...I Know Why the Caged Bird Sings is the 1969 autobiography about the early years of African-American writer and poet Maya Angelou. The first in a seven-volume series, it is a coming-of-age story that illustrates how strength of character and a love of literature can help overcome racism and trauma. The book begins when three-year-old Maya and her older brother are sent to Stamps, Arkansas, to live with their grandmother and ends when Maya becomes a mother at the age of 16. In the course of Caged Bird, Maya transforms from a victim of racism with an inferiority complex into a self-possessed, dignified young woman capable of responding to prejudice. Angelou was challenged by her friend, author James Baldwin, and her editor, Robert Loomis, to write an autobiography that was also a piece of literature. Reviewers often categorize Caged Bird as autobiographical fiction because Angelou uses thematic development and other techniques common to fiction, but the prevailing critical view characterizes it as an autobiography, a genre she attempts to critique, change, and expand. The book covers topics common to autobiographies written by Black American women in the years following the civil rights movement: a celebration of Black motherhood; a critique of racism; the importance of family; and the quest for independence, personal dignity, and self-definition. Angelou uses her autobiography to explore subjects such as identity, rape, racism, and literacy. She also writes in new ways about...
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...Natural Effects on a Boy Jean-Jacques Rousseau’s Confessions has the entire life of its author’s experiences, virtues, and detailed imperfections. Rousseau’s Confessions is one of the first notable autobiographies and has influenced many forms of narratives. It inaugurated modern day autobiography and inspired a narrative technic used in many great novels. Rousseau wrote this autobiography in order to tell the world about himself and express the nature of man. He did not want to be known by how people thought of him, but rather be able to tell people exactly what happened in his life and let them be the judge. Rousseau begins Confessions by stating, “this is the only portrait of a man, painted exactly according to nature and in all of its truth, that exists and will probably ever exist” (57). He included embarrassing experiences and personal thoughts from throughout his life to show every possible virtue of his life. He portrays what every boy encounters from mischievous trickery to entering sexual adulthood. The events that change his life and himself become a consistent theme while he describes his childhood, sexual cravings, and natural thoughts of a boy’s life. One of the most common subjects in Rousseau autobiography is the story of his childhood and the nature of a boy. Rousseau’s mother passed away during his birth, which strained the relation between him and his father. When they tried to speak of her the conversation would end with tears because his father saw Rousseau’s...
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...HOW TO ANALYSE SOURCES ANALYSING OF SOURCES Historical criticism.-> Original document? How, when, and why did it come into being? Where does it come from? Who is the author or the cartoonist or the cameraman? 2 critical questions: Could the witness possibly have known the truth? Did the witness wish to tell the truth? EVALUATING OF SOURCES Authenticity? (are there factual errors in the source?) Reliability? (how long after the event was the source produced?) Bias/Prejudice? Subjectivity VS objectivity? Historians have an issue, the source is problematic (biased, emotions, etc) and the historian is a human writer. To guard oneself from being manipulated by bias sources, one must cross-reference. This means one must analyse a few sources and then synthesise their own conclusion. QUESTIONS WHICH ASK YOU TO COMPARE IN THE TEST OR EXAM Generally sources can have two characteristics with each other. They are either similar or they are contradictory/different with each other. One should consider the following aspects when answering these types of exam questions: What are the similarities(1) and the differences(2) between the sources? How do these sources complement each other(3)? Which of these sources provides a more accurate viewpoint on the topic(4)? QUESTIONS WHICH ASK YOU TO USE ALL THE SOURCES This is an eight mark question which comes prior to the essay. One is required to write approximately 10-15 lines;...
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...López de Córdoba, a Spanish noblewoman, wrote her Memorias, which may be the first autobiography in Castillian. Zāhir ud-Dīn Mohammad Bābur,who founded the Mughal dynasty of South Asia kept a journal Bāburnāma (Chagatai/Persian: بابر نامہ; literally: "Book of Babur" or "Letters of Babur") which was written between 1493 and 1529. One of the first great autobiographies of the Renaissance is that of the sculptor and goldsmith Benvenuto Cellini (1500–1571), written between 1556 and 1558, and entitled by him simply Vita (Italian: Life). He declares at the start: "No matter what sort he is, everyone who has to his credit what are or really seem great achievements, if he cares for truth and goodness, ought to write the story of his own life in his own hand; but no one should venture on such a splendid undertaking before he is over forty."[2] These criteria for autobiography generally persisted until recent times, and most serious autobiographies of the next three hundred years conformed to them. Another autobiography of the period is De vita propria, by the Italian mathematician, physician and astrologer Gerolamo Cardano (1574). The earliest known autobiography in English is the early 15th-century Booke of Margery Kempe, describing among other things her pilgrimage to the Holy Land and visit to Rome. The book remained in manuscript and was not published until 1936. Notable English autobiographies of the 17th century include those of Lord Herbert of Cherbury (1643, published 1764)...
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...The page before Donald M. Murray’s “All Writing is Autobiography” warns readers that Murray’s opinion on writing is different from most other opinions. Prior to reading Murray’s article, I agreed with those opinions which included the rule: never use the word “I” in a formal paper. While writing this paper, I feel a strong urge to erase the words “I agreed” and rewrite the entire page in a more formal manner. Murray’s article changed my idea of the writing process by making me realize that every piece of writing is autobiographical whether or not an author is writing objectively through word choice, sentence structure, metaphors, and even punctuation. A reader can learn much about an author through his or her word choice. An author’s diction may seem more colloquial or more obscure and academic depending on his or her personality. Murray demonstrates how an author can use creativity by creating words when he uses the words “squenched and “companioned” in his poem “At 64, Talking Without Words.” Though these are not words one would find in a dictionary, they are understood by readers and aid in defining the author. Sentence structure is an important piece of writing. An author may utilize a run-on sentence or a one-worded sentence in order to create a point or emphasize one, however grammatically incorrect the sentence may be. Charlotte Brontë, for example, frequently uses run-one sentences in order to complete a thought without the interruption of a period. Authors may...
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...Feature articles Workplace diversity: developing a win-win-win strategy Joan Marques iversity as a topic earns more attention today than it has ever received before, and the reasons are easily understandable: global migration is increasing, the internet is enabling communication on a worldwide scale, and business leaders are continuously in search for less expensive resources and lower wages to pay. All these trends result in progressively diversified workforces locally and internationally. D Joan Marques is Instructor, Business and Management, Woodbury University, Burbank, California, USA. Increasingly, companies allocate special room for diversity practices on their web sites. Yet, there are some interesting observations that may not necessarily be new, but should nevertheless regularly be brought to the attention of business leaders. Why? So that they can keep track of the best way to develop and implement diversity in their organizations. Let us briefly look at the right reasons and the right way, beginning with the right reasons. The right reasons Often, organizations pride themselves in implementing diversity in order to accommodate customers. But there is only limited reason to be proud of this way of bringing diversity to the workplace. What these companies overlook is that they apply diversity only as a means toward an end, not as an end in itself: B They apply diversity with the primary mindset of profits. They reach out to their customers, but do not...
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...workplace diversity. The reasons why Xerox should be motivated to diversify their workforce is more talent will be employed at Xerox if employees of all cultures and race are hired because diversity is a key to achieving critical business results. Furthermore, there will be more knowledge sharing employees can share cultural traits, market demographics and help develop companies develop robust knowledge management and market intelligence systems that create productive people and an innovative company by recognizing and respecting diversity and empowering individuality. Enhanced Productivity by processing varied skills, competencies and capabilities of different races and cultures, Xerox can increase its productivity worldwide (Xerox) that will make them a prominent player despite the economic slowdown in technology spending. Reduced Discrimination at Xerox woman and minorities make up for 52% of the workforce and 42.5% of Xerox senior executives are women or people of color or both (Xerox). This motivates employees in a way that they feel like they appreciated and valued. Besides, its make them challenge each other’s underlying assumptions, freeing everybody from convention and orthodoxy. Xerox has strict discrimination policies as well. With the inclusion of women in the workforce, Xerox developed a form of “flex time” that allowed for a better work/home life balance which has increased productivity which clearly shows how Xerox shows its values workplace diversity. They also...
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...Abstract Diversity encompasses characteristics that categorizes individuals and allows for self-identification. Diversity presents itself in two different forms, visible and invisible. Those that are visible forms of diversity include ones physical appearance, sex, race, age, ethnicity, speech patterns and language. Those that are nonvisible include characteristics such as religion, national origin, illness and sexual orientation (Clair 2005). When discussing diversity in the work environment, most often times they are discussing the outward, visible characteristics, however invisible social identities are common in the workplace. Gender is one of the most common viewed issues when looking at diversity in the workplace. The glass ceiling and equality issues are analyzed and discussed frequently. Discoveries have been made that support the idea that woman should be on more Boards and should be making more decisions on allocations of monies. This paper seeks to address how diversity impacts an organization and how managers can make diversity work for them. Introduction According to Gibson, Ivancevich, Donnelly, and Konopaske (2012), Diversity is a term that describes the cultural, ethnic and racial differences in a population. A more comprehensive definition by Gibson et al (2012) indicates that diversity is “an array of physical and cultural differences that constitute the spectrum of human attributes. There are six dimensions of diversity which include: age...
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...Short Essay | Diversity in the Workplace | How it can create business related advantages | | Madison Roney: 7660183 | 5/15/2013 | | In modern western society, the diversification of culture has increased dramatically in recent years. With this shift, along with the growing competitiveness of the labor market, corporations have been forced to hire more employees who are not familiar with the spoken language or societal norms present in western culture. Many corporations, as much as 80% according to equity activist Trevor Wilson, consider cultural barriers to be a burden on their managers and fellow employees. As a result, these corporations fail to treat their employees equitably. (Hayes, 1999). One could argue, however, that the diversification of employees within the workplace has various business related benefits such as improved efficiency, bottom line revenue, and relationships formed with co-workers, managers and customers alike. However, to ensure its success, principles of transformational leadership must be used on the part of managers and various challenges must be overcome in order for these benefits to take full effect. This is not the first time in Canada's history where ethnic equality in the workplace has been a subject of interest. In 1993 the New Democratic Party in Ontario, whom was the provincial government at the time, enacted an employment equity law to ensure fair employment opportunities to workers from select minority groups. This legislation...
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...group in the U. S. by the year 2010. In order for companies to fully and aggressively compete in the marketplace, they will need to consider these statistics and work towards attracting, recruiting, developing and retaining a diverse workforce. This will be critical if they are to survive. They will also need to recognize that the market they cater to is becoming more diverse. Diverse groups are a growing percentage of the buying power in the United States. In order to maintain competitive advantage in the sector they serve, organizations will need to truly understand its customers, clients, members and employees and will need to create an organizational climate that is welcoming to all. The Birth of the Diversity Movement The “Diversity” Movement was born in 1987, when the Hudson Institute launched a study titled “Workforce 2000”. The study projected demographic trends that would impact the workplace, as we knew it by the year 2000. One of the predictions made was that there would be a marked growth in the number of women and minorities entering the workforce. In fact, the report suggested that women,...
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...Diversity and Inclusion SOC/315 November 09, 2011 Diversity and Inclusion Diversity refers the inclusion of different types of people in a group or organization. Many people with different backgrounds work together every day to accomplish tasks assigned on daily basis. Before working together the group should know the different dimensions of diversity. “Dimensions of diversity exert an important impact on our early socialization and a powerful sustained impact on our experiences, values, assumptions and expectations throughout every stage of history ” (Harvey, 2009). The different dimensions of diversity are race, gender, age, education, sexual orientation, and geographic origin, or employment. “Dimensions adds layers of complexity to individual identity, it is the dynamic interaction among all the dimensions that influences self-image, values, opportunities, and expectations” (Harvey, 2009). Dimensions of diversity apply an effect on each of us at home, work, and in society giving definition to our lives. “The United States is a very diverse nation and becoming more” (Schaefer, 2011). Concerning ethnic, cultural, or other groups I identify with all. My social circle is consistent with people from all groups. My social circle consists of individuals not a group. I think of all my associates as individuals with different personalities. My social circle member’s personalities are very different and the dimensions play a part from the way we dress, race, gender, and sexual...
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...D & I Times are changing and so are we. As we move toward a more global economy and the demographics within our own country continue to change at a record pace, the ways in which we conduct business must change as well. We must embrace difference as a competitive advantage to our own success. From different cultural backgrounds, customs, and languages to varying work styles, perspectives, and thoughts, our diversity provides us with a vast array of skills and talents that often go unrealized and undervalued. Those organizations that harness these differences and leverage varying perspectives and talents are better positioned to meet the ever-changing needs, wants, and expectations of their customers. Diversification of thought is the driver of innovation. Leveraging our differences for a competitive advantage does not necessarily come easy. It is not simply “common sense” and it is not achieved by just “getting along.” Successful diversity and inclusion (D&I) initiatives require a strategy that is inextricably connected to the organization’s overall business goals. There must be a strong connection to the business and senior leadership support in order for any initiative to be successful. Many organizations wrestle with myriad questions when putting together and executing a D&I strategy. The success of a D & I initiative is dependent upon employees clearly understanding the business case and their individual role in creating an inclusive workplace...
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...Chapter 12: Managing Diversity in the Workplace The Chancellor's Committee on Diversity defines Diversity as: "The variety of experiences and perspective which arise from differences in race, culture, religion, mental or physical abilities, heritage,age, gender, sexual orientation, gender identity and other characteristics." So why is it when many people think of diversity, they think first of ethnicity and race, and then gender? Diversity is much broader. Diversity is otherness or those human qualities that are different from our own and outside the groups to which we belong, yet present in other individuals and groups. It's important to understand how these dimensions affect performance, motivation, success, and interactions with others. Institutional structures and practices that have presented barriers to some dimensions of diversity should be examined, challenged, and removed. A good starting-point for thinking about diversity is to become familiar with UC’s systemwide Non-Discrimination Statement: “It is the policy of the University not to engage in discrimination against or harassment of any person employed or seeking employment with the University of California on the basis of race, color, national origin, religion, sex, gender identity, pregnancy, physical or mental disability, medical condition (cancer-related or genetic characteristics), ancestry, marital status, age, sexual orientation, citizenship, or status as a covered veteran. This policy applies to all employment...
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...together on a goal. Some of the differences which can be enumerated between the terms team and group are as follows: The strength of the team relies on the fact that the members of a team have similarities in the purpse and there is interconnectively between the individuals members and on the other hand the group is larger in number. The group’s strength could be assessed from the fact that they need to be willing to execute the commands of a leader. Workplace diversity refers to the mixture of differences between people within an organization. This may sound simple but diversity includes race, gender, ethinic group, age, personality, cognitive style, tenure, education and background are naming a few. Diversity involved how people look at themselves and others. Those perceptions have an effect on their interactions. Diversity will increase greatly over the years to come. Only successful organizations will recognize the need for immediate action and are willing to manage diversity in their workplace…now! The success and competitiveness depends on the organizations ability to embrace...
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...Best Practices in a Diverse Work Environment Melody Nelson HRM 531 October 18, 2010 Caroline Willett | InterClean, Inc. | Memo To: First level managers From: Melody Nelson CC: Date: October 18, 2010 Re: InterClean, Inc and EnviroTech Merger Transition Merger Transition The merger between InterClean an EnviroTech is in its final stages. As in any situation involving change, there will be some uncertainties and insecurities among the staff and it is the responsibility of all management personnel at all levels to effectively deal with these issues. However, setting a good foundation and following through with good communication, uncertainties and insecurities will be kept at a minimum. Following are a few ways you can make a significant contribution toward that goal. Enthusiasm is contagious! This is a golden opportunity not only for the future of InterClean but also for anybody at InterClean. As we begin merging the operations of both companies, there very well could be some downsizing in certain areas. However, there will also be new opportunities to learn, grow, and move into positions of greater responsibility. Commitment is contagious! “The importance of talking the talk and walking the walk is fundamental to achieving commitment” (Schifalacqua, Costello, & Denman, 2009). Frequent communications updating the status of the merging of operations should be relayed to all team members in a timely fashion in order to keep the excitement flowing...
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