Consumer Habits and Advertisement in the 1920s, A List

Consumer Habits and advertisement in the 1920s Essential Question(s) you will discuss: 1. What did advertisers do to persuade people to buy their product? 2. What different forms of advertisement were there? 3. What were the most popular advertisements and brands? 4. What were the consumer habits of America’s citizens? Key Points: 1. Advertising is providing information, calling attention to, and making known something that you want to sell or promote. 2. Advertising in the 1920s was a multibillion-dollar industry in the U.S. and was one of the key factors of our nations history. 3. There are many types of advertisements, such as billboards, radio broadcasts and newspapers. 4. The Advertisers used a variety of techniques to lure buyers. 5. Consumers in the 1920s liked to buy cars and radios (the most wanted products). Source #1 Title: Emergence of Advertising in America: 1850 - 1920 Type of Source: Secondary: Website MLA Citation: Emergence of Advertising in America: 1850 - 1920. EAA: Timeline. Duke University, 2000. Web. 07 Mar. 2014. Main Ideas and Key Connections to the Essential Question: -This website is a comprehensive timeline of advertising in America from 1850-1920. -It has specific examples of advertisements and stats on products such as # of cars sold. -During 1914-1920 $600 million was spent on advertisement by big business; this represents 4% of the national income. -During the 1920s trade both within the US andShow MoreRelatedMarketing Strategies Of L Oreal2119 Words   |  9 Pageschemist started the company with Hair Dye’s being its first product. By 1920, the company got internationalized. Not limiting its presence only in European countries, the company reached far till America. In the starting age of Radio advertising only, the company had already started using innovative effective advertising strategies. Singing (jingles) commercials were one of the innovative ways of presenting the product to the consumers. 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God, Religion and Plato - 1293 Words

Plato brings up a lot of points in his discussions about the philosophy of God and of religion. Many of these points seem to foreshadow what the Christian faith teaches, ideas such as the highest forms, the cultivating a life for the afterlife, and the immortality of the soul, and the idea of just and unjust med and their rewards. Though some of these ideas need to be changed a bit to fit in with each other, the main idea behind their thoughts seem to be parallel. In the following paragraphs I will expand more on how the relationship between Plato’s philosophy of God and religion can be seen in the Christian faith. The first main point of Plato’s philosophy that foreshadows Christianity is the idea of the forms. Plato holds the idea that there are forms, which are the perfection of certain aspects, such as beauty, truth, goodness, etc. Plato says that these forms are the highest things, they are the really real, and that things on earth only participate in the forms. He also describes the forms as separate, simple, and eternal. These forms do not mix, like beauty and goodness are completely separate forms. They are simple in that they can’t be broken down; they just are beauty or goodness. Finally they are eternal meaning that the forms don’t die out like the things on earth, they have no physical body and therefor cannot die. Plato says that things on earth can participate in the forms in the sense that they reflect that form. If we take a flower for example, PlatoShow MoreRelatedPlato And Plato s The Apology1623 Words   |  7 Pagesdetermining how the world worked and its origins/cosmology, as oppose to philosophers such as Plato And Socrates who focused more on ethics or morality. Plato’s conception of God and religion can be depicted in his literatures â€Å"Euthyphro† and â€Å"The Apology† which he expresses through his writings of Socrates in dialogue formation. 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Analysis Of The Book Twenty Theses On Politics

What I hope to do in this paper is to show that many of the philosophies Enrique Dussel writes about in his book Twenty Theses on Politics, have a direct correlation to what has become to be known as Argentina’s ‘Dirty War,’ with a particular interest on the struggle of the people, the ignorance towards them and the idea that they did not exist to their capturers’ except as ‘things at the disposal of the powerful.’ (TTP pg. 79). Their reaction to this type of oppression, after years of detention, torture and death, touches upon Dussel’s idea of the irruption of the collective conscious of a community that breaks the hold of the oppressor and ignites into a collective dissent. First, I will give a brief history of the Dirty War, as I feel it is necessary to understand the landscape at this time and what influenced this collective conscious, followed by a discussion and outline of Dussel’s direct experience and observations surrounding Latin America during this incredibly tumultuous period of time. The essay concludes with a summary of how these principles were utilized in Argentina during and after the Dirty War and how education and open dialogue has influenced the character and the direction of those communities effected, today. 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HRM In a Global Economy

Question: Discuss about the Global Economy ? Answer: Introducation In this essay human resources management concepts for the company No Name has been discussed in detail, which gives a detailed knowledge about the company, and all the concepts of HR that plays an important role in any organization. The human resource concepts help the company to deal better with the employees who are working in the organization and provides a great benefit to the company (Babaei and Ahmad, 2012). The HR concepts that are used in this essay are about the diversity management, culture of the organization, training and development programs that this company provides and the international performance management that this company does. All these concepts play a very crucial role in the success and the growth of the organization. Without all these, a company will not be able to function properly and will create issues in the organization (Iveta, 2012). In this essay, there are many issues that No Name is facing regarding these concepts and for that suitable recommendation s have been provided to them which will help the organization to do better in the future. A detailed description about the HR concepts related to this company has been evaluated in this essay. Diversity Management The strategy that is used for the best practices and involves results that are proved to determine and create a diverse in the organization is the diversity management (George, 2017). Diversity management plays a very important role in the organization and directly affects the culture and the success of the organization (Fernando, 2013). Diversity management should be proper in the organization otherwise disputes can occur which will affect the company in the negative way (Rodriguez, 2006). The diversity management at No Name is confined to a very simple policy that every employee should be treated equally and different religious beliefs, ethnicity, background, age should be respected. Besides all this, there were issues in the No Name organization. There was intolerance in the headquarter as employees were of different generations. Senior staff was not ready to work with apprentices, which affected the working relationships. Second issue was that there was no recruitment in china for the people who were disabled. The managers for the people with disabilities rejected Job application forms and their skills were not considered even if it was better than other candidates were. Even the human resource department also does not provide any kind of practice that helps employees to understand each other. In this organization, employees should understand each other so that a healthy and effective communication starts in the organization and they should value the diversity in the organization. Some of the practices should be provided in the organization so that people appreciates the culture of others and understand them better (Armstrong and Taylor, 2014). These practices should make sure that there is no discrimination in the organization and people work with harmony and peace. This organization should know and understand that managing diversity plays an important role and it can even create a competitive advantage that will be beneficial for the organization including the different areas. Effective diversity management has been used for the provision of the legally defensible position against the charges of discrimination. A firm, which has diverse workforce, might argue in the legal proceedings, which they were not guilty of discrimination since the workforce demographics represented in the local community (Armstrong and Taylor, 2014). Through the strategic deployment of the diverse workforce, companies could seek the achievement of the competitive advantage (Ford, 2014). There are range of activities in which organization could achieve through effective human resource diversity management. There are many workers as well as managers regards diversity management as being equal to have an equal opportunity to any individual to enter the organization (Aguinis Kurt, 2009). There are many excellent organizations, which have been effective in hiring women as well as the minorities in order to increase the diverse market as well as win the new market. No Name Aircraft comp any is part of this group, which has hired individuals from all background in order to enrich the diverse culture in the workplace. The organization has further, created a work environment as well as the culture where creativity could flourish (Armstrong and Taylor, 2014). In the organization, there should be zero tolerance level of the workplace discrimination in the recruitment.an effective diversity management requires a culture in which there is inclusion, which creates a work environment nurturing of the teamwork, participation as well as cohesiveness. There should be emphasis in the diversity culture in the vision of the organization, as well as mission strategy and the HR strategy. The diversity culture requires an important commitment of the resources and the leadership. Culture The culture of the organization includes the values and the behaviors that help to build a unique and psychological environment for the organization (Brad, 2010). It is very important for the organization to have a strong culture so that organization performs better in every field (Shahzad, 2010). A strong culture can be considered where employees of the organization respond to the stimuli and accept change whenever it is made in the organization. Organizations that have strong cultures tend to have the clear values that motivate employees to embrace the culture of the organization (Aguinis Kurt, 2009). A good culture in the organization motivates the company to achieve their goals. Team cohesiveness also is increased among the various departments of the organization. The working culture of No Name in the home country is not as good as teams are not performing well. There is also a lack of communication between the teams and the management, which affects the organization (Armstrong and Taylor, 2014). The culture of this organization is becoming negative day by day and many workers have adopted the mantra which says near enough is good enough. It is very important for the organization and the employees to accept the change. Nevertheless, in this organization employees resist to any change that has been made which gives a negative impression about the company. Employees in the management team have identified quality as one of their major problem, which existed from china and Vietnam. There are complaints about the aircraft from the customers that even after the delivery it requires some kind of modification which is not acceptable (Armstrong and Taylor, 2014). Not only the customers but the government and non-government have also complained about th e quality of the product. Stakeholders always play an important part in the success of the organization. But in this organization due to the lack of quality stakeholders have also sent letters to the CEO that if quality does not get better than they will hold back the left over payments. There are only three supervisors for over the 50 teams that help in the assembling of the aircraft. Hence, this result is the lack of amalgamation between the teams. One of the employees of the wire harness assembly team has complained that the other teams does not allow them to complete their work and makes it difficult for them. There is so much chaos in this organization, people working there have to compromise in the communication, and there is no specific instruction provided to the employees (Younis, 2010). Due to all these issues the CEO if the organization called a group of executives who can advise him to have a better culture in the organization which will motivate the employees toward the work and the organization. Motivated employees will always give their best toward the work and the organization. Inernational Performance Mangement Managing the performance of the employees that are based on the needs, strategic requirements and preference of the customer of the organization plays an important role in the international human resource management (Younis, 2010). Performance management basically includes the activity that helps in ensuring the goals in the most effective and efficient way. In every organization that goes internationally there are issues that have aroused and it becomes a challenge for the organization to resolve all the issues that are occurring. Every organization faces performance management issues. Several issues regarding the performance management has taken place in No Name (Gatewood, Field and Barrick, 2015). International performance in the organization is more likely related to the performance appraisal in every organization. But in this organization it is lacking. Only the HR in Australia conducts the performance reviews and no other subsidiaries conduct the reviews on the performance. There is also no formal performance appraisal is provided to the employees and the deportees (Younis, 2010). Headquarters of this company does not take a proper approach and they do not even consider the economic factors that have a huge impact on the business targets. One of the employees of Australia also complained that there is so much pressure in the Australia as the costs are high with the much higher expectations. Decisions in the headquarter of the organization are made such that it affects each of the subsidiaries. Some of the decisions that are made in the headquarters and then implemented on other subsidiaries create a conflict between the performance outcomes (Younis, 2010). There is no policy that have been underpinned the performance management at this organization. There is also no clear measurement of performance and the CEO of this organization had also words with the HR manager to measure the performance and manage them properly. To make sure whether there is consistency or not someone should travel to locations like china, Singapore and Vietnam by taking the consideration of the culture and the local practices. Training And Development Training and development process is the main part of the organization. This is basically a kind of attempt that is made by the organization so that the performance of the employees for the future and for the present can be improved. Training and development program increases the ability of employee with the help of learning and also increases the skill and knowledge of the employee toward the organization (Aguinis and Kurt, 2009). Training and development need for an employee can be identified by comparing the actual performance of the employee with the standard performance (Khan, 2011). It is considered as the core function of the human resource management. This program helps the organization to obtain a quality output from the employees and will even increase the productivity of the organization and the employees (Gawali, 2009). There are actually two approaches that can be adopted by the organization to have an efficient training and development program and that are traditional approach and modern approach. There are four basic objectives of training and development program (Niazi, 2011). Individual objective helps the employees to achieve their personal goals which ultimately give a contribution to the organization. Organizational objective helps the organization in meeting their primary objective with the help of individual effectiveness. Functional objective helps in the contribution to the department at a level that is suitable for the needs of the organization (Thang and Buyens, 2008). Societal objective makes sure that the organization follows all ethical and social means to meet the needs and the challenges of the organization and the society (Vinesh, 2014). Training and development of the employees should be in every aspect of the organization activity (Woods, 2012). In this organization training is expatriated for those who want to leave Australia and work in other countries like china, Singapore and Vietnam. There is also no feedback given to the employees who are a part of the training and development program. One employee of this organization who moved to Singapore complained that there was no training provided to them so that they could adapt the new surroundings (Renwick, Redman and Maguire, 2013). There was difficulty as working environment in both the countries is different and people work differently (Younis, 2010). The level of performance that employees give in the organization indicates that that there should be more focus on the training and development program in the organization. In this organization no workforce planning as well as management development programs which could help the employees to perform better. Management development programs helps in identifying and recruiting the managers who are potential for the organization and further helps in developing their knowledge and skills with the help of career development plans so that the need of the organization are fulfilled (Younis, 2010). This further helps in ensuring a clear and effective succession plan for other management roles also. Employees at No Name are not aware of the career prospects and the career development plans are also not utilized properly. Senior management of this company is actually afraid of losing their job from the junior employees. This lack of unprofessional development clearly describes the situation of the company. The organization looks at the training and the development as the integral part of the human resource activity for the development. The turn over the century has seen an increased focus to the same organizations globally. Many of the organizations such as No Name Aircraft have essentially mandated on their training hours per the year for the workers in order to keep them to the aspect of the technology, which is becoming diverse at a faster rate. The technical aspect of training entails the changing of the attitude, skills or perhaps the knowledge of the individual with the sole resultant to improve their behavior. As times people may confuse training with the development, these are different in various respects yet they are the components of the same system. The development usually entails the opportunities, which are created to help the employees to grow. It is more of the long term in nature as opposed to the training, which focusses on the current job. Conclusion This was a case study about the human resource management practices that are followed in the organization. A detailed description about the various practices has been discussed in this essay which gives knowledge about the theories and the concepts of human resource management. These concepts and theories which are discussed are of No Name organization that manufactures aircrafts. A detailed evaluation of the practices such as culture, training and development, international performance management and diversity management are discussed in detail in this essay. From this essay it can be conclude that there were issues in the every sector of No Name be it in the working culture of the organization or in the training and development program. This organization has to resolve the issues in order to meet their goals. It was also concluded from the essay that there was chaos in the organization due to which it failed to succeed. The human resource management concepts that are discussed from this case study give detailed knowledge about the organization and the way it practices the concepts. Recommedations Diversity can be managed in this organization by encouraging the employees toward the diversity and explaining them about the advantages of having diversity in the organization. There should be no groupism in the organization rather there should be diversified groups during a team work so that employees start understanding and respecting diversity. Organizational culture should be managed properly and employees should accept the organizational change positively as it will benefit both the organization and the employees. References Aguinis, H. Kurt, K. (2009).benefits of training and development for individuals and teams, organizations and society. Annual Review of Psychology. 60:45174. Armstrong, M. and Taylor, S., 2014. Armstrong's handbook of human resource management practice. Kogan Page Publishers. Babaei, D., Ahmad, A. et.al (2012). The Impact of Human Resource Practices and Organizational Citizenship Behaviors on Firm Performance. American Journal of Applied Sciences, 9(1), 47-53. Brad, S. L. (2010) "Workplace spirituality, contested meaning, and the culture of organization: A critical sensemaking account". Journal of Organizational Change Management.23(2), pp.325 341. Fernando, M. A. (2013). Workforce diversity in strategic human resource management models: A critical review of the literature and implications for future research. Cross Cultural Management: An International Journal. 20(1), pp.39 49. Ford, J.K., 2014. Improving training effectiveness in work organizations. Psychology Press. Gatewood, R., Feild, H.S. and Barrick, M., 2015. Human resource selection. Nelson Education. Gawali, V. (2009). Effectiveness of Employee Cross-Training as a Motivational Technique. ASBM Journal of Management, II (2), 138-146. George, N.R. (2017). How to Manage Diversity in a Workplace. [Online] Chron. Available from: https://smallbusiness.chron.com/manage-diversity-workplace-3038.html. [Accessed on: 23/03/17]. Iveta, G. (2012). Human Resources Key Performance Indicators. Journal of Competitiveness. 4(1), 117-128. Khan, A. F. (2011). Impact of Training and Development on Organizational Performance. Global Journal of Management and Business Research. 11(7). Niazi, S. A. (2011). Training and development strategy and its role in organizational performance. Journal of Public Administration and Governance. 1(2): 2161-7104. Renwick, D.W., Redman, T. and Maguire, S., 2013. Green human resource management: A review and research agenda. International Journal of Management Reviews, 15(1), pp.1-14. Rodriguez R. (2006). Diversity finds its place. HR Magazine, 51, 56-61. Shahzad, F. (2010). Impact of Organizational Culture on Organizational Performance: An Overview. Interdisciplinary Journal Of Contemporary Research In Business. 3(9). Storey, John. New Perspectives on Human Resource Management (Routledge Revivals). Routledge, 2014. Thang, N. N. and Buyens, D. (2008). Working paper training, organizational strategy, and firm performance. Economics International Business Research Conference,1-31 Vinesh, (2014). Role of Training Development in an Organizational Development. International Journal of Management and International Business Studies. 4(2). Woods, P.R., Barker, M.C., Troth, A.C.(2012). Cross-cultural managementperformance elements in the expatriate context. International Journal of BusinessResearch, 12(3): 95-108. Yilmaz, C. Ergun, E. (2008). Organizational culture and firm effectiveness: An examination of relative effects of culture traits and the balanced culture hypothesis in an emerging economy. Journal of World Business, 43, 290306. Younis, I. (2010). A Review Paper on Organizational Culture and Organizational Performance. International Journal of Business and Social Science. 1(3).

Progressivism Opposing Viewpoints Essays - Political Ideologies

Progressivism: Opposing Viewpoints Progressivism: Opposing Viewpoints At the commencement of the twentieth century, a period referred to as progressivism swept through America. Precisely, this era in American history began soon after the Spanish-American War and lasted until the beginning of World War I. At this point in history, America was in turmoil due to internal problems and was in dire need of social reforms. The progressive era was like a golden age for intellectuals who strived to create a nation where each citizen could be given a chance at success and involvement in the government. In the latter portion of the 1800's, America faced an economic depression and encountered problems with industrialization, urbanization, and immigration. Some progressives demanded that the government should be run directly by its people and that the quality of city life should be ameliorated through sanitation improvements, the abolition of child labor, and regulated working hours. America's utmost problem, however, proved to be the overwhelming power that trusts and big business held in the nation. This factor had a leading role in the development of the era of progressivism. In general, progressives basically agreed that trusts must be destroyed; however, there were different solutions among the progressives on the correct remedy to solve this problem. One ideology in the progressive era called the New Nationalism, advocated for an increase of government involvement in order to regulate big businesses. The other ideology called the New Freedom, firmly believed the ?big? in business was the threat to American society; therefore, the role of the government should be to break up trusts and monopolies. Whatever may have been the case, the progressives desired to attack any group of concentrated power in order to bring more accountability to the government of America. Although the progressives had good intentions to reform the nation, some historians, such as Richard M. Abrams, author of The Failure of Progressivism, believe the entire movemen t was a complete failure. On the other hand, other historians, such as Arthur S. Link and Richard L. McCormick beg to differ with Abrams and defiantly defend their own belief in their article entitled Progressivism in History that the movement was indeed successful. After closely reading both of the articles mentioned above, I have come to the conclusion that Abrams's argument proves to be stronger in that it is not as biased and seems to be more sensible than that of Link's and McCormick's. In the article, The Failure of Progressivism, Professor Richard Abrams argues that the entire progressive movement was a failure. First, Abrams initially defines what he believes to have been progressivism by concluding that the progressives expressed a common feeling that government should attempt to moralize the lives of its citizens through a series of reforms. According to Abrams, its followers flowered from various groups including female emancipationists, prohibitionists, the social gospel, conservation advocates, businessmen, and intellectuals. The progressives generally advocated for an efficient government that would implement strict moral values upon its people. Although most people in America had the same views as progressives, Abrams claims that ?[the progressives] also conceived of themselves, with a grand sense of stewardship, as its heralds, and its agents.? He states that the progressives mainly wanted to instill old moral values upon Americans by attempting to assimi late immigrants by forcing them to accept the American way of life. Additionally, they wanted to impose antitrust legislation, job reforms, and direct legislation. However, according to Abrams these goals were tarnished for significant reasons. First of all, the movement failed due to racism that was rampant during this time period. In addition to racism among blacks in the south, anti-Catholicism started appearing throughout the country. According to Abrams, racism hindered the motives of progressivism because there was ?the inability of reform to deliver a meaningful share of the social surplus to the groups left out of the general national progress, and in part the inability of reform to achieve its objective of assimilation and consensus.? Suddenly, different ethnic groups such as the African Americans took a more aggressive approach towards the public to finally stand up for their rights, which further contributed to growing animosity. Moreover, Abrams believes that new scienti fic developments regarding race and culture affected the

Huitzilopochtli, the Founding Deity of the Aztecs

Huitzilopochtli, the Founding Deity of the Aztecs Huitzilopochtli (pronounced Weetz-ee-loh-POSHT-lee and meaning Hummingbird on the Left) was one of the most important of the Aztec gods, the god of the sun, warfare, military conquest and sacrifice, who according to tradition, led the Mexica people from Aztlan, their mythical homeland, into Central Mexico. According to some scholars, Huitzilopochtli could have been a historical figure, probably a priest, who was transformed into a god after his death. Huitzilopochtli is known as the portentous one, the god who indicated to the Aztecs/Mexica where they should build their great capital city, Tenochtitlan. He appeared in dreams to the priests and told them to settle on an island, in the middle of Lake Texcoco, where they would see an eagle perching on a cactus. This was the divine sign. Birth of Huitzilopochtli According to a Mexica legend, Huitzilopochtli was born on Coatepec  or Snake Hill. His mother was the goddess Coatlicue, whose name means â€Å"She of the Serpent Skirt,† and she was the goddess of Venus, the morning star. Coatlicue was attending the temple on Coatepec and sweeping its floors when a ball of feathers fell on the floor and impregnated her. According to the origin myth, when Coatlicues daughter Coyolxauhqui (goddess of the moon) and Coyolxauhquis four hundred brothers (Centzon Huitznahua, the gods of the stars) discovered she was pregnant, they plotted to kill their mother. As the 400 stars reached Coatlicue, decapitating her, Huitzilopochtli (god of the sun) suddenly emerged fully armed from his mother’s womb and, attended by a fire serpent (xiuhcoatl), killed Coyolxauhqui by dismembering her. Then, he threw her body down the hill and proceeded to kill his 400 siblings. Thus, the history of the Mexica is replayed every dawn, when the sun rises victoriously over the horizon after conquering the moon and stars. Huitzilopochtli’s Temple While Huitzilopochtlis first appearance in Mexica legend was as a minor hunting god, he became elevated to a major deity after the Mexica settled in Tenochtitln and formed the Triple Alliance. The Great Temple of Tenochtitlan (or Templo Mayor) is the most important shrine dedicated to Huitzilopochtli, and its shape symbolized a replica of Coatepec. At the foot of the temple, on the Huitzilopochtli side, lay a massive sculpture portraying the dismembered body of Coyolxauhqui, found during excavations for electric utility works in 1978. The Great Temple was actually a twin shrine dedicated to Huitzilopochtli and the rain god Tlaloc, and it was among the first structures to be built after the founding of the capital. Dedicated to both gods, the temple symbolized the economic basis of the empire: both war/tribute and agriculture. It was also the center of the crossing of the four main causeways that connected the Tenochtitln to the mainland. Images of Huitzilopochtli Huitzilopochtli is typically portrayed with a dark face, fully armed, and holding a snake-shaped scepter and a smoking mirror, a disc from which emerges one or more wisps of smoke. His face and body are painted in yellow and blue stripes, with a black, star-bordered eye mask and a turquoise nose rod. Hummingbird feathers covered the body of his statue at the great temple, along with cloth and jewels. In painted images, Huitzilopochtli wears the head of a hummingbird attached to the back of his head or as a helmet; and he carries a shield of turquoise mosaic or clusters of white eagle feathers. As a representative symbol of Huitzilopochtli (and others of the Aztec pantheon), feathers were an important symbol in Mexica culture. Wearing them was the prerogative of the nobility who adorned themselves with brilliant plumes, and went into battle wearing feathered cloaks. Feathered cloaks and feathers were wagered in games of chance and skill and were traded among allied nobles. Aztec rulers kept aviaries and tribute stores for feather-workers, specifically employed to produce ornate objects. Huitzilopochtlis Festivities December was the month dedicated to Huitzilopochtli celebrations. During these festivities, called Panquetzalitzli, the Aztec people decorated their homes held ceremonies with dances, processions, and sacrifices. A huge statue of the god was made out of amaranth and a priest impersonated the god for the duration of the ceremonies. Three other ceremonies during the year were dedicated at least in part to Huitzilopochtli. Between July 23 and August 11, for example, was Tlaxochimaco, the Offering of Flowers, a festival dedicated to war and sacrifice, celestial creativity and divine paternalism, when singing, dancing and human sacrifices honored the dead and Huitzilopochtli. Updated by K. Kris Hirst Sources Berdan FF. 2014. Aztec Archaeology and Ethnohistory. New York: Cambridge University Press.Boone EH. 1989. Incarnations of the Aztec Supernatural: The Image of Huitzilopochtli in Mexico and Europe. Transactions of the American Philosophical Society 79(2):1-107.Taube KA. 1993. Aztec and Maya Myths. Fourth Edition. University of Texas Press, Austin, Texas.Van Tuerenhout DR. 2005. The Aztecs: New Perspectives, ABC-CLIO Inc. Sanata Barbara, CA; Denver, CO and Oxford, England.

The History of Soda Pop and Carbonated Beverages

The History of Soda Pop and Carbonated Beverages The history of soda pop (also known colloquially in different regions of the United States as soda, pop, coke, soft drinks, or carbonated beverages) dates back to the 1700s. This timeline chronicles the popular drink from its creation when it was touted as a health drink to rising concerns that soda- sweetened naturally or artificially- is a contributing factor to a growing health crisis. Inventing (Un)Natural Mineral Water Strictly speaking, carbonated beverages in the form of beer and champagne have been around for centuries. Carbonated drinks that dont pack an alcoholic punch have a shorter history. By the 17th century, Parisian street vendors were selling a noncarbonated version of lemonade, and cider certainly wasnt all that hard to come by but the first drinkable man-made glass of carbonated water wasnt invented until the 1760s. Natural mineral waters have been thought to have curative powers since Roman times. Pioneering soft-drink inventors, hoping to reproduce those health-enhancing qualities in the laboratory, used chalk and acid to carbonate water. 1760s: Carbonation techniques were first developed.1789: Jacob Schweppe began selling seltzer in Geneva.1798: The term soda water was coined.1800: Benjamin Silliman produced carbonated water on a large scale.1810: The first U.S. patent was issued for the manufacture of imitation mineral water.1819: The soda fountain was patented by Samuel Fahnestock.1835: The first soda water was bottled in the U.S. Adding Flavor Sweetens the Soda Business No one knows exactly when or by whom flavorings and sweeteners were first added to seltzer but mixtures of wine and carbonated water became popular in the late 18th and early 19th centuries. By the 1830s, flavored syrups made from berries and fruit were developed, and by 1865, a supplier was advertising different seltzers flavored with pineapple, orange, lemon, apple, pear, plum, peach, apricot, grape, cherry, black cherry, strawberry, raspberry, gooseberry, pear, and melon. But perhaps the most significant innovation in the realm of soda flavoring came in 1886, when J.S. Pemberton, using a combination of kola nut from Africa and cocaine from South America, created the iconic taste of Coca-Cola. 1833: The first effervescent lemonade was sold.1840s: Soda counters were added to pharmacies.1850: A manual hand-and-foot-operated filling and  corking device was first used for bottling soda water.1851: Ginger ale was created in Ireland.1861: The term pop was coined.1874: The first ice-cream soda was sold.1876: Root beer  was mass-produced for public sale for the first time.1881: The first cola-flavored beverage was introduced.1885: Charles Alderton invented Dr. Pepper in Waco, Texas.1886: Dr. John S. Pemberton created Coca-Cola in Atlanta, Georgia.1892: William Painter invented the crown bottle cap.1898: Caleb Bradham invented Pepsi-Cola.1899: The first patent was issued for a glass blowing machine used to produce glass bottles. An Expanding Industry The soft drink industry expanded rapidly. By 1860, there were 123 plants bottling soft drink water in the United States. By 1870, there were 387, and by 1900, there were 2,763 different plants. The temperance movement in the United States and Great Britain is credited with spurring the success and popularity of carbonated beverages, which were seen as wholesome alternatives to alcohol. Pharmacies serving soft drinks were respectable, bars selling alcohol were not. 1913 Gas-motored trucks replaced horse-drawn carriages as delivery vehicles.1919: The American Bottlers of Carbonated Beverages was formed.1920: The U.S. Census reported the existence of more than 5,000 bottling plants.1920s: The first automatic vending machines dispensed soda into cups.1923: Six-pack soft drink cartons called Hom-Paks were created.1929: The Howdy Company debuted its new drink Bib-Label Lithiated Lemon-Lime Sodas (later renamed 7up).  1934: Colored labeling makes its soft-drink-bottle debut. In the original process, the coloring was baked on the bottle.1942: The American Medical Association recommended Americans limit their intake of added sugar in diets and specifically mentioned soft drinks.1952: The first diet soft drink- a ginger ale called No-Cal Beverage produced by Kirsch- was sold. Mass Production In 1890, Coca-Cola sold 9,000 gallons of its flavored syrup. By 1904, the figure had risen to one million gallons of Coca-Cola syrup sold annually. The latter half of the 20th century saw extensive development in the production methodology for the manufacture of carbonated beverages, with particular emphasis on bottles and bottle caps. 1957: Aluminum cans for soft drinks were introduced.1959: The first diet cola was sold.1962: The pull-ring tab was invented by Alcoa. It was first marketed by the Pittsburgh Brewing Company of Pittsburgh, Pennsylvania.1963: In March, the Pop Top beer can, invented by Ermal Fraze of Kettering, Ohio, was introduced by the Schlitz Brewing Company.1965: Soft drinks in cans were first dispensed from vending machines.1965: The resealable top was invented.1966: The American Bottlers of Carbonated Beverages was renamed the National Soft Drink Association.1970: Plastic bottles for soft drinks were introduced.1973: The PET (Polyethylene Terephthalate) bottle was created.1974: The stay-on tab was introduced by the Falls City Brewing Company of Louisville, Kentucky.1979: Mello Yello soft drink was introduced by The Coca-Cola  Company as competition against Mountain Dew.1981: The talking vending machine  was invented. Sugar-Sweetened Beverages: Health and Diet Concerns Soda pops negative impact on health issues was recognized as early as 1942, however, the controversy did not hit critical proportions until the close of the 20th century. Concerns grew as links between soda consumption and conditions such as tooth decay, obesity, and diabetes were confirmed. Consumers railed against soft drink companies commercial exploitation of children. In homes and in the legislature, people began to demand change. The annual consumption of soda in the United States rose from 10.8 gallons per person in 1950 to 49.3 gallons in 2000. Today, the scientific community refers to soft drinks as sugar-sweetened beverages (SSBs). 1994: Studies linking sugary drinks to weight gain were first reported.2004: The first connection with Type 2 diabetes and SSB consumption was published.2009: SSB Weight gain in children and adults was confirmed.2009: With a mean tax rate of 5.2 percent, 33 states implement taxes on soft drinks.2013: New York City mayor Michael Bloomberg proposed a law prohibiting businesses from selling SSBs larger than 16 ounces. The law was rejected on appeal.2014: The relationship between SSB intake and hypertension was confirmed.2016: Seven state legislatures, eight city governments, and the Navajo Nation issue or propose laws restricting sales, imposing taxes, and/or requiring warning labels on SSBs.2019: In a study of 80,000 women released by the journal, Stroke, it was found that postmenopausal women who drink two or more artificially sweetened beverages per day (whether carbonated or not) were linked to an earlier risk of stroke, heart disease, and early death. Sources: Ax, Joseph. Bloombergs ban on big sodas is unconstitutional: appeals court. Reuters 20 July 2017. Online, downloaded 12/23/2017. Brownell, Kelly D., et al. The Public Health and Economic Benefits of Taxing Sugar-Sweetened Beverages. New England Journal of Medicine 361.16 (2009): 1599–605. Print.Kick the Can. Legislative Campaigns.  Kick the Can: giving the boot to sugary drinks. (2017). Online. Downloaded 23 December 2017.Popkin, B. M., V. Malik, and F. B. Hu. Beverage: Health Effects. Encyclopedia of Food and Health. Oxford: Academic Press, 2016. 372–80. Print.Schneidemesser, Luanne Von. Soda or Pop? Journal of English Linguistics 24.4 (1996): 270–87. Print.Vartanian, Lenny R., Marlene B. Schwartz, and Kelly D. Brownell. Effects of Soft Drink Consumption on Nutrition and Health: A Systematic Review and Meta-Analysis. American Journal of Public Health 97.4 (2007): 667–75. Print.Wolf, A., G. A. Bray, and B. M. Popkin. A Short History of Beverages and How Our Body Treats Them. Obesity Reviews 9.2 (2008): 151–64. Print. Yasmin Mossavar-Rahmani, PhD; Victor Kamensky, MS; JoAnn E. Manson, MD, DrPH; Brian Silver, MD; Stephen R. Rapp, PhD; Bernhard Haring, MD, MPH; Shirley A.A. Beresford, PhD; Linda Snetselaar, PhD; Sylvia Wassertheil-Smoller, PhD. Artificially Sweetened Beverages and Stroke, Coronary Heart Disease, and All-Cause Mortality in the Women’s Health Initiative. Stroke (2019)