Systems Analysis And Role Of The Systems Analyst - 2802 Words

Assignment 1 – Task 1 (P1) (P1 – 1) An explanation of what Systems Analysis is and the role of the Systems Analyst. Discuss Systems Analysis and the role of the Systems Analyst A system analyst is an important part of a business, who is usually an IT professional, specializing in analyzing, designing and implementing information systems. The primary role of a system analyst is to assess situations, and the suitability of information systems, and then study the problems and improvements needed within a certain organisation and come up with a way that these changes can be made effectively. It is the role of the system analyst to research problems, plan solutions, recommend software/systems and to overall co-ordinate the development of the†¦show more content†¦The system analyst will then examine the project thoroughly and go through any potential faults they think will cause a major issue for the company, and make plans to solve them as quickly and effectively as possible. The primary purpose of the system analyst at this stage is to gather information as much information as possible and determine any specific requirements needed for e.g. software, w hich will be specified in the requirements specification. The end product of the system analyst stage is known as the deliverable – which will be the end set of requirements that the analyst has chosen for the project. A system analyst can have the following duties: †¢ Interacting with any internal users/customers in order to learn and document any requirements †¢ Write up any specified technical requirements. †¢ Give presentations about their findings to clients and colleagues †¢ Interact with designers in order to understand software limitations. †¢ Help the programmers during system development †¢ Perform the system testing. †¢ Deploy the completed system. †¢ Document the system development contribute to user manuals and training. (P1 – 2) A discussion of the reasons why an organisation might initiate a Systems Analysis project†¦ TELOS. Discuss the reasons why an organisation might initiate a Systems Analysis project †¢ To improve efficiency †¢ Improve ease of use †¢ Make use of new technology †¢

Defense of Marriage Act Free Essays

In 1996, Congress enacted the Defense of Marriage Act (â€Å"DOMA†), which added the following definition to the United States Code: â€Å"†¦[T]he word â€Å"marriage† means only a legal union between one man and one woman as husband and wife, and the word â€Å"spouse† refers only to a person of the opposite sex who is a husband or a wife. † (Defense of Marriage Act sec. 3). We will write a custom essay sample on Defense of Marriage Act or any similar topic only for you Order Now Since the enactment of DOMA, however, five states (Iowa, New Hampshire, Connecticut, Vermont and Massachusetts) have come in direct conflict with the law by conferring full legal status to same-sex marriages. Thus, a same-sex couple may be legally married in their state of residence but would not be recognized as such under federal law. The Supreme Court, in light of its own binding precedent, must recognize that marriage, is a constitutionally-guaranteed, fundamental right of all citizens. Because DOMA interferes with such rights, it must be overturned as unconstitutional, and the federal government must recognize same-sex marriages performed legally in states where such marriages are permitted. In a landmark post-DOMA case, the Supreme Court overturned its earlier decision in Bowers v. Hardwick, and held that state anti-sodomy laws restricting consensual sexual behavior between adults, same-sex or otherwise, were unconstitutional (Lawrence v. Texas 558). The Court held â€Å"†¦that our laws and tradition afford constitutional protection to personal decisions relating to marriage, procreation, contraception, family relationships, child rearing, and education†¦. Persons in a homosexual relationship may seek autonomy [in making these choices]†¦ just as heterosexual persons do† (Lawrence v. Texas 574). States’ ability to define or limit marriage is further diluted by the equal protection doctrine. The right to marry is fundamental and, as such, cannot be defined so as to apply to citizens on an unequal basis or on the basis of classification. The equal protection doctrine is derived from the Fourteenth Amendment of the Constitution, which provides that no citizen of the United States or any state shall be denied â€Å"equal protection of the laws† (U. S. Constitution, amend. 14, sec. 1). Prior to 1996, the Supreme Court’s equal protection decisions progressively made strides toward greater personal freedoms and greater recognition of the fundamental rights of individuals. By defining marriage solely as a relationship between a man and a woman, Congress attempted to slam the door on decades of Supreme Court jurisprudence. The Supreme Court famously addressed the right to marry as a matter of equal protection in the 1967 decision of Loving v. Virginia. Striking down anti-miscegenation statutes in more than 20 states, the court held â€Å"[t]here can be no doubt that restricting the freedom to marry solely because of racial classifications violates the central meaning of the equal protection clause† (Loving v. Virginia 12). The Supreme Court has also recognized the right of prison inmates to marry (Turner v. Safley, 78). In so doing, the court addressed specifically whether the inability to consummate a marriage affects the constitutional protection afforded such a relationship. In her opinion for the court, Justice O’Connor wrote: â€Å"Many important attributes of marriage remain, however, after taking into account the limitations imposed by prison life†¦. [M]arriages†¦are expressions of emotional support and public commitment†¦hav[e] spiritual significance†¦ [and] [f]inally, marital status often is a precondition to the receipt of government benefits (e. g. , Social Security benefits), property rights (e. g. , tenancy by the entirety, inheritance rights), and other, less tangible benefits†¦. These incidents of marriage, like the religious and personal aspects of the marriage commitment, are unaffected by the fact of confinement or the pursuit of legitimate corrections goals. † (Turner v. Safley 95-96) All the minimal hallmarks of marriage enumerated by the Court in Turner can exist in a legal same-sex marriage; with the sole exception of the couple’s ability to obtain the federal government benefits denied them by DOMA. In a case that perhaps best encapsulates the Supreme Court’s belief in the breadth of the right to marry, the Court addressed a Wisconsin law that prevented people with child-support arrearages from marrying. (Zablocki v. Redhail, 434 U. S. 374 (1978)). In holding the law unconstitutional, the court stated that â€Å"[a]lthough Loving arose in the context of racial discrimination, prior and subsequent decisions of this Court confirm that the right to marry is of fundamental importance for all individuals† (Zablocki v. Redhail 384). If marriage is a right of â€Å"fundamental importance for all individuals,† (Id. ) it is necessarily a fundamental right for homosexual men and women. In conclusion, the Defense of Marriage Act and the federal government’s failure to recognize legal same-sex marriages are unconstitutional. DOMA illegally interferes with the fundamental right of homosexual individuals to choose whom they wish to marry. The United States was undergoing a major conservative revolution at the time DOMA was passed. The times have changed. As Justice Kennedy wrote in 2003, seven years after DOMA was enacted, â€Å"†¦[T]imes can blind us to certain truths and later generations can see that laws once thought necessary and proper in fact serve only to oppress. As the Constitution endures, persons in every generation can invoke its principles in their own search for greater freedom† (Lawrence v. Texas, 579). It is time for the Supreme Court of this generation to lift the oppression of DOMA and require the federal government to recognize legal same-sex marriages. Works Cited Defense of Marriage Act, U. S. Statutes at Large 2419 (1996): sec. 3. Desylva v. Ballentine, 351 U. S. 570 (1956). Lawrence v. Texas, 539 U. S. 558 (2003). Loving v. Virginia, 388 U. S. 1, 12 (1967). Turner v. Safley, 482 U. S. 78 (1987). Zablocki v. Redhail, 434 U. S. 374 (1978). How to cite Defense of Marriage Act, Papers

I Want a Wife Essay Example For Students

I Want a Wife Essay Donya Pittman English III Period 2 Aug, 25, 10 ‘I Want a Wife’ A In 1971 when the essay â€Å"I Want A Wife† was written it was the height of the feminist movement. During this time women were rising and speaking out about the classification of themselves as second class citizens to men. Inspired by the recent amendment giving women the right to vote, which was in the 1940’s, Judy Brady, wrote the satirical essay † I Want a Wife†. The purpose of the essay is to give a blatant unfair depiction of the conditions of the common â€Å"wife† during this time. Brady uses the male view-point and their inherent selfishness to persuade her audience which is both single and married women but Brady also tries to reach out to the husband audience by trying to get them to see how self-centered the expectations of the common wife is. By reveling how repressed men are making women they might try for a change. Brady’s argument is effective because of her use of ethos logos and pathos. In the beginning of the essay Brady establishes a sense of credibility by showing that she herself is a wife. Brady, establishing herself as a wife is immensely important to get her audience’s attention and respect because she has firsthand experience in what it is like to be a woman and a wife during this time. Since her audience is mainly married and unmarried women Brady makes herself approachable as a writer with some authority on the topic of the unjustness of the common marriage. With this leading use of ethos, Brady not only gives her writing integrity, she also successfully gets the audiences respect and that opens them up to being susceptible to her argument. Brady’s use of pathos is also a huge part of why her argument is so greatly accepted. Being that no one, not even a woman, would like to be treated as described in the essay Brady conveys a plethora of emotions for the reader. She tells and even over exaggerates the stresses of everyday life and the unrealistic, selfish and servant like expectations for the wife of a husband. Brady, knowing that her audience is mainly women, targets in on the buried frustrations of the overwhelming responsibilities placed upon them giving them the inspiration for the change Brady is arguing for. Another important device that Brady subjects the audience to is logos. Through the passage Brady tells of the drastic measures wives are expected to go through. The expectations that are place are so extremely unrealistic and improbable with just one wife that the reader can see the illogical expectations for what they are. The repletion of â€Å"I want† shows the audience the selfishness and gets them to see that husbands can’t have everything they want and that while it’s a nice idea to have a servant as a wife is not a healthy relationship but more of slavery. In conclusion, Brady successfully conveys her argument using ethos, logos and pathos. She also uses sarcasm to prove her point of view regarding the selfishness of men towards women. In the article I want is used more than 15 times. The repletion is a clear sign of that selfishness she tells of men displaying toward women. Brady’s style encourages action from women and even men to stop and think of women as equals to their partners and to not have such heavy burdens but to share the weight.

Management of a Diverse Workforce

Globalization has facilitated the growth of multinational; an increasing number of companies are diversifying their operations in different part of the globe. When operating in the international arena, a company has to manage a diverse work force; managing diverse human capital has continued to be a challenge to human resources managers.Advertising We will write a custom essay sample on Management of a Diverse Workforce specifically for you for only $16.05 $11/page Learn More The main challenge is how to develop a universal performance management system amidst changes occurring in different environment that affect personnel differently. With diverse human capital, companies need to develop strategic human resource management practices, which will provide the company with global consistency of purpose as far as human performance management is concerned. One major role that strategic international human management (SIHM) plays is to manage diverse human ca pital performance; performance management is a continuous process through which the output of human capital is gauged to ensure that goals are consistently being met in an effective and efficient manner. The policy addresses activities affecting the performance of human capital in the efforts of formulating and implementing strategic needs that will facilitate an improve business within an organization; to undertake this task in a diverse human resources capital, is a challenge to personnel managers (Fernandez-Alles Ramos-Rodrà ­guez, 2009). This paper looks into the problems encountered by human resources managers when performance managing their human capital from a diverse origin, it will also offer some suggestions on ways that the problems can be minimized. Problems of performance managing in diverse human capital Human resources are precious, they need to be managed effectively; when developing a personnel’s management strategy; an organization needs to have an effecti ve performance appraisal and rewarding system. When an effective performance management is implemented, it boosts employees’ confidence and motivates them.Advertising Looking for essay on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More Performance management is defined as a continuous process that involves assessment of an employee in all dimensions with the aim of rewarding and establishing areas that can be improved for better performance. When dealing with the international human resources management, there are three focus areas that managers have to look into, they are inter-unit linkage, internal operations, and competitive requirements; all the above areas have challenges they pose to personnel management (Hampden–Turner Trompenaars, 2006). To handle this section effectively, this section will look into every area and the problems/challenges associated: Inter-linkage issues Diverse human capital has a variety of human components that need to be managed effectively; the differences in how people of different cultures, believes, traditions and values have offers the performance managers the problems of establishing key performance parameters. When appraising the performance of an employee in the global arenas, factors that are likely to impact on his performance need to be well understood; in the case of an expatriate, he is likely to be affected by culture of the new country, job requirements and personal attributes. When appraising and gauging the level of performance of such an employee, the above variables should be put into consideration. External and internal environment has an impact on the general performance of the company; the ease of adoption and the environment that an expatriate operated in determines whether he will be able to work effectively and pose satisfying results at the end of the year.Advertising We will write a custom essay sample on Management of a Diverse Workforce specifically for you for only $16.05 $11/page Learn More When appraising an expatriate, the culture adoption rate of the expatriate should be considered, they should be one of the parameters that need to be taken into account; the issue comes with how the human resource managers gauge the rate of adoption (Maznevski DiStefano, 2000). Internal operations An effective human resources management should ensure that internal operations of an organization are operating in their optimal form; human capital have the role of ensuring the operations are to the expected standards; the issue that face multinationals is how to control the internal structures in their absences. Internal management is based on information from output and the inputs offered by human resource of a company; people have different viewpoints thus in a diverse human capital environment, the information that will be available for management to react on will be diverse and inc omparable. This make developing of internal similar business policies become a challenge to multinationals. Other than internal business operations, different countries have different labor policies that are mostly determined by the rate of economic development of the country that a multinational is operating. The company has to ensure that it complies with the rules; the move may call for special or micro human resources policies that are challenging to manage. For example, there are countries that have wage limits while others do not have, others have fifty-five as the retirement age while others have sixty years, and this poses a challenge to personnel management. An effective performance process helps an organization to learn and understand its staffs strengths, weaknesses, talents and capabilities. When the above attributes of employees are known, then a company can devise appropriate motivational, rewarding, training and mentoring programs to enhance performance within the org anization. When gauging the strengths and weaknesses of human staffs, management faces the challenge of harmonizing the available technological developments and favorability of production across different countries.Advertising Looking for essay on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More Sometimes a company may think that a certain employee is highly effective and a high performer but this is only facilitated by the level of technological development and the rate at which the business is doing in the country of establishment. On the other hand, another employee who operates in an area of low technological development, and the business there is not as favorable, then the employee is gauged as a poor performer. The differences in technological development and general condition in the country of establishment can thus become an issue in performance management. Multinationals have to keep in touch with the situation on the ground for all countries as well as implement measures that will ensure that an equitable performance appraisal is conducted putting all the parameters affecting the situation at hand. International business communities are volatile and keep changing with changes in political, economical and social situations; management when appraising the level of p erformance has the task of ensuring they keep adjusting their policies with the situation on the ground; this will enhance the development of appropriate policies of management. The changes in political situation keep affecting the rate of operation in an organization thus to effectively performance appraise, managers have the role of implementing flexible performance appraisal models of which managing them is an issue. Separation of time and distance is another threat that challenge international human resource management performance; the differences limit the rate of contact between head managers and the subsidiary managers; there lacks the close interaction and sharing of ideas and issues becomes an issue. The differences may also mean that some policies successfully implemented in a certain area are not applicable in another area. This may hinder the entire multinational operation. Gauging the level of performance of such an employee Different countries have different intellectu al power; there are people who have highly innovative power while others have an abstract power. When managing people of this two areas, the personnel managers may have the problem of determining the best method that should be used in both cases and yet offer satisfactory results. The differences of human beings capabilities affects the implementation of uniform policies to enhance performance since some countries may call for an innovation based appraisals while others calls for abstract power appraisal approach; whichever the approach, then the managers have a challenge developing best performance appraisal models to implement in their organizations (DiStefano Maznevski, 2000). Suggestions on ways that the problems can be minimized Despite the challenges offered by international performance appraisal methods, the process is crucial and needs to be handled with utmost care and strategic moves adopted to ensure that the method has been successfully been handled. The approach that h uman resources management will take will be of utmost good to the company and should ensure that all areas have been covered effectively. The following are the best approaches to such an international appraisal strategy: Developing uniform appropriate performance standards Since the company is same, the top management should come up with uniform corporate goals, objectives, mission statements and vision statements; they should define the expectations that stakeholders have from an organization, these policies cut across the board and employees in whichever the country should understand the role they have to play in their attainment. Managers’ acts as agents of shareholders so they should be allocated some expectation that they should deliver form their teams and country of operation. With the overall expected and promised goals, human resources should get their position; every employee is seen to be performing a certain duty to fulfill the goals directly or indirectly. Huma n resource departments should develop the performance standard that they want from every employee, having attained; they are the same standards that are used in performance appraisal. The corporate goals should be taken as overall but should be some goals that countries should be following depending with their potential and the capability that they have. To ease the burden of appraisal, every country should have a competent team of human resources managers who have been empowered to appraise the performance of employees in the areas of their operation and if need be offer some advice to the higher office on the best approach they need to implement when managing their human capital. The regional performance appraisal should be empowered to offer sound advice to the top management on the right policies unique to a certain country they should implement (Bullen Eyler, 2010). Using a balanced score card for evaluation Management should develop a balanced score card performance managem ent approach; balanced scorecard assist human resources to look into qualitative and qualitative performance of an employee. It does not concentrate on one area of the human capital but goes into other specific areas that need to be appraised for an effective operation of the business. When developing standards, human resources department looks into two main aspects: qualitative and quantitative. Quantitative standards are the deliverables that an employee is expected to produce when offered maximum support and mentorship from the management and the organization as a whole (Kaplan Norton, 2001). The tangible outcome that can be attributed to a certain employee when supported by other members of the team should be the vocal point in quantitative performance standard setting. When setting the expected level of quantitative output, the company should ensure that the potential of a certain country has been gauged. It may be tricky to have similar expectations across the board but the e xpectation should reflect the potential that a certain country has. There are different ways of coming up with the target that every individual is likely to get; the most common method is a top down approach where the top managers define the corporate goals and general target, then divide it among the departments that produce quantitative results (Takeuchi, Chen Lam, 2009). The next performance standard that an organization should set is qualitative performance; the performance is more concerned on the general attitude and conduct of employees within the organization; this is of importance especially when dealing with different cultures and environments. It is important to note that depending with the country of operation, the way people portray their feeling and attitudes is different, so there is need to ensure that the right approach has been used. The quantitative standards that are set in an organization are mostly the human resources policies that an organization should uphol d; they include ethical conduct, the general accepted organizational behavior and the corporate principles. The attitude and behavioral appraisal method can be universal but the expected results weighed against the level of social-cultural environment of the country of operation (Trudel, 2009). Culture intelligence approach With the diverse cultures that multinationals gave to deal with, there is need to understand the culture of the country of operation, the culture of the people should be crucial in determining the approach to measuring their performances, attitudes, level of output, and expectations. When the company understands what is actually happening in a certain country, then the managers can be able to implement the best policies and strategies that meet the needs of human capital in a certain country. The strategy of approach is mostly different in different countries thus there is need to have their cultural believes well-noted (Triandis, 2006). Other than culture inte lligence tools, managers should have root human resources management approach, this is where when they are diversifying and probably sending an expert, experts with a certain cultural affiliation should be sent to those countries that have similar cultural back ground (Hampden–Turner Trompenaars, 2006). Conclusion Managing diversity is a challenge that faces multinational businesses; they have to deal with people of different cultural backgrounds and varying labor laws. Developing effective performance management strategic assists multinationals to manage diversity in an appropriate manner and be able to tap diverse intellectualism and talents available in the diverse human capital. The best approach that multinationals should use is a micro-management approach where at country of operation level, they have competent human resources department with the authority to performance manage employees in that locality them advice the human resources department at corporate level. Re ferences Bullen, M. L., Eyler, K. (2010). Human resource accounting and international developments: implications for measurement of human capital. Journal of International Business Cultural Studies, 31-16. DiStefano, J. J., Maznevski, M. L. (2000). Creating Value with Diverse Teams in Global Management. Organizational Dynamics, 29(1), 45-63. Fernandez-Alles, M., Ramos-Rodrà ­guez, A. (2009). Intellectual structure of human resources management research: A bibliometric analysis of the journal Human Resource Management, 1985–2005. Journal of the American Society for Information Science Technology, 60(1), 161-175. Hampden–Turner, C., Trompenaars, F.(2006).Cultural Intelligence: Is Such a Capacity Credible? Group Organization Management, 31(1), 56-63. Kaplan, R. S., Norton, D. P. (2001). Transforming the Balanced Scorecard from Performance Measurement to Strategic Management: Part I. Accounting Horizons, 15(1), 87-104. Maznevski, M. L., DiStefano, J. J. (2000).   Global Leaders Are Team Players: Developing Global Leaders Through Membership On Global Teams. Human Resource Management, 39(2/3), 185. Takeuchi, N., Chen, Z., Lam, W. (2009). Coping with an emerging market competition through strategy-human resource alignment: case study evidence from five leading Japanese manufacturers in the People’s Republic of China. International Journal of Human Resource Management, 20(12), 2454-2470. Triandis, H.C.(2006). Cultural Intelligence in Organizations. Group and Organization Management, 31(1), 20-26. Trudel, J. M. (2009). International Human Resources Management: A New Challenge. Portuguese Journal of Management Studies, 14(2), 149-161. This essay on Management of a Diverse Workforce was written and submitted by user Emiliano B. to help you with your own studies. You are free to use it for research and reference purposes in order to write your own paper; however, you must cite it accordingly. You can donate your paper here.

Taking the Structure of the Toulmin Essay Sample and Using It in Your Essays

Taking the Structure of the Toulmin Essay Sample and Using It in Your EssaysThe structure of a Toulmon Essay Sample has been created to provide students with a style and structure to their essays. This style and structure are common in many writing programs. When you apply it to your essay, you will be able to make the process of constructing an essay easier for yourself. Using this structure in your own essays will save you time and make the writing process much more productive.Structure is the main thing that has been used by every great writer who ever lived. They understood that they had to be able to find their own structure for their essay. We have all had periods in our lives where we wrote our thoughts and then jotted them down. This will make things easier for you but it does not mean that you are ready to write a book. You still have to continue to develop your own writing style and you have to do it by writing more and writing better.What you have to do is take a lesson fr om every writer that ever lived and develop a way of thinking about writing an essay. The main idea is that you are going to use all your skills to write an essay. Do not be afraid to show yourself in front of a blank page or a word processor and try to write your essay on your own. Once you have done this a few times, you will see that the entire process can be very difficult. It is difficult because you have to think so much better than you did before.One way that you can get over this hump is to join an essay writing group or to learn some of the essay editing methods of someone else. When you start out on this journey, you will probably find that you need to write a lot of essays. You should be able to get by without it but if you are not, find some time to do it. Once you begin to write essays on your own, you will be amazed at how easy it is to do. After you have written several essays, you will be able to do so without feeling as though you are a beginner again.Once you have reached this point, you should not feel bad about writing essays on your own. The structure that you have learned has made the writing process much easier for you. You should also notice that you feel a lot more confident when you are able to finish a college writing class. Your writing abilities will improve dramatically when you continue to use this structure in your essays.When you take an essay writing class, you will learn a lot of tips and tricks that you can use in your own writing. These tips and tricks have been developed by all the great writers in the world and they should be something that you should not leave out of your arsenal. This will help you when you are writing your own essays.You should take advantage of the structure in the Toulmin Essay Sample. Even if you do not use it every time you write an essay, you should make sure that you keep it in your mind. This will give you another advantage over the other writing students in your writing class.Make sure that you have a structure in place for your essays. It will help you make the process of writing an essay a little bit easier for yourself.

World War I race Essays - Identity Politics, Black Star Line

World War I race Essays - Identity Politics, Black Star Line World War I race Olamide Yussuf 10/10/2010 History 157 Dr. Kathleen Sander After World War I, America began transitioning into a modern era, which changed America forever. The 1920s saw drastic political and social revolution in the United States. The ending of World War I also began advances in technology that led to economic growth. ?The first Industrial Revolution century had catapulted the United State into the forefront among the world?s richest and most developed nations? (Divine, 720). The United States became the wealthiest nations in the world because the consumer goods industry. During this period, ?American industrial output nearly doubled and the gross national product rose by 40 percent? (Divine p. 720). The United States had the best growth with consumer items such as automobiles, appliances, furniture and clothing. In 1929, ?the national per capita income increased by 30 percent to $681? (Divine p. 720).Electricity was a driving force in the industries. The majority of industrial power was from electricity. The new technology was such a major asset that worker production increased by 75% and was producing double the amount of goods (Divine p. 720). The biggest of consumer goods was the automobile industry. The auto industry was building cars at a very rapid rate, but other industries were building items such as electrical appliances and furniture (Divine p.720). In 1920, ten million cars were in produced and sold. Before the turn of the century, nearly twenty six million cars were sold. ?Production jumped from fewer than two million to more than five million by 1929? (Divine p.720). By the end of the 1920?s, the majority of families enjoyed electricity and ?spent vast sums on washing machines, vacuum cleaners, refrigerators and ranges. With the advanced technology of these items, families were able to enjoy themselves more, because of the extra time they had. In addition, Radio broadcast and motion pictures became successful. The first radio show was in Pittsburgh, which became the driving force for eight hundred independent radio shows to begin (Divine p.721). The motion picture industry expanded as well. By the mid 20?s, many cities had their own movie theaters which entertained thousands of people and families. Marketing also found enormous growth as well. Advertising earning nearly doubled from 1915 to 1926. Numerous stores such as A However even though America was entering a new modern era with temporary economic growth there were things that still did not change. Racial relations between blacks and whites grew more hostile. Despite blacks fighting and dying along side whites in World War I, blacks still did not receive the same rights as whites. (Divine, 712) Racial violence, and riots, was rampant throughout the United States. Race wars were happening throughout the country. In Illinois 9 whites and 40 blacks were killed. In Washington DC a race riot led to 6 deaths. In Chicago, a riot killed 15 whites and 23 blacks. Lynch mobs were murdering more than 40 African Americans a year from 1917 to 1919. Even black war veterans were murdered, some still in uniform. (Divine, 711) Unfortunately, some black soldiers fought for their country, just to be murdered by the people they helped protect. Usually the race riots involved a lynch mob of whites attacking innocent black people. However, the 1919 riots were different in that, they also involved blacks fighting back. The NAACP singled this change by urging blacks not just to demand government protection, but also to retaliate, to defend themselves. Claude McKay, Roscoe Jameson, and other black poets wrote poetry as inspiration for Blacks to fight. One black veteran returning from France said ?I?m glad I went, I done my part and I?m going to fight here till Uncle Sam does his.? (Divine 712) Blacks were not going to be terrorized by whites anymore without defending themselves and fighting back. Fueled by postwar fears and promotional techniques, memberships of the white supremacy group, the Ku Klux Klan (KKK) grow exponentially. (Divine, 735) Chapters were formed in villages, towns, and small cities across the nation. Ku Klux Klan members even infiltrated the government by gaining control of legislatures in several states. The

How to spot a fake job posting

How to spot a fake job posting The job market is hard enough to navigate without having to worry about some posting turning out to be a scam- or even just a dead end. Save your precious time and energy by being on the lookout for these simple signs that something just isn’t right. 1. The company has no online presence.You do your due diligence and try to verify the person, the company, the job listing†¦ and nothing is turning up in your Googling. You can stop right there and step away. Legit jobs always have  some online trail.2. The recruiter’s email doesn’t match their company.You get an email from a recruiter who claims to represent a fabulous and well-known company. The company logo might even be at the bottom of the email. Look closely- does the email they want you to send materials to not end in the official company name (theircompany.com)? If the email associated with the posting or the invitation is a personal one (think Hotmail, Gmail, Yahoo, etc.), maybe take a pass. And pleas e, please don’t respond and attach any personal documents unless you’re sure you’re dealing with the real deal.3. You found it via a random social media post.While it is possible to land a great job you found through social media, chances are if it’s just posted there- or sponsored or advertised- it’s probably not as sweet a deal as it seems. Remember that the overwhelming majority of jobs are referral based, come through legitimate channels, or are on vetted job boards. Resist the idea that you can just surf Facebook and get hired.4. They claim â€Å"No experience necessary.†Sure, maybe the job they’re offering is entry level. Maybe they offer training. But if the posting leads with NO EXPERIENCE NECESSARY, you can be almost certain that there’s a catch you won’t like. Most jobs want you to come equipped with some skills.5. The language is sloppy.If the ad isn’t well written, or it contains spelling or grammatica l errors, or it’s just sloppily punctuated or IN ALL CAPS, consider it a red flag. A real job posting will be professional and polished.6. They ask for an interview via chat or text.You should be wary if your first interview scheduled on some kind of text messaging service. While remote interviews are becoming increasingly common, that means phone calls and Skype, not a typed conversation in a chat window.7. Anything about it is too good to be true.You’re hired immediately! The salary is CRAZY HIGH! They contacted you out of the blue! No need to interview! When can you start? (Hint: if a job seems too good to be true, it probably is too good to be true.)8. Everything about it is vague.If you can’t tell from the posting what exactly your role would be at the company, that’s a problem. A bigger problem is when you can’t really tell what the company does and get a sense of its mission or history. If all of this is very vague†¦ leave this one on t he â€Å"no† pile.9. They want money.If you’re asked to pay  anything- such as a fee to apply or for a software program with which to send in your application materials- consider the job a scam. A general rule of thumb: never give your money away to total strangers you meet on the internet.10. Your gut says no.The bottom line: keep an eye out for these and other warning signs, but your best alarm system is your own gut feeling. Does something seem off to you? If so, let it go. There are other jobs out there.