John H. Johnson :: essays research papers

John H. Johnson was born January 19, 1918 in rural Arkansas City, Arkansas. His parents were Leroy Johnson and Gertrude Jenkins Johnson. His father was killed in a sawmill accident when little John was eight years old. He attended the community's overcrowded, segregated elementary school. In the early 1930s, there was no public high school for African-Americans in Arkansas. His mother heard of better opportunities for African-Americans in Chicago and saved her meager earnings as a washerwoman and a cook and for years until she could afford to move her family to Chicago. This resulted in them becoming a part of the African-American Great Migration of 1933. There, Johnson was exposed to something he never knew existed, middle class black people. Johnson enrolled in DuSable High School and was an excelling student. Because of his achievements, Johnson was invited in 1936, to speak at a dinner held by the Urban League. Harry Pace, the President of the Supreme Liberty Life Insurance Company, was so impressed with Johnson's speech that he offered him a job and a scholarship to attend college part-time. But his interest focused primarily on the operations at the insurance firm and eventually he dropped his studies at the University of Chicago. In 1939 at the age of 21 he became the editor of Pace's in-house magazine. Collecting articles culled from national publications, Johnson realizes he had struck gold. In 1941, Johnson married Eunice Walker and found a full-time position at Supreme Liberty Life. One of Johnson's job descriptions at Supreme Liberty Life was to collect the news and information about African-Americans and prepare a weekly digest for Pace. He thought that a "Negro newspaper" could be sold and marketed and have people to be very interested in it. In 1942, Johnson borrowed $500 from his mother's furniture and started the Johnson Publishing Company. Johnson got idea, The Negro Digest, and modeled it after the Reader's Digest but it took aimed at African-Americans. He launched the Negro Digest, which took a serious look at racial issues and featured articles from prominent black and white writers. The Negro Digest circulated around 50,000. The magazine featured articles about the social inequalities in the United States and gave a voice to the concerns of African-Americans. Within eight months the Negro Digest reached about $50,000 a month in sales. In 1945, Johnson launched his second publication, the Ebony magazine, in which focused on the diverse achievements and successes of African-Americans.

Recruiting – the Cisco Way

RECRUITING – THE CISCO WAY Answer part a The importance of recruitment and selection Recruiters play an important role in the success of an organization. They essentially act as a filter that — when used properly — only selects the best candidates. In a constantly changing business world, companies need to hire people who are adaptable, loyal, knowledgeable, dependable and confident, thereby creating a foundation for success. Cost Cost is a major reason why effective recruitment and selection is important. There are many ways in which poor recruitment practices can result in financial losses.For example, if a candidate's competency is not accurately assessed, he may make mistakes that can hinder productivity. If he needs to be retrained or replaced, this takes up more company time that could otherwise be invested toward remaining competitive. Retention Improper recruitment and selection practices can often result in high turnover or involuntary separations. If a recruiter is not careful when analyzing resumes and conducting interviews, he may hire an employee with a weak work ethic or a tendency to move quickly from one job to the next — â€Å"job hopping. Another so-called â€Å"red flag† is a gradual decrease in responsibility Loyalty and Productivity Loyalty and productivity are linked. Interviewers should inquire about a candidate's greatest achievements throughout the career. Generally, loyal employees will have a track record of striving for excellence, resulting in a more competitive, innovative and profitable business. Legal Issues Discrimination is a serious concern among recruiters. If discriminatory hiring practices can be proven, this could result in serious harm, both financially and in terms of reputation.Things such as language proficiency or physical capabilities should not be listed unless they are absolutely essential for the role. Influence on recruitment process of company by changing dynamics of the globa l InfoTech industry †¦ Recruitment is undergoing a change. Not just a small scale evolution but a fundamental seismic shift. A change that will see the recruiting landscape change forever. A change that will see many traditional recruiters falling behind and being replaced by new, differently skilled recruiters, ready for the challenges.The current global recruitment landscape is changing. The global war for the best talent is real, (note the use of â€Å"best†); talent is geographically mobile and happy to move for the best job; talent is more demanding, not only in pay but career progression and training and development; the experienced talent pool is shrinking in volume; convergence of talent, as recruiters fighting in a smaller talent pool attract candidates across different sectors.Recruitment agencies are failing to be creative in attracting  unique  talent to their databases, hence perpetuating â€Å"recruitment chess† of the same talent across companie s. Not everyone is looking for a job. Different market research exists but the benchmark seems to suggest that, for any given role, only 10% of relevant/experienced talent is actively looking for a role at any given moment in time. That means that 90% of candidates relevant for your role/s are not engaged in job searches. The best candidates typically among them.Hence in a candidate short market, with a host of competition for particular skill-sets, the global war for the best talent is being fought out among 10% of active job seekers. Businesses can no longer control what is said. Today there is a shift in the balance of power. Technology is shifting the power away from the publishers, media, the elite, corporate to us, and the people. Recruiters need to embrace this, as must as their PR ; Marketing departments. The rise in the use of the Internet is probably the most significant development in the recruitment field in the early 21st century.There is, however, little evidence that the Internet produces better-quality candidates, but it does deliver more of them and more employers report that online recruitment made it easier to find the right candidate. Candidates themselves are increasingly choosing this medium to search for jobs, with 89 per cent of graduates only searching online for jobs. The benefits of online recruitment to employers include the speed, reduced administrative burden and costs, and no geographical limits. The benefits to applicants are that t is easier, faster and more convenient to post a CV or search a job site online than to read a selection of printed media. This is all very well if you have skills that are highly in demand, but if employers are tending to post vacancies on their own websites, candidates still have to trawl the web in order to find vacancies and even ‘web savvy’ applicants may be deterred by the perceived impersonal nature of online recruitment. Also there are still some people who are either not comforta ble using the Internet or do not have ready access to a computer.Thus there is still a role then for conventional advertising. Whatever the pros and cons, online recruitment continues to expand and employers are now combining more traditional methods with online recruitment by using printed adverts to refer jobseekers to an Internet vacancy (Murphy, 2008). Other employers such as Microsoft are enhancing its brand visibility and credibility by having a wider Internet recruitment presence. Microsoft uses its online tools to impact and influence its public image and reach a broader audience and thus create a diverse workplace with varied skills and talents.One initiative is the introduction of ‘corporate recruitment blogs’. The idea is that potential job candidates may be attracted to the company through what they see on the blog and make contact through the specific blogger who will initiate the recruitment process on behalf of the company. Cisco, well regarded for its le ading-edge products, is also known for its progressive corporate culture. The company builds employee loyalty with generous benefits as well as work schedules that respect employees' outside interests.Like many high-technology companies, Cisco hands out bonuses to employees who make hiring recommendations that pan out. The company also offers contests and prizes, in one instance rewarding a worker who recruited the most salespeople with a one-year Porsche Boxster lease. Answer part b CISCO’s recruitment philosophy The company followed a policy of hiring ‘top 10-15%’ people in the networking industry. This was a mechanism to remain the industry leader. Its vision statement was, â€Å"Attracting, growing and retaining great talent is critical to sustaining Cisco’s competitive advantage. † The company began to use newer echniques like the ‘build-the-buzz’ strategy, which was centered on the primary market for its products, i. e. , the Inte rnet. Cisco changed the way it wanted advertisements in newspapers. It listed specific job openings and featured its Internet address in its ads and invited prospective candidates to apply. This helped in directing all job seekers to its website where it could inexpensively post hundreds of openings and provides information regarding them. The website also offered features through which applicants could fill their resumes online or create one with the help of Cisco’s resume builder.Friends program The focus group’s exercise ensured that a candidate would approach the company if he had been informed by a friend about better opportunities at Cisco. This led to the launch of the friends program in April 1996. Cisco also organized art fairs, beer festivals and certain annual events in which people from Silicon Valley participated More than 1,000 Cisco employees volunteered for the Friends program, attracted by the referral fee, which started at $500 and a lottery ticket fo r a free trip to Hawaii for each prospect they befriended and who was ultimately hired.Cisco also found that applicants and recruiters were not totally comfortable with, the time-consuming recruiting process. To speed up the process, Cisco hired in house headhunters to identify qualified candidates for managers. Amazing people It encouraged internal referrals for recruitment through a program called ‘Amazing People. ’ This facilitated the employees to refer their friends’ and acquaintances for positions within Cisco. Employees earned a referral bonus if the company hired the person they referred.After streamlining its recruitment policies in 1996, Cisco conducted an Employee survey to find out how the new recruits felt on their first day at work. Cisco launched Fast Start, an employee orientation initiative. It installed software, which tracked the hiring process and alerted the team about the new recruit’s arrival. As a result, every new recruit started w ith a fully functional workspace and a whole day of training in desktop tools. Efficiency of various recruitment tools Fast Start not only eliminated all problems but it also enabled new recruits to know about ‘life inside the company. Every new recruit was assigned a ‘buddy’ who clarified all doubts and answered questions about Cisco. New recruits also had a two-day course called the ‘Cisco Business Essentials,’ which covered company’s history and business units. The managers of the new recruits received an automatically generated e-mail two weeks after their new recruit arrival. It reminded them to review their departmental initiatives and personal goals. Cisco believed that its new recruitment philosophy should also be made a part of the overall corporate culture.Cisco’s job site was recording around 500,000 hits per month. The company generated a stream of reports about who visited the site. Cisco’s hiring cycle also came down to 45 days. The recruitment costs were also below the industry average. Referral rates at Cisco were twice the industry norm. The retention rate of the Company had also increased. Analysts claimed that Cisco’s innovative and aggressive recruiting initiatives were to a large extent responsible for the company’s expansion at 40% per year and recruiting 250 employees every week.

The Negative Impact of Gangs on Oklahoma - 1247 Words

The large negative impact on Oklahoma that gangs have caused resulted in a change in our state. In all fifty of the United States, more types and groups of gangs are committing more crimes and illegal activity. Gangs have significantly impacted Oklahoma by increasing violence, homicides, and drug trafficking, and something must be done. The amount of people affiliated with gangs is rapidly increasing. Oklahoma authorities say that gangs are an urban problem. In a report in the year 2010, studies showed that all seventy seven Oklahoma counties had some form of gang activity. They first started forming in the state in the 1980s. Some gangs were started from locals, and others were formed from the west coast. There are approximately 120†¦show more content†¦Heavy gang activity in Tulsa led police officials to believe that Crips were responsible for fifteen drive-by shootings in a month, but they were not reported to be linked. Individuals who are affiliated with gangs commit crimes such as homicide consistently. Gangs target areas where people are not unified and would be less likely to contact authorities if violence broke out. Drive by shootings occur so often that Detective Dale Wallis says â€Å"they [gangs] do not care who’s going to get shot† (qtd. in Minty 1). The Centers for Disease Control and Prevention (CDC) did a report to determine the top five United States cities to have high levels of gang homicide. Those five cities were Los Angeles, California; Oklahoma City, Oklahoma; Long Beach, California; Oakland, California, and Newark, New Jersey. The study shows that 92-96% of gang homicides involved firearms, more than 90% of gang homicides were male, and victims were more likely to be young. Half of the total number of Los Angeles and Chicago’s homicides are gang related. Drug trafficking is one of the many affects of gang activity. Alcohol and cannabis (also known as marijuana plants) is often used during gang hangouts: PCP and crack cocaine is commonly used among young Latino gangs. Caucasians and motorcycle groups often use meth. Females in California often use LSD, PCP, and crack. There is a drug war in the mid-part of the United States in result ofShow MoreRelatedHow Human Trafficking has Impacted Oklahoma1433 Words   |  6 Pageslife; they abduct them through fraudulent methods; and they threaten their families to get them to go with them. Human trafficking not only occurs in foreign countries but also in the United States. Oklahoma is also a location where trafficking occurs. Many Oklahomans have personally experienced the negative and terrible effects of human trafficking. Different things occur to victims of human trafficking. 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