Joseph D. Atkinson

There was Mary and one other African American women working in the East Computers. The other lady was Dorothy Vaughan. Mary and Dorothy helped NASA by providing important information that was later used in the early days of the NASA space program.

This is a report of an Interview with Karen Gordon-Sosby, associate director at Texas State Student Health Center. Karen is a highly motivated professional, an experienced healthcare administrator and appears to possess inherent management and leadership skills that are quite significant and noteworthy. Her expertise in performing the indispensable task in managing and analyzing financial records, brings a unique blend of health administration and public health prowess to the healthcare industry.

While applying to an ad to work at NASA, this woman was the only one out of the 1,000 people that replied to the ad that had the opportunity to talk to Kraft, the “head” of NASA. It was a tremendous deal to talk to the boss guy . Right then and there she knew she made it into NASA to be an astronaut.( Sally Ride taking off ) It was the changing point of her career and other women’s careers that she helped influence. "I was so dazzled to be on the crew and go into space I remembered very little of what he said," Sally Ride from Time magazine. This quote entities that Ride was exceptionally enthusiastic to be able to join NASA as a woman. The former astronaut was determined to land where she expected, if not more. Ride defied the odds of being a woman and being intelligent at the same time.

Out of 2,000 she was one of the 15 chosen on June 4,1987 She had become the first African American women to be admitted into the training program. Unfortunately the challenger and columbia shuttle’s had just destroyed when she applied her resume because it took a while for NASA to recover. After completing extensive training she was assigned to the shuttle Endeavor for a 190 hour mission. On September 20,1992 Mae became the first colored women in space. Which she commented that “Society should recognize how much both women and members of other minority groups can contribute if given the

1960 during a racial time in the United States, three African-American women changed the way women work forever. Christine Darden had a lot of accomplishments with her career but two of her accomplishments were more important to her than others. Christine Darden, Katherine Johnson, and Dorothy Vaughn were three women who joined the NASA association during the 1960’s.

Jebidiah Ethan Smith (1 December 1808-23 June 1870?) was born in city of Hastings, in the county of East Sussex, on the south coast of England. He was an English Oxford Professor, archaeologist, scholar, occultist, ceremonial magician, ancient world explorer and curator. His crowning accomplishment was the translation and publication of "A Commentary on the Book of Gates" and promoted an unnamed religion of the First Gods. He had never considered himself a prophet of this belief but considered himself a medium responsible for guiding the world into the coming Age of the First Gods.

“There is a fascination with the idea that one has 'seen someone else do something' before one can achieve it. Maybe that's true in some cases, but clearly it is not a requirement. I knew what I wanted to do.”-Mae C. Jemison. When the space shuttle Endeavour blasted off on it’s second mission on September 12, 1992, it carried the first African-American women into space. Mae C. Jemison was not only an astronaut, she’s also a physician, a Peace Corps volunteer, a teacher, and a founder and president of two technology companies.

Both services seek to ensure that, in terms of race and ethnicity, the group of officers commissioned in the year 2000 roughly reflects the overall population: 12 percent African American, 12 percent Hispanic, and 5 percent Asian. Department of the Navy officials point out that this represents a significantly more aggressive goal than had been the case, when the focus for comparison had been on college graduates; the more aggressive goal implies vigorous outreach and other efforts. Moreover, the Navy and the Marine Corps have set specific year-by-year targets for meeting the 12/12/5 goal.” (1995) When taking affirmative action, one must be careful not to establish quotas. This would start to become the glass ceiling, glass walls, or glass escalator. When a corporation, military, or business starts to promote unqualified minorities to fill a quota, that is just a bad and discriminatory as being racist or profiling.

In 1959, NASA selected the first seven people to become U.S. astronauts. Including those original seven men, only 338 people have had the honor of being selected. However, it wasn’t until 1986 that the first Latino was sent into the great unknown, and another seven years before the first Latina began logging hours in space.

After watching the movie Hidden Figures from Humanities class. The way how three African American women, who were Katherine Johnson, Mary Jackson, and Dorothy Vaughan gain the respect of the white men in NASA was admirable. They did excellent jobs to make white people changed their mind about giving respect to African American people. They dared to think and dare to do what they have thoughts. They used their gray matter to contribute to the space race of the United States vs. Russia at that moment, and also they changed the white men thoughts about colored people.

Equal Employment Opportunity (EEO) laws have helped shape the workforce today and they have greatly contributed to the introduction of diversity in the working environment. No longer are people rejected of employment based on their race, gender, age, or disability. The labor force has increased from 62 million people in 1950 to over 159 million people in the labor force today (Toolsi). The passing of the EEO laws proved to be a great advancement in the diversity of the workforce and treatment of employees, but it was a tremendous battle to get where we are today. Before the passing of these laws, unequal treatment was normal and discrimination was common among the majority of employers. This made acquiring employment difficult and caused many people to be unemployed. Three Equal Employment Opportunity laws that helped diminish these discriminatory practices were Title VII of the Civil Rights Act of 1964, the Equal Pay Act of 1963, and the American with Disabilities Act of 1990. For each law, I will describe what it enforces and explain the actions that happened in society and the workplace that made these laws necessary. I will discuss important political figures that contributed to the passing of these laws. Lastly, I will examine how each law has improved human resources and has led to better management of employees overall.

My impression from these courses was that Public Administration integrated policy, management, and economics. This was the perfect counterpart to my undergraduate focus as well as an adequate description of my responsibility as an Office Manager at the University of Georgia’s Terry College of Business in the Marketing and Communications department. Additionally, I examined my involvement in the Staff Representative Group for Terry College and Terry's Business and Professional Staff group. Both groups serve as representation for the employees of the college. I was able to use my education while participating in these groups as well. Public administration was functional in both my job and as a member of the aforementioned groups. It functioned differently, in part, because each situation had a completely different sense of urgency. I delved further into how it was applied in and evaluated the decision making process in each setting. In both, the rational choice theory was used in an effort to maximize benefits and minimize costs. In other words, decisions were made using a cost-benefit analysis of the different actions with the objective being the greatest benefit at the lowest cost. The emphasis is usually placed on lowest cost which does not always guarantee the greatest reward.

They were so desperate to give the black girl a chance. She was so good at numbers that everybody there got past the part that she was black. The people at NASA wanted to win the race so bad that they put away their feelings about race in a different form. Our world could be so much better if we would let everyone have an equal opportunity to improve the math that we have to work with. The math equations were hopefully doubled in Hidden Figures, and so was equality. One problem is in science or space races is that people want credit for what they do. They didn’t want the black girl to solve the problems and be right and her be the one to get acknowledge because that would be awful if that ever happened. That’s not the point though. The point is that it shouldn’t matter who gets the credit because everyone should work together instead of being selfish. If something was wrong with the numbers, someone could’ve died and it would’ve been on NASA’s

Luther Gulick was an expert on public administration, and one of the founders of the American Society for Public Administration. Gulick famously defined public administration as POSDCORB: planning, organizing, staffing, directing, coordinating, reporting and budgeting. He put it more simply, claiming that the global content of the field of public administration is set by the environment, not by logic; if government does it, it can be considered public administration (“Social Security History,” n.d.). Michele, the executive director of the Orange County Medical Association, realized that there was a lot of work to be done and that many of the association's priorities need to be set straight in order for the association to remain on the cutting edge and merge successfully into the 21st century. The prior executive director functioned primarily as an office manager and order taker for the president and executive committee. All seven staff members reported to her

Are the requirements for success in an occupation the same for people of color as for whites? For women as for men? (Leong 1995). Research has demonstrated real differences in the abilities of different gender, racial, and socioeconomic groups, but what factors brought about these differences? According to Helms and Piper (in "Special Issue" 1994), there is "no valid reason for explaining or anticipating consistent between-group differences on the basis of race per se" (p. 125); such diferences may result from shared cultural socialization experiences. Likewise, "differences in abilities, achievements, personality, interests, and values between men and women do exist, [but] they are often rather small" (ibid., p. 54).