Here Is a Brief History of Print Journalism in America

When it comes to the history of journalism, everything starts with the invention of the movable type printing press by Johannes Gutenberg in the 15th century. However, while Bibles and other books were among the first things produced by Gutenbergs press, it wasnt until the 17th century that the first newspapers were distributed in Europe. The first regularly published paper came out twice a week in England, as did the first daily, The Daily Courant. A New Profession in a Fledgling Nation In America, the history of journalism is inextricably intertwined with the history of the country itself. The first newspaper in the American colonies - Benjamin Harriss Publick Occurrences both Foreighn and Domestick - was published in 1690 but immediately shut down for not having a required license. Interestingly, Harris newspaper employed an early form of reader participation. The paper was printed on three sheets of stationery-size paper and the fourth page was left blank so that readers could add their own news, then pass it on to someone else. Many newspapers of the time were not objective or neutral in tone like the papers we know today. Rather, they were fiercely partisan publications that editorialized against the tyranny of the British government, which in turn did its best to crack down on the press. An Important Case In 1735, Peter Zenger, publisher of the New York Weekly Journal, was arrested and put on trial for allegedly printing libelous things about the British government. But his lawyer, Andrew Hamilton, argued that the articles in question could not be libelous because they were based on fact. Zenger was found not guilty, and the case established the precedent that a statement, even if negative, cannot be libelous if it is true. This landmark case helped establish the foundation of a free press in the then-fledgling nation. The 1800s There were already several hundred newspapers in the U.S. by 1800, and that number would grow dramatically as the century wore on. Early on, papers were still very partisan, but gradually they became more than simply mouthpieces for their publishers. Newspapers were also growing as an industry. In 1833 Benjamin Day opened the New York Sun and created the Penny Press. Days cheap papers, filled with sensational content  aimed at a working-class audience, were a huge hit. With huge increases in circulation and larger printing presses to meet the demand, newspapers became a mass medium. This period also saw the establishment of more prestigious newspapers that began to incorporate the kinds of journalistic standards that we know today. One such paper started in 1851 by George Jones and Henry Raymond, made a point of featuring quality reporting and writing. The name of the paper? The New York Daily Times, which later became The New York Times. The Civil War The Civil War era brought technical advances like photography to the nations great papers. And the advent of the telegraph enabled Civil War correspondents to transmit stories back to their newspapers home offices with unprecedented speed. Telegraph lines often went down, so reporters learned to put the most important information in their stories into the first few lines of the transmission. This led to the development of the tight, inverted-pyramid style of writing that we associate with newspapers today. This period also saw the formation of The Associated Press wire service, which started as a cooperative venture between several large newspapers wanting to share the news that arrived by telegraph from Europe. Today the AP is the worlds oldest and one of the largest news agencies. Hearst, Pulitzer Yellow Journalism The 1890s saw the rise of publishing moguls William Randolph Hearst and Joseph Pulitzer. Both owned papers in New York and elsewhere, and both employed a sensationalistic kind of journalism designed to lure as many readers as possible. The term yellow journalism dates from this era; it comes from the name of a comic strip - The Yellow Kid - published by Pulitzer. The 20th Century - And Beyond Newspapers thrived into the mid-20th century but with the advent of radio, television and then the Internet, newspaper circulation underwent a slow but steady decline. In the 21st century, the newspaper industry has grappled with layoffs, bankruptcies and even the closing of some publications. Still, even in an age of 24/7 cable news and thousands of websites, newspapers maintain their status as the best source for in-depth and investigative news coverage. The value of newspaper journalism is perhaps best demonstrated by the Watergate scandal, in which two reporters, Bob Woodward, and Carl Bernstein, did a series of investigative articles about corruption and nefarious doings in the Nixon White House. Their stories, along with ones done by other publications, led to President Nixons resignation. The future of print journalism as an industry remains unclear. On the internet, blogging about current events has become enormously popular, but critics charge that most blogs are filled with gossip and opinions, not real reporting. There are hopeful signs online. Some websites are returning to old-school journalism, such as VoiceofSanDiego.org, which highlights investigative reporting, and GlobalPost.com, which focuses on foreign news. While the quality of print journalism remains high, its clear that newspapers as an industry must find a new business model in order to survive well into the 21st century.

Rwandan Genocide Essay - 3369 Words

The formation of the United Nations in 1945 was marked by an international outcry to ‘never again’ idly bear witness to the genocidal atrocities capable of man, as so harshly revealed in the nature of the Holocaust. In doing so, all member states actively sought to facilitate discussion in the United Nations as a world forum, in order to achieve both international and intra-national security. While the United Nations has achieved various successes in the international community, the international entity and its’ member states are subject to various legal and moral flaws, weakening response to conflicts in the contemporary era of international relations. These failures are exemplified tragically in the response to the Rwandan genocide in†¦show more content†¦The genocide was partly founded in ethno-politics, as a group of exiled Hutus, the Rwandan Patriotic Front, invaded Rwanda from Uganda in order to reclaim their power within Rwanda from the Tutsi peopl es. The turbulent relationship between the two groups was founded in pre-colonial, colonial, post-colonial and modern relationships and frameworks. The pre-colonial ethnic distinctions of Hutu, Tutsi and Twa, defined by social and economic organization were furthered by colonization, during which rigid segregation continued to plague political and social Rwandan frameworks. These distinctions were hypothesized and glorified by the academic community during colonization as the Hamitic hypothesis began to gain prominence. The theory was based upon the idea of a scientific racial supremacy separating the three tribes, praising the Tutsi pastoralists as being naturally destined to be the ruling group (Codere 1962, 48). Further, the premise was of distinguishable, observable traits between the two groups, in a practice often conceptualized as scientific racism. As decolonization became a more common shift in the international realm, the second colonizers of Rwanda, the state of Belgium, began to maintain authority over the territory. The Rwandan Revolution of 1959, saw a dramatic switch in the Rwandan power structure, as the Hutu majority suddenly rose to prominence and the Tutsi were excluded from government with activeShow MoreRelatedThe Genocide Of The Rwandan Genocide Essay1711 Words   |  7 PagesThe Rwandan Genocide took place in 1994 and involved members of the Hutu mass killing Tutsi and Tutsi sympathizers who were Hutu. The genocide resulted in the deaths of around 800,000 people, majority Tutsi. The separation of classes came from Belgian internationals creating the two ethnic classes and giving power to the Tutsi who were taller and had lighter skin, and generally appeared more European. In response to this, after the country gained independence from Belgium, Hutu extremists gatheredRead MoreThe Rwandan Genocide And The Genocide1654 Words   |  7 PagesMiranda Shearer Mrs. Sohal/ Mrs. Love Period 3 17 October 2014 The Rwandan Genocide A genocide is defined as the deliberate killing of a group of people, especially of a certain ethnicity. By that definition and almost any other a dictionary could define, the killing of the Tutsis was certainly a genocide.The Rwandan Genocide occurred in 1994, in an African country called Rwanda. A long history of building friction between the Hutus and the Tutsis undeniably caused the mass murder of over 800,000Read MoreThe Genocide Of The Rwandan Genocide1421 Words   |  6 PagesThe Rwanda Genocide was an unfortunate case where thousands of deaths could have been prevented, but because of irresponsibility and selfishness of global governments’ innocent lives were lost. The Genocide began on April 6, 1994 and was, â€Å"initiated by the Hutu political elite and extremists and its military support, their prime targets were the Tutsi, as well as Hutu moderates.† (Hain 2) The Hutu made up majority of the population and government officials and enforced a government-ass isted militaryRead MoreThe Rwandan Genocide Essay959 Words   |  4 PagesThe problems of today can often be traced in the beginnings of yesterday. The Rwandan Genocide was a divisive division of two groups that culminated in the mass murder of nearly 500,000 Rwandans, three-fourths of the population. The tactful subterfuge by the ruling party fueled the separation of two ethnic groups that reminisce the events in Europe 55 years earlier. Naturally, the question becomes, how? Simply speaking it was the indifference of global elites and political demagoguery that incitedRead MoreThe Rwandan Genocide And The Genocide866 Words   |  4 PagesThe Rwandan genocide occurred during the period of April to July of 1994. This genocide was as a result of the Hutu ethnic majority slaughtering the Tutsi minority. During this period as much as 800,000 Tutsis were killed. The genocide was started by Hutu extremists in the capital of Kigali and the genocide soon spread across the country. Despi te all of this there were several survivors of the genocide. Immaculee Ilibagiza is one of those people. Immaculee Ilibagiza was born in 1972. She is theRead MoreThe Rwandan Genocide1335 Words   |  5 PagesRwanda is a country made up of a population with three ethnic communities, the two main communities, the Hutu and Tutsi and an additional community of Twa (or pygmies) who all spoke the same language, Kinyarwanda or Rwandan (Clapham, 1998). There is a stereotype of appearance attributed to these two main communities, with Tutsi being seen as tall and having an aquiline shaped nose, and the Hutu as being short and flat-nosed (Clapham, 1998). In the pre-colonial state of Rwanda, it was the TutsisRead MoreThe Genocide Of The Rwandan Genocide2458 Words   |  10 PagesGenocide has been plaguing the world for hundreds of years. Millions of innocent lives have been taken all for the sake of prejudice. One of the most atrocious aspects of genocide is that a large percentage of them are sponsored by the state in which they are taking place. Over the years scholars have studied just wha t motivates a state to engage in such awful behavior. What motivates them? Why would they do such horrendous things to their own citizens? Is it solely for some economic incentive, orRead MoreThe Genocide Of The Rwandan Genocide Essay2042 Words   |  9 Pagespeople that commit genocide; we are all capable of it. It’s our evolutionary history† (James Lovelock). According to the Oxford dictionary, genocide is defined as â€Å"the deliberate killing of a large group of people, especially those of a particular nation or ethnic group.† Although it may be hard to believe, genocides have occurred all over the world and all throughout time. There have been well documented genocides such as the Holocaust. Additionally, there have also been genocides that have barelyRead MoreThe Rwandan Genocide1188 Words   |  5 PagesRwandan Genocide The Rwandan Genocide began on April 6, 1994 and lasted for about 100 days (History). The two groups involved, the Hutus and Tutsis, were in a massive conflict after their president was killed. The Hutus brutally killed about 800,000 Tutsis and supporters. This tragic genocide was not stopped by other countries during its peak, leaving the world wondering why. As we commemorate the 20th anniversary of the Rwandan Genocide, it is important to be informed about the tragedy. The wayRead MoreThe Rwandan Genocide And The Genocide1637 Words   |  7 PagesWith over eight hundred thousand to one million deaths, the Rwandan genocide is undoubtedly one of the most sad and shocking examples of the lack of intervention by not only the US and the UN, but by other countries as well. The ongoing tensions between the Hutu, the largest population in Rwanda, and the Tutsi, the smaller and more elite population is what eventually lead to the Rwandan genocide. The killings began quickly after President Habyarimana s plane was shot down. After hundreds of thousands

Human Resource Management In Flextronics University assignment essay

Question: Discuss about the Human Resource Management in Flextronics University. Answer: Introduction The main purpose of this study is to explain the detailed outcome of the analysis which indicates understanding the diversity management, culture, international performance management and training and development in the context of Flextronics University. The scope of the essay is to develop human resource management practices regarding diversity management, culture, international performance management and training and development. The human resource management of Flextronics University refers to the formal systems which are responsible for managing employees in the organization (Mathis et al., 2016). The major duties of the human resource manager are recruiting, training, designing work culture, maintaining positive environment and many more. The study proposes a solution to the issues to the current situation along with the enhancement of the environment of the organization through improving organization culture. The technologies which are used in altering the culture of the organization is also present in the essay. Human Resource Management at Flextronics University Diversity Management The diversity management in the Flextronics University will be carried out through several practices and developing framework. Recruitment and selection: The process will be divided into nine sections such as planning, job analysis, attraction, short listing, selection process, reference checking, making selection decision and assessing (Bratton Gold, 2012). In the planning phase, the authorities of the organization will make sure that only the keen and efficient employees will be selected for the training phase. The organization is facing several issues with the new joiners (Purce, 2014). The most severe of those is that the after the completion of the program the employees are going to the rival business or changed industry. For abiding this issue the recruitment and selection process will be designed in such a way that only the potentially long lasting people will get the chance to get into the training phase. The job analysis refers to the process of analyzing the skills and knowledge for becoming able to handle a specific role in the organization (Storey, 2014). The line managers after completion of the high potential program, designed specifically by Flextronics academy, will be ready to determine the skills and knowledge. This recognized specification will be the base of the selection process. The attraction refers that only the candidates with the identified specific skills and knowledge can apply for the vacant role. Apart from the identified skills, some minimum requirements in terms of those skills and knowledge will be carried out (Alfes et al., 2013). In addition to that, other skills and information of the person will be analyzed and the shot-listing will be carried out. The interview will be directly associated with the selection process. In the interview process the depth of knowledge of the person and how skillful they are will be investigated (Storey, 2014). The communication and interaction skill of the person can only be identified in the interview process. The interview process will be divided into three sections such as skill based, technical skill based and communication based. Employment dates, appraisal of an applicants claim against the key selection criteria, estimates of an applicants job performance capabilities and employers willingness to re-hire the applicant will be checked in the reference checking process. After the end of all the processes the final selection of the employee will be carried out. The most priority will be given to the skill and knowledge (Buller, P. F., McEvoy, 2012). The next in the list is the willingness of the employee to stay in the organization. Last but not the least, the communication skill of the candidate is also very significant. For the orientation process the training and development process will serve as the key. This refers to the adjustment of the new employee in the organization. The authorities will be responsible for carrying out a gap analysis assessment tool for offering a resource for the hr department for assessing recruitment and selection process in terms of recognized best practices. Performance appraisal: This task will be carried out in six sections installing performance standards, communicating performance expectations of the workers and measuring actual performance, comparing expected standard with the actual performance, discussion of appraisal and starting right activity (Storey, 2014). In the performance standard process, the output, skills and accomplishment will be determined by the managers based on those the performance of employee will be analyzed. The standard such as the employees will be communicating the issues that they are currently facing as well as suggesting solutions against those issues (Purce, 2014). Taken as an example, the new trainee will be responsible for completing the tasks within provided period and will increase the productivity ten percent every 1.5 months. This way they can be as effective as the existing employee after the completion of the training and development. After the determination of the standard, those standards will be represented and explained to the employees by the human resource manager. For the recognizing the actual performance of the individual employee, an evaluator will be employed (Buller, P. F., McEvoy, 2012). It is crucial that the evaluators personal feelings will not influence the measurement of the performance of the employees. After that, the line managers will be comparing the actual performance of the employee the established standards (Alfes et al., 2013). If the employee completed its objective efficiently then special appraising will be offered to them from the management. The human resource manager will be responsible for discussing the outcome of the appraisal (Storey, 2014). Along with the HR manager other management will accept the appraisal in a constructive manner. Special appreciation will be offered to those who will be completing working in the organization five years. The new employees will be appreciated with suitable offers if they complete two years in the organization. Implementation of HR diversity policies: Vision and leadership: senior pioneers show an on-going responsibility to mainstreaming assorted qualities by guaranteeing that the significant strategies, practices, measurements and activity arrangements are set up (Purce, 2014). Continuous duty is additionally shown through regular and reliable correspondence, inside and remotely, about the association's accomplishments against its distributed activity arranges. Well defined business case: the assorted qualities motivation shapes an essential part of the vital business arranging plan - not something that is a 'pleasant to have', maybe particularly for private area firms that are offering for contracts inside the general population division (Brewster et al., 2016). In the general population segment the 'adequacy contention' i.e. guaranteeing the differing qualities of the workforce coordinates the assorted qualities of administration clients, is maybe to a greater degree a key driver. Training and Development The training and development of the new employee of the Flextronics University will be divided in four processes. Incidental training: Here is the place all groups begin. Another representative comes to work and somebody "trains them" on the most proficient method to carry out their occupation (Bratton Gold, 2012). This kind of preparing is going on throughout the day and is frequently among the most important preparing a representative gets. This is casual learning, unstructured, and regularly created by workgroups or their groups to fill a crevice unfilled by LD or learning and development. Distinction regarding Training and Development: At level 2, where most organizations are or are attempting to wind up, you build up an expert preparing capacity (Mathis et al., 2016). This is a little or extensive group of LD experts who assemble an arrangement of projects, foundation, and instruments which let you convey formal preparing. Enhancement of performance and skill: Now the association understands that any learning movement ought to be adjusted and sorted out by part, and organizations coordinate preparing programs into advancement arranging and vocation improvement models. Development of organizational capability: At level 4 the LD capacity takes a gander at authoritative abilities all in all. This is not only another arrangement of words. It is an alternate core interest (Mondy Martocchio, 2016). Here is the place you invest energy understanding the detailed everyday life of laborers, all their different data and occupation related needs, and work as an execution expert to help them enhance execution through numerous sorts of learning. Culture Every organization has cultural dimensions for introducing innovative programs as well as to improvise their organizational performance within the competitive marketplace (Armstrong Taylor, 2014). Flexotronics is one of the leading Electronic Manufacturing Services (EMS) that is providing technological solutions among 30 countries. These technological solutions involves EMS capabilities related to broadcast worldwide, global supply chain management of end to end vertically integrated systems etc. The Hungarian plants of Flexotronics faced some typical start- up problems: insufficient experienced professionals, high range of fluctuations, significant demands of consumers. flexootronics resolved this problems by placing the executive HR Director Peter Baumgartner in the CEE region. The policies implemented by him were to train the employees in a proper way (Van Dooren et al., 2015). This perspective resolve all the above mentioned problems as the efficient nature of the employees both by qualification and soft-skills make them well equipped with any kind of technicalities within the organization. In spite of this step there are so many Hungarian participants who leaved the organization for cultural differences. This aspect result into a big problem in case of the long term success of Flexotronics , as at that time the cultural dimensions from different countries were messed up with each other (Dellinger et al., 2013). Most f the employees who left Flexotronics joined their comp etitors this reduced the market value of the organization. This situation can be resolved if the organization followed cultural regularity and a communication process in a regular basis. These two aspects lead to the understanding process of individual cultural dimensions of the organization that were affecting the organizational culture itself (Ates et al., 2013). Organizational culture should be more prioritized than culture of individuals from different countries. Long- term commitments to the employees results to the trust building among them. This aspect may help organizational heads in resolving the cultural issues within the organization. Flexotronics operates over a huge international domain. Employees coming from this huge domain introduce several issues emerged due to cultural peculiarities. An example of this issue is: certifications on the basis of successfully accomplished training module leads to quite strange reactions in different countries (Armstrong Taylor, 2014). Certifications from the Eastern European states or form US are welcomed with the sign of ones accomplishment, whereas certification from the Western European countries are not granted as positive feedback from the university. The certificates are granted as an appraisal to be boxed in danger. Flextronic University deals with all of this certification from various countries (Van Dooren et al., 2015). Therefore the organization gets confused while evaluating the grade of the knowledge within their employees. This issue is a great matter of concern for Flexotronic. This issue can be resolved if the organization starts a new evaluating system of know ledge among their employees that is totally irrespective of the certification the employees get form their concerned countries. This evaluating system will minimize the emerging difficulties due to the acceptance of certification program across various countries. International Performance Management: International performance management is concerned with management of brand image all over the globe. The essence of performance management is related to development of individual with commitment and competence (Lundstrom et al., 2013). These perspectives of this are concerned with the shared meaningful objectives and goals of the organization. Flexotronics is one of the effective organizations that provide leading electronic equipments among several countries all over the globe: Brazil, China, Hungary, Mexico, and Poland. More specifically the organization has expanded their target market in a well distributed manner (Mikusiski et al., 2013). This aspect requires the organizational heads to focus on their international performance management. International performance management requires the following perspective to be covered: transparency, employee development and empowerment, values to the practices, congenial work environment, external environment. these aspects are elaborated wi th respect to international performance management of Flexotronics. Transparency: In early 2000, Flexotronics faced start up issues. These issues were resolved by arranging proper training programs for the employees (Poe et al., 2013). This aspect reveals that the organization is concerned with the internal condition of it. Organizational heads take decisions for the sake of improvement of their employee. Employee development and empowerment: Employee development and empowerment within Flexotronic was highlighted when the organization understood the importance of a common platform for sharing various approaches related to employees: material management, production management and program management etc (Mikusiski et al., 2013). They established training program by discussing these facts with their employees. This program makes their global access possible in reality. Values to the practices: Values to concerned practices are another aspect that specifies the international performance management within Flexotronics. The organization provided a tailored system for the administration as well as for the users to understand managerial process (Armstrong Taylor, 2014). Congenial work environment: Positive work environment is also present within the organization. As the organization accepts all the certifications from various other countries so they are quite compatible with the cross cultural environment (Ates et al., 2013). This leads to the good performance of the employees, as the organization combines their own organizational culture with their employees. Conclusion From the above study it can be concluded that the human resource management is a crucial factor in enhancing the business of Flextronics University. The human resource manager is mostly responsible for managing the culture and positive environment of within the organization. From the recruitment and selection process the issues regarding the short staying of the new employee can be overcame. The planning of the process has been assessed in such a way that it can be implemented in every country in the world. The differences beet the behavior of employee in Austria and Hungary will be not be challenge for the organization any more through the proposed culture. The training and development of the trainee will be sound enough for supporting the business of Flextronics University. The appreciation activity will be serving as a key motive to make the workers loyal to the organization. Through the proposed cultural and international performance management in the essay the organization can c arry out their internal activities more effectively with efficient effort. Recommendations Recruitment and selection: The employees will be offered importance. It is crucial that the hr managers hire right employee for individual positions on the basis of the measured skills and knowledge. The use of the job analysis will assist in appointing workers effectively. Training and development: The training and development process will include the professionals for providing them further knowledge to conduct the work in a sufficient and effective manner. In addition to that, after introducing new processes in the business training will be provided to the employees who are associated with the new process. Performance management: Various techniques such as punctuality, quality of work, personal habit observation, carrying out client survey and many more will be used for measuring worker performance. The performance of the employee will be continuously monitored for guiding them at the right path. References Adger, W. N., Barnett, J., Brown, K., Marshall, N., O'Brien, K. (2013). Cultural dimensions of climate change impacts and adaptation.Nature Climate Change,3(2), 112-117. Alfes, K., Shantz, A. D., Truss, C., Soane, E. C. (2013). The link between perceived human resource management practices, engagement and employee behaviour: a moderated mediation model.The international journal of human resource management,24(2), 330-351. Armstrong, M., Taylor, S. (2014).Armstrong's handbook of human resource management practice. 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