Ancient Egypts Religion and Its Affects on Civilization...

Ancient Egypts religion was a major part of what made them such a unique civilization. Although they began like many other ancient civilizations, on a river side, they quickly became one of the longest lasting empires the world had ever seen. Their religion helped to create this by introducing an unchanging element into their culture. Religion was also a very strong part of their government. Both of these factors helped to add to their stability and adaptability which was one of the most impressive in both the ancient and the modern world. Ancient Egypts culture, government, adaptability and overall stability came from their extremely intricate and ever present religion. Egypt’s culture was one of the most diverse and religious†¦show more content†¦The legend of Osiris is the only fully surviving Egyptian legend, it dictates the rise and fall of Osiris and how he was eventually revenged by his son and wife. In James Weigels, Cliffs Notes on Mythology, he says th at â€Å"Osiris represents the Nile with its annual flooding and withdrawal; Isis represents the fertile farm land of Egypt, which was made fecund by the Nile; Set represents the arid desert that separates the Nile and the fertile land; while Nephthys stands for the marginal areas between the farm land and desert.† (23-24). It goes on to say that this is one of many ways to interpret this myth, other ways interpret the myth include the balance between good and evil and so on. The Egyptian people may have seen the myth in any of these ways, and truly it does not matter how they saw it, any of the interpretations show how closely tied their religion was to the culture and life. Egyptian government was extremely centered around their religion. Their king, called the Pharaoh, was supposedly a descendant of Ra the sun god. This gave the ruler great power over the citizens. They believed that because he was a descendant of the gods that he himself was a god and therefore he mu st be the ruler of earth as Ra was ruler of the heavens. It is typically believed that the people of Egypt would have been aware that this could not be true. Egypt’s rulers were constantly being undermined by fellow nobles, the peopleShow MoreRelatedHistorical Characteristics Of Ancient Egypt Essay1299 Words   |  6 PagesCivilizations since the beginning of recorded history, and even before, have developed their worldview and religion based on their location and geographical surroundings. These influences would be evident in some circumstances and in others might to be subtler. A prime example of a people group that was molded by the location of the civilization is Egypt. Egypt is located in Northern Africa and is surrounded by and impacted by the Sahara Desert, Mediterranean Sea, Red Sea, and running throughRead MoreImportance Of Ancient Egypt Religion1732 Words   |  7 Pages Vardanian 1 Artur Vardanian Professor Cooney Ancient Egypt December 8, 2015 Importance of Ancient Egypt Religion Throughout the history of ancient Egypt, many contributions had constructed the ideology of the kings. Kingship (or any kind of absolute power such as Pharaoh’s) had an important relationship to the use of religion for the purpose of legitimizing power and control, which was a universal concept in human history (Brisch 2007). This statement showsRead MoreEssay on Egyptian Culture1421 Words   |  6 Pages Culture in Egypt is rich and deep. Having one of the oldest cultures dating back to before the pharaohs; Egypt’s culture is well developed and distinctive. 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The Hymn to the Aten was created by Amenhotep IV, who ruled from 1369 to 1353 B.C., and began a move toward a monotheist culture instead of the polytheist religion which Egypt had experienced for the many hundreds of years prior to the introduction of this new idea. There was much that was different from the old viewsRead More Early Egyptian Religious Beliefs and Akhenaten?s Reforms Essay2784 Words   |  12 Pagesnbsp;nbsp;nbsp;nbsp;nbsp;During the New Kingdom of Egypt (from 1552 through 1069 B.C.), there came a sweeping change in the religious structure of the ancient Egyptian civilization. quot;The Hymn to the Atenquot; was created by Amenhotep IV, who ruled from 1369 to 1353 B.C., and began a move toward a monotheist culture instead of the polytheist religion which Egypt had experienced for the many hundreds of years prior to the introduction of this new idea. There was much that was different from the oldRead MoreA Look Now At China2003 Words   |  9 PagesRomans, though they couldn’t make their own paper yet, had animal skins. Through this, they discovered that animal skins could be stretched, cleaned, and bleached to create what was known as parchment. An important advantage that parchment had over Egypt’s papyrus was that it could be scraped clean and be reused. On the other hand, parchment required careful preparation. This, coupled with the limited supply of animal skins, made parchment very expensive and valuable. This resulted in a society whereRead MoreAncient Egypt7342 Words   |  30 PagesAncient Egypt This unit is designed to allow students to explore concepts surrounding Ancient Egypt. Students will explore culture, socio-political and science of Ancient Egypt through reading, writing, mathematic, science and artistic endeavors. The content areas are all represented and the order designed to build on previous lessons or background. 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Curiosity Its Value And Application For Creating Engagement

Curiosity: its value and application for creating engagement in digital games. I. Introduction Curiosity can be a powerful motivator for certain types of behavior, game designers recognize this, and use this subconscious human drive, to design systems and environments that engage the audience. By its self, curiosity contributes little to the end user experience, unless there is a sequence designed to facilitate certain behavioral responses, and nurture that behavior to create a coherent and meaningful experience. Arnone (2003) defines curiosity as a greater feeling of interest, which when powerful enough and left unhindered will lead to exploration. This definition identifies exploration as a behavioral response following curiosity. Egenfeldt-Nielson (2014), suggests that studying games from a lens of exploration, will fill the space that ludology and narratology fail to fill. 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Why I Choose a Career of Medical Transcripionist Free Essays

There is a wide range of job opportunities available to practically anyone in the US. One particular occupation is a Medical Transcriptionist, a career I have been inspired to strive for. There are a number of reasons why I desire to become a Medical Transcriptionist. We will write a custom essay sample on Why I Choose a Career of Medical Transcripionist or any similar topic only for you Order Now One reason is that I spend a large amount of time in front of the computer. I continue to maintain a 70-80 WPM typing, and I would honestly love to gain money from typing. I also would like to contribute to making sure medical processes go smoothly by creating concise, clear documents. My friend recommended medical transcription to me, and I began to research it. I wanted to pursue a Medical Transcription certificate or degree to increase my chances to get some sort of transcriptionist or clerical job. The most beneficial advantage for working as a MT is the flexible hours and availability to work anywhere, like at home. Although that may be the largest advantage to most, there is a reason for me to be able to work at home. As my spouse in IT job, most of the time we are travelling from one city to another. Due to this frequent travels and switching of places I am not able to concentrate on my job. Also I have my children to look after and concentrate and also I want to be a support for my husband so that we can take acre of the loans and other needs of the family in a more efficient way. Also we are living here in another country far away from ours and we are not able to frequently visit our family back there due to financial constraints. With this flexibility, I will be able to afford money and time to visit them. Penn Foster is a great MT course choice for many different reasons. I have searched long and wide for medical transcription schools and found many, including US Career Institute, Allied Medical School, and Career Step, all of which ranges from $1200-$1800! The cheap pricing (and high quality) of Penn Foster is a great motivation to consider this class over others. In addition, the courses will give me a great overview to how each medical practice works, allowing documents to be written smoothly. In addition, Penn Foster allows me to take the course at my own pace and also in the comfort of my home. This educational program also offers services to student. I feel like I have confidence that I can do my best with Penn Foster by my side. In the future, I hope to achieve the MT education needed to be granted a job as a transcriptionist. I believe taking this class will give me a much better understanding with medical disciplines and the works. Penn Foster really seems like the best opportunity I can pursue to achieve that job placement! How to cite Why I Choose a Career of Medical Transcripionist, Papers

Global Leadership and Cultural Intelligences †MyAssignmenthelp

Question: Discuss about the Global Leadership and Cultural Intelligences. Answer: Introduction: Motivation and leaders are the two elements of the companies or business that require different types of strategies to be used at different environment. This is because both these elements are very much affected by the culture where they are practiced. It is not possible to deal with the employees at every place with the similar motivational factors and leadership approaches (Cimoli, 2013). This is the report that deals with some of the important aspect of motivation and leadership at global level. There are different theories that have been discussed in support of motivation at global level. These theories are studied in order to understand the perspectives of the employees at different countries regarding motivation and the motivational factors that drive them to work efficiently (Pennington, Socher and Manning, 2014). Examples of different countries and the nature of the employees have been studied to understand the concept. Later part of the report talks about the leadership at d ifferent countries in terms of international business. Different leadership challenges have to be faced by the managers in order to lead the employees at different countries. The role of technology has also been discussed that supports the leaders to lead across the globe. Managers role is not only about managing the people in the company but also have to manage many other factors that affect the functioning of the human resources in the organizations. They have to develop the understanding of different individualistic and team behaviour in order to make the strategy for them to work. This is because the behaviour of the employees at the workplace and their cultural and social beliefs are the main factors that affect the work functioning of the people (Alivernini and Lucidi, 2011). There are two major roles that the managers have to conduct at the organization that are leading the people and motivating the people irrespective of their cultural background and beliefs. Managing diversity is the major challenge that has been faced by the managers in the organizations with workforce diversity. Motivation in the international context: Motivation can be defined as the concept that deals with inspiring the individuals to do something. In organizational context, motivations are the factors or the drivers that increase the efficiency of the employees to perform (Galleguillos and Belongie, 2010). The drivers can be different for different individuals according to their needs and wants. When the motivation is studied with international and cross cultural contexts, it has been analysed that the process that is followed to motivate the employees is same but the factors or the motivational drivers are based on the culture of the people. Hofstede has made a research in relation to work values and the motivation factors. He has considered four dimensions that affect the motivation and the work values of the people at different countries. The first dimension is the power distance. It is the dimension that deals with hierarchy of the organization and the acceptance of extent of unequal distribution of power amongst the employees (Lewis, 2010). The employees who accept high power distances works in the organizations with strict hierarchy while the people who accepts low power distance and believes in power equalization work in organizations having flat organisational structures. The second dimension is uncertainty avoidance. This is the dimension that deals with the acceptance of uncertainty in the organization. The employees who accepts the uncertainty believes that they have to follow the made rules and also they have to stay with the organization for long time even in the case of uncertainties. The countries with high uncertainties avoiding behaviour have more punctual attitude towards their work such as Japan (Deresky, 2017). The next dimension is individualism. It is the dimension that suggests that the communities or the people who follow individualism believe in their one success rather than the success of the whole team. The individuals in this case take care of their own and immediate family. On the other hand, collectivism deals with making social framework and dealing with the team to be successful. Thinking about others success as well along with own is the feature of collectivism. Australians are the people who believe in the concept of individualism and thus they get motivated when the individual success factors are introduced in the company. The last dimension that has been discussed by Hofstede was the concept of masculinity and femininity. The organizations or the people with masculine nature believe in achievements, heroism and material success while people who believe in feminini ty prefer to maintain better relationships in the society (Ting-Toomey, 2012). Maslow hierarchy theory: It is theory that has been given by Maslow. This theory deals with motivational factors at the different stages of life and employment. As per the context of international management, this theory has been used to understand the perception of motivation among the employees of all over the world. Maslow suggested that every employee has five needs irrespective of their culture. Physiological needs: these are the most basic needs that are required by the employees. These are the needs related to food, clothing, shelter and water which can be fulfilled by the wages or the salaries the employees get. Safety needs: these are the desires that are related to safety, security and stability. Organizational job security programs and better work environment can satisfy these needs of the employees (Steers, Sanchez-Runde and Nardon, 2010). Social needs: social needs of the employees are related to the feeling of belongingness among them. This can fulfilled only when they interact with other people at the workplaces and they have healthy relations with each other. The organizations need to implement such informal programs so that the relationship can be developed among the employees. Esteem needs: It has been analysed that the employee feel motivated an energetic to work only when they get power and recognition for what they are doing. These esteem needs can be fulfilled by the reward programs of the company (Rosinski, 2010). Self-actualization: It is the stage where an individual has achieved everything and there is no scope left of any further needs. This is not about reaching at the top position at the organization but it is about mastering in their own settings. After conducting the study, it has been analysed that in international contexts, the need for hierarchy is mot similar for all the people at all the countries. All these needs are similar but the hierarchy or the level of needs have differences. The needs or the level that has been discussed above are served to be related to western countries while the countries like China have social needs as the basic requirement before physiological needs. Thus, it has been suggested that before doing business to any country it is required to understand their level of hierarchical needs (Deresky, 2017). Herzberg theory of motivation: This theory of motivation is given by Herzberg. This theory suggests that there are two sets of factors that affect the motivation of the employees and their work efficiency. The factors that make the employees feel good are called motivators and the factors whose absence makes them feel bad are called hygiene factors. Some of the factors that are related to hygiene factors are salary, technical supervisions, company policies, working condition etc. while the motivators are achievement, recognition, work, responsibility etc (Chen, Kirkman, Kim, Farh and Tangirala, 2010). the two factors theory suggests that both the sets of factors are related to the employee satisfaction at the workplace. According to this theory, if the hygiene factors are not present at the workplace then the employees will be dissatisfied at the workplace. On the other hand if the hygiene factors are present at the workplace, the also it is not sure that the employees are satisfied but they will not be dissatisfi ed for sure. Only when the motivators are present, the employees feel satisfied (Harzing and Pinnington, 2010). Collectively, it has been analysed that presence of motivators motivates the employees and provide them satisfaction while presence of hygiene factors remove the feeling of dissatisfaction. In international contexts, the employees at different countries have different set of factors that falls under the category of motivators and hygiene factors (Kusurkar, Croiset, Mann, Custers and Ten Cate, 2012). It has been identified that it is not always the act that different countries have different set of factors that motivates the employees. Understanding the above theories suggests that the basic concept of motivation remains the same but it is analysed that the factors that motivate the employees in different countries depends upon their cultural beliefs. How to motivate the employees: There are different factors that motivate the employees. Managers when enter the new market after analysing the international organizations and the context of international countries, it has been analysed that rewards are the basic element that motivates the employees. When the managers have to deal with the people at international contexts, it is required by the mangers to consult the local people of the place so as to identify the factors that motivate the employees at the local place (?nar, Bekta? and Aslan, 2011). It has been analysed that consulting the local people helps in knowing about the local culture of the place which differ from country to country. In case if the management of the company wants to win the organization then it is required to manage the employees by efficient leadership. Leadership can be defined as the ability of the individuals to manage and lead the people at the workplace it has been analysed that leadership is affected by the culture very much. Different countries have different types of leadership styles followed by the leaders. Even in the same country, the leaders follow different leadership styles. The leaders who have to deal with employees at the global level, it is required by them to adapt the environment of the local country where they are leading. In terms of global contexts, it has been questioned that how the leaders can involve in the global market place. Leadership at the internal context or ta the global level deals with global complexity and global connectivity (Voegtlin, Patzer and Scherer, 2012). Global complexity deals with the task context. It has been analysed that the global leaders nee d to deal with variety of context due to motivational and cultural diversity at the workplaces. On the other hand, when the global connectivity has been analysed, it has been suggested that the global leaders have to deals with different cultural and distant boundaries (Nahavandi, 2016). There are different approaches that have been used by the leader at different countries in the global context: Participative leadership: it is the type of leaders where the leaders try to involve the opinion of the employees as well in order to make any type of decisions. It is the approach that is task as well as employee oriented (Caligiuri and Tarique, 2012). Authoritarian approach: it is the approach in which the leaders are extremely work centred or task centre and believe in taking all the decision as per the task and not consider the values and views of the people at all. Paternalistic approach: It is the best balance between the work and the employee. The behaviour of the leaders with this approach is work centred but they give equal importance to the employees as well (Panetta, 2012). When different countries are studied regarding the leadership style it has been analysed that Europe leaders or the managers tends to use the participative approach of leadership. They believe in involving the opinions of the employees at the time of making decision for them. Age and company size affect the leadership style and it has been analysed that the people with more experience and age are likely to be the leaders and get the respect from the subordinates (Blanchard, 2010). If japan is considered, it has been analysed that the leaders tend to use the paternalistic approach. Here the democracy is not given to the employees buy they are being told by the leaders that why they have to do (Lobel, 1990). Leaders are always there for the employees to help them. Japanese are more concerned about the safety needs and thus paternalistic approach of leadership provides the same to them. Four Ts of global leaders: These four Ts provide the knowledge about how to deal with the employees at the global level: Travel: Travel to different countries supports the leaders to be versatile in nature. This travelling provides the leaders with different insights of different places (Cohen, 2010). Team work: Team work is the approach that needs to be learned by the leaders of global level. This is because they have to deal with different people having different cultural background and these people have to work together as a team. Training: Training is the most basic element of global leadership. This is because the leaders always have to learn something new so that they can gain more and more knowledge that will help them to lead the people at different countries. Transfers: transfers of leaders at different places provide them various knowledge and work experience in terms of international organizations (Mendenhall, 2012). Technology has entered every field of the business these days. This has developed the level of business to support the activities of globalization. Most of the companies these days are working in different countries so as to enhance their business and thus have to deal with different people with different cultural background and beliefs. Technology has a great role to play in terms of leader at the global contexts. The leaders can make use of different technological frameworks and facilities such as internet medium and online web conferencing etc. to lead the employees at different countries. This facilitates the leaders to overcome the obstruction of distance (Morrison, 2000). Conclusion: It has been concluded from the report that motivation and leadership are very much interlinked with the culture of the place. The mangers of the organization have to play a significant and a very challenging role in order to mage the employees at the global level and motivate them. This is because motivating the employees with different culture and place require the management to implement different motivation factors so as to deal with them effectively (Alon and Higgins, 2005). Motivation can be defined as the concept that deals with inspiring the individuals to do something. In organizational context, motivations are the factors or the drivers that increase the efficiency of the employees to perform. The drivers can be different for different individuals according to their needs and wants. When the motivation is studied with international and cross cultural contexts, it has been analysed that the process that is followed to motivate the employees is same but the factors or the moti vational drivers are based on the culture of the people. There are different theories that are related to motivation at the international contexts such as Hofstede theory, Maslow hierarchical theory and toe factor theory of Herzberg. As far as the leadership is concerned, it has been analysed that mangers who act the leaders at the global level has to follow the four T's to be effective leaders those four Ts are training, team work, transfer and travel. Technology has is role to play in helping the leaders to work at global contexts. References: Alivernini, F. and Lucidi, F., 2011. Relationship between social context, self-efficacy, motivation, academic achievement, and intention to drop out of high school: A longitudinal study.The Journal of Educational Research,104(4), pp.241-252. Alon, I. and Higgins, J.M., 2005. Global leadership success through emotional and cultural intelligences.Business horizons,48(6), pp.501-512. Blanchard, K.H., 2010.Leading at a higher level: Blanchard on leadership and creating high performing organizations. FT Press. Caligiuri, P. and Tarique, I., 2012. Dynamic cross-cultural competencies and global leadership effectiveness.Journal of World Business,47(4), pp.612-622. 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Sustaining US global leadership: priorities for 21st century defense.Washington, DC: US Department of Defense. Pennington, J., Socher, R. and Manning, C., 2014. Glove: Global vectors for word representation. InProceedings of the 2014 conference on empirical methods in natural language processing (EMNLP)(pp. 1532-1543). Rosinski, P., 2010.Coaching across cultures: New tools for leveraging national, corporate professional differences. Nicholas Brealey Publishing. Steers, R.M., Sanchez-Runde, C.J. and Nardon, L., 2010.Management across cultures: Challenges and strategies. Cambridge University Press. Ting-Toomey, S., 2012.Communicating across cultures. Guilford Press. Voegtlin, C., Patzer, M. and Scherer, A.G., 2012. Responsible leadership in global business: A new approach to leadership and its multi-level outcomes.Journal of Business Ethics,105(1), pp.1-16.