Essay#2 Essay Example | Topics and Well Written Essays - 500 words - 3

Lawrence Textile Strike of 1912

Lawrence Textile Strike of 1912 In Lawrence, Massachusetts, the material business had become the focal point of the towns economy. By the mid twentieth century, the vast majority of those utilized were late migrants. They regularly had hardly any abilities other than those utilized at the plant; about a large portion of the workforce were ladies or were youngsters more youthful than 18. The demise rate for laborers was high; one examination by Dr. Elizabeth Shapleigh demonstrated that 36 out of 100 passed on when they were 25 years of age. Until the occasions of 1912, few were individuals from associations, other than a couple of the gifted specialists, normally local conceived, who had a place with an association partnered with the American Federation of Labor (AFL). Some lived in lodging gave by the organizations - lodging gave at rental costs that didn't go down when organizations decreased wages. Others lived in squeezed quarters in dwellings in the town; lodging by and large was estimated higher than somewhere else in New England. The normal specialist at Lawrence earned under $9 every week; lodging costs were $1 to $6 every week. Presentation of new hardware had accelerated the pace of work in the factories, and laborers disliked that the expanded efficiency as a rule implied pay cuts and cutbacks for the laborers just as making the work progressively troublesome. Starting the Strike Right off the bat in 1912, factory proprietors at the American Wool Company in Lawrence, Massachusetts, responded to another state law diminishing the quantity of hours that ladies could work to 54 hours out of every week by cutting the compensation of their ladies plant laborers. On January 11, a couple of Polish ladies at the plants took to the streets when they saw that their compensation envelopes had been shorted; a couple of other ladies at different factories in Lawrence likewise strolled off the activity in fight. The following day, on January 12, ten thousand material laborers strolled off the activity, a large portion of them ladies. The city of Lawrence even rang its mob ringers as an alert. In the end, the numbers striking rose to 25,000. Huge numbers of the strikers met the evening of January 12, with the aftereffect of a solicitation to a coordinator with the IWW (Industrial Workers of the World) to come to Lawrence and help with the strike. Strikers requests include: 15% compensation increase.54 hour work week.Overtime pay at twofold the ordinary pace of pay.Elimination of reward pay, which remunerated just a couple and urged all to work longer hours. Joseph Ettor, with experience arranging in the west and Pennsylvania for the IWW, and who was conversant in a few of the dialects of the strikers, sorted out the laborers, including portrayal from all the various nationalities of the plant laborers, which included Italian, Hungarian, Portuguese, French-Canadian, Slavic, and Syrian. The city responded with evening time civilian army watches, turning fire hoses on strikers, and sending a portion of the strikers to imprison. Gatherings somewhere else, regularly Socialists, sorted out strike help, including soup kitchens, clinical consideration, and assets paid to the striking families. Prompting Violence On January 29, a lady striker, Anna LoPizzo, was slaughtered as police separated a picket line. Strikers blamed the police for the shooting. Police captured IWW coordinator Joseph Ettor and Italian communist, paper editorial manager, and artist Arturo Giovannitti who were at a gathering three miles away at that point and charged them as accomplices to kill in her demise. After this capture, military law was authorized and every open gathering were pronounced illicit. The IWW sent a portion of its all the more notable coordinators to assist the strikers, including Bill Haywood, William Trautmann, Elizabeth Gurley Flynn, and Carlo Tresca, and these coordinators encouraged the utilization of peaceful opposition strategies. Papers declared that some explosive had been found around town; one columnist uncovered that a portion of these paper reports were printed before the hour of the alleged finds. The organizations and neighborhood specialists blamed the association for planting the explosive and utilized this allegation to attempt to work up open slant against the association and strikers. (Afterward, in August, a temporary worker admitted that the material organizations had been behind the explosive plantings, however he ended it all before he could vouch for an amazing jury.) Around 200 offspring of strikers were sent to New York, where supporters, generally ladies, discovered cultivate homes for them. The neighborhood Socialists made their appearances into showings of solidarity, with around 5,000 turning out on February 10. Medical attendants - one of them Margaret Sanger - went with the youngsters on the trains. The Strike in the Public's Eye The achievement of these measures in bringing open consideration and compassion brought about the Lawrence specialists interceding with state army with the following endeavor to send kids to New York. Moms and kids were, as per brief reports, clubbed and beaten as they were captured. Youngsters were taken from their folks. The mercilessness of this occasion prompted an examination by the U.S. Congress, with the House Committee on Rules hearing declaration from strikers. President Tafts spouse, Helen Heron Taft, went to the hearings, giving them greater perceivability. The factory proprietors, seeing this national response and likely dreading further government limitations, gave in on March 12 to the strikers unique requests at the American Woolen Company. Different organizations followed. Ettor and Giovannittis proceeded with time in prison anticipating a preliminary prompted further exhibitions in New York (drove by Elizabeth Gurley Flynn) and Boston. Individuals from the guard panel were captured and afterward discharged. On September 30, fifteen thousand Lawrence factory laborers exited in a one-day solidarity strike. The preliminary, at long last started in late September, took two months, with supporters outside cheering the two men. On November 26, the two were absolved. The strike in 1912 at Lawrence is once in a while called the Bread and Roses strike since it was here that a picket sign conveyed by one of the striking ladies allegedly read We Want Bread, But Roses Too! It turned into a mobilizing cry of the strike, and afterward of other modern arranging endeavors, meaning that the to a great extent incompetent worker populace included needed monetary advantages as well as acknowledgment of their essential mankind, human rights, and respect.

What Is Job Bidding (Including Advantages, Process, and Tips)

What Is Job Bidding (Including Advantages, Process, and Tips) Jobseekers are clear on what they have to do in order to get a job: look for job postings and advertisements, prepare a resume tailored to the job they are applying for, submit the resume along with an application letter, and wait for word from the hiring manager or recruiter about a possible interview.It sounds straightforward enough, but did you know that there is another process through which jobseekers can get a shot at the job of their dreams? © Shutterstock.com | Antonio GuillemIn this guide, we explore 1) what is job bidding, 2) its advantages, 3) the job bidding process, and 4) tips for a successful job bidding process.WHAT IS JOB BIDDING?It is common to see many applicants competing for a single job. In fact, the reality of high unemployment and underemployment rates in many countries all over the world has made of dozens and dozens of jobseekers going after only one position.On the part of the recruiter or hiring manager, this could prove to be a challenge, especially if a large number of these applicants have the necessary skills for the job.This becomes even more of a problem in the case of internal recruitment, where the qualified applicants being invited to place their bids are already employed within the company or the organization. For example, there is one supervisory position to be filled, and there are over ten permanent employees that are roughly on the same level in terms of their qualifications who have e xpressed interest in the job.The solution that is seen as a good answer to this predicament is job bidding. Job bidding is that process in which an employer will require applicants â€" who are already employees of the company â€" for a job position it has posted to compete with each other. They may be asked to bid for a salary or compensation rate for the job, and the employer will use the bids as basis in choosing those who will move forward in the recruitment process. In several instances, the “winning bidder” may be selected right there and then for the open position.Job bidding used as a recruitment method means current employees who have the necessary abilities, skills and knowledge for the vacant position are allowed to apply or bid for it. This makes sense, if you think about it. Having been with the company, they are already familiar with the corporate culture, the organizational structure, and the other relevant information about the position, which means they are in th e best position to make the bids.Job Posting vs. Job BiddingIt is not uncommon to find many people using the phrase “job bidding” interchangeably with “job posting”. Job posting is job advertisement, or the process of publishing, posting, or advertising the vacant positions that the organization or company wants to fill. The posting invites practically anyone to apply for the job, so it works for both internal and external recruitment.Job bidding, on the other hand, is primarily for internal recruitment. The current employees are given the chance to apply for the job opening (that, incidentally, they have seen or read about in the job posting) and compete with other employees-slash-applicants for it.ADVANTAGES OF JOB BIDDINGIn many instances, job bidding is referred to by some as “inside first” hiring, because priority in recruitment is given to candidates that are already with the company. Let us take a look at the reasons why many employers prefer to use job bidding in stead of going about the traditional way of recruiting for its open positions.Job bidding identifies and gives fair consideration to all internal candidates that are qualified for the open position. Equal opportunities are given, so the candidates have a level playing field when they submit their bids for evaluation by the employers or hiring managers.Job bidding is less costly when compared to job posting targeting internal and external candidates. There is no longer a need to spend resources on job advertising in print and broadcast media, because the information on the vacant position will only be released internally. The company can also save on the cost of orienting and training a new employee that was hired externally. Since the candidate eventually selected for the job has already been with the company, he will not require training and orientation as extensively as someone new coming in.Job bidding facilitates a faster hiring process. The company will be able to fill the open position faster, because it will not have to look far for the best person for the job. The recruitment process can be sped up, or even cut short. Usually, recruiters will spend time weeding through resumes to separate those who are qualified from those who are not. Then they will contact the qualified applicants for a series of tests, skills assessment and interviews. If job bidding is used, the company will no longer waste time sifting through resumes, since the candidates who applied are already qualified. There will also be less assessment, and tests can be simplified, because the company already has information on the skills and qualifications of the employee, as a result of their previous employee performance evaluations.Employees are already familiar with the company. Therefore, there will be less time spent on orienting them, and they can immediately get to work, performing the role and responsibilities of the position. There will also be a lower risk of hiring someone unsui table for the job.Since job bidding is done internally, this means that the promotion or movement of personnel within the organization is faster, and employees’ professional career growth along with it. Employees are going to be motivated to perform better and improve themselves, so they can better position themselves in the event that a position opens up. This also assures employees of security in their jobs and employment status with the company. Employee retention will be high, since they won’t be likely to leave a company where they can grow and take their career forward.Job bidding, when done and executed right, can work wonders for the company’s image and reputation. The general public has a positive impression of a company that can keep its employees satisfied. Once word goes out about the company’s recruitment strategies that are clearly in favor of its employees, it will become an attractive prospect for external jobseekers, who will keep their eyes on the company i n case it releases job postings for entry-level positions.THE JOB BIDDING PROCESSThe process of job bidding begins when a job vacancy within the organization has been identified, and ends when the vacant position has been filled by the best, or most suitable, candidate among the internal applicants who placed their bids.Let us walk through the job bidding process, step by step.Step 1 Identification of job vacancy.This is where management will determine whether there is a vacant position that needs to be filled. Vacancies may arise from a position being left open because the previous employee holding it has been terminated, voluntarily resigned, retired, or has been promoted or transferred out. Companies that undergo expansion also often result in new vacancies, thus requiring additional employeesAssessment of the position will follow, in order to ascertain whether it may be filled internally, or its entry level position requires someone from outside the organization. If it is the fo rmer, then the option of job bidding for internal recruitment is chosen, and the human resource (HR) department will be notified of the vacancy.Step 2 Creation of job posting.The HR, or an independent hiring manager or recruiter (if the company does not have its HR department), upon notification of the vacant position, will create the job posting. Again, in internal recruitment, you can think of job posting as the job advertisement.The job description is very important, since it lays out what the duties, role, and responsibilities of the position are. It won’t be a problem if the position already exists, which means there is already an existing job description for it. But if it is a new position that needs to be filled, you’ll have to write a new one for itThe posting usually includes the following information:Job classification and title of the position to be filledSpecifications of the job, such as salary range, department/team/unit, work hours and shift, if anyDuties and resp onsibilities of the person who will hold the jobQualifications, skills and knowledge that the person must have to be able to perform the jobInstructions on how employees may apply for the open position, and where to submit their bids or applications Step 3 Posting of the job vacancy.Once the job posting has been created or written up, it is time to officially open the job vacancy and notify the employees about it. The employees are informed of the vacancy through the following methods:Posting notice of the vacancy on the company’s physical bulletin boardsCirculating newsletters or some other publication within the companyUploading the information on the company’s intranet or internal computer network, accessible only to employeesSending the notice of vacancy to employees via e-mailPosting usually runs for a specific length of time. Deadline of submission of bids will be expressly provided.Step 4 Submission of bids.Employees interested to apply for the open position will submit t heir bids to the HR or the hiring manager. Usually, this is done by requiring interested applicants to accomplish a job bidding form or an internal application form cover sheet. The Job Bidding Form is created and designed by the company, customized to gather the information deemed relevant or important for evaluation of bids.An example of a Job Bidding Form may include the following fields to be filled up by the bidders:Title (and job number, if applicable) of the position applying forName of bidderContact details of bidderDate of employment of the bidder in the companyDepartment where the bidder currently works within the companyCurrent title of the bidderImmediate supervisor of the bidderDuties of the bidder in his current jobPrevious employers, previous job titles, inclusive dates of employment, and duties performedEducation backgroundSkills and abilitiesLicenses and certificationsThe bidders may be asked to list all related education, work experience, and other skills and abili ties that prove how they meet the requirements of the posted job.Step 5 Evaluation of bids.Identification of eligible bidders will be underway. Basically, HR will screen the candidates who made their bids. This will result in a shortlist of candidates that will proceed to the next step of the recruitment process.The most popular form of bidding is through the salary or wage rate. In some cases, it is through seniority, or the number of years that the employee has worked in the company. The employer and the HR may come up with other bases for their evaluation.When evaluating the bids, there are no fixed rules on how the employers will base their decision or selection on. For many, the logical conclusion would be that the employers will choose to interview those who have the lowest bids. But you should consider the value and cost of each applicant.In some organizations, they may be using programs or software to do the evaluation. They will simply enter the bids information on the syst em, and the latter will return the eligible or qualified bidders.Step 6 Interview of qualified applicants.Hiring managers or even management will interview the candidates who made the short list or, if the managers screened in favor of low bids, the candidates with the lowest bids.Step 7 Selection of employee and making the offer.The hiring manager or employer will make his selection among the candidates interviewed. The job will be formally offered to the chosen candidate.Step 8 Acceptance/Rejection of the selected employee.The winning bidder, or the employee selected for the job, will review, accept or reject the job offered.TIPS FOR A SUCCESSFUL JOB BIDDING PROCESSIf handled properly, job bidding can become successful and give the company all the advantages discussed earlier. Here are some tips that employers, companies and organizations may take note of in order to ensure the success of their job bidding processes.Establish and institutionalize a bidding system.You may have a sy stem in place for external recruitment, but what about one for internal recruitment? More and more companies are finding it more beneficial to hire first from within, and only turn to external recruitment when filling up entry-level positions.If you are one of these companies, then it will be to your advantage to have a job bidding system in place that you can follow every time you post a job for internal candidates. This will save you a lot of time and resources when you start the recruitment process. This usually goes hand in hand with having formal procedures for job posting.You should also have a system in place that will review the qualifications of the candidates for possible promotions. Work with the HR and revisit the positions or job descriptions in the organization and review their qualifications from time to time.Provide information, and provide it properly.Information dissemination is very crucial. You want to hire from within, encouraging your current employees to bid f or the open position. Well, you have to let them know about it first. They won’t be able to apply or bid for the job if they have no idea about it.Therefore, you have to make sure that the job posting is properly delivered to the employees of the company. If you can use more than two or three locations or places to put up the notice about the job posting, then do so.This entails paying extra attention to the job posting, particularly the job description. Make sure it is specific, accurate and provide all the necessary information. Applicants should find it easy to understand, so they will know exactly what they are applying for.Encourage employees, and encourage managers to do the same.Supervisors and managers must be supportive of their employees’ efforts to find a better position within the company, even if it means that they will move to other departments. In fact, they should push their subordinates to seek advancement.For example, if a job opening in Sales is perfect for so meone in the Marketing department, the marketing manager should encourage that person to make a bid for the job. After all, in the long run, it will benefit the entire organization, not just one or two departments.Be neutral and impartial.One of the dangers of hiring internally is that you may be familiar, or even friends, with some of the employees applying for the open position. Avoid playing favorites and be as impartial and objective as you can when assessing their qualifications.If you don’t think you are fully capable of that, you may delegate the task to another and inhibit yourself from the process. There will be less biases if an outside firm is hired to conduct interviews with the internal candidates. It will cost money, yes, but it may help greatly in eliminating any shadow of doubt cast upon you and your sense of fairness.Offer constructive criticism and feedback.In the case of employees that were not chosen for the open position, it would be a good idea to offer feedb ack. Let them know why they were not picked for the position. This is to maintain a positive relationship, since you will still be working in the same company.Also, this will encourage the employee and teach him not to lose hope, so he will still look forward to applying when another position opens. Offer advice on how they can do better the next time. They are sure to appreciate it.Employees who are also looking to further their career within an organization should keep their eyes peeled for job bidding opportunities. Some tips that may help:Pick the positions you apply for.Choose your battles. Do not apply for every position in the company that opens up, even if it is not your specialization, or you do not have the skills for it. Just because you are already an employee does not mean that you are an automatic candidate for it. Qualifications will still matter a lot.In addition, applying each time a position opens up, regardless of your qualification, or lack thereof, will reek of desperation and, worse, recklessness on your part. You want to give the impression to your employers that you have a personal goal and you have direction in your career. Being all over the place will negate that.Always keep your resume updated.You want to be ready at any time that a position you are highly qualified for opens up. Therefore, you have to keep updating your resume, highlighting your achievements since you became part of the organization.It goes without saying that the resume should be written in such a way that will be easy to tweak and customize to fit the jobs that are anticipated to be posted vacant.Take the whole recruitment process seriously.You are familiar with the managers. You are friendly with the folks over at the HR department. Does this mean you can relax, since the people interviewing you are practically friends? No, of course not. Do not let your guard down.During the interview, you are not friends. You are an applicant, and he is the interviewer. Treat your interview as you would an interview you are having in another company.Let your supervisor know you are applying for the job.Not only is this common courtesy, it will also help maintain a positive relationship with your boss or supervisor. There is nothing wrong with seeking career growth, and if you explain your reasons honestly and properly, he is bound to understand you. He might even support you and put in a good word for you in the department that you are applying for. Keep in mind that, when you are hired for the position you are applying for, you and your former supervisor will still be working in the same organization.

The Treaty of Kanagawa Opened Japan to Trade

The Treaty of Kanagawa was an 1854 agreement between the United States of America and the government of Japan. In what became known as the opening of Japan, the two countries agreed to engage in limited trade and to agree to the safe return of American sailors who had become shipwrecked in Japanese waters. The treaty was accepted by the Japanese after a squadron of American warships anchored in the mouth of Tokyo Bay on July 8, 1853. Japan has been a closed society with very little contact with the rest of the world for 200 years, and there was an expectation that the Japanese Emperor would not be receptive to American overtures. However, friendly relations between the two nations were established. The approach to Japan is sometimes viewed as an international aspect of Manifest Destiny. The expansion toward the West meant that the United States was becoming a power in the Pacific Ocean. American political leaders believed their mission in the world was to expand American markets into Asia. The treaty was the first modern treaty Japan negotiated with a western nation. While it was limited in scope, it did open Japan to trade with the west for the first time. The treaty led to other treaties, so it sparked enduring changes for Japanese society. Background of the Treaty of Kanagawa After some very tentative dealings with Japan, the administration of President Millard Fillmore dispatched a trusted naval officer, Commodore Matthew C. Perry, to Japan to attempt to gain entry to Japanese markets. Along with the potential for commerce, the United States sought to use Japanese ports in a limited manner. The American whaling fleet had been sailing farther into the Pacific Ocean, and it would be advantageous to be able to visit Japanese ports to load supplies, food, and fresh water. The Japanese had firmly resisted visits from American whalers. Perry arrived at Edo Bay on July 8, 1853, carrying a letter from President Fillmore requesting friendship and free trade. The Japanese were not receptive, and Perry said he would return in one year with more ships. The Japanese leadership, the Shogunate, faced a dilemma. If they agreed to the American offer, other nations would no doubt follow and seek relations with them, undermining the isolationism they sought. On the other hand, if they rejected Commodore Perrys offer, the American promise to return with a larger and modern military force seemed to be a serious threat. Perry had impressed the Japanese by arriving with four steam-powered warships which had been painted black. The ships appeared modern and formidable. The Signing of the Treaty Before leaving on the mission to Japan, Perry had read any books he could find on Japan. The diplomatic way in which he handled matters seemed to make things go more smoothly than otherwise might have been expected. By arriving and delivering a letter, and then sailing away to return months later, the Japanese leaders felt they were not being overly pressured. And when Perry arrived back in Tokyo the following year, in February 1854, leading a squadron of American ships. The Japanese were fairly receptive, and negotiations began between Perry and representatives from Japan.. Perry brought along gifts for the Japanese to provide  some idea of what American was like, He presented them with a small working model of a steam locomotive, a barrel of whiskey, some examples of modern American farming tools, and a book by the naturalist John James Audubon, Birds and Quadrupeds of America. After weeks of negotiation, the Treaty of Kanagawa was signed on March 31, 1854. The treaty was ratified by the U.S. Senate as well as by the Japanese government. The trade between the two nations was still quite limited, as only certain Japanese ports were open to American ships. However, the hard line Japan had taken about shipwrecked American sailors had been relaxed.  And American ships in the western Pacific would be able to call on Japanese ports to obtain food, water, and other supplies. American ships began mapping the waters around Japan in 1858, a scientific effort which was viewed as having great importance to American merchant sailors. Overall, the treaty was seen by Americans as a sign of progress. As word of the treaty spread, European nations began approaching Japan with similar requests, and within a few years more than a dozen other nations had negotiated treaties with Japan. In 1858 the United States, during the administration of President James Buchanan, sent a diplomat, Townsend Harris, to negotiate a more comprehensive treaty. Japanese ambassadors traveled to the United States, and they became a sensation wherever they traveled. The isolation of Japan had essentially ended, though factions within the country debated just how westernized Japanese society should become. Sources: Shogun Iesada Signs the Convention of Kanagawa.  Global Events:  Milestone Events Throughout History, edited by Jennifer Stock, vol. 2: Asia and Oceania, Gale, 2014, pp. 301-304.   Munson, Todd S. Japan, Opening of.  Encyclopedia of Western Colonialism since 1450, edited by Thomas Benjamin, vol. 2, Macmillan Reference USA, 2007, pp. 667-669. Matthew Calbraith Perry.  Encyclopedia of World Biography, 2nd ed., vol. 12, Gale, 2004, pp. 237-239.

Domestic Terrorism Term paper - 702 Words

Excelsior College CJ 352 Domestic Terrorism Term Paper What are some of the arguments for or against the use of the internet as an intelligence-gathering tool? The internet is serving as virtual meeting for billions of users. The intelligence-gathering is leveraging the internet using hard data for online links. The social networking sites are the main complementary link to any information. The social networking sites provide the most important information for communication with anyone and joining different groups. It can identify terror-threats and incipient plots. The internet can provide quantum and quality of information by any member of the group. The internet penetration of†¦show more content†¦2. As a vast majority of past terrorist incidents in the United States have involved conventional weapons, why should the US government spend billions of dollars on WMD? The government of United States has spent millions of dollar on the countering of perceived danger and discussions are made by the government concerning the topic of vulnerabilities of United States including WMD. The WMD has two levels: first is to appraise the threat and to find the countermeasures in mass destructive terrorism. The WMD is intended to be protected by the US Domestic Preparedness Program. In section 1403, it is said that any weapon or device has the capability to cause any serious risk, death or seriously bodily injury to a large number of people through highly toxic chemical. The details about how large the number of people and how can the capability of weapon be known? None of such questions is answered and no explanation is given. The US is spending millions on WMD due to two conclusions: the WMD supports for the attacks using deadly weapons because these weapons are lethal and destructive. 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Rev. Dr. Martin Luther King Jr. Essay Example For Students

Rev. Dr. Martin Luther King Jr. Essay To inspire a shared vision you must have certain qualities. You have to make a shared sense of destiny with people. You have to give life to that vision, and you have to make it appeal to the masses. These are only a few ways to recruit other people to your beliefs. Rev. Dr. Martin Luther King Jr. was capable of these things and he inspired millions of people worldwide. Martin Luther King Jr. was born on January 15, 1929 in Atlanta, Georgia. His parents were the Reverend King and Mrs. Martin Luther King. He had a sister and a brother. As a child he would play in his front yard with two white boys. The boys father owned a general store in the neighborhood, so naturally they knew each other since they were small. One day, the King children went to the store to meet the boys, but that day was different. The boys said that they werent allowed to play with black kids. This was Martin King Jr.s first encounter with segregation. He didnt understand it, but once he did, he swore that he would change the world. King buried himself in studies to be as well educated as possible. At the age of 15, King graduated Booker T. Washington High School and was accepted into Morehouse College. After graduating college he went to Crozer Theological Seminary. He joined the Baptist Ministry on February 25, 1948 when he was 19 years old. In 1951, he was accepted to Boston University. While there, he met Coretta Scott, and they got married in 1953. Shortly after, they moved to Montgomery, Alabama. On June 5, 1955 he received a doctorate of philosophy in systematic theology from the Boston University. Soon after he earned his doctorate, King learned of Rosa Parks and a bus boycott. This was his first calling to fight against segregation. On December 5, 1955, he was made president of the Montgomery Improvement Association, making him the official spokesman for the boycott. In November of 1956, the Supreme Court ruled bus segregation illegal. This raised the morale of black people in the U.S. There was now proof that they could obtain equal rights. The struggle began, but King was using a new method. He practiced non-violence in his boycotts and marches. King formed the Christian Leadership Conference in 1957. This conference would discuss ways to fight for equal rights without violence. On May 17th, he spoke to 15,000 people in Washington D. C. about equal rights and the ways they could work together to achieve them. After this and many other speeches, Congress passed their first Civil Rights act. This led King to write his first book, Stride to Freedom, in 1958. During a speech in Harlem the same year, a crazed freak stabbed him and he almost died. This was his first wound in the struggle for rights. He met with President Eisenhower and other black rights activists (Roy Wilkins, A. Phillip Randolph, and Lester Grange) at the White House to discuss problems affecting black Americans. In 1959, King went to India to study Gandhis non-violent philosophy. He believed that non-violence was the key to winning the struggle for civil rights. Soon after coming back from India, King resigned from pastoring the Dexter Avenue Baptist Church so he could focus all his effort on fighting for equality. He then moved to Atlanta, Georgia so he could orchestrate more protests and marches. While he was with Gandhi, he learned new ways of protesting, some of which included freedom rides, which were long car rides in which people would gather and speak their beliefs out to the masses. .u2cafd27d2e08c484e9f33f4b56b6020e , .u2cafd27d2e08c484e9f33f4b56b6020e .postImageUrl , .u2cafd27d2e08c484e9f33f4b56b6020e .centered-text-area { min-height: 80px; position: relative; } .u2cafd27d2e08c484e9f33f4b56b6020e , .u2cafd27d2e08c484e9f33f4b56b6020e:hover , .u2cafd27d2e08c484e9f33f4b56b6020e:visited , .u2cafd27d2e08c484e9f33f4b56b6020e:active { border:0!important; } .u2cafd27d2e08c484e9f33f4b56b6020e .clearfix:after { content: ""; display: table; clear: both; } .u2cafd27d2e08c484e9f33f4b56b6020e { display: block; transition: background-color 250ms; webkit-transition: background-color 250ms; width: 100%; opacity: 1; transition: opacity 250ms; webkit-transition: opacity 250ms; background-color: #95A5A6; } .u2cafd27d2e08c484e9f33f4b56b6020e:active , .u2cafd27d2e08c484e9f33f4b56b6020e:hover { opacity: 1; transition: opacity 250ms; webkit-transition: opacity 250ms; background-color: #2C3E50; } .u2cafd27d2e08c484e9f33f4b56b6020e .centered-text-area { width: 100%; position: relative ; } .u2cafd27d2e08c484e9f33f4b56b6020e .ctaText { border-bottom: 0 solid #fff; color: #2980B9; font-size: 16px; font-weight: bold; margin: 0; padding: 0; text-decoration: underline; } .u2cafd27d2e08c484e9f33f4b56b6020e .postTitle { color: #FFFFFF; font-size: 16px; font-weight: 600; margin: 0; padding: 0; width: 100%; } .u2cafd27d2e08c484e9f33f4b56b6020e .ctaButton { background-color: #7F8C8D!important; color: #2980B9; border: none; border-radius: 3px; box-shadow: none; font-size: 14px; font-weight: bold; line-height: 26px; moz-border-radius: 3px; text-align: center; text-decoration: none; text-shadow: none; width: 80px; min-height: 80px; background: url(https://artscolumbia.org/wp-content/plugins/intelly-related-posts/assets/images/simple-arrow.png)no-repeat; position: absolute; right: 0; top: 0; } .u2cafd27d2e08c484e9f33f4b56b6020e:hover .ctaButton { background-color: #34495E!important; } .u2cafd27d2e08c484e9f33f4b56b6020e .centered-text { display: table; height: 80px; padding-left : 18px; top: 0; } .u2cafd27d2e08c484e9f33f4b56b6020e .u2cafd27d2e08c484e9f33f4b56b6020e-content { display: table-cell; margin: 0; padding: 0; padding-right: 108px; position: relative; vertical-align: middle; width: 100%; } .u2cafd27d2e08c484e9f33f4b56b6020e:after { content: ""; display: block; clear: both; } READ: Although many of the same ideas are contained in b EssayThe following year King became co-pastor with his father at the Ebenezer Baptist Church in Atlanta. He realized that through the church he could share his vision with more people. In Greensboro, North Carolina, lunch counter sit-ins were occurring. Setting an example, King sat at a whites only counter at a restaurant waiting to be served. He was sentenced to four months in jail, but John F. Kennedy and Robert Kennedy spoke on his behalf and the charges were dropped. Shortly after his near-jail experience, King founded the Student Non-Violent Coordinating Committee. He started .

Music Sensorship Essays (235 words) - Viacom Media Networks, MTV

MTV Everyone remembers Michael Jackson's red leather jacket covered with zippers and the sexy style of Madonna. MTV, or music television, nationally publicizes these images and entertainers, and others like them. The station also promotes an idealized teen lifestyle, reflecting the images of these famous artists, that contrasts with the realities of the Generation X lifestyle. While some view the station as illustrated radio or an entertainment network for viewers' pleasure, others more accurately assess it as an advertising enterprise that endorses products and promotes attitudes. The advertisements that are both hidden in videos and placed in regular slots, influence viewers. Whether or not MTV critics agree with these messages that the network sends out, it has become a huge franchise generating large profits and great popularity. During the 1980's, MTV grew from being strictly a music video station to an original, three-station network that became the choice of several generations of viewers and the advertisers who court them. MTV's entertainment, commercialism, and messages satisfy and influence many types of viewers, giving them a healthy sense of group identity. In 1981, MTV became one of the first stations to be able to appeal to such a populous audience as the twelve to twenty-four year old age group. The chief operating officer of Warner-Amex Satellite Entertainment Company (WASEC) felt that there was a body of young people being ignored, hence the company de...