Visual Anaysis Essay Example | Topics and Well Written Essays - 500 words

Visual Anaysis - Essay Example One of the objectives of modern art is to express the artist’s thoughts and emotions by following what is deemed right by the artist wherein to cubists, form alone defines the subject thus, the use of geometric figures to bring out the form of the subject matter. Juan Gris, a Spanish cubist artist portrayed a self portrait of the bench marker of the cubism period, Pablo Picasso, in the vantage point of their contemporaries with the same vision in his work entitled Portrait of Pablo Picasso (The Art Institute of Chicago). The general form of the painting shows a man seated and exhibits him to be well dressed though not very recognizable for a viewer to really be sure of what details one can decipher from the painting. As what would have been expected from a cubist, Gris used a lot of lines, cubes and other geometric figures to bring out the three dimensional view of his subject however, distorting the real appearance of the image. Being called analytical, the cubist painters we re said to have analyzed their subject to come up with the products like the aforementioned art work and among others, Mandolin and Clarinet by Pablo Picasso and Armored Train in Action by Gino Severini.

Situational Leadership Essay Example | Topics and Well Written Essays - 500 words

Situational Leadership - Essay Example Firstly, I need to be aware of all teachers’ skills and competencies as well as experience in the field of their respective teaching. Usually, organizational change is a complex phenomenon and has to be dealt in a systematic manner. The concept of situational leadership provides a framework for effective change leadership by identifying six stages of concern, which when addressed appropriately can help in successful implementation of any organizational change (Blanchard, 2010). Besides these stages of concern, the developmental level in the change process of each individual staff member needs to be considered (Baca & Cervantes, 1998). Based on these developmental levels, stages of concern model proposed by Hershey and Blanchard can be used for change implementation (Olson, 2008). For instance, staff with information concerns needs to be given complete information so that they can decipher the sequence of events and be able to arrive at logical reasoning behind the tasks/events . Secondly, people with personal concerns are usually worried about the impact of events/tasks or change upon themselves. These groups, usually the new teachers, are also concerned about their own abilities to cope with the change.

External and Internal Environmental Analysis of Caribou Coffee Essay

External and Internal Environmental Analysis of Caribou Coffee - Essay Example fee followed the rules and regulations of American government in an efficient way, the introduction of disabilities act affected the functioning of the organization to a considerable extent. This was owing to the fact that after the introduction of this law, the management of Caribou Coffee had to offer uniform wages to all of its employees irrespective of any disability, which enhanced the total operating revenue (Scribd, n.d.). However, it also assisted the organization to minimize discrimination within its workplace and maintain uniformity. Besides, introduction of licensing helped Caribou Coffee to maintain safety and security within the functions of the organization, resulting in the overall augmentation of its corporate image and distinctiveness among other competitors in the beverage segment (Caribou Coffee Company, n.d.). Due to the recent inflation that occurred in the US, the income rates and living standards of the citizens declined to a considerable extent leading to the lowering of buying behavior of the customers. As a result, the total sales of Caribou Coffee reduced by 0.2 million to 63 million, resulting in the decline in its profitability and productivity by a significant extent (Scribd, n.d.). The society of America is highly passionate about coffee not only in the social gatherings but also in professional discussions. The prime aspect behind this is to enhance the friendliness and affection within the co-members of the group. Coffee is not only regarded as a stimulator in the American society, but is often considered to be a cause of gathering to revitalize long term relationship (Scribd, n.d.). This reason can further be regarded as a vital motivating factor for organizations including Caribou Coffee for creating their mission towards offering a refreshing coffee to the American population (Caribou Coffee Company, 2012). Modernization has apparently led to the introduction of varied types of inventive equipments and technologies within the

Critique on What Ive Learned from Men Essay Example for Free

Critique on What Ive Learned from Men Essay In the article â€Å"What I’ve Learned from Men. † The author Barbara Ehrenreich defines and roots her essay on things women can learn from men. She upholds that men influence women to become tough because of all the conflicts and arguments between the genders that make women recognize they are too ladylike when they are in a battle with men. She also explains that women should learn to get tough and take credit when they have accomplished or succeeded in a certain task and not just blame it on luck. Unfortunately, the article â€Å"What I’ve Learned from Men† is fruitless because the author hasn’t displayed any credible sources that support what she is claiming and also exhibits an amount of logical fallacies. First of all, there are several logical fallacies found in the article, which shows us why Barbara’s article is ineffectual. â€Å"I, a full-grown feminist†¦had behaved like a ninny-or, as I now understand it, like a lady. † This sentence is an example of Ad Hominem. The reason is that she refers to herself as a ninny, a foolish person, or in other words as a lady. Thus, she is attacking herself and all the other ladies who experience a similar event rather than the argument. Identically, the sentence â€Å"we spend a great deal of time acting like a wimp. † is another example of Ad Hominem. Another example is the entire fifth paragraph, â€Å"Think, for example†¦fascination for us. † This is clearly an example of Hasty Generalization where the author has referred the actors Mel Gibson, John Travolta and Marlon Brando as people who don’t talk and care about others feelings so, therefore, this has to be the same situation with us. But, there is no relation between them and us. Moreover, a good example of slippery slope is also present in the article. â€Å"If you’re not sure what to do with your face in the meantime, study Clint Eastwood’s expressions—both of them. † The reason is that the solution (study Clint Eastwood’s expressions) has nothing to do with the problem (what to do with your face). The first step does not lead to the second step and there is no connection between the two steps. Finally, there is an example of a Post-Hoc fallacy in the article. â€Å"If you take the credit you deserve†¦fully intend to do so again. † There is a connection between two ideas in the sentence. That is, if you take the credit for accomplishing something then this will result to being confident and succeeding again and again. Following this further, we will shift to the other claim of why the article is ineffective, which is the lack of supportive and credible sources. The author is not credible since all the information she supplied in her article is from her own experience and not from a well-known book or study. Hence, people will face difficulties in trusting whatever the author is saying in the article and especially males, since the independent variable in the article is men. â€Å"Sociologists have observed that in male-female social interactions it’s the woman who throws out leading questions and verbal encouragements. † This sentence has no proof, evidence or reference. So the author cannot just state this point without backing it up with proof. Logically, you can find men who are similar to this statement and women who are as well. Finally, this shows that the author is not demonstrating information and details with evidence and proof. Thus, this is another reason why the author’s article is ineffective. In conclusion, the article is fruitless since the author hasn’t supplied it with credible and supportive sources and references; as well as the presence of several amounts of logical fallacies and also of different types. This affected her argument badly and her reasoning just showed that she is trying to strengthen her opinion rather than strengthening her argument. Likewise, if the author has a very good experience in such topics but fails to have a good logical reasoning, the article’s reputation will be disrupted critically. Finally, the article should contain all these points so that it can be strong; and so that she can promote in what she believes in.

Relation between change management and emotional intelligence

Relation between change management and emotional intelligence Introduction Every business need to go through changes in the comparative business environment , this may happen different ways in different organisations, some of organisations may imposing the changes on workforces, such as redundant, salary review. Others may focus on re-engineer or re-structure business model. However, change management is the basic skills for managers and leader to adopt; it is essential approach to organisation to implement. ( ) define change management as The systematic approach and application of knowledge, tools and resources to deal with change. Change management means defining and adopting corporate strategies, structures, procedures and technologies to deal with changes in external conditions and the business environment. There are different change management models been published, such as Kanters 10 commandments, Pettigrew 5 factors, Kotters 8 failure and success factors . Similarly, at the beginning stage of change models, it is essential to create vision to change then motivate employees to accept, act and attain the change. It is not easy as says. People have good reason to resistant the changes, because the nature of change , include the risk and uncertainty, which most of people do not like that, also different people have the different preferences, some people like to stay where they are, these people can be named as stability oriented. Some people may resistance to change for emotional reasons, for instance, someone doesnt like to change job, because he/ she doesnt want someone else to tell them what to do. SARA Model Therefore, when the change is undergoing, people tend to go through a series of stages, people call it as SARA Model: S- hcok A- nger R- ejection A- cceptance Shock: It is nature for people to face the shock, when it comes across the changes, confusion or disorientation is symptom in this stage. Anger: it expresses in different ways, employee may anger with oneself or others, in particular, people close to them, they need to show the feeling when the change happen. Rejection: in some case, at first, people would like to reject the change rather to accept it instantly. In this stage, the rejection not only appear on the action, also include the denial of emotional impact. Acceptance: in the stage, people able to accept the change and adopt it. It also involved the negative acceptance, such as resign for work. The key principle advocated by the change management theory is communication; it is significant to keep employees informed completely before the change happens, the managers should prepare themselves to deal with employees reaction in the change process. It is not simply get people together and give orders, the manager need to monitor employees emotion in different stages of SARA model. Emotion and Emotional Intelligence Emotion is the power to drive the employees actions in the organisation; it is also the primary driving force behind motivation. Managers need to be aware of employees emotion movement, be able to understand it, then control the emotion in certain level to maintain the relationship, teamwork and work efficiency. The development of the reading and express emotions along with management skills will improve motivation for employee and increase the productivity for organisation. In 1980s psychologists, evolutionary biologists, psychiatrists, scientists had identified a series of human capacities related to emotions. By 1983, a psychologist, Howard Gardner from Harvard university, who identified the multiple intelligence, as ( ) claimed it has seven kind of intelligence, include two personal varieties: knowing ones inner world and social adeptness. The term emotional Intelligence was introduced by two psychologists, John D. Mayer and Peter Salovey in 1990, they define the Emotional Intelligence as the set of abilities that account for how peoples emotional perception and understanding vary in their accuracy. More formally, emotional intelligence as the ability to perceive and express emotion, assimilate emotion in thought, understand and reason with emotion, and regulate emotion in the self and others. ( ) In contrast, in 1995, Daniel Goleman published a book called emotional intelligence: why it can matter than IQ, which became the best-seller internationally, ( ) claimed the emotional intelligence as the abilities called here emotional intelligence, which include self control, zeal and persistence, and the ability to motivate oneself. Theories of Emotional Intelligence Mayer-Salovey ability model In 1997 , John D. Mayer and Peter Salovey proposed the Mayer-Salovey ability model, it include four level. Show as below: Perception and Expression of Emotion Assimilating Emotion in Thought Understanding and Analysing Emotion Reflective Regulation of Emotion Perception and Expression of Emotion: the most basic level of emotional intelligence, it involve the perception and appraisal of emotion. For example, in the organisation, managers should able to identifying oneself and employees emotion and interpret it, in order to maintain the synergy within the organisation. Assimilating Emotion in Thought: the second level of emotional intelligence, it is the capacity of emotions to enter into cognitive thinking, use the emotion to communicate feelings. According to ( ) said the emotions prioritize thinking, for example, sometimes, people tend to respond to things emotionally, not rationally. It is something manager should pay attention. Understanding and Anglicising emotion: the third level of emotional intelligence, understand and reasoning about the emotion, for instance, happy, anger, sad, fear. It is important for managers to recognise the emotions, aware how employee unfold them and reason about them. Reflective Regulation of Emotion: it is the highest level of emotional intelligence, it involve the management and regulation of emotion in oneself and others. Mangers should utilise these skills into workplace, manage the employees emotion and motivate them to work effectively. The Bar-On Theory Unlike Mayer-Salovey ability model seen the EQ as abilities in different level, the Psychologist Reuven Bar-On ( ) viewed the emotional intelligence as array of nonncognative capabilities, competencies, and skills that influence ones ability to succeed in coping with environment demands and pressures. Bar-On identified five functional areas which are essential to emotional intelligence, show as following: ( ) Intrapersonal Skills Interpersonal skills Adaptability Scales Stress- Management Scales General Mood Bar-On Emotional Intelligence Theory Intrapersonal skills include emotional self-awareness, assertiveness, self-regards, self-actualization and independence. Interpersonal skills, there are interpersonal relationships, social responsibility and empathy. Adaptability scales cover problem solving, reality testing and flexibility. Stress-management scales involve stress tolerance and impulse control. General mood, happiness and optimism are two keys. Bar-On ( ) believes that if people go through appropriate training, emotional intelligence ability can be improved, furthermore, he believes that EQ along with IQ, construct the general intelligence of human beings. Bar-On developed the first measure of emotional intelligence, called Emotional Quotient Inventory. Individual with high EQ are more likely to meet the environment demands, which Bar-On (1997) explains Emotional Quotient Inventory (EQi) related to the potential to succeed rather than success itself. Daniel Goleman emotional intelligence model Daniel Goleman is a psychologist and journalist, he had published a book called Working with Emotional Intelligence, and the book became the best seller on both Atlantic. In the book, he created popular emotional intelligence model as below: Knowing Ones Emotions Management Emotions Motivating Oneself Recognizing Emotions in Others Handling Relationship Knowing Ones Emotions: it involving self- awareness, which means recognising emotion. It is the key for managers to aware employees emotions; it is also cover the ability to monitor the movement of emotion. Managing Emotions: It is the ability to handling emotions in appropriate way as process of self awareness building. It also means to give sympathy to someone or oneself when some one in difficulties, and mange to get rid of anxiety, gloom and irritability. Motivating Oneself: Organising emotions in the service of goal is important for self-motivation and creativity. According to ( ) it help to delaying gratification and stifling impulsiveness, and being able to perform well in different works and get into the flow state. Recognising emotions in others: it is the basic interpersonal skills, such as empathy. People who have empathic awareness are accustomed to spot others needs and wants. Handling Relationships: it require the skills in managing relationship and emotions, it is also the ability to interact with others effectively and smoothly. Emotional Intelligence personal relationship EQ is involved how to deal, perceive, understand and manage the emotions, it is helping individual in their relationship. In particular, for the manager to have emotional intelligence competencies, because managers need to engage with employees to achieve agreed goals, they can not work alone. Managers with higher EQ are more likely to be in flow and happy, they able to keep the positive mood, aware the negative mood, have better social life, and better relationship with subordinates. Because, higher EQ managers are able to motivate others through effective teamwork, encourage subordinate to achieve the pleasurable goals. Manger with lower EQ are likely express their feels and emotions in inappropriate way, they face trouble reading the body language, and low sensitivity about their and others feelings and emotion. Mangers with lower EQ whose tend to use authority to create the distance between themselves and subordinates, which is unfavourable for the organisation. Emotional Intelligence transformational leadership Transformational leadership seen as ( ) the ability to bring about significant change. It is relevant in the context of change management. As claimed ( ) transformational leaders able to manage changes in organisations strategy, culture, as well as employees motivation. Transformational leaders provide more freedom to employees, they focus on the intangible element, for instance the vision, value, building solid relationships, rather than controlling the employee by rules, incentives, power. Moreover, the emotional intelligence plays a critical role in the transformational leadership. There are four characteristics for transformational leader when they adopt emotional intelligence. The transformational leader able to provide a vision which desired in the future, it is the vision significantly better and appropriate than other ones. By using emotional intelligence ability, leaders communicate to employees in the way that the difficulties of change can be solved and the effort of change is worth. Transformational leadership moves employee more motivated, employees given opportunity to control, transformational leaders able to motivate employees focus on their own mission and goals, also define the boundaries within it which employee can accomplish it in the relative degree of freedom. Transformational leadership shift the employees concerns from the lower hierarchy of needs (physical needs, safety needs )to higher hierarchy of needs(self-esteem and self-actualization), which means the transformational leader not only meet the lower need through better salary, better working place, these leaders with emotional intelligence also pay attention to employees attitude in terms of personal growth and development. Transformational leaders motivate employees to do more than others, which encourage them to go beyond the self- interests to contribute the organisation. Emotional intelligence transformational leaders able to create the awareness of importance of changes, therefore when the employees admire their leaders, they have high level of trust in transformational leaders, they are positive and confidence about the changes confronted, it leads to willing contribute the organisation beyond the self-interest. Emotional Intelligence Leadership skills As ( ) found that a leader with high EQ is more effective than a leader with high cognitive capability, leaders with high EQ know and understand the secrets of the heart, they have developed what called an educated heart, a sense of personal and social responsibility. Therefore, Leaders with higher emotional intelligence performance better in certain skills, three main significant skills mentioned below: Self-awareness: it enable managers to accurate understand their strength and weakness, self awareness is also related to impulse control and tolerance stress. High EQ managers should able to cope with the difficult and challenging situation. Care Employee: it involves making the ease environment, and making employee relax. It is help to manager control impulse with regard to anger and others emotion, and make employee happy while they work, as a result to increase better teamwork and productivity. Relationship building skills: it is ability to build the relationship with people around which involve inside and outside the organisation. It also involve impulse control and stress tolerance skills, which is the key to in interpersonal managers, it is similar concept as above mentioned Daniel Goleman emotional intelligence model. Critics of Emotional Intelligence Goleman (1995) claims that if we look at sets variables of emotional intelligence persistence, warmth, optimism and so forth. We can predict important life outcomes. The way to interpret the claim is that people with more emotional intelligence traits are likely to be success in the life or workplace. The different traits such as empathy motivation, assertive, tolerance, optimistic, sociability, attention to details, extroversion and so forth, contribute to success. However, Barrick and Mount (1991) carried out research of 24.000 workers, they found top three personality trait which related to emotional intelligence traits which mentioned above. They found altruism and modesty were not related to job success, and extroversion, it include the good feeling and warmth were not predict the success for lawyers, teachers, although it is work in sales people. In addition, some of the series of traits may conflict, for instance people with higher demand to goals may have lower in cooperatio n, furthermore , it is not necessary means that organisation to recruit employee with higher emotional intelligence can be success, because when HR department prepare the job description, according to ( ) traits such as people skills, initiative, and persuasiveness appear in 67% of job description.. So, Golemans claim regarding emotional intelligence is seem like overblown, people with higher emotional intelligence can not be predicted the future success. Secondly, Goleman (1998) claims that Outstanding leaders emotional competencies make up to 85% to 100% of the competencies crucial for success. It not necessary true , because leader not only need to have emotional intelligence, they are also look for opportunity to allow them to lead effectively, and the success leaders always looking for better way to improve their performance. However, as ( ) mentioned clearly, there is link between an individuals ability to manage and generate emotions and leadership. In other hand ( ) discuss that the important of individualized consideration as an aspect of transformational leadership and identify charisma as an aspect of leadership. It means that individual consideration and charisma also the important factor for success leadership. Conclusion Overall, in the first part report, it has clear analysis the relation between change management and emotional intelligence, the organisation need to deal with changes all the time, they need to adopt appropriate strategy, structure, procedures to manage change, the report also mention the change management models, such as Kanters 10 commandments, Pettigrew 5 factors, Kotters 8 failure and success factors, and SARA model. At the second part, it focus on how managers communicate undergoing changing process, the way to aware and monitor employees emotion, the conception of emotional intelligence has been introduced, the different definition also been stressed. Moreover, the theories of emotional intelligence also been listed, it provide the clear picture for managers in what extent and how to utilise the emotional intelligence. The third part of the report, has critical analysis the relationship among emotional intelligence, personal relationship, transformational leadership, leadership skills. It is the way to examine the emotional intelligence in other perspectives. The advantage and disadvantage side of the emotional intelligence in relation to transformational leadership, and the skills need for emotional intelligence managers. At the last part, the critics of emotional intelligence has been arise, the argument been made regarding the claim of Daniel Goleman. First claim about the variable of emotional intelligence can predict the important life outcome. The report has provided the examples and other authors research to argue the thesis. As result, the emotional intelligence has overstated, people with higher emotional intelligence can not predict the future success. The second claim said the Outstanding leaders emotional competencies make up to 85% to 100% of the competencies crucial for success. It is the only significant factor related to leaders success, it is one of many among important factors. Ref

Why is Nancy such an important character in the novel Oliver Twist? :: English Literature

Why is Nancy such an important character in the novel Oliver Twist? There are many reasons Nancy’s character is such an important one in the novel. One of these reasons is that when you first see her you are told that she wears a lot of make up and that she has a great deal of hair and she is ‘not very tidy about her shoes and stockings’. At that time this was not a respectable way to dress for a young, respectable woman, so it gives you the idea that she is a prostitute .At this moment you think that she is just a low- life woman trying to make a living. Even though most people would recognise Nancy for what she is, Oliver does not and thinks of her as a nice lady. This tells you that Oliver is meant to be innocent and does not have a clue on what is going on around him. Slowly as the story starts to develop, you get the idea that Nancy has another, more caring, side to her. You find out about this side on page 142 where she says to Bill Sikes that he’ll have to go through her if he wants to attack Oliver with his dog, Bullseye. At this point she also says to Bill that she doesn’t care if he splits her head against the wall but she still won’t get out of his way. This tells you that she is caring and does not want Oliver to suffer. Nancy feels sorry for Oliver because she recognises his innocence and does not want him to get involved in the criminal underworld as she did. She is reminded of how she got involved in the criminal underworld at such a young age and does not want Oliver to waste his life as she did. When this happens the reader starts to feel a bit sorry for Nancy. Nancy also helps to develop the story. It could have ended when Oliver meets Mr.Brownlow but Nancy kidnaps him, allowing the story to progress. After kidnapping him, she tries to reunite Oliver with Rose Maylie so this also helps the plot. By this stage of the story, Nancy’s life is near its end so Charles Dickens begins to build up sympathy towards Nancy. He does this by writing up a cruel end to her life. It starts with the Jew, Fagin, employing Noah Claypole (whom Fagin knows as Bolter) to go and spy on Nancy. Throughout the story, Dickens uses the word ‘Jew’ when referring to Fagin. This tells you that the anti-Semitic nature of the British does

Martin Luther King as a Role Model Essays -- Civil Rights Papers

Martin Luther King as a Role Model Everyone has someone that they look up to. It may be a hero or a role model. Martin Luther King serves as a role model for many African Americans because of his contributions and fight towards civil rights. King became very popular and touched the lives of many. According to Robert A. Divine and other authors of America Past and Present, the arrest of Rosa Parks sparked a massive protest movement that witnessed the emergence of Martin Luther King, Jr., as an eloquent new spokesman for African Americans. King led a prominent bus boycott in honor of Mrs. Parks. The boycott successfully ended a year later when the Supreme Court ruled the Alabama segregated law unconstitutional. As a result, King became well known around the world with his belief of passive resistance. He visited Third World leaders in Africa and in Asia and paid homage to Ghandi. He led a victorious Prayer Pilgrimage to Washington in 1957 on the third anniversary of the Brown decision. He held many vigils and led many protests to end segregation. King founded the Southern Christian Leadership Conference (SCLC) to promote others to fight against segregation a year after the bus boycott. Then, in April 1960, he found the Student Nonviolent Coordinating Committee (SNCC). These newly formed coalitions led to "dramatic success for the movement, but also ushered in a period of heightened tension and social turmoil in the 1960s. By 1968, he was winning the hearts and minds of more and more Americans on both sides of the color line. His efforts successfully merged the a... ... Select Committee also concluded that "James Ray fired one shot at Dr. Martin Luther King, Jr.; the shot killed King." After the House Select Committee released its final Report in 1979, Committee Chairman Louis Stokes (D-Ohio) and Chief Counsel G. Blakey ordered that all of the committee's backup. Credits Branch, Taylor. Parting the Waters : America in the King Years, 1954-63. Simon & Schuster, 1988. Divine, Robert, et al. America: Past and Present. 5th edition; volume II, Addison Wesley, New York: 1999. Garrow, David J. bearing the cross: Martin Luther King, Jr., and the Southern Christian Leadership Confrence. Morrow, 1986. Jakoubek, Robert E. Martin Luther King, Jr. Chelsea Hse., 1989 For younger readers. Lewis, David L. King: A Biography. 2nd ed. Univ. of Illinois Pr., 1978. Martin Luther King as a Role Model Essays -- Civil Rights Papers Martin Luther King as a Role Model Everyone has someone that they look up to. It may be a hero or a role model. Martin Luther King serves as a role model for many African Americans because of his contributions and fight towards civil rights. King became very popular and touched the lives of many. According to Robert A. Divine and other authors of America Past and Present, the arrest of Rosa Parks sparked a massive protest movement that witnessed the emergence of Martin Luther King, Jr., as an eloquent new spokesman for African Americans. King led a prominent bus boycott in honor of Mrs. Parks. The boycott successfully ended a year later when the Supreme Court ruled the Alabama segregated law unconstitutional. As a result, King became well known around the world with his belief of passive resistance. He visited Third World leaders in Africa and in Asia and paid homage to Ghandi. He led a victorious Prayer Pilgrimage to Washington in 1957 on the third anniversary of the Brown decision. He held many vigils and led many protests to end segregation. King founded the Southern Christian Leadership Conference (SCLC) to promote others to fight against segregation a year after the bus boycott. Then, in April 1960, he found the Student Nonviolent Coordinating Committee (SNCC). These newly formed coalitions led to "dramatic success for the movement, but also ushered in a period of heightened tension and social turmoil in the 1960s. By 1968, he was winning the hearts and minds of more and more Americans on both sides of the color line. His efforts successfully merged the a... ... Select Committee also concluded that "James Ray fired one shot at Dr. Martin Luther King, Jr.; the shot killed King." After the House Select Committee released its final Report in 1979, Committee Chairman Louis Stokes (D-Ohio) and Chief Counsel G. Blakey ordered that all of the committee's backup. Credits Branch, Taylor. Parting the Waters : America in the King Years, 1954-63. Simon & Schuster, 1988. Divine, Robert, et al. America: Past and Present. 5th edition; volume II, Addison Wesley, New York: 1999. Garrow, David J. bearing the cross: Martin Luther King, Jr., and the Southern Christian Leadership Confrence. Morrow, 1986. Jakoubek, Robert E. Martin Luther King, Jr. Chelsea Hse., 1989 For younger readers. Lewis, David L. King: A Biography. 2nd ed. Univ. of Illinois Pr., 1978.