Voluntary turnover

Voluntary turnover CHAPTER NO.1 Introduction Background 1.01 Employee turnover is a much-studied phenomenon. There is a vast literature on the causes of voluntary employee turnover dating back to the 1950s. 1.02 Voluntary turnover is a major problem for many organizations in many Asian countries (Barnett, 1995; Chang, 1996; Syrett, 1994). Employee turnover is giving sleepless nights to human resource managers in many countries in Asia (Naresh Khatri). Organizations are spending lots of money to reduce employee turnover. Employee turnover is also one of the issues faced by many organizations in Pakistan. Objective of the Research Study 1.03 The objective of the study is to know the factors of employee turnover, why employee quit the jobs and leave the organizations and which factor influence the most while leaving the organization. 1.04 The objective of the study is to know the factors, which influence the most in employee turnover in, call center industry in Pakistan. Problem statement 1.05 What are the factors of employee turnover in the organizations? Research Questions a) What are the reasons; employees quit their jobs and leave the organizations? b) What is the role of the factors (alternatives, intention to quit, job satisfaction, organizational commitment, wages and conditions, employee characteristics, training and development and influence of co-workers) in employee turnover? c) Which factors cause the most in the employee turnover? Rational Of the Study 1.06 The purpose of the research study â€Å"Factors of employee turnover† is to help out the managers to figure out the factors of employee turnover in the organizations. So that the managers easily can find, why employee is leaving the organization? According to the results they can make the plans to reduce the employee turnover in the organizations. Definitions of the Terms 1.07 â€Å"Employee turnover is defined as, the ratio of number of workers that had to be replaced in a given time period to the average number of workers†. CHAPTER NO 2 Literature Review 2.1 Over time there have been a number of factors that appear to be consistently linked to turnover. An early review article of studies on turnover by Mobley (1979) revealed that age, tenure, overall satisfaction, job content, intentions to remain on the job, and commitment were all negatively related to turnover (i.e. the higher the variable, the lower the turnover). In 1995, a meta-analysis of some 800-turnover studies was conducted by Hom and Griffith, which was recently updated (Griffith, 2000). Their analysis confirmed some well-established findings on the causes of turnover. These include: job satisfaction, organizational commitment, comparison of alternatives and intention to quit. 2.2 The top factor cited in most studies is low compensation and inadequate benefits. Lack of appreciation and feeling that the employer values the employees contributions also ranks high on the list of reasons for employee turnover. Another contributing factor to employee turnover is poor management. This includes such factors as poor communication from leadership, lack of training, too much change, lack of resources necessary to do the job, lack of recognition that an employee is dissatisfied with career development opportunities, harassment, demeaning behavior, and a lack of flexibility toward employees. Lifestyle changes, such as the transfer of a spouse, birth of a child, or the need for a shorter commute will also cause employee turnover. (Kathleen Goolsby) 2.3 Some variables and factors are examined and discussed in more detail below. Comparison of Alternatives 2.4 The comparison of alternatives is a factor that plays a role in employee turnover. The relationship between alternatives and turnover on an individual level has been researched widely since March Simons 1958 seminal work on ease of movement. 2.5 Much of the subsequent research focused on the link between job satisfaction, perceived alternative opportunities and turnover. Later, researchers began to focus on the role of both actual and perceived opportunities in explaining individual turnover decisions. 2.6 Subsequent research has indicated that actual alternatives are a better predictor of individual turnover than perceived opportunities. Research on the impact of unemployment rates as a proxy for actual opportunities in employee turnover revealed that unemployment rates affected the job-satisfaction/turnover intent relationship but not actual turnover (Kirschenbaum Mano-Negrin, 1999). They concluded that macro level analysis predicted turnover patterns but perceptions of opportunities did not. This point was reinforced in their study on medical centers in various locations used measures of perceived and objective opportunities in internal and external labor markets. The authors concluded that objectives opportunities were a better set of explanations of actual turnover behavior than either perceived internal or external labor market opportunities. 2.7 Nevertheless, while actual alternatives appear to be a better predictor of turnover, there is also well-established evidence of the link between perceived alternatives and actual turnover. In their most recent meta-analysis, Griffith (2000) confirmed that perceived alternatives modestly predict turnover. Intentions to Quit 2.8 Intension to quit is one of the factors that play a role in employee turnover. Mobley (1979) noted that the relationship between intentions and turnover is consistent and generally stronger than the satisfaction-turnover relationship, although it still accounted for less than a quarter of the variability in turnover. Much of the research on perceived opportunities has been found to be associated with intentions to leave but not actual turnover (Kirschenbaum Mano-Negrin, 1999). Organizational Commitment 2.9 Many studies have reported a significant association between organizational commitment and turnover intentions (Lum, 1998). Tangs (2000) study confirmed the link between commitment and actual turnover and Griffiths (2000) analysis showed that organizational commitment was a better predictor of turnover than overall job satisfaction. 2.10 Researchers have established that there are different types of organizational commitment. Allen Meyer (1990) investigated the nature of the link between turnover and the three components of attitudinal commitment: affective commitment refers to employees emotional attachment to, identification with and involvement in the organization; continuance commitment refers to commitment base on costs that employees associate with leaving the organization; and normative commitment refers to employees feelings of obligation to remain with the organization. Simply, employees with strong affective commitment stay with an organization because they want, those with strong continuance commitment stay because they need to, and those with strong normative commitment stay because they feel they ought to. Allen and Meyers study indicated that all three components of commitment were a negative indicator of turnover. In general, most research has found affective commitment to be the most decisive va riable linked to turnover. Job Satisfaction 2.11 The relationship between satisfaction and turnover has been consistently found in many turnover studies (Lum, 1998). Mobley 1979 indicated that overall job satisfaction is negatively linked to turnover but explained little of the variability in turnover. Griffith (2000) found that overall job satisfaction modestly predicted turnover. In a recent New Zealand study, Boxall (2003) found the main reason by far for people leaving their employer was for more interesting work elsewhere. It is generally accepted that the effect of job satisfaction on turnover is less than that of organizational commitment. Characteristics of Employees 2.12 Despite a wealth of research, there appear to be few characteristics that meaningfully predict turnover, the exceptions being age and tenure. Age is found to be negatively related to turnover (i.e. the older a person, the less likely they are to leave an organization). However, age alone explains little of the variability in turnover and as age is linked to many other factors, alone it contributes little to the understanding of turnover behavior. 2.13 Tenure is also negatively related to turnover (the longer a person is with an organization, the more likely they are to stay). Mangione in Mobley concluded that length of service is one of the best single predictors of turnover.; Griffith also found that age and tenure have a negative relationship to turnover. 2.14 There is little evidence of a persons sex being linked to turnover. Griffiths 2000 meta-analysis re-examined various personal characteristics that may be linked to turnover. They concluded that there were no differences between the quit rates of men and women. They also cited evidence that gender moderates the age-turnover relationship (i.e. women are more likely to remain in their job the older they get, than do men). They also found no link between intelligence and turnover, and none between race and turnover. Wages and Conditions 2.15 Wages and conditions is one of the variables of the employee turnover. Mobley (1979) concluded that results from studies on the role of pay in turnover were mixed but that often there was no relationship between pay and turnover. Other studies found no significant relationship. 2.16 On the other hand Campion (1991) cited in Tang suggests that the most important reason for voluntary turnover is higher wages/career opportunity. Martin (2003) investigates the determinants of labor turnover using establishment-level survey data for the UK. Martin indicated that there is an inverse relationship between relative wages and turnover (i.e. establishments with higher relative pay had lower turnover). Pay and Performance 2.17 Griffith (2000) noted pay and pay-related variables have a modest effect on turnover. Their analysis also included studies that examined the relationship between pay, a persons performance and turnover. They concluded that when high performers are insufficiently rewarded, they leave. They cite findings from Milkovich and Newman (1999) that where collective reward programs replace individual incentives, their introduction may lead to higher turnover among high performers. Attitudes to Money 2.18 For some individuals pay will not be the sole criterion when people decide to continue within an existing job. In the study of mental health professionals, Tang (2000) examined the relationship between attitudes towards money, intrinsic job satisfaction and voluntary turnover. One of the main findings of this study is that voluntary turnover is high among employees who value money, regardless of their intrinsic job satisfaction. However, those who do not value money highly but who have also have low intrinsic job satisfaction tended to have the lowest actual turnover. Furthermore, employees with high intrinsic job satisfaction and who put a low value on money also had significantly higher turnover than this second group. The researchers also found that placing a high value of money predicted actual turnover but that withdrawal cognitions (i.e. thinking about leaving) did not. Training and Career Development 2.19 Martin (2003) detected a complex relationship between turnover and training. He suggested that establishments that enhance the skills of existing workers have lower turnover rates. However, turnover is higher when workers are trained to be multi-skilled, which may imply that this type of training enhances the prospects of workers to find work elsewhere. The literature on the link between lower turnover and training has found that off-the-job training is associated with higher turnover presumably because this type of training imparts more general skills (Martin, 2003). Effect of Vocational Training 2.20 In a study examining the effect of apprenticeships on male school leavers in the UK, Booth and Satchel (1994) found that completed apprenticeships reduced voluntary job-to-job, voluntary job-to-unemployment and involuntary job termination rates. In contrast, incomplete apprenticeships tended to increase the exit rate to these destinations relative to those who did not receive any training. Winkelmann (1996) reported that in Germany apprenticeships and all other types of vocational training reduce labor mobility in spite of the fact that the German apprenticeship training is intended to provide general and thus more transferable training. Career Commitment 2.21 Chang (1999) examined the relationship between career commitment, organizational commitment and turnover intention among Korean researchers and found that the role of career commitment was stronger in predicting turnover intentions. When individuals are committed to the organization they are less willing to leave the company. This was found to be stronger for those highly committed to their careers. The author also found that employees with low career and organizational commitment had the highest turnover intentions because they did not care either about the company or their current careers. 2.22 Individuals with high career commitment and low organizational commitment also tend to leave because they do not believe that the organization can satisfy their career needs or goals. This is consistent with previous research that high career committers consider leaving the company if development opportunities are not provided by the organization. However, this group is not apt to leave and is likely to contribute to the company if their organizational commitment is increased. Chang found that individuals become affectively committed to the organization when they perceive that the organization is pursuing internal promotion opportunities, providing proper training and that supervisors do a good job in providing information and advice about careers. Influence of Co-Workers 2.23 A 2002 study by Kirshenbaum and Weisberg of 477 employees in 15 firms examined employees job destination choices as part of the turnover process. One of their main findings was that co-workers intentions have a major significant impact on all destination options the more positive the perception of their co-workers desire to leave, the more employees themselves wanted to leave. CHAPTER NO 3 Method Research Procedure 3.01 The research is a descriptive study. A descriptive study can be defined as, â€Å"A study that focuses on a particular situation or set of situations, reports on important aspects observed, and attempts to determine the interrelationships among them.† 3.02 The goal of the descriptive research study is to offer to researcher a profile or to describe relevant aspects of the phenomena of interest from an individual, organizational, industry- oriented, or the other prospective. (Uma Sekran) 3.03 The purpose of the research study â€Å"Factors of employee turnover† is to help out the managers to figure out the factors of employee turnover in the organizations. So that the managers easily can find, why employee is leaving the organization? According to the results they can make the plans to reduce the employee turnover in the organizations. Sampling 3.04 The sample for the research is taken through the random sampling. The type of sampling is cluster sampling. In this type of sampling I have chosen 100 employees as a sample to fill out the questionnaire. These employees are from different departments and their positions in the departments are also different. The sample of the employees consists of top level managers, middle level managers and non managers. Data Collection Secondary Data 3.05 Secondary data is collected from the journals, newspapers, and publications and pervious research studies. Most of the data is taken from the previous research papers on employee turnover, which are available on the Internet libraries. Primary Data 3.06 For the primary data, I have designed a questionnaire according to factors described above in the literature review. The questionnaire is filled by 100 employees from different organizations. The employees are from top level management, middle level management and no managerial level. Data Analysis 3.07 Each question is analyzed by using data tabulation method; tabulation consists simply counting the number of cases that fall in to various categories. Tabulation Frequency Distribution 3.08 Frequency distribution is method to conclude the questionnaires, frequency distribution method simply reports the number of responses that each question received and is the simplest way of deterring the empirical distribution of the variable. A frequency distribution organizes data in to classes or group of values and shows the number of observations. 3.09 The presentation of tabulation frequency distribution is done by column charts, bar charts and pie charts etc. CHAPTER NO 4 Results and Discussion What is your gender? Table 1 Gender Frequency Percentage Valid Percentage Cumulative % Male 75 75 75 75.00 Female 25 25 25 100.00 Total 100 100 100 Pie Chart 1 4.1 This table shows that the sample of 100 questionnaires was distributed randomly among male and female employees. In which we observed that 75% were male students and 35% were female employees. What is your age? Table 2 Age Frequency Percentage Valid Percentage Cumulative % 20-24 24 24 24 24.00 25-29 31 31 31 55.00 30-34 21 21 21 76.00 35-39 13 13 13 89.00 40-44 6 6 6 95.00 45-Above 5 5 5 100.00 100 100% 100% Pie Chart 2 4.2 The above table shows that questionnaires were divided into six different age groups i.e. from 20-24, 25-29, 30-34, 35-39, 40-44 45-Above. Out of this 31% employees were aged from 25-29. 24% were aged from 20-24. 21% were form 30-34. 13% were from 35-39. 6% from 40-44%, 5% from 45-above. What is your department? Table 3 Department Frequency Percentage Valid Percentage Cumulative % Administration 11 11 11 11.00 Marketing 15 15 15 26.00 Operations 7 7 7 33.00 Customer Services 31 31 31 64.00 Finance 10 10 10 74.00 Human Resource 17 17 17 91.00 Technical 9 9 9 100.00 Total 100 100 100 Pie Chart 3 4.3 The above table shows that the questionnaire was divided in six different departments i.e. administration, marketing, operations, customer services, human resource and technical. Out of this 31% employees are from customer services, 17% from human resource, 15% from marketing, 11% administration, 10% from finance, and 9% are from technical departments. What is your position in the job? Table 4 Position Frequency Percentage Valid Percentage Cumulative % Top management 14 14 14 14.00 Middle management 21 21 21 35.00 Supervisor 34 34 34 69.00 other 31 31 31 100.00 Total 100 100 100 Pie Chart 4 4.4 This above table shows that the questionnaire divided in the employees of top management, middle management, supervisors, and other level of employees. Out of this 34% employees are from supervisory level, 31% are from other levels, 21% employees are from middle level management, 14% are from top management. What is your monthly salary? Table 5 Salary Frequency Percentage Valid Percentage Cumulative % Below 15000 17 17 17 17.00 Between 15001-20000 27 27 27 44.00 Between 20001-25000 21 21 21 65.00 Between 25001-30000 15 15 15 80.00 Between 30001-35000 14 14 14 84.00 Between 35001-above 6 6 6 100.00 Total 100 100 100 Pie Chart 5 4.5 This above table shows that the questionnaire was divided to the employees in six different salaries ranges i.e. Below 15000, between 5001-20000, between 20001-25000, between 25001-30000, between 30001-35000, between 35001-above. Out of this 27% employees are getting the salary between 15001-20000,21% getting the salary between 20001-25000, 17% getting the salary below 15000 ,15% are getting the salary between 25001-30000,14% are getting the salary between 30001-35000, 6% are getting the salary 35001-above. For how long do you work for the organization? Table 6 Period Frequency Percentage Valid Percentage Cumulative % Less than 3 months 5 5 5 5.00 Between 3-6 months 27 27 27 32.00 Between 6-12 months 21 21 21 53.00 Between 1-2 years 15 15 15 68.00 Between 2-4 years 17 17 17 85.00 More than 4 years 15 15 15 100.00 100 100 100 Pie Chart 6 4.6 This above table shows that the questionnaire divided in to employees are from six different categories i.e. less than 3 months, between 3-6 months, between 6-12 months, between 1-2 years, between 2-4 years, More than 4 years. Out of this, 21% employees are working for between 6-12 months, 27% are working for between 3-6 months, 17% are working for between 2-4 years, 15% are working for between 2-4 years More than 4 years. 5% are working for less than 3 months. Rate the following about your job satisfaction. My job means a lot more to me than just money. Table 7 Frequency Percentage Valid Percentage Cumulative % Strongly Disagree 26 26 26 26.00 Disagree 19 19 19 45

Discrimination of Micronesians in Hawaii Essay

Since the COFA (Compact of Free Association) Act was formalized between the Pacific Island nations of Micronesia and the United States in 1986, there have been rising influxes of Micronesian citizens that have the privilege of entering the U. S. without the need for a visa or time limit. These FAS (Freely Associated States) include the Republic of Palau, the Republic of the Marshall Islands and the Federated States of Micronesia. While there is no obligation to immigrate to a specific state within the U. S. , many choose to settle on Hawai’i. Due to its proximity to their home islands and tropical environment, the Micronesian population in Hawai’i has been steadily increasing during recent years. It is estimated that around 15,000 COFA migrants are currently residing in Hawai’i, where they subsequently face many barriers as new immigrants, including language, social and cultural barriers. Specifically, there is an ever-growing presence of Micronesian stereotyping and marginalization that is frequently exhibited by other ethnic populations in Hawai’i. Because they are seen as the â€Å"newest† population to arrive on the islands and the fastest growing, Micronesians are subject to many forms of discrimination. In recent years, our local community has been ill-equipped and misinformed about the Micronesian population. Consequently, our unfamiliarity has contributed to their isolation and discrimination within the Hawai’ian Islands. It is important for us as residents of Hawai’i to bridge the gap that exists between Micronesians and what we perceive as our own â€Å"local society†. Due to our society being misinformed and social control factors at work, we perceive Micronesians as being inept, destitute and imprudent. There are several barriers that hinder Micronesian assimilation within the islands. One such barrier is within the health care system. In Dr. Yamada’s article titled, â€Å"Discrimination in Hawaii and the Health of Micronesians†, he says Micronesians are often victims of â€Å"inferior care or denial of services†. There are instances of Micronesian patients that are denied services and being referred to another clinic, or being discriminated against due to their perceived lack of adherence to treatment plans. Personally, I believe that there is a kind of â€Å"ignorance† that health care providers bestow upon Micronesian patients. In 2006, I began working as a volunteer for the Kaka’ako homeless shelter and clinic started by Dr. Jill Omori that included inhabitants comprised mostly of Micronesian ethnicity. Many of them were unable to find a job and help themselves financially. Those individuals who lacked the means to support their family also sought refuge at the shelter. I observed that a lot of the older Micronesian shelter inhabitants could not speak English, and those who did only had limited basic knowledge and phrases that they used. What was surprising, however, was that most of the doctors and medical students who treated these patients did not having a working knowledge of the Chuukese language, which is spoken by the majority of the Micronesians. Many of these patients used the help of their children who were fortunate to attend public schools. Thus, a language barrier had existed, and still to this day, is continually a major factor in the fair treatment of health care delivery among Micronesians. In the health care system, it can be challenging to relay medical information from English into Chuukese. Pobutsky et. al. uggests having health education materials translated and readily available for Micronesian patients. Pobutsky also notes that having interpreters fluent in Chuukese is essential. Regarding denial of health services, Yamada talks about how COFA migrants were denied MED-QUEST (a Medicaid program) benefits in July 2010 by the Hawai’i State Administration. It was reinstated 4 months later because the denial was in direct violation of the Equal Protection clause of the 14th Amendment of the U. S. Constitution. Such discrimination is not only seen in our health care system, but also within the confines of social and economic settings. Yamada suggests that examining and countering â€Å"prevailing social forces† will help eliminate discrimination. By my personal interpretation, he is saying we must realize that social forces – such as the criminal justice system and the government – are shared by all of us as one single community in Hawai’i. By being responsible and looking out for one another regardless of race or ethnicity, we can close the social bridge that divide us. In other words, we must be proactive and bring to light the issues that face Micronesian immigrants who are treated unfairly. Another brief policy report from the Hawai’i Appleseed Center for Law and Economic Justice (HACLEJ) provides accounts of stigmatization by governmental leaders towards COFA migrants. The report further goes on to explain how there is an absence of interpreters available to help COFA migrants within labor, housing and court disputes. Within the context of the court system, it can be a challenge for someone convicted who does not have a working knowledge of the English language. HACLEJ emphasizes the need to â€Å"stimulate awareness, advocacy and action† in order to better address Micronesians living in Hawai’i. Several paths can be taken to address discrimination issues against Micronesians. Already, there are many advocates and groups that support Micronesians and other at-risk migrants. Some of these groups do not receive funding from the state of Hawai’i, and must rely on private funds to continue their work. There are also few research projects that involve Micronesians living in Hawai’i and thus there is little information in regards to ethnographic and qualitative studies. Additionally, surveys measuring Micronesians’ health needs and risk factors should be included within the context of how to better deliver health care. Within the political system, our lawmakers should be better informed and take more consideration into immigration affairs. Pobutsky et. al. gives several examples of health service programs that are currently in the process of addressing the language barriers and health concerns of Micronesians, but there is much more work to be done in order to achieve long-term success. Allocation of state and government funds should be directed towards creating more educational and social programs that can help better address disparities quite often seen with newly arrived immigrants. Based in part by my own personal experiences and also through research, many Micronesians are illiterate and lack a good work ethic to succeed in future endeavors. Because Micronesians are discriminated both in the job market and in school, they may perceive themselves as being unable to achieve success that is often seen with other ethnicities. Consequently many of them, especially Micronesian youths, engage in criminal behavior and illicit activities. My worry is that this cycle will manifest itself unchecked among these youths well into adulthood and create more harm than good within the criminal justice system of Hawai’i. As citizens of a diverse society in Hawai’i, we need to be more proactive and open-minded on issues that deal with the Micronesian population as a whole. Local perspectives that Micronesians are a kind of â€Å"deviance† on the islands and a â€Å"burden† to our society are obstructive to our continuous theme of the â€Å"Aloha spirit†. We must come together as a society and be more considerate and helpful to those who we might think less highly of. As long as institutions of power continue to ignore the problem of discrimination and disparity, then recent immigrants who include Micronesians will continue to face hardship. In our study of social control theory, there is the idea of â€Å"strain† that is frequently seen in societies that stress hard work and having a good education. More research efforts and studies must be done in order to better assess disparities present within the Micronesian population in Hawai’i, as well as having adequate funding by the state to support programs that meet the needs of the Micronesian community.

Chivalry Of Sir Gawain And The Green Knight - 904 Words

Chivalry in Sir Gawain and the Green Knight There are many great movies, like â€Å"300† or â€Å"Saving Private Ryan,† that are told with the classic chivalry elements that were known to describe the noble knights from hundreds of years ago. Much like the courageous soldiers in these movies, Sir Gawain in Sir Gawain and the Green Knight, faced many conflicts that might have questioned his moral code of nobleness. Sir Gawain was a great knight that was loyal to King Arthur and had the courage to take on the challenge the Green Knight proposed at the beginning of the poem. The Green Knight asks for a brave knight to strike him and in a years’ time for the challenger to receive the strike back from him. â€Å"The society in which Gawain lived was a valorous society,† (Engelhardt 219). Sir Gawain, throughout the poem, shows various traits that are traced back to chivalry. His character is not the only thing that shows chivalry elements. The symbols like the pentangle and the Green Knight himself repr esent values of chivalry. The plot unravels several conflicts that make Sir Gawain really contemplate the right thing to do and a major theme deals with the nature of chivalry. The poem, Sir Gawain and the Green Knight, is about chivalry because of its symbolism, plot, and the theme. The symbols that represent chivalry for Sir Gawain and the Green Knight are the pentangle and the Green Knight. The pentangle is a star shaped symbol, whose five lines overlap and is sometimes referred to as theShow MoreRelatedChivalry And Chivalry In Sir Gawain And The Green Knight1287 Words   |  6 Pagesof the knights of King Arthur’s Round Table have resounded for ages—vivid stories of courageous and gallant knights usurping evil while simultaneously maintaining an upstanding reputation. Through the Arthurian tales, one has the opportunity to experience heroic narratives of exemplary models of knights who clearly illustrate the chivalry and honorability one should aspire to possess. No more evidently is this theme displayed than in the 14th century epic poem Sir Gawain and the Green Knight—a narrativeRead MoreThe Code Of Chivalry By Sir Gawain And The Green Knight1653 Words   |  7 PagesCode of Chivalry was a moral system which went beyond rules of comba t and introduced the concept of Chivalrous conduct - qualities idealized by the Medieval knights such as bravery, courtesy, honor, and great gallantry toward women. The Codes of chivalry also incorporated the notion of courtly love. The Code of Chivalry was the honor code of the knight and was an important part of the society and lives of people who lived during the Medieval times. The world of Sir Gawain and the Green Knight is governedRead MoreSir Gawain And The Green Knight Chivalry Analysis749 Words   |  3 PagesChivalry can be defined as many things. It could be as simple as a gentleman showing courtesy to a lovely woman by escorting her up the grand steps, or it could possibly be a knight in shining armor trying to save his people from the evil, man-eating dragon. Christianity, on the other hand, is portrayed as believing or the teaching of Jesus the Messiah. In Sir Gawain and the Green Knight, the ideals of both Chivalry and Christianity are brought together throughout the entire story. Chivalry is portrayedRead MoreSir Gawain And The Green Knight Chivalry Essay796 Words   |  4 PagesKnights and shining armor, is a modern day description of knights. These knights road on horseback, jousted, but more importantly, served by a code. This was a code dealing with chivalry, in which knights obeyed by. The article Nighthood and Chivalry, defines it by, â€Å"In modern English, chivalry means the ideals, virtues, or characteristics of knights,† (Velde). There is one specific knight who shows this code in the story, Sir Gawain and The Green Knight. The knight is Gawain, a noble and courageousRead MoreExamples Of Chivalry In Sir Gawain And The Green Knight1116 Words   |  5 PagesIn Sir Gawain and the Green Knight, King Arthur’s court is the epitome of chivalry within its own secluded walls. The code of chivalry to which the knights adhere to included many virtues like mercy, courage, valour, fairness, protection for the weak, a loyalty to their lord, will ingness to give up their life for another and the widely known courtly love. In the outside world when faced with opposing ideals and trials this code of chivalry is quickly forgotten or rather ignored. Looking at Sir GawainRead MoreSir Gawain and the Green Knight – A Test of Chivalry Essay2448 Words   |  10 PagesSir Gawain and the Green Knight – A Test of Chivalry Essay with Outline   Loyalty, courage, honor, purity, and courtesy are all attributes of a knight that displays chivalry. Sir Gawain and the Green Knight is truly a story of the test of these attributes. In order to have a true test of these attributes, there must first be a knight worthy of being tested, meaning that the knight must possess chivalric attributes to begin with. Sir Gawain is self admittedly not the best knight around. HeRead MoreChivalry In Song Of Roland, Percival And Sir Gawain And The Green Knight1090 Words   |  5 PagesChivalry (An analysis of the treatment of chivalry in â€Å"Song of Roland†, â€Å"Percival†, â€Å"Arthur†, and â€Å"Sir Gawain and the Green Knight†) Chivalry is defined as â€Å"the medieval knightly system with its religious, moral, and social code† (Oxford). During medieval times, those who received an immense amount of recognition were the ones who abided by the code of chivalry. These were the people who earned respect from other by giving it themselves. For example, when jousting, or fighting another knightRead More Chivalry in Sir Gawain and the Green Knight, The Knight’s Tale, and Malory’s Morte2061 Words   |  9 Pages The term â€Å"chivalry† refers to one of the most popular medieval social ideals. Indeed, this term has excited the imagination of poets and readers throughout history, and modern cultures continue to revise the chivalric ideals of past ages. However, pinpointing what the term meant within the medieval period is difficult at best. The source of this difficulty lies within the fact that there was never one consistent definition for chivalry. Indeed, the meaning of the word seems to shift betweenRead MoreThe Influence of the Supernatural on Courtly Conduct, Christianity, and Chivalry in Lanval and Sir Gawain and the Green Knight2424 Words   |  10 PagesInfluence of the Supernatural on Courtly Conduct, Christianity, and Chivalry in Lanval and Sir Gawain and the Green Knight In the world of medieval literature the supernatural is a consistent theme, presented in extraordinary encounters, mysterious experiences and with magical objects such as potions, spells, and the prominent image of the green girdle of Lord Bertilak de Hautdesert’s wife in Sir Gawain and the Green Knight. Magic and the supernatural is seen as the driving force behind severalRead MoreSir Gawain And The Green Knight1218 Words   |  5 PagesCourtesy and Chivalry The alliterative poem â€Å"Sir Gawain and The Green Knight† is a story of bravery, yet fearfulness of a young knight and his willingness to stand up out of respect for his king. This Middle Age poem, originated in the late fourteenth century by an unknown author called Gawain’s poet, follows the journey of King Arthur’s nephew, Sir Gawain. Sir Gawain is a knight for the royal court during the time and when the Green Knight questions the loyalty of King Arthur’s court, Gawain is the

Resistance Of Slavery During African Americans - 1656 Words

Arianna Kousouros BLK 311.01 Term Paper Resistance to slavery in the Caribbean started before African Americans even set foot on the ships that took them on the middle passage across the Atlantic ocean to the Caribbean islands. Slave rebellions and maroonages started to take place in Caribbean slave society during the 18th and early 19th century. The range to the rebellions varied from minor slaves running away from their owners to violence between slaves and the government. When African Americans would first come to the Caribbean Islands, they would go through great lengths to escape before they were taken away from Africa. Many would jump overboard during this passage in hopes of returning to their homeland. Others would starve, drown themselves, committing suicide in belief that they would return to Africa in their after life. Enslaved people thought anything including death would be better than slavery in the islands. This happened in one out every ten voyages to the Americas. African slaves were determined to recreate their African societies. They wanted to separate themselves from the whites and not lose sense of their African culture and traditions. Some slaves even said that they would runaway to get to Africa. Heuman states, â€Å" that they would proceed to the sea at night and remain in the bush through the day and the first canoe they found, they would set sail for their country.† (Heuman, 65-76) Slaves would runaway from their owners to become â€Å"free†.Show MoreRelatedAfrican American History Essay1011 Words   |  5 Pages Slavery began in the late 16th century to early 18th century. Africans were brought to American colonies by white masters to come and work on their plantations in the South. They were treated harshly with no payments for all their hard work. In addition, they lived under harsh living conditions, and this led to their resistance against these harsh conditions. The racism towards the African Americans who were slaves was at its extreme as they did not have any rights; no civil nor political rightsRead MoreAfrican American History During The 19th Century Essay1734 Words   |  7 Pagestaken together describe the development of African Americans from the 16th century to the 19th century. They reveal how their status changed to one of complete submission and their lower position codified within the law. However they also reveal how they were able to make a difference and help secure their own freedom. Common themes present in the texts are resistance and creolization. The texts are significant in that they show how African Americans were able to adapt to life in America. How theyRead MoreRace, Ethnicity, And Culture1329 Words   |  6 Pagesimpacted was the African Americans in the United States during the periods from 1804-1813, 1819-1831, and 1832-1848. Based on the definitions from the Asian Pacific Americans: â€Å"Keywords,† Concepts and History, it is said that race is impossible to be defined race from the biological view, because people have been evolved so much over the years, the gene pool is so mixed that distinguishing people from the biological view is not so accurate. For example, African Americans and native Africans both originatedRead MoreHow Enslaved Africans Resisted Slavery1696 Words   |  7 PagesEnslaved African Americans resisted slavery in a variety of active and passive ways. Day-to-day resistance was the most common form of opposition to slavery. Breaking tools, feigning illness, staging slowdowns, and committin g acts of arson and sabotage--all were forms of resistance and expression of slaves alienation from their masters. Forms varied, but the common denominator in all acts of resistance was an attempt to claim some measure of freedom against an institution that defined peopleRead MoreShould America Have Been America Without Her Negro People?1426 Words   |  6 PagesSatya sree Vedula Hist 115 Dr. N Creary No Black, No America Prompt: Would America have been America without her Negro people? America is a diverse country that accommodates a variety of people from various ethnic backgrounds. African Americans are one of a kind who are inhabiting the United States since a long time.The question â€Å"Would America have been America without her Negro people?† by W.E.B.Dubois is a strenuous one and has arisen many debates in the past. People say that the answer toRead MoreBlack Movements Of America By Cedric J. Robinson1530 Words   |  7 PagesCalifornia, Santa Barbara. Robinson traces the emergence of Black political cultures in the United States from slave resistance in the sixteenth and seventeenth century to the civil rights movement of the present. He also focuses on Black resistance which was forged from a succession of quests such as The return to Africa; escape and alliances with anti-colonial Native- American resistance; and eventually emigration. This is a historical primer whose subject matter is well-indicated by the title. TheRead MoreThe New World Durin g The 19th Century Essay1607 Words   |  7 PagesBefore labor become modernized, it was a means to construct the New World during its formation in the late fifteenth century. After Christopher Columbus and the Spaniards discovered what would now be called the Americas, the use of labor became intensely racialized during the centuries to follow. This foreign land became a new territory in which the Europeans believed they could control to gain wealth and power. The manpower used to construct the European settlements included certain forms of coercedRead MoreIt. Has Been Said That â€Å"The Engendering Impulse Of African1547 Words   |  7 Pagesimpulse of African American literature is resistance to human tyranny† (Norton, 3rd ed. Vol.1. 75). The issue with African American authors engendered continuing controversy with government officials and â€Å"white† people throughout America during an extremely dark time. Specifically, the eighteenth century. Resistance was crucial and dedicated to human dignity became non-existent with the white America. To help with the issue, â€Å"African American writers identified themselves as Americans with a specialRead MoreUncle Toms Cabin1320 Words   |  6 Pagesinfluential, groundbreaking, and controversial books in American history, Uncle Tom’s Cabin. The novel drew widespread criticism for the depiction of African Americans and slaves in a time when the United States of America was teetering on civil unrest due to the strength of the opposing views between the North and the South. The rapid expansion and growth the United States throughout the 19th century had led to an increase in labor demands, and slavery was not only viable but also essential to the economicRead MoreAfrican American Culture in 1860 Essay769 Words   |  4 Pagesï » ¿AP United States History African American Culture from the Early to Mid-1800’s Throughout American history, African Americans fought to establish their own culture. Even though they were silenced by white laws and stereotypes, African Americans created their own distinct culture, to a certain extent from 1800 to 1860. By mixing their African American traditions and Christian ideas, they formed a religion, their own version of Christianity. African American rebellions, though small and infrequent