Ancient Maya Locations, Architecture, Language

The Maya lived in subtropical Mesomerica in parts of the countries that are now Guatemala, El Salvador, Belize, Honduras, and the Yucatan peninsula area of Mexico. Major sites of the Maya are located at: PalenqueCopanBonampakTikalChichà ©n Itzà ¡YakchilanPiedras NegrasCalakmul. When Were the Ancient Maya? The recognizable culture of the Maya developed between 2500 B.C. and A.D. 250. The peak period of Maya civilization was in the Classic period, which began in A.D. 250. The Maya lasted for about another 700 years before suddenly disappearing as a major force; however, the Maya did not die out then and havent to this day. What We Mean by the Ancient Maya The ancient Maya were united by a shared religious system and language, although there are actually many Mayan languages. While the political system was also shared among the Maya, each chiefdom had its own ruler. Battles between cities and protective alliances were frequent. Sacrifice and Ball Games Human sacrifice is a part of many cultures, including the Maya, and is usually associated with religion in that people are sacrificed to the gods. The Maya creation myth involved a sacrifice made by the gods that had to be re-enacted by humans from time to time. One of the occasions of human sacrifice was the ball game. It is not known how often sacrifice of the loser ended the game, but the game itself was often deadly. The Architecture of the Maya The Maya built pyramids, like the people of Mesopotamia and Egypt. Maya pyramids were usually 9-step pyramids with flat tops on which were perched temples to the gods accessible by stairs. The steps corresponded with the 9 layers of the Underworld. Maya created corbeled arches. Their communities had sweat baths, a ball game area, and a central ceremonial area that may have also served as a market in the cities of the Maya. The Maya at the city of Uxmal used concrete in their buildings. Commoners had homes made of thatch and either adobe or sticks. Some residents had fruit trees. Canals afforded an opportunity for mollusks and fish. The Language of the Maya The Maya spoke various Maya family languages some of which were phonetically transcribed via hieroglyphs. The Maya painted their words on bark paper that has disintegrated but also wrote on more enduring substances [see epigraphy]. Two dialects dominate the inscriptions and are presumed to be the more prestigious forms of the Maya language. One is from the southern area of the Maya and the other from the Yucatan peninsula. With the advent of the Spanish, the prestige language became Spanish.

Movie Review Food, Inc. - 1655 Words

Timothy Fang Christopherson Social Science 1A 15 December 2014 Film Guide Review Introduction 1. Give the name of film, producer and the year. The film I chose is titled Food, Inc. It was directed by Robert Kenner, and produced by Robert Kenner and Elise Pearlstein in 2008. 2. Why did you select this film for your review? I chose Food, Inc. for my film review because it was on Netflix, and because I have always been interested in food production documentaries. 3. Had you seen it before? If so, how did a second viewing help in your understanding or enjoyment? It was my first time seeing the film. 4. What was the film’s purpose or thesis? Was it clear or did you have to infer it? The film’s purpose was to reveal the secrets of the food production industry, as well as to call for change in the biased policies. 5. Who is the primary audience for this film? The primary audience of this film is for the consumers of food products and for anyone interested in where our food comes from. 6. Was the format strictly documentary or were there some dramatic recreations? Why do you think they used recreations? This film was strictly a documentary, and includes numerous interviews with farmers and people in the industry. It does include some animations, but animations are not used as dramatic recreations. Relevance to coursework How does this film relate to what you are learning the SS1A course lectures or readings? This is a very important question, think about it, scroll throughShow MoreRelatedEssay about Food Inc873 Words   |  4 PagesFOOD INC.: An unflattering look inside Americas corporate controlled food industry. Movie Review by Markovist Wells Professor Patrick Elliott POLS 1101-511 Essay Question: In what ways does this movie demonstrate the â€Å"Iron Triangle† and its powerful influence in the manner that our government functions? In the documentary Food Inc. The message is that the food industry does not want us to know about what we are eating. . 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Global Talent Management and Programs †Free Samples to Students

Question: Discuss about the Global Talent Management and Programs. Answer: Introduction Currently the human resource departments of the business organizations are going thrugh a process of change as in contemporary times the business concerns are facing various challenges that are complex and new in nature and somehow exploit opportunities. This metamorphosis of human resource department can be looked at as a direct call of the frequent changes within the business sector because of the factors like globalization (Parakandi and Behery 2016). It is seen that due to globalization the worldwide competition within the shorter and connected world, and the decision making processes within the organization is becoming more convoluted and intricate. The globalized world had helped to widen the pool of talent for effective and marginal employees and also for fluid and permanent workers (Mockaitis, Zander and De Cieri 2018). It can be said that a business concerns talent can effectively become a source for a sustainable competitive advantage and may affect vital outcomes of the bu siness organizations; such as profitability, satisfaction level of the clients and the overall performance of the workforce of the company (Parakandi and Behery 2016). Thus in the changed and globalized world, the human resources department of the business organizations should take the advantage of data analytics and latest technology to build a human resource information system that is globalized and collects data from numerous sources. This particular system would help analyzing the collected data in order to provide the business leaders and the managements a powerful insight, ability to develop strategies for future and also the capability to predict the future requirements of the business organization (Hughes and Byrd 2017). The purpose of this essay is to highlight that how due to globalization and technological revolution; human resource management is facing troubles and what are they expecting to change in coming two decades in the business sector. It is seen that the pool of talented workforce is gradually developing and is predicting to grow significantly in the coming years due to increased opportunities to get education in developed nations (Mockaitis, Zander and De Cieri 2018). Apart from that, the requirement for talent is predicted to grow more in near future. Based on a survey it is seen that World Economic Forum stated that the vast talent gaps between the demand and supply of effective workforce will appear within the year of 2020. This increasing demand is taking place not only in the developed first world countries but in the developing nations too as they are aiming to develop their countries by all means (Kumar 2014). The human resource officials of multinational business organizations operating in the emerging markets of countries like Hungary, China, India and Malaysia are seen to have stated that the professionals pursuing in engineering and positions in general management are prone to exhibit a range of variat ion in sustainability (Hughes and Byrd 2017). It is seen that in todays world merely 20 percent of the university graduates who have studied in developing nations have the capability to work in multinational organizations because of their lack of cultural fit, lack of language skills and low quality education system (Mockaitis, Zander and De Cieri 2018). Also, it is a matter of fact that only a smaller portion of these individuals seeks to relocate or have the capability to seek to relocate to other countries for employment purpose (Kerzner and Kerzner 2017). This exposes the HR professionals towards a threat and that is to be able to manage a workforce that is diverse in language and culture skills and are scattered in numerous nations (Parakandi and Behery 2016). It invokes a critical situation as where the business organizations does not get familiarized with the domestic ways or methods of running operations and realizes the requirements of the domestic consumers and developing a global mentality for the employees (Ahmad, Tariq and Hussain 2015). The multinational business organizations being in the middle of the globalization surely requires to understand the fact that they should learn to integrate value system that is diverse and espouse shared global work values in order to create an ideal environment where the employees have the ability to coordinate and communicate their activities to attain shared targets or goals (Kumar 2014). In this regard, it should be mentioned that human resource department should play a new role and take up responsibilities to lead the business organization in adverse times when globalization brings in various challenges for the business sector (Brewster et al. 2016). Thus, it can be said that the two possible challenges that the human resource departments can face due to globalization are inadequacy of talented workers in the emerging countries and significant availability of low cost labor in the countries that are developing (Hughes and Byrd 2017). To address the initial issue that the human resource department is facing in contemporary times, it can be said that, in spite of the recent downturn in economy and worldwide unemployment (Mockaitis, Zander and De Cieri 2018). The majority of the develop nations like United States of America, Japan and Germany will have to face a long term shortage in the talent pool because of the retirement of baby boomers and ageing. Each year there are significant amount of employees are retiring and the existing talent pool is unable to replenish the gap in the workforce (Kerzner and Kerzner 2017). It is predicted that by the year of 2020, when five employees will retire, the existing talent pool will be able to fill the gap of only four employees if not lesser than that and this statistic makes the situation concerning for the human resource officials (Parakandi and Behery 2016). In accordance with a survey it is seen that the United States will be needing more than 25 millions of employees by the year of 2030 in order to fill the gaps in their workforce in order to sustain the economic growth o the country unless and until a significant technological boost is seen (Brewster et al. 2016). On the other hand the requirement of Europe will be somewhat like 46 millions of employees and that is somewhat unattainable figure in the contemporary times. It is seen that the inadequacy of the workers in business sectors are predicted across various industries and that includes construction, manufacturing, trade, transport and many more (Al Ariss 2014). In recent times, it is seen that in the developing nations the availability of cheap labor is immense and some of those countries are China, India, Brazil, Russia; and in those countries the big MNCs try to outsource their jobs and get the job done in a very cheap price (Ahmad, Tariq and Hussain 2015). The global growth of population varies immensely between the developing and the developed countries and in the developed nations; the growth rate is approximately 0.3 percent where as in the developing nations the rate becomes six times than the growth rate of the developed nations (Hughes and Byrd 2017). From surveys it is seen that currently there are more than 33 millions of employees are there in the talent pool of the emerging markets and the amount is growing rapidly (Mockaitis, Zander and De Cieri 2018). It is a matter of fact that the reserve of professional talent in the developing nations are increasing by almost 6 % yearly where as on the other hand the growth in the reserve of talent pool in developed countries is mere 1 % annually (Brewster et al. 2016). The problem in this context is that despite having a large amount of reserve talent the human resource department of the big MNC s are unable to recruit them because of the lack of language skills, poor educational quality in the developing nations and lesser cultural intelligence of the candidates (Parakandi and Behery 2016). This section of this essay emphasizes on the roles and responsibilities of the human resource department in the current scenario. Previously the function of HRM was seen as an administrative overhead and a cost centre (Al Ariss 2014). Back then the HR department used to focus on the short term gains for the organizations and they emphasized on the administrative efficiency and compliance activities. The HR professionals back then used to have a tendency to expense investments in the talent intangibles rather capitalizing and raising short-term earnings by lowering the discretionary expenses on the development of people (Brewster et al. 2016). Those tendencies definitely helped them to achieve short-term targets but invoked various long-term problems after the initial intentions were attained at the cost of the productivity of the employees (Mockaitis, Zander and De Cieri 2018). Thus, in the present scenario the HR professionals should focus on the long term objectives of the business organizations they work for and they should not only focus on the internal issues regarding human resources (Kerzner and Kerzner 2017). The modern human resources department thus should take a broader and balanced approach towards the situation. Strategic business partner, change agent, employee champion and administration expert should be the area of focus for the HR department (Kumar 2014). Strategic business partner and change agent functions are regarding helping and leading to formulate the overall strategy of the company and aligning those with the activities of human resources (Al Ariss 2014). Unless and until the strategy of HR is formulated and is implemented in the operations of the business there will be a risk factor for the company (Parakandi and Behery 2016). As an employee of the organization advocate and sponsor, the HR professional can play an important role fo r the success of the business organization via his or her knowledge regarding the advocacy of people. This incorporates expertise in creating a suitable work environment for the employees will be motivated enough to ensure working with their full potential (Ahmad, Tariq and Hussain 2015). This is because when the workforce is motivated they will do the best for the company to satisfy the goals set by the management. The HR professionals are considered the champion of globalization and they help to grow a global mindset in the employees of the organization (Mockaitis, Zander and De Cieri 2018). When the workforce has a global mindset that implies the acknowledgment of the benefits, the whole organization can enjoy by valuing and encouraging the cultural diversity in the workforce (Kerzner and Kerzner 2017). The globalization is influencing the low cost labor and the high technology (Al Ariss 2014). Thus, it can be said that the role of human resource department should be implementing necessary organizational strategies with caution. Conclusion Thus to conclude, it can be said that globalization is driven by various factors and the most important of those factors are shortage in the talent pool, increasing low cost labor and immense technological progress. In spite of the current down turn in the job market it is seen that due to these factors within a time span of 10 years, developed countries like America, Germany and Japan will experience immense shortage of labor due to various factors mentioned above. Thus the shrinkage in the workforce would not be possible to compensate and there lies the importance of changing the perception of the HR professionals to a much global and wider approach. Nowadays only the HR departments of the big MNCs are trying to modify their mode of operations but eventually the department of HR of all the business organizations would have to change their outlook and act according to the increasing need of the job market. thus the HR professionals should assemble and maintain a database on some fac tors like attrition, employees, hiring, compensations and benefits, cultural and nationality distribution, ethnicity, gender and many more and then load the database in data marts and warehouses for the best interest for the organizations they work for. References and bibliography Ahmad, N., Tariq, M.S. and Hussain, A., 2015. Human resource practices and employee retention, evidences from banking sector of Pakistan.Journal of business and management research,7, pp.186-188. Al Ariss, A., 2014. Global talent management: An introduction and a review. InGlobal Talent Management(pp. 3-13). Springer, Cham. Brewster, C., Houldsworth, E., Sparrow, P. and Vernon, G., 2016.International human resource management. Kogan Page Publishers. Hughes, C. and Byrd, M., 2017.Managing human resource development programs: Current issues and evolving trends. Springer. Kerzner, H. and Kerzner, H.R., 2017.Project management: a systems approach to planning, scheduling, and controlling. John Wiley Sons. Kumar, N.P., 2014. Human resource management in future an obstacle of champion of globalization.Human Resource Management,1(1), pp.49-57. Mockaitis, A.I., Zander, L. and De Cieri, H., 2018. The benefits of global teams for international organizations: HR implications. Naser, S.S.A., Al Shobaki, M.J., Amuna, Y.M.A. and El Talla, S.A., 2017. The Reality of Electronic Human Resources Management in Palestinian Universities from the Perspective of the Staff in IT Centers.International Journal of Engineering and Information Systems (IJEAIS),1(2), pp.74-96. Parakandi, M. and Behery, M., 2016. Sustainable human resources: Examining the status of organizational worklife balance practices in the United Arab Emirates.Renewable and Sustainable Energy Reviews,55, pp.1370-1379. Phillips, J.J. and Phillips, P., 2016. How HR can have an impact in non-traditional areas.Strategic HR Review,15(1), pp.5-13. Reilly, P. and Williams, T., 2016.Global HR: Challenges facing the function. Routledge. Reilly, P. and Williams, T., 2016.Strategic HR: Building the capability to deliver. CRC Press. Stone, D.L. and Deadrick, D.L., 2015. Challenges and opportunities affecting the future of human resource management.Human Resource Management Review,25(2), pp.139-145. Tafti, M.M., Mahmoudsalehi, M. and Amiri, M., 2017. Critical success factors, challenges and obstacles in talent management.Industrial and Commercial Training,49(1), pp.15-21. Taylor, S., 2017.Contemporary issues in human resource management. Kogan Page Publishers. Visitchaichan, P.D.S., 2018. Strategic human resource management in Thailand.AU Journal of Management,2(1), pp.9-19.

Technology Audit and Technology Assessment

Question: Discuss about theTechnology Audit and Technology Assessment. Answer: Introduction The carbon emission is defined as the emission of carbon dioxide along with the other GHGs that are related to the burning of the fossil fuels, such as coal, crude oil and natural gas into the atmosphere. It has found to be harmful to the environment and the offsets of carbon can be purchased within an attempt to make up for the damaging effects (Stoel, Havelka Merhout, 2012). It has been found that Hong Kong stands in the first position regarding the high emission rate of carbon and GHGs. Therefore, it can be said that the Carbon emission should be controlled and reduced within the country China, as the increased carbon emission in the atmosphere leads to high rate of air pollution in the nation. Therefore, the aim of this report or project is to determine and implement some technologies that will help Hong Kong to become a zero carbon city in the year 2050 by bringing the carbon emission down to zero (Havelka Merhout, 2013). Moreover, the intention of this project is to draw a roadmap regarding the incorporation of the various technologies or a particular technology that will help the country China to overcome the issue of higher rate of carbon emission as well as air pollution. Before selection of the particular technology, the researcher would put focus on the level of satisfaction regarding the essential conditions to be maintained in the society about making Hong Kong as a Zero Carbon City. Thus, accurate sponsorship and leadership will be provided for completing the technology roadmap successfully (Mazza, Azzali Brooks, 2016). Lastly, the scope for the project as well as the limitations to the implementation of the technology road map along with its way to overcome them will also be discussed here. Conclusion Therefore, it can be concluded that there are various technologies by which a roadmap can be drawn in order to reduce the carbon emission to zero by the year 2050 and can make the city Hong Kong a zero carbon city. On the basis of the detailed analysis, it can be said that the country should follow the concept of process funnel that is should implement new strategy and should initiate for new product development, such that technology road mapping and business planning can be done simultaneously. Additionally, technology road mapping can be of two extremes, market pull and technology push. However, in this particular research, it has been found that the implementation of the Technology push would be the best option or validate roadmap for reducing the emission of carbon in Hong Kong in the year 2050 and will also help the government to make it a zero carbon city (Jenkins, Partin Wise, 2015). This particular technology can be implemented through a proper implementation plan and also b y focusing on the opportunities that people will gather from this. Additionally, after implementation of the particular technology, concerned authorities should review and monitor this and should also update the technology in order to provide better service to the society. Review the Report It can be said based on the detailed analysis that China has the highest rate of carbon emission and GHGs. The IPCC has a set of standard guidelines that helps to calculate the emission of GHGs in countries as this ensures the authority regarding consistency of the carbon emission. It has been found that Hong Kong as a sub-national Special Administrative Regions (SARs) of China, the particular region uses the method of IPCC for calculating local GHG emissions and reports the outcome to the Central Peoples Government (Hoen et al., 2014). The local inventories of Hong Kong involve the emissions from the industrial process, energy, agriculture, waste, other land uses and forestry excluding international marine transportation and aviation for avoiding double counting. The carbon emission rate of China can be better understood from the following graph: Figure 1: Data Comparisons of Selected Countries (Source: "Enb.gov.hk", 2016) Therefore, from this it can be said that China ranks first in this carbon emission rate and can be controlled or even reduced by implementing proper technology roadmap that is Technology Push (Vahdani Rezaei, 2015). The GHG emission rates for Hong Kong can be better understood from the following trends of the years 1990 till 2012. Figure 2: GHG Emission Trends (Source: "Enb.gov.hk", 2016) From the above graph, it can be said that for long twenty three years, the rate of carbon emission increased continuously in Hong Kong. Moreover, the rate decreased relatively during the years 1994 till 2002 (Titera, 2013). However, it again increased continuously till the year 2012. Therefore, Hong Kong should implement the technology roadway Technology Push for reducing the carbon emission to zero in the year 2050 and also to make Hong Kong a zero carbon city. References Enb.gov.hk. (2016).Enb.gov.hk. Retrieved 28 November 2016, from https://www.enb.gov.hk/sites/default/files/pdf/ClimateChangeEng.pdf Havelka, D., Merhout, J. W. (2013). Internal information technology audit process quality: Theory development using structured group processes.International Journal of Accounting Information Systems,14(3), 165-192. Hoen, K. M. R., Tan, T., Fransoo, J. C., Van Houtum, G. J. (2014). Effect of carbon emission regulations on transport mode selection under stochastic demand.Flexible Services and Manufacturing Journal,26(1-2), 170-195. Jenkins, M., Partin, G., Wise, S. H. (2015). Creating a Legal Research Audit: Assessing Competency.PD Quarterly,2, 45. Mazza, T., Azzali, S., Brooks, L. (2016). Determinants of Information Technology Audit Quality. InStrengthening Information and Control Systems(pp. 237-258). Springer International Publishing. Stoel, D., Havelka, D., Merhout, J. W. (2012). An analysis of attributes that impact information technology audit quality: A study of IT and financial audit practitioners.International Journal of Accounting Information Systems,13(1), 60-79. Titera, W. R. (2013). Updating audit standard-Enabling audit data analysis.Journal of information systems,27(1), 325-331. Vahdani, M., Rezaei, M. N. (2015). Impact of Information Technology on Audit Quality.