Perpetuation of Native American Stereotypes in Childrens...

Perpetuation of Native American Stereotypes in Childrens Literature Caution should be used when selecting books including Native Americans, due to the lasting images that books and pictures provide to children. This paper will examine the portrayal of Native Americans in childrens literature. I will discuss specific stereotypes that are present and should be avoided, as well as positive examples. I will also highlight evaluative criteria that will be useful in selecting appropriate materials for children and provide examples of good and bad books. Children will read many books as they grow up. They take from these books visual images and these images are their perceptions, which can last a lifetime. There are too many†¦show more content†¦The image is harmful for the Native American because they have had to endure not having their trude identity known for five centuries. In his book, The White Mans Indian, Robert F. Berkhofer reveals how the Indian image was invented by White men. Columbus called them Indians because his geography was faulty. But the name- and, more important, the images it suggests- have endured for five centuries obscuring the true identity of the original Americans. The Europeans quickly agreed on a very simple (and self serving) set of assumptions about the native peoples they encountered in the New World: there were good Indians and bad Indians. The good were simple, free, and innocent; the bad were degraded, brutal, and untrustworthy. All individuals, all tribes, at all times could be understoodand all were inferior in the light of Western, Christian civilization. Children are harmed when they are bombarded with stereotypical images because they internatlize these negative perceptions and will hold the images throughout their lives. When a child sees or meets a Native American, their first impressions are the ones they were shown from the books and pictures they saw. If we allow our children to read material full of stereotypes, we are doing an injustice to both our children and the entire Nartive American race. When selecting a childrens book, one must be cautious toShow MoreRelated Fashion Magazines and Body Image Essay5340 Words   |  22 Pagesdata and relevant resources for such data to be precise and spontaneous in its respected details to support results. Few studies have explored mediating processes through which media exposure and use contribute to development and perpetuation of eating-disordered cognitions. The other purpose of this study was to test a structural equation model that incorporates several mediating processes through which womens beauty, fashion, health, and fitness magazines might influence the fearRead MoreThe Effects of Advertising on Children33281 Words   |  134 Pages............................................................................... 9 CTS provisions ................................................................................................................................. 9 Children’s and preschool children’s programs ............................................................................. 9 All C and P programs must be classified by ACMA prior to broadcast. ...................................... 9 Advertising directed to children..Read MoreUrbana at Feliza10754 Words   |  44 Pages(1864)hasbeen highly regarded as a privileged text for a number of reasons. Firstly, de Castros work was one of the longer prose narratives written in Tagalog. Thus, it joined Miguel Lucio Bustamantes Si Tandang Bacio Macunat, another original work in the native tongue, in the select group of discourses which proved that Tagalog could be used to explore facets of experiences other than those delineated in the awit and corrido or the pasyon. Against a context where pnvilege was bestowed on texts written inRead MoreProject Mgmt296381 Words   |  1186 PagesCost–Duration Graph 318 Crash Times 319 Linearity Assumption 319 Choice of Activities to Crash Revisited 319 Time Reduction Decisions and Sensitivity 320 Groupthink 404 Bureaucratic Bypass Syndrome 404 Team Spirit Becomes Team Infatuation Going Native 405 405 Summary 406 What if Cost, Not Time, Is the Issue? Summary 323 321 Chapter 12 Outsourcing: Managing Interorganizational Relations 418 Outsourcing Project Work 419 Best Practices in Outsourcing Project Work 423 Chapter

Julius Caesar and Napoleon Bonaparte - 1340 Words

Jesse Guadagno Ryan Biracree College Writing 11/4/12 Julius Caesar and Napoleon Bonaparte This world has seen many great leaders and emperors but two of them standout a little more than the others. Their names are Julius Caesar and Napoleon Bonaparte. Both men were highly respected and greatly feared. They also ran great empires that spanned over thousands of miles. They wanted to rule and conquer anything they could. They have many similarities and differences in the way they ruled and conquered. Their empires were so big that there came a time where they couldn’t control it and their reign came to an end. Julius Caesar and Napoleon Bonaparte have molded and shaped the way rulers and leaders should rule over†¦show more content†¦Impressed by his feats the five main military leaders asked Napoleon to invade England, instead he offered a plan to invade Egypt. After he got the okay to do so Napoleon took over the Egyptian army and its main leaders (www.history.com, www.thefreesource.com). In 1799 Napoleon overthrew the French Directory in an attemp t to gain more power. After the defeat he was the leading political figure to most historians (www.history.com). As leader Napoleon improved not only the military of France but also the economy and other parts of the French empire. He helped reform the banks and education system as well as improving the arts and sciences. But his biggest contribution was the Napoleonic code, which was a big part of the legal system in France.(www.history.com, www.thefreesource.com, www.bbc.co.uk). In 1804 Napoleon declared himself emperor of France, which was meant he was the sole leader of this great empire (www.history.com). Napoleon won many battles and his reign stretched from the edge of the border of Spain to Italy and also some parts in Austria and Egypt. It was a strong and powerful empire at the time. The start of Napoleon’s downfall began when Russia broke agreements with France. So Napoleon brought about 600,000 troops into Russia to attack but the Russians were prepared and had the perfect strategy to defeat the French army. The Russians would retreat and keep the French marchingShow MoreRelatedJulius Caesar And Napoleon Bonaparte1431 Words   |  6 Pagesindividuals are Julius Caesar and Napoleon Bonaparte, both legends and incredible rulers of their time. These men represented what a leader should be, and exactly what made leaders so powerful. Although these two men lived in completely different time periods there are similarities and differences that connect the two. Napoleon Bonaparte was born on August 15, 1769 in Ajaccio, Corsica. He came from a respected family, the family strayed away from being involved with the military. 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Those people are Julius Caesar, Genghis Khan, Mohandas Karamchand Gandhi, Adolf Hitler, Eleanor Roosevelt, Ho Chi Minh, etc. there are many point of views, and arguments about who is the greatest leader. In my opinion, I think Napolà ©on Bonaparte is the greatest leader. This essay shows you about a brief summarize of Napolà ©on life, and reason why I choose him to be the greatest leader. Napoleon was born on august, 15/1769, at Ajaccio, Corsica. He was theRead MoreRoman Republic And The Instigation Of The Roman Empire1753 Words   |  8 PagesBorn in 100 BC by most accounts, Julius Caesar was a key figure in the Roman Republic and the instigation of the Roman Empire. By this time, Rome was the largest city in the world, with almost half a million citizens residing in its walls (Goldsworthy 19). Caesar’s birth was claimed to be a Caesarian section, a birth considered to be a bad omen in Ancient Rome. 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Napoleon used his absolute authority to align France with his his visionRead MoreWorld History Final Exam Study Guide1374 Words   |  6 Pagesattempted to pass social and political reforms that favored the poor Marius and Sulla: troops loyal to commanders instead of state; Promised Land and other benefits Caesar: First emperor of the Roman Republic; 1st Triumvirate; murdered by Brutus and Cassius Pompey: 1st Triumvirate conspires against and turns senate against Caesar Crassus:1st Triumvirate (killed in action) Spartacus: lead slaves in revolt against Republic Etruscans: early civilization in Italy before Rome came to power; influenced

Human Resource Management for the Events Sector

Question: Describe about human resource management for the events sector, the staffing requirements of the royal ascot event and human resource management challenges. Answer: Introduction: Human Resource Management for the Events Sector In this report will discuss and identify the challenges related to the staffing of the human resource management. This report will also help in establishing a good understanding regarding the issues related to the staffing and the human resources by an organisation during the events. The objective of the report is to understand the event management and the way it systematically plans and organise the events with the managing resources. The challenges will also be mentioned, which the event management faces such as the training, recruitment and the contractual issues (Stone and Deadrick, 2015). The report will discuss about the Royal Ascot events and the challenges which the human resources face while the staffing requirement regarding the qualifications and the numbers. The wide range of the objectives and goals, are to be established, and achieved with the perfect strategic workforce plan during the process of the event management. The objective of the report is to reduce such uncer tainty which normally occurs while achieving the objectives and goals of the event. The human resource management plays a significant role in the organisation of the event, as these events are the unique and the temporary endeavours having some specific objective which is completed within the given time and budget and also requires coordination of the different areas. The staffing requirements of the Royal Ascot Event: The staffing requirement for the ascot event is similarly diverse as the event itself. Such adequate staffs are to be recruited as per the number of the guests which are to be anticipated in the Event of the Royal Ascot. Such required staffs are to be employed, which is capable of handling the multiple tasks of a successful event. The event of Royal Ascot was founded by the Queen Anne in the year 1711. The Royal Ascot is considered as one of the major event in the social calendar of the British. Hence, for such a great event the staffing requirement is to be done with best. The staffing encompasses of the individuals such as the drivers, coat-checkers, servers, special assistants, and agents, related to the customer information, ticket takers and the attendants related to the valet parking. The staff role also relies on the event and the variety of the services provided to the guest for the pleasant experience in the event of the Royal Ascot. The Royal ascot requires staffing coordinators who will be responsible for providing the VIPs facility to the guest facility at the event. The Key for a successful event is to hire the right people with the right skills. The planning of the event can be turned into disaster with the insufficiency of the talent. The staffing should also have a strong communication, verbal and written communication skills for the happening event. The focus of the staff in the event of the Royal Ascot is to provide the best customer service as recognised by name the customer should be treated royally (Welbourne, 2009). The Royal Ascot is considered as the great event not because of its racing buzz or the show elegance, but the combination of the great customer services which is to be provided at the event by the Royal Scott. Human resource management challenges: The task of the human resource management is one of the major tasks and also the success of the event depends upon the performance of the staff members at the time of the event. The human resources face the challenges of the distinctiveness and uniqueness, which is to be achieved by the event. The human resources face the challenge of meeting and identifying the training requirement of the staff for every event as the staffing requirement differs in every event of the Royal Ascot. The human resources also have to identify the appropriate skills and knowledge which is required by the staff for the event management. The human resource management of the Royal Ascot also faces the challenges of the requirement of the short term staff for some of the specialised events and can approach the temporary hiring, volunteer recruiting or the agency staff or the on the contractual services (de Gama, McKenna and Peticca-Harris, 2012). In some case of the events of the Royal Ascot there was only two percent of the entire event staff, whereas in the event 51 percent is the contractors, forty seven percent are the volunteer within the majority of the workforce. It is the responsibility of the human resource management to hire such an event manager who manages the coordination between the supplier and the organisers. The Staffing sometimes faces the emotional and a physical issue, the staff of the Royal Ascot sometimes has to work in the dusty and hot conditions after doing the several jobs. The staffing in the Royal Ascot also faces the issues of the sunburns, wild animals and dehydration and also the not mentioned logistics challenges that keep the staff busy for the 24 hours. It is the duty of the human resource management to ensure the safe and healthy environment for its workers (D'Cruz, Noronha and Beale, 2014). Running an event is not only a complex, but also a difficult task which is to be influenced by many factors. The successful event has to follow a proper plan and issues related to the health and safeties are to be managed for the successful event. Hence, many of the challenges are to be faced by the Human resource management during the event management of the Royal Ascot related to the induction, recruitment and training of the staff (Guenter, Hetty van Emmerik and Schreurs, 2014). Its been a huge event many objectives are to be achieved by the human resources with the given time frame is one of the major challenges for the HR management. Strategies for HRM professionals: For a successful event the human resource management has to keep its staff engaged in the services of the event and also to communicate with the staff regularly and also make them aware of the situations of the events (Friedman and Edwards, n.d.). The Human resource must also challenge to build the confidence with thin the staff and make them prepared to deceiver the excellent services to the guests of the event. The human resources for a successful event have to recruit such suitable candidates which favour the growth and competitiveness of the successful event. For the better performance of the staff the Human resources has to identify and meet the training requirements of the existing staff. Motivation shall be the key component of the HR management process. Motivation is something which actually commits the human beings to perform regularly a task or course of action, keeps him energetic and also enthusiastic to carry on a particular work. Itenablespeople to achievethe aimed goals,though the concerned goals may or may not of their own. Thequality as well as the capacity or the ability so as to motivate the other people and to perform fundamentally a task is concerned with the exceptional skills which are rarely found among the people. Withoutproper and appropriate motivation, the salaried staff or the employees or the volunteers may lack the basic enthusiasm level to perform a task or to complete the aimed jobs with appropriate or required quality service (Hamori, 2007). The Hertzbergs theory clearly discusses about the fact that the eventmanagers cannodoubtly motivate as well as keep the employees working with full zeal and enthusiasm with the following important facts: Proper instituting of the processes of the recognizing the achievement of the staff and the well performing staff. Always trusting andempowering the employees so that they may take the self responsibility to ensure the required outcome as far as their individual responsibility is concerned (Dr.P.Krishnakumar and B.Elakiya, 2012). Ensure is providing equal and appropriate opportunities for the staff to grow in their skills, expertise and experiences. It further also suggests that the event managers are necessarily required to be always conscious of the most hygiene factors which can for sure act as the demotivators among them. It also includes the attitudes of the supervisors or the path showers, and the working conditions like the time taken for the meals/coffee and other kinds of refreshment break plus hours of their continuing work. The main status of the job as compared to otherjob segments such as the comparison of the wastemanagement officers segment with that of the segment of the work of the publicity coordinator. The theory of the Hertzberg and the Maslow, provide the job managers with some important understanding of the work-related things or the factors which initiates the motivation, it also focuses appropriate attention on the significance of the needs of the staff and the satisfaction level of the employees working under them. Mr. Goldblatt (2011, p.141) has mentioned the employees as the lifeblood of so many of the events in the absence of which all the concerned events is not at all possible or it may be a stupid thinking of having completed them as per satisfaction level of the company without their wholehearted efforts (Pudelko, Reiche and Carr, 2014). The Volunteers or the honest workers commit their precious skills, time and their effort for the aim of the benefit of an event irrespective to the financial compensation. For the reason of being an effective recruit, retaining and also rewarding the employees for the ultimate benefit of the company is of vital importance. The employees feel to get something in return for their efforts being made for the profit earning motive of the company, if they are not properly handled they may switch and move to any other organisations and the concerned company may lose their expertise and their grip upon their retention level. Monga in the year (2006) has develope d a significant model with the below mentioned five dimensions of the motivation to the volunteer: Affiliatory motivations: This motivational concept basically deals with the event as well as its content. The Volunteers feel attached and affiliated to the events purpose and activities and also like to give their best and contribute to the success of the aimed targets (Stone and Deadrick, 2015). Altruistic motivations: It is a benevolent want or desire so as to help others, and in return to give it to the society and also to contribute to the betterment of the society as a whole. Instrumentalist motivations: Reasons for the volunteering are very much connected with the likings as well as the expectations of some personal benefits. It could be career and skills enhancement, etc. Other kinds of personal rewards are also a part of the souvenirs and the freeentry to the event (Welbourne, 2009). Egoistic motivations: These kinds of motivations are very self-centred, intangible and intrinsic by nature. They can also derive enhanced quality of self-esteem and thus at last expect thefulfilling experiences. Solitary motivations: A person with the solitary further motives the volunteer as is stimulated by the opportunities for the social relationships so asto foster the interpersonal community cohesion and relationships. Conclusion: The HR Management in the events of the company or the industry deserves very careful attention refer the challenging and special context. Thus the fluctuating as well as the pulsating demand for the wants of human labour, there are many of the events which are staffed with some kinds of short-term personnel in special kinds of the work arrangements. (Chen, 2009) There might be a possibility that some may not be straight way employed by the organised event for the organization and some may not be employed, it is the prime duty of the HR Management to line up with all these kinds of people behind a common goal to perform for the fulfilment of the company goals. Thus, it is prompt requirement to establish and employ a transformational style of the leadership that seems to be appropriate for inspiring, unifying, and motivating a diverse team. Thus the industry is required to clearly appoint, administer and control the employees in a manner which creates their energy level to new heights and also motivates them to be a part of the same company for long. References Chen, W. (2009). Business Risks, Business Strategies, HRM and De-Globalization.Asian Social Science, 5(1). D'Cruz, P., Noronha, E. and Beale, D. (2014). The workplace bullying-organizational change interface: emerging challenges for human resource management.The International Journal of Human Resource Management, 25(10), pp.1434-1459. de Gama, N., McKenna, S. and Peticca-Harris, A. (2012). Ethics and HRM: Theoretical and Conceptual Analysis.J Bus Ethics, 111(1), pp.97-108. Dr.P.Krishnakumar, D. and B.Elakiya, B. (2012). The Benefits and Challenges of Human Resource Audit.IJSR, 3(6), pp.213-214. Friedman, B. and Edwards, A. (n.d.). Using Current Events Articles to Facilitate Learning Human Resource Management.SSRN Electronic Journal. Guenter, H., Hetty van Emmerik, I. and Schreurs, B. (2014). The negative effects of delays in information exchange: Looking at workplace relationships from an affective events perspective.Human Resource Management Review, 24(4), pp.283-298. Hamori, M. (2007). Career success after stigmatizing organizational events.Human Resource Management, 46(4), pp.493-511. Hamori, M. (2007). Career success after stigmatizing organizational events.Human Resource Management, 46(4), pp.493-511. Pudelko, M., Reiche, B. and Carr, C. (2014). Recent developments and emerging challenges in international human resource management.The International Journal of Human Resource Management, 26(2), pp.127-135. Stone, D. and Deadrick, D. (2015). Challenges and opportunities affecting the future of human resource management.Human Resource Management Review, 25(2), pp.139-145. Welbourne, T. (2009). HRM for HR professionals (or HR for HR).Human Resource Management, 48(5), pp.675-676.