The Triangle Shirtwaist Company of 1911 Essay Example for Free

The Triangle Shirtwaist Company of 1911 Essay The fire that occurred at the Triangle Shirtwaist Company is one event that shaped and changed many things in American Labor Laws and Unions (Stolley). The inhumane condition of the working setting leads to the tragic accident which then serves as an eye opener for the authorities to reform laws and regulations that will provide safety for workers. Until this day it is a horrible scenario that leaves its marks to the mind of American people (Stein). Although the fire claimed the lives of 146 workers, most of which are young teenage girls, the incident in return provided the public and authorities information about the poor working condition experienced by factory personnel; in the triangle shirtwaist company case, workers worked long hours at minimal wages while being housed at cramped quarters (Pepe). It gave insights of the different problems that poses threats and risks the safety of the workers. As a result, reforms in regulations and laws are enacted and ratified that served the best interest of the workers (Jones). In addition, worker’s union became more vocal in airing their grievances. A call for change in the medium of operations became widespread phenomenon.   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   The call for change was made in response to avoid such incident from happening again. The tragic event could have been prevented and casualties could have been minimized if only appropriate sets of proper rules and regulations were implemented and observed by management at the site (Drehle). Failure in applying and observing these necessary precautions resulted to a more tragic incident. Witnesses and survivors from the fire accounted several factors that made the situation more difficult for workers to escape from the horrifying event. On top of the list they mentioned that contributes to the gravity of the situation was the design of the only door which was made available as escape route for workers at the time the fire happened. In an effort to prevent thief and burglar from entering and leaving factory premises, only a single door was made available for personnel use. Every other door was ordered by management to be locked for security purposes. Through this door workers are carefully inspected and checked for possible theft activity. The design of that door was for it to open by pushing or pulling it inward (Pepe). Thus, in order to open it an ample amount of space is needed inside the building. If the door opens by flipping and pushing it outward, authorities believed that death toll should have been less. The influx of the workers rushing out of the establishment prevented the door to be opened since there was not enough space for the door panel to take up. As a result a large number of workers are trapped inside the burning structure.   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   The company’s lack of preparedness to such event unfolding was also a major reason for the numerous numbers of deaths which compost mostly of female immigrant workers. Reports that were recorded showed that in controlling the fire to prevent it from spreading only twenty-seven buckets were provided and even though fire hoses were provided at each floor, the water valve in which they are connected did not produce fire when turned on (Stolley).With the few buckets being utilized and fire hoses ineffective, fire spread at rapid rate. Workers begin to panic and then the situation has become chaotic. Soon, workers started to fill up the elevators which in turn would prove to be fatal, as some were killed in an instant, due to reasons of struggling and entangling, while others were killed as they were trapped inside it, in the end being eaten by the fire. Others proceeded to the fire escape, some had reached the ground but soon it collapsed. As an option of last resort workers also started climbing out of windows, frightened to be caught up by fire they jumped out of the building in a desperate effort to save their lives. One by one, they jumped, and not long before one after another bodies started to line up the streets and death rate was increasing at an alarming rate. Those who were there that bear witness to the bodies falling one after another and eventually reaching its end, could only watch in horror.   It was evident that the company failed to embed to its workers the importance of emergency drills that could have made evacuation of personnel more orderly. If a calm and proper evacuation process was introduced to the workers, then maybe the outcome of the incident could be different. It is because of these drills that they should have been equipped with the proper knowledge and familiar with the things they should have done and things which they did not.   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   The fire department that aids the burning factory was also at fault. Necessary equipments that could have provided the much needed assistance and save the lives of the workers were either defective or missing. The ladder provided by firemen which were first to arrive to the fire scene could only reach the seventh floor (Stein). However, workers were trapped in the ninth floor. In the ground fire blankets and safety nets were provide that would assure the safety of people falling from high places. However, at the weight of the jumping workers blankets and nets started to rip off. Firemen and authorities who were assigned to catch leaping victims, found the job very difficult due to the large number of persons needing assistance. With the sound of falling bodies touching the ground, death toll increases. The sound was so earthshaking that those who witness the disturbing scenario coined a term for it, the â€Å"death thud†.   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Although all fingers are pointing and evidences showed that it was Triangle Waist Shirt management’s negligence that resulted to tragic accident, they were not found guilty. The acquitted the management from the case that was filed against them.   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   The Triangle Waist Shirt fire of 1911 was a dark patch in American History. However, the events that transpired the day after the fire happened were more important. Because of the tragedy, government officials became aware of the awful condition factory workers are exposed to. Laws that would support their cause and try to improve the working conditions were passed. Different government agencies are in the forefront of pushing reforms for factory operations, procedures and guidelines that have and will greatly provide benefits to the working class. Insurances such as health are also given to every personnel. The public today has become vigilant of the condition of the workers and the kind of work given to them. The fire also initiated the creation of new building, fire and safety codes in New York then other cities followed. Stiff penalties and punishments await those who failed to comply Work’s Cited Page Drehle, David von. Triangle: The Fire That Changed America  Ã‚   Atlantic Monthly Press, 2004. Jones, Gerard. Men of Tomorrow. New York: Basic Books, 2005. Pepe, Pauline Cuoio. Triangle Shirtwaist Company Fire.Eyewitness to America. New York: Pantheon, 1997. Stein, Leon. The Triangle Fire. New York: A Carroll Graf, 2001. Stolley, Richard. Events That Shaped the Century. Virginia: Time-Life, 1998.

The color purple :: essays research papers

The story really begins in about 1903 with the killing of Celie's father by jealous white guys. Celie's mother goes insane but marries a man who is just using her. When Celie is 14 this stepfather, who she thinks is her dad, begins to rape her, causing the birth of two children which he gives away to a missionary friend of his. Celie's mother dies angry at Celie and, because she's been warned by her stepfather not to tell anyone (but God) who fathered her children, Celie writes letters to God. Later, when her younger sister, Nettie, runs away from home, she comes to the house Celie shares with Mr. ______, her abusive husband who was going to marry Nettie but her stepfather said no, who married Celie so that she could look after his kids from his first marrage. Because Nettie rejects him, he kicks her out of his house and Celie sends her to the same missionaries (Samuel and Corrine) who have unknowingly adopted her children, Olivia and Adam. Nettie goes with them to Africa as a missionary, where she stays for thirty years, faithfully writing letters to Celie, never knowing if she's receving them. After years of abuse, Celie begins to become more optimistic when Shug Avery, a blues singer and old lover of Mr. _______'s, is brought home by him because she's sick, so that Celie can nurse her. Celie and Shug fall in love, and Celie leaves Mr. _______ to go with Shug to Memphis. Here, Shug makes a good living singing and Celie starts designing and sewing pants for Shug, this hobby finally spawning a business. Then, Celie finds out that Mr. _______ had hidden all the letters Nettie had written to Celie over the years. In the letters, which she finally gets to read, Nettie's life is revealed. She and Celie's children, Samuel and Corrine live with the Olinka in a small village in West Africa. They all teach and nurse and Samuel preaches. Corrine lets her thoughts about how strong the resemblance between her adopted children and Nettie fester and, with help from a tropical fever, agonizes herself to death. After she dies, Samuel and Nettie decide to get married. During this all, the Olinka's village is destroyed by an English company, and the Olinka are forced off their land. Adam marries Tashi, an Olinkan, and they all return to America.

JetBlue †Start from Scratch

One of JetBlue’s top priorities is its workforce. Managing this sector of the company is very essential in order for them to achieve their goals. Human resource management is responsible for how people are treated in organizations. It is accountable for bringing people into the organization, guiding them perform their work, compensating them for their labors, and solving problems that arise. There are seven management functions of a human resources (HR) department these are staffing, performance appraisals, compensation and benefits, training and development, employee and labor relations, safety and health, and human resource research. Equal Employment Opportunity Laws Employment law is a broad area encompassing all areas of the employer/employee relationship except the negotiation process covered by labor law and collective bargaining. Employment law is governed by thousands of federal and state statutes, administrative regulations, and judicial decisions. Some of the topics included in employment law include: †¢ Collective Bargaining †¢ Employment Discrimination †¢ Unemployment Compensation †¢ Pensions †¢ Workplace Safety †¢ Worker's Compensation (US Legal Definitions) The hiring practices of JetBlue shows their compliance to the following equal employment opportunity laws: Title VII of the Civil Rights Act of 1964 (Title VII), which prohibits employment discrimination based on race, color, religion, sex, or national origin. Second the Equal Pay Act of 1963 (EPA), which protects men and women who perform substantially equal work in the same establishment from sex-based wage discrimination. Third is the Age Discrimination in Employment Act (ADEA) prohibited employers from discriminating against individuals who were 40 to 65 years old. As the paper progresses, it can be determined how these laws impact the hiring practices of JetBlue. Recruitment Recruitment is the process of attracting individuals on a timely basis, in sufficient number, and with appropriate qualification, to apply for jobs with an organization. (Mondy, 2008, p. 126) Both the job description and the job specification are useful tools for the staffing process, someone or some event within the organization usually concludes a need to hire a new employee. In large organizations, an employee requisition must be submitted to the HR department that specifies the job title, the department, and the date the employee is needed. From that point, the job description can be referenced for specific job associated qualifications to present more detail when advertising the position either internally, externally, or both the HR department should not only attract qualified applicants through job postings or other forms of advertising, but it also assists in selecting candidates' resumes and bringing those with the proper qualifications in for an interview. The final decision in choosing the candidate will probably be the line manager's, assuming all Equal Employment Opportunity Commission (EEOC) requirements are met. Other continuing staffing responsibilities entail planning for new or changing positions and evaluating current job analyses and job descriptions to ensure that they accurately reflect the current position. Internal Recruitment Human-resource planning is the first step in effective human-resource management as it involves forecasting the human-resource needs of the organization and planning certain useful and important steps that the organization must take in order to meet those human resource needs that will contribute a high percentage for its overall success as human-resource planning should be connected to the organization’s strategic objectives and mission. (Butensky and Harari, 1983) Anne Rhoades, Executive Vice President for People of JetBlue, started her portion of the orientation program by describing the three things that she believed all employees had to do if they were to be successful with JetBlue: 1. They had to show up and be production 2. They had to be safe, which meant no alcohol or drugs 3. They had to be customer-oriented. Anne Rhoades, also developed a customized human resource management approach that adapted jobs pay and benefit packages to distinct needs of different employee groups, but was deliberated to guarantee overall equity in treatment. Some employee groups were concerned about current compensation while others worried about retirement. Employees will not receive the same package. In Rhoades’ view, conventional HR departments often do what makes their lives easier, not what the employees necessarily want. The objective at JetBlue was to provide customized pay and benefit packages that met or exceeded the industry standard. There are no probationary periods because benefits started from day one, which Rhoades found probationary period associated with unions because it is actually demeaning for the employees. Benefits for full time employees included medical benefits and personal time off relatively than the conventional holidays with double pay for those who worked on the holidays. These customized employment packages gave JetBlue the able to attract and keep good employees and became JetBlue Internal recruitment. Happy employee would tell others in the industry. An example of the can be seen in the internal recruitment of pilots, because JetBlue cover the cost of the seven weeks of pilot training for qualification on the A320 airbus at a cost of roughly $30,000, by word of mouth this traveled to other pilot in the industry, and there would apply of the position at JetBlue (Gittle & O’Rielly 2001) External Recruitment In the beginning David Neeleman, the founder of JetBlue, recruited his management team from the veterans of the industry who were looking for a chance to start from scratch and â€Å"do it right†. His record of success in the industry and the funding he had, able Neeleman to recruit some of the industry’s top management talent, namely Ann Rhoades, JetBlue executive vice president of human resources. Most of their job vacancies are filled by recruiting people from outside the company or those workers from another firm or organization, people who have never worked before, or people who are unemployed. The reservation agents were recruited from ads in the Salt Lake City Newspaper. From the ad in the Salt Lake City Newspaper JetBlue has a waiting list of 2,500 interested applicants. In order to attract potential employees outside the company, the customized employment packages Personnel Selection In an interview with a mechanic, he was asked to think of a time that â€Å"integrity† was an issue in his previous employment, he answered as a junior mechanic that he got a plum job at major airline, he was pressured to confirm an aircraft for an international flight, even though it was not in complete compliance. He then declined to â€Å"sign-off† on the airplane and the flight was delayed, which caused annoyance to the management. The mechanic was afterward let go and that reflects the displeasure of his superiors, but he was hired by JetBlue despite of the story, because he was able to prove that he manifested the value of integrity. At another interview scenario, wherein a pilot was asked to talked about a time he or she had a customer request which is in conflict with the policies of the company and what actions he/she had taken, but with an answer that reflects arrogance, the potential hiring of the pilot was refused, mainly because JetBlue is not only looking for skills but a great deal for character and attitude. Performance Appraisal Another function of the human resource management comes in when a talented employee is brought into an organization and it is creating an environment that will motivate and reward commendable performance. One way to evaluate performance is through a formal review on a periodic basis, generally annually, known as a performance appraisal or performance evaluation. Line managers are usually the ones who conduct the appraisals because line managers are in daily contact with the employees and can best measure performance. Other evaluators of the employee's performance can include subordinates, peers, group, and self, or a combination of one or more (Mondy and Noe, 2008 p. 250). To influence employees' performance, they should be aware of how and why the company exists and to know the company's aspirations. The employees should show-up and be productive, they had to be safe, meaning they should not be under the influence of neither alcohol nor drugs and they should also be customer-related and as the company grow, they should have more formal trainings and development processes for the employees. Employee attitudes are the final factor that determines productivity and may well have the strongest effect on the productivity of the organization. Because employees are the means by which the organization's goals are attained, they compel a company's success or failure. Employees' abilities and motivation are as important as their educational levels. To some degree, workers' efficiency is also accustomed by their political, social, personal, and religious beliefs, factors which can be deepened either positively or negatively by management practices and policies. 360-Degree Feedback. Methods of performance appraisal that involves evaluation input from multiple levels within the firm as well as external sources. Multiple raters makes the process more legally defensible. (Mondy, 2008, p. 253) Moving away from traditional feedback system where only a single manager or supervisor evaluates an individual based on their overall perspective of performance, and instead seeks input on specific competencies from several people who have a working relationship with the individual being assessed; JetBlue makes use of the 360-degree feedback evaluation as a performance appraisal method. This method provides objective, well-rounded views, expressed by a number of colleagues, Increases involvement of people at all levels of the organization, direct reports and peers, rather than managers/supervisors are better to judge some skills, such as leadership, increases understanding of the behaviors required to improve both individual and organizational effectiveness, individuals can better manage their own performance and careers, evaluators are able to respond confidentially and anonymously, feedback can provide organizational value, allowing the company to identify needs and set goals for organizational development and internal training. JetBlue being sensitive to communication within the firm, adopts the 360-degree feedback evaluation, the management ensures having ‘one-on-one' conversations at least once a quarter in their 20 locations. The supervisor is considered to be an important component of communicating with the front-line, from this view, JetBlue formed the Tiger Teams which would initiate communication to solve problems that a raised in any area of the company. They referred their employees as â€Å"crew member† and the supervisors as â€Å"coaches† being sensitive to the power of language. JetBlue is able to unite its people as a team, wherein everyone communicates and participates to solve a problem, instead of blaming someone and not doing anything at all, from this point, JetBlue will be able to assess which employees are proactive and receptive when it comes to problem solving, they can measure the employees’ aptitude in order to determine who deserves appraisal on their work performance. Financial Compensation Financial compensation for employees can be determined by having high consideration to the following factors: productivity associated with employee performance, employees’ flexibility in responding to company’s internal and external changes, and the level of their organizational competencies and on their perceived value at a particular given time. These three factors can be effective use in the performance appraisal as these set the criteria in evaluating the employees. Compensation can be a catch-22 because an employee's performance can be subjective by compensation and benefits, and vice versa. In the ideal circumstances, employees feel they are paid what they are worth, are rewarded with sufficient benefits, and receive some intrinsic satisfaction. Compensation should be legal and ethical, adequate, motivating, fair and equitable, cost-effective, and able to grant employment security (Mondy, 2008, p 314). Discretionary Employee Benefits The law requires some benefits, but organizations voluntarily provide numerous other benefits such as: Paid Vacation There are no U. S. laws that require employers to offer vacation pay. Whether an employer offers vacation time off with or without pay is strictly voluntary for employers, but many offer it as a benefit to attract and keep employees. If employers do offer vacation pay, the terms regarding an employee's rights to it is governed by the individual employer's policies or employment contracts. Some states have laws requiring an employer to offer any accrued vacation pay when employment ends. However, failure to follow an employer's guidelines regarding termination of employment, such as giving notice, may deny the employee's right to accrued vacation pay. (us legal definition) Sick Pay and personal days Sick leave and personal days are a form of employment benefit in the form of paid time off for illness or to deal with a personal/private matter. Since nearly everyone occasionally needs such time off, all businesses should have a clear policy established regarding sick leave and personal days. A sick day is fairly self-explanatory and can be used for everything from a common cold to a more serious illness that could require hospitalization or even surgery. Personal days can cover things like the illness of a child, a death in the family, jury duty, military obligations, or religious holidays. Most companies also allow vacation time for employees in addition to their set amount of sick leave and personal days. (US legal definition) Education Assistance Educational Assistance is employment benefit in form of reimbursement of Educational courses tuition and/or books that are completed with a grade of â€Å"C† or above. (Mondy, 2008, p 326) JetBlue Discretionary Benefits. JetBlue offers different compensations; along with it are the benefits which include medical coverage, holiday pays, pay for extra working hours without any limitation from any company probations. For JetBlue to craft an esprit de corps that was fun for crew members and customers. This means staying focused on people and keeping the company union free. Anne Rhoades agreed, highlighting that a team environment depends on not having big distinctions between the line and management and work rules. The most important element in managing the company’s human resource is caring. JetBlue wants to care about their people from end to end. It is real and not just pretending. It does not mean there need to stay forever, and it does not mean to give equal training to all. The workforce is the organization's greatest assets; without them, everyday business functions such as managing cash flow, making business transactions, communicating through all forms of media, and dealing with customers could not be completed. The employees and the potential they possess drive an organization. Today's organizations are constantly changing. Organizational change impacts not only the business but also its employees. In order to maximize organizational efficiency, human potential individuals' capabilities, time, and talents must be managed. Human resource management works to ensure that employees are able to meet the organization's goals. JetBlue makes use of a very unique way of managing their human resource. They are indeed unconventional and exceptional in hiring and compensating employees. It is evident enough to conclude that their human resource management is indeed effective and efficient because within less than 10 years of existing in the airline industry, they were able to make a name, because of their success and they are able to have sustained growth along the years all because of having a productive environment for their well-motivated employees. It is also clearly evident that JetBlue is socially responsible when it comes to hiring people, because they are able to provide equal employment opportunities for diverse groups of employees, ranging from those who want short term to long term employment, from students, to graduates and to those who are working home-based who may want to have extra income for their households, JetBlue offers excellent compensations and benefits.

The Loss Of The Animals - 1726 Words

The morale of the animals is in steady decline. They are still shocked from the executions for their comrades. Clover thought she remembered the 6th amendment said, â€Å"No animal should kill any other animal†. However when she asked Benjamin to read it he refused. She then enlisted Muriel to the task; she stated that the commandment said, â€Å"No animal should kill another animal, without cause.† The animals just accepted that they were mistaken, and that they just forgotten the last two words of the commandments. This is all they could think, as nobody possessed any proof of how it had been. Throughout the year the animals worked even harder than they had worked in previous years. They decide to build the walls twice as thick so no natural†¦show more content†¦He know longer was know as simply Napoleon he had many authoritive titles; the most popular being our leader comrade napoleon. They became to look at Napoleon as a figurative inverse of Snowball. This being because, any fortune or positivity on the farm was directly correlated to napoleon, the same way that they attributed any misfortune or treachery to Snowball; Just as Stalin used this against Trotsky. In place of beasts of England—which was now forbidden to sing—Napoleon enlisted Minimus to compose a poem to highlight his superiority. Comrade napoleon: Friend of fatherless! Fountain of happiness! Lord of the swill-bucket! Oh, how my soul is on Fire when I gaze at thy Calm and commanding eye, Like the sun in the sky, Comrade Napoleon! Thou are the giver of All that thy creatures love, Full belly twice a day, clean straw to roll upon; Every beast great or small Sleeps at peace in his stall, Thou watchest over all, Comrade Napoleon! Had I a sucking-pig, Ere he had grown as big Even as a pint bottle or as a rolling pin, He should have learned to be Faithful and true to thee, Yes, his first squeak should be â€Å"Comrade Napoleon!† The general feeling on the farm was expressed in this poem composed by Minimus. This general message of this poem is the absolute superiority of â€Å"There Leader† Napoleon. They even go on to say that Napoleon is like the sun in their sky because he lights their soul