Civil Rights Definition

Civil rights are the rights of individuals to be protected against unfair treatment based on certain personal characteristics like race, gender, age, or disability. Governments enact civil rights laws to protect people from discrimination in social functions such as education, employment, housing, and access to public accommodations. Civil Rights Key Takeaways Civil rights protect people from unequal treatment based on their individual characteristics like race and gender.Governments create civil rights laws to ensure fair treatment of groups that have traditionally been the target of discrimination.Civil rights differ from civil liberties, which are specific freedoms of all citizens as listed and ensured in a binding document, such as the U.S. Bill of Rights, and interpreted by the courts. Civil Rights Definition Civil rights are a set of rights—established by law—that protect the freedoms of individuals from being wrongly denied or limited by governments, social organizations, or other private individuals. Examples of civil rights include the rights of people to work, study, eat, and live where they choose. To turn a customer away from a restaurant solely because of his or her race, for example, is a civil rights violation under United States laws.  Ã‚   Civil rights laws are often enacted in order to guarantee fair and equal treatment for groups of people who have historically faced discrimination. In the United States, for example, several civil rights laws focus on â€Å"protected classes† of people who share characteristics such as race, gender, age, disability, or sexual orientation. While now taken for granted in most other western democracies, consideration for civil rights has been deteriorating, according to international monitoring agencies. Since the September 11, 2001, terrorist attacks, the global war on terror has driven many governments to sacrifice civil rights in the name of security. Civil Rights vs. Civil Liberties Civil rights are often confused with civil liberties, which are the freedoms guaranteed to the citizens or residents of a country by an overriding legal covenant, like the U.S. Bill of Rights, and interpreted by the courts and lawmakers. The First Amendment’s right to free speech is an example of a civil liberty. Both civil rights and civil liberties differ subtly from human rights, those freedoms belonging to all people regardless of where they live, such as freedom from slavery, torture, and religious persecution. International Perspective and Civil Rights Movements Virtually all nations deny some civil rights to some minority groups either by law or by custom. In the United States, for example, women continue to face discrimination in jobs traditionally held exclusively by men. While the Universal Declaration of Human Rights, adopted by the United Nations in 1948, embodies civil rights, the provisions are not legally binding. Thus, there is no worldwide standard. Instead, individual nations tend to respond differently to pressure for enacting civil rights laws. Historically, when a significant portion of a nation’s people feel they are treated unfairly, civil rights movements emerge. While most often associated with the American Civil Rights Movement, similar notable efforts have occurred elsewhere. South Africa The South African system of government-sanctioned racial segregation known as apartheid came to an end after a high-profile civil rights movement that began in the 1940s. When the white South African government responded by jailing Nelson Mandela and most of its other leaders, the anti-apartheid movement lost strength until the 1980s. Under pressure from the United States and other Western nations, the South African government released Nelson Mandela from prison and lifted its ban on the African National Congress, the major black political party, in 1990. In 1994, Mandela was elected the first black president of South Africa. India The struggle of the Dalits in India has similarities to both the American Civil Rights Movement and the South African anti-apartheid movement. Formerly known as the â€Å"Untouchables,† the Dalits belong to the lowest social group in India’s Hindu caste system. Though they make up one-sixth of India’s population, the Dalits were forced to live as second-class citizens for centuries, facing discrimination in access to jobs, education, and allowed marriage partners. After years of civil disobedience and political activism, the Dalits won victories, highlighted by the election of K. R. Narayanan to the presidency in 1997. Serving as president until 2002, Narayanan stressed the nation’s obligations towards the Dalits and other minorities and called attention to the other many social ills of caste discrimination. Northern Ireland After the division of Ireland in 1920, Northern Ireland witnessed violence between the ruling British Protestant majority and members of the native Irish Catholic minority. Demanding an end to discrimination in housing and employment opportunities, Catholic activists launched marches and protests modeled after the American Civil Rights Movement. In 1971, the internment without trial of over 300 Catholic activists by the British government sparked an escalated, often-violent civil disobedience campaign headed by the Irish Republican Army (IRA). The turning point in the struggle came on Bloody Sunday, January 30, 1972, when 14 unarmed Catholic civil rights marchers were shot dead by the British army. The massacre galvanized the British people. Since Bloody Sunday, the British Parliament has instituted reforms protecting the civil rights of Northern Irish Catholics. Sources and Further Reference Hamlin, Rebecca. Civil Rights. Encyclopedia Britannica.. U.Civil Rights Act of 1964S. EEOC.Shah, Anup. Human Rights in Various Regions. Global Issues (October 1, 2010).Dooley, Brian. Black and Green: The Fight for Civil Rights in Northern Ireland and Black America. (Excerpts) Yale University.Bloody Sunday: What happened on Sunday 30 January 1972? BBC News (March 14, 2019).

College Is A Time For Young Men And Women - 991 Words

College is a time for young men and women to achieve a higher education in order to grasp their dreams and hopes for their lives. While on this endeavor, pressures in all forms, shapes, and sizes attack us nearly every day. As a college student the fear and lack of money show their ugly head all the time. Learning to budget money, deciding what is important to spend limited funds on, and the ever present repayment of college loans puts stress on students. But the pressure that weighs the most on my mind is the health of my family members. Letting these fear, distract your attention and focus can lead to a place of depression and anxiety - I would personally know because it has affected me only six weeks into college. Money is without a doubt the root of any and all evil. Money makes people do crazy things to obtain it. It is very much like a drug that affects everyone on the planet, because of the allure of power that comes with it. But in my circumstance money concerns me in the form of college payments. The constant thought of â€Å"what if† attacks me on a day to day basis; what if I don’t have enough money to eat today, what if my scholarship falls through. But college is a ride that I willing signed up for and I am more than determined to see it until the end. I feel that if I fail in college all of my hard work and all of my dreams, and my mother’s dreams will be for nothing. Now the annual repayment of loans isn’t the biggest factor to me, it is six months afterShow MoreRelatedWhat Is Hooking Up?1070 Words   |  5 Pagesoccurs between two young adults, most commonly on college campuses all over the country. While some believe that it is an innocuous pairing b etween two young adults, I strive to argue that the hook up culture represents a problematic arrangement between two young adults, as it can lead to a depressed psyche, diseases, and create unhealthy interpersonal relationships. 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Strategies and Tactics Leadership

Question: Discuss about the Strategies and Tactics Leadership. Answer: Introduction The nature of workplace is changing day by day with the coming up of technologies like artificial intelligence, cloud computing and workplace trackers. It is predicted that these technologies will invade peoples life in such a way that it will present many challenges for employees, leaders and HRM. With emerging technologies, employees are more likely to use different apps to manage their work and professional life. It will also change the manner in which leaders and HRM can track progress and development of each employees. While some aspects of the technology might benefit the employees, it might also present challenges for leaders and HRM and vice versa. Hence, use of mobile technology can either have a positive or negative impact on work performance (Yueh, Lu, Lin, 2016). The main purpose of this report is to evaluate the use of Apps by employees to manage their work and personal life and find out how this trend might have an impact on them as well as HRM. It will identify the ad vantage and disadvantage of mobile applications for the work process. Finally, the report will recommend solutions to address the challenge faced by each of them and develop innovative strategies to develop a cooperative work place. Implications of mobile app use for employees Just like mobile applications have changed daily experience of staying in touch with friends and getting entertainment, it will transform employees experience at work in the future. Business review report confirms that the number of enterprise apps is increasing every year and it is predicted that it will increase the productivity in the organization by 40% (Panepinto, 2017).Increased numbers of organizations are willing to equip their employees with mobile apps to carry out core business process. The mobile app will make it easier for employees to interact and collaborate with leaders and other team members in a virtual platform. They will be able to use scanner, notebook, presentation tool, personal assistants and many other apps to manage their job responsibilities. As employees personal and professional lives are dominated by usable mobile apps, employees expect work apps to be usable too. However many employees may face challenge in adopting to the new mobile apps for the workfo rce due to issues like facing difficulty in accessing key functions and smoothly navigating between apps. Therefore, it is important to have an app that allows easy data entry to address the problems of employee and increase work productivity. One main disadvantage of the use of mobile apps by employees at work is that it will lead to security threats for organization. Employees will generally install malicious apps and the lack of precautions while using the apps will lead to security threats for the organization. In order to avoid loss of sensitive information via bring your own device (BYOD) apps, employees need to learn of ways to secure their mobile data in the future. In an attempt to improve work efficiency and productivity, operational methods of work and BYOD environment needs to be reviewed (Garba et al., 2015). Organization can take steps to address these maladaptive behaviors among employees by imposing restrictions on app download in the workplace. The work managers should give education to employees about mobile apps and encourage them to download apps from corporate app stores only. As increased use of app in workplace will lead to risk of insecure data storage, poor authorization, leak of sensitive informat ion, developing custom mobile apps specific to the need of organization might be the solutions to address the problem in the future A. (Harris Patten, 2014). Market research indicates about 35% smart phones will be used for business purpose and the future aim of organization will be to provide mobile applications tailored to the needs of employees. The improvement in functionality of devices will help employees to use apps professionally. It will create opportunities for unified communication with employees via different media (Da Xu, He, Li, 2014). However, the main challenge for employees in working with these apps at work is that they need to have detailed knowledge regarding the mobile communication channels and have the creativity to take innovative decisions. Secondly, they may face problem in using mobile apps at work due to poor pre-launch testing program at work. If the app is not reliable and do not provide positive user experience, employees are most likely to use abandon this app (Garba et al., 2015). Another problem for employees is that they expect workplace mobile apps to be usable, but issues related to crashes and device incompatibility might create negative experience for employees. Mobile apps will provide employees the option to work from anywhere, however some may find home environment unsuitable for office task. It is also possible that lack of employees physical proximity with employers might have an impact on their job performance and commitment. Forcing employees to work on certain devices might also cause dissatisfaction and unnecessary conflicts in workplace (Hsiao, Chang, Tang, 2016). The goal of future workplace should be to maximize the benefit of mobile apps in workplace by giving reliable user experience to employees. Investment in employee training will help to address security related issues of employees. Mobile app delivered with end user usability in mind will help to enhance employee performance and work flow. Employees commitment towards work will also help them to overcome work issues and engage in unified communication at workplace. Effective mobile strategy will increase employee satisfaction in the job and it also provides them better flexibility in their work environment. Improvement in mobile devices and workplace infrastructure will provide better work options to employees (Yueh, Lu, Lin, 2016). Furthermore, employee will have to develop their skills related to mobile device management to effectively carry out functions like device administration, access control and surveillance reporting. This skill will also enable them to manage security aspec ts of the app (Neal Weintraub, 2014).. Implications of mobile app use for HRM The rise in usage of mobile applications in workplace will have many positive implications for human resource management. With the increase in the number of organization in the 21st century, HR will play an important role in recruiting skilled human capital to gain a competitive advantage in business. The use of relevant mobile apps will help them to gain accurate information about current employees and talented new candidates at a fast pace. It would help them achieve good results in managing workflow and employees in workplace. Furthermore, an HR manager who is equipped with the mobile applications management skills can contribute to overall productivity of the organization. Different apps related to HRM system will help them to accurately store, retrieve, analyze and transfer information regarding the human capital in the organization. Mobile apps will help them to improve core competencies in employees, manage internal process and modify organization structure (Zikic, 2015). Howe ver, with the rise in new mobile app usage, new competencies are required by HR professionals to efficiently manage their responsibilities. In the traditional system of workplace, HR managers had to manage a variety of paper-based documents which was a complex work. However, with the rise in mobile application use in future, the shortage of digital skills will become a major problem in workplace. The role of HR managers will become challenging due to shortage of skills to find solutions to HR related issues from mobile apps (Kang, 2014). Current reports points out that very few HR managers are actively involved in their skill development and digital skills development are mostly seen by IT division or functional teams (Ahmad, 2015). Hence companies need to take proactive stance to pass the message to HR professionals that traditional HR practices will not work in digital word and they need to have new skills to thrive in competitive job market. There are many HR function areas which should go mobile and it will help HR professional to complete actions at a fast pace. For example mobile learning application will enable HR managers to share information of employees related to product release and latest marketing campaigns. Furthermore, a worker directory app will in easy handling of workers profile and updating recent goal of the organization. Employees do not tend to check emails or portals when they are away from office, hence HR managers can use workforce communication app to inform employees about latest stock acquisition or new developments in the organization (Lindeman et al., 2014).The digital skills development will help HR managers to use new ways to recruit employees and retain talented candidates in the job. Mobile app usage will also have great implications for facilitating innovative work process. In the future, HR professionals will have to learn sufficient technical and mobile device management skills in the era of digital transformation. They need to complement these skills with their HR acumen. The true potential of the apps can be realized when HR use them to train an develop employees. Effective training by the use of mobile device will foster development of existing talents in the job and it will also turn out to be an effective way to manage people at workplace (Pande Gomes, 2015). For example apps related to HR will act as a great medium for HR managers to inform new candidates about upcoming interview schedules and other recruitment information. Therefore, after acquiring new technical skills related to mobile devices, HR professionals can prepare themselves to move towards a paperless administration and achieve process human resource data at high speed. The other important scope of mobile devices for HRM will be that it will help them to get instant access to HR da ta and categorise information. It will provide them the opportunity to achieve consistency and accuracy in HRM. The improvement in quality of HR service will reduce cost of the organization and improve productivity (Hoendervanger et al., 2015). Implications of workplace change for leaders As it is predicted that in the future, employees are more likely to use mobile applications to manage work and personal life, office staffs and executive manager must have a system in place to conduct business systematically. When employees will be using mobile applications, better collaboration is needed with other staffs and managers to access real-time information about work. Without effective interactions, it will be difficult for the workforce to operate efficiently and at optimal levels. The mobile applications will create demands of a mobile workforce and it will become a challenge for leaders to implement strategies that allows employees to work from anywhere and on any device (Reber, 2014). In the future, it is possible that one employee might be using many applications to do his or her work. In that case, a leader will have to completely modify his communication style to embrace mobile apps in work. It will become a challenge for them and some may resist incorporating the mobile revolution into the workplace due to communication or security issues (Arbore, Soscia, Bagozzi, 2014). However, in the future, they will have to adopt mobile applications and think of ways to create a parallel infrastructure to remain connected with employees. Instead of struggling with the change in workplace due to mobile technology, leaders will have to work out strategies to embrace the mobile applications (Groves et al., 2016). It is predicted that smartphone user will rise by about 6.1 billion users in 2020, hence critical action taken by leaders to adopt the technology might revolutionize the work process and bring rich dividends for the organization (Kraft, 2017). In order to move forward with the mobile future instead of lagging behind, leaders and workplace managers can use mobiles apps as a channel for information and interaction with employees. As organizations work with global partners, leaders may need to communicate with employees at all time. Transformation style of leadership is required to empower employees and support them in enhancing the organizational innovation (Mason et al., 2014). Leaders will have to modify their collaboration skills to get connected with the virtual team whenever needed and then disband. They will now have to work across boundaries to manage the change process and facilitate better collaboration with each employee. The negative aspect of the use of mobile apps is that it will create a 24/7 workplace culture leading to frequent interruptions and increase stress due to the demand of being connected constantly through apps. In that case, leaders will have to work to create flexible work process and take fast-paced decisions (Alexander Van Knippenberg, 2014). Although mobile apps will create opportunities to increase better relationship with other companies, a leader with an accountable attitude will help to nurture diversity at workplace. There is chance of great complexity in the work process in the initial phase of adoption to the mobile technology, therefore leaders will have to learn to deal with these complexity and stay focused even in stressful situations (Bryson, Crosby, Stone, 2015). Hence, the analysis of the change in future workplace environment due to the use of apps by employees suggests that leaders in the future need to be very dynamic. Work manager will have to work to modify the network structures and they need to have a relational attitude to manage a virtual team and encourage them to achieve business goals. They will act as a guide to train employees for successful work outcomes and support them to adapt to the new work culture (Zhang, Wang, Pearce, 2014). A transformational attitude in leaders will be required to model new behaviors, balance work process and openly communicate with the team. Through their leadership skills and use of apps, they will establish trust with their team and ensure better team participation (Breevaart et al., 2015). Therefore, in a rapidly changing work environment, strong analytical and communication skills will help them to master new technology and achieve organizational success. Conclusion From the analysis of the future workplace change due to use of mobile apps by employees, it can be concluded that business organization will definitely get benefit from the digital revolution. The initial phase of transforming to mobile device from traditional approach of work may be difficult for employees, leaders and HRM. However, work in the areas of skill development will enable all of them to seize the new digital opportunity and enhance their professional performance in the job. The report gave implications of the workplace changes for HRM, employees and leaders and what steps they should take to overcome the challenges in adapting to the new technology. Companies should also prepare themselves for the future by having clear BYOD policies so that employees and HR professionals uses the app in a judicious manner. Leaders or work managers have to be careful to analyze any risk in business due to mobile app usage and take adequate steps to secure the organizations mobile applicat ion. Hence, with critical actions taken to reduce the risk and challenges associated with adapting the mobile application, everyone can the benefits and enhance efficiency and productivity in the work. Reference Harris, M., P. Patten, K. (2014). Mobile device security considerations for small-and medium-sized enterprise business mobility.Information Management Computer Security,22(1), 97-114. Ahmad, S. (2015). Changing technological scenario in organisations.Middle East Journal of Management,2(2), 143-156. Alexander, L., Van Knippenberg, D. (2014). Teams in pursuit of radical innovation: A goal orientation perspective.Academy of Management Review,39(4), 423-438. Arbore, A., Soscia, I., Bagozzi, R. P. (2014). The role of signaling identity in the adoption of personal technologies.Journal of the Association for Information Systems,15(2), 86. Breevaart, K., Bakker, A. B., Demerouti, E., Derks, D. (2015). Who takes the lead? A multi?source diary study on leadership, work engagement, and job performance.Journal of Organizational Behavior. Bryson, J. M., Crosby, B. C., Stone, M. M. (2015). Designing and implementing cross?sector collaborations: Needed and challenging.Public Administration Review,75(5), 647-663. Da Xu, L., He, W., Li, S. (2014). Internet of things in industries: A survey.IEEE Transactions on industrial informatics,10(4), 2233-2243. Garba, A. B., Armarego, J., Murray, D., Kenworthy, W. (2015). Review of the information security and privacy challenges in Bring Your Own Device (BYOD) environments.Journal of Information privacy and security,11(1), 38-54. Groves, P., Kayyali, B., Knott, D., Kuiken, S. V. (2016). The'big data'revolution in healthcare: Accelerating value and innovation. Hoendervanger, J. G., le Noble, V., Mobach, M. P., Van Yperen, N. W. (2015). Tool development for measuring and optimizing workplace utilization in activity-based work environments.EuroFM Research Papers 2015. Hsiao, C. H., Chang, J. J., Tang, K. Y. (2016). Exploring the influential factors in continuance usage of mobile social Apps: Satisfaction, habit, and customer value perspectives.Telematics and Informatics,33(2), 342-355. Kang, S. (2014). Factors influencing intention of mobile application use.International Journal of Mobile Communications,12(4), 360-379. Kraft, D. (2017).5 Steps to Embrace Mobile Technology for Business Communication - Tweak Your Biz.Tweakyourbiz.com. Retrieved 29 January 2017, from https://tweakyourbiz.com/technology/2016/01/28/5-steps-embrace-mobile-technology-business-communication/ Lindeman, J. W., Wagner, T. E., Batchu, S. K., Rege, O. U., Mishra, A. K., Tinker, R. B. (2014).U.S. Patent No. 8,862,105. Washington, DC: U.S. Patent and Trademark Office. Mason, C., Griffin, M., Parker, S. (2014). Transformational leadership development: Connecting psychological and behavioral change.Leadership Organization Development Journal,35(3), 174-194. Neal, D. J., Weintraub, B. J. (2014).U.S. Patent No. 8,918,080. Washington, DC: U.S. Patent and Trademark Office. Pande, S., Gomes, N. (2015). Leveraging mobile devices for human resource information systems.International Journal of Business Information Systems,20(1), 23-40. Panepinto, J. (2017).The Productivity Payoff of Mobile Apps at Work.https://hbr.org. Retrieved 29 January 2017, from https://hbr.org/2014/11/the-productivity-payoff-of-mobile-apps-at-work Potnis, D., Regenstreif-Harms, R., Deosthali, K., Cortez, E., Allard, S. (2016). Skills and Knowledge Needed to Serve as Mobile Technology Consultants for Information Organizations.Journal of Education for Library and Information Science,57(2), 187. Reber, B. H. (2014). STRATEGIES AND TACTICS LEADERS USE TO MANAGE ISSUES.Public Relations Leaders as Sensemakers: A Global Study of Leadership in Public Relations and Communication Management, 80. Yueh, H. P., Lu, M. H., Lin, W. (2016). Employees' acceptance of mobile technology in a workplace: An empirical study using SEM and fsQCA.Journal of Business Research,69(6), 2318-2324. Yueh, H. P., Lu, M. H., Lin, W. (2016). Employees' acceptance of mobile technology in a workplace: An empirical study using SEM and fsQCA.Journal of Business Research,69(6), 2318-2324. Zhang, W., Wang, H., Pearce, C. L. (2014). Consideration for future consequences as an antecedent of transformational leadership behavior: The moderating effects of perceived dynamic work environment.The Leadership Quarterly,25(2), 329-343. Zikic, J. (2015). Skilled migrants' career capital as a source of competitive advantage: implications for strategic HRM.The International Journal of Human Resource Management,26(10), 1360-1381.

Jazz Concert Critique Essay Example

Jazz Concert Critique Paper On Monday, September 27, I had the pleasure of attending a performance by the Amherst Jazz Orchestra. Founded and headed by Bandleader Dave Sporny this professional big band played rare and historically big band works to some of the newest original contemporary jazz music. The Amherst Brewing Company looked small from the outside, even when I got inside there were many dining tables and a small place by the window for a fifteen piece band to fit in. Surprisingly they all fit perfectly. They took their seats and were about to start performance. Every musician was preparing his instrument very carefully; making sure it is in tune and ready to be used. The front row of the big band comprised the following instruments: one electric guitar, five saxophones. Second row had three trombones and a keyboard player (conductor). The back row consisted of four trumpets, bass player and a drummer. They opened the evening with the song called â€Å"Where’s Reg†. Everybody were playing melody when all of a sudden alto saxophone exploded in a breath taking solo, which was followed by less intense but nonetheless beautiful soprano. From the first sound you could tell that it’s going to be a nice evening. We will write a custom essay sample on Jazz Concert Critique specifically for you for only $16.38 $13.9/page Order now We will write a custom essay sample on Jazz Concert Critique specifically for you FOR ONLY $16.38 $13.9/page Hire Writer We will write a custom essay sample on Jazz Concert Critique specifically for you FOR ONLY $16.38 $13.9/page Hire Writer Their live performance sounded so superb and flawless as if listening them on the CD. A strange thought cross my mind: I wondered if the immaculate play of big bands comes by countless number of rehersals that made it impossible for performers to make a mistake or that experience made an instrument a projection of the musician’s soul so that playing is as easy as thinking?! I think it’s both. It has to be. The soloist would stand up in order for the people to see who was playing it. Upright bass was doing a walk part which really highlighted the style and moved the song in especial smooth rhythm. Trombone played one more solo and drummer concluded the song by performing one of his own. What really caught my attention was that all other musicians stopped while the drums were playing. I guess you can call it a drum solo. After the song ended the conductor introduce the musicians to the audience so people would have an idea who was doing what. Before and after the songs, the conductor would take a little time to explain a bit about the song they were about to play. For the second song the bass player switched from upright to electric bass. Flute started off very slow and guitar joined them a few seconds later. Even though only some of the musicians were playing, all other musicians follows them on the charts in order for them not to lose track of where they were in the song. In my opinion guitar was the main instrument for this tune. Solo was incredible and guitar player put his heart and soul into it. When he was improvising he would close his eyes and swing back and forth showing how much he was putting into it. At the end of the song saxophone stared his solo and everybody joint in unison to finish it off. Conductor showed the sign that marked the end and music stopped. In my opinion it’s a weird place for the conductor to conduct standing in the second row. The saxophonists had to turn their heads or look right behind them in order to see what signs he was showing. Usually conductors stand at the front of the band, but lack of space at the front forced him to stand where he was. â€Å"Still crazy after all this years† was a slow melody. The song started with clarinet. I noticed that the saxophonists would switch from one instrument to another, different sax, clarinet, flute was the part of their job. Trumpets put on the mutes for smoother sound. Some musicians were young guys probably students that have reached the level to play professional stuff like this. Saxophone played a solo, then guitar and back to the saxophone solo. In my opinion three clarinets and muted trumpets in the fourth song sounded the best. It was my favorite song for the night. They started off with the bass at the beginning and slowly built up through the end of the song. Trumpet played a solo in the middle of the song with guitar accompaniment. Guitar would change chords slowly while trumpet poured his heart out. And at the end of it flute player just blew my mind away with the speed he played. The fifth song they played had an awkward beginning. The whole band started playing at the once. It sounded like the different parts of a thunder storm. And all played upbeat rhythm and catchy melody. It sounded very unique and I bet it caught people’s attention even if they didn’t come to see the band playing. You don’t hear this kind of a beginning on the radio. It was cool! When two saxophone players were soloing I noticed elements of call and respond in their play. For the last three songs conductor introduced a female vocalist that sang beautifully. The first song she sang sounded very old and reminded me a swing era of jazz music. Bass player picked up his upright bass. Every time vocalist stopped singing, trumpet played solo. â€Å"Something got a hold on me† was the last song and was really a dance like song in a boogie woogie style. Vocalist sang the beginning very slow almost with no music in the background and then it just went flying with upbeat melody. Saxophone played solo and then piano right after it, leaving that jazzy feeling in you for the rest of the night and made a lasting impression upon myself. All together it was only eight nicely done songs, but let me tell you, one and a half hour just flew by when I listened to these guys!