Taken Over By A Computer Game :: English Literature Essays

Taken Over By A Computer Game One day I went to the PC shop and I purchased another PC game. The case where was the PC game was, looked decent and I couldn’t oppose to get it. Following day my folks were leaving to France and I was alone†¦ Ok not actually alone, the sitter that cared for me when I was little went to our home to care for me for multi week. She was youthful and she wasn’t a truly sitter since she thought more about her hair and nails than about me. Later when it was dim she went out with her companions. The following day when I woke up the sitter wasn’t in the house. I didn’t realize what to do. I needed to call my folks yet I thought and understood that in the event that I call them and disclose to them that there is nobody to take care of me they would get stressed and perhaps I will destroy their excursion. I did whatever it takes not to stress yet I couldn’t. At that point I plunked down and I thought for a moment†¦ Nothing could transpire in the event that I don’t open to anyone and on the off chance that I remain at home. After I viewed my preferred TV show I went to play the PC game I purchased yesterday. First I introduced the game and afterward I began playing. It was a reproduction game where you should drive a space send and securely return to earth. The primary degree of the game was simple. I pulverized all the space rocks that were coming towards me however I couldn’t speak with the station in light of the fact that a little spac e rock hit directly in the rear of the boat where the transferable gadgets were. Presently I couldn’t return to the space station to re-fuel the space transport. On the following level something odd occurred. The screen of the screen began flashing and something white showed up before me. Out of nowhere I could see myself going around 500 kilometers for every moment in an a passage. It was a green and blue passage were I could smell something like consuming plastic and I could hear a sound like grasshoppers singing. Out of nowhere I was remaining in a spot with numerous catches around me, around 5 screens and I could see space rocks through the enormous window before me. I was in the space transport.

Your Boss Put You on a Performance Improvement Plan, Now What

Your Boss Put You on a Performance Improvement Plan, Now What At around this time about two years ago, I got a call from my friend Elsie asking me to help her find a new job.This caught me by surprise, since she had been working with the firm for a while, and it seemed to me that she was happy at her job.So, what had made her decide to look for a new job all of a sudden?Turns out, she had just been put on a performance improvement plan and felt that she was about to lose her job.Despite being put on a performance improvement plan, she didn’t end up losing her job.Actually, what reminded me of the incident is the fact that she called me with the news that she had just received a promotion (at the same company where she was put on a performance improvement plan), and I felt that it would be a good time to talk about performance improvement plans.When I ask people what they fear most about performance reviews, a high number of them mention that they are very much afraid of being put on a performance improvement plan.Most people assume that being put on a performance improvement plan automatically means that they are on their way out the door.However, this is not always true.The fact that you haven’t met some performance expectations does not necessarily mean that you suck at your job.It just means that there are areas that you need to improve to enhance your performance.Of course, there are some people have lost their jobs over the years after being put on a performance improvement plan.However, these typically happens when an employee is unable to meet the conditions set out in the performance improvement plan.Actually, being put on a performance improvement plan should be taken as a positive sign, because it shows that the organization views you as a valuable employee and believes that the performance issue you are going through is fixable.If they didn’t think you were valuable, or if they didn’t believe that your issue is fixable, you’d be shown the door without any chance to get your act together.In this articl e, we are going to look at what you need to do in case your boss puts you on a performance improvement plan.But before we get there, let’s first understand what a performance improvement plan is.WHAT IS A PERFORMANCE IMPROVEMENT PLAN A performance improvement plan is a document that highlights any recurring performance issues together with areas of improvement suggested for the employee, and a specific timeline for making the improvements.The areas of improvement are normally suggested to give you the chance to maintain goodwill with the organization.In simple terms, it’s like when a student makes a mistake in class, and the teacher gives them probation time in which they are supposed to think about what they have done and promise to improve on their behavior.Therefore, unlike the punitive measure that most employees assume it to be, it can be regarded as a corrective measure aimed at doing away with certain behavior and improving others in order to ensure organizational goals a re met.If you have been put on a performance improvement plan, the HR manager will most likely call you to talk about it to ensure that you understand what the expected outcomes of the performance improvement plan are.But as many HR managers will tell you, it does not mean you are about to be fired.If the company had wanted to fire you, they would have just done it without the need to first put you on a performance improvement plan.The performance improvement plan is therefore a chance for a comeback, an opportunity for you to learn about your weaknesses, a time for you to re-think your strategies and tactics and most importantly, a chance for you to be better.A performance improvement plan will constitute the following:A written document of the performance issueA detailed description of the expected outcomes of the employee’s behaviorA resources allocation section to support the employee in enhancing performanceA follow-up plan that includes timeframes, meeting schedules, and the milestones that have been established between the manager and the employee.The consequences of failure to meet outcomesPURPOSE OF A PERFORMANCE IMPROVEMENT PLANSome of the reasons why you might be put on a performance improvement plan include:To Identify Substandard PerformanceThe first reason your employer would put you on a performance improvement plan is to identify substandard performance and make you realize that your performance is not meeting expectations.Therefore, the performance improvement plan will detail specific areas that you are deficient in and that are affecting your work performance.The second thing it will detail is an improvement plan which could be on-the-job training or actual coaching.When you are not performing, the organization is also not performing, and a performance improvement plan is usually viewed as a chance to identify the substandard performance with an aim to rectify.To Document Substandard PerformancePerhaps this is the greatest reason why most employees fear being put on a performance improvement plan, because the plan can serve as evidence of your underperformance if the organization decides to fire you.In case you get fired and decide to file a complaint for wrongful dismissal, the performance improvement plan serves as evidence that you were indeed not meeting your performance expectations.To Identify Behaviors Contributing To Substandard PerformanceA performance improvement plan identifies recurring behavior that contributes to the substandard performance.You may not be aware of any such behavior, but perhaps your manager has been noticing it.Maybe you have been arriving later than usual, maybe you spend too much time on the internet, or it probably lies in the way you have been treating fellow employees or customers.To Deter Reoccurrence of Improper BehaviorEmployers have specific work guidelines, and rules stipulated for employees.Those regulations are established to ensure organizational goals are met.When the mana ger puts you on a performance improvement plan, there is a chance that there is something you are doing which is against company policy and they want to put a stop to that behavior.Putting you on a performance improvement plan serves as a deterrence to the behavior both for you and other employees.To Enable Employees to Develop Certain SkillsContrary to popular opinion, performance improvement plans are not meant to punish you.They are meant to help you correct some behavior that might be contributing to your non-performance.In the process of working towards achieving the improvement milestones set out in the performance improvement plan, you might also end up developing some key skills.For instance, when on a performance improvement plan, you have to meet the conditions set out in the plan, in addition to working on your regular assignments.This might force you to develop time management skills in order to ensure you meet both objectives.All you need is to have a positive attitude and to open up yourself to learn and experience new things which will improve your performance.To Improve PerformanceThe ultimate goal of a performance improvement plan is to help you improve your performance on the job.The performance improvement plan makes an employee aware of substandard performance, identifies the behavior that contributes to it, enables the development of skills and abilities, deters maladaptive behavior and provides you a course of action to correct whatever issue it causing the non-performance.It is thus a chance for you to improve yourself and your performance so that you improve your job security and contribute to the organizational goals.While I have said that the performance improvement plan shows that the organization values you and is giving you a chance to fix whatever issue is causing your non-performance, it also shows that you are fast approaching the end of your leash.Your job is riding on the outcome of the performance improvement plan.If you are unable to meet the conditions set out in the plan, there is a very high chance that you will lose your job.Therefore, you should not take the performance improvement plan lightly.Remember that the performance improvement plan is a legal document, one that gives the organization a valid reason for letting you go.WHAT TO DO AFTER BEING PUT ON A PERFORMANCE IMPROVEMENT PLANYour performance at work has been slacking, and your boss has put you on a performance improvement plan.Now what?If you have been put on a performance improvement plan, below are some tips on how to handle the situation.Calm DownWhen placed on a performance improvement plan, the first thought that comes to mind is that you are about to lose your job.This can lead to anxiety and emotional overwhelm, which can easily cause you to do or say something you might regret later.Therefore, after being notified that you have been put on a performance improvement plan, the first thing you need to do is to try to calm down.As we have already seen, a performance improvement plan does not necessarily mean that you are about to get fired, so there is no need to panic.Do something to help you remain calm as you process the news. If necessary, you can even take a walk and get some fresh air as you process the news.Assess the SituationOnce you have taken a breather, it is time to evaluate the situation you are in.The first thing to ask yourself is why you are on a performance improvement plan in the first place.Is it something you have been put on before, or is it the first time?If you have been put on a performance improvement plan before, you need to remember the reasons why you placed on the improvement plan.Was it poor customer feedback, failure to meet deadlines?Whatever reason, you need to jot it down and reflect on it for a while.If it’s something for which you have been put under a performance improvement plan before, maybe you need to think about further and come up with interventions that will work t his time.If it’s the first time that you have been put on performance improvement plan, then you need to consult your manager for further clarification especially if it’s a behavior that you hadn’t noticed yourself.Once you have identified the reason why you have been put on a performance improvement plan, you need to reflect whether the role in which you failed at matches your personal and career goals.You also need to evaluate similar situations where employees have been put on a performance improvement plan and determine what the company culture is in such instances.You also need to analyze the relationship between your manager and yourself and determine if she or he is willing to help you throughout the course of your performance improvement plan.If you find out that you have actually been slacking in fulfilling your duties, that the company culture is oriented towards employee improvement, and that you have a trustworthy relationship with your manager, then, by all means, the best thing to do in this case is to start working on improving your performance.If, on the other hand, your company is more oriented towards letting employees go rather than helping them improve, and if you have doubts that your boss will be willing to help you improve your performance, it might be time to start hunting for a new job.Decide If It Is Worth ItYou might do this in the previous step since this step is more of a continuation of the previous one, but I would advise you look at it as a separate step.In the previous step, you wanted to assess the situation that led to you being put on a performance improvement plan.In this step, you want to review if it’s actually worth it going through with the performance improvement plan, or if it is much better to start looking for greener pastures.I would advise you to put your emotions aside when reviewing the performance improvement plan.While it is true that most companies use the performance improvement plan as a way to impr ove your performance, the reality is that some employers will use it to fire you.Therefore, you need to decide if it is worth it going through with the plan. If your manager is not willing to schedule a meeting with you to talk about the performance improvement plan, then this could be a sign that you should be looking for a new job.You also want to review the plan to evaluate whether it is humanly possible to meet the conditions set out in the plan.If your performance improvement plan requires you to bring in twenty new clients by the end of the week, then you might just hand in your resignation letter.Make sure you have read all the sections of the performance improvement plan to ensure that you understand what is required of you.The document requires your signature, and you do not want to sign anything that might get you fired.Once you have read through and decided that it is worth it, then sign the document, keep a copy for yourself and begin working on your performance improvem ent plan.Take It Seriously And Commit Your SelfWhile we have discussed that a performance improvement plan is more or less like probation, the risks involved and the consequences are entirely different.We have also seen that the performance improvement plan might be used to terminate your employment if you are unable to meet the conditions set out in the plan.You therefore need to take it seriously and commit yourself to the goals of the plan.While it does not mean that you will get fired, some companies take it as a warning to their employees.They have realized a certain gap in the accomplishment of your tasks which relates to the performance of the organization, and that’s why they have given you a chance for redemption.Therefore, meeting the goals of the performance improvement plan is critical to the organization and the only guarantee that you will still retain your job.The good thing about a performance improvement plan is that it is usually specific and detailed and will ad vise on what to do so as to achieve the goals set out in the plan.You should really take some time going through the plan to ensure that you fully understand what is needed of you.Come up with a to-do list and other tools to help you accomplish whatever is set out in the plan.Commitment is also a necessary element for the success of a performance improvement plan. You want to show your employers that you are committed to the task at hand and the surest way of doing this is committing your time.You might want to call your friends and cancel any other plans you might have had and commit that time to your performance improvement plan. Tell the manager that you are going all in and actualize that.You might even decide to put in extra hours to ensure that your time on the performance improvement plan is superseding expectations.Do the extra work with pride and make sure that your performance exceeds that of others.When your manager sees how willing you are to ensure you accomplish the go als set out in the performance improvement plan, they will see that you are committed to the goals of the company.Ask for HelpAsking for help is not a sign of weakness, but an acknowledgment that we are aware of our limitations and are not afraid of enlisting others to help us get better.Therefore, do not be afraid to ask for help just because you are on a performance improvement plan.For instance, you might come across a task that you need to accomplish but don’t know how to, but then get tempted to not ask for help because it might show that you are not really good at your job.Resist the temptation not to ask for help, because only by asking for help will you learn how to accomplish that task.Asking for help is a strength, and your manager will be willing to help you if they are certain you are committed to improving your performance.When you are on a performance improvement plan, it shows there is something that you haven’t been able to do on your own, and therefore there is nothing wrong with asking others to help you if this is what will help you improve.Be Open to Learning And Have a Positive AttitudeBeing put on a performance improvement plan is an opportunity for learning and unlearning behavior so be open to it. It gives you a chance to redefine yourself, to test your limits, to change and to grow.The only way you improve your performance and learn something from it is to have a positive attitude. Attitude has been the make-or-break central factor since time immemorial.Only a positive attitude can get you through a performance improvement plan.When we began discussing what you should do when put on a performance improvement plan, we said you should control your emotions.Employees with high emotional stability are able to get through an emotionally challenging situation because they face it with a positive attitude.Therefore, have a positive attitude and open up yourself to learning and accomplishing the tasks detailed in your performance improveme nt plan and grow.You Have Learned, Now Move OnCongratulations now that you have come this far! If you successfully complete the objectives set out in your performance improvement plan, you have reason to celebrate, because it is not always that employees are able to achieve the conditions set out in their performance improvement plans.Getting through the performance improvement plan serves as evidence of your attitude, commitment to learning, motivation, and organizational commitment.When you complete a performance improvement plan, it is a sign of success.While many would have panicked and quit their job, you took it bravely, acknowledged that you haven’t been performing your job effectively and worked with the organization to ensure that your performance improved.You took the time to reflect, contacted your mentors and associates and truly committed yourself to ensure positive outcomes. What is more, you maintained a positive attitude through it all.You learnt, you grew and made improvements, and now it’s time to move on.Remember you will still go through a performance review so make sure your energy lasts through this period. In the performance review, show your manager and the team that the performance improvement plan was a learning process and that your performance has improved.Give specific details about what you learnt and your vision for the future and make sure it is in line with organizational goals.WRAPPING UPAs an employee, you should always give your best at work to avoid being put on a performance improvement plan.If you happen to be put on one, however, there is no need to panic. It doesn’t necessarily mean that you are about to be fired.Instead, you are being given a chance to fix your mistakes.Simply acknowledge that your performance has been under par, and then commit yourself to correcting the issue and improving your performance.If you happen to get fired after being placed on a performance improvement plan, and this does happen in s ome cases, take it gracefully and move on.Furthermore, it might be for the best.You could have been holding on to a job that was not the best for you, and this is your chance to go after the job you have always dreamt about.Give yourself a chance, carry all your life skills, failures and accomplishments â€" they are part of who you are â€" and move on.Just make sure you do not get on another performance improvement plan.

The Little’s laws simulation Essay - 275 Words

The Little's laws simulation (Essay Sample) Content: The Littles laws simulationNameInstitutional affiliationDate of submissionThe little Laws simulationSeveral observations were made when running this simulation. When the simulation begins, the number of people in the room is at zero. If The CV of arrival rate and time of stay is held at zero, the number of the people in the room (I) slowly builds to, time of stay (T) multiplied by the rate of arrival (R) (I=TR). However, the average number of people in the room starts at a zero and builds up at a declining rate, and in the long run gets to the optimum of TR. This happens because at the onset there are no people in the room, thus the system is not stable, however, the system gets to stability in the long run and the average levels at I=TR, see fig 1. This situation is true for all rates of arrival, holding constant CV of rate of arrival and time of stay. The average RT at maximum of expected RT then drops to a minimum because although the arrival rate is constant, the average stay time starts at a minimum when the first person exit. This is because the simulation takes the cumulative total time spent in the room by all persons in the entire simulation and divides this with the expected I to get average T. This gives a minimum at the onset of the simulation as no person has been in the room. Average RT then increases at a constantly reducing rate to level at the expected RT in the long run, see figure 1. This situation is true for all time of stay holding arrival and time of stay CV constant.Holding all other factors constant, a change in the arrival rate CV, for example from 0 to 1, changes the trend of the average I from rising at a constant reducing rate to rising at an inconstant rate before levelling out at a maximum of TR, see figure 2. The uneven rate of arrival into the room leads to uneven number in the room, thus distorting the constantly reducing rate of rising. Holding all other factors constant, a change in the time of stay CV changes the buildup rate of average RT from even to uneven, see figure 3. This results from the uneven average time spent in the room as some people spends more and others relatively less time in the room. In the long run, however, this levels out at max RT. A change in both arrival and time of stay CV, holding the means constant, results to changes in trends as discussed above. However, it is also noted that the two averages do not just build to a maximum of RT, but at times, the averages exceed RT before levelling off to RT ...

Deforestation in Asia

We tend to think that deforestation is a recent phenomenon, and in certain parts of the world, that is true.  However, deforestation in Asia and elsewhere has been a problem for centuries.  The recent trend, actually, has been the transfer of deforestation from the temperate zone to tropical regions. What is deforestation? Simply put, deforestation is the clearing of a forest or stands of trees to make way for agricultural use or development.  It can also result from the cutting of trees by local people for building materials or for fuelwood if they dont replant new trees to replace the ones they use.   In addition to the loss of forests as scenic or recreational sites, deforestation causes a number of harmful side effects.  Loss of tree cover can lead to soil erosion and degradation.  Streams and rivers near deforested sites becoming warmer and hold less oxygen, driving out fish and other organisms.  Waterways also can become dirty and silted due to soil eroding into the water.  Deforested land loses its ability to take up and store carbon dioxide, a key function of living trees, thus contributing to climate change.  In addition, clearing forests destroy habitat for innumerable species of plants and animals, leaving many of them, such as the Chinese unicorn or saola, critically endangered. Deforestation in China and Japan:   Over the past 4,000 years, Chinas forest cover has shrunk dramatically.  The Loess Plateau region of north-central China, for example, has gone from 53% to 8% forested in that period.  Much of the loss in the first half of that time span was due to a gradual shift to a drier climate, a change unrelated to human activity.  Over the past two thousand years, and particularly since the 1300s CE, however, humans have consumed ever-increasing amounts of Chinas trees.

National Average of Gas Prices 2000-2001 - 989 Words

National Average of Gas Prices 2000-2001 In the beginning of the summer, when most people drive to vacation spots throughout the United States, gas prices reached record highs. In June 2000, the national average was $1.68 per gallon and in some larger cities; the prices soared to $2.00 and more per gallon (Facts.com, 2005). Americans were furious not only because consumers were paying more at the pumps, but because rising fuel costs have triggered inflation. Americans realized that if inflation began to rise, a recession could be triggered as had occurred in the 1970s and 1980s (Facts.com, 2005). Affects on Gas Costs on the Economy 2000-2001 Fuel prices began to rise because the supply of oil was not meeting the†¦show more content†¦Member nations of OPEC wanted high oil prices to support the fortunes of the ruling wealthy classes and to provide huge public benefits for a the member nations poverty stricken and unemployed population (Steltzer, 2000). Analysts Outlook for Oil Supplies in the Future Decades after 2000-2001 Some analysts claimed that the worlds oil supply was decreasing so slowly that no concern was warranted for future decades. These analysts used the oil crisis of the 1970s as an example. Many observers at that time predicted that because no new oil-fields had been discovered the prices of oil would rise to 100 dollars per barrel or more by the end of the decade, even though this increase never did occur (Truby, 2000). Other critics felt that the oil price increase in 2000 was a bad indicator of what the future held if changes were not made in the nations energy infrastructure (Truby, 2000). The fear was not that the nation would run out oil, but cheap oil. The terrorist attack on the Trade Center was thought to have an impact on the oil prices, but due to decreases in interest rates to keep the economy afloat, those increases never came to fruition. 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Josephine Baker, Dancer, Singer, Activist, and Spy

Josephine Baker (born Freda Josephine McDonald; June 3, 1906–April 12, 1975) was an American-born singer,  dancer, and civil rights activist who overwhelmed Parisian audiences in the 1920s to become one of the most popular entertainers in France. She spent her youth in poverty in the U.S. before learning to dance and finding success on Broadway, then moving to France. When racism soured her return to the U.S., she took up the cause of civil rights. Fast Facts: Josephine Baker Known For: Singer,  dancer, civil rights activistKnown As: â€Å"Black Venus,† â€Å"Black Pearl†Born: June 3, 1906 in St. Louis, MissouriParents: Carrie McDonald, Eddie CarsonDied: April 12, 1975 in Paris, FranceAwards and Honors: Croix de Guerre,  Legion of HonourSpouses: Jo Bouillon,  Jean Lion,  William Baker,  Willie WellsChildren: 12 (adopted)Notable Quote: Beautiful? Its all a question of luck. I was born with good legs. As for the rest...beautiful, no. Amusing, yes. Early Life Josephine Baker was born Freda Josephine McDonald on June 3, 1906, in St. Louis, Missouri. Bakers mother Carrie McDonald had hoped to be a music hall dancer but made her living doing laundry. Her father Eddie Carso, was a drummer for  vaudeville  shows. Baker left school at age 8 to work for a white woman as a maid. At the age of 10, she returned to school. She witnessed the East St. Louis  race riot of 1917 before running away when she was 13. After watching the dancers in a local vaudeville house and honing her skills in clubs and street performances, she toured the United States with the Jones Family Band and the Dixie Steppers, performing comedic skits. Getting Started At 16, Baker began dancing in a touring show based in Philadelphia, Pennsylvania, where her grandmother lived. By this time, she had already been married twice: to Willie Wells in 1919 and to Will Baker, from whom she took her last name, in 1921. In August 1922, Baker joined the chorus line of the touring show  Shuffle Along in Boston, Massachusetts before moving to New York City to perform with the  Chocolate Dandies  at the Cotton Club and with the floor show at the Plantation Club in Harlem. Audiences loved her clowning, mugging, improvising comic style, foreshadowing her style as an entertainer. Paris In 1925 Baker moved to Paris, France, more than doubling her New York salary to $250 a week to dance at the Thà ©Ãƒ ¢tre des Champs Elysà ©es in La Revue Nà ¨gre  with other African-American dancers and musicians, including jazz star Sidney Bechet. Her performance style, referred to as Le Jazz Hot and Danse Sauvage, took her to international fame riding the wave of French intoxication for American jazz and exotic nudity. She sometimes performed wearing just a feather skirt. She became one of the most popular music-hall entertainers in France, achieving star billing at the  Folies-Bergà ¨re dancing seminude in a G-string ornamented with bananas. She quickly became the favorite of artists and intellectuals such as painter  Pablo Picasso, poet E.E. Cummings,  playwright  Jean Cocteau, and writer  Ernest Hemingway. Baker became one of the best-known entertainers in France and all of Europe, her exotic, sensual act reinforcing the creative forces coming out of the Harlem Renaissance in America. She sang professionally for the first time in 1930 and made her screen debut four years later, appearing in several films before  World War II  curtailed her movie career. Return to the US In 1936, Baker returned to the United States to perform in the  Ziegfield Follies, hoping to establish herself in her home country, but she was met with hostility and racism and quickly went back to France. She married French industrialist Jean Lion and obtained citizenship from the country that had embraced her. During the war, Baker worked with the Red Cross and gathered intelligence for the French Resistance during the German occupation of France, smuggling messages hidden in her sheet music and her underwear. She also entertained troops in Africa and the Middle East. The French government later honored her with the  Croix de Guerre  and the  Legion of Honour. Baker and her fourth husband, Joseph †Jo† Bouillon, bought an estate she named Les Milandes in Castelnaud-Fayrac, in southwestern France. She moved her family there from St. Louis and, after the war, adopted 12 children from around the world, making her home a world village and a showplace for brotherhood. She returned to the stage in the 1950s to finance this project. Civil Rights Baker was in the U.S. in 1951 when she was refused service at the famous Stork Club in New York City. Actress Grace Kelly, who was at the club that evening, was disgusted by the racist snub and walked out arm in arm with Baker in a show of support, the start of a friendship that would last until Baker’s death. Baker responded to the event by crusading for racial equality, refusing to entertain in clubs or theaters that werent integrated and breaking the color barrier at many establishments. The media battle that followed almost triggered revocation of her visa by the State Department. In 1963, she spoke at the March on Washington at the side of Martin Luther King Jr. Bakers world village fell apart in the 1950s. She and Bouillon divorced, and in 1969 she was evicted from her chateau, which was sold at auction to pay debts. Kelly, by then princess Grace of Monaco, gave her a villa. In 1973 Baker became romantically involved with American Robert Brady and began her stage comeback. Death In 1975, Bakers Carnegie Hall comeback performance was a success. In April she performed at the Bobino Theater in Paris, the first of a planned series of appearances celebrating the 50th anniversary of her Paris debut. But two days after that performance, on April 12, 1975, she died of a stroke at 68 in Paris. Legacy On the day of her funeral, over 20,000 people lined the streets of Paris to witness the procession. The French government honored her with a 21-gun salute, making her the first American woman to be buried in France with military honors. Baker had remained a bigger success abroad than in her home country. Racism tainted her return visits until her Carnegie Hall performance, but she had a profound influence worldwide as an African-American woman who had overcome a childhood of deprivation to become a dancer, singer, actress, civil rights activist, and even a spy. Sources Josephine Baker Biography: Singer, Civil Rights Activist, Dancer. Biography.com.Josephine Baker: French Entertainer. Encyclopedia Britannica.Josephine Baker Biography. Notablebiographies.com.Dancer, Singer, Activist, Spy: The Legacy of  Josephine Baker. Anothermag.com.Josephine Baker: The Black Venus. Filmstarfacts.com

The Real Essence of Life - 736 Words

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