RELIGIOUS EXPERIENCE & COMMUNITY Essay Example | Topics and Well Written Essays - 500 words

RELIGIOUS EXPERIENCE & COMMUNITY - Essay Example nd methods to use to reach their end in their faith, while in a little tradition, the practitioners are limited to each other and the knowledge that has been passed down from one person to another. A prime example between the two traditions can be seen in Catholicism, the difference between the Pope and the other followers of the religion. The Pope has studied it in the sense of the greater tradition - through books, training, and practice; the other practitioners, the ones that attend the church are those that practice the little tradition. The Pope practices Catholicism the way it was intended to be practiced, yet the church-goers do what can be informally considered "second best". There are those still that do not attend a church, but practice in the ways that they were taught by others, by traditions passed down to them. The differences lie with the clergy, the smaller groups, and the individuals. As there is very little distinction between the different ways that Catholicism can be practiced, even between the Pope and individuals of society, there is hardly a noticeable effect. Each person and each group practices how they are able to; in a way, changing the traditions is necessary, as it allows each person or each group to fully understand the finer points of their religion. Some people would not get out of books what the Pope is able to, so they work with what they have an easier time understanding. In the same sense, the changes are good - they help to bring people closer to that religion. When a person realizes that cannot achieve something one way, they improvise with another way that they are comfortable with. Many religions are seldom what they had originally been, owing to the fact that not everyone was fortunate enough to study it in the great tradition, so they resorted to what they

Research paradigm Essay Example for Free

Research paradigm Essay The research paradigm considered by the researcher in regard to this work included the consideration of packaging in special occasions and which factors companies should focus during the period of social occasion in order to make their packaging their selling point. During the festival seasons market is flooded with various gift options. Due to the competition various organizations offer attractive schemes and offers to allure the consumers. Consumers due to various kind of motives of buying gift which can be personal, individual, altruism, cultural, reciprocal and other reason wants to buy attractive gifts for the people within his circle from family to the friends and relatives. The competitions companies face to attract these customers comes from various sectors of the industry or outside the industry. Now a days even service organization have become very competitive and services can also be offered as a gift. In such case company faces all kind of product, generic, industry specific and other kind of competitions. The packaging decisions are one of the important aspects of the marketing mix which can not be ignored in such a competitive environment where everything needs to be perfect. This paradigm has been utilized many times in the study of packaging in special occasions for all the group of respondents. I. i. a. Sample selection The data sampling was randomly managed utilizing stratified means with sixty five questionnaires completed by both male and female retail consumers. The percentages of female respondents were higher than that of male. The choice to use retail consumers alone in this research was made for three reasons. †¢ First, it was far simpler to have access to consumers from retail organization in regard to the researcher’s availability. †¢ Second, the focus itself is on understanding attitudes and perceptions for the packaging of gifts in special occasions and retail organization is a place attracting major customers to buy gifts. †¢ Third, the quantification of such information allows the researcher to gain a broader perspective on how respondents observe and realize the meanings of different components of packaging during special occasions and how it impacts their buying behaviour. I.i. b. Reliability and viability Reliability for the researcher was achieved in the assurance that only a specified group of men and women were utilized in regard to the research. The focus of the research has been on the consumers from retail organization. These consumers from retail organization were approachable. Data was collected in the presence of researcher. This gave the research a more focused view of the research goal. The validity was managed as a result of this focus and emphasised in the considerations involved in the data collection, variables and sampling methods. Privacy and confidentiality methods included assigning numeric and alphabetic coding to each responding questionnaire. This ensured anonymity in regard to the researcher and the subjects of the research process. I. i. c. Sample size Approximately 100 questionnaires have been distributed to collect the information. However in 35 questionnaires the information was not completed and due to that these has been withdrawn from the studies. 65 fully filled questionnaires have been utilized for the purpose of study. I. i. d. Questionnaire design The questionnaire design was simple. The questions included in the paper are related to the attributes of the packaging. The time taken to complete the questionnaire was less due to its simple nature. Most of the questions are simple circle question where respondent has to make a circle around the most appropriate and applicable option. I. i. e. Data analysis and findings Analysis of information in regard to research managed by the researcher must include complete and full understanding of the questionnaire. This understanding focuses in the use of the questionnaire created specifically for this process. It is the considerations realized within the questionnaires, no matter their simplicity, that will focus considerations in later chapters of this work. Within this section of Analysis and Findings there will be measurement of all responses in regard to the questionnaire. †¢ Analysis strategy Analysis strategy included a full series of statistical diagrams of all information collected including positive and negative responses, gender variations and marital status. This strategy provided the researcher with a wider spread for the conclusions that became evident in regard to the researcher’s focus. This information was broken down into specific charts for the benefit of visual context. The visual context provided insight in regard to perceptions of packaging and considerations by consumers from retail organization in regard to the impact of components on them. These perceptions and considerations provide the researcher with evidence to support the hypothesis made in that effective packaging decisions during the special occasions will support organizations to delight the consumer. †¢ Awareness The researcher held awareness of the potential for study in regard to packaging during special occasion through many methods. Those methods include observation, interaction and extensive research. The awareness of the media discussions of packaging amongst collegiate level men and women and the similar studies within this idea would in fact have influenced the choice made. The choice of analyzing how consumers from retail organization amongst this particular population would in fact consider their packaging options and knowledge allows for a singular perspective isolated from the more broadly painted view. The focus itself was on the consumers from retail organization and how they absorbed information available before deciding on packaging decisions. Overall, the respondents to the questionnaires provided insight in regard to how many individuals are learning more and more about packaging decisions. From the literature review it is evident that usually colour of the packaging which makes impact on sender or receiver of any gift. The questionnaire aims to measure the frequency to which people buy gifts for others and what are the factors they consider for the packaging. †¢ Understanding The understanding of this information gathered is proven in the statistics within the questionnaires that were completed and submitted. Each respondent have been explained the objective of study. Researcher has helped the respondents if s/he faces any difficulty in understanding any question. The research found that all respondents understood the material being requested and filled the questionnaires accordingly in timely fashion. The responses of questionnaires were filled in the database as the completed questionnaires had been received from the respondents. This information was then examined thoroughly for consistency and validity. The researcher now understands that there is a great deal of diversity in gift buying and packaging behaviour among the consumers from retail organization. Respondents can learn about better packaging options through their own personal research, their parents, friends or other family members. †¢ Findings The questionnaire included demographic details like of the respondents Demographic Profile †¢ Age Large section of the respondents (41. 5%) fall under the age group of 22-30 years old, followed by people within the age group of 41-50 years who are 20% of the total respondents. Approximately 15% of the total respondents fall under the age group of 18-21. Figure III. 1 Age of Respondents Ethnic background: 43% of the total respondents were from White community while 34% were Asian. Black other and Black African were 14% and 6% respectively of the total respondents. None of the respondent was from Hispanic or African background. Figure III. 2 Ethnic Origin of the Respondents Gender Majority of respondents are female with percentage of 66 while remaining 34% of the respondents are male. Figure III. 3 Gender Consumer behaviour. When respondents were asked the question â€Å"How frequently do you buy gift items? † twenty five out of sixty five responded that they buy gifts once in a month. Twenty two out of sixty five responded that they buy three to six times in a year. Nine respondents told that they buy less often gifts for anyone while the same number of respondents told that they buy gifts once in a week. No respondent told that s/he never buys any gift items. Figure III. 4 Frequency of buying Gift Items Components of Packaging on Special Occasion Colour:When consumers were asked what they feel about the statement â€Å"It feels good to receive a present in Colourful packaging on special occasions† approximately 48% of the respondent strongly agreed to the statement while 35% agreed to the statement. Remaining respondents felt they were neutral to the Colour of packaging. Figure III. 5 Colourful Packaging Respondents when asked to respond on the statement â€Å"On special occasions (like Christmas), packaging is more Colourful than normal. † Majority of them agreed to the statement. 37% of the total respondents strongly agreed to the statement while approximately 50% agreed to the statement. 10-% of the total respondents felt neutral about the statement while approximately 1% disagreed to the same. Figure III. 6 Packaging on Special Occasions Respondents were asked to respond on the shape and Colour attribute of a product. They were asked to respond on the statement â€Å"People are mostly attracted by different shapes and sizes in gift items. † 58% of the total respondents agreed to the statement while approximately 16% strongly agreed. 18% respondents were neutral to this statement while 4% disagreed. 1. 5% of respondents strongly disagreed to the statement. Figure III. 7: Colours and Shapes of Product. When respondents were asked whether or not they agree to the statement â€Å"Packaging styles vary for different occasions† 44% agreed to the statement while 30% strongly agreed. 18% were neutral to the statement and 4% strongly disagreed. Figure III. 8 Packaging Style in Different Occasions When consumers were asked about their own perception regarding shapes and Colours of the product by the statement â€Å"I am attracted to a product because of different Colours and shapes in packaging when I buy for a special occasion† approximately 40% of the total respondents agreed to the statement while 26% strongly agree to the same. 18% respondents were neutral to the same, 17% disagreed and 1. 5% strongly disagreed to the statement. Figure III. 9 Impact of Shape and Size of packaging in special occasions To the statement â€Å"Colourful and attractive packaging makes a good impression about the sender to the receiver. † Approximately 50% strongly agreed to the statement while 43% agreed to the same. 6% of the total respondents were neutral while 1. 5% strongly disagreed to it. Figure III. 10: Colourful and attractive packaging and impression about sender.

Style in Writing :: Teaching Writing

Style in Writing Do the styles around us influence the way we think and the way we speak and write? From the time of elementary school to the present, people learn different styles. We learn how to use different styles at different times. People take these different styles and apply them into writing and conversations. Society has made certain styles more appropriate at times then other styles. For example we speak differently at church then we speak at a bar. Society sets standards on where we use a certain style. Imagine if somebody at church was swearing consistently in a conversation. Everybody would think he was rude and would talk about him after he left. But if this guy was in a bar and had a few beers, no one would think much about it. Style in writing has been set in many ways by the official style. Who set this official style and why do we need to follow it? It is expected in many of our college classes that we need to use the official style when we write papers. This English class was the first time I have looked at different styles of writing besides the official style. All the other English classes that I have taken in the past like to focus on how to write in the official style. The writer needs a theme and the whole paper needs to be in a certain format. The paper has rules to follow and if we donÕt use them, are grade will suffer. When I try and write in the official style, I write in phrases that I would normally never say when I am talking to another person. But by using the official style we are suppose to sound educated and it makes us sound like we know what we are talking about. If two papers are written and one is in the official style and the other is not and someone reads them both; which one would they consider was written by someone with a higher education? ThatÕs an easy one. Then there is the hard working construction worker who doesnÕt give a crap about the official style. Certain people have set up the official style as the correct way to write. Would not people rather read things that are easily understood and can comprehend what the writer is saying; or would they rather read some paper that is long winded and full of information, but they can not comprehend what they read unless they look over it a few times. Style in Writing :: Teaching Writing Style in Writing Do the styles around us influence the way we think and the way we speak and write? From the time of elementary school to the present, people learn different styles. We learn how to use different styles at different times. People take these different styles and apply them into writing and conversations. Society has made certain styles more appropriate at times then other styles. For example we speak differently at church then we speak at a bar. Society sets standards on where we use a certain style. Imagine if somebody at church was swearing consistently in a conversation. Everybody would think he was rude and would talk about him after he left. But if this guy was in a bar and had a few beers, no one would think much about it. Style in writing has been set in many ways by the official style. Who set this official style and why do we need to follow it? It is expected in many of our college classes that we need to use the official style when we write papers. This English class was the first time I have looked at different styles of writing besides the official style. All the other English classes that I have taken in the past like to focus on how to write in the official style. The writer needs a theme and the whole paper needs to be in a certain format. The paper has rules to follow and if we donÕt use them, are grade will suffer. When I try and write in the official style, I write in phrases that I would normally never say when I am talking to another person. But by using the official style we are suppose to sound educated and it makes us sound like we know what we are talking about. If two papers are written and one is in the official style and the other is not and someone reads them both; which one would they consider was written by someone with a higher education? ThatÕs an easy one. Then there is the hard working construction worker who doesnÕt give a crap about the official style. Certain people have set up the official style as the correct way to write. Would not people rather read things that are easily understood and can comprehend what the writer is saying; or would they rather read some paper that is long winded and full of information, but they can not comprehend what they read unless they look over it a few times.

Managing diverse workforce Essay

Workforce diversity includes the obvious differences we see when we look around: race, gender, national origin, sexual orientation, age, religion and ethnicity. But it’s also the less obvious traits, the subtle differences that often register with us unconsciously, such as socioeconomic status, marital status, educational background, language, accent and appearance. We all have something that makes us unique, some special talent or ability that we bring to the table that differentiates us from our colleagues. That’s diversity at its best. Sourcing and managing people from a diverse background have become a critical part of an employment and management strategy. Workers who vary in age, gender, ability, sexual orientation, socioeconomic background or culture, ethnicity and language, make a positive contribution to an organization’s workforce — they’re an asset to organization culture and the bottom line as companies and managers are realizing every day that passes. There is a common belief that a diverse workforce brings innovative and creative solutions to an organization from ‘outside the box’. An effective corporate diversity program is a powerful way to gain a competitive advantage and stand apart from competition. It can’t be overstated that diverse workforce brings real bottom-line value to any organization. Diverse workforce allows organizations to break barriers, attract new customers and build customer-base and help form strategic alliances with partners across the globe by having better knowledge of the target markets and establishing better communication capabilities and having ability to communicate in a variety of languages including understanding of cultural differences. Just over half of the employers polled in Canada said they anticipate a shortage of quali? ed workers in the next ? ve years and approximately 67% believe they currently have a more diverse workforce than 5 years ago. These forward-thinking companies are not only placing an emphasis on making a positive contribution to their workforce – but on their bottom line. Source:Randstad Despite Workforce diversity is becoming common phenomenon across Canada, managers of today are increasingly facing the challenges of handling a diverse workforce and being sensitive to this diversity (Tjosvold, 1985). The rationale behind this research is to understand challenges organizations are facing as a result of managing diverse workforce. Additionally the research would try to look into various ways managers can overcome these challenges and make managing diverse workforce a real success. The concept of managing diversity originated in America following the growing need to manage cross-cultural and individual differences in an increasingly diverse demographic workforce (Cox & Blake, 1991). In Canada, immigration and large numbers of women entering the workforce promoted diversity management efforts since the 1990s, although the workplace composition differs from that in the USA (Miller & A. Rowney, 1999). Experts (Fernandez, 1993; Rice, 1994; Carnevale and Stone, 1994) indicate that business owners and managers who hope to create and manage an effective, harmonious multicultural workforce should remember the importance of the following: Setting a good example: This basic tool can be particularly valuable for small business owners who hope to establish a healthy environment for people of different cultural backgrounds. This is because they are generally able to wield significant control over the business basic outlook and atmosphere. The leaders must exhibit strong commitment to addressing issues like myths, stereotypes, and real cultural differences, as well as organizational barriers that interfere with the full contribution of all employees. Communicate in Writing: Organization policies that explicitly forbid prejudice and discriminatory behavior should be included in employee manual, mission statement and other written communications. Diversity should be a super-ordinate goal instead of a goal assigned to individual group. Training Programs: Awareness and skill building training programs provides information on cultural norms of different groups and how they may affect work behavior. New employee orientation programs are ideal for introducing workers to organization’s expectation regarding treatment of fellow workers irrespective of their cultural or ethnic background. Recognize individual differences: There are number of dimensions around human relationships. These include but not limited to: acceptance of power equality, desire for orderliness and structure; the need to belong to a wider group etc. Difference should not be assumed to be cultural. Other sources are personality, aptitude or competence ( Goffee, 1997). Actively seek input from Minority workers: Seeking opinions of minority groups and their involvement on important matters is beneficial not only because of the contributions they can make but also as it sends a message that they are valued by the organization. Revamp reward system: An organizations performance appraisal and reward system should encourage and reinforce effective diversity management. Flexible Work environment: Cox (1994) indicated that flexible work environment could be highly beneficial for and to people of non-traditional cultural background because their approaches to problems are more likely to be different from past norms. Continuous Monitoring: Experts recommend that business owners and managers establish and maintain systems and routines that can continually monitor the organization’s policies and practices to ensure that it continues to be a good environment for all employees. Periodic surveys should be conducted by management to understand employee’s needs (Jorgensen, 1993). Impact of Diversity on Organizational Culture: Hill and Jones defined organizational culture as those set of norms, values, and attitude that defined the way the employees of an organization behaved and interacted with each other and with others outside their organization (Hill and Jones, 2001). Organizational culture has been seen as instrumental in impacting individual employees in an organization. A positive organizational culture promotes diversity by taking advantage of diverse talent pool as well as intellectual capital whereas a negative organizational culture will stifle and discriminate against diversity and thus affect the work environment and consequently the employee productivity (Chatman and Spataro, 2005). Thomas identified that organizational culture is responsible for the systematic and planned way in which a diverse workforce is managed in an organization and their skill sets are put to use for the benefit of the business (Thomas, 1992). With dramatic adoption of diversity as a value-add across number of organizations, it’s become important to make sure organizational culture promotes workplace diversity. It means extensively analyzing a organization’s current culture and changing those parts that limit cultural diversity. Also, it means recruiting new employees for the skills they can bring to the organization rather than their cultural homogeneity. Lastly, it means working with a management team to help them understand that cultural diversity is a business issue, and their own careers will benefit from enabling their employees to reach their full potential (â€Å"Managing Diversity†, 1999). Diversity management contains three (3) components: 1. Equal Employment Opportunity/Affirmative Action programs direct attention to laws that guide recruitment and promotion. 2. Valuing differences centers on interpersonal qualities that shape management’s relationships with their employees. 3. Managing diversity focuses on the diverse quality of employees’ work-life needs such as childcare, family leave, and flexible holiday schedules. It requires setting policies and procedures that empowers managers to meet employees’ needs (Galagan, 1999; Jenner, 1994; Wilkinson, 1999). â€Å"Managing diversity is managing human resource needs,† says Ben Harrison. ( Jenner, 1994). Human resource personnel alone can’t do the work of managing diversity. All levels of managers should implement programs designed to heighten awareness of cultural differences, foster appreciation for these differences, and identify the commonalties among the various ethnic groups. Managing diversity is an effort that will involve all members of the organization In order to reap the fruits of diversity. The process should start by including managing diversity into the overall strategy, this will promote cultural synergy and effectively integrating the better elements associated with multiple cultures. This tactic will help in aiding of identifying and implementing of new practices in companies with diverse units. Steps to be taken to begin managing diversity are: 1. Assess your organization’s needs by conducting an organizational audit to determine which diversity problems exist. The audit should consist of surveys, interviews, focus groups, or a combination of these. 2. One should learn all s(he) can by exposing him/herself to different types of people, for this can reduce Stereotyping. 3. Strengthen top management’s  commitment level. White males control the resources and feel most of the fear; therefore, they should be informed of the importance of their involvement, for this can reduce if not eliminate their fear. 4. Develop new selection criteria that include personality characteristics. Promote cultural synergy by effectively integrating the better elements associated with multiple cultures. 5. Invest in communication training to reduce prejudice and develop 6. Choose solutions that balance strategy to achieve the organization’s goals. 7. Build diversity into your leadership team: You must plan for the development and promotion of your employees. 8. Look for ways to adjust your organization to your workers. This means the organization’s culture should be employee oriented. Instituting flexible management systems to accommodate diverse workers can do this. This includes job sharing, flextime, and separate reward and benefit systems. (â€Å"Managing Diversity†, 1999,Galagan, 1999;Nelton, 2000) Conclusion At the end of the day appreciating diversity in people means recognizing, accepting, and supporting their differences. In addition, properly managing diversity means creating an environment that takes advantage of the different characteristics of everyone, which is in the best interest of the organization and the employee. The concept of managing diversity was developed as a result of the changing demographics of workforces, imperfections of Affirmative Action programs, and discrimination laws. Managing diversity involves consumption of all program and resources to building systems and a culture that unite different people in a common pursuit without undermining their diversity. It differs from solely using from Affirmative Action programs or other of its kind, because it creates an environment where all individuals can contribute to their maximum potential. Attaining support from top management is the most important implementing step in the process, which is necessary to ensure success. Additionally, it reduces the fears of the dominant group. Through the use of all valuing diversity, managing diversity and affirmative action companies create a qualified, diverse work force that appropriately reflects the demographics of its communities.

American History Study Guide Ch. 15-18

Chapter 15 Elizabeth Cady Stanton: One of the most prominent leaders of the 19th century and leading figure of the early woman’s body; social activist/abolitionist Opposed the 14th and 15th amendment because it did nothing to enfranchise women Leader of the National Suffrage Association Crop-lien/Sharecropping:Growing of cotton and pledge a part of the crop as collateral Sharecropping: initially arose as a compromise between blacks’ desire for land and planters’ demand for labor discipline System allowed each black family to rent a part of a plantation with the crop divided between worker and owner at the end of the year Guaranteed the planters a stable resident labor force Black Codes:Laws passed by the new southern governments that attempted to regulate the lives of the former slaves Granted blacks certain rights: legalized marriage, ownership of property, and limited access to courts Denied them rights to testify against whites, serve on juries or in state mil itias, or to vote Declared that those who failed to sign yearly labor contracts could be arrested and hired out to white landowners Thaddeus Stevens:Radical who represented Pennsylvania in the House of Representatives Wanted to confiscate the land of disloyal planters and divide it among former slaves and northern migrants to the South; plan proved to be too radical Hiram Revels: Mississippi representative for the U. S. Senate during Reconstruction Served as chaplain in the wartime Union army and became the first black senator in American history Enforcement Acts of 1870-1871: Outlawed terrorist societies and allowed the president to use the army against them Continued the expansion of national authority duringReconstruction. Defined crimes that aimed to deprive citizens of the civil and political rights as federal offenses rather than violations of state law Klan eventually went out of existence U. S. v Cruikshank overthrew the Enforcement Acts U. S. v Cruikshank: Ruled that the du e process and equal protection clauses applied only to state action and not to actions of individuals Case that gutted the Enforcement Acts by throwing out convictions of some of those responsible for the Colfax Massacre of 1873 Election of 1876/Bargain of 1877:Republican nominee: Rutherford B. Hayes Democratic nominee: Samuel J. Tilden Election so close that whoever captured SC, FL, or LA would win Bargain: Congress appointed a 15-member electoral commission Members decided Hayes carried the disputed southern states, and therefore, won Reconstruction Act of 1867: Temporarily divided the South into 5 military districts and called for the creation of new state governments, with black men given the right to vote Passed by Congress over Johnson’s veto Chapter 16 Railroad Strike of 1877: ka Great Railroad Strike: first national labor walkout When workers protested a pay cut that paralyzed rail traffic, militia units tried to force them back to work The strike revealed a strong se nse of solidarity among workers and close ties b/w the Republican party and the new class of industrialists Aftermath: government constructed armories to ensure troops would be in hand in the event of labor difficulties Henry George, Progress and Poverty: Influential writer on social issues during the Gilded AgeHe identified the monopolization of land as the cause of social inequality Progress and Poverty: offered a critique of the expansion of poverty amid material abundance Book proposing more optimistic remedies for the unequal distribution of health His solution: â€Å"single tax†which would replace other taxes with a levy on increases in the value of real estate; it would be so high that it would prevent speculation in both urban and rural land George rejected the traditional equation of liberty with ownership of land; saw government as a â€Å"repressive power† Sherman Ant-Trust Act:Banned combinations and practices that restrained free trade; impossible to enfor ce Helped to establish the precedent that the national government could regulate the economy to promoted the public good Lochner v New York/Liberty of Contract Ideal: Supreme court voided a state law establishing ten hours per day or sixty per week as the maximum hours for bakers Battle at Wounded Knee: Soldiers opened fire on Ghost Dancers encamped near Wounded Knee Creek, killing b/w 150 and 200 Indians Marked the end of four centuries of armed conflict b/w the continent’s native population and European settlers and their descendantsAndrew Carnegie: Established a â€Å"vertically integrated† steel company – one that controlled every phase of the business from raw materials to transportation, manufacturing, and distribution. Dominated steel industry Knights of Labor: First group to try to organize unskilled workers as skilled, women alongside men, and blacks as well as whites Wanted to end the use of public and private police forces and court injunctions agains t strikes and labor organizations Thomas A. Edison:Era’s greatest inventor; Invented the phonograph, light bulb, motion picture, and a system for generating and distributing electric power Opened first electric generating station U. S. Steel Company: Founded in 1901; maintained labor policies held by Andrew Carnegie – lower wages and opposition to unionization Chapter 17 Omaha Platform, 1892: Party program adopted at the formative convention of the Populist Party Represents the merger of the agrarian concerns of the Farmers' Alliance with the free-currency monetarism of the Greenback Party while explicitly endorsing the goals of the largely urban Knights of Labor.Tom Watson: Georgia’s leading Populist who worked the hardest to forge a black-white alliance Made vicious speeches whipping up prejudice against blacks, Jews, and Catholics Kansas Exodus: Some blacks sought a way out through emigration from the South 40, 000 to 60, 000 African Americans migrated to Kan sas seeking political equality, freedom from violence, access to education, and economic opportunity Exodus derived from biblical account of Jews escaping slavery in Egypt Ida B. Wells:Nation’s leading antilynching crusader; insisted that given the conditions of southern blacks, the US had no right to call itself the â€Å"land of the free† â€Å"New Immigrants†: 3. 5 million newcomers seeking jobs in the industrial centers of the North and Midwest Described by native-born Americans as members of distinct â€Å"races†, whose lower level of civilization explained everything from their willingness to work for substandard wages to their supposed inborn tendency toward criminal behavior â€Å"Business Unionism†: Women’s Christian Temperance Union:Largest female organization; comprehensive program of economic and political reform including the right to vote â€Å"must abandon the idea that weakness and dependence were their nature and join asse rtively in movements to change society† Frances Willard: President Election of 1896: Republicans met the silverite challenge insisting that gold was the only â€Å"honest† currency Republican nominee: William McKinley Sometimes called the first modern presidential campaign because of the amount of money spent Democrats and Populists supported: William Jennings Bryan McKinley was the winner Platt Amendment:Drafted by Senator Platt of Connecticut Authorized the US to intervene militarily whenever it saw fit; US also acquired a permanent lease on naval stations in Cuba Had to be approved before Cuba could recognize their independence Chapter 18 Muckraking: The use of journalistic skills to expose the underside of American life; Theodore Roosevelt came up with the term New Immigration: Began around 1890 and reached its peak during the Progressive Era People came from southern and eastern Europe; 13 million came to the US, the majority from Italy, Russia, and the Austro-Hung arian empireFordism: Concentration on standardizing output and lowering prices Moving assembly line: car frames brought to workers on a continuously moving conveyor belt Fordism: economic system based on mass production and mass consumption Lawrence, Mass. , strike of 1912: When the state legislature enacted a 54 hour workweek, employers reduced the weekly take home pay of those who had been laboring longer hours Workers spontaneously went on strike and called IWW for assistance Children strikers left the city, and city officials ordered that no more children could leave LawrenceSamuel â€Å"Golden Rule†Jones: Gilded Age mayors who pioneered urban Progressivism Instituted 8 hour day and paid vacations at his factory that produced oil drilling equipment Founded night schools and free kindergartens, built new parks, and supported right of workers to unionize Jane Addams: Era’s most prominent female reformer Believed woman’s life should be governed by the â€Å"fa mily claim† – the obligation to devote herself to parents, husband, and children Founder of the Hull House in 1889 – settlement house devoted to improving the lives of the immigrant poorJohn Muir: Organized the Sierra Club to help preserve forests from uncontrolled logging by timber companies and other intrusions of civilization Federal Trade Commission: Second expansion of national power in 1914 Established to investigate and prohibit â€Å"unfair†business activities such as price-fixing and monopolistic practices Welcomed by many business leaders as a means of restoring order to the economic marketplace and warding off more radical measure for curbing corporate power