The Harlem Renaissance Essay -- United States History Research Papers

The Harlem Renaissance      Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Chapter 1 Introduction   Ã‚  Ã‚  Ã‚  Ã‚  Harlem Renaissance, an African American cultural movement of the 1920s and early 1930s that was centered in the Harlem neighborhood of New York City. According to Wintz: The Harlem Renaissance was â€Å"variously known as the New Negro movement, the New Negro Renaissance, and the Negro Renaissance, the movement emerged toward the end of World War I in 1918, blossomed in the mid- to late 1920s, and then withered in the mid-1930s. The Harlem Renaissance marked the first time mainstream publishers, critics took African American literature seriously, and that African American literature and arts attracted significant attention from the nation as a whole (1).† Although it was primarily a literary movement, it was closely related to advancement in African American music, theater, art, and politics. Chapter 2 How did the Harlem Renaissance begin?   Ã‚  Ã‚  Ã‚  Ã‚  The Harlem Renaissance emerged in the midst of social and intellectual turmoil in the African American community in the early 20th century. Several factors laid the foundation for the movement. A black middle class had developed by the turn of the century due to increased education and employment opportunities following the American Civil War(1861-1865) (Ruben 9). During an event known as the Great Migration where hundreds of thousands of African Americans moved from an economically depressed rural South to industrial cities of the North to take advantage of the employment opportunities created by World War I (Reuben 9). As more and more educated and socially conscious blacks settled in New York’s neighborhood of Harlem, it developed into the political and cultural center of black America. Equally important, during the 1910s a new political agenda advocating racial equality arose in the African American community, particularly in its growing middle class (R euben 9). Championing the agenda were black historian and sociologist W. E. B. Du Bois and the National Association for the Advancement of Colored People (NAACP), which was founded in 1909 to advance the rights of blacks. This agenda was also reflected in the efforts of Jamaican-born Black Nationalist Marcus Garvey, whose â€Å"Back to Africa† movement inspired racial pride among blacks in the United States (11).† In this article, Porter makes it clear that blacks were determined ... ...ul information. I learned many things about essential books and there input in the Harlem Renaissance. Basset, John E. Harlem in Review: Critical Reactions to Black American   Ã‚  Ã‚  Ã‚  Ã‚  Writers. Selinsgrove: Susquehanna UP, 1992. In this article, I acquired useful information about the feelings and emotions of the African-Americans during the time of the Harlem Renaissance. Porter, James A. Modern Negro Art. New York: Arno Press, 1969. In this book, I got a lot of valuable information regarding the different paintings, pieces of art, books, and the essential movements by different activists. Reuben, Paul P. â€Å"Chapter 9: Harlem Renaissance – An Introduction.† PAL:   Ã‚  Ã‚  Ã‚  Ã‚  Perspectives in American Literature- A Research and Reference   Ã‚  Ã‚  Ã‚  Ã‚  Guide. . In this excerpt, I found a lot of facts on the dealings of African-Americans after WW1 and the vital contributions to the Harlem Renaissance. Wintz, Cary D. â€Å"Harlem Renaissance†. Microsoft  ® Online Encyclopedia   Ã‚  Ã‚  Ã‚  Ã‚  2004: 8 Mar. 2004 < http://encarta.msn.com> In this article, I obtained a lot of useful information. I learned different things about the foundation of the Harlem Renaissance and the founding mothers and fathers.

Bata Lockout Case Study Essay

For Bata, labor had always posed major problems. Strikes seemed to be a perennial problem. Much before the assault case, Bata’s chronically restive factory at Batanagar had always plagued by labor strife. In 1992, the factory was closed for four and a half months. In 1995, Bata entered into a 3-year bipartite agreement with the workers, represented by the then 10,000 strong BMU, which also had the West Bengal government as a signatory. On July 21, 1998, Weston was severely assaulted by four workers at the company’s factory at Batanagar, while he was attending a business meet. The incident occurred after a member of BMU, Arup Dutta, met Weston to discuss the issue of the suspended employees. Dutta reportedly got into a verbal duel with Weston, upon which the other workers began to shout slogans. When Weston tried to leave the room the workers turned violent and assaulted him. This was the second attack on an officer after Weston took charge of the company, the first one being the assault on the chief welfare officer in 1996. In February 1999, a lockout was declared in Bata’s Faridabad Unit. Middleton commented that the closure of the unit would not have much impact on the company’s revenues as it was catering to lower-end products such as canvas and Hawaii chappals. The lock out lasted for eight months. In October 1999, the unit resumed production when Bata signed a three-year wage agreement. On March 8, 2000, a lockout was declared at Bata’s Peenya factory in Bangalore, following a strike by its employee union. The new leadership of the union had refused to abide by the wage agreement, which was to expire in August 2001. Following the failure of its negotiations with the union, the management decided to go for a lock out. Bata management was of the view that though it would have to bear the cost of maintaining an idle plant (Rs. 3 million), the effect of the closures on sales and production would be minimal as the footwear manufactured in the factory could be shifted to the company’s other factories and associate manufacturers. The factory had 300 workers on its rolls and manufactured canvas and PVC footwear. In July 2000, Bata lifted the lockout at the Peenya factory. However, some of the workers opposed the company’s move to get an undertaking from the factory employees to resume work. The employees demanded revocation of suspension against 20 of their fellow employees. They also demanded that conditions such as maintaining normal production schedule, conforming to standing orders and the settlement in force should not be insisted upon. In September 2000, Bata was again headed for a labour dispute when the BMU asked the West Bengal government to intervene in what it perceived to be a downsizing exercise being undertaken by the management. BMU justified this move by alleging that the management has increased outsourcing of products and also due to perceived declining importance of the Batanagar unit. The union said that Bata has started outsourcing the Power range of fully manufactured shoes from China, compared to the earlier outsourcing of only assembly and sewing line job. The company’s production of Hawai chappals at the Batanagar unit too had come down by 58% from the weekly capacity of 0. 144 million pairs. These steps had resulted in lower income for the workers forcing them to approach the government for saving their interests. PS: Weston resigned on January 30, 2001. This came as a severe setback to the Bata management.

Discrmination, Diversity, Equality and Inclusion in Health

Discrimination Diversity, Equality and Inclusion To understand what discrimination is, we first have to understand the meanings of diversity, equality and inclusion within our society and social health care. Diversity outlines difference and variety; we are all different we have characteristics that make us individual, these come from and include: race, religion, age, gender, beliefs, appearance, abilities, talents and sexual orientation. These characteristics give us our uniqueness in society, not only as individuals but also within groups and different cultures.Equality means treating people fairly, where everyone can participate and has an equal opportunity to fulfil their potential. To be able to understand what diversity and equality both mean, we have to first acknowledge our own prejudices, values and beliefs, and then we can positively accept difference in our society, and in the role of Social Care Workers. By accepting diversity and equality we support, value and respect se rvice users, thus providing a quality standard of care.Inclusion means including all individuals and groups, treating people fairly and with respect, giving choices, not tolerating discrimination, breaking down barriers and providing a supportive and nurturing quality standard care service. Discrimination can be indirect or direct; it means treating an individual or a group of people less fairly than others, giving a lower standard of service because of how we view them. We can discriminate without realising we are doing it. Indirect discrimination can occur when a condition or practice or requirement is provided through a service, e. . information leaflets only printed in English and not providing the information in other formats. We are indirectly discriminating against some of our service users who may have different levels of communication and need information in other forms, e. g. braille, large fonts, different languages or on audio. Direct discrimination can occur in differen t forms. Sometimes people do not realise that what they are saying or doing can be discriminative to others, e. g. stereotyping and generalisations.What is your initial thought when you see a person dressed in a hoodie, homeless person, a coloured person or an old person? If it is a negative thought or fear, the values and beliefs you hold could turn these into prejudices. You possibly formed an opinion based on an assumption rather than on fact. Values are taught to us usually in childhood and we carry these with us throughout our life. Values, beliefs and any prejudices can be changed, usually through knowledge and life’s experiences. By seeing things from a different perspective and keeping a positive attitude, we can all be open to change.There are other ways discrimination can happen in social care. Through communication: the words and expressions we use, derogatory language, belittling people, patronising, humiliating and disrespecting people. These are all discriminati ve. Telling jokes about particular groups of people, based on their race, age, religion, culture, gender, sexual orientation, ability or disability, is discrimination. We must think about not only what we say or do but also what our colleagues say and do. Stereotyping, generalisations and labelling do not define the people we care for.Calling someone little as in ‘ Little Mary’ because the lady is small in height, this does not define her as a human being. She happens to be small, but is ‘Mary’ first. When people who want to take part in society, employment, education, an exercise or activity, or a service, and are excluded or treated less fairly based on their age, race, ability or disability, gender, sexuality or other prejudice, this is discrimination. The effect of discrimination can lead to isolation, impacting on mental and physical health, stress, lack of confidence and low self esteem.The use of Inclusion and anti- discriminatory practice in social care can help us recognise, support, challenge and change any discrimination. We have to keep an open mind and not allow our own values or beliefs to interfere with how we support clients. Because it is not right for us, does not mean it is not right for someone else. Give people choices, ask them or their family. Read through their care plan which is about their life, likes, dislikes, interests and beliefs. This will help break down any barriers.Sometimes in social care we need to act on behalf of our clients, to help them understand, choose and exercise their right. This could be because of a number of factors. There might be emotional, physical or communication barriers that effectively stop people from accessing help, advice or from making decisions about their life. By doing this we are promoting independence and not dependence. Because we live and work in a diverse society, there are laws, regulations and guidance to help you understand discrimination and how to deal with it.Y our workplace will have policies about this that will include: * Equality Act 2010 (this act supersedes all previous acts and covers all aspects of discrimination) * HCPC (Health & Care Professions Council) formally GCSS code of practice You can ask your manager for further advice about: * Duty of care * Safeguarding * Effective communication * Standard of care Other organisations which can provide further help are: * Citizens Advice Bureau * Law Centre Be respectful, polite and courteous, value yourself and others this will help you deliver quality care.