Hugo Chavez Biography and Dictatorship

Hugo Chavez (1954 - 2013) was a former Army Lieutenant Colonel and President of Venezuela. A populist, Chà ¡vez instituted what he calls a â€Å"Bolivarian Revolution† in Venezuela, where key industries were nationalized and oil revenues were used in social programs for the poor. Hugo Chà ¡vez was a vocal critic of the United States of America and, in particular, former President George W. Bush, who he once famously and publicly called a â€Å"donkey.† He was very popular with poor Venezuelans, who in February of 2009 voted to abolish term limits, allowing him to run for re-election indefinitely. Early Life of Hugo Chavez Hugo Rafael Chà ¡vez Frà ­as was born on July 28, 1954, to a poor family in the town of Sabaneta in the province of Barinas. His father was a schoolteacher and opportunities for young Hugo were limited: he joined the military at the age of seventeen. He graduated from the Venezuelan Academy of Military Sciences when he was 21 and was commissioned as an officer. He attended college while in the military but did not get a degree. After his studies, he was assigned to a counter-insurgency unit, the start of a long and noteworthy military career. He also served as head of a paratrooper unit. Chà ¡vez in the ​Military Chà ¡vez was a skilled officer, moving up in the ranks quickly and earning several commendations. He eventually reached the rank of Lieutenant Colonel. He spent some time as an instructor in his old school, the Venezuelan Academy of Military Sciences. During his time in the military, he came up with â€Å"Bolivarianism,† named for the liberator of northern South America, Venezuelan Simà ³n Bolà ­var. Chà ¡vez even went so far as to form a secret society within the army, the Movimiento Bolivariano Revolucionario 200, or the Bolivarian Revolutionary Movement 200. Chà ¡vez has long been an admirer of Simà ³n Bolà ­var. The Coup of 1992 Chà ¡vez was only one of many Venezuelans and army officers who were disgusted by corrupt Venezuelan politics, exemplified by President Carlos Pà ©rez. Along with some fellow officers, Chà ¡vez decided to forcibly oust Pà ©rez. In the morning of February 4, 1992, Chà ¡vez led five squads of loyal soldiers into Caracas, where they were to seize control of important targets including the Presidential Palace, the airport, the Defense Ministry and the military museum. All around the country, sympathetic officers seized control of other cities. Chà ¡vez and his men failed to secure Caracas, however, and the coup was quickly put down. Prison and Entry Into Politics Chà ¡vez was allowed to go on television to explain his actions, and the poor people of Venezuela identified with him. He was sent to prison but vindicated the following year when President Pà ©rez was convicted in a massive corruption scandal. Chà ¡vez was pardoned by President Rafael Caldera in 1994 and soon entered politics. He turned his MBR 200 society into a legitimate political party, the Fifth Republic Movement (abbreviated as MVR) and in 1998 ran for president. President Chà ¡vez was elected in a landslide at the end of 1998, racking up 56% of the vote. Taking office in February 1999, he quickly began implementing aspects of his â€Å"Bolivarian† brand of socialism. Clinics were set up for the poor, construction projects were approved and social programs were added. Chà ¡vez wanted a new constitution and the people approved first the assembly and then the constitution itself. Among other things, the new constitution officially changed the name of the country to the â€Å"Bolivarian Republic of Venezuela.† With a new constitution in place, Chà ¡vez had to run for re-election: he won easily. Coup Venezuela’s poor loved Chà ¡vez, but the middle and upper classed despised him. On April 11, 2002, a demonstration in support of the national oil company’s management (recently fired by Chà ¡vez) turned into a riot when the demonstrators marched on the presidential palace, where they clashed with pro-Chavez forces and supporters. Chà ¡vez briefly resigned and the United States was quick to recognize the replacement government. When pro-Chavez demonstrations broke out all over the country, he returned and resumed his presidency on April 13. Chà ¡vez always believed that the United States was behind the attempted coup. Political Survivor Chà ¡vez proved to be a tough and charismatic leader. His administration survived a recall vote in 2004 and used the results as a mandate to expand social programs. He emerged as a leader in the new Latin American leftist movement and had close ties with leaders such as Bolivia’s Evo Morales, Ecuador’s Rafael Correa, Cuba’s Fidel Castro and Paraguay’s Fernando Lugo. His administration even survived a 2008 incident when laptops seized from Colombian Marxist rebels seemed to indicate that Chà ¡vez was funding them in their struggle against the Colombian government. In 2012 he easily won re-election in spite of repeated concerns over his health and his ongoing battle with cancer. Chà ¡vez and the US Much like his mentor Fidel Castro, Chà ¡vez gained much politically from his open antagonism with the United States. Many Latin Americans see the United States as an economic and political bully who dictates trade terms to weaker nations: this was particularly true during the George W. Bush administration. After the coup, Chà ¡vez went out of his way to defy the United States, establishing close ties to Iran, Cuba, Nicaragua and other nations recently unfriendly towards the US. He often went out of his way to rail against US imperialism, even once famously calling Bush a â€Å"donkey.† Administration and Legacy Hugo Chavez died on March 5, 2013, after a long battle with cancer. The final months of his life were full of drama, as he disappeared from public view not long after the 2012 elections. He was treated mainly in Cuba and rumors swirled as early as December 2012 that he had died. He returned to Venezuela in February of 2013 to continue his treatment there, but his illness eventually proved too much for his iron will. Chà ¡vez was a complicated political figure who did much for Venezuela, both good and bad. Venezuelas oil reserves are among the largest in the world, and he used much of the profits to benefit the poorest Venezuelans. He improved infrastructure, education, health, literacy and other social ills from which his people suffered. Under his guidance, Venezuela emerged as a leader in Latin America for those who do not necessarily think that the United States is always the best model to follow. Chavezs concern for Venezuelas poor was genuine. The lower socioeconomic classes rewarded Chà ¡vez with their unwavering support: they supported the new constitution and in early 2009 approved a referendum to abolish term limits on elected officials, essentially allowing him to run indefinitely. Not everyone thought the world of Chà ¡vez, however. Middle and upper-class Venezuelans despised him for nationalizing some of their lands and industries and were behind the numerous attempts to oust him. Many of them feared that Chà ¡vez was building dictatorial powers, and it is true that he had a dictatorial streak in him: he temporarily suspended Congress more than once and his 2009 referendum victory essentially allowed him to be President as long as the people kept electing him. The admiration of the people for Chavez carried over at least long enough for his hand-picked successor, Nicolas Maduro, to win a close presidential election a month after his mentors death. He cracked down on the press, greatly increasing restrictions as well as punishments for slander. He drove through a change in how the Supreme Court is structured, which allowed him to stack it with loyalists. He was widely reviled in the United States for his willingness to deal with rogue nations such as Iran: conservative televangelist Pat Robertson once famously called for his assassination in 2005. His hatred for the United States government occasionally seemed often to approach the paranoid: he accused the USA of being behind any number of plots to remove or assassinate him. This irrational hatred sometimes drove him to pursue counter-productive strategies, such as supporting Colombian rebels, publicly denouncing Israel (resulting in hate crimes against Venezuelan Jews) and spending enormous sums on Russian-built weapons and aircraft. Hugo Chavez was the sort of charismatic politician who comes along only once a generation. The closest comparison to Hugo Chavez is probably Argentinas Juan Domingo Peron, another ex-military man turned populist strongman. Perons shadow still looms over Argentine politics, and only time will tell how long Chavez will continue to influence his homeland.

William Shakespeare s Romeo And Juliet - 940 Words

Although upfront it just seems like they are just ensuring they are not being inconvenienced by their father, Goneril s letter to her sister (something to remember as the initial letter is taken with good faith as opposed to the letter between Goneril and Edmund which causes anxiety for Regan) shows the lack of good will the sister s gave. Shakespeare even shows the connection between the sister s in a subtle way when Goneril meets up with her father and her sister and embraces her sister by the hands, a seemingly normal act for two sisters to do, but the two do it to show their father that he is the odd man out without saying it outright. Shakespeare writes the sister s teamwork so maliciously, so efficiently, just so evil that Shakespeare must have wanted to show that their efficiency would mean nothing in the end, because they let their emotions get in the way of their politics, their planning and their militaristic tact. Shakespeare s use of the three sisters (primarily Regan and Goneril) in the play is intriguing as the genders could easily have been reversed without affecting the story much (other than Goneril and Regan s relationship with Edmund, but that could possibly be worked into a women s role). Goneril and Regan hold a lot of power in the play, they are extremely aggressive to those that get in their way and they are selfish and full of jealousy and lust, all of which are attributes that can be seen in Shakespeare s male characters in other playsShow MoreRelatedWilliam Shakespeare s Romeo And Juliet1287 Words   |  6 PagesLizzy Baginski English Composition 2 Mr. Spera March 10, 2015 Romeo and Juliet Research Paper The movie Romeo and Juliet is a modern classic film that took place in 1996. Overall this is a timeless story that everyone should go and watch. 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Two famous men grab my attention who didn’t fear forRead MoreWilliam Shakespeare s Romeo And Juliet Essay1024 Words   |  5 PagesRomeo and Juliet is a tragedy written by William Shakespeare early in his career about two young star-crossed lovers whose deaths ultimately reconcile their feuding families. It was among Shakespeare s most popular plays during his lifetime and, along with Hamlet, is one of his most frequently performed plays. Today, the title characters are regarded as archetypal young lovers. Romeo and Juliet belongs to a tradition of tragic romances stretching back to antiquity. The plot is based on an ItalianRead MoreWilliam Shakespeare s Romeo And Juliet1124 Words   |  5 PagesThe play Romeo and Juliet is a tragedy written by William Shakespeare early in his career about two young star-crossed lovers whose deaths ultimately reconcile their feuding families. It was among Shakespeare s most popular plays during his lifetime and, along with Hamlet, is one of his most frequently performed plays. Today, the title characters are regarded as archetypal young lovers. Romeo and Juliet belongs to a tradition of tragic romances stretching back to antiquity. Its plot is based onRead MoreWilliam Shakespeare s Romeo And Juliet861 Words   |  4 Pagesgreatly shown in the play Romeo and Juliet by William Shakespeare. It was love at first sight with Romeo Montague and Juliet Capulet. Meeting at a party and falling in love to get married without even spending quality time with each other. Romeo and Juliet couldn t tell there parents because the Capulets and Montagues are long term rivals. Both Romeo and Juliet had to find different ways and excuses to make this marriage work. A big problem was developed. Romeo kills Juliet s cousin and is banishedRead MoreWilliam Shakespeare s Romeo And Juliet1770 Words   |  8 Pagesof Romeo and Juliet. The story of two destined lovers who were killed by their own doing. But what if they weren t two destined lovers who got unlucky, but doomed partners that were never going to have a good-life to begin with.William Sha kespeare gives us a view of early signs of gang conflict in the early age of Verona, Italy. He gives us a perspective of the norms and customs of Italy during the Setting of William Shakespeare s most famous story. Romeo and Juliet, by William Shakespeare, givesRead MoreWilliam Shakespeare s Romeo And Juliet1616 Words   |  7 Pageslove can also cause some of life s most controversial battles. These battles could stem from lack of patience, disagreement of moral values, and in some cases, an absence of attraction overall. In Romeo and Juliet by William Shakespeare, the issues that drive Romeo Montague and Juliet Capulet s to each of their dreadful misfortunes are inevitable. When it comes to many of Shakespeare s plays, Aristotle s theory is used to describe them as tragedies. Romeo and Juliet is known by many as a tragedyRead MoreWilliam Shakespeare s Romeo And Juliet1264 Words   |  6 Pagestheater-going public the most important dramatist in English literature, Shakespeare oc cupies a well-known position in the world of talented authors. His canon contains thirty-seven plays, written in the late sixteenth and early seventeenth centuries. Additionally, throughout the years, they continue to sustain critical attention, with the majority of his works circling tragedies, one being Romeo and Juliet. William Shakespeare s Romeo and Juliet speaks to the timeless appeal of star-crossed lovers. Their loveRead MoreWilliam Shakespeare s Romeo And Juliet924 Words   |  4 PagesWilliam Shakespeare’s Romeo and Juliet is a tragedy that follows the so-called love of two teenagers. The two fall in love at a masked ball and have a secret marriage. Throughout the play, their actions show how ridiculous love is, and how it is a danger to anyone who become twisted in its choking grasp. However, in the death of the youth and survival of the elders, an alternative explanation for the tragic events may be found. Although Shakespeare seems to be mocking love throughout the play, itRead MoreWilliam Shakespeare s Romeo And Juliet1279 Words   |  6 Pagesour lives. The great, classic writers teach timeless, valuable life skills. Shakespeare was the greatest writer of all time. His writings mainly consisted of dramas and sonnets. Romeo and Juliet, as well as, A MIdsummer Night’s Dream were written about the same time period. He was able to inter relate everything that wrote. For example, the tale of Pyramus and Thisbe could possibly be an advertisement for Romeo and Juliet. The basic structure of the two dramas is the same; two forbidden lovers meet

Perspectives on Human Resource Management

Question: Discuss about the Perspectives on Human Resource Management. Answer: Introduction In the given case study, the first hospital encounters many issues regarding human resource management as the hospitals CEO has devolved the power to the middle managers and the finance management functioning as the human resource department. The following are the recommendations for the first hospital to improve the operation of the human resource management at the hospital. The sustainable development of a human resource (HR) capability is the key to success of an organization that include strategic management addressing the issues related to issues and competitive challenges generally encountered in an organization. The HR capability will cater to the needs and demands of the situations that arise in course of time in the company operation. The first hospital lacks the human resource management functions and key HR policies that are required for delivering the efficient quality of care to the patients. The middle managers perform the functions of human resource like the job analysis, training and development, recruitment and selection and performance that affects the quality of care to the patients. The poor implications of HR policies and practices by the middle managers has lead to the increase in staff grievances, industrial disruption, staff shortages, absenteeism leading to deterioration in satisfaction in staffs and quality of care to the patients. The following recommendations would help to improve the operation of HRM in the first hospital. Establishment of HR department and role of HR in hospital The first hospital lacks the human resource department and a senior HR manager as the key functions of HR are performed by middle managers. The middle managers are responsible for providing guidance to the managers at the low level and push the data, facts, details and analysis to the organization. They are not meant to perform the key functions of HR like job analysis, training, staff selection and recruitment, occupational health and safety measures and in improving the overall performance of the hospital services. There is urgency for establishment of human resource management department. The human resource management is important for the first hospital as it plays a vital role and their decisions and actions directly affect the quality of care to patients and the job satisfaction in hospital staffs. The level of performance by the staff influences the hospitals performance and the outcomes in patients. The human resource management is concerned with the development of both the in dividuals and the organization as a whole (Townsend, Lawrence Wilkinson, 2013). They seek the responsibility of delivering quality of healthcare to the patients and improve services. The HR department would efficiently use the spectrum of patient services and their coordination with the health care providers. The HR department also ensures equity among the staffs, mechanisms for strategic financial protection, analyzing specific needs of the groups and in improving patient satisfaction (Baluch, Salge Piening, 2013). The hospital requires a senior HR manager to manage the HR department. The role of HR in a healthcare is important in managing and performing the key functions of the HR department. The senior HR manager performs many functions like maintenance and use of financial services, planning of budget and profits of the owners and stockholders, and efficient use of finances to fulfill the patients obligations. The HR manager would look into the adequacy of staffs at every leve l of the hospital, absenteeism, recruit and replace the inefficient medical staffs and make changes to meet the demands of the current patients (Boella Goss-Turner, 2013). The HR manger and the department are responsible for training and recruitment of medical staffs, renewal of medical licenses of the health care professionals and the replenishment of the educational requirements renewing the certifications. Development of efficient HR policies and practices The HR policies and practices are important in a healthcare system as the decisions and actions taken by the organization greatly influences the behavior of the staffs, their attitudes and the performance in ensuring quality care services (Tyson, 2014). It also involves the recruitment, training and assessment of workforce. The HR policies are responsible for looking after the manpower, their recruitment, welcoming new staffs, training and development, handling the staffs grievances, the patients needs, performance of the management and handling of charges and responsibilities in the healthcare sector (Stone, 2013). The identification and planning of the services and requirements of the hospital needs and a sound staff that helps in achieving the goals of the hospital. For the planning of manpower, the essential recruitment is important in terms of qualifications, aptitude, skills that are required for the hospital. The conduction of HR training for building of competent staffs, purp ose and methods involved for the training interventions. These methodologies would help to recruit new staffs and replenish the shortage. The HR policy also looks after the grievances of the staffs and finds solutions to it. The HR policy also lays down the health needs of the medical staffs and for the patients. The HR Audit finally reviews all the aspects of human resource management functioning and strengthen the core HR policies for the better functioning of the hospital. Strategic human resource management The human resource management involves the administrative function of the healthcare system in hospitals. The strategic management consists of the approach of the HR in meeting the goals of the hospital through the staffs by the means of policies and practices of HR and integration of the HR strategies. It includes the setting of the strategic human resource management process that includes the strategic direction that would define the hospitals goals, missions, the external threats and opportunities and the internal weaknesses and strengths (Abdelhak, Grostick Hanken, 2014). It also comprises of the strategic implementation of devising structures and allocation of resources to enact human resource management strategies of the hospital. Above all, the hospital should practice sustainable HR practices to achieve the goals and fill the gap in the functioning. Recommendations Concisely, there is a need for urgency to reshape the HR management with the establishment of HR department, HR manager, the various HR policies and practices and the strategic planning and management. The recruitment of HR manager and a HR department is the foremost thing that would manage the operation of human resource management at the hospital. The basis of a sustainable HR capacity provides an essential insight into the HR policies and procedures that are followed by the organization to support for the proper functioning in congruency with the employee as well as the employers relationship and fulfillment of the personal needs of the individual employee. HR policies basically offer guidelines and standing instructions regarding matters related to HR issues in conjunction with definite strategies and approaches that may be applied into actual practice. The policies are so improvised that they are in accordance with the values and defined principles of the organization. The attitudes and social responsibilities of the organization towards their employees are exhibited by virtue of the overall HR policy. The specific HR policies generally comprise a range of issues encompassing age and employment, discipline, bullying, diversity management, employee growth, voice and relations, employment relationships, scopes of equal opport unity, health and safety provision, grievances, incorporation of new technology, promotion, rewards, redundancy, substance abuse, sexual harassment and work life balance. Moreover prior to implementation, the HR policies should be verified whether they satisfy the legal competency standards to put into effective practice. Extensive and thorough communication and feedbacks from the managers, employees and the respective representatives culminates in successful formulation and implementation of HR policies (Armstrong Taylor, 2015). The utilization of the HR policies must be in line with the procedures that pave the way for the organizational functioning. Consistent and appropriate following of the HR procedures are the concerns of the line managers who work in coalition with the HR department to gain access to valuable information and necessary guidance to devise holistic strategies. Procedures for HR policies normally consider contexts linked to capability and disciplinary matters a long with other matters like grievances and redundancy. Personnel function and human resource management are intimately associated that account for the operational advantage and employee satisfaction concerning HR issues. Instead of problem solving and mediation roles, they are entrusted with the roles of strategizing and planning to ensure functioning of the competent workforce (Storey, 2014). Therefore, a sustainable HR capability will ensure that all these standards and guidelines are adequately taken care of in keeping with specific organizational beliefs and values. The roles of HR in an organization generally consist of certain vital functions including anticipation and driving of changes, possession of extreme professionalism and credibility, greater emphasis on behaviors rather than knowledge, self critical ability and harnessing of the care for the employees. The HR professionals are entrusted with the responsibilities of strategic management, health and safety, community and employee relations, design and analysis of work, HR policies and planning, HR information and systems, recruitment and selection, management of diversity an work life balance, learning and development as well as performance and management. Measurement and assessment of the HR issues related to international HR, employee services and compensation and reward management are among the other duties of the HR. The human and social outcomes within an organization are pivotal to the sustainability of the proposed HR capability. The stakeholders seem to be both positively and ne gatively impacted due to the human resource management linked o the applicability of the HR policies. Hence in view of this the promotion of social and environmental health is the basis of sustainable development of HR policy in an organization that impacts the working modality of the company (Kramar, 2014). These precondition normally the performance output. The socio-economic, regulatory and technological contexts are influenced and in turn affect the development of strategy and HRM policies and guidelines. The human resource, roles and responsibilities include evaluation, benefits, audit and data management in conjunction with industrial relations and legal considerations. Diversity, counseling and employee development in addition to compensation provided, organizational development, change management and strategic management are other criteria for the improvisation of a sustainable HR policy. An interdisciplinary approach comprising of the strategic positioners, credible activis ts, capacity builders, HR innovators and integrators along with technology proponents is desirable to the facilitation and implementation of the HR policies. Corporate social responsibility as well as the corporate social dependence indicates the success or failure of the HR policies that determine the functioning of an organization with respect to its intrinsic organizational policies and beliefs (Bratton Gold, 2012). The success of the strategy implementation is determined by virtue of certain attributes related to organizational structure, design of task, types of information and information systems, selection, training and development of employees and reward systems. Supervision of the effectiveness of the strategy and the implementation techniques and accurate identification of the problematic issues, review of the existing structures and policies and improvisation of alternative strategies are other requisites to a sustainable HR capacity. Further recognition and acknowledgem ent of the vital nature of human resources in gaining competitive advantage are other significant criteria that foster the sustainability of a HR capacity. The sustainability of the HR capacity may be interpreted by means of the capability approach and the careful analysis of the ecological dimension, responsibility and relationship between the individual and collective levels. Integration of all these variables account for strong sustainability. In view of this, reference can be made about the job analysis, job design and workflow design that are necessary to create a link between the strategic aims of the business and the job patterns (Pelenc et al., 2013). Job analysis ensures identification of the tasks accomplished and the knowledge, skills and abilities required to execute them. Moreover a thorough understanding about the job requirements allow pragmatic hiring decisions along with the evaluation of the performance of individual employee thereby fostering the training needs and career progression. Further addressing of the multiple stakeholders in managing innovation and environmental sustainability contribute towards a strategic human resource management (HRM) that is both utilitarian and sustainable (Jackson, Schuler Jiang, 2014). Conclusion The hospital is situated at multiple sites so there is a need for a large manpower. The hospital requires a HR department and a manager. The planning of efficient HR policies that would help the HR in the practicing of key functions like job analysis, recruitment of staffs, management of performances, the financial issues and management processes. The establishment of a sustainable HR capacity is instrumental to the functioning of an organization and the chief characteristics that define such set up include a number of committees such as the safety, health and environmental risk assessment surveillance committee, regulatory and legislative supervision committee, stakeholder relations committee and credit committees. Bidirectional and mutual relationships among the representatives of the operational units as well as the corporate departments congruent to the corporate relations add value to the organizational framework. Hence the human resource management comprising of features related to selection, recruitment, employment legislation, discipline, development, training, reward systems, productivity and motivations seem to impact the HR capacitys sustainability. References Abdelhak, M., Grostick, S., Hanken, M. A. (2014).Health information: management of a strategic resource. Elsevier Health Sciences. Armstrong, M., Taylor, S. (2014).Armstrong's handbook of human resource management practice. Kogan Page Publishers. Baluch, A. M., Salge, T. O., Piening, E. P. (2013). Untangling the relationship between HRM and hospital performance: the mediating role of attitudinal and behavioural HR outcomes.The International Journal of Human Resource Management,24(16), 3038-3061. Boella, M., Goss-Turner, S. (2013).Human resource management in the hospitality industry: A guide to best practice. Routledge. Bratton, J., Gold, J. (2012).Human resource management: theory and practice. Palgrave Macmillan. Jackson, S. E., Schuler, R. S., Jiang, K. (2014). An aspirational framework for strategic human resource management.The Academy of Management Annals,8(1), 1-56. Kramar, R. (2014). Beyond strategic human resource management: is sustainable human resource management the next approach?.The International Journal of Human Resource Management,25(8), 1069-1089. Pelenc, J., Lompo, M. K., Ballet, J., Dubois, J. L. (2013). Sustainable human development and the capability approach: Integrating environment, responsibility and collective agency.Journal of Human Development and Capabilities,14(1), 77-94. Stone, R. J. (2013).Managing human resources. John Wiley and Sons. Storey, J. (2014).New Perspectives on Human Resource Management (Routledge Revivals). Routledge. Townsend, K., Lawrence, S. A., Wilkinson, A. (2013). The role of hospitals' HRM in shaping clinical performance: a holistic approach.The International Journal of Human Resource Management,24(16), 3062-3085. Tyson, S. (2014).Essentials of human resource management. Routledge.

The Assassination Of Mlk Essay Example For Students

The Assassination Of Mlk Essay The Assassination of MLKOne of the worlds best known advocates of non-violent social changestrategies, Martin Luther King, Jr. synthesized ideas drawn from many differentcultural traditions. (Carson 1). However, these protest strategies onlyfurthered racial segregation, resulting in the eventual death of King. Michael King, who was later known as Martin Luther King, Jr. was bornJanuary 15, 1929, at 501 Auburn Avenue in Atlanta, Georgia. His roots were inthe African-American Baptist church. After his junior year at Morehouse College,Benjamin Mays influenced him to become a minister, the president of MorehouseCollege. (Smith 1). He studied theologies at Crozer Theological Seminary inChester, Pennsylvania, and at Boston University, where he earned a doctorate insystematic theologies in 1955. (Carson 1). While he was completing his Ph. D. requirements, Martin Luther King, Jr. decided to return to the south. He becamethe pastor of Dextor Avenue Baptist Church in Montgomery, Alabama. (Smith 2). Five days after Rosa Parks refused to obey the citys rules concerningbus segregation, African-American residents of Montgomery, Alabama launched abus boycott. They elected Martin Luther King, Jr. as president of the MontgomeryImprovement Association. (Phillips 3). King received national prominence as theboycott continued, due to his personal courage and exceptional oratical skills. (Carson 2). On charges on conspiracy, Martin Luther King, they bombed Jr.s house,and they arrested him along with other boycott leaders. (Mark 3). Despite theseactions taken against the boycott, Montgomery buses were desegregated inDecember of 1956. The Supreme Court had declared Alabamas laws of segregationunconstitutional. During 1957, Martin Luther King, Jr. and other African-Americanministers established the Southern Christian Leadership Conference (SCLC). Aspresident of the organization, King emphasized the importance of African-American voting rights. (Phillips 5). King published his first book, StrideToward Freedom: The Montgomery Story. In 1959, he toured India to increase hisknowledge and understanding of Gandhian non-violent strategies. By the end ofthat year, King relinquished the pastorate of Dextor, and returned to Atlanta,where the Southern Christian Leadership Conference headquarters was located. (Carson 2). Martin Luther King, Jr. did not arrange any mass protest activitiesduring the first five years to follow the Montgomery bus boycott. While King wascautious, southern, African-American college students took the initiative,launching many sit-in protests during the winter and spring of 1960. (Itory 3). Conflicts between Martin Luther King, Jr. and the younger protestors wereevident when the Southern Christian Leadership Conference assisted the AlbanyMovements campaign both of mass protest during December of 1961 and during thesummer of 1962. (Phillips 2). In 1963 Martin Luther King, Jr. and his staff guided mass demonstrationsin Birmingham, Alabama, where local, white police officials were known for theiranti-black attitudes. President Kennedy reacted to the protests by submittingcivil rights legislations to Congress, which passed the Civil Rights Act of 1963. (Mark 5). In 1963 he delivered his famous I Have a Dream speech on the stepsof the Lincoln Memorial, attracting 250,000 protestors. (Phillips 4). In 1966, while participating in a march, he encountered strong criticismfrom Stokely Carmichael. Shortly afterwards white counter protestors stabbed him. in the Chicago area. Despite these conflicts, King still used non-violentprotesting techniques. (Phillips 5). Martin Luther King, Jr.s effectiveness was not only limited bydivisions among African-Americans, but by national political leaders. As urbanracial violence escalated in the south, and King criticized Americanintervention in the Vietnam War, King lost the support of many white liberals. His relations with the Lyndon Johnson administration were at a low pont whenMartin Luther Ling, Jr. was assassinated on April 4, 1968, while seeking toassist a garbage workers strike in Memphis. 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His methods were unconventional; his beliefs were insurgent. However, time has proven that all progress has been made only whenunconventional methods were employed. Martin Luther King, Jr.s aspires andcrusades went against those of political authorities and other prominent people. Because of this, he was considered dangerous. His assassins committed an act ofcowardice. Selfish people assassinated him, who could not see the truth inKings words. White people were not the only ones who objected. Northern, African-Americans did not agree with Martin Luther King, Jr. either. After his death, King remained a controversial symbol of the Afrcian-American civil rights struggle, revered by many for his martyrdom on behalf ofnon-violence and condemned by others for his militancy and insurgent views.(Carson 3).