Slavery and Identity Among the Cherokee

The institution of slavery in the United States long pre-dates the African slave trade. But by the late 1700’s the practice of slaveholding by southern Indian nations—the Cherokee in particular—had taken hold as their interactions with Euro-Americans increased. Today’s Cherokee still grapple with the troubling legacy of slavery in their nation with the Freedman dispute. Scholarship on slavery in the Cherokee nation typically focuses on analyzing the circumstances that help to explain it, often describing a less brutal form of slavery (an idea some scholars debate). Nevertheless, the practice of African slaveholding forever changed the way Cherokees view race which they continue to reconcile today. The Roots of Slavery in the Cherokee Nation The slave trade on US soil has its roots in the arrival of the first Europeans who developed an extensive transatlantic business in the trafficking of Indians. Indian slavery would last well into the mid-to-late 1700s before it was outlawed, by which time the African slave trade was well established. Until that time, the Cherokee had a long history of being subject to capture and then exported to foreign lands as slaves. But while the Cherokee, like many Indian tribes who also had histories of inter-tribal raiding which sometimes included the taking of captives who could be killed, traded, or eventually adopted into the tribe, the continual incursion of European immigrants into their lands would expose them to foreign ideas of racial hierarchies that reinforced the idea of black inferiority. In 1730 a dubious delegation of Cherokee signed a treaty with the British (the Treaty of Dover) committing them to return runaway slaves (for which they would be rewarded), the first â€Å"official† act of complicity in the African slave trade. However, an apparent sense of ambivalence toward the treaty would manifest among the Cherokee who sometimes aided runaways, kept them for themselves, or adopted them. Scholars like Tiya Miles note that Cherokees valued slaves not just for their labor, but also for their intellectual skills like their knowledge of English and Euro-American customs, and sometimes married them. Influence of Euro-American Slavery One significant influence on the Cherokee to adopt slavery came at the behest of the United States government. After the Americans’ defeat of the British (with whom the Cherokee sided), the Cherokee signed the Treaty of Holston in 1791 which called for Cherokee to adopt a sedentary farming and ranching-based life, with the US agreeing to supply them with the â€Å"implements of husbandry.† The idea was in keeping with George Washington’s desire to assimilate Indians into white culture rather than exterminate them, but inherent in this new way of life, particularly in the South, was the practice of slaveholding. In general, slaveholding in the Cherokee nation was limited to a wealthy minority of mixed-blood Euro-Cherokees (although some full blood Cherokees did own slaves). Records indicate that the proportion of Cherokee slave owners was slightly higher than white southerners, 7.4% and 5% respectively. Oral history narratives from the 1930s indicate that slaves were often treated with greater mercy by Cherokee slave owners. This is reinforced by the records of an early Indian agent of the US government who, after advising that the Cherokee take up slave owning in 1796 as part of their â€Å"civilizing† process, found them to be lacking in their ability to work their slaves hard enough. Other records, on the other hand, reveal that Cherokee slave owners could be just as brutal as their white southern counterparts. Slavery in any form was resisted, but the cruelty of Cherokee slave owners like the notorious Joseph Vann would contribute to uprisings like the Cherokee Slave Revolt of 184 2. Complicated Relations and Identities The history of Cherokee slavery points to the ways relationships between slaves and their Cherokee owners were not always clear cut relationships of domination and subjugation. The Cherokee, like the Seminole, Chickasaw, Creek and Choctaw came to be known as the â€Å"Five Civilized Tribes† because of their willingness to adopt the ways of white culture (like slavery). Motivated by the effort to protect their lands, only to be betrayed with their forced removal by the US government, removal subjected African slaves of the Cherokee to the additional trauma of yet another dislocation. Those who were the product of mixed parentage would straddle a complex and fine line between an identity of Indian or black which could mean the difference between freedom and bondage. But even freedom would mean persecution of the type experienced by Indians who were losing their lands and cultures, coupled with the social stigma of being â€Å"mulatto.† The story of the Cherokee warrior and slave owner Shoe Boots and his family exemplifies these struggles. Shoe Boots, a prosperous Cherokee landowner, acquired a slave named Dolly around the turn of the 18th century, with whom he had an intimate relationship and three children. Because the children were born to a slave and children by white law followed the condition of the mother, the children were considered slaves until Shoe Boots was able to have them emancipated by the Cherokee nation. After his death, however, they would later be captured and forced into servitude, and even after a sister was able to secure their freedom, they would experience further disruption when they along with thousands of other Cherokees would be pushed out of their country on the Trail of Tears. The descendants of Shoe Boots would find themselves at the crossroads of identity not only as Freedman denied the benefits of citizenship in the Cherokee nation, but as people who have at times denied their black ness in favor of their Indianness. Sources Miles, Tiya. Ties That Bind: The Story of an Afro-Cherokee Family in Slavery and Freedom. Berkeley: University of California Press, 2005.Miles, Tiya. â€Å"The Narrative of Nancy, A Cherokee Woman.† Frontiers: A Journal of Women’s Studies. Vol. 29, Nos. 2 3., pp. 59-80.Naylor, Celia. African Cherokees in Indian Territory: From Chattel to Citizens. Chapel Hill: University of North Carolina Press, 2008.

Essay about Beowulf Battles The Death of Comitatus

In the epic poem of Beowulf, written by an unknown monk in about 725 AD, the Anglo-Saxon virtue of comitatus is displayed as a slowly dying aspect of life. Comitatus is the basic idea that everyone protects the king at all costs even if it means a warrior giving up his own life, and if a king is killed, the warriors must avenge the death of the king or they can no longer serve as warriors for the next king. This value of comitatus is displayed mostly through the three battles that Beowulf encounters during the epic poem. An analysis of the three battles is important because Beowulf’s choice of weapons, behavior of the Thanes, and preparation for and attitude toward battle all emphasize the death of the Anglo-Saxon virtue of†¦show more content†¦1459-1463). This shows Beowulf’s acceptance of the Hrunting sword and his realization that he is not as strong as he used to be so he shall use weapons in his fight against Grendel’s mother. In the battle that Beo wulf encountered with the dragon, many weapons are used and the value of comitatus is dead. The narrator states, â€Å"The glittering sword, / infallible before that day, / failed when he unsheathed it, as it never should have† (l. 2584-2586). This displays Beowulf’s final use of his sword, which displays as Beowulf ages, his weapons increase, Beowulf knows that he is going to die, and comitatus is dying with him. Beowulf’s support of the Thanes in each of the three challenges displays the fall of Anglo-Saxon loyalty overtime. As the three battles went on, Beowulf’s support of the Thanes became lesser and lesser and by the third battle with the dragon, the idea of comitatus had died. In the battle that Beowulf encountered with Grendel, the Thanes support Beowulf with all of their willpower and there is a very high comitatus. The narrator states, â€Å"Through the strength of one they all prevailed, / they would crush their enemy and come through / in tri umph and gladness† (l. 698-700). This shows that the Thanes will prevail through and with Beowulf’s strength and they will not let him down, they will defeat Grendel no matter what the circumstance. In the battle that Beowulf encountered with Grendel’s mother, the ThanesShow MoreRelatedEssay on The Moral Codes of Comitatus and Chivalry1151 Words   |  5 PagesThe Moral Codes of Comitatus and Chivalry Throughout history, there have been different codes of ethics that are often more important to a society that the governing laws of the land. While laws are written standards that people are compelled to abide by for fear of punishment, these codes serve as guideline for how people should live their lives. Two such codes are comitatus as demonstrated in Beowulf and chivalry as depicted in Morte D’Arthur. When the characters in these stories live byRead MoreCharacteristics Of Beowulf936 Words   |  4 Pagesstories passed down are centered around battles where the hero represents strong leadership characteristics. The story of Beowulf was commonly used as a story to teach upcoming leaders powerful ways to lead. Common traits are shown in the story illustration common themes for leadership. Throughout the epic of Beowulf, an element of Anglo-Saxon culture is represented in the virtues of humility through actions, loyalty in the fighting, and the Code of Comitatus. Humility reflects strong characterRead MoreBeowulf : The Epic Of Beowulf1027 Words   |  5 Pages To begin, Beowulf the poem has a unknown author, Beowulf is an epic poem. 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Bcbcabs Free Essays

You must: write within the report length: 650 words (Max. ) not plagiarism as any form of plagiarism will result in a fail’ grade use 1. 5 spacing and 1 inch/2. We will write a custom essay sample on Bcbcabs or any similar topic only for you Order Now CM margins write the word count at the end of your internal report in brackets, for example (650 words) submit the Internal report online Oval Turbulent (details will be provided closer to the submission date) submit the internal report on,’before the established deadline (any late submissions will result in a ‘deduction’ of the final grade for the assignment) submit your assignment early and avoid waiting till the last hour prior to the deadline in case of server overload or shutdown have proof of the print screen of any technical difficulty you may have encountered for any potential submission appeal to be considered, and c a copy of the proof to your teacher You are Jinn Kim, manager of Taxmen City branch, Korea Auto Insurance. You are concerned about the headquarters’ overhead cost allocation method which you believe is inappropriate and unfair, and have highlighted your concerns to the management. The new CEO, Chunk He, has asked you to submit an internal report to him before proceeding further. The CEO has requested that you: identify the problems associated with the overhead cost allocation method provide relevant and concrete evidence/examples to support the problems raised highlight he urgency of the problems and communicate the possible consequences of not taking action For your Internal report to make an Impact on the new CEO, It has to be: structured cohesive and coherent formal and concise words) submit the internal report online via Turning (details will be provided closer to the submission date) submit the internal report on/before the established For your internal report to make an impact on the new CEO, it has to be: How to cite Bcbcabs, Papers

Relationships and Effective Teams

Question: What insights have you gained about your ability to build viable relationships and effective teams? Answer: Introduction It is important to note that every individual has some unique strengths and talents that make them an effective part of a team. It is important to build a proper team to get positive outcome of a project. Hence, individual participation in a team is an essential aspect for the success of a group. In order to seek success in a team activity, it is important to possess leadership skills and excellent communication skills that help to understand the thinking and ability of others (Kwak, 2010). It is important to consider every team member valuable to motivate them to actively participate in the team activity to seek success.The report has been developed to present own views on team synergy and effective team management. In order to complete this paper, a self reflection has been presented on my role as a team member on different projects. Furthermore, I have presented different theories on team synergy that can be applied in real life scenarios to improve by efficiency and actively part icipate as a member of a group. This paper helps to judge my capabilities, skills and knowledge as an active team member and develop future actions that are required to improve my performance as a team member. Theory on Team Synergy In order to identify the effective team synergy action, two particular team development models have been selected. First of all, Bruce Tuckmans Team Development Model and the four specific stages of development have been taken into consideration to illustrate the performance of the team members. The four stages of development are forming, storming, norming and performing that must be experienced by the team members in any operations (Tuckman and Mann, 2008). I have critically followed the team growth model of Tuckman to identify content issues, process problems and feelings issues of the team members at the different stages of development. At the initial team forming stage, I have noticed that there are some uncertainties among the team members to understand their responsibility (Sakes et al., 2012). Hence, guidance is the key in such cases. In the next stage of storming, the confidence of the team members including me has been grown to a standard level. In the third stage of Norming , the participants have been somewhat innovative in their standards. I have found that in this particular stage the team members have shown their willingness to participate. At the final stage, the team members have seemed to be concerned as the task has been completed. In different stages, there are some content issues such as resistance from new moves (Sparrow and Heel, 2006). I have worked out some methods and views to eliminate the issues. Apart from that, some of the process issues such as guidelines and directions have been sorted out to solve diversified thoughts. Along with that, I have noticed that there are some feelings issues including anxiousness and ignorance of knowledge resources. In such scenario, the responsibility of the team members will become so much critical to fix the problems through verbal communication (Rupprecht et al., 2009). In this way, each member of a team can significantly contribute to a project given to the team members. On the other side, Meridit h Belbins Team Role Theory has been considered to identify the role of the team members and performance of individual members of a team. According to Belbins Team Role Theory, the balance of a team is the key to success (Anderson and Sleap, 2014). In terms of bigger picture, a balanced team should have diversified knowledge and resources to form a strong team suitable for every style. By identifying the different behaviours of team members, Belbins Team Role Theory can split responsibilities in different ways such as action-oriented roles, thought oriented roles and people oriented roles.According to Belbins Team Role Theory, the specific role of the members can be identified as shown in the above figure. I have followed the theory in the team activities to work out efficient roles for the team members based on their capabilities and behaviours (Gilley et al., 2010). Personal Insight In order to identify the different situation of dynamic groups, I have compared my previous experience with other teams that I have worked with in the past. Some fundamental resources can contrast the performance level of a team. Previously I have experienced that significant leadership and communication skills can be identified as the core strength of a team. The reflection of the performance of team members has been largely contributed by the combination of personal behaviour and effectiveness of role distribution (Bouton, 2007). My current team members are a lot more responsible and knowledgeable in compared to my previous team members. I have observed that there are certain areas such as group discussion, role distribution and regular feedback from the team members can be highly productive for a successful project completion (Rao, 2016). My previous experience has shown that an active team has identified the purpose so more often than not. The agendas and support system are a ver y obvious part of a high-performance group. Meanwhile, if I analyse the difference between my past experiences with my earliest teams with the current one, I would pick my current team as more of a high-performance team. My current team is more confident and proactive in case of solving issues. Furthermore, my previous team has conflicting views and hidden agendas that have always hampered the outcome. My current team members have efficiently identified the complementing roles and responsibility. Moreover, I have found clear values and objective in the group (Friedman and Schoen, 2009). By maintaining a good relationship with each of the team members, open communication of ideas and views can be shared. On this note, the main strength of my current team is constructive conflict such as inspiring constructive ideas, friendly competitiveness and significant objective. Along with that, my previous team has lacked extended support and leadership skills. But, my current team has got stro ng leadership power and influential expertise that have been acted as a supreme force creating interdependence (Joo et al., 2012). My current team members have understood a certain degree of interpersonal behaviour that has influenced the mindset of each team member to support each other at any stage. Personal Awareness I have worked in different teams working on different projects during my tenure of education. I have played different roles in these teams that have provided m with several learning and knowledge about building an effective team. In order to increase the efficiency of a team, there is a need to consider every member important and allow them to share their views and ideas of the project undertaken by the team (Carlsson, Hantilsson and Nystrm, 2014). Though I have never played the role of team leader, but have seek success as a communicator and active member of the team. During my tenure as a communicator, I have faced several challenges that have taught me with lessons important for developing my communication and interpersonal skills. While working as a co-ordinator and information collector during one of my project in a team of five members, I have faced challenges in managing regular meetings of the team members. I have learned how to give importance to everyones views and ideas. A long with that, I have learned to collect information by communicating with the people outside the team (Dorner, Gorman and Calvert, 2015). Working as a part of team helped me to learn cultural diversified among people belonging to different ethnic background. It also taught me the way to share emotions with others and learn new things from others.By analysing own capabilities and skills, I can see that I am quite comfortable in working with new people. My good communication skills and interacting capability helps me to be friendly with new team members and get match up with them. Another important strength of mine is the flexible attitude that helps me to match up with the situation (Friedman and Schoen, 2009). I have played different roles in different teams and was quite capable of meeting my responsibilities. My learning attitude and critical thinking abilities acts as strength for the entire team. But, the major problem that I face is matching up with emotions of other team mem bers. Hence, here I need to strengthen my capabilities by using motivational theories and psychological understanding to play an effective role in the team (Logan, 2012). Hence, I can say that my communication skills, learning ability, responsible approach, flexible attitude and critical thinking ability are the major factors that help me to work effectively in a team and win the trust of team members. Situational Awareness It is important to note that there must a good coordination between the team members to accomplish the task according to the decided plan. I have faced various situations of conflicts between the thoughts of the team members. This occurs due to difference in believes of the team members and their cultures (McAtavey and Nikolovska, 2010). Culture influences the behaviour of a person. Furthermore, the power of a team member due to his designation also influences their behaviour and thoughts. Hence, it is important for a team member to treat others in equal manner and provide each and every member of the team a chance to prove their capabilities. Here, comes the role of a leader, who must have a motivating attitude to influence every member of the team to work for a common goal. I have played an effective role of a coordinator to mitigate the conflict among the members. I have communicated with different team members to establish mutual understanding among them. Hence, my critical think ing and analysing capabilities have helped me in understand the thoughts of the team members and motivate them towards a common goal (Stoeberl et al., 2008). It is important to keep every member focused towards a common goal that can be achieved by hearing to the thoughts of all members and discussion them in a meeting where all members are present. Along with that, the members of the team must be treated in equal sense to minimise the occurrence of conflicts. Action According to me, I must develop a proper understanding of psychology that controls the emotional feelings of the team members. It helps to understand what they think and how to control them to achieve a common goal. Along with that, there is a need to provide team members chances to actively participate in the decision making by motivating them towards their roles and responsibilities (Arinze, 2014). Furthermore, a regular communication is needed to know the views and thinking of every team members. It helps to strengthen the bonding among the members and establishes mutual understanding. A regular communication and active participation of the members helps to make them feel motivated that further increases the viability and effectiveness of the team or groups. Conclusion By understanding the team development model and team role theory has significantly helped me to promote efficient role management among the team members. Sometimes I found that competency of individuals had been a key feature for a successful team. By identifying the behavioural segments of individual team members, I have enhanced my knowledge of maintaining a team in the different work environment. Along with that, the suitable working style of the team members can complement each others weakness to form a formidable team. In order to improve the performance and productivity of a team, the individual performance of the team members must be enhanced through training and development programmes. Meanwhile, regular reviews and feedbacks can fill the gaps among the team members. Invariably, I have promoted efficient communication practices within the team members so that each of the team members can identify the strengths and weaknesses of others. In this way, weak areas of a team can be replaced by confidence, skills and compliment. Furthermore, I have noticed that managing goals and probability will be paramount for a successful team. Moreover, if the team members can build trust and reliability with each other, the dimension of efficiency level of the team will be benefited at the highest standard. References Anderson, N. and Sleap, S. (2014). An evaluation of gender differences on the Belbin Team Role Self-Perception Inventory. Journal of Occupational and Organizational Psychology, 77(3), pp.429-437.Arinze, B. (2014). Selecting appropriate forecasting models using rule induction. Omega, 22(6), pp.647-658.Batenburg, R., van Walbeek, W. and in der Maur, W. (2013). Belbin role diversity and team performance: is there a relationship?. Journal of Mgmt Development, 32(8), pp.901-913.Bouton, B. (2007). The Interdisciplinary Bereavement Team. Hospice Journal, The, 11(4), pp.15-24.Carlsson, G., Hantilsson, U. and Nystrm, M. (2014). Reflective team a clinical intervention for sustainable care improvement. Reflective Practice, 15(3), pp.378-389.Dorner, D., Gorman, G. and Calvert, P. (2015). Information needs analysis. London: Facet.Friedman, A. and Schoen, L. (2009). Reflective Practice Interventions: Raising Levels of Reflective Judgment. Action in Teacher Education, 31(2), pp.61-73.Gilley, A., G illey, J., McConnell, C. and Veliquette, A. (2010). The Competencies That Effective Managers Use to Build Teams: An Empirical Study. Advances in Developing Human Resources.Joo, B., Song, J., Lim, D. and Yoon, S. (2012). Team creativity: the effects of perceived learning culture, developmental feedback and team cohesion. International Journal of Training and Development, 16(2), pp.77-91.Kwak, K. (2010). Self-Development and Relationships through Acculturation. Culture Psychology, 16(3), pp.365-381.Logan, A. (2012). Improving personal voice in academic writing: an action inquiry using self-reflective practice. Reflective Practice, 13(6), pp.775-788.McAtavey, J. and Nikolovska, I. (2010). Team collectivist culture: A remedy for creating team effectiveness. Human Resource Development Quarterly, 21(3), pp.307-316.Rao, M. (2016). Collaborate to build effective teams to achieve organizational excellence and effectiveness. Industrial and Commercial Training, 48(1), pp.24-28.Rupprecht, M., Strasser, J., Gruber, H. and Harteis, C. (2009). Expertise of Team Leaders in Analysing Team Conflicts. Vocations and Learning, 3(1), pp.39-54.Sakes, M., Trundle, K., Tuckman, B. and Krissek, L. (2012). Development of the Efficacy Beliefs for Conceptual Change Learning Questionnaire. The Journal of Experimental Education, 80(4), pp.338-351.Sparrow, J. and Heel, D. (2006). Fostering team learning development. Reflective Practice, 7(2), pp.151-162.Stoeberl, P., Kwon, I., Han, D. and Bae, M. (2008). Leadership and power relationships based on culture and gender. Women in Management Review, 13(6), pp.208-216.Tuckman, B. and Mann, R. (2008). Interpersonal Styles and Group Development. The American Journal of Psychology, 81(1), p.137.