Patrick Henry, an American Revolutionary Patriot

Patrick Henry was more than just a lawyer, patriot, and orator; he was one of the great leaders of the American Revolutionary War who is best known for the quote â€Å"Give me liberty or give me death†, yet this leader never held a national political office. Although Henry was a radical leader in opposition to the British, he refused to accept the new U.S. government and is considered instrumental for the passage of the Bill of Rights. Early Years Patrick Henry was born in  Hanover County, Virginia  on May 29, 1736,  to John and Sarah Winston Henry.  Patrick was born on a plantation which had belonged to his mother’s family for a long time. His father was a Scottish immigrant who attended Kings College at the University of Aberdeen in Scotland and whom also educated Patrick at home.  Patrick was the second oldest of nine children. When Patrick was fifteen, he managed a store his father owned, but this business soon failed. As were many of this era, Patrick grew up in a religious setting with an uncle who was an Anglican minister and his mother would take him to Presbyterian services. In 1754, Henry married Sarah Shelton and they had six children before her death in 1775.  Sarah had a dowry which was a 600-acre tobacco farm which also included a house with six slaves.  Henry was unsuccessful as a farmer and in 1757 the house was destroyed by a fire. After selling the slaves, Henry was also unsuccessful as a storekeeper. Henry studied law on his own, as was customary at that time in colonial America. In 1760, he passed his attorney’s examination in Williamsburg, Virginia before a group of the most influential and famous Virginia lawyers including Robert Carter Nicholas, Edmund Pendleton, John and Peyton Randolph, and George Wythe. Legal and Political Career In 1763, Henry’s reputation as not only a lawyer but also who was able to captivate an audience with his oratory skills was secured with the famous case known as â€Å"Parson’s Cause.†Ã‚  Colonial Virginia had passed a law regarding payment for ministers which resulted in decreasing their income.  The ministers complained which caused King George III to overturn it. A minister won a lawsuit against the colony for back pay and it was up to a jury to determine the amount of damages. Henry convinced the jury to only award a single farthing (one penny) by arguing that a king would veto such a law was nothing more than â€Å"a tyrant who forfeits the allegiance of his subjects.†Ã¢â‚¬â€¹ Henry was elected to the Virginia House of Burgesses in 1765 where he became one the earliest argue against the Crown’s oppressive colonial policies.  Henry gained fame during the debate over the Stamp Act of 1765 which negatively impacted mercantile trade in the North American colonies by requiring almost every paper used by colonists were to be printed on  stamped paper  that was produced in London and contained an embossed  revenue stamp. Henry argued that on Virginia should have the right to levy any taxes on its’ own citizens. Although some believed that Henry’s comments were treasonous, once his arguments were published in other colonies, the displeasure with British rule began to flourish. American Revolutionary War Henry used his words and rhetoric in a way that made him  a driving force behind the revolt against Britain.  Although Henry was very well educated, he was to discuss his political philosophies into words that the common man could easily grasp and make as their own ideology as well. His oratory skills helped to have him selected in 1774 to the Continental Congress in Philadelphia where he not only served as a delegate but is where he met Samuel Adams.  At the Continental Congress, Henry united the colonists stating that The distinctions between Virginians, Pennsylvanians, New Yorkers and New Englanders, are no more. I am not a Virginian, but an American. In March 1775 at the Virginia Convention, Henry made the argument for taking military action against Britain with what is commonly referred to as his most famous speech proclaiming that Our brethren are already in the field! Why stand we here idle? ... Is life so dear, or peace so sweet, as to be purchased at the price of chains and slavery? Forbid it, Almighty God! I know not what course others may take; but as for me, give me liberty, or give me death! Shortly after this speech, the American Revolution  began on April 19, 1775, with the â€Å"shot heard around the world† at Lexington and Concord.  Although Henry was immediately named as commander in chief of Virginias forces, he quickly resigned this post preferring to stay in Virginia where he aided in drafting the states constitution and becoming its’ first governor in 1776. As governor, Henry aided George Washington by supplying troops and much-needed provisions.  Although Henry would resign after serving three terms as governor, he would serve two more terms in that position in the mid-1780s.  In 1787, Henry chose not to attend the Constitutional Convention in Philadelphia which resulted in the drafting of a new Constitution. As an  Anti-Federalist, Henry opposed the new Constitution arguing that this document would not only promote a corrupt government but that the three branches would compete with each other for more power leading to a tyrannical federal government.  Henry also objected to the Constitution because it did not contain any freedoms or rights for individuals. At the time, these were commonplace in state constitutions which were based on the Virginia model that Henry helped to write and which explicitly listed the individual rights of citizens that were protected. This was in direct opposition to the British model which did not contain any written protections. Henry argued against Virginia ratifying the Constitution as he believed that it did not protect states rights.  However, in an 89-to-79 vote, Virginia lawmakers ratified the Constitution. The Final Years In 1790 Henry chose to be a lawyer over public service, turning down appointments to the United States Supreme Court, Secretary of State and U.S. Attorney General.  Instead, Henry enjoyed that he had a successful and thriving legal practice as well as spending with his second wife, Dorothea Dandridge, who he had married in 1777. Henry also had seventeen children who were born between his two wives. In 1799, fellow Virginian George Washington persuaded Henry to run for a seat in the Virginia legislature.  Although Henry won the election, he died on June 6, 1799, at his â€Å"Red Hill† estate prior to ever taking office.  Henry is commonly referred to as one of the great revolutionary leaders who lead to the formation of the United States.

Essay Biology, 7e (Campbell) Chapter 24 the Origin of...

Biology, 7e (Campbell) Chapter 24: The Origin of Species Chapter Questions 1) Which of the following applies to both anagenesis and cladogenesis? A) branching B) increased diversity C) speciation D) more species E) adaptive radiation Answer: C Topic: Concept 24.1 Skill: Comprehension 2) Which of the following statements about species, as defined by the biological species concept, is (are) correct? I. Biological species are defined by reproductive isolation. II. Biological species are the model used for grouping extinct forms of life. III. The biological species is the largest unit of population in which successful reproduction is possible. A) I only B) II only C) I and III D) II and III E) I,†¦show more content†¦What type of reproductive barrier is most obviously separating these different species? A) habitat isolation B) temporal isolation C) behavioral isolation D) gametic isolation E) postzygotic isolation Answer: A Topic: Concept 24.1 Skill: Comprehension 13) Which of the following must occur during a period of geographic isolation in order for two sibling species to remain genetically distinct following their geographic reunion in the same home range? A) prezygotic barriers B) postzygotic barriers C) ecological isolation D) reproductive isolation E) temporal isolation Answer: D Topic: Concept 24.1 Skill: Comprehension Use the following options to answer the following questions. For each description of reproductive isolation, select the option that best describes it. Options may be used once, more than once, or not at all. A. gametic B. temporal C. behavioral D. habitat E. mechanical 14) two species of orchids with different floral anatomy Answer: E Topic: Concept 24.1 Skill: Application 15) two species of trout that breed in different seasons Answer: B Topic: Concept 24.1 Skill: Knowledge 16) two species of meadowlarks with differentShow MoreRelatedStephen P. Robbins Timothy A. Judge (2011) Organizational Behaviour 15th Edition New Jersey: Prentice Hall393164 Words   |  1573 Pages22 †¢ Improving Ethical Behavior 22 Coming Attractions: Developing an OB Model 23 An Overview 23 †¢ Inputs 24 †¢ Processes 25 †¢ Outcomes 25 Summary and Implications for Managers 30 S A L Self-Assessment Library How Much Do I Know About Organizational Behavior? 4 Myth or Science? â€Å"Most Acts of Workplace Bullying Are Men Attacking Women† 12 An Ethical Choice Can You Learn from Failure? 24 glOBalization! Does National Culture Affect Organizational Practices? 30 Point/Counterpoint Lost in Translation

Human Resource Planning Job Analysis

Questions: 1. General Process of Job Analysis.2. How Job Analysis is related to Job Description.3. Legal issues of Job Analysis.4. Implications of job analysis.5. Has any position within an organization for which I have worked for been subjected to job analysis?6. Usefulness of Job Analysis in an Organization. Answers: Introduction Most firms and organizations are experiencing day to day changes regarding labor advancements, machines and equipment in all sorts of manner due to stiff competition from other companies. Thus, HR managers in most organizations must come up with plans and goals that help in smooth running of the business. Additionally, the human resource managers must be aggressive and have the technical knowledge of how to handle his or her organization employees effectively for better achievement of the organization's goals and objectives. The essay is showing the typical process of job analysis including its legal issues and clearly prove how the job analysis process can be better useful and relevant to the growth of an organization. 1. General Process of Job Analysis Job analysis is the standardized procedure of acquiring information for the tasks needed for the job and human capital attributes of the individuals to perform tasks. It is also known as work analysis. In addition, job analysis is the key foundation of most human resource activities involved in organizations, as it includes programs such as selection, recruitment, training and even compensation of employees (Armstrong and Taylor, 2014). The process of job analysis involves the following steps; Identifying the reason for conducting the job analysis. The reason should be in favour of organization's strategic plan and success. List down the jobs to be analysed. When you identify the cause for job analysis, it provides a platform of knowing the positions to be included in the job analysis. Review reasonable background data. Going back to the previous work and data helps to provide necessary information with where to begin the project. Execute and plan the job analysis project. There must be data collection and plan developed on how to carry out project activities. Note the job description and specifications. Having collected and analyzed data that is written to work output, job descriptions, and specifications. Periodic review of the job analysis. Organisations should use a revolving process whereby it examines a section of the organization annually thus the entire group ends up examined within a period of three to five years. 2. How Job Analysis is related to Job Description Job analysis is the procedure that gives duties and requirements of a particular job and provides information about the responsibilities, duties, outcomes and the necessarily needed skills of a particular job. Job analysis eventually gives the information required for writing job specification and description job, since job description is a written report that lists all job functions, duties, roles and responsibilities of employees. The job description is, therefore, the result of job analysis. The relationship between job analysis and job description evidently comes in when one has to have job analysis as the primary fundamental basis where job description is derived. Job description mainly assists human resource managers in job evaluations, staff training, staff performance appraisal, recruitment of employees and others. The HR departments need to formulate their ideas and primary objectives from job analysis first for them to come up with a job description. The job description is, therefore, the outcome or end product of job analysis that helps human resource managers when it comes to the efficient running of the organization. Henceforth, in human resource planning both job analysis and job description are required in management (Imran, and Cheema 2014). 3. Legal issues of Job Analysis The following are the legal guidelines required in the process of implementing job analysis programs in organizations. First is the uniform selection of employees whereby the law requires similar procedures and guidelines employed when it comes to the handling of employees. A brief job analysis should be looked into when selecting employees. Validity study reviewed according to information of the available job and all the job analysis should be listed correctly on selection. Significant work behavior of the job should also be noted and all the procedures involved in them properly. The job analysis should also comply with the Australian Disabilities Act (ADA) which explicitly states that a physically challenged person must be able to work properly for him or her to get the job. The ADA also requires reasonable accommodation for physically challenged individuals in in the workplace. It is, therefore, important for human resource managers when planning their job analysis and description to adhere to these regulations for the efficient management of the organization (Berman, Van Wart 2015). 4. Implications of job analysis Distorted data due to lack of cooperation from employees when job analysis is being carried out due to fear of losing a job. The job analyst does not get the actual data on how a particular section of employees needs to be improved. Job analysis is a lengthy project which is frustrating to the job analyst as it requires a lot of time to collect data. Job analysis can fall in the hands of unqualified job analyst thus the collected data is not complete because he is not able to perform the duties as required. When job analysis is carried out, mental abilities of an employee cannot be observed thus being forced to at times fire an individual who is knowledgeable. All that is told to the job analyst by employees may not be true thus he requires different measures to get the real information from the sources of collecting data are small. 5. Has any position within an organization for which I have worked for been subjected to job analysis? Yes. As an industrial engineer, my body has been subjected to this process of job analysis severally as the human resource manager regularly gathers, synthesizes information about certain tasks in the organization. From manpower planning to performance of the total employees in all sectors are heavily involved in the job analysis which clearly leads to the better achievement of the firm's objectives. Training of employees and success planning are fundamental basics of job analysis which makes the organization run efficiently in achieving its goals for example in the previous years it has attained more sales in the market than before. 6. Usefulness of Job Analysis in an Organization Job analysis helps with the improvement of the organization productivity and growth. Its importance is; Training and development whereby job analysis is useful in assessing employee's needs and requirements when training. Job analysis is also used in the creation and redesigning of jobs in an organization. Job analysis evaluates the sectors that need addition or removal of employees for output increase and better performance of employees. Job analysis plays a vital role in compensation management whereby the pay packages, wages, and salaries of employees are decided to depend on the job titles and duties. Job analysis is essential when it comes to recruitment and selection. It helps in determining the right personnel required in performing a particular job of the organization in the right place. Job analysis also assists human resource managers in performance evaluation whereby they are easily able to measure if their stated goals and objectives get achieved. Conclusion Job analysis is a crucial requirement when it comes to effective and efficient human resource planning in an organization. Therefore, human resource managers should correctly plan their goals and objectives necessary for the better performance of their overall organization productivity with proper designing of job analysis. This should be accompanied by the recruitment of the job candidates with the most suitable job design traits. References Armstrong, M., Taylor, S. (2014). Armstrong's Handbook of Human Resource Management Practice. Kogan Page Publishers. Berman, E. M., Bowman, J. S., West, J. P., Van Wart, M. R. (2015).Human resource Management in public service: Paradoxes, processes, and problems. Sage Publications. Imran, H., Arif, I., Cheema, S., Azeem, M. (2014). The relationship between jobs Satisfaction, job performance, attitude towards work, and organizational commitment. Entrepreneurship and innovation management journal, 2(2), 135-144.