The ancient Egyptian culture Research Paper Example | Topics and Well Written Essays - 2000 words

The ancient Egyptian culture - Research Paper Example The two deserts bordering Egypt on both sides is seemingly a drawback in the lush land near the river banks but the two land types were ideal to nurture one of the oldest civilizations in history. The Egyptians regarded the two land types as two different regions. The first type, the Kemet or â€Å"black land† (6), is where the ancient Egyptians grow crops. The land is literally black as a result of the flooding of the Nile leaving silt deposits on the soil. Favorable amounts of silt in soil improve water retention and aeration which are the best conditions for growing crops. The second type is the â€Å"red land† or the Desheret (6) which is the vast stretch of desert on both sides of the Kemet. Unlike the â€Å"black land†, the sand and heat of the Desheret was not beneficial for crops. The â€Å"red land† instead yielded precious stones, copper, gold and other minerals that are made into jewelry and tools. The desert was also the hunting grounds for the ancient Egyptians, rabbits, gazelles and antelopes were the usual prey of the hunters. The Nile River with its fertile soils and desert lands rich in minerals and precious stones provided the ideal environment and adequate resources for a society to thrive. The earliest Egyptian settlers were nomadic hunters who decided to live permanently on the banks of the Nile. The beginning of the Nile River civilization started between 3300 B.C. and 332 B.C. (5) prior to the establishment of a recognized government system. Evidences of the existence of the early occupants were unearthed in tombs. Polished semi-precious stones crafted into jewelry, pottery, clay sculptures and copper ornaments were obtained from the excavations and found to date back to the Pre-dynastic era of the Egyptian civilization. Prior to the beginning of Dynastic Egypt, Nile-dwellers are classified into two cultures with separate government systems. The Upper Egypt situated in the south of the Delta occupying the strip of land between the deserts. The Badarian and Naqadan culture flourished in Upper Egypt cultivating the land and crafting pottery (Hayes 14) that later became important archaeological artifacts. The state head in Upper Egypt dons the white hedget and believed to be the personification of their god. Lower Egypt’s culture was also influenced by Upper Egypt the government form however, is more bureaucratic and ruled by families. Rulers of Lower Egypt wear the red deshret. Pre-dynastic settlers in Egypt were growing wheat, barley and flax (Bell, Quie 40). The sowing season starts in October when the floods subside leaving the silt-rich soil ready for planting. Harvest season is from March to May just before June when the flooding occurs due to the overflowing of the Nile caused by heavy rains and the melting snow from Ethiopia. The inundation period starts from June and lasts until September (Deady 14). Animals were also domesticated during the Pre-dynastic period. Cattle, sheep , goats, pigs, and dogs (Trigger 17) were among the animals the ancient Egyptians tamed. Donkeys were also domesticated and later utilized as a means of transportation. At the onset of the Early Dynastic Period in ancient Egypt, the unification of the two ancient Egyptian regions also brought on the maximized use of the entire stretch of the Nile for transportation and irrigation systems. Ancient Egypt had its first dynasty under the first pharaoh Narmer or Menes. Egypt became the largest nation under one ruler

Heritage Assesment Essay Example | Topics and Well Written Essays - 1000 words

Heritage Assesment - Essay Example Father-? Mother _____ 7. How old were you when you came to the United States? 5 years old 8. How old were your parents when they came to the United States? Mother -35 Father -38 9. When you were growing up, who lived with you?- Mother 10. Have you maintained contact with? a. Aunts, uncles, cousins? (1) Yes-? (2) No _____ b. Brothers and sisters? (1) Yes-? (2) No _____ c. Parents? (1) Yes-? (2) No _____ d. Your own children? (1) Yes-? (2) No _____ 11. Did most of your aunts, uncles, cousins live near your home? (1) Yes _____ (2) No-? 12. Approximately how often did you visit your family members who lived outside your home? (1) Daily _____ (2) Weekly _____ (3) Monthly _____ (4) Once a year or less-? (5) Never _____ 13. Was your original family name changed? (1) Yes _____ (2) No-? 14. What is your religious preference? (1) Catholic-? (2) Jewish _____ (3) Protestant _____ (4) Denomination (5) Other _____ (6) None _____ 15. Is your spouse the same religion as you? (1) Yes-? (2) No _____ 1 6. Is your spouse the same ethnic background as you? (1) Yes-? (2) No _____ 17. What kind of school did you go to? (1) Public _____ (2) Private-? (3) Parochial _____ 18. As an adult, do you live in a neighborhood where the neighbors are the same religion and ethnic background as yourself? (1) Yes _____ (2) No _?____ 19. Do you belong to a religious institution? (1) Yes-? (2) No- 20. Would you describe yourself as an active member? (1) Yes-? (2) No- 21. How often do you attend your religious institution? (1) More than once a week _____ (2) Weekly-? (3) Monthly _____ (4) Special holidays only _____ (5) Never _____ 22. Do you practice your religion at home? (1) Yes-? (2) No _____ (3) Praying-? (4) Bible reading _____ (5) Diet _____ (6) Celebrating religious holidays _____ 23. Do you prepare foods of your ethnic background? (1) Yes _____ (2) No _?____ 24. Do you participate in ethnic activities? (1) Yes _____ (2) No-? (If yes, please verify) (3) Singing _____ (4) Holiday celebrations __ ___ (5) Dancing _____ (6) Festivals _____ (7) Costumes _____ (8) Other _____ 25. Are your friends from the same religious background as you? (1) Yes _____ (2) No-? 26. Are your friends from the same ethnic background as you? (1) Yes _____ (2) No-? 27. What is your native language? American English 28. Do you speak this language? (1) Prefer-? (2) Occasionally _____ (3) Rarely _____ 29. Do you read your native language? (1) Yes-? (2) No _____ Source: (Spector, 2000). Usefulness of Applying a Heritage Assessment Heritage Assessment Tool is regarded as an instrument which specifically identifies variable characteristics of a person, his/her family background and individual needs along with preferences as well. It is often viewed to be a quite useful tool facilitating in identifying the living habits and the daily patterns of an individual by a considerable level. It also helps in determining the requirements of people or individuals by measuring their respective personal traits resultin g in developing their individual assessments at large (Alters & Schiff, 2009). From the particular Heritage Assessment tool which is taken into concern in this paper, it has been learned that I belong from a highly influential religious background and my topmost preferred language is American English. It has also been duly noticed that I am a pious person who devotes his time in performing all kinds of religious activities. It is also realized that I kept close contacts with my near and dear ones. I seemed to have friends

Ethical Perspectives in Managing Talent Essay Example | Topics and Well Written Essays - 2250 words

Ethical Perspectives in Managing Talent - Essay Example In order to determine the scope and functionality of talent management, certain ethical factors will be considered from an organisational viewpoint. However, various scholars have argued about managing talent in an ethical manner. In this connection, a detailed analysis about various significant facets of talent management will also be taken into account. Table of Contents Executive Summary 2 Introduction 4 This paper intends to make a detailed analysis of how a particular organisation can manage talent concerning ethical perspectives. Moreover, how talent fits in the ethics debate will also be portrayed in this paper. 5 Report Discussion 5 Theoretical Explanation 5 Organizational Viewpoint 7 Critical Evaluation 9 Conclusion 12 Recommendation 12 References 13 Introduction In the present day context, the majority of business organizations face significant challenges and difficulties regarding the global talent management. It has been apparently observed that every organization through out the globe always concerns the aspect of talent management in order to adopt effectual strategic decisions. ... From the perspective of human capital, a few of the researchers visualise the notion of talent management as a key to success of an organization (Tansley, 2011). By taking into concern today’s business scenario, talent management is considered to be one of the imperative aspects relating to corporate human resource (HR) and training. In general, it can be stated that an organisation is typically created using various levels of skilled people. These people act as a creating value towards different arenas that include business process, innovation development, sales and customer service that ultimately assists organisations in accomplishing their desired business targets to a greater extent. In order to develop this value, an HR department should follow a talent management procedure in terms of recruiting, supporting, managing, training and compensating skilled people. One of the significant aspects that must be taken into concern is regarding how this entire process can be manag ed in an ethical manner (Vaiman, 2012). This paper intends to make a detailed analysis of how a particular organisation can manage talent concerning ethical perspectives. Moreover, how talent fits in the ethics debate will also be portrayed in this paper. Report Discussion Talent management comprises skilled people and valuable resources in order to respond to the change and tackle with the complex business operating situation. It also embraces the development, maintenance, support and the people oriented organizational culture. Contextually, talent management is considered as a deliberative approach that is adopted by most of the organisations in order to attract and retain people possessing their respective skills for the

History and Political Science and Why United States Was Able to Defeat Research Paper

History and Political Science and Why United States Was Able to Defeat England - Research Paper Example They were also familiar with the territory and local resource of labor and food. Americans also perceived this war as the second war of impendence and fought with enthusiasm. In addition, many Americans believed that England sought to humiliate them as a sovereign country. American land forces had improved in both quality and leadership. There was a renewed sense of nationhood and urge to avenge indignities suffered by Americans (Newman 23-31). The article of Confederation was a form of union of thirteen independent states and bases of America Constitution. The weaknesses were lack of power by the states to collect taxes, trade regulation was denied to states, the law needed nine of thirteen states for approval, no executive branch, lack of national court system, and amendments could only be done if all members agreed. The greatest advantage of this confederation was that it allowed for the fair development of land to the west of Appalachians. Secondly, it led to the signing of the peace treaty with Great Britain. Thirdly, it led to the expansion of United States territory from Atlantic to Mississippi river, set up the department of foreign affairs and finally it led to states honoring legal acts of the states (Merrill 134-56). An analysis of this clause all points to the framer's intention to deny that it neither prohibited nor allowed slave trade. The clause refers to other economic or social class but does not refer slave as an economic class. However, the location of seats in Congress and number of people to be taxed although only three-fifths led to slaves being considered as human beings. It also led to return of fugitives slaves (Boyd 9- 21). Immediately after revolution abolition was conceived, it did not fade until the civil war. Abolition began as an elite group although religious leader was involved. It began as an appeal to people of colors especially the blacks and women. It led to unease over the legitimacy of  slavery.  

Survey of Human Resource Management ip 2 Essay Example | Topics and Well Written Essays - 500 words

Survey of Human Resource Management ip 2 - Essay Example However, the American Disability Act requires human resource manager and the recruitment team to set qualifications in such a manner that it does not discriminate people with disability. Finally, after designing a job description, the procedure for applying the job and the mode for sending the application should be stated in the job description. In addition, an instruction file should be attached in order to help the job applicants while apply for a job (Grant, 1989). The following steps should be followed during employee’s recruitment process in order to ensure that equal opportunities are provided to all potential employees and people with disability. The first step involves determining the job to be performed and sourcing the right candidate for that job. Sourcing of candidates may be done via, advertisement, social media, social network or use of employees referral. The second step involves developing recruitment incentive programs. Such as executive support benefits, program perks among other recruitment packages. The third step entails developing a job description. Under this step it is very vital to take into consideration people with disability whereby, the requirements of the job described should comply with American Disability Act such that, people with disability are not discriminated in any way whatsoever. The third step may involve narrowing down the job applicant search. This helps to invite only the qualified candidates for an interview and further save the company from incurring extra recruitment cost by eliminating the unqualified candidates from attending the interview. The forth step involve pre-screening. Under this step the human resource manager evaluates whether the knowledge and skills that a job applicant has in line with organisation culture. The fifth step involve checking references, under this step the human resource manager verify the qualification

Effective Communication Essay Example for Free

Effective Communication Essay Effective communication is essential in any workplace, especially within a criminal justice organization. In this paper, the author will discuss the process of verbal and nonverbal communication and the associated components of each, the differences between listening and hearing in communication, the formal and informal channels of communication in criminal justice organizations and the strategies that may be implemented to overcome communication barriers therein. Types of Communication and the Process Involved  Communication is defined as â€Å"a process involving several steps, among two or more persons, for the primary purpose of exchanging information. † (Wallace Roberson, 2009). This process can involve two types of communication: verbal and nonverbal. Verbal Verbal communication includes transmitting information orally. This type of communication can involve sharing information or exchanging ideas between two people or a group. Speaking is just one aspect of verbal communication. Verbal communication does not solely involve the sender transmitting the message to the receiver. Verbal communication also involves listening from the receiver and giving feedback to the sender as a confirmation that the message was understood. In a criminal justice organization, â€Å"oral communication skills are necessary to talk with members of the general public, request assistance from other officers, advise suspects of their Miranda rights, and inform supervisors that certain actions have occurred. † (Wallace Roberson, 2009). Being an officer requires a lot of verbal communication to fulfill some of the essential duties of working in law enforcement. Nonverbal Nonverbal communication includes written communication via reports, memorandums, notes from meetings, notes taken from accounts between officers and witnesses, victims, suspects, etc. Nonverbal can also include facial expressions. Facial expressions and body language oftentimes are used to convey emotions when words are absent. The Process of Communication The process of communication involves transmitting an idea, sending the idea through a medium (verbal/nonverbal), receiving the message, understanding the idea, and providing feedback to the message sender. The first step of transmitting an idea â€Å"implies the formation of one or several thoughts and the desire to express these ideas†. (Wallace Roberson, 2009). The next step involves choosing a method of communicating that idea. This can be done through verbal or nonverbal communication. Despite what method is used, it is imperative to know who the audience is and decide what tone the message is to be delivered. The tone, especially with oral communication, can make a world of a difference in how the receiver interprets the message. When the receiver then receives the message, his interpretation may not be how the message was originally intended to be received. The understanding of the idea or message relies strongly on interpretation of the person receiving the message. The process is then completed when the receiver provides feedback to the message sender by clarifying what he or she understood and then agreeing or disagreeing with the message itself. All these steps are part of the communication process, if one step fails then the communication becomes ineffective and invaluable. Listening vs. Hearing  According to the American Heritage College Dictionary, the word hearing is defined as â€Å"the sense by which sound is perceived; the capacity to hear† (2009). Hearing can include the capacity to hear the audio of the message being received and the words being enunciated, but it cannot ensure whether the message was indeed understood. Hearing is only one part of the communication process. The ability to comprehend by actually listening to what is being said, understanding the message by using the aids such as tone, facial expressions and body language completes this process. Active listening is important to effective communication. Channels of Communication Channels of communication in a criminal justice organization help demonstrate how the information flows from one person or group to another. The flow of communication or channels can include formal or informal methods. Formal Formal channels of communication include orders, directives and written memorandums that follow a chain of command. Communication in this scenario usually flows downward from the highest level of the totem pole, such as a police chief down to its subordinates. This type of channel of communication has both its advantages and disadvantages. The advantage of using a formal channel promote uniformity within the department. All officers, despite their rank, receive the same information. The disadvantage of using formal channels is that it sometimes stops the free flow of communication. If this channel type of communication is used it does not leave much room for officers to exchange freely any information within their department. That is to say that patrol officers usually are not encouraged to communicate amongst their peers but rather just receive instruction from their superiors. This hinders the department because officers are not encouraged to help one another, communicate with each other and possibly provide or exchange crucial information that might help them execute their responsibilities. Informal Informal channels of communication include â€Å"unofficial routes of communication within a law enforcement agency. These channels do not appear on any organizational chart, and they may not be officially sanctioned by the department. † (Wallace Roberson, 2009). This type of communication usually allows a free flow of information within all those employed in criminal justice organization. The direction of communication usually does not go up or down the ladder of chain of command. It opens up and encourages communication between officers and the different departments that make up the law enforcement agency. It promotes the sharing of information amongst peers that may ultimately contribute to successfully completing their duty of serving and protecting the community together as a team. Barriers to Effective Communication There are many barriers to effective communication. These barriers include emotional, physical and semantic barriers. Ineffective listening can also be construed as an important barrier as well. Emotional barriers can include an officer having low self esteem. This officer in question perhaps feels the need to refrain from communicating anything because he lacks self-confidence and is afraid to be put down by his peers. Many agencies have confronted this type of barrier by providing peer support groups so that they can work together to break these feelings of insecurity and promote a sense of trust. Physical barriers can breakdown communication. Physical barriers can include the use of faulty equipment where messages cannot be transmitted from one to another because the radio transmitters are not working or the computers in the vehicles or in the office are down. Having readily available and working technological equipment can help with communication between officers. Other types of physical barriers is perhaps the distance between officers when they are communicating. Shortening the distance can help provide a feeling of camaraderie and trust. Semantics involve the selection of words you choose to aid you with your communication. Obviously if you choose the wrong word, the communication will not be as effective and the entire message can be misread. Ineffective listening can also play a role in hindering the communication process. If one is not engaged in the speaker because perhaps they do not find the speaker or his/her topic interesting enough, or perhaps you already have your biases or set opinions on what is being said and so your are listening with a closed mind, this can lend to ruining the communication between you and the sender. Strategies to Overcome Barriers In order to overcome the above mentioned barriers, you must first understand what kind of barrier is preventing the flow of communication. Once pinpointing the type of barrier you can proceed to try and remove those barriers so that you can become an effective communicator. Emotional barriers can be dealt with by working on self improvement such as going to counseling for depression or self esteem issues can help. Law enforcement agencies can provide help with finding the right person to talk to or by providing a peer support group you can join to help deal with these types of emotional barriers. Physical barriers can be handled by ensuring that all equipment used within the department is adequately functioning and therefore the lines of communication can remain open. If the physical barrier involves distance between officers, then that distance needs to be shortened so that the communication between these officers allows for better exchange between them. Barriers that involve semantics can be improved upon by going to school or studying grammar, and word selection. The internet is a great way to explore tools that can help with improving your communication skills with words. Identifying what barriers are preventing someone from exchanging information and finding appropriate solutions to overcome these challenges will ensure a better and more effective way of communicating. Conclusion As children we learned early on how to communicate first without words then learning to speak and finally learning to write. Communication is a vital part of life. Without proper communication, the exchange of ideas and messages cannot be conveyed between people in either a personal or professional setting. Communication within a criminal justice organization is just as important. Learning how the process of communication works and identifying the barriers that breakdown this communication are tools that are needed. Communication is crucial to helping overall with the execution of law enforcement.

Sexual harassment at work

Sexual harassment at work Sexual Harassment In todays society, men in the organisation understand how to achieve higher positions than women. Indeed, culturally, character, style and ability between men and women are clearly different. There are several things that cause men to be more superior to women, regardless of physical affairs. For example, men are more rational and realistic, more competitive, more courageous, more initiative, and more aggressive. But that does not mean women should always be less than men. As women who live in the modern era of today, there should be a pathway to higher position and achievement in their careers. However women still need to be aware of various barriers that may prevent them from doing so. Nowadays, jobs such as director, manager or even chief executive officer (CEO) position are open to those women capable of filling these demanding positions. Now that women have slowly begun to make their way into organisation studies, the rate of issue such as sexual harassment is now becoming more popular, â€Å"when men and women involve in an emotional closeness may be a positive experience, but sexual harassment is not. Sexual harassment is illegal (Samson Daft, 2006). This assignment will further discuss how the issue of sexual harassment has an effect on womens participation in the workplace. Sexual harassment is any form of sexual connotation or behaviour that may be unilateral and unwanted by the person targeted. The result of sexual abuse may lead victims to feel ashamed, angry, humiliated, offended, and disgusted with the perpetrator. Sexual harassment can happen at any and all levels of an organisation. Women who are moving up the corporate hierarchy by entering male-dominated industries report a high frequency of harassment (Samson Daft, 2006). The Equal Employment Opportunity Commission (EEOC) combats sexual harassment by making illegal the acceptance of harassment as a condition of employment, using compliance or not to affect employment decisions with regard to the individual or creating a hostile working environment which may affect the individual performance. Itzin (1995) conducted a major research project with an aim to improving womens position within a local authority organisation. Itzin describes a five part methodology using a survey, interviews, group discussions, statistical data and participant observation to explore the culture and practices of the organisation and to collect data on the position and experience of women. According to Itzins survey results (1995, p.33), the majority of women in the organisation were ‘breadwinners, they work either to support themselves or their families. Most women said they work because they want ‘to pursue a career and ‘self fulfilment. Therefore by looking at this result, Itzin (1995, p.33) suggested ‘that there may be a little difference between the reasons why men and women work and the economic and emotional significance which they attach to their work.† Aside from sexual harassment there are various reasons why women are still far behind men. Through this table (1995, p.34) and diagram, Itzin shows the percentage of women had worked for the local authority for more than seven years and still yet not made any progression to their career . Reasons for women not applying for or not getting another job Reasons % At a disadvantage because of job sharing 5 Lack of encouragement 8 Obstruction from supervisors 8 Sexist Attitudes 8 Racist Attitudes 9 Lack of confidence 24 Lack of interview or job application skills 28 Lack of skills or qualifications necessary for the job 28 Promotion is all what it takes for women to achcieve a higher position. Male management restrict womens chances of prmotion by not providing suitable child care facilities or flexible school holiday arrangements. Itzin (1995, p.38) stated that â€Å"Managers do not encourage women to go for promotion,they said, or administrative staff to cross over into profession. They drew attention to the fact that ‘admin is dominated by women, but men are at the senior level.They thought women were better organizers and lateral thinkers than men, but management jobs were less attractive to women because they take you away from dealing with people and consequently provide less job satisfication.† According to Itzin, Women have to out performed men to get equal recognition and position and tend to have less power than men in the same position. Even though sex segregation is not exactly sexual harassment, but it is still discriminates against women in the organisation. Williams (1995) says that sex segregation almost always occurs in every organization and workplace, where males are in higher positions with higher salaries than women. There are various researches that show that sex segregation is a major obstacle for career women. This manifests as inequality in terms of salary, authority, opportunity in promotions and career advancement. Women are more often placed in a lower position with a smaller salary and without the opportunity to gain promotion (Hossain Kusakabe, 2005). Glass Ceiling discrimination may leads women to have feelings of low self-esteem, slowing down of interest in their jobs and decreased their motivation. The glass ceiling effect is a distinct limiter to a womans advancement into the higher level of corporate management and directorship. ‘â€Å"Ceiling† stresses the limitation of upward progress a woman is subjected to and â€Å"glass† refers to the fact that though the limitation is apparently not written in any rule book, it is nevertheless a defeated fact understood by both the sexes. (ayushveda, 2009). In theory, the effect of the glass ceiling can generally be viewed from two sides such as the demand side and supply side. On the demand side, from outside of the womans appearance, such as discrimination in the workplace, a culture of office man who is very dominant, work rules, and so forth. The glass ceiling in some cases can usually be overcome by using the supply side; it is something that is offered by the woman herself. These aspects include the choice of labour supply, quality of resources, skills possessed, and so forth. Every company toughest challenge that they need to face is to deal with sexual harassment issues. One of the best ways to prevent this situation is to make a sexual harassment policy. Companies must make a written rule that contains the companys commitment to prevent sexual harassment in the workplace. The content of the policy should include the notion of what constitutes sexual harassment, grievance procedures, and punishments that should be meted out to the perpetrators. It should also have counselling available to the victims and the assurance that the complaint made is confidential. Ensure all employees, supervisors, managers, directors, clients are aware of the written rules. Hence the human resource people need to take serious action to ensure that rules are obeyed. In conclusion, there are many courses of action that can be taken by companies and individuals in addressing issues such as sexual harassment and sex discrimination in the workplace. One important thing to note is that the right to pursue a career does not solely belong to men but women are also equally entitled. Although awareness in the workplace of womens right is growing, there is still much to be done to truly have equal opportunity without the threat of sexual harassment and discrimination for women.