Pros and Cons of Differentiated Instruction Essay -- Education Educati

Pros of Differentiated Instruction   Ã‚  Ã‚  Ã‚  Ã‚  Differentiated instruction is a way of thinking about teaching and learning. It means using a variety of instructional strategies that address diverse student learning needs. It places students at the center of teaching and learning and student needs drive instructional planning. Differentiated learning is a way to enhance learning for all students by engaging them in activities that respond to particular learning needs, strengths and preferences (Wikipedia, 2002). Realization that learners vary in their readiness, interests, and learning is crucial to student success. It is very important that students of diverse cultural backgrounds have a variety of instructional strategies to foster education and learning. It is great to have a melting pot effect but at the same time everyone is different and these differences must be addressed. Understanding this point, educators then work towards mastering the same themes and skills in their classroom but utilize different content, strategies, and products to achieve the curricular goals. If everyone is taught at the same level using the same strategies then education becomes robotic and mechanical. When put in practice, the differentiated learning classroom may appear as chaos but in reality it is a workshop like atmosphere. The teacher becomes more of a facilitator as they travel from group to group, participating with and mentoring students through the activities. The goals of differentiated instruction are to develop challenging and engaging tasks for each learner (from low-end learner to high-end learner). The low-end learner or lower functioning learner needs different strategies and modifications then the average or high-end learner. For example, the low-end learner may need to have the content modified so that it is simplified to meet students’ needs at that level. Low-end learners may not be able to attain grade-level appropriate curriculum objectives; however, all learners need the opportunity to be successful at their individual instructional levels. Average learners are typically able to attain grade-level appropriate curriculum objectives, but may need adapta tions in content such as more time to complete tasks and hands on experiences to reach their full potential. High-end learners may be above the grade-level curriculum objectives and need to be provide... ...do things the way they have always been done in a building can be detrimental to creative, innovative new professionals (Holloway, 2000). Having the expectation that all teachers will differentiate will help to dissolve this kind of negative peer pressure. While it is possible for a teacher to successfully implement differentiated instruction in his or her classroom without the above supports, one can see that teachers and students will be more likely to thrive when the above constraints and roadblocks are removed (Scherer, 2000). References Holloway, J. H. (2000). Preparing teachers for differentiated instruction. Educational Leadership, September 2000, pp. 82-83. Scherer, M. (2000, September). Perspectives/ Standardized instruction - effects may vary. Journal of the Association for Supervision and Curriculum Development, 58(1), p. 5. Tomlinson, C. A. (1996). Differentiating Instruction for Mixed-ability Classrooms. Alexandria, VA: Association for Supervision and Curriculum Development. Wikipedia: The Free Encyclopedia (http://www.mywiseowl.com/articles/Differentiated_Learning) is a well organized site for locating information concerning differentiate learning.

Is the Game Theory, the Right Game Essay

Yes, indeed the game theory is the right game. Business is not about winning and losing nor is it about how well you play the game. The essence of business success lies in making sure you’re playing the right game. The challenge for us is to make sure we’re playing the right game. There are times in our life that we think we are in the right game but suddenly we realize that it is not the game we should play. For example, the course that you choose in college, you enrolled in accounting because your parents said so or because you don’t have any choice yet but you don’t possess the passion, attitude and skills an accountant must have. That is an evidence that you are in the wrong course, the remedy is to change your course into the course you love and possess the skills and passion for. To every action, there is a reaction. You have to look forward into the game and then reason backward to figure out which of today’s actions will lead you to where you want to end up. In order to succeed we need to go beyond the threats and opportunities that might occur and what we what to become in the future but we need also to be realistic and not too imaginary. Thus, after looking forward we make the action that will lead us to where we what to be. The decisions and actions you make today will affect our future career. So make the right actions and decisions. You cannot take away from the game more than you bring to it. You cannot take away more than your added value. Don’t remove something that contribute to your strengths, keep and maintain them. The main focus is allocentrism. It is the importance of focusing on others. You have to put yourself in the shoes and even in the heads of other players. You have to ask not what other players can bring to you but what you can bring to other players. It’s changing our mind-set into other players mind-set because if you know what and how they think it’s easy for you to discern what they need and what to the betterment of the company. Successful business strategy is about actively shaping the game you play, not just playing the game you find. It’s true that we should actively shape the game we play. It means that finding a continuous improvement and not just be stagnant in where you are now. We should find a way to increase and improve to the next level as years pass by. Understanding other players can help find new strategies for changing the game or new applications of existing strategies. In changing the game we should understand the players, added value, rules, tactics and scope. There is nothing permanent in this world we should actively change into better. The world is constantly changing and we need to adapt to it for us not to be left behind. In conclusion I agree that we should be a game maker than a game taker. We should have a coopetition mind-set and to be an allocentric. I believe that in business and even in our own lives there is no end to the game of changing the game. It is always an on going process that we should adapt and be flexible to it. We should be alert and wise to make decisions and actions because our decisions and actions today will change and have an effect to our future career.

President Richard Nixon An Unethical Leader - 2085 Words

Synthesis Essay Dean Kunz SNCOA-ALE 19 May 2016 MSgt Blaine Holland Synthesis Essay on President Richard Nixon Scandal! I am not a crook, Watergate, impeachment, resignation, one final â€Å"two handed V†; which president comes to mind? President Richard M. Nixon was a visionary leader; but an unethical leader. This paper will examine two visionary leadership traits of President Nixon, two unethical leadership skills of Nixon and then look to my own career for two personal examples of visionary and two unethical leadership skills I portrayed. Nixon’s visionary leadership was on display when it came to dealing with Communist countries and recession on the home front. By using the full range leadership (FRL) process of contingent reward, Nixon focused relations with China to establish common political grounds. Using cognitive adaptability, Nixon was able to reign in the 1970’s recession. He applied FRL tactics to push his agenda towards politics and economic policy. But, Nixon’s unethical leadership trait, drive for success, led to the Watergate Scandal. Also , he failed to use the reasoning element of implication when he discharged the Special Prosecutor of the Watergate investigation. After discussing President Nixon’s visionary but unethical leadership, I’ll apply these same principles to myself by showing examples of how I used contingent reward and cognitive adaptability techniques in my Air Force career. Finally, I’ll discuss how drive for successShow MoreRelatedEssay about Past Political Controversies2078 Words   |  9 PagesLeaders are constantly making decisions that are based on their values and directly affect their constituents. Some of those decisions are insignificant, and only affect people in the short term. Some are bigger and determine the long-term fate of society; and others go even further as to determine who those leaders are as people and how they will leave society for future generations (Joseph, 2001). Socrates raised the question, â€Å"What is a virtuous man, and what is a virtuous soc iety?† In observingRead MoreThe Watergate Scandal Essay examples2129 Words   |  9 PagesThe Watergate Scandal Introduction Watergate was the name of the biggest political scandal in United States history. It included various illegal activities constructed to help President Richard Nixon win reelection in the 1972 presidential elections. Watergate included burglary, wire tapping, violations of campaign financing laws, and sabotage and attempted use of government agencies to harm political opponents. It also involved a cover-up of conduct. 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In my eyes, how can America be the land of the free and the home of the brave when citizens are unable to be free in their choices and are forced to be brave to act against these unethical doings? We have seen reforms take place to minimize discrimination throughout the course of our history, but it is a continuous problem where there seems to be little hope for elimination. The only possibility I can see for the removal of discrimination

Suffering in Charlotte Brontes Jane Eyre Essay - 890 Words

nbsp;nbsp;nbsp;nbsp;nbsp;nbsp;nbsp;nbsp;nbsp;nbsp;nbsp;nbsp;nbsp;nbsp;nbsp;nbsp;nbsp;nbsp;nbsp;nbsp;nbsp;nbsp;nbsp;nbsp;nbsp;Janes Journey Through Suffering in Jane Erye nbsp;nbsp;nbsp;nbsp;nbsp; nbsp;nbsp;nbsp;nbsp;nbsp;In the book Jane Erye by Charolette Bronte, Jane encounters many different settings and people. Jane is put through horrible suffering and refuses to give her abusers the satisfaction of viewing her inner anguish. Jane accomplishes this through stoicism. This occurs many times in the book throughout Janes life. Within Janes life, she travels through her childhood home Gateshead Hall, Lowood School, and finally Edward Rochesters Thornfield. In each of these locations, Jane†¦show more content†¦This experience causes Janes strength and stoicism to flourish. nbsp;nbsp;nbsp;nbsp;nbsp;In the chapters concerning Janes life at Lowood, Bronte displays a remorseful and intense mortification of Janes vitality. Mr. Brocklehurst, the founder and headmaster of Lowood school has a grim and hypocritical view of Jane. He publicly labels her a liar and leaps at all advantages to make Janes life worse. To escape from retched reality, she relies on her love for literature. This love guides her to a new friend, Helen Burns, who also enjoys literature. Miss Temple, the one teacher who is kind to Jane, teaches her to draw. Jane gains the knowledge of art and is able to see the world from a different point of view. Jane and Helen become best friends and rely on each other for comfort. Just when things begin to look bright for Jane, Helen dies of typhus and Miss Temple is scolded for being kindhearted to the students. Janes basis for optimism is diminished and she turns to God for help. 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Much of the romantic appeal in Jane Eyre comes from Bronte’s own personal history. Many critics argue that the novel is simply a reflection of Bronte’s life. Furthermore, there are several ways in which, Bronte’s life is similar toRead MoreJane Eyre Feminist Analysis1066 Words   |  5 Pagestheir intuition. Jane Eyre, a semi-autobiography by Charlotte Brontà «, is an exemplary novel where an untraditional heroine defies societal normality. The female protagonist Jane Eyre exhibits a self-created drive for personal success and a perpetual ambition to le arn, characteristics customary of men. After the publication of Jane Eyre, many critics has viewed it through the feminist literary lenses, claiming it to contain biblical feminism. In the literary analysis â€Å"Charlotte Brontà «Ã¢â‚¬â„¢s Religion: FaithRead More A Plea for Help in Charlotte Brontes Jane Eyre1563 Words   |  7 Pages One early example of anorexia is present in the novel Jane Eyre. Written in the mid-nineteenth century by Charlotte Brontà «, this book describes a young girl whose personality bears striking similarities with that of a diagnosed anorexic. The life of the main character, Jane, has also been shown to share innumerable similarities with Brontà «s own life. Biographical information from researchers and autobiographical information from Jane Eyre (whether intentional or not) verify that Brontà « had an eatingRead MoreFeminism in Jane Eyre and the wide sargasso sea Essay1061 Words   |  5 PagesLadan Abdullahi Feminism in Jane eyre and Wide Sargasso Sea A patriarchal society is a world in which men are the sole decision makers and hold positions of power and the highest authority. Patriarchy occurs when men are dominant, not necessarily in numbers but in their status related to decision making and power. As a result, women are introduced to a world made by men, and a history refined by a mans actions. 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After analyzing the collectedRead More Gender Role Limitations in Charlotte Brontes Jane Eyre Essay954 Words   |  4 PagesGender Role Limitations in Charlotte Brontes Jane Eyre The nineteenth century Victorian era woman needed wealth or position to avoid a life of drudgery.   Women were viewed as trophies or possessions men owned.   They were not permitted to develop nor expected to, and even venturing out on their own was considered inappropriate.   During the era in which Jane Eyre was published the home and family were seen as the basic unit of stability in society.   At the middle of this foundation stood a wifeRead More Substitute Mothers in Jane Eyre Essay2164 Words   |  9 PagesMothers in Jane Eyre    In Charlotte Bronte’s Jane Eyre, Jane is an orphan who is often mistreated by the family and other people who surround her. 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Analysis Of Frank Jackson s Paper, Epiphenomenal Qualia,...

In Frank Jackson’s paper, â€Å"Epiphenomenal Qualia,† Jackson rejects physicalism, a philosophical theory that states that everything in the world that exists, including all that is mental, is physical. Additionally, physicalists believe that everything in the world can be explained through the laws of fundamental physics. Furthermore, Jackson uses thought experiments such as Mary’s room, in order to demonstrate the non-physical nature that certain experiences can create. Rather, Jackson believes that these non-physical experiences can be explained by information known as â€Å"epiphenomenal qualia.† In this paper, I argue that Jackson successfully introduces epiphenomenalism and proves his theory that physicalism is false, since there are certain experiences, or â€Å"qualia†, that we have that can’t simply be explained through physical notions. In order to fully understand how Jackson came up with his argument, one must first understand what the words â€Å"physicalism† and â€Å"epiphenomenal qualia† actually mean in relation to Jackson’s paper. Jackson explains physicalism as a certain type of materialism, which is the belief that there’s only one main substance in the world and that is matter, or the physical material that make up the â€Å"material world.† Materialism essentially rejects substance dualism, which says that there are two different types of substances that exist, the matter that make up the â€Å"material world† and the mind, which is responsible for our â€Å"mental awareness† and how we feel

Handling Conflict free essay sample

INTRODUCTION: In this world every working organization is having its own conflicts and the way of managing that conflicts are also differ from others. Conflicts can become cause of stress for organization and for individual. There are different types of conflicts and several ways of resolving the conflicts. In this report, the conflicts of one working organization can be shown and the recommendations according to the â€Å"Blake and Mouton’s model of handling conflicts† to solve the conflicts of the organization. BACKGROUND OF ORGANIZATION: The organization is called â€Å"International Media Cooperation† working as private channel since 1990. The organization is based in Pakistan and having one office in Dubai and one in United Kingdom. It broadcasts the transmission to different countries like Dubai, Pakistan, United Kingdom, and United States of America. There are different department in each office having large numbers of employees. There is one labor union to solve small issues of labors. Every department has a manager and an assistant manager. The organization is at the highest position in the market of Pakistan, with many competitors. As other organizations, this organization is also having several conflicts and to keep the organization alive and at the top of others, the conflicts should be resolved. Before exploring the conflict of the organization, it is essential to understand conflict and its types. CONFLICT: Conflict is state of mind it usually arises between two parties and these two parties are aware of that conflict. In any national or multinational organization, every individual has separate values and interest, these values and interest become base of conflicts. Conflict may arise among employees of the organization, between different departments, within working group and with shareholders. Within the organization there are many reasons which can create conflict like wages, equal opportunities, negotiations and employee involvement. CONTRASTING FRAME OF REFERENCING: There are four types of frame of conflict which are based on different characteristics made by ALAN FOX in 1966-1973. These frames are described as follow: 1. Unitarist 2. Pluralist 3. Interactionist 4. Redical †¢ THE UNITARIST: Stephen Ackroyd and Paul Thompson (1999) and Johnson (2000) have given the important points of the unitarist . According to Stephen and Paul, unitarist believes a commonality of interests between organization’s employees and the senior of the organization like managers. Unitarist assumes that manager is changing the behavior of the employees of the organization, having some conflict, by the help of conflict resolving methods. †¢ THE PLURALIST: This frame of reference considers that organization is an assemblage and every group has dissimilar interests which may cause conflicts. This frame refuses, that the employees and the management of the organization are both having same interest. According to the pluralist, the conflict is irresistible but not that much harmful. Conflict can be use as a positive energy by observing the bad points of the organization and to make changes for the betterment of the organization. †¢ THE INTERACTIONIST: This frame of reference assumes that for the effective and impressive performance, the conflict can become one of the energetic and positive force. The interactionist accept that the conflict is unavoidable should be promote whenever it comes forth in view. If there is peaceful environment in every department, the chances of groupthink will be increased as identified by Irving Janis in 1982 and by Coser and Schwenk in 1990. In order to make employees motivated and active, managers in the organization keep fear and conflict but minimum level. †¢ THE RADICAL: The radical frame views that any organization or workplace is the platform where conflict usually arises between employees and manager. This frame is established on the Karl Marx review of capitalism. Marx’s research has two basic elements, the first, â€Å"means of production† which refers to the raw material and machines and, the second, â€Å"organization of labour† which refers to the employees. CONFLICTS CAN CAUSE STRESS: In organization every employee has his own ideas and interests. These separate views can cause conflict and may become a reason to unpleasant environment in the organization. If an employee is in conflict with someone at work, then he can suffer from anger, fear and different psychological problems. Conflict can act as a stressor. According to Landis and Umberson (1988), conflict has strong effect on any individual working in organization. CONFLICTS OF INTERNATIONAL MEDIA COOPERATION: The international media cooperation is medium size organization. It has different offices in different countries. In each office several employees are working at many levels in separate departments. Many senior managers with great experience engage with this organization but the problems usually arise which are uncontrollable for the managers. Nevertheless, experience person in the organization, does effect the performance of the organization but this is the science and technology era which changes rapidly. In this organization abundant of conflicts exist which are becoming reasons of fall of performance and unpleasant environment of the organization. Some of the conflicts of this organization are described as follow. STAFF MANAGEMENT: The international media cooperation works is multinational company. Mostly, transfer of staff in this type of organization is very common. If one experience manager of the east got transferred to the west, problems will create in managing staff of different culture. The communication between employees and the manager of diverse culture becomes arduous. Every country has distinct laws and it has strong influence on the organization. If the manager is not aware of laws of the country, management of employees becomes indurate. CONFLICT BETWEEN MANAGER AND INDIVIDUAL: Though, managers of the organization are skillful but unaware with the latest ways of management. The use of antiquated ideas and practices may become cause of misunderstanding. The mangers of this organization are arrogant and do not want any employee to explore their qualities. In addition, managers become more concern about their jobs because of confronting capable employees of lower positions. Whenever, managers have to cope with multicultural talented employees, managers become impolite and because of this personal fear of managers, the communication gap between managers and employees is increasing steadily. CONFLICT WITHIN GROUPS: In 1997 De Drue and Van de Vliert assumed that the conflict in group or in the relation of individuals depends on the personal choice, style, preferences and opposing values. In this organization every department has its own goals to achieve. Some departments make group of employees to handle certain situation. Everyone is different from others and has personal view and ideas. But in group working these personal views can be disliked by other employees. Few of the employees are over efficient and do not pin their ears back. Managers mostly do not interfere in these matters and give priorities to other work. Minor conflict within the groups can make organization far from its goal. STEREOTYPES: Some of the employees of different departments consider that they are unique and prestigious for organization. In this organization, mostly the employees working in human resource management, finance and production assume that they are superior to other employees of different department. Some of employees are from rich background and do not want to assist person of middle class and steadily lead to the conflict. When an employee from one country goes to different country offices to work, sometimes, has to face stereotype employees of diverse culture. An organization is the place where one spends most of the time and whenever one has to work with stereotype employees then it becomes difficult to focus on the goal. CONFLICT WITHIN VIRTUAL TEAMS: According to Yuhyung Shin (2005), Virtual teams are the group of employees which are geographically scattered and use technological modes to achieve the goal of the organization. In this organization, employees have to coordinate with of other countries employees, with the help of telephone and information technology. For instance, when a transmission officer has to broadcast any program to other countries, he has to coordinate to the employees of that country office. Furthermore, employees usually are unable to understand the information and instruction by technological modes. It becomes difficult for the employee to receive guidance and elucidate the task when the manager or senior is not physically present. These misunderstanding between employees of diverse culture and different background create conflicts within virtual teams. LACK OF COORDINATION: Coordination is obligatory when the organization has divided the task into groups. In this organization, groups are there within departments to accomplish the small tasks and then there are virtual teams to coordinate and to bring good performance. Because of arrogant managers of the organization, stereotype employees and mismanagement, the coordination among employees of the organization becomes atrocious. Lack of coordination leads conflicts and less hierarchy or harmony in the organization. TIME MANAGEMENT: Time management is very essential in this organization. If any program has to be on air then everyone has to be cautious of time. In different cultures people act in dissimilar ways. If the time is important for employees of one country, it is not necessary has the same importance for the other country employees. Some employees in some countries do linger work. In addition, lack of coordination cause delays of work and mismanagement of time effects on employees and the organization performance. CONFLICT MANAGEMENT: It is necessary to resolve the conflicts to achieve the goal of the organization and to make better performance. There are myriad ways to manage the conflicts in the organization. It depends on the organization which theory they want to apply to solve the conflicts. Several theories can be found on conflict management but the effective one is of Blake and Mouton theory of Leadership Grid. BLAKE AND MOUTON LEADERSHIP GRID: Robert Blake and Jane Mouton invented a theory in 1964 which is known as â€Å"The Blake and Mouton Leadership Grid. Many of the companies in America, Japan and England accept their view that the main hindrance in way of success is the planning and communications. With the help of Blake and Mouton model one can identify the conflicts and recuperate the management style of the organization. According to this model, there are two important aspects of management style. The concern for production is the first one, which involve task achievement, unit of output, quantity of good ideas and the burden of work. The second concern is for people, which involves employee needs, commitment, job security, obligations and interactive associations. The four styles of Blake and Mouton Leadership Grid are as follow: †¢ Impoverished management: This style is based on belief that conflict can be resolve if a person takes neutral position. A person should eschew with those people who are avoiding conflict. Avoiding involve passive stance. This avoidance is become lose situation. One cannot avoid the importance of conflict in the organization. †¢ Authority-compliance management: This style assumes that controlling of employees is essential. It believes that employees of the organization will perform well when they feel controlled by someone. Managers are more concern for the production of the organization instead of employee feelings, attitude and ideas. This forcing, confrontational style creates win-lose situation. †¢ Country club management: This style assumes that performance will be better if managers keep friendly relations with employees. This can reduce the conflicts in the organization. This accommodating style creates lose-win situation. †¢ Middle of the road management: It is based of belief that whenever there is conflict, it is essential to compromise. It is good to accept others ideas and to cooperate with other employees of the organization. It will be beneficial for the organization if one employee helps other employees and understand others situation. †¢ Team management: This style based on belief that there is no conflict between employees and the organization because needs of both are congruent. This seems the most effective style of the model. It concern for both, employees and for management. This style creates win-win situation. RECOMMENDATION FOR INTERNATIONAL MEDIA COOPERATION: International media cooperation is confronting with several conflicts. It will be beneficial for them to use â€Å"Team management† style of Blake and Mouton model. Team management style focus on that the management and the employees need are interconnected. It satisfied both, the employees and the organization. It involves exchange of information and gives priority to good ideas. Moreover, managers have to understand employees and give chance to explore their ideas. Managers’ aim is to build team work for that it is necessary to resolve the conflict. There will increase in productivity and performance if the conflicts resolve by managers. Coordination will become better if one starts understanding others point of view and put one’s self in others shoe. Communication will be reduced and conflicts can be resolved if one give chance to other to present idea and keep one similar objective in mind. ACTION PLAN: This is a duty of managers to observe the working style of each employee. Managers should be more energetic and concern for the organizational objective. Training is necessary for everyone in the organization. If the organization is medium size, then it should give training to managers and then managers can transfer their knowledge to other employees by doing workshops. Coordination can become better if managers give right instructions to the employees. Managers have to make employees believe, that the organization objective is similar to the employee. CONCLUSION: In every organization, some conflicts do exist. Sometime conflicts arise among individual, sometimes between employees and organization. The major conflict arises because of the communication gap or miscommunication. International media cooperation is also facing some conflicts. There is always a solution of the problem. Many conflict theories are there to resolve conflict but the best one is of Blake and Mouton of leadership grid. The international media cooperation should adhere to the conflict management theory of Blake and Mouton. Nevertheless, it depends on the organization to choose one of method of conflict management but in â€Å"team management† everybody is going to win. Reduction in conflict will be effective for the environment of the organization and for the performance.

William Hearst Essays - William Randolph Hearst, Old Right, Hearst

William Hearst INTRODUCTION American journalism and mass media were both profoundly influenced by a very dominating figure. In the last decade of the 19th century up until the end of the first half of the 20th century, William Randolph Hearst was a mega-force to be reckoned with. Hearst was a famous American publisher who built up the nations largest chain of newspapers. He was also a political figure and one of the leading figures during the Spanish-American War period. In his newspapers, he introduced a sensational journalistic style of writing and spent millions of dollars to fascinate and captivate readers. This kind of journalism was described by critics as Yellow Journalism. During his lifetime, even up until today, he has been respected, feared, loathed and envied by his friends and enemies alike. A man in his position was capable of being the greatest constructor or the most destructive evil of the Nation. BIOGRAPHY On 29th day of April 1863, in San Francisco, California, Phoebe Apperson Hearst, in great torment, gave birth to a boy in her bedroom. The boy was named William Randolph Hearst. William Randolph Hearst was the only child of George and Phoebe Hearst. His father, George Hearst ( 1820-1891 ), was not born into a rich and wealthy family. He did his share of the labor at a lead mine near his home. Mining had always fascinated him even from his childhood years. He later earned the nickname the Boy-That-Earth-Talked-To from the miners he was working with. With tremendous luck, hard working and blessings, he worked his way to become a multimillionaire miner and had also become a United States Senator from California ( 1886-1891 ). His mother, Phoebe Apperson Hearst ( 1842-1919 ), was a philanthropist and a school teacher from Missouri. She had gained national fame for her gifts to needy students and educational institutions. While Hearst was a boy, his father traveled throughout the West, from Mexico to Alaska, becoming a partner in three of the largest mining discoveries ever recorded in American history: the Comstock ( silver ) Lode in Nevada, the Homestake ( gold ) Mine in South Dakota and the Anaconda (copper) Mine in Montana. These three findings paved George Hearst the way to his millions. George Hearst, in October of 1880, bought a small daily newspaper called the San Francisco Examiner. He saw that the ownership of this newspaper can be used as a political organ and would be beneficial to him. George took steps to improve the Examiner by hiring Emanuel Katz as the general manager and expanded the workforce. Despite the fact that he did make some efforts in the newspaper business, he had shown very little interest in the industry. At that time, he was very interested in politics and later became a United States Senator from California as it was mentioned above. In the fall of 1882, William Randolph Hearst, aged nineteen, entered Harvard University. But Hearst did not stay in Harvard University for long before being expelled in 1885 because of practical jokes he played on the professors. Around the year 1884 - 1885, William wrote a letter to his father requesting that he be entitled to take over the San Francisco Examiner. One of the sentences from the letter he wrote to his father was Now if you should make over to me the Examinerwith enough money to carry out my schemesIll tell you what I would do! His father had hoped that William would inherit the management of his mining and ranching interests but William denied his fathers desire. So on the 7th of March 1887, William Randolph Hearst took control and became the proprietor of his fathers struggling newspaper, San Francisco Examiner. Hearst, aged 23 then, showed a lot of versatility and was ascertained to make this newspaper popular. Many believed that Hearst was simply an amateur. He quickly set about disproving that by dedicating long hours and much energy to the newspaper. As owner and also the editor of the newspaper, he accumulated the best equipment, improved its appearance and its relationship with the advertisers. Most importantly, he hired the most talented journalists possible. He nicknamed the paper The Monarch of the Dailies. In order to boost circulation, Hearst published a lot of news articles regarding corruption and motivating stories filled with drama. That type of journalism became the trademark of the San Francisco Examiner and of Hearsts journalism. Hearst, combining sensationalism with a