Biography of Rosa Parks, Civil Rights Pioneer

Rosa Parks (February 4, 1913–October 24, 2005) was a civil rights activist in Alabama when she refused to give up her seat on a Montgomery bus to a white person: her case touched off the Montgomery Bus Boycott and was a significant milestone in forcing the Supreme Court to end segregation. She once said, When people made up their minds that they wanted to be free and took action, then there was change. But they couldnt rest on just that change. It has to continue. Parks words encapsulate her work as a symbol of the Civil Rights Movement. Fast Facts Known For: Civil rights activist in the American south of 1950s and 1960sBorn: February 4, 1913 in Tuskegee, AlabamaParents: James and Leona Edwards McCauley  Died: October 24, 2005 in Detroit, MichiganEducation: Alabama State Teachers College for NegroesSpouse: Raymond ParksChildren: None Early Life Rosa Louise McCauley was born on February 4, 1913, in Tuskegee, Alabama. Her mother Leona Edwards was a teacher and her father James McCauley was a carpenter. Early in Parks childhood, she moved to Pine Level, right outside the state capital of Montgomery. Parks was a member of the African Methodist Episcopal Church (AME) and attended primary school until the age of 11. Parks walked to school every day and realized the disparity between black and white children. In her biography, Parks recalled, Id see the bus pass every day. But to me, that was a way of life; we had no choice but to accept what was the custom. The bus was among the first ways I realized there was a black world and white world. Education and Family Parks continued her education at the Alabama State Teachers College for Negroes for Secondary Education. However, after a few semesters, Parks returned home to care for her ailing mother and grandmother. In 1932, Parks married Raymond Parks, a barber and a member of the NAACP. Parks became involved in the NAACP through her husband, helping to raise money for the Scottsboro Boys. In the daytime, Parks worked as a maid and hospital aide before finally receiving her high school diploma in 1933. Civil Rights Movement In 1943, Parks became even more involved in the Civil Rights Movement and was elected secretary of the NAACP. Of this experience, Parks said, I was the only woman there, and they needed a secretary, and I was too timid to say no. The following year, Parks used her role as secretary to research the gang rape of Recy Taylor. As a result, other local activist established the Committee for Equal Justice for Mrs. Recy Taylor. Through the help of newspapers such as The Chicago Defender, the incident received national attention. While working for a liberal white couple, Parks was encouraged to attend the Highlander Folk School, a center for activism in workers rights and social equality. Following her education at this school, Parks attended a meeting in Montgomery address the Emmitt Till case. At the end of the meeting, it was decided that African-Americans needed to do more to fight for their rights. The Montgomery Bus Boycott It was a few weeks before Christmas in 1955 when Rosa Parks boarded a bus after working as a seamstress. Taking a seat in the colored section of the bus, Parks was asked by a white man to get up and move so that he could sit. Parks refused. As a result, the police were called and Parks was arrested. Parks refusal to move her seat ignited the Montgomery Bus Boycott, a protest that lasted 381 days and pushed Martin Luther King Jr. into the national spotlight. Throughout the boycott, King referred to Parks as the great fuse that led to the modern stride toward freedom. Parks was not the first woman to refuse to give up her seat on a public bus. In 1945, Irene Morgan was arrested for the same act. And several months before Parks, Sarah Louise Keys and Claudette Covin committed the same transgression. However, NAACP leaders argued that Parks—with her long history as a local activist—would be able to see a court challenge through. As a result, Parks was considered an iconic figure in the Civil Rights Movement and the fight against racism and segregation in the United States. Following the Boycott Although Parks courage allowed her to become a symbol of the growing movement, she and her husband suffered severely. Park was fired from her job at the local department store. No longer feeling safe in Montgomery, the Parks moved to Detroit as part of the Great Migration. While living in Detroit, Parks served as secretary for U.S. Representative John Conyers from 1965 to 1969. Retirement Following her retirement from Conyers office, Parks devoted her time to documenting and continuing to support the civil rights work she had begun in the 1950s. In 1979, Parks received the Spingarn Medal from the NAACP. In 1987, the Rosa and Raymond Parks Institute for Self Development was incorporated by Parks and long-time friend Elaine Eason Steele, to teach, support, and encourage leadership and civil rights in young people. She wrote two books: Rosa Parks: My Story, in 1992, and Quiet Strength: The Faith, the Hope and the Heart of a Woman Who Changed a Nation, in 1994. A collection of her letters was published in 1996, called Dear Mrs. Parks: A Dialogue With Todays Youth. She was the recipient of the Presidential Medal of Freedom (in 1996, from President Bill Clinton), the Congressional Gold Medal (in 1999), and many other accolades. In 2000, the Rosa Parks Museum and Library at Troy State University in Montgomery was opened near where she had been arrested.   Death Parks died of natural causes at the age of 92 in her home in Detroit, Michigan on October 24, 2005. She was the first woman and second non-U.S. government official to lie in honor at the Capitol Rotunda. Sources Rosa Parks, civil rights pioneer, dies. The New York Times, October 25, 2005.  Rowbotham, Sheila. Rosa Parks: Activist whose refusal to give up her bus seat ignited the US civil rights movement. The Guardian, October 25, 2005.Sullivan, Patricia. Bus Ride Shook a Nations Conscience. Washington Post, October 25, 2005.  Theoharis, Jeanne. The Rebellious Life of Mrs. Rosa Parks. Boston: Beacon Press, 2013.

Cyber Software Inc. s Case - 916 Words

Introduction Cyber Software Inc.’s client, the Baltimore City Government, website was hacked. Several credit card numbers and other information were accessed and stolen from the Baltimore City Government servers. Since, the cyber Software company responded very quickly only 275 people were affected by the hacking. However, the hacking of the City Governments servers has led to Mr. Jackson wanting to create better software that will prevent any future hackings and will improve the cleanup procedures once a company’s Software has been compromised. The company’s current structure contains little to no chain of command and the programmers can’t seem to agree on which course of action to take in order to implement changes. There needs to be a separation of the divisions within the company to ensure that the resources are being used appropriately. Several programmers are working on similar projects and the resources aren’t being distributed appropriately. In order to ensure the new programs are implemented in a timely and cost effective manners a new company structure and organization needs to be created. Management A new mission and vision statement is now needed for the company which will align with what Joseph Jackson envisions for his company. A mission and vision statement asks â€Å"What do we do and where do we aim to be?† (Diffen, n.d.). A clear and strong mission and vision statement the organization will better understand their purpose and major objectives inShow MoreRelatedOnline Banking And Shopping Portal1084 Words   |  5 Pageshave been such cases of cyber stealing. Such as: TJX Hackers Albert Gonzalez with his team of TJX Hackers stole millions of credit card and debit card information from T.J. Maxx and companies. It has been considered as a largest cyber-crime as they stole around 89 million credit card information. 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Conflict Management in the Workplace Free Essays

Conflict Management Learning Team A: Dana Stinson, Timothy Bird, Sterling Richards, Diana Loutensock LDR/531 October 5, 2010 Richard Hartley, M. A. Conflict Management Training Program Our consulting firm, Conflict Professionals, specializes in training all levels of managers (executive, mid- and entry-level) in the art of managing conflict within their teams and organizations. We will write a custom essay sample on Conflict Management in the Workplace or any similar topic only for you Order Now What is conflict and how does it arise? Typically, it occurs when two or more people oppose one another because their needs, wants, goals, or values are different. It is almost always accompanied by feelings of anger, frustration, hurt, anxiety, or fear.An individual may also have internal conflict issues causing stress and incapacitating him or her from functioning in a productive manner. Effective Conflict Management is the process of identifying and addressing those differences that, if left unmanaged, would become a destructive element for the individual, project, team, and/or organization. What Role Does Conflict Play in an Organization? According to Santosh Karkhanis conflict can create a negative impact on team cohesiveness when it: Hampers productivity; Lowers morale; Cause more and continued conflicts; Cause inappropriate behaviors; Takes attention away from other important activities; Undermines morale or self-concept; Polarizes people and groups, reducing cooperation; Increases or sharpens differences. Generally, when discussing organizational conflict we think of personality clashes or aggressive type behaviors between individuals performing similar tasks or at the same level in the organizational hierarchy. There are managerial actions that can cause or create conflict in the workplace; some of which are: Managerial Actions That May Cause Workplace Conflicts Surprised Employees – managers don’t inform employee of new policies, programs, decisions or manager takes credit for their employees’ work thereby creating distrust and conflict between both individuals. Poor Leadership – managers that are inconsistent, missing, or too-strong or structured, create conflict by devaluing the employee and lowering his or her self-confidence. Different Personal Chemistry – this generally occurs when there are very strong-willed individuals who differ in personality and nature. It becomes a matter of ego for these types of individuals. Disagreement Over Resource Distribution – conflict arises when available resources are not made equally available to all. According to Craig Runde, Director of the Conflict Dynamics Profile at Eckerd College, over two-thirds of managers spend more than ten percent of their time handling workplace conflict and forty-four percent of managers spend more than twenty percent of their time on conflict-related issues. If your company is to maintain an edge in today’s liquid markets, then your teams need to be as fluid as the markets themselves. In order to do this they need to work together as a single unit.When you accomplish this then, and only then, your teams will be able to keep up in today’s dynamic environment. Training Outline We have developed a full scale training program specifically designed to educate and train management level employees on what actions are most effective in cultivating conflict management skills. The training will take place over a five week course. We will meet in a business casual setting for 45 minutes once a week. The day each week, and times, will be determined before we start the program at your organizations convenience.Our goal is to accommodate your company, so either you can make use of our training facilities or we can bring our training into your business whichever supports your company’s productivity needs. Following is the training program’s format: WEEK 1 Review and Update Job Descriptions Ensure job descriptions are defined and accurate. Ensure team members understand individual responsibilities. Ensure all tasks are identified. Build Relationships with all Subordinates Meet with team members one-on-one on a monthly basis. Discuss accomplishments, challenges, issues, and employees’ progress towards goals.WEEK 2 Report progress from week one concepts and address concerns Get Regular Written Status Reports Include accomplishments through the month. Incorporate any challenges employees come across in performing their job functions. Conduct Basic Trainings Interpersonal Communication Training People react to conflict with violence (yelling and placing blame) and silence (agreeing with things they don’t agree with and shutting down communication). Managers create a safe environment for communicating by determining the facts and focusing on the common goals. WEEK 3 Report progress from week two concepts and address concerns Employees’ Involvement on Daily Tasks Employees should be involved in defining tasks. This creates trust and engages employees. Have employees create written procedures on tasks. All employees should review those documents. Employees need to be trained on the procedures. The procedural documents should be placed in a visible area with open access for all employees. * Regular Management Meetings All team members should attend. Discussion topics should include company initiatives, accomplishments, and the status of current programs.WEEK 4 Report progress from week three concepts, and address concerns Analyzing, interpreting, and managing personal internal conflict. Centering thoughts and emotions through meditation. Listen first, respond second. Document and discuss analysis. Minimize mental clutter through organizing your environment. WEEK 5 Report progress from week four concepts, and address concerns Once again, effective conflict management prevents differences from becoming destructive elements in a project, on a team, or within an organization.By completing this Conflict Management training and implementing the tools learned, your managers will significantly decrease the amount of conflict he or she must deal with on a daily basis. No company can dispute the importance of effective conflict management within their organization. The positive impact your company will realize from the training will include: Increased productivity, lower turn-over Higher morale Less Conflict Improves positive behavior Increased cohesiveness Teams who work as a single unit Reduces differences Conflict Professionals bring our experience and knowledge to your company at a competitive price. The program cost will be quickly absorbed by the increased profits attained from having a happier, more productive team. The cost for the five-week course is only $500 per person. Combined, Conflict Professionals have over 80 years of experience resolving conflict. The knowledge and tools we bring to your company will provide immeasurable rewards for your company. We have helped hundreds of companies achieve their full potential. We can do the same for you. Call Today.References Santosh Karkhanis. 30 August 2010). Conflict Management. Retrieved from:   Session 5. Conflict Management. Retrieved from: http://www. fao. org/docrep/w7504e/w7504e07. htm Workplace Conflict. Wikipedia, the free encyclopedia. Retrieved from:  Ã‚  http://en. wikipedia. org/w/index. php? title=Workplace_conflictamp;printable=yes William King. (2010).   Some Managerial Actions That May Cause Workplace Conflicts. Ezine Articles. Retrieved from: http://ezinearticles. com/? Some-Managerial-Actions-That-May-Cause-Conflicts. How to cite Conflict Management in the Workplace, Papers