There was a time when Wyoming and other Rocky Mountain and midwestern states were as likely to elect a liberal Democrat to Congress as they were a conservative Republican. Gale McGee (1915-92) was elected to the U.S. Senate in 1958, at the height of American liberalism. He typified what Teddy Roosevelt called "the man in the arena" and was a major player in the development of America's post-World War II foreign policy and almost every legislative milestone in U.S. history from the 1950s to 1980. McGee's careers as an academic, a senator, and an ambassador spanned World War II, the Red Scare, the Korean and Vietnam Wars, and the activist Congress of the 1960s. This elegantly conceived biography of a liberal from the conservative rural state of Wyoming offers readers a glimpse into formative political shifts of the twentieth century. The national liberal consensus of the 1960s, in which McGee played a major role, gave the nation Social Security, Medicare, Medicaid, the minimum wage, and the right to collective bargaining, as well as landmark civil rights and environmental reforms. That consensus had ended by the mid-1970s as McGee's liberalism would no longer be welcome to represent the Equality State. Moving beyond biography, Rodger McDaniel addresses the significant shift in government and details how the attribution "liberal" became a candidate's epitaph, as widespread distrust of government cast a shadow on the many benefits acquired through the old liberal consensus. McDaniel's insights into the past as well as McGee's experiences in the arena shed unexpected light on the present state of U.S. politics and government.
Going beyond biography, McDaniel offers readers a glimpse into twentieth-century political shifts through the perspective of a liberal senator from a rural conservative state"--
According to recent research, our brains prefer the path of least resistance when it comes to engaging people who are unlike us—in fact, our brains tell us to perceive anyone different than us as a threat. That is a nice way to say that, despite our best intentions, we all have our prejudices and preferences. In biblical terms, we show partiality toward people who resemble us; we play favorites. Much of our identity, community, and power are established by the measurement of our differences from others, justifying our need to categorize people. Even when we attempt to engage other races and cultures, we see it as a one-way bridge, taking our way of life across the river to enlighten those different than us. It assumes we are on the bank of the undistorted view of the world and our understanding of the other side is not important. The proper response is to encourage two-way traffic on the bridge, not only by having dialogue with people over the bridge but more importantly listening to them. Overcoming our prejudices and bridging the cultural divide is the result of living out the gospel and it is the most significant way to communicate the gospel.
This exploration of what employee turnover is, why it happens, and what it means for companies and employees draws together contemporary and classic theories and research to present a well-rounded perspective on employee retention and turnover. The book uses models such as job embeddedness theory, proximal withdrawal states, and context-emergent turnover theory, as well as highlights cultural differences affecting global differences in turnover. Employee Retention and Turnover contextualises the issue of turnover, its causes and its consequences, before discussing underrepresented antecedents of turnover, key aspects of retention and methods for regulating turnover, and future research directions. Ideal for both academics and advanced students of industrial/organizational psychology, Employee Retention and Turnover is essential for understanding the past, present, and future of turnover and related research.
How do you keep valuable employees from leaving? With employee turnover at a ten-year high in the tightest labor market in recent memory, human resource professionals face this challenge daily. This book briefly summarizes the current research in the area of employee turnover and provides practical guidelines to implement proven strategies for reducing unwanted turnover. Topics covered include differentiating between functional and dysfunctional turnover, job enrichment, employee selection, orientation programs, compensation practices, easing conflicts between work and home, social integration, and managing exiting employees. Separate chapters are devoted to using employee surveys to predict turnover and diagnose turnover causes and reducing turnover among special groups -- minorities and women. Hands-on interventions are described and illustrated with cases drawn from companies who have been successful in retaining personnel. The appendix includes two sample employee surveys. Human resource professionals, trainers, consultants, students, and researchers will find this a timely and helpful resource.
Each chapter is a biographical sketch of an influential black woman who has written for American newspapers or television news, including Maria W. Stewart, Mary Ann Shadd Cary, Gertrude Bustill Mossell, Ida B. Wells-Barnett, Josephine St.Pierre Ruffin, Delilah L. Beasley, Marvel Cooke, Charlotta A. Bass, Alice Allison Dunnigan, Ethel L. Payne, and Charlayne Hunter-Gault.
This book, Howard Zinn and Lois Mottonen Fistfight in the Equality State, is an attempt tell a Zinn-like history of how Wyoming's women, working people and racial, ethnic, and religious are treated. It exposes the truth about the cultural wars that undermine the myth that Wyoming is the Equality State in the context of the experiences of the Mottonen family who lived in Wyoming from the beginning.
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