Development Of Agriculture In Southwest Asia And East Asia

Southwest Asia is a locale encircled via oceans and mountains and lies at the junction of Europe, Africa and Asia. Southwest Asia was the focal point of advancement of the earth’s human advancements. Towns developed on the fields of Mesopotamia and good countries of Iran and Anatolia by 7000BC and a portion of these became focuses of chiefdoms. The primary endeavors to shape realms are archived and are utilized by archeologists from various nations to uncover the procedures that offered ascend to these progressively increasingly complex socio-political frameworks. This changed topographical and climatic setting of south west Asia incorporates the regular living spaces of wild plants and creatures which were the first to be trained. The zone was favorable for cultivating too for chasing gathering since its yearly precipitation was over 250mm. Ecological changes happened during the period between 11,000-9600 BC and recuperation took 50 years. (Human Past 2005). Plant and Anima l Domestication Plant training †Southwest Asia was favorable for plant taming particularly wild vegetables and oats. The principle trained oats were wheat, rye and grain which started in the early aceramic period. This training was confirm by plant species rye in abuhureyra, Jordan valley and southern Syria. Development was increased during the Neolithic time frame, which was around 8800 BC, during this time the atmosphere was favorable and populace had grown.Hunting and Herding †Southwest Asia’s potential for creature training was prove from the seemingly perpetual settlement locales and may have happened after plant taming at around the change time of prior and later Neolithic(World Archeology 2007). The trained goats have been found in Ganj Dareh in Iran, sheep and pigs in turkey and northern Syria.Mixed Farming Economies: More settlements rose during the time of among right on time and later a clay Neolithic period. The segment hypothesis which states â€Å"tha t the ascent in populace following the finish of ice age constrained individuals to embrace agriculture† appears to hold water albeit an understanding is yet to be reached (Human Past 2007).The Evidence of Ali Kosh: Ali Kosh lies in territories which are favorable for wild assets and tames (World Archeology 2007). Progressive layers show changeless and enormous structures just as expanded developed and wild plants. The desert spring hypothesis which expresses that â€Å"The connection among people and condition is the key purpose behind agrarian development,† approaches. Additionally there were not many ecotones for supporting stationary trackers gatherers yet numerous areas for tamed species particularly in the destinations of hureyra, catalhoyuk and ain Ghazab.Social Exchange and Networking: This is the devouring theory which contends that the craving for new things, new states, regard and acknowledgment just as capacity to toss feasts prompted improvement of agribusi ness in this locale. Because of the way that the obsidian and marine shells were discovered hundred of kilometers from their sources fill in as a proof of trade systems where networks are accepted to have kept and utilized an extent of the obsidian procured and afterward traded the staying for endowments to be given as tokens during parties. Part.2. Horticulture in East Asia.The Pleistocene-Holocene change happened in East Asia between around 14,000-6000BC. Climatical changes additionally made the plants and creatures to change making the trackers gatherers to start collecting and spreading new plants. Between 8000-6000BC cultivating contrasted in two regions, in the south, wild rice was trained while in the focal china locale millet was the major tamed grain. During the last ice age (36,000-10,000BC), trackers gatherers lived in open considerations and waterway porches in the yellow stream district, nearness of bolt needs at the destinations was a proof of chasing dairy cattle and wild sheep whose bones were present.More wild millet seed assets around shunwangpin, xveguan and shizitan, menjiaquan and nanzh vangton were proof of cultivating. Despite the fact that there are false transitional locales to uncover appropriation of horticulture by tracker gatherers, there are numerous inactive Neolithic residents since 6000 BC. Social change is anyway prove by lasting towns, houses and cruel burial grounds. Store gems, finished tomahawks, wooden and bone spades were a sign of social layers at sides like dadiwan, cishan and peiligang. Growth of Agricultural CommunitiesMillet cultivating in yellow stream locale increased coming about into social unpredictability and arrangement of states. The yangshao culture in the loess level of focal fields and dawenkon culture toward the east developed. The yangshao culture fluctuated territorially however their destinations share semi-underground house, millet stockpiles and earthenware production. While dawenkou culture thoug ht around the lower yellow waterway valley and is ascribed with populace densities and social positioning. There development of farming In these two societies is bolstered by the desert garden hypothesis, Demographic hypothesis and The sloping flanks speculation Sedentary settlements with expanding number of burial grounds and grave products like fenshan bao and hujiawuchang around the rice development locale of yangzi waterway valley are destinations that uncover conditions in early Neolithic(Human Past 2005).Between 4500-3300 BC towns expanded and spread. Settlement was picked close to dry wetlands so as to encourage the production of wet rice fields. Houses were rectangular and made of mud, bamboo leads and rice husks and these townspeople were alluded to as the Daxi culture (World Archeology 2007). Taming of creatures was prove from the ID of furrowing at around 4 thousand years BC. Nearness of pontoon and marine innovation support the accept of family along water courses. The s ignificant destinations incorporate chengtoushan and Daxi.Historical semantics is one of the significant techniques that may have been utilized to test the possibility of relocation and development developments of ranchers. This is prove by the nearness of a few dialects and language families in East Asia.â These dialects are separated into five semantic squares which incorporate; austroasiatic, Austronesian, Hmong Mien, Kadal with Tai and Sino-Tibetan (World Archeology 2007). Three of the significant parts of Austronesian family are in eastern India, Vietnam and south in the islands o Indian Ocean. Wordings of the dialects over east and Southern Asia are believedâ to have begun from Asian principle land (Human Past 2005). Archeological proof for the cause and spread of rice agribusiness and artworks, for example, weaving underpins this belief.Part 3.Comparing and ContrastingDevelopment of horticulture in southwest Asian and East Asia compares with the development of human popul ace just as natural changes. Early scholars contend that the development of human populace came about to food deficiency and consequently presentation of training of both wild and tamed plants and creatures. Advancement of farming in the two locales is upheld by proof delivered by the achaeobotanists and archeozooligsts.The start of agribusiness likewise relates with the decrease in the scope of food eaten. This is on the grounds that in the majority of the cultivating social orders distinguished in the two districts, south west Asia and East Asia they grew a couple of plant animal types on which they depended vigorously and similarly then trained a little scope of creatures while the trackers gatherers had a wide scope of nourishments that they gathered or chased in their neighborhood condition. It is in this way clear the trackers and gatherers in the two areas devoured a decent eating regimen than the ranchers due to variety.The desert spring hypothesis â€Å"the sloping franks hypothesis† which proposes that other than possessing a specific biological district/specialty, where plants and animals could thrive, the progress in horticulture in both south west Asia and East Asia, the move to agribusiness additionally included changes in human discernment and individuals created, aptitudes required for progressive cultivating. This was confirm by development of complex social towns, which included changeless lodging, improved innovation, and nearness of capacity pins.Demographic hypothesis is likewise obvious in the two districts as to have been the main impetus behind selection of horticulture. This is on the grounds that during the start of farming, there were populace/segment increment and natural changes. Individuals were constrained by these outer powers to imagine/adjust horticulture. Scholars additionally contend that social orders assumed a critical job in the training. This is a result of economic wellbeing. Development may have been embraced in southwest Asia to give food and drink to be expended during serious devouring and this is the devouring hypothesis.Evolution and purposefulness speculation is upheld by the conviction that trackers gatherers were composed through connections that had adaptable participation while the ranchers had bigger gatherings that were organized with social goals and because of these unpredictability there were collection of merchandise and subsequently populace development too innovative headway. Be that as it may, the improvement of farming in the two areas conceded in that in southwest Asia was between the finish of epipaleolithic and Pleistocene periods while in East Asia. It started during the Pleistocene Holocene change period. Additionally in East Asia there was presence of numerous societies not at all like in South West Asia.Agricultural improvement started toward the finish of the last chilly age where wheat and grain were the main tamed plants. Analysts contend that populace develop ment and climatical changes were the main considerations for appropriation of agribusiness yet there are negligible confirmations to help the contention since horticulture is work serious when contrasted with chasing and assembling. In any case, advancement societal position, and imitating are different factors behind the improvement of farming other than populace development and atmosphere

Why Do People Resist Change At Work - Free Essay Example

Why do people resist change at work and how can this resistance be overcome from an HR perspective? 1. Introduction Change is a common feature of the workplace. This paper examines why people resist change at work. It then explores how this resistance can be surmounted from an HR viewpoint. 2. Resistance to change at work From research into individual and organisational behaviour, it is well established that people at work can sometimes resist change (Robbins, 1992). The Chartered Institute of Personnel and Development (CIPD) define resistance to change at work as an individual or group engaging in acts to block or disrupt an attempt to introduce change (CIPD, 2014, p.2) and argue that, in general, resistance to change in the workplace occurs in two ways: resistance to the content of change and resistance to the process of change (CIPD, 2014, p.2). The reasons for resistance to change at work are numerous. Resisting change enables stability and for the status quo at work to be maintained (Robbins, 1992). Change jeopardises the comfort zones and security of employees who are risk averse and who like familiarity (Holbeche, 2001). The fear of the unknown may result in resistance to change (Robbins, 1992). There may be resistance when change appears to threaten someones income (Robbins, 1992). Change can appear threatening to the individual worker when it is foisted on them top down without their input as they do not feel in control (Holbeche 2001). Gifford et al (2012), in their review of change programmes in NHS South of England, found that many people do embrace change, but it is easy to feel undermined or threatened by it, even if one accepts at a broad level that change is needed. As well as the challenge of embracing new ways of working, it can be hard to let go of the old ways. Not only do people have ingrained habits and ways of thinking; they also become skilled in familiar work and may feel that their credibility is based upon it. For example, if someone spends years honing skills in a specific procedure and is then told they should be using a completely different technique, this may cut at their sense of self worth (Gifford et al, 2012, p. 15). Thus, there may be resistance if a persons perception of how the world of work should be is threatened. Robbins (1992) explains that individuals shape their world through their perceptions. Once they have created this world, it resists change. So individuals are guilty of selectively processing information in order to keep their perceptions intact (Robbins, 1992, p.281). Psychologists have studied resistance to change and it has been recognised that change may involve a significant shift for the individual, like a bereavement, where what was once certain is no longer so and they have to relinquish the familiar in order to be able to embed change (Holbeche, 2001). The psychological contract is an important consideration when looking at resistance to change at work. Guest and Conway (2002) defined the psychological contract as the perceptions of both parties to the employment relationship, organisation and individual, of the reciprocal promises and obligations implied in that relationship (Guest and Conway, 2002, p.22). The CIPD (2005) argue that the psychological contract is now best seen as a tool that can help employers negotiate the inevitable process of change so as to achieve their business objective without sacrificing the support and co-operation of employees along the way (CIPD, 2005, p.4). CIPD (2005) commented that people expected commitments made to them by management to be honoured and that management should make the effort to do so. Where management is not able to honour a commitment, attempts should be made, however difficult, to explain why and its impact on the employee. A breach of the psychological contract is likely to result in employees having a negative attitude to their employer which would include resistance to change. A case study at a Scottish manufacturing plant, where employees believed that the psychological contract had been breached by the employer, noted that the regular imposition of change programmes had resulted in a high level of cynicism amongst supervisors and shop floor staff (Pate, Martins and Staines 2000). If there is a lot of organisational change in a workplace, it is likely to be negatively received by its staff (CIPD, 2005;Guest and Conway 2001). Furthermore, where there is frequent change, it is likely to result in staff believing that management do not know what they are doing and their trust in them declines (CIPD 2005) (Guest and Conway 2001). In spite of all the above, research into change management reveals that there are things that can be done to alleviate resistance to change. 3. Overcoming resistance to change: the HR viewpoint 3.1 Adopt a positive approach to resistance at work Resistance to change can be a cue for stakeholders in an organisation to have a meaningful debate about the merits of the proposed change. This may lead to amendments and improvements to the change (Robbins 1992). 3.2 The need to understand why change is happening Research has shown that it is important for staff to understand why change is happening in terms how it will benefit the business and ideally how will it benefit them. In the Gifford et al (2012) review of change programmes across the NHS South of England, it concluded that leaders need to sell the benefits of the change. To do this they need to express their vision in a way that makes it easy for stakeholders to relate it to the purpose and values of the NHS and to their own principles and motivations (Gifford et al., 2012, p.5). Gifford et al (2012) added that purpose and vision [of the change programme] are crucial factors (Gifford et al., 2012, p. 51) that should be communicated in many ways to make sure the message connects with the stakeholders. In redundancy situations, Holbeche (2001) discovered that there was a link between the perceived reason for the delayering and the effect on employees. If people thought that the reason for the delayering was simply cost cutting , their morale and motivation tended to be more adversely affected than where there appeared to be a more strategic reason for the change (Holbeche, 2001, 367). 3.3 Communication Communication plays a critical part in helping staff understand why change is happening and in feeling engaged in the change process. Internal communication mechanisms which enable staff to feel empowered and involved are key to minimising resistance. Two way communication mechanisms like attitude surveys can be effective, but only if visible changes arise as a result (Holbeche, 2001). Other forms of communication that can help are senior management presentations (where questions can be asked and answered), road shows, team briefings and management cascades, question and answer mechanisms (for example by email) and internal newsletters (Holbeche, 2001). Communication should ideally involve an element of being two way and should include all stakeholders. The CIPD (2005) found that top down communiques by senior managers were perhaps the most ineffectual way of delivering important messages to staff. Mission statements were slightly more effectual, but the most successful way of r eaching staff with messages that they are likely to believe is through line managers (CIPD, 2005). In recent times, storytelling, narratives and theatre have been used in change situations as innovative ways of communicating with staff in order to get them engaged and involved. These methods allow for a move away from top down senior management communication (Daley and Browning, 2014, Dennis, 2010, Thomas and Northcote, 2012). Formal communication, in times of change, should: Inform à ¢Ã¢â€š ¬Ã¢â‚¬Å" about the organizational/ personal implications Clarify à ¢Ã¢â€š ¬Ã¢â‚¬Å" the reason for the change, the strategy and benefits Provide direction à ¢Ã¢â€š ¬Ã¢â‚¬Å" about the emerging vision, values and desired behaviours Focus à ¢Ã¢â€š ¬Ã¢â‚¬Å" on immediate work priorities and actions, together with medium term goals Reassure à ¢Ã¢â€š ¬Ã¢â‚¬Å" that the organisation will treat them [staff] with respect and dignity (Holbeche, 2001, p.368). 3.4 Staff engagement Those affected by the change need to feel engaged so that they believe that they are invested in the change. This can be time consuming and difficult for those leading the change (CIPD 2005, Gifford et al. 2012). Engagement can mean getting staff to buy into change that has already been devised or it can mean getting staff involved in actually designing the change (Gifford et al., 2012). Leaders need to be clear about what level of engagement is being offered as unfulfilled expectations risk demotivating staff and weakening good will. (Gifford et al, 2012). Bearing in mind the psychological contract, the CIPD (2005) argue that managing change well involves getting employees buy-in and making sure that they are not caught unawares. Employees want fair treatment and it is important that they believe that they can trust management. As stated earlier, if employees expectations are not to be met, the reason why should be explained by management (CIPD, 2005). 3.5 Leadership Those in leadership positions in the organisation have to act as role models for change to be successful. If the behaviour of the leaders in an organisation is at odds with their verbal utterances in a change situation, it can result in cynicism in staff and thus resistance to change. Holbeche (2001) reports of a case study where company directors were charged with leading an organisational change involving paying particular attention to the customer. The directors talked to staff about the importance of the organisations values, especially teamwork. However, staff knew that the senior leadership team did not work well as a team and thus, the change message was being met with cynicism. When the Chief Executive took drastic action and threatened to punish the directors financially, that was when the directors became serious about role modelling good team work and effective leadership. As a result, the change message became believable to staff. 3.6 Apply learning from neuroscience Dowling (2014) explored the connection between neuroscience and change management. He found that neuroplasticity, the concept of the adult brain being able to change through specific activity and experiences, was applicable in change situations, if it was self-directed by the individual employee. He advised that employers should give their employees the latitude to have their own insights into the proposed change and that this would allow new neural pathways to be formed in the employees brain, making sustainable change possible. Downing (2014) also explored the impact of threat and reward on employees behaviour. He argued that when a person is faced with a perceived threat, the brain has an inbuilt defence mechanism which is activated. This provides some explanation as to why there is resistance at work when an employee feels threatened. This argument reinforces the need for those leading the change to emphasize the benefits of the proposed change so that the employees brain re ward response is activated as opposed to their threat response. Downing (2014) additionally looked at habit and how the prefrontal cortex of the human brain (the advanced cognition brain area) operates primarily on the basis of habit, otherwise it would be using a huge amount of energy which would not be sustainable. During periods of change, when individuals are being required to adopt new habits, a heavy burden is potentially being placed on the prefrontal cortex. When designing change programmes, there needs to be an awareness of the brains limited capacity for change (Downing, 2014, Scarlett, 2013). 3.7 HR HR has a pivotal role to play in staff communication and engagement as well as in planning change effectively, including taking into account the learnings from neuroscience. There has to be a real partnership between the business and HR for change to be effective. HR plays a role in assisting, developing and supporting those in leadership positions to be effective in their roles so as not to undermine the success of the change programme and engender resistance to change (Holbeche, 2001, CIPD, 2005, Gifford et al., 2012). 4. Conclusion Although resistance to change is something that occurs in the workplace for many understandable reasons, it can be minimised by good communication and staff engagement, explaining the need for change in terms of its benefits to the business and to the individual member of staff, learning from research, effective leadership as well as HR working well with the business and being an integral part of the change. Overcoming resistance at work matters, as while resistance is occurring, it may result in negative consequences such as having a negative impact on performance and productivity, creating an environment for turf wars at work as well as demoralising and demotivating staff (Holbeche, 2001,Robbins 1992, Cannon and McGee 2008, Hughes, 2010). 5. References CANNON, J. A. and MCGEE, R. (2008) Organisational development and change. CIPD toolkit. London: Chartered Institute of Personnel and Development. CHARTERED INSTITUTE OF PERSONNEL AND DEVELOPMENT (2005) Managing Change: The role of the Psychological Contract. Research report. London: Chartered Institute of Personnel and Development. CHARTERED INSTITUTE OF PERSONNEL AND DEVELOPMENT (2014) Change management. Factsheet. Available: https://www.cipd.co.uk/hr-resources/factsheets/change-management.aspx#link_2 DAILEY, S.L. and BROWNING, L. (2014) Retelling stories in organizations: understanding the functions of narrative repetition. Academy of Management Review. 39(1). p. 22-43. DENNIS, R. (2010) Intimacy at work: playback theatre and corporate cultural change in Mercedes Benz, Brazil. Journal of Organizational Transformation Social Change. 7(3). p. 301-319. DOWLING, N. (2014) Its all in the mind. Training Journal. Aug2014. p.47-51. GIFFORD, J., BOURY, D., FINNEY, L., G ARROW, V., HATCHER, C., MERIDITH, M. AND RANN, R. (2012) What makes change successful in the NHS? A review of change programmes in NHS South of England. Horsham: Roffey Park. GUEST, D. E. AND CONWAY, N, (2002) Communicating the psychological contract: an employer perspective. Human Resources Management Journal. 12(2). p. 22-38. GUEST, D.E. AND CONWAY, N. (2001) Organisational change and the psychological contract: an analysis of the 1999 CIPD survey. Research report. London: Chartered Institute of Personnel and Development HOLBECHE, L. (2001) Aligning Human Resources and Business Strategy. Oxford: Elsvier Butterworth Heinemann. HUGHES, M. (2010) Managing change: a critical perspective. 2nd Ed. London: Chartered Institute of Personnel and Development PATE, J., MARTIN, G. AND STAINES, H. (2000) Exploring the relationship between psychological contracts and organizational change: a process model and case study evidence. Strategic Change. 9 (8). p.481-493. ROBBINS, S. P (1992) Essentials of Organizational Behavior. Third edition. New Jersey: Prentice-Hall International SCARLETT, H. (2013) Neuroscience helping employees through change. Strategic Communication Management. 17 (1). p.32-36. THOMAS, P. and NOTHCOTE, R. (2012) Storytelling in transforming practices and processes: the Bayer case. In TYRONE, S., SIMPSON, A. and DEHLIN, E. (eds.) Handbook of organizational and managerial innovation. Cheltenham: Edward Elgar.

Negro Baseball Leagues

Medea Essay - 1762 Words

Title of Work: Medea Country/Culture: Greek Literary Period: Classical Type of Literature (genre): Drama/Tragedy Author: Euripides Authorial information: Euripides was born in 484 BC and took up drama at the young age of 25. At most drama competitions, however his plays came in last place until he was about 45 or 50 years old. In his entire life, he wrote 92 plays of which only five received first place awards at competition. Euripides despised women. He had been married twice to unfaithful women and had three sons. This hate of women is shown in his work of Medea. Authors unique style: Euripides characterization of women is considered unique in the play Medea because the tragic Hero/ine - in this case Jason and Medea in each ones†¦show more content†¦Jason obviously is not caring about his wife who actually killed to be with him. He does however still love his children. His flaw of apathy or the fact that he is not perseverant causes his downfall when Medea has his wife (the princess) murdered as well as his children. This causes Jason to be extremely disturbed - but it is deserved. King Aegeus - The present King of Athens who is very sympathetic. He is friends with Medea and understands her problem. He tells her that she may come to Athens and seek refuge if she pleases. He has no children and asks if she will quot;provide him with somequot;. In this sense, he is a jolly fellow who assists friends in time of need. He also provides Medea with a place to go and be protected after she goes on her killing rampage. Nurse - The Nurse plays a somewhat minor role and yet influences the story of Medea. She is employed by Medea to look after the children but the Nurse also gossips and provides advice and assistance to Medea. She provides the audience with background information on the play and puts pieces together of the quot;big picture.quot; The Nurse begs Medea to not do anything rash because of Jason but says that she knows Medea will so that foreshadows the though of tragedy in the play. She also sympathizes Medea but as soon as Medea is not looking, the Nurse criticizes her as being somewhat over reactive.Show MoreRelatedMedea1328 Words   |  6 Pages Is Medea Justified In Her Actions? Is the killing of anyone ever justified? Is the life of one individual more important than another? In Euripides, Medea, Medea kills the princess of Corinth, the king of Corinth, Creon, as well as her own children. Are her actions the actions of an insane, distraught person or those of wise, foreign, barbaric woman trying to protect her children? Through the story of Medea, Medea justifies the killing of others while several other characters portray theRead MoreAnalysis Of Medea813 Words   |  4 Pagesfear. The Greek play, Medea, illustrates this idea of the plight of the foreigner, through the native Greek characters’ treatment of Medea, who is an outsider. Medea faces scorn and opposition, and yet she is both thought to be unintelligent, and horrifying at the same time. Medea’s interaction with the Greek characters reveals their own belief of their superiority as well as their unwavering faith in the barbarian manner of the outsiders. In Act I, Creon comes to inform Medea of her exile. At firstRead MoreThe Tragedy of Medea677 Words   |  3 PagesMedea is a tragic Greek story opening up with a crisis. Medea is a widow in an emotional wreck. There is a reason why she is like this but there is always more to it than meets the eye. So what is the meaning of this play why does she act this way? All the sources seem to think that the Gods made her do it and her love passion. In the Medea play it starts with her having a crisis. Her husband Jason has divorced her and remarried. She is raising her two sons alone now. The nurse and tutor areRead MoreEssay on The Evil Character Medea in Euripides Medea585 Words   |  3 PagesThe Evil Character Medea in Euripides Medea Euripides created a two-headed character in this classical tragedy. Medea begins her marriage as the ideal loving wife who sacrificed much for her husbands safety. At the peak of the reading, she becomes a murderous villain that demands respect and even some sympathy. By the end, the husband and wife are left devoid of love and purpose as the tragedy closes. In Medea, a woman betrays her homeland because of her love for a man. Jason is the husbandRead MoreThemes of Medea1751 Words   |  8 Pages2011 Medea Video Project Analysis The â€Å"Medean† Hillbillies Euripides’ Medea is classified an ancient Greek tragedy. However, this story is much more than a tragedy. The story of Medea is one that definitely grabs the reader’s attention through both its text and its themes. The themes that the story of Medea presents are very practical and still continue to exist in humanity today. The three largest and most obvious themes that a reader is most likely to find and relate to while reading Medea areRead MorePassions In Medea1295 Words   |  6 Pagesthan they do in the modern age. Passion in the ancient world tended to have a negative connotation. Often, ancient passions led to sins or unhappiness. In Greek mythology, divine beings could not control their passions as Euripides wrote about in Medea. However, Buddhists see passions as undesirable, and they take steps to suppress their passions to achieve enlightenment. Christianity instructs followers to control their passions, however they do not restrict them to the extent that B uddhists doRead MoreMedea, By Euripides The Catcher Of The Myth Of Jason And Medea1176 Words   |  5 PagesPlaywright, Euripides, composes the tragedy, Medea, on the bases of the myth of Jason and Medea in around 400 BC. Medea portrays the position of women within that time period in Greek culture. The Greeks did not see women as equal citizens within the time period of Medea’s composition. The Greek culture considered women as submissive servants, whom did not have a place in politics. Women in that period of history were greatly dependent of their husbands. The author, Euripides, capitalizes on thisRead MoreComparing Medea And Seneca s Medea1784 Words   |  8 PagesMedea is a popular and influential play which has been revitalized by many authors on their versions of the story; telling the story of Medea who s seeking revenge against her husband Jason. In this essay I will be discussing the ways in which Seneca s Medea responds to the original by Euripides. Exploring k ey themes such as emotion, exile, revenge and the roles of the characters and chorus between both of these plays. I will also be making a connection with this historically by analyzing theRead MoreJason Medea897 Words   |  4 PagesHow do Jason s feelings at the end of the play differ from those revealed in other encounters? In their first encounter, Jason appears to be trying to make himself feel as if he is better than Medea, and as if he is the bigger person than she, â€Å"You no doubt hate me: but I could never bear ill-will to you† implies that he is a better person for helping her even though she hates him – and that even after all that s happened and all she has said he still â€Å"could never bear ill-will†. He continuesRead More Medea Essay2057 Words   |  9 Pages Title of work- Medeanbsp;nbsp;nbsp;nbsp;nbsp;nbsp;nbsp;nbsp;nbsp;nbsp;nbsp;nbsp;nbsp;nbsp;nbsp;nbsp;nbsp;nbsp;nbsp;nbsp;nbsp;nbsp;nbsp;nbsp;nbsp;nbsp;nbsp;nbsp;nbsp;nbsp; Country/Culture- Greeknbsp;nbsp;nbsp;nbsp;nbsp;nbsp;nbsp;nbsp;nbsp;nbsp;nbsp;nbsp;nbsp;nbsp;nbsp;nbsp;nbsp;nbsp;nbsp;nbsp;nbsp;nbsp;nbsp;nbsp;nbsp; Literary Period- Classicalnbsp;nbsp;nbsp;nbsp;nbsp;nbsp;nbsp;nbsp;nbsp;nbsp;nbsp;nbsp;nbsp;nbsp;nbsp;nbsp;nb

Public Health H1N1 Dominant Influenza Virus

Question: Describe about H1N1 dominant influenza virus? Answer: Summary H1N1 is related to dominant influenza virus that had affected people from different parts of the world. Though the World Health Organization or WHO had in the year 2009 declared to end the serious problem associated with H1N1. The spread of the problem has been on an increase due to unawareness amongst the people. H1N1 is a viral problem, and could spread easily among people. The Phase 6 has been put up on alert, which included providing better information about the medical problem to the people. Unlike couple of years ago, H1N1 is no longer considered to be the dominant influenza (CDC, 2010). Details of the problem The medical experts have collected the required and essential evidence that provide details about the viral diseases. This is a seasonal viral problem, which has a major impact on the people and their lives. Thus, WHO drafted plans for global preparedness, which included stocking hospitals with medical assistances, quick detection of the medical parole, vaccination cover, and proving better medical problem? The medical assistance had to be allocated as per the population in a community. Besides this, it was essential to create awareness about the medical problem and the steps that can be taken to control from spreading to others. Attempts have been made to stop the spread of the medical problem, and thus accurate information about the medical problem. People with weaker immunity and health system were advised to intake healthy food. This could prevent the problem from spreading too many others, which could make the situation quite uncontrollable (World health organization, 2009). References CDC, 2010. Public health grand rounds. Viewed on 5th March, 2015. Retrieved from https://www.cdc.gov/cdcgrandrounds/archives/2010/09-September.htm World health organization, 2009. Clinical management of human infection with pandemic (H1N1) 2009: revised guidance. Viewed on 5th March, 2015. Retrieved from https://www.who.int/csr/resources/publications/swineflu/clinical_management_h1n1.pdf World health organization, 2014. WHO information for laboratory diagnosis of pandemic (H1N1) 2009 virus in humansà ¢Ã¢â€š ¬Ã‚ revised. Viewed on 5th March, 2015. Retrieved from https://www.who.int/csr/resources/publications/swineflu/WHO_Diagnostic_RecommendationsH1N1_20090521.pdf

The Emperor Jones Essays - Operas, English-language Films

The Emperor Jones In Eugene O'Neil's play, The Emperor Jones, he presents a crucial lesson to mankind: one should not pretend to be someone who he is not. Multiple repercussions may occur to someone who denies their background and race. For example, in The Emperor Jones, the character, Brutus Jones, dissembles as a free white man (Jones was really black and was supposed to be in slavery during that time). Because of Jones' denial, he encounters numerous illusions in the forest of his black heritage, which haunt him until he is finally killed by his natives, under the accusation of an insurgence against his people. O'Neil introduces the theme of denial bluntly. In the opening scene of the play, it is clear to the audience, from a nineteenth century perspective, that Brutus Jones' physical features oppose his personal opinion of his individual status. Jones, a colored man, was expected to be a slave during the eighteen hundreds. Ironically, Jones proudly claims to be a white man and is portrayed as a powerful man in this first scene. After O'Neil presents his theme of denial, he supplies following scenes with the consequences of illusions, displaying his true lineage. One apparition Jones encounters is a gang of Negroes chained, working on the road supervised by a white man. The anticipation of the audience is that Jones will assist the white man with managing the slaves. Instead, Jones is ordered to work; subconsciously, he proceeds to the slave work with his fellow natives. Jones finally realizes his actions and shoots the apparition, which immediately disappears. Jones experiences a similar illusion later of chained blacks, sitting in rows, wailing, awaiting their slavery. Intuitively, Jones joins their rhythm and swaying and his cry rises louder than the others. This illusion leaves on its own and Jones advances through the forest. These two apparitions demonstrate that inside, Jones really understands that he is colored, but he cannot admit it. The next two of Jones' illusions display that the other people realize that Jones is black which aggravates him even more. First Jones confronts a slave auction. He spectates until he realizes that it is he, who is being auctioned. As a result, Jones loses control and goes wild. Finally, Jones witnesses a religious sacrifice, one similar to his native religious. It is not until Jones realizes that the witch doctor is offering him as a sacrifice, to be eaten by the crocodile, that Jones loses control once again. O'Neil presents a theme of denial in The Emperor Jones. O'Neil teaches that denial of one's heritage is a dangerous situation that may result in apparitions and death. He suggests a cure to self-denial if it's not too late. O'Neil implies that if the people associated with such a person familiarize him with his real identity, he might be saved. Unfortunately, the natives were too fearful of Jones to express such feelings. It wasn't until Jones saw the illusions of the people identifying him as a black person that he realized that he was colored. At this point it was too late for Jones to turn back, which ensued in his death.

Answers to Questions About Usage

Answers to Questions About Usage Answers to Questions About Usage Answers to Questions About Usage By Mark Nichol Many writers native English speakers and nonnative speakers alike are confounded by uncertainty or confusion about usage, the complicated issue of what, exactly, a given word means regardless of its practical or official definition. Here are some questions and comments Daily Writing Tips readers have sent me about definitions and connotations, along with my responses. 1. One of the words I hear all the time, which I believe is improperly used, is hopefully, as in â€Å"Hopefully, we’ll be successful.† I’d love to hear your thoughts about using this word hopefully, you’ll agree with me. For better or worse, in the usage you abhor, hopefully is firmly established, and employment in its original sense (â€Å"in a hopeful manner,† as in â€Å"I waited hopefully for her response†) has all but disappeared. The only thing one can do to curtail its use is avoid using it oneself, but this is a case in which the people have spoken: The new sense will prevail. 2. For the past few years, I’ve been noticing the use of â€Å"only ever,† as in â€Å"I only ever stay on the weekends.† Isn’t ever unnecessary and perhaps incorrect? Yes, ever is an extraneous intensifier. It’s not incorrect, but it should be avoided in formal writing. 3. May â€Å"Thank you for correcting me† sound ironic in Modern English? I once used it and got negative feedback. And I think it has pejorative connotation in English, though in my mother tongue it’s just a way to express gratitude or thanks. Yes, â€Å"Thank you for correcting me† looks perfectly neutral, but it’s not: In English, the notion of correcting someone has a negative connotation, like being criticized or scolded, and someone who receives that comment from you may assume that you’re resentful for the assistance. Depending on the situation, it would be better to say or write, â€Å"Thank you for providing me with the correct information† (less concise, but neutral in tone) or â€Å"Thank you for clarifying that for me.† In American English, at least, an informal, friendly way to acknowledge correction is â€Å"Thanks for setting me straight.† Want to improve your English in five minutes a day? Get a subscription and start receiving our writing tips and exercises daily! Keep learning! Browse the Style category, check our popular posts, or choose a related post below:12 Types of LanguageOne Fell SwoopWood vs. Wooden