civil disobedience. Rarely were they ever intended to be violent. From sit-ins to boycotts to marches, the activists involved in the Civil Rights Movement were vigilant and dedicated to the cause without being aggressive. While African-American men seemed to be the leaders in this epic movement, African-American women played a huge role behind the scenes and in the protests. When discussing the American Civil Rights Movement, the names that seem to come up are those of†¦show more content†¦However, unlike many protest leaders, Clark’s most influential work was done behind the scenes. Septima Poinsette Clark was an educator first and foremost. She got a job teaching as soon as she graduated from high school a nd taught children during the day and illiterate adults at night. She first got involved in political activism when she began campaigning for equal salaries for teachers regardless of their race. She also joined the National Association for the Advancement of Colored People (NAACP), which eventually cost Clark her job. Because she was unable to find work, she was forced to move to Monteagle, Tennessee where she worked as a teacher at Highlander Folk School. This is where Septima Clark would make her mark on history. She began by teaching â€Å"literacy cources† where she would teach uneducated adults simple things like how to fill out a voter registration card or a driver’s license forms. Clark saw a need for this type of education and realized that this was the key to the advancement of the African American people. It was through these ideas that Septima Clark eventually developed the idea for â€Å"Citizenship Schools†. These were schools that taught adults how to read and eventually gain citizenship through education. The citizenship schools are what Septima Clark is most famous for, and for good reason. They not only increased literacy and education, theyShow MoreRelatedAfrican American Women During The Civil Rights Era942 Words   |  4 PagesThe Civil Rights Era, which took place during the years of 1955 till 1968, was indeed the movement that gave African Americans the push to achieve their first major accomplishments of the decade. The Civil Rights Movements goals were to break down the walls of legal segregation in public places, achieve equality and justice for African Americans, and to help make African Americans become more self-conscious when standing for all their interest. This movement not only benefited men, but it also benefitedRead MoreThe Memos On Women During The Civ il Rights Movement Essay1554 Words   |  7 Pagesboth races. Two Memos on Women Women learned from their involvement with the civil rights movement to â€Å"think radically about the personal worth and abilities of people whose role in society had gone unchallenged before.† These thoughts, naturally, became part of how women began to place themselves within the civil rights movement and to truly start to think about what being a woman in a civil rights organization, like SNCC meant. In a way SNCC acted similarly to the radical abolitionists of theRead MoreThe During The 19th Century902 Words   |  4 Pagesthe lives of women and blacks completely. It was an age where the impact of the industrial revolution caused a sharp differentiation between the gender roles, especially of the upper and middle classes. In 19th century, appeared the events such as African American Civil Rights Movement, Civil War, and The Women’s Rights Movement had put women and blacks’ role to a new level. During the Civil War, women stepped out of their domestic doma ins to support the soldiers. In the meantime, African slaves hadRead MoreThe War On The Home Front1112 Words   |  5 Pagesfront. Those two events were WWII and the Cold War. Civil rights, the cultural norms, and society at large, had changed greatly during a short amount of time due to these events. The United States was fight a war on two fronts, both at home and overseas. The wars overseas had great influence and impact on the successes that would come over time on the home front. Without these wars and times of trials and tribulations, the civil rights movement and society as a whole, would most likely have not hadRead MoreThe Role Of Civil Disobedience And The Civil Rights Movement1503 Words   |  7 PagesProtests have long been an essential part of American life, employed to to draw attention to critical issues,events, and injustices. Ranging from peaceful marches to powerful acts of civil disobedience, not only in the United States but in Central American countries such a s Nicaragua. This being said, civil protests and peaceful demonstrations were not necessarily more successful in exuding change than pieces of legislation but moreso acted as a catalyst for social change, leading towards legislationRead MoreAfrican Americans And The Civil Rights Movement1623 Words   |  7 Pages African Americans were brought to America during the colonial days by Britain, before the civil war, as slaves. They were the foundation of slave economy, being auctioned off and sold, with no thought given to their opinions, families, or lives. Throughout American history, African Americans have slowly fought their way towards where they are today. Their fight has developed into the Civil Rights Movement in the 1900s. Many historians would agree that the start of the Civil Rights Movement happenedRead MoreLeadership Styles And Activism Of African American Women1026 Words   |  5 Pagesto identify important leaders of the civil rights movement, the name that most often comes to one’s mind is Martin Luther King Jr. Others may mention James Forman, Ralph Abernathy, Fred Shuttlesworth, James Farmer, Andrew Young, or Bayard Rustin. Notably missing are the names of women leaders. Rarely would Ella Baker, Septima Clark, Gloria Richardson, Daisy Bates, or Fannie Lou Hamer be identi fied. The absence of the women leaders of the civil rights movement from history is not because there wereRead MoreEssay about Frq Analysis1138 Words   |  5 PagesEthnic Pride †¢ Gender Roles †¢ Music †¢ Race Relations †¢ Hippies †¢ Sexual Revolution 2. Explain THREE of the following and analyze the ways in which each of the three has affected the status of women in American society since 1940: †¢ 1950’s View of Women vs. 1960’s View of Women †¢ Changing Economic Conditions †¢ The Rebirth of an Organized Women’s Rights Movement (ERA) †¢ Advances inRead MorePersonal Experience with The African American Civil Rights Era1546 Words   |  6 PagesEmancipation Proclamation, African Americans in the south were still faced with innumerable injustices, including disenfranchisement, segregation, and violence. Jim Crow laws infringed on African Americans’ fundamental rights to a basic education, to suffrage, to serve on a jury, to enter certain shops, and even to use a public restroom. Throughout this time period, activists, African American and white alike, rallied for change using all methods possible: nonviolent protest, civil disobedience, and evenRead MoreShould America Be The Same?1648 Words   |  7 Pagesago, The Civil Rights Movement was blossoming into a nation-wide dilemma as America began to be a nation of racism and segregation but the Civil Rights Movement’s effect on other minorities, race equality, and the important role it plays in society today makes it so greatly impactful o n America. From the beginning, African Americans were always treated differently from others whether it was equal pay or going to designated place just because of their skin color; the Civil Rights Movement changed

Effect Of Change During The Post Independence Period

Chieftaincy has continued to experience pressures of change during the post-independence period. The introduction of the central government system in Ghana interfered in the institution of chieftaincy and reduced much of the authority and the power of chiefs (Boadi 2001, 20). However, despite these two major changes, chieftaincy is still very important in Ghana. Moreover, those pressures did not affect the religiosity of chieftaincy, which have always served as a hindrance to the involvement of Christians (Safo-Kantanka 1993, 53). Christianity in Ghana When European missionaries arrived on the Gold Coast (now Ghana), they deemed certain indigenous practices unholy and contradictory to Christian teachings. Christianity also affected the†¦show more content†¦Today the notion of traditional practices like ancestor worship contradicting Christianity is central to the discussion of chieftaincy and Christianity. For example in Ghana home movies, traditional indigenous practice like ancestor worship and the pouring of libation is seen as backward and unholy. In her article, â€Å"Between Customs and Christianity,† Naomi Wellings states, Many [Christian chiefs] had faced criticism from other Christians who believed they could not carry out the various sacrifices or drink offerings to ancestors required of them - traditional spiritual customs which imply a belief in the spiritual power of the dead to change life for the living and which some Christians view as idolatrous. (Wellings 2006) Christian chiefs face the dilemma of whether to embrace Christianity and forsake all traditional religious practices or denounce Christianity? There are different views regarding whether a Christian can become a chief. The issue of concern regards to the following questions: Is it possible for a Christian to be a chief and still fully be committed to God and follow the teachings and commandments of God? Is it sinful to be a Christian and a Chief? Should the church allow a Christian to become a traditional chief? There are different views regarding the topic of chieftaincy and Christianity. Can Chiefs Truly Practice Christianity? No. Some scholars and Christians believe that it is impossible for one to be a

The Prison System in France

Question: Write an essay on the Prison System in France? Answer: Andrea (NDrea) was a member of the group of social reformers or rebels named Os Cangaceiros. They refused the work slavery and attacked the prison system in France by stealing the plans of recently built prisons and spreading them among the mass (Os Editores). Andrea learned in 1985 that she had cancer. She had to undergo surgery, radiation treatment and chemotherapy. But, finally when it came to sign papers for consenting to be a guinea pig for experimental drugs for treating cancer, she walked out of it and chose to live and die her own way. This book by her demonstrates the decisions taken by her with joy, anger and intelligence. Her work powerfully condemns the medical industry along with being an ardent conceptual scrutiny of the commodity society. It also explains the social, emotional, physical and intellectual destruction of human beings and also the idiosyncratic articulation of a womans decision and desire to live and die according to her wishes among her near and dear ones , defying the society which is keen on slithering the lives as well as deaths of people away (Shotter). In her letter to the nurses, she castigated them for asking a sign of hers on papers which would mean that she would be treated with new experimental drugs and the hospital and the drug company would not take any responsibilities if anything happens to her. She says that it is her life; she is consenting to be a guinea pig and yet she has to pay for the costs of the new drug. She implies that when people become powerless and are on the verge of dying, they grab on to anything that they can get to extend their lifespan. This powerlessness is the root cause that the cynicism of pharmaceutical labs gets unnoticed. The helplessness of people is being taken advantage of by the medical industry. The hospital staffs convince the patients into getting tested for new drugs by feeding them illusions of life. Andrea was way too strong to escape this illusion (Cheng, Ottati and Price). She chastises the nurses due to their lack of morality. Andrea says that nurses could have helped the patients to choose their own way of life and death by protesting against the horrendous and inhuman treatments of the patients by the biochemists, hospitals, researchers etc. She has implied that the medical industry is just another money minting industry like most (BaÃ…Å ¸oÄÅ ¸lu). In her letter to Bella, she explains that she has chosen her freedom to live and die on her own terms. She knows that she is going to die soon but nonetheless, she is determined to have the last word in matters of her life and death (Abrams and Elizabeth). She also sarcastically demonstrates the treachery of other people who cash money from the poor plight of others (Hamel). After refusing any other medications and treatments for cancer, she felt that she bought back her life even if that means she is going to die sooner than later. References Abrams, Grant, and Patricia Elizabeth. Caregiver Revolution. Chicago: Gateways Books Tapes, 2011. Print. Baolu, Metin. "A Multivariate Contextual Analysis Of Torture And Cruel, Inhuman, And Degrading Treatments: Implications For An Evidence-Based Definition Of Torture.". American Journal of Orthopsychiatry 79.2 (2009): 135-145. Web. Cheng, Justin S., Victor C. Ottati, and Erika D. Price. "The Arousal Model Of Moral Condemnation". Journal of Experimental Social Psychology 49.6 (2013): 1012-1018. Web. Hamel, Louis H. "Treachery By Gift". Int. J. Appl. Psychoanal. Studies 11.3 (2014): 269-273. Web. Os Editores, Os Editores. "Editorial". Comun. Educ. 18.1 (2013): 3. Web. Shotter, J. "Worldly Beings Becoming Human Beings: Differentiations And Articulations Within Our Different Ways Of Being". Culture Psychology 21.2 (2015): 231-242. Web.

The Major Factors Affecting Future of the Tourism Industry in UK

This essay provides a critical analysis of the major developments that guide the future growth of tour and travel industry. It forms a discussion of the major factors affecting future of the tourism industry in United Kingdom, through study of factors that cause current effects.Advertising We will write a custom essay sample on The Major Factors Affecting Future of the Tourism Industry in UK specifically for you for only $16.05 $11/page Learn More The research problem is an analysis of prospective effects and developments on future tourism particularly in United Kingdom, in relation to various international tourism industries. The study is significant due to the reason that there are various dynamic global approaches towards tourism and recently embraced technologies. The analysis also covers issue of economical impact of tourism practices to United Kingdom. This calls for an examination of what determines future outcomes and anticipatable changes. Lastl y, the research topic addresses the issue of new and anticipated strategies to secure the future of the industry. This means that the main purpose of this study is to evaluate various effects on future of tourism industry in United Kingdom. Some of the issues emerging from the study involve responsibility and conservation care accorded to natural and cultural heritage at various destinations. Secondly, the research will analyse aviation practices and effects on culture and ecology. Lastly, the study forms a critic on decisions and visions of tourism industry. People especially in the U.K. lack rationale or reason for visiting a chosen destiny. This is a major concern to future tourism because there is poor promotion of excellent local destinies. According to Urry (2002, p.59) and Theobald (1998, p.22), Tourism Council surveys indicates that most UK tourists do not considering possible personal gains or benefits of local visits. Availability of resources often determines travelling p lans and choices. In line with Urry’s analysis (2002, p.59), tourists are willing to venture deeper into meaning and discover foreign cultural experiences. The new trend is thus a possible prediction for appreciation and support for distinctive local cultures considering the major commercial industries in UK. People lack rationale for local tourism. As Whittingdale predicts (2007, p.36), analysis of tourism trends in the UK shows that people are forced into ‘geo-local’ tourism due to high economic costs.Advertising Looking for essay on communications media? Let's see if we can help you! Get your first paper with 15% OFF Learn More Ability to take into account purpose before travel would thus increase local travel. Low local tourism cause despair, but future predictions, shows that number of local visitors is increasing steadily. Haven-Tang and Jones’ view on tourism SMEs in UK (2005, p.293) and Appiah-Adu et al study (2000, p.96) presents pu rpose of quality service delivery and competition in the industry. Predicted local tourism is a major boost to alternative means of travel. As stated by Lumsdon and Page, (2004, p.100), the escalating costs of travel calls for alternative and cheaper means. If people can appreciate their locally available tourist destinations, then increased use of cheaper means of transport such as trains would emerge. Forsyth (1995, p.210) Burns and Novelli’s literature (2007, p.212), indicate that the future of tourism industry in UK depends on sustainability measures. Local tourism will definitely foster future support for better investments for alternative low-costs means of transport. Today, climate and ecosystem changes have devastating impact on the tourism industry. Current analysis indicates that UK travellers are concern with comfort, security and alternatives means (Cooper, 2005, p.14). This is a great threat to the future of tourism. There is negligence over the issue of managing tourists. If environmental costs exceed the economical gain, then in future, administrators need to place more focus on types of tourism practices for maximum economical, social and environmental gains. There are high hopes that the future of tourism will be sustainable and cultural ideal. Current major threat involves lack of enough support for local uniqueness and distinctiveness. Utopia destiny is a collection of ideas for a sustainable future. According to Cooper (2005, p.14), â€Å"ideal tourist destiny sparks ideas that are more creative and inspiring.† References Appiah-Adu, K., Fyall, A., Singh, S. April 2000. Marketing Culture and Customer  Retention in the Tourism Industry. [Online] The Service Industries Journal, Volume 20, Issue 2, pages 95 – 113. Web. Burns, P., Novelli, M. 2007. Tourism and politics: global frameworks and local  realities. Oxford, UK: Elsevier Ltd.Advertising We will write a custom essay sample on The Major Factors Affecting F uture of the Tourism Industry in UK specifically for you for only $16.05 $11/page Learn More Cooper, C.P. et al. 2005. Tourism: Principles and Practice. New Jersey: Prentice Hall. Forsyth, T. 1995. Business attitudes to sustainable tourism: Self-regulation in the UK  outgoing tourism industry. Web.  London, UK Journal of Sustainable Tourism, Volume 3, Issue 4 1995 , pages 210 – 231. Web. Haven-Tang, C., Jones E. 2005. Tourism SMEs, service quality, and destination  competitiveness. Oxford, UK: CABI Publishers. Lumsdon, L., And Page, S. (2004). Tourism and transport: Issues and Agenda for  the new millennium. Oxford, UK: Elsevier Publishers. Theobald, W. (998). Global Tourism. (Second Ed). Oxford, UK: Butterworth-Heinemann Publishers. Urry, J. (2002) The Tourist Gaze (2nd Ed). London: Sage. Whittingdale, J. (October 23, 2007). Tourism: Report, together with formal minutes,  House of Commons, Media and Sports Committee. Vol 2. London: The Sta tionery Office.Advertising Looking for essay on communications media? Let's see if we can help you! Get your first paper with 15% OFF Learn More This essay on The Major Factors Affecting Future of the Tourism Industry in UK was written and submitted by user Branden Fuentes to help you with your own studies. You are free to use it for research and reference purposes in order to write your own paper; however, you must cite it accordingly. You can donate your paper here.