When I Think Back Of The Stories That I Have Heard About How The Nativ

When I think back of the stories that I have heard about how the Native American Indians were driven from their land and forced to live on the reservations one particular event comes to my mind. That event is the Battle of the Little Big Horn. It is one of the few times that the Oglala Sioux made history with them being the ones who left the battlefield as winners. When stories are told, or when the media dares to tamper with history, it is usually the American Indians who are looked upon as the bad guys. They are portrayed as savages who spent their time raiding wagon trains and scalping the white settlers just for fun. The media has lead us to believe that the American government was forced to take the land from these savage Indians. We should put the blame where it belongs, on the U.S. Government who lied, cheated, and stole from the Oglala forcing Crazy Horse, the great war chief, and many other leaders to surrender their nation in order to save the lives of their people. In the nineteenth century the most dominant nation in the western plains was the Sioux Nation. This nation was divided into seven tribes: Oglala's, Brule', Minneconjou, Hunkpapa, No Bow, Two Kettle, and the Blackfoot. Of these tribes they had different band. The Hunkpatila was one band of the Oglala's (Guttmacher 12). One of the greatest war chiefs of all times came from this band. His name was Crazy Horse. Crazy Horse was not given this name, on his birth date in the fall of 1841. He was born of his father, Crazy Horse an Oglala holy man, and his mother a sister of a Brule' warrior, Spotted Tail. As the boy grew older his hair was wavy so his people gave him the nickname of Curly (Guttmacher 23). He was to go by Curly until the summer of 1858, after a battle with the Arapaho's. Curly's brave charged against the Arapaho's led his father to give Curly the name Crazy Horse. This was the name of his father and of many fathers before him (Guttmacher 47). In the 1850's, the country where the Si oux Nation lived, was being invaded by the white settlers. This was upsetting for many of the tribes. They did not understand the ways of the whites. When the whites tore into the land with plows and hunted the sacred buffalo just for the hides this went against the morale and religious beliefs of the Sioux. The white government began to build forts. In 1851, Fort Laramie was built along the North Platte river in Sioux territory (Matthiessen 6). In 1851, the settlers began complaining of the Indians who would not allow them to go where they wanted. U.S. Agents drew up a treaty that required the Indians to give safe passage to the white settlers along the Oregon Trail. In return the government promised yearly supplies of guns, ammunition, flour, sugar, coffee, tobacco, blankets, and bacon. These supplies were to be provided for fifty-five years. Ten thousand Sioux gathered at the fort to listen to the words of the white government and to be showered with gifts. In addition the treat y wanted the Indians to allow all settlers to cross their lands. They were to divide the plains into separate territories and each tribe was not to cross the border of their territory. The treaty also wanted no wars to be waged on other tribes. They wanted each Indian nation to choose a leader that would speak for the entire nation. Many Indians did not like this treaty and only after weeks of bribery did the whites finally convince a sizable group of leaders to sign. The Oglala's were among those who refused (Matthiessen 6). This Treaty however did not stop the trouble between the Indians and the settlers. The Indians however, did not cause violent trouble, they would perhaps approach a covered wagon to trade or extract gifts of food. The most daring warrior might make away with a metal pot or pan but nothing violent like the books and movies lead us to believe (Matthiessen 7). The straw that broke the camels back

Trends changing how companies hire in 2018 and beyond -TheJobNetwork

Trends changing how companies hire in 2018 and beyond -TheJobNetwork The HR world has certainly changed over the past decade- after all, when was the last time you saw a resume or cover letter on thick, expensive paper that came via snail mail? (Or if it was recently, it was probably a rare sighting.) Like every other field, HR is susceptible to changes and trends. Some aren’t built to last (remember the video resume trend for a minute?), but others are geared toward making your job easier in the long term.Better interviews = better hiresIt’s possible that nothing will ever truly replace the good old â€Å"gut feeling† you get when you meet with a candidate. But as a rule, making the interview process more inclusive, less biased, and less time-consuming is a huge plus. Traditional interviews aren’t going anywhere, but they’re getting a bit of polishing this year and beyond. Having someone sit across from you and tell you what they know you want to hear isn’t always the most effective use of your hiring time. I f you’re looking to streamline or equalize the interview itself, there are HR software programs that essentially craft your interview script, standardizing interviews across a pool of candidates. (This has the added bonus of helping to eliminate personal bias or individual quirks if there are multiple interviewers.)Online skill assessments, designed to gauge a candidate’s soft skills, give you more data before a candidate ever walks through your doors in their best interview suit. Gaps and strengths are more apparent up front, allowing you to be more selective about who makes it to the next round, and bring in stronger candidates up front.â€Å"Job auditions† are also hot right now. These are less â€Å"tell me your five-year plan† interviews and more â€Å"show me how you’d do the job† interviews. This takes away some of the guesswork about how a candidate would likely perform the job. Nerves and novelty won’t always show you 100% of what a candidate’s potential is, but it gives you a chance to see how he or she thinks, whether the candidate can apply past experience and skills, etc.Prioritizing diversityDiversity is a priority in just about every industry right now, and for good reason. Lack of diversity is becoming a significant liability and can lead to issues with an ever-more-diverse public. Companies that don’t actively seek diversity in their hiring are likely to find themselves at a significant disadvantage as talent pools shrink. According to LinkedIn surveys, diversity is the top hiring trend for 78% of hiring managers.hbspt.cta.load(2785852, '9e52c197-5b5b-45e6-af34-d56403f973c5', {});Still, for all its trendiness, truly diverse hiring continues to be a challenge. Many companies are tackling this by branching out in their talent sourcing and using non-traditional recruitment methods (or venues) to find hot new talent.Bingeing on Big DataMetrics, metrics, metrics. With the increased use of hiring databases and HR software platforms capable of collecting information on employees from application to retirement, there’s no shortage of information that companies can use. The challenge here is using it in a smart, speedy way that allows for real-time employee engagement and development to help ensure that great hires stay great employees. According to LinkedIn’s annual global recruiting trends report, more than half of HR professionals say that employee retention is the most valuable use of employee data.The heart of this data trend is using the information to make hiring predictions, not just hiring decisions. HR departments are really starting to harness the power of this data by using increasingly sophisticated AI and automation platforms to create predictive models based on a candidate’s information, compared to information about past hires and current employees.The most important takeaway from this year’s hot trends in hiring is that com panies are moving toward a more efficient, better-rounded talent pool, with concrete data that can be offered up to support those gut decisions. This year, it’s all about streamlining and maximizing the resources we already have in place- not necessarily replacing them.