California Essay Example for Free

California Essay A couple of centuries ago California was distant wasteland with vast deserts and a long sandy coast, it seem unsuitable for living. Today it is a cultural hub of the United States and all its success can be attributed to the ethnic minorities that broke ground in California despite discrimination, violence, and imprisonment. California is unique in that it is one of the few place where industry (mining and lumber) came before agricultural. While the force which brought people to California was the Gold Rush in 1849, it was the lush fertile soil and moderate temperatures which kept people here. African Americans (Frankel 227 -240) In 1849 California was made a state. It was considered a free state which meant that slavery was prohibited. However, there were several â€Å"strings†, which effected African American civil rights, that went along with the title free state. After California became a state, one of the first actions by the state legislature was to deny black citizens the right to vote. Additionally they could not testify against a white person, they could not be formally educated, and they could not own land. Californias African American population was very politically active and held several meetings in the north in hopes of stimulating political change and freedom for black people in the state (1855-1865). The state of California also had a fugitive slave law. Which required slaves that were in California illegally to be given back to their owners. African Americans in the years leading up to the World War II were extremely active in the advance of mining, lumber, and agriculture. Black populations could be found everywhere in minor territory and many of the areas were named â€Å"Negro Bar, Negro Flat, and Nigger Ravin. these were obvious reminders of how their presence in these areas were not welcomed. This is a time in which African Americans had to use not just physical strength but intellect to protect what was rightfully theirs. Remember, African Americans could not testify in court. This means that if any white man should do them hard or steal from them, there was nothing that would be done. In many mines, blacks and whites, worked side by side. Many black men even owned their own mines that were extremely successful. Farming was the basis of Californias economy. When white Americans came to California and set up their experimental farms they targeted southern blacks for employment. They were a source of low waged labor and therefore African Americans were among the first farmers to work with the crops which have made California unique. In 1905 cotton fields were introduced to California. Blacks and Mexican immigrants exclusively worked these fields in Imperial County. The majority of these blacks had come from southern states and were not surprised by the racism that was presence in California. African Americans had to compete for jobs with Mexican immigrants. However, seasonal crop jobs were only a resting point for African American workers who wanted more. These contract jobs were only a means to help African American families move and establish themselves in California. Soon blacks moved forward becoming entrepreneurs, skilled workers, and farm owners. Black people opened business in towns that were flooded because of the gold rush. San Francisco was the hub of most African American businesses. These business flourished until the mining towns closed down and these areas where flooded with the white population who felt superior and opened competitive businesses. White patrons of black owned stores were force through societal rules to switch to white stores. Again, African Americans were told to go back to service oriented jobs. Systematic racism was back in full form by 1920s, restricting African Americans to specific living and working districts. However it is important to point out there African Americans migrated to California and settled areas which were deemed unsuitable for life. Once they prospered the whites would move in and push out the blacks. Based on this cyclic approach to development and grow California was created on the backs of talented and industrious black people who carved life into the deserts and wastelands that California originally was. Native Americans (Trafzer and Hyer 80- 91) In 1848 California became an official territory of the United States. Soon after gold was found and people from across the country came to California to become rich and have a better life. Most whites viewed Native Americans as a nuisance and on top of that as cheap labor they could exploit for their own gains. There was also a law against Native Americans testifying against whites. Between the years 1850 and 1863 could lend out â€Å"indians† who had been arrested. Essentially Native Americans were imprisoned and then used for free labor just like a slave. Ironic in that California was supposed to be a free state. Children were also kidnapped for labor because they were much easier to manipulate then adults. During 1850 through 1887 Indian Reservations were set up for the first time. The agreement that the Native Americans had with the government was they were allowed 7. million acres of land in California but just under 500k were given over to the Native Americans. Much of the reservations were infertile land that could not be farmed. It was not until after 1905 that Native Americans, specifically the next generation, wanted to take an active role in the decisions that effected them. Lost treaties were discovered which allowed Native Americans to claim land and rights that was theirs. These included the right to education, and citizenship. However, the United States government believed that because the Native Americans had not acted quickly enough those conditions were null and void. Essential the government said it was the Native Americans fault for not being pro-active when the treaties were originally drawn up (Heizer 232). It was the force labor or slavery of Native Americans which began Californias semi-feudal economy. Chinese Americans (Wyatt 50-100) The Chinese Americans living in California today have a long history of being residents of California. Some of them are from sixth generation Chinese Americans. Despite racial violent, restrictive legislation and almost no advancement opportunities, Chinese Americans have no just flourished but found a place in the California social landscape. Chinese immigrants came from China and move into San Francisco. There was a great deal of confusion over if Chinese immigrants could become citizens – some where allowed and some werent. Chinese immigrants who were not allowed to become citizens had no rights and therefore could not stake a claim during the Gold Rush. Many of the Chinese people reworked old mines because they could not have their own. In additional there was also a fee of $20 that foreign miners had to pay if they wanted to work a mine. The Chinese too were greeted with violet discrimination. In 1856, a group of white miners raced into the a Chinese American mining community destroying property and killing miners. Despite the violence and the inability to mine gold successfully, Chinese immigrants from work elsewhere – merchants, laborers, and laundrymen. Fishing was one of the industries which Chinese Americans helped promote. Early on there was almost no demand for shrimp in the states much of it was frozen and sent back to China. Soon there was a demand for shrimp in California and Chinese immigrants were pressured by the white competition to buy licenses, make Chinese techniques illegal, and several other things. Making it virtually impossible for Chinese fishermen to make a living fishing, while white fishermen thrived. Chinese immigrants were also the main workers in canneries. They open up and worked in the states first cigar shops and factories. Chinese Americans were also responsible for starting up the first wineries in California, and had the skills for growing and processing delicate crops like wheat, hops, apples, grapes, and pears. The Chinese also worked on the roads throughout California as well as the Central Pacific Railroad. There were several forms of legislation which subordinated the efforts of Chinese Americans in making new lives in California. On top of that the depression that occurred in 1870, was said to be caused directly from the cheap labor of Chinese workers. Following the depression there were several instances of racial violence which lead up to the anti-Chinese movement. This was done in attempt to squeeze Chinese run laundries out of business. It is clear that Chinese Americans played an important role in the growth of Californias economy and are responsible for the birth of the orange and grape crops that make California grape country . Japanese Americans (Chapman 31-42) The history of Japanese Americans in California and what they have contributed to Californias economy is often biased focusing heavily on the vast discrimination they suffered at the hands of the white majority. While their victimization is important it not more important then their vital contributions. Much of their reaction to the various forms of discrimination too the form of strikes, protests, and the constant fight against adversity to become successful in America. Japanese Americans were responsible for the establishment of the flower industry in California. They own, worked at, and grow almost all the flowers and plants sold in California in the late 1800s and early 1900s. They established still existed organizations including the Southern California Flower Market, the California Flower Market, Luck Produce, and the City Market in Los Angeles. Several Japanese business cater to agricultural workers supplying food, lodging, and general merchandise stores. They also helped the agricultural economy of California grow including grapes, fruit trees, strawberries, and several different strains of rice. Japanese Americans not only grew but also prepared and shipped produce across the state. It is clear that Japanese Americans were instrumental in pushing California semi feudal economy into the modern day capitalistic economy of California. Filipinos (Fehrenbacher 160 – 165) The history of Filipinos in California truly begins in 1848 when California annexed. During this time Filipinos found works as general laborers who were paid an extremely low wage. Often workers would have to travel farm to farm, as seasonal work came and went. Many Filipinos moved into larger cities in California but found little work because they were only skilled in agriculture. Due to discrimination and no education , Filipinos were pushed out of their unskilled labor jobs by the influx of immigrants from the Dust Bowl. This is one of the few instances were a ethnic group saw downward mobility in terms of work and then lifestyle. Filipinos have a rich history of being hat makers and tailors but in the hostile white dominating environment of late 1880s California, they existed no longer. Most Filipinos could only find work as ranch hands who were supervised by whites. While Filipinos males struggled in the economy of California, females flourished and were hired as domestics, farm laborers, laundresses, and cannery workers. As the job market for every ethnic group became smaller the white attitude toward Mexicans changed. Previously, Filipinos had been welcomed into the agricultural market as important components and contributors. But soon Mexicans were seem and treated like excess labor. Again Californias agricultural industry was built on the backs of these immigrants and when there was no more work for them, they were cast aside and considered (and it seems still considered economic liabilities).

The Study of Psychology :: Graduate Admissions Essays

The Study of Psychology As a psychology major at the University of Northern Iowa I enjoyed studying human interaction and individual processes. I continued to take a variety of psychology courses and found I was especially interested in psychological issues within business settings. To obtain a better understanding of the business environment I then decided to double major and receive a B.A. in management, with an emphasis in human resources. Â   As I continued to pursue my two degrees problems occurring in the work environment became very interesting and exciting to me. My psychology major biased my business interest negatively toward finance and production operations, and stimulated interest in human behavior and interaction in organizational settings. I became engaged in aspects of motivation, job enrichment, and job satisfaction and concluded innumerable improvements could be made in am individual's work life and environment. I feel these improvements are psychologically and physically advantageous to workers, as well as, profitable for businesses and society. It is my intention to contribute empirically based findings to the Industrial/Organizational psychology field through my research and practice. I expect to provide and inspire some of the necessary solutions to problems in the business environment. Â   I am applying to Colorado State University because of the very thorough and effective foundation provided for work in the Industrial/Organizational field. I have been told by many professionals that Colorado State has excellent faculty and research facilities, as well as, job opportunities in the area. I intend to pursue a career in applied research and organizational consulting, therefore, these qualities are imperative to myself and my career. Initially I plan to gain practical experience in the field through employment with a consulting firm. My long range objective is to acquire a teaching position with a college or university, while continuing research and consulting endeavors. Â   I expect that graduate work at Colorado State University will be demanding, challenging, and exciting and I look forward to attending a program of this sort.

Improving Organization Retention Paper Essay

Organizations often experiences staffing issues; therefore, one department will be asked to cover for another. However, these issues can be generated from several aspects within an organization such as staffing issues, financial issues, and organization retention. Subsequently, the organization administration must endeavor to sort out the best strategy to resolve these issues. In this particular paper the underlying issues involves staffing. â€Å"Strategies for improving the employee selection process include tracking recruitment sources; using realistic job previews (RJPs); using assessment tools and interviews to predict turnover; and hiring for fit and motivation (Barrick & Zimmerman, p.1 Para 6 2005). Moreover, an organization that implements a successful staffing approach will essentially establish a positive influence regarding employee retention. Nevertheless with this paper organization retention will be discussed in details, and work motivation theories will be applied to improve employee recruitment and retention at JC’s Casino. An examination of potential occupational stressors that are considered as a negative influence on recruitment and retention as well as a significant proposal will be demonstrated. Furthermore, the role of job satisfaction and its influence on retention at the casino, and recommendations for improving job satisfaction of the employees, and how that can play a part in successfully improving retention will be discussed. Ultimately, a discussing regarding counterproductive employee behavior occurring at the casino as well as what suggestions that would reduce the counterproductive behavior and increase productive employee behavior will be demonstrated as well. JC’s Casino This particular casino is in disarray as the result of unpredictable staffing issues, which essentially caused the casino dealers to leave. In fact, the dealers obtain employment with other casino that merely offered a lower wage rate in contrast to his or her former employment. Moreover, the casino housekeeping staff itself was experiencing issues because of the absenteeism and the high turnover of rooms. Consequently, this issue essentially impinged on other departments within the casino because of the required staff needed to manage the casino was lacking. Indeed, this concern did not impress the casino customers; in fact, it merely produced more chaos as the hotel had to adjust the check -in times, and hire additional staff to work in the luggage room. The customers who arrived earlier had to be accommodating as the organization policy entailed. However, the owner is unaware of the magnitude of the issues, which surrounds the casino itself. In essence, the owner merely knows of the specifics such as the dealers was dropping off like flies, and casino customers were becoming increasingly displeased regarding the untimely check-in transformation. Following, these issues and the whole story enlighten; one could understand why this particular organization desires urgent assistance as a means to improving the organization retention. Motivation Work theories One of motivation work theories that will be employed involves the Douglas McGregor’s X-Y Theory. Douglas McGregor (1906-1964) was the creator of one of the leading exceptional management theories without comparison. He hypothesized that a management position is considered as one of the most significant position within a corporation. In essence, he proposed that it was the manager responsibility to encourage and unveil the vast creative capability within people. McGregor introduced two significant forms of management approaches, which essentially started the development of his X and Y theories: the authoritarian and the participative. The Theory X authoritarian management style, employees are inherently lazy, and the individual would generally have to be forced to work. Nonetheless, under the Theory Y participative management style, employees would discover work as favorable. McGregor also emphasize that, under the proper management, all employees are naturally Theory Y employees (Kallio, 2006). The X Theory is primarily centered on a fashion of management and leadership that is authoritarian, whereas the Y Theory tends to employ more constructive aspects of leadership. Consequently, McGregor’s theory can relate to JC’s Casino situation as it expresses organization development. The Y Theory will allow the staff members to make progress and advance. This way of thinking, in view of this aspect it would be a plus to employ as a means to enhance recruitment and retention within The JC’s Casino. To embark on this journey first, the Y Theory will permit the manager to support employees’ incentives in place of reprimand and demerits. The Y Theory managers deem that each employee like work, and work for the good of the organization, which generates capitalization on competency between the employees. The Y Theory manager would give employees the chance of an independence of creativeness, which would form motivated and faithful employees who appreciate his or her job. The Y Theory managers also work toward building meaningful and productive relationships with their employees. These managers contend with McGregor understanding that the responsibility of management is to allow their employees to express their vast creative potential (Skidmore, 2006). One significant aspect, the Y manager would offer an open dialog with employees and other departments and through displaying leadership by leading with example. Domination and reprimand are not always the best, and the only method to create profitable workplace. In fact, the work itself should be asked and not commanded as a manager subscribing to the X Theory would be more likely to perform. However, the success of either of these theories would essentially depend on -the -job as well as the individual. Some people require unvarying direction and others will excel with little or no direction. In essence, it would fall back on what the individuals work best with regarding Theory X and Theory Y would come into play motivational wise. Another significant theory is called the Z theory founded by William Ouchi. This particular theory is identified as the â€Å"Japanese Challenge† within the management, which is employs the Y Theory and modern Japanese management principals. Although the employee within this theory must have the proper mind-set at all times for tasks with complete liability regarding the ultimate result of tasks. â€Å"Nevertheless, Theory Z essentially advocates a combination of all that’s best about theory Y and modern Japanese management, which places a large amount of freedom and trusts with workers, and assumes that workers have a strong loyalty and interest in team-working and the organization. An individual behavior and environment can change unexpectedly; thus, this particular theory lacks the strength, and direction contrasting to the McGregor X-Y theory that involves great motivational suggestions and reasoning. Occupational Stressors JC’s Casino organization have a high stress level profession as well as a high stress level that often surfaces between employees. This type of environment entails customers who are commonly inebriated and often irritated; thus, workers must intervene if necessary. Consequently, recruitment and retention should be meticulous because a casino environment can be challenging and not for everyone. According to researcher’s casinos that implement â€Å"Anger Management† courses that include procedures for recognizing and managing stress, which displayed a higher results regarding employee contentment (Internet Reference, Anger & Stress in Casinos-www.andersonservices.com). Role of Job Satisfaction To implement employee satisfaction the primary focus would be directed toward researching other successful casino such as Ki-Joon Back, a Korean casino. This casino successfully has applied an employee job satisfaction and organizational assertion. The Korean casino embarks on requiring the employees to engage in a survey questionnaire; consequence aided management by enhancing the condition of employee satisfaction. Moreover, this type of method can be employed within JC’s Casino with the same results. One must first follow- up on the results such as provide ongoing training, health care benefits, and maintain an open dialog with employees. Each aspect should be permanent to ensure employee satisfaction, recruitment as well as retention. Furthermore, the organization should also present employees with necessary supplies according to the resources. When employees are provided with the required supplies it will create a better atmosphere and enhance self-respect and retention. It is significant to bear in mind that integrity generally starts on the top of administration and can seep into the workers (Internet Reference, CQX.com-Cornell Hospitality Quarterly Management). Employee Behavior According to Global Gaming Business regarding employee’s behavior within type of environment by which it emphasizes that when counterproductive behavior occurs in a casino the management should tackle the issue immediately as well as the peoples involved instead evading the situation. Casino policy should be made unquestionably and sincerely to employees who in turn create an appreciation amid management and staff. Management must be the voice of logic when dealing with rumor or complex concerns. Management must take the led to sort out personally grievances and issues on the floor during his or her shift, and one should by no means leave issues unresolved. However, JC’s Casino has two key vital focal points here concerning behavior perceived as counterproductive, which starts with Joe, the tyrannical pit boss, and the above rate of absenteeism among the housekeepers. Management must correct the issue with Joe; in fact, he needs to be taught that his method of working and dealing with his coworkers is causing counterproductive. His behavior is essentially causing the employees to perform inadequately, and resulting in employees to leave the casino. Joe must be retrained and needs to from this point on apply a Y Theory approach in which he works with his employees instead of his former method. In case for some reason he refuses or cannot adjust management must consider reinstating him or shifting him to a position because his behavior is not complimentary to the organization. Another point counterproductive to the company is the above rates of housekeepers as absent from work. The casino pays a fair wage, but because of the shortage of staff the housekeepers undergoing overworked and underappreciated beliefs. The casino needs to employ a new management agenda in which the managers had a better mentality and could create an enhanced working environment for the employees. Conclusion Indeed, based on this finding manager knowledge, skills, and abilities are highly necessary. A management position is considered as one of the most significant position within a corporation. The JC Casino entails numerous significant facets and layers that could be perceived as challenging and are causes for concern. If management maintains this model, change decision-making methods and mindsets, aid employees with healthier working conditions and with respect. This will lead to longer retention and will eventually lead to a better more efficient recruitment process, which will aid the JC Casino as it continues to soar, and becomes profitable. Management must correct the issue with Joe; in fact, he needs to be taught that his method of working and dealing with his coworkers is causing counterproductive. Ultimately, the corporation expects the manager to be prepared to work harder, and to put forth more effort than the others leading by the example. The effectiveness of either of these theories would ultimately come to depend on- the- job and the workers. References Barrick, M. R. & Zimmerman, R. D. (2005). Reducing voluntary, avoidable turnover through selection. Global Gaming Business Vol.9. No. 2, (Internet Reference, CQX.com-Cornell Hospitality Quarterly Management. (Internet Reference, Anger & Stress in Casinos-www.andersonservices.com (Internet Reference, Motivational theories-www.businessballs.com. (Internet Reference, http://www.businessballs.com/mcgregor.htm. Journal of Applied Psychology, 90, 159-166. Retrieved April 4, 2011 Kallio, B. (2006). Mcgregor, Douglas. Encyclopedia of Educational Leadership and Administration. Retrieved on April 4, 2011, from http://www.sage-ereference.com/edleadership/Article_n368.html Skidmore, M. (2006). Theory X, Theory Y. Encyclopedia of Educational Leadership and Administration. Retrieved on April 4, 2011 from, http://www.sage-ereference.com/edleadership/Article_n566.html /

Personal Statement Personal Branding Essay - 1454 Words

Personal branding is a concept that is geared for all people. It is not just for famous people. Suze Orman started off like a normal person, but now she carries a strong name brand. A simple person who wants to be successful and start branding their name. Years later, they may become a normal brand name in someone household. The high increase in online searches and social media platform, personal branding, is relevant. According to Cohen (2014), personal branding is a necessity and marketers need to learn to understand branding. Cohen (2014) stated personal branding is required to establishing a good reputation with the consumers, with a good reputation that will be credibility, and personal branding is about enhancing longevity. This paper will discuss what is needed in personal branding to be successful and why personal branding is important. Literature Review Aaker (1996) states brand is a product, an organization, and a symbol. 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