Nike The Sweatshop

Nike Company is considered as one of the classic world wide corporations established in America. Its fame is also associated to the superfluous profits that the company makes out of the large volumes of shoes that it produces. Nike Company has been able to propagate its revenues from the fact that its sells its products from more than 140 countries worldwide.Advertising We will write a custom essay sample on Nike: The Sweatshop specifically for you for only $16.05 $11/page Learn More Despite of the company being able to generate profound profits out of the large volumes from the apparels and shoes, it is being characterized by some features that may in one way or another be perceived as unethical. Some of the issues that the company ought to keenly observe comprise of the working condition of the employees. In essence the working condition may comprise of the remuneration to its respective employees and the conditions that the company dictates to its sub contractors (Hill, 2009). Nike being termed as the best performing corporation on a global sense in terms of the apparels and shoes it is able to produce in an annual basis. This means that it is being able to control the market. In other words, the company has been able to set up and establish the conditions that ought to be followed by other marketers, live alone its subcontractors. Considering the amount of remuneration that the company offers to its employees and the conditions that it has set up to even the foreign factories that it works with, it would be just if the company is held responsible for such conditions. As long as the subcontractors make products for Nike Company, the foreign countries associated with the subcontractors in one way or another are being controlled by Nike Company. Therefore, the conditions that those foreign companies implemented are indirectly linked to Nike Company and thus, this justifies why Nike Company ought to be held responsible for any condi tion within the foreign company (Hill, 2009). Though, Nike may be held responsible for the conditions subsisting in foreign countries, which might be regarded as being unethical, there are others that ought to be held both in the mother country and in the foreign countries. Some of the working conditions that should be upheld in the foreign countries are the issues concerning the overtime rates. In order to have a livable wage, there should be no limit for the overtime. In essence it should not be limited in any way (Bateman Snell, 2009).Advertising Looking for essay on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More It would be justified to criticize Nike Company for the low wages it provides to the subcontractors residing in Indonesia. Considering the high standard of living – constituted to the amount of work done by the subcontractors – at least Nike Company should be advocating for the minimum age, but for an increment in total wages. Also, considering the amount of profits the company generates, a little increase will be considerable. In view of the way Nike retaliated to the negativity publicity about the sweatshops by promising to improve the working conditions and also amending the labor rule and regulations, it was not a better way forward. The negative publicity would still hold as long as those products would remain produced from the â€Å"sweatshops† Additionally, considering that the company is aimed at offering quality products to its clients, changing the brand name of the production site (sweatshop) would in one way initiate a positive insight in people’s mind. A pay rise is another factor that would be considered as an improvement in the working conditions. Furthermore, cutting links with other factories that could follow up their rules could not help improve the working conditions. Instead amending the rules to strengthen the bond could be a way out in improving the conditions. There is therefore a dire need for the company to improve the working conditions within its strategy. For instance, the company should consider a pay rise that should conform to the current living standard. Additionally, the company should not be dictatorial on the quantity of products that a single person ought to produce to be eligible for payment. Overtime rates should be limited by any law, but instead, should be open as long as somebody is ready to work. Nike, being a global corporation, should work independently and not focus much on being profit oriented, but also consider the welfare of its employees (Mejia, Balkin, Cardy, 2006). In this regard, the reputation of a business is not built by the amount of profits that the business generates; neither by volume of production, but by how well the business treats its employees and the public at large. Nike Company should be guided by such motives and thus, there will be a right to argue that WRC has a r ight to argue that the FLA is a tool of industry.Advertising We will write a custom essay sample on Nike: The Sweatshop specifically for you for only $16.05 $11/page Learn More If Nike does not make any adjustments to the working conditions, and assuming that all the challenges stems out from the â€Å"Sweatshop†, the issue may turn into a global problem and the global solution is closing down the company. Therefore, global managers should ensure that there is enough marketing research within their target markets before deciding on the products and services to offer. References Bateman, T.S Snell, S.A. (2009). Management: Leading and Collaborating in the Competitive World (8th ed.). New York: The McGraw-Hill Companies. Hill, C. W. (2009). International business. Competing in the Global Marketplace (7th ed). Boston, MA: McGraw-Hill. Mejia, L. G., Balkin, D. B. Cardy L. R. (2006). Management: People, Performance, Change. New York: McGraw-Hill. This essay on Nike: The Sweatshop was written and submitted by user Ryleigh Dalton to help you with your own studies. You are free to use it for research and reference purposes in order to write your own paper; however, you must cite it accordingly. You can donate your paper here.

Free Essays on Origin Of Pi

The Greek letter * (pi) is used internationally to represent the number that is the ratio of the circumference of a circle to its diameter or the ratio of the area of a circle to the square of its radius. Pi is an irrational number, which means that pi is a number that cannot be expressed in a simple fraction or as a decimal with a set number of decimal places. Pi is also a transcendental number, that is, pi is a number that is not expressible as the root or quotient of integers and pi is a non-repeating infinite decimal. The origin of pi is hard to measure since pi, as a constant has been known for so long. The earliest recorded incidents of pi came from early Babylonian and Egypt, where most mathematics originated. The first known record of pi comes from the Rhind Papyrus (1650 B.C.), where the Egyptians calculated pi to be equal to 4(8/9)2 or 3.1605 , which is very close to the value used today. The value that the Egyptians used is believed to date around 2000 B.C. The next reference to a calculation of pi is by the Babylonians. The Babylonians are thought to have used a few different values for pi. One value believed to be approximated for pi by the Babylonians is 3 1/8 (3.125), a value at least as good as the Egyptian value. In the Old Babylonian period (ca. 1800-1600 B.C.) the circumference of a circle was found by taking three times the diameter, which is the same as using pi equal to 3. Around the same time as the Egyptians and Babylonians, the Indians used the square root of 10 to approximate pi. This value used by the Indians is almost as good as both the Egyptians’ and Babylonians’. All three approximations have an error at the second decimal place. The Hebrews also used a value of 3 to find the circumference of a circle. The pi approximation used by the Hebrews appears in the Old Testament. The verse is written: And he made a molten sea, ten cubits from the one brim to the other: it was round all about, and h... Free Essays on Origin Of Pi Free Essays on Origin Of Pi The Greek letter * (pi) is used internationally to represent the number that is the ratio of the circumference of a circle to its diameter or the ratio of the area of a circle to the square of its radius. Pi is an irrational number, which means that pi is a number that cannot be expressed in a simple fraction or as a decimal with a set number of decimal places. Pi is also a transcendental number, that is, pi is a number that is not expressible as the root or quotient of integers and pi is a non-repeating infinite decimal. The origin of pi is hard to measure since pi, as a constant has been known for so long. The earliest recorded incidents of pi came from early Babylonian and Egypt, where most mathematics originated. The first known record of pi comes from the Rhind Papyrus (1650 B.C.), where the Egyptians calculated pi to be equal to 4(8/9)2 or 3.1605 , which is very close to the value used today. The value that the Egyptians used is believed to date around 2000 B.C. The next reference to a calculation of pi is by the Babylonians. The Babylonians are thought to have used a few different values for pi. One value believed to be approximated for pi by the Babylonians is 3 1/8 (3.125), a value at least as good as the Egyptian value. In the Old Babylonian period (ca. 1800-1600 B.C.) the circumference of a circle was found by taking three times the diameter, which is the same as using pi equal to 3. Around the same time as the Egyptians and Babylonians, the Indians used the square root of 10 to approximate pi. This value used by the Indians is almost as good as both the Egyptians’ and Babylonians’. All three approximations have an error at the second decimal place. The Hebrews also used a value of 3 to find the circumference of a circle. The pi approximation used by the Hebrews appears in the Old Testament. The verse is written: And he made a molten sea, ten cubits from the one brim to the other: it was round all about, and h...

Significant works of art Essay Example | Topics and Well Written Essays - 1250 words

Significant works of art - Essay Example Even though The Papal Basilica of Saint Peter and Hà ´tel de Soubise are different types of architecture, it is critical to note that they share similarities. Both the pieces of arts were developed during a period that was dominated by nobility and monarchy (Palmer 230). Trends within the society demanded glorification of power and luxuriousness of the ruling monarchy and religious congregations (Kleiner 730). The Papal Basilica of Saint Peter in the city of Vatican portrays qualities that are directly associated with monarchy and authority. This includes imperial rule and the significance of the rule of law. Its public presence enables the building serve as a channel of authority. It is believed to be the holiest site in Christianity as it is St. Peter’s traditional burial site. The architecture calls some attention that from a distance it is highly recognizable. The portrayal of such artistic values acts as a global movement that lay more emphasis on developing actual plans rather than sculptures and figures. On the other hand, Kleiner (2013) notes â€Å"rococo style suggested the taste and social initiative of women...† (p. 729). Thus, wealthy and ambitious society that was dominated by women in France hosted visitors in their salons and private spheres that had a defining female taste based in the artistic rococo style (Honour & Flemin 571- 609). One of these was Hà ´tel de Soubise that was constructed for the Prince and Princess de Soubise. Therefore, both designs were shaped by the societal trends and attempted to portray emotional effects through their depictions (Kleiner 729). Both buildings are quite appealing and luxurious with rich decorations and enough space. In addition, both the architects emphasize on cultural background and socio-political conditions as themes present during their specific periods of existence. In their presentation, both pieces delve more into the use of

Twilight of the idols by Friedrich Nietzsche Essay

Twilight of the idols by Friedrich Nietzsche - Essay Example Nietzsche viewed Christianity as a historical irony because of the way the Christian church developed in opposition to the Evangel and the early Christianity. He continues to criticize Christianity as anti-natural as he argues that mankind has developed into a weak and sickly type of human being out of fear which is as a result of Christianity. Mankind has become corrupt and depraved off its highest values therefore losing its instinct thus preferring what is harmful to it. He blames Christianity for restructuring the human instinct and demonizing it to a stronger and higher being. The Christianity teaching of the original sin depraved humans of their intellectual strength and created a weak version of human kind due to the spiritualization of passion. Nietzsche claims that Christianity and its morality are based on fiction (Nietzsche, p20). The morals of the Christian religion are built around hatred for nature. He argues that Christian God reflects decadence and if Christians would exude confidence and strength, their God would be destructive as well as good (Nietzsche, p21). The Christian God is a â€Å"declaration of war against life, against nature and the will to live† (Nietzsche, p23). Nietzsche illustrates how the effect of Christianity spiritualization of passion led to the revolt against the Jewish priesthood. Christianity denounced the Jewish church and largely opposed to nature, reality and greatly negated it. The Jewish people were holy and chosen according to Nietzsche but Christianity anti-nature is clearly depicted with their dissatisfaction with the Jewish priests and

Paper narrative Essay Example | Topics and Well Written Essays - 250 words

Paper narrative - Essay Example Removal of $10000 from regular salaries would transfer the lost value to training of stuff however a progressive strategy should be developed to implement this reduction. Training is also an incentive therefore justifiable to remove $5000 from incentive expense and direct to training. Under category employee benefits line item for compensating unemployed is not beneficial to the court removing $10000 reduces that expense. Removing $5000 from group insurance to raise unfunded training is also beneficial. Regrettably under the contemporary economic slump as well as high travel and tuition expenses it is not beneficial for the court for the employees to get out-of- state training. Coupled on the accumulative caseloads and workloads makes it even more demanding. Considering on job training is the best alternative such online courses (Financial administration, 2009). Minimizing cost is the major concept used in my proposed budgetary cuts. Line items that are related to employees are high ranking on priority proposed list for cuts. The cuts are applicable since employees are at the center of the mandated training. A system where the same employees fund the training is a viable approach (Financial administration,

Human Resource Management in Health

Human Resource Management in Health Human Resource Management in Health Assessment 1 Managing Bullying and Harassment Background Bullying and harassment is not only unacceptable, it is unlawful under both the Commonwealth of Australia and the state legislations. There are many acts which prohibit bullying and harassment and discrimination like the Affirmative Action (Equal Opportunity for Women) Act 1986, Disability Discrimination Act 1992, Equal Employment Opportunity (Commonwealth Authorities) Act 1987, Human Rights and Equal Opportunity Commission Act 1996, Human Rights (Sexual Conduct) Act 1994, Privacy Act 1988, Racial Discrimination Act 1975, Racial Hatred Act 1995 and Sex Discrimination Act 1984 at the federal level (Comcare, 2010) and the Anti-Discrimination Act 1977, Disability Services Act 2006 and Privacy and Personal Information Protection Act 1998 at the state (NSW) level. Harassment and bullying is not just unlawful during working hours or in the workplace itself. It is also unlawful in any work-related context, including conferences, business or field trips, work functions and work end of year p arties. Harassing and/or bullying behaviour may be by a supervisor or manager, a co-worker, a contractor, an advisor or others associated with the organisation. Anti-bullying or anti-harassment policies at workplace should provide safe and productive environment where the dignity of every individual should be equally respected. The workplace should ensure to provide fair and equitable treatment to all the employees regardless of their protected characteristics such as sex, age, race, disability, sexual orientation, physical characteristics marital status, religious or political belief, parental or carer status, pregnancy, gender identity, family responsibilities or any other personal attribute under law. Harassment at workplace can include unwanted physical contact, verbal abuse and threat, offensive gestures, unwelcome and offensive remarks, jokes or innuendos, unwanted sexual propositions or demands, practical jokes that cause awkwardness, embarrassment or distress, unwelcome personal contact outside the workplace, unwelcome invitations or requests, intimidation, suggestive behaviour, the display of offensive notices or posters, mocking co mments about a persons appearance or manner of speech etc. Workplace bullying can involve humiliation, domination, intimidation, victimisation and all forms of harassment including that based on sex, race, disability, homosexuality or transgender. Bullying of any form or for any reason can have long-term effects on those involved including bystanders. Bullying behaviour can be verbal (e.g. name calling, teasing, abuse, putdowns, sarcasm, insults, threats), physical (e.g. hitting, punching, kicking, scratching, tripping, spitting), social ( e.g. ignoring, excluding, ostracising, alienating, making inappropriate gestures) or psychological (e.g. spreading rumours, dirty looks, hiding or damaging possessions, malicious SMS and email messages, inappropriate use of camera phones). Literature review of the anti-bullying and anti-harassment measures In Australia, the workplaces identify bullying by the three criteria mentioned in most of the anti-bullying, anti-harassment and anti- discrimination policies (Comcare,2010; NT WorkSafe, 2012; SafeWork South Australia, 2010; WorkCover NSW, 2009; Workplace Health and Safety Queensland, 2004; WorkSafe Victoria, 2009; WorkSafe Western Australia, 2010). The criteria are, they are repeated rather than singular, unreasonable and pose a risk to cause health and safety issues. Bullying and harassment not only have an effect on the health of the individuals being bullied (Einarsen et al, 2011) but also have significant financial implications on the organisations that do not take measures to prevent them (Australian Productivity Commission, 2010; Einarsen et al, 2011). Therefore preventing bullying/harassment by providing safe work environment in order to avoid psychological impact on the worker’s health are the organisation’s responsibility (Lyon Livermore, 2007). There is considerable literature around the causes of the work place aggression/bullying which are placed into three classes ‘internal’ and ‘external’ factors and their ‘interaction’. For example, internal influences are related to the personality or the severity of illness of the patients whereas external influences focus on factors like shortage of staff or noisy stressful work environment. The interactional approach acknowledges the interplay of the internal and external factors in triggering maintaining and exacerbation workplace aggression which is manifested through harassment or bullying of the staff. The workplace should not tolerate harassment, bullying or discriminative behaviour of any kind, whether it is by the managers, staff, contractors, advisors or others associated with the organisation in the course of its operations. All staff should be informed and trained at the time of employment, the organisations stance on harassment, bullying and discrimination. Increased awareness will persuade staff to have ‘zero tolerance’ for bullying and will encourage workers to combat it either by refusing to take part in it or by not keeping silent and reporting the incident on time. Furthermore early intervention is important. Regular workplace surveys and informal and formal discussions with the workers will help secure early intervention (Moore, Lynch Smith, 2006). Workplace bullying and harassment in the health sector affects not only the professional but also the personal lives of the staff. They have an impact on the patients they care for and on the organisations reputations and the fiscal health. For example it was evident from one of the studies that nurses feel less safe at work primarily because of their colleagues bullying and harassment than from the patients or their relatives. Poor staff relations and negative organisational environments were identified as the main reasons for the workplace bullying (Farrell Shafiei, 2012). Hence positive organisational environments including support from the supervisors, managers and colleagues can help buffer the negative influences of the workplace bullying and harassment as well as enhancing the staff’s perception to cope with the situation when it arises (Parzefall Salin, 2010). Moreover where there is support from the colleagues and the managers, and where training and information to deal with the workplace bullying is available to the staff, it is observed that these can help buffer some of the negative health consequences of the bullying and violence (Schat Kelloway, 2003). In order to reduce the incidence of bullying in the public health organisations in Australia, research suggests that the focus should be on four areas of the people management practices which include the quality and frequency of the performance feedback, level of supportive leadership, building an engaging work team environment and establishing managers have accountability for people management (Cotton et al, 2008).These four areas of people management practices can be achieved by taking a proactive approach to bullying through promoting a positive workplace culture, senior management commitment, developing a bullying policy and related procedures, communication and consultation, monitoring of the work climate by surveys and other methods and informing training and instructing the employees (Comcare, 2010) In the health service organisations, management and staff are equally responsible to prevent the bullying and harassment at the workplace. Management has the responsibility to monitor the working environment to ensure that acceptable standards of conduct are observed at all times, model appropriate behaviour themselves, promote organisations anti-harassment policy within their work area, treat all complaints seriously and take immediate action to investigate and resolve the matter. Staff has the responsibility to comply with the organisations anti-harassment policy, offer support to anyone who is harassed and advise them where they can get help and advice, maintain complete confidentiality during the investigation of a harassment complaint, report bullying, harassment and offensive behaviour, even if not involved, to management. Over the past few years Victoria State has strictly implemented a number of anti-harassment and anti-bullying initiatives in their public health system inclu ding workplace redesign, provision of personal duress alarms, employment of specially trained security staff and so forth. However their translation to practice is left to individual health organisations as a result of which they were rarely followed up to know if the above initiatives were successful. This lack of evaluation measures reflects the situation that is prevalent across the Australia in respect to workplace bullying, where there is no agreed national approach and little in the way of the systematic program appraisal (Farrell Cubit, 2005). Conclusion There was some concerns in the past that the anti- bullying preventive measures mentioned in the literature and the polices adopted by the health service organisations were not in tandem with each other as a result of which the services failed to prevent and intervene in bullying. However recent studies has provided evidence that not only the Australian health care organisations are starting to make active efforts to prevent harassment and bullying, but also their efforts agree fairly with the recommendations emanating from the research world. Furthermore the Human Resources departments in the health care organisations seem to recognise the importance of dealing with the bullying and hence go beyond just formulating the policies or training the staff. The active involvement of the Human Resource personnel also negates the popular belief in the past that it is the role of the managers and the immediate supervisors and not the HR department to intervene in preventing the bullying at th e workplace. There is a need to implement the HR practices like attitude and training surveys, formal appraisal discussions and performance based pay etc. in the health care organisations. The other key factor that needs to be changed in the health care organisations is that the anti- bullying action is rather undertaken for the problems reported and not as a preventive measure. In other words many health organisations adopt anti-bullying measures as part of a reactive rather than a proactive strategy. Also there is an urgent need to recognise that the anti-bullying polices in the health services should be framed based on the needs and requirements of the local organisation and not copy pasting from other sources or merely imitating other organisations. Thus, a policy that does not address the local organisation needs is less likely to be adapted, less likely to be implemented and less likely to be applied when the bullying actually occurs. Furthermore, it is observed that there is severe lack of evaluations and surveys to identify the effectiveness of the currently practised anti-bullying measures in the health organisations. As health services are becoming increasingly complex in terms of staff, resources, communications and so forth, they should have clear expectations regarding the transparency of the employer’s interpersonal interactions to avoid the occurrence of the complex or troublesome interpersonal dynamics. The health organisations should take all complaints of harassment, bullying and/or discrimination seriously and deal with them promptly in a spirit of compassion and justice. They should ensure that the privacy is maintained and the complainants and witnesses are not victimised in any way either by the management or the employees. References: Australian Productivity Commission 2010, Performance benchmarking of Australian business regulation: Occupational health and safety, Canberra, viewed 25 March 2014, http://www.pc.gov.au/__data/assets/pdf_file/0007/96163/ohs-report.pdf. Comcare. 2010. Preventing and managing bullying at work – A guide for employers (OHS65), Canberra, viewed 25 March 2014, http://www.comcare.gov.au/forms__and__publications/publications/safety_and_prevention/?a=40108 Cotton P, Hart P, Palmer R, Armstrong K, Schembri C 2008, Working well: An organisational approach to preventing psychological injury, a guide for corporate, HR and OHS managers. Comcare, Viewed 25 March 2014, http://www.comcare.gov.au/forms__and__publications/publications/safety_and_prevention/?a=41369 Einarsen S, Hoel H, Zapf D, Cooper CL 2011, Bullying and harassment in the workplace: Development in theory, research and practice, 2nd edn, CRC Press, Boca Raton, FL. Farrell G Cubit K 2005, Nurses under threat: a comparison of content of 28 aggression management programs. International Journal of Mental Health Nursing, vol.14 no.1, pp. 44–53. Farrell GA Shafiei T 2012, Workplace aggression, including bullying in nursing and midwifery: A descriptive survey (the SWAB study), International Journal of Nursing Studies, vol. 49, pp.1423–1431. Lyon G Livermore G 2007, ‘The regulation of workplace bullying’, Melbourne: WorkSafe Victoria. Moore MO, Lynch J, Smith M 2006, ‘The way forward’, Proceedings from the 5th international conference on bullying and harassment in the workplace, Trinity College, Dublin, pp. 129–131. NT WorkSafe 2012, Prevention of bullying at work – Employers, Darwin, viewed 26 March 2014, http://www.worksafe.nt.gov.au/Bulletins/Bulletins/15.01.12.pdf. Parzefall MR Salin DM 2010, Perceptions of and reactions to workplace bullying: a social exchange perspective, Human Relations, vol.63, no.6, pp.761–780. SafeWork South Australia 2010, Preventing workplace bullying: A practical guide for employers, (0095), Adelaide, viewed 26 March 2014, http://www.stopbullyingsa.com.au/documents/bullying_employers.pdf. Schat AC Kelloway EK 2003, Reducing the adverse consequences of workplace aggression and violence: the buffering effects of organizational support, Journal of Occupational Health Psychology, vol.8, no.2, pp.110–122. WorkCover NSW 2009, Preventing and responding to bullying at work, (WC02054), Sydney: WorkCover Authority of NSW, viewed 26 March 2014, http://www.workcover.nsw.gov.au/formspublications/publications/Documents/bullying_at_work_2054.pdf. Workplace Health and Safety Queensland 2004, Prevention of workplace harassment – Code of practice 2004, (PN11183), Brisbane, viewed 26 March 2014, http://www.deir.qld.gov.au/workplace/resources/pdfs/prevention-workplace-harassment-cop-2004.pdf. WorkSafe Victoria 2009, Preventing and responding to bullying at work, Melbourne, viewed 26 March 2014, http://www.worksafe.vic.gov.au/wps/wcm/connect/f61387004071f2b98ca4dee1fb554c40/WSV585_05_04.10WEBsmall.pdf?MOD=AJPERES. WorkSafe Western Australia 2010, Code of practice – Violence, aggression and bullying at work, Perth, viewed 26 March 2014, http://www.commerce.wa.gov.au/WorkSafe/PDF/Codes_of_Practice/Code_violence.pdf.

Essay examples --

Steven Spielberg’s film â€Å"Amistad† and Howard Jones’ book â€Å"Mutiny on the Amistad† both tell the story of a group of slaves who were able to take over a ship called the Amistad just off the coast of Cuba in attempts to sail home to west Africa. After being tricked by the two remaining crewmembers into sailing up the east coast of America, the slaves are captured and thrown into a life changing legal battle, one of the most famous trials in history. Eventually, the group of slaves were granted their freedom and allowed to return to their homes. Both Spielberg and Jones focused on the events leading up to the trial, the outcome of the trial, as well as its significance, however Jones told the story with more depth, details, and accuracy. However even with this being said, there are still things that can be learned through viewing this film. When viewing the film, students will learn and get a feel for a general outline of the events that took place. The film does not go into much detail about any of the characters or main events, however does focus on the trials and their eventual verdicts. Also, in typical Spielberg fashion, the cinematography of the movie helps to provide very detailed visuals of the horrifying nature of slavery, evident in the conditions we see on the two ships, the Amistad and the Tecora. Though what went on aboard the ships in the film may or may not have actually happened, it if safe to say actual events probably were not that far off. At the most, this film may provide some background information on the events that took place during this time, and which may lead to further interest in the viewer. As previously stated, both the film and the book deal with the events of the Amistad and the fate of the slaves ... ... speeches, testimonies, etc. to put together an in depth look at the Amistad, along with many more sources which can be found at the end of the book (pg. 222-259). When it comes to teaching history in university, the fact that the book used many more reputable resources and remained true to the story makes it more suited and superior to the movie. The book is a more reliable source and a more accurate representation of all events that occurred, written from each angle. As stated earlier, Steven Spielberg put together very well made movie and includes many of the main events that occurred at the time, however due its inaccuracy and lack of detail regarding all events, it should not be used in teaching. It may be used to gauge interest and lead to further readings, however it should not be used over the book to teach the significance of this historical event.