Response Essay Example | Topics and Well Written Essays - 250 words - 42

Reaction - Essay Example Here, minerals are likewise portrayed and this has a ramifications on the historical backdrop of human craftsmanship where minerals were utilized for painting, design and model. The conversation on this section mirrors a great deal on the condition of information or science in the early Roman time frame. About information, it reflects how individuals had the option to find the convenience of plant minerals in their everyday lives remembering for their structural works, designs just as painting. The way that plant minerals could be utilized in different territories that were not self-evident, is a critical sign a proficient people. On the logical view, it is obvious that the early Romans were at that point thinking on how helpful the plants can be to person. This significantly shows the use of logical idea particularly in territories, for example, medication, cultivation and horticulture. In both the two zones, Beagon attempts to relate nature and science, information, culture and workmanship and this comes out pleasantly when we think about the plants and creature

The Parthians as Intermediaries in the Silk Trade

The Parthians as Intermediaries in the Silk Trade The antiquated Chinese imagined sericulture-the creation of silk texture. They opened the silkworm cover to remove silk fibers, curved the strings, and colored the texture they delivered. Silk texture has for quite some time been prized, and correspondingly costly, so it was a significant wellspring of income for the Chinese, inasmuch as they could consume creation. Other extravagance cherishing individuals were anxious to prise their mystery, however the Chinese monitored it cautiously, under agony of execution. Until they took in the mystery, the Romans found another approach to partake in the benefit. They fabricated luxurious items. The Parthians figured out how to benefit, also by filling in as go betweens. The Chinese Monopoly on Silk Production In The Silk Trade among China and the Roman Empire at Its Height, Circa A. D. 90-130, J. Thorley contends that the Parthians (c. 200 B.C. - c. A.D. 200), filling in as exchanging delegates among China and the Roman Empire, offered extravagant Chinese brocades to Rome and afterward, utilizing some trickery about silkworm casings in the Roman Empire, sold re-weavings of gauzy silk back to the Chinese. The Chinese, as a matter of fact, came up short on the innovation for the weaving, yet they may have been scandalized to acknowledge they had given the crude material. The Silk Road Prospered In spite of the fact that Julius Caesar may have had silk drapes produced using Chinese silk, silk was in constrained flexibly in Rome until the hour of harmony and flourishing under Augustus. From the late first century to right off the bat in the second, the entire of the silk course found a sense of contentment and exchange thrived as it never had and never would again until the Mongol Empire. In Roman Imperial history, the brutes continued pushing at the outskirts and clamoring to be allowed in. These eventual Romans had been dislodged by different clans farther. This is a piece of a muddled stream of occasions that prompted the intrusions of the Roman Empire by Vandals and Visigoths, pleasantly treated in Michael Kulikowskis The Gothic Wars. The Barbarians at the Gates Thorley says that a flood of comparative fringe pushing occasions prompted the proficiently working silk course of the period. Roaming clans called the Hsiung Nu hassled the Chin line (255-206 B.C.) into building the Great Wall for insurance (like Hadrians Wall and the Antonine Wall in Britain should keep out the Picts). Ruler Wu Ti constrained out the Hsiung Nu, so they attempted to get into Turkestan. The Chinese sent powers to Turkestan and claimed it. Once in charge of Turkestan, they assembled exchange course stations from North China to the Tarim Basin in Chinese hands. Upset, the Hsiung Nu went to their neighbors toward the south and west, the Yueh-chi, driving them to the Aral Sea, where they, thusly, drove out the Scythians. The Scythians moved to Iran and India. The Yueh-chi later followed, showing up in Sogdiana and Bactria. In the principal century A.D., they relocated into Kashmir where their line got known as the Kushan. Iran, toward the west of the Kushan domain, came into Parthian hands after the Parthians wrested control from the Seleucids who pursued the territory the passing of Alexander the Great. This implied going from west to east in about A.D. 90, the realms controlling the silk course were just 4: the Romans, the Parthians, the Kushan, and the Chinese. The Parthians Become the Middlemen The Parthians convinced the Chinese, who went from China, through the Kushan territory of India (where they apparently paid a charge to permit them to go through), and into Parthia, not to take their product further west, making the Parthians go betweens. Thorley gives an unordinary looking rundown of fares from the Roman Empire that they offered to the Chinese. This is the rundown that contains the privately procured silk: [G]old, silver [probably from Spain], and uncommon valuable stones, particularly the gem that sparkles around evening time, the moonshine pearl, the chicken-terrifying rhinoceros stone, corals, golden, glass, lang-kan (a sort of coral), chu-tan (cinnabar?), green jadestone, gold-weaved floor coverings, and slight silk-material of different hues. They make gold-shaded fabric and asbestos material. They further have fine material, likewise called down of the water-sheep; it is produced using the cases of wild silk-worms. They gather a wide range of fragrant substances, the juice of which they bubble into storas. It wasnt until the Byzantine time that Romans truly had their own silkworms. SourceThe Silk Trade among China and the Roman Empire at Its Height, Circa A. D. 90-130, by J. Thorley. Greece Rome, second Ser., Vol. 18, No. 1. (Apr. 1971), pp. 71-80.

Effect of Sustainability on Development Essay Example | Topics and Well Written Essays - 3250 words

Impact of Sustainability on Development - Essay Example Manageability is significant and particularly with an emphasis on an unnatural weather change and natural corruption, property engineers and contractual workers have underscored on development and building ventures that would be valuable to the earth. Maintainability features these advantages and buyers, engineers and occupiers or developers and even purchasers need a feasible domain with the goal that they could be a piece of a sound and useful condition. Sparing vitality and using sustainable power source are a portion of the components of supportability as maintainability is about reestablishment as opposed to consumption and utilizing regular vitality assets in a way that would earth worthwhile for what's to come. An investigation on natural vitality assets and supportable advancements inspected the degree to which vitality effectiveness is consolidated in repair and capital consumption of places of business and furthermore recommended a money saving advantage examination. The three parts of development innovation, building repair and property the board are incorporated alongside supportability objectives. The degrees of capital consumption shift to guarantee that structures are more vitality productive. The accentuation has been on cost of execution and with expanded vitality productivity there may even be an interest for high leases. Studies have recommended that place of business development stages contribute altogether to a worldwide temperature alteration in spite of the fact that during the whole lifecycle of a structure, CO2 oversights are a significant issue. Creative methodologies and vitality related changes and effectiveness contemplations are increasingly appropriate if there shoul d arise an occurrence of new structures similarly as with different structure plans and developments strategies, new ecological contemplations for development have likewise advanced. This obliges the possibility of supportability in spite of the fact that the quantity of new structures developed every year is little in relation to the structures which as of now exist. Anyway capital use on a structure improves the manageability factor demonstrating that maintainability and vitality contemplations accompanies a cost in spite of the fact that have long haul ecological advantages. The expanded significance given to maintainability and vitality productivity have influenced dynamic by designers and furthermore have begun deciding business sector cost and it is fundamental that we comprehend the connection between nature and constructed structure and situations and attempt to orchestrate the two. The debatable issue remains that buyers and designers are influenced and impacted by maintainability components and vitality proficiency contemplations isn't only a popular expression in the development business yet additionally recommends worthiness of ventures and engineers by purchasers who will in general value building and development extends that have supportability as a premise of property advancement. The establishments of manageability

Sustainable Talent Management - Free Essay Example

Sustainable Talent Management Performance management process Performance management is the methodical procedure by which a company engages its employees, as members and individuals of a group, in improving effectiveness of organization in the success of company mission and objectives (U.S. Office of Personnel Management,, 2012). Even though there are many processes of performance management that can compute employee talent predominantly in this time of computer knowledge. The mainly significant components of such a process is to make certain, the old expression, of having the correct talent in the exact roles at the correct time is one of the mainly significant issues in front of line executives and professionals of human resource in the present day. There are a number of steps that can be utilized to compute talent of employee which comprise: Building up clear descriptions of job and plans of employee performance which comprises the vital areas of skill. Choosing the exact set of people by executing a proper process of selection. Negotiating prerequisites and standards of performance for computing the result and on the whole productivity in opposition to the predefined standards. Providing constant training and feedback throughout the phase of deliverance of performance. Recognizing the needs of training and development by computing the achieved outcomes in opposition to the place standards and executing efficient programs of development for improvement. Holding usual discussions of performance development and assessing performance of employees on the base of plans of performance. Devising efficient compensation and incentive systems for identifying those employees who do extremely well in their jobs by attaining the set standards compliant with the performance plans. Offer support and guidance in career development to the employees. This process of performance management will place the stage for awarding merit by supporting individual accomplishments of employee with the mission and objectives of the organizationà ¢Ã¢â€š ¬Ã¢â€ž ¢s and make the employee and the business recognize the significance of a specific job in recognizing outcomes. By instituting apparent expectations of performance which comprises actions, results, and behaviors, it can assist the employees recognize what precisely is supposed out of their jobs and categorize and abolish those jobs which are no longer functional. In the course of usual feedback and training, employee talent can be diagnosed and measured for problems at an early on stage and counteractive actions can be employed. Lastly, performance management can be observed as a positive system of supervising performance of employee for motivating the individuals and the company in the direction of preferred performance and effects. Ità ¢Ã¢â€š ¬Ã¢â€ž ¢s regarding generating an all iance amid objectives of individual and organizational for execution of merit in performance. Key concepts connected to the talent pools and the process of talent review. In an organization the vital concepts that are connected to talent pools and the process of talent review comprise conducting usual assessments of talent to appraise all employees in a pool of talent in opposition to the competency model. The company must constantly accumulate feedback from the manager, the employee, and anybody else well-known with the competencies that delineate the pool of talent. Management must allocate additional expansion activities to construct the required skills to secure the gaps that were recognized. Management must identify employees at risk of leaving jobs , and endeavor to recognize when and why. Management must effort to keep away from the need for extra training by continuing these extremely skilled employees aboard. Organization that constantly endeavors to direct its tal ent pool by spotlighting on existing performance and potential prospective of a chosen employee group will be capable to preserve an efficient review process of talent. The goal of review process is to obtain a combined viewpoint of needs, strengths, and development opportunity for definite employees, and to spot the organization in general skill levels of talent pool. This review process will as well maintain the companyà ¢Ã¢â€š ¬Ã¢â€ž ¢s readiness position in key assignments or future jobs are deemed. Talent management objectives Talent strategy has got to be aligned closely with strategy of business consequently efficient talent management needs that your business objectives and strategies drive the quantity and quality of the talent an organization requires. It is necessary that HR and top management have got to work collectively. There are more than a few objectives of talent management that can compute functional expertise. Once HR and management structures the overall objectives of an organization, the company requires to stress the significance objectives and must extend them into a strategy to draw and maintain the talent that the business requires to be successful. The business can achieve a competitive benefit by vigorously engage in the core constituents of talent management, for instance, compensation, performance, succession planning; and learning management; and vigorous association with the social networking resources of the companyà ¢Ã¢â€š ¬Ã¢â€ž ¢s. The company must measure the accomplishment of its talent management strategy with metrics that are advantageously pertinent to the business. HR and Management must take into report that talent management is a continuing procedure and work to recognize its competitors and the quick changes in the worldwide market that will persistently generate changes and demand the team of management constant notice above the long-term. Talent management, sustained by incorporated solutions of technol ogy, can be a genuine change of process (ADP, 2011, pg. 1). The objectives of talent management must consist of using technologies of talent management to develop roadmaps of talent management. Global talent management à ¢Ã¢â€š ¬Ã…“Alignment and assimilation are the vital to the effectiveness and success of global management of talent and are established to associate stoutly with better performance in business, both financial y and non- financialy (Ernst Young, 2010, p.g. 19). Aligning and assimilation of processes of global talent management from the commencement to the conclusion of the lifecycle of employee necessitates alignment of both systems and people. A lack of alignment sacrifices the ability of company to achieve visibility into these processes of talent and to influence the broad total of employees and business data available potentially. Management would require taking the essential steps to guarantee that the global talent management processes of the compa nyà ¢Ã¢â€š ¬Ã¢â€ž ¢s function in accord and for the advantage of the business. This company would require instituting talent management ownership o it is perceived as owned by the on the whole team of management, not entirely as an initiative of HR. HR would have to build up novel organizational structures to sustain initiatives of talent management and assign novel responsibilities and roles in support of the objects of incorporated talent management. This company must appraise existing business processes to discover novel opportunities and update and optimize processes of business to control the fresh technology. Management will require to budget and plan for change management to make certain recognition and usage of integrated talent management crosswise the organization Recognizing the key elements for instance people, technology and processes are the foremost components that require to be aligned when executing a solution f talent management which are significant to carry o n a global talent team. This company must deal with all these components prior to executing a solution of global talent management. A sustainable process of talent management Consecutively to have a process optimizing a sustainable process of talent management it must approach from the top management and the efforts in combination with the HR department who must take initiatives for executing the same. The mainly thriving initiatives are determined by HR with vigorous and keen support from the CEO and additional members of seniors management. Organizations that desire to optimize a sustainable process of talent management would require generating processes that will let its employees to generate value in the course of processes of business, customer service, innovation, sales, and a lot of further significant activities. The mainly efficient way to leverage the talents of your further fresh hires and employees of longer-term is to pair off them up for formal training and ment oring (Chazin, 2010, parg. 4). The company must begin by integrating people with the plan of business. This process institutes labor force plans, plans of hiring, budgets of compensation, and targets of hiring for the year. As well, in the course of this integrating process, HRM must effort on recruiting, appraisal, assessment, and talent hiring. Once the talent is aboard, the company have got to train and facilitate employees to develop into productive and incorporated into the company additional rapidly. The team of management must institute processes to evaluate and manage employees efficiently. The company must provide learning and growth programs to the entire levels of the company. As these employees are extending, succession planning must approach into play. This would engage enabling employees and managers to discover the accurate candidates for a position. This function as well has got to be aligned with the plan of business to identify with and meet up requisites for ke y positions. Whilst this is regularly a process preserved for executives and managers, it is additional normally functional crosswise the organization. HRM and Management would require to effort on packages of compensation and benefit that will be an essential component of drawing and maintain talented employees. As talent in the organization is evaluated, responsibilities of management will consist of offering critical analysis of its talent pool and coach where essential and discover gaps of talent in the organization and effort to fill them. References ADP, (2011). Effective Talent Management has become an Essential Strategy for Organizational Success. Earnst Young (2010). Managing Todayà ¢Ã¢â€š ¬Ã¢â€ž ¢s Global Workforce, Elevating Talent Management to Improve Business. Retrieved from https://www.ey.com/Publication /vwLUAssets/Managing_Todays_Global_workforce/$FILE/Managing_Todays_Global_workforce.pdf Ethan, Chazin, (2010). Develop an Organizational Talent Management Plan. U.S. Office of Personnel Management, (2012). Performance Management. Recruiting, Retaining and Honoring a World-Class Workforce to Serve the American People.

Nonprofit Performing Organizations - the Role of the Staff, Human Reso Term Paper

Essays on Nonprofit Performing Organizations - the Role of the Staff, Human Resources Management, Financial Resources, and Marketing Strategies Term Paper The paper â€Å"Nonprofit Performing Organizations - the Role of the Staff, Human Resources Management, Financial Resources, and Marketing Strategies† is an excellent variant of term paper on management. Non-profit performing arts organizations are the organizations that market their products through arts. From the research which have been conducted, non performing arts organizations increased by over 80% showing a good performance of the non-profit performing organizations (Bram Eline 2013). This non performing arts organizations uses symbols, music or role models to market their products or services. However, in the recent years funding to these non-profit performing organizations has reduced indicating that the organizations perform their functions with difficulties due to inadequate financial resources. Therefore these organizations depend on volunteers to conduct their tasks. The growth of the number of non performing arts organizations suggests that there is dynamic in performing arts. In this regard, this paper will discuss the role of the board in the non-profit performing organizations and the human resource management in these organizations which comprise of the paid staff and the no paid staff. An example of a non-profit performing organization is the Beijing International Chamber Orchestra (BICO) which aims to bring musicians together.2.0 The role and responsibility of the staffThe management of non-profit performing organizations is dual leadership. This implies that the management comprises of two sections of different directors. The first director is the artistic director and the other director is the executive director. The following are the roles of artistic and executive directors2.1 Artistic directorThe major role of this director is to do selection concerned with the arts. The first selection done by artistic director is the selection of the program (Druckerï ¼Å'1992). The artistic director is responsible for selecting the program w hich the non-profit performing organization should take. He or she assesses the various programs available and comes up with the best program which will be cost-effective and easy to implement. The artistic director also selects the artistic members of the group in the organization (Mancusoï ¼Å'2005). The artistic director assesses the various skills and talents of the available employees and selects the members to be included in the artist group. He or she does this by selecting the members who can best suit the artist group so that they can help the organization to achieve its goals and objectives.The artistic director is also responsible for selecting the guest artist. It is the responsibility of the artistic director to select the guest artist who will preside over the artistic functions (Mancuso, 2005). It is purely the responsibility of the artistic director to select the guest artist who he or she thinks can preside better the artistic functions and will be able to attract the attention of the audience. A good selection of the guest artist will enable the organization to implement its program effectively because he or she will be able to follow the program guide.In addition, the artistic director is responsible for designing policies and guidelines for the program. He or she should design the procedures which should be followed when implementing the program. This will help the artistic group to effectively implement the artistic program.2.2 Executive directorsThe executive director is responsible for taking various actions to ensure that the mission and vision of the organization are implemented fully (Mancuso, 2005). He or she should be able to design procedures that will enable the non-profit performing organizations to successfully implement the mission and vision of the organization.

Managing People and Ethics of Happiness - Free Samples for Students

management Question: Discuss about the Managing People and Ethics of Happiness. Answer: Introduction First we must develop the idea that man has a good or an end, an idea that is the core of ethics. That final aim or that the human being seeks is nothing other than happiness. In fact, happiness is what all human beings tend to be, so what is and should not be the content of ethics: to lead the human being to happiness (Beard, 2015). Utilitarianism Where does the term utilitarianism come from? In this sense we have to make clear that it is a word that has its etymological origin in Latin. Thus, we can see that it is conformed by two Latin parts: the word utilitas, which can be translated as "usefulness", and the suffix -ism, which is equivalent to "doctrine". The Ethics of Happiness The Aristotelian work is composed, for the most part, of treatises, each dedicated to the different branches in which it will be diversified, and finally dividing, the philosophy: Physics, Logic, Ethics, Politics, Metaphysics. Concretely there are three books that today collect the ethical thinking of Aristotle, being that of Ethics to Nicomachus the most canonical and quoted. Aristotle arose from the conception of man as a social or political being: a man who is complete in others, in the community (Binkley, 2014)This question, central to Aristotelian thought, is today vindicated by critics of liberal individualistic thinking.. Virtue and happiness How human resourcemanagement contributes to Happiness From the perspective of beliefs, there would be three beliefs for happiness: One, is a potential inner state that is waiting to be activated, is inside one and not outside, second, is a way of looking at and inhabiting the world, it is in the eyes, in the way of thinking and interpreting existence and, lastly is in the present, in the steps of the road, is not in the results, there is no way to happiness (Bolton and Laaser, 2013). Based on Seligman, he points out that happiness has several components, called the PERMA model, which implies;(1) positive emotions, happy people who live in emotions that open possibilities and build stable positive affection.(2) engagement, it alludes to having a set of interests and focuses with which to engage, those who guide action,(3) positive relationships, you can not be happy alone, relational happiness is fundamental,(4) sense, happy people have a clear and definite sense and purpose (meaning can be individual, social and transcendent) and (5) achievement, to be happy, also requires concrete action and results in the world, count With an integration between the internal and external world (Bourke, 2011) After describing the conceptual aspects of happiness, it focuses on the theme of the book that is organizational happiness, which defines as "the ability of an organization to offer and facilitate their workers the conditions and work processes that allow the deployment Of their individual and group strengths, to drive performance towards sustainable and sustainable organizational goals, building an intangible asset that is hardly imitable. " "The organization coordinates resources andmanagement to make a value offer for workers that balances the financial health of the company and the psychosocial welfare of workers." Another issue I do not like is that, as the author says, it depends only on the ethical conception of the owners and chief executives. This makes me think of a concept of hierarchical and authoritarian company very camouflaged. Are not the other stakeholders, such as workers, unions, clients or public policies promoted by the government in labor rights, relevant? They seem to be irrelevant in the approach of Ignacio Fernandez and it could be suspected that even if they disagree, well the owners and executives know what is good and suits them. This is much like the enlightened absolutism of certain eras. Putting the issue of financial health into the equation worries me. In arguing that having a management that seeks welfare in the workers is an ethical question, I do not understand what role the financial theme plays. I can only suspect an instrumental relationship between "happiness" and "financial results" (Bourke, 2013). If so, is this not contradictory with the same ethical princ iples as stated? Or, it could be thought that if the results go wrong, it could mean that the company has the possibility of reversing the model and thereby reducing benefits, unlinking workers or carrying out other practices that guarantee their financial health. The author admits in his model that one of the components necessary to manage organizational happiness are working conditions. He describes them, characterizes them as hygienic and argues the need to improve them. I believe that this emphasis is not enough, in a country like ours, with great inequality, where wage differences are huge, where working hours, working hours, and other working conditions are negative. It is not unusual then that this is an issue of executives or well-paid professionals, but what about all other people who work, probably more than concerned about happiness, are concerned about their working conditions or low pay What do they receive? I have seen a lot of manipulation with the subject of happiness at work. I believe that the instrumental discourse is very present in many organizations and executives of human resources (Ellerman, 2001). Something like "Here the important thing is to work for happiness, so rights, remuneration, equality, participation, schedules, work - family balance, let 's not talk, total happiness is important and talking about these other issues is banal," With which it is hidden that in many cases hygienic conditions are deficient and the possibility of discussing them or negotiating them openly is nullified. In the classification he makes between "spiritual" and "skeptics" I would include in the second group, adding the adjective moderate. Few people argue that people have to work in positive environments, with good climate, satisfaction of their needs and a feeling of subjective well-being and few also argue that companies have to seek profitability within the framework of their social responsibility (Glock, 2012). Perhaps the current emphasis is on better balancing this equation and making it visible to all organizational actors. Find happiness at work or you'll never be happy. " This phrase that is attributed to Christopher Columbus is very good for me to introduce my thoughts on this subject. Happiness is fundamental in all levels of life, including work (Moutinho and Huarng, 2008). At work it is important both for the workers of a company and for the whole of the organization. If this objective is achieved, it evolves in the personal sphere, in the collective and in the final results. The benefits are multiple, from capturing talent to internal rationalization of work in the organization (Glock, 2012). For this reason, the management of happiness in the work environment must become a common challenge. The concept of well-being at work has moved from the philosophical to the business scene. It has become real. Today it is known that it is possible to feel comfortable at work and that, as a direct consequence, increases productivity. At the collective level it is necessary to work on attitudes and emotions. We all know that often misunderstandings and dissatisfactions in the work environment are caused by not getting in the place that is opposite. That is why empathy and attitude towards work and colleagues are fundamental. It is necessary to take into account the most common behaviors and attitudes. We can banish some that are detrimental to the organization such as finding guilty, comparing with others through results, fear of loss or facing sides. Teamwork is the key. Conclusion Subjective well-being of people at the center of the strategy, understanding that happiness and flourishing at work are the cause of sustainable results. To do this, it is important to check the vision of the owners and chief executives, since if they conceive people only as tools and resources for profitability, it does not serve to implement the model. I agree that to aspire to make people happier at work and to seek conditions to make it happen is noble and, at least in speech, seems very desirable. I also value the way horizontality stands out as a healthy relational attitude and the conviction, coherence and credibility of managers (Fabos and Isotalo, 2014). The recognition of both colleagues and bosses is a necessary factor for workers to achieve the well-deserved well-being. Organizations and managers must also promote the value of their employees and try to reconcile their objectives with the work goals of their workers (Helliwell and Sachs, 2013). If the staff is happy in their work, every minute of their time benefits the company. Each worker should feel that his work is part of a whole that influences others. Every employee is different and this diversity must be heard and encouraged. Self-evaluation and professional autonomy are two key factors that the company must develop to foster the happiness of its workers. References Beard, A. (2015). The Happiness Backlash. New York: Hill Mc Graw. Binkley, S. (2014). Happiness as Enterprise: An Essay on Neoliberal Life. London: SUNY Press. Bourke, J. (2013). What it means to be human. London: Virago. Bolton, S. C., and Laaser, K. (2013). Work, employment and society through the lens of moral economy, Work, Employment Society. Chicago: Cambrodge Press. Bourke, J. (2011). What it means to be human: reflections from 1791 to the present, Berkeley: Counterpoint. New York: Group West. Ellerman, D. (2001). McGregor's Theory Y vs. Bentham's Panopticism: Toward a Critique of the Economic Theory of Agency, Knowledge, Technology Policy. Chicago: Hill McGraw. Elsner, W. (2015). The Well-being, Happiness Trust Issue of the Forum for Social Economics, Forum for Social Economics. Washington: Routledge. Glock, H. J. (2012). The Anthropological Difference: What Can Philosophers Do To Identify the Differences Between Human Non-human Animals? Houston: Royal Publishers. Helliwell, J. L., and Sachs, J. (2013). World Human Happiness Report. New York: Routledge. Nel, P. (2012). Human resource management in Australia New Zealand. South Melbourne, Vic.: Oxford University Press.

Vietnamese And Pakistani Culture Essays - Divorce, Types Of Marriage

Vietnamese And Pakistani Culture Vietnamese Vs. Pakistani What is culture? Culture is set of learned behaviors, beliefs, attitudes, values, and ideas that are characteristic of a particular society or population. In this paper, I will compare and contrast Pakistani and Vietnamese culture. Furthermore, I will discuss what I have learned from this exercise. In Vietnam traditional role of the woman in society has been that of nurturer: to stay within the confines of the home for the purpose of caring for the family. In Pakistan and Vietnam women are raised and taught how to become good daughters, wives, and mothers. They are told that they must obey their husbands, respect their parents and their parents-in-law, and work hard to support the family. In Vietnam parents does not prefer their daughters to go to school or work in a position that is normally occupied by a man. Most of the women do not work. They stay home and look after their family. In Pakistan most of waves and daughters stay out of sight of other men because of the religion strictness. Pakistani women stay in the house, behind the veil, in special sections of buses, and in the family area of the restaurants. For Pakistani Muslims this is the way to show respect and devotion towards women. Pakistani does believe in education for their daughters and sons. However, sons get th e first priority and higher education. Also girls must go to separate school from boys until she will reach University, which is 4 year in college. In other words, until she is engaged and mature enough not to fall in love with someone her parents restrict. In Vietnamese and in Pakistani culture, their older siblings arrange marriages. Marriage is more like compromise, which is made between two families. But as the time has changed girls are not forced to marry however when girl is the one to choose she will pick her companion base on love and family agreement. When parents choose a guy for their daughter it's usually the best offer which means that guy is educated, have stable future, and wealthy. But when girl is being picked parents want to have healthy, hard working daughter-in-law, who would take care of their family's welfare. A likely scenario under these circumstances is a marriage between a 17 years old girl and a 7-year-old boy. When that husband reaches adulthood, he would realize that his wife might be too old for him; and he would be entitled to take a younger girl as his second wife. Polygamy was accepted in Vietnam but remarriage for the wife is not allowed since, faithfulness to her first husband is required. Thus the first wife, being restricted by the old custom, must remain a lonely slave with her husband's family until her death. In Pakistani culture woman has no saying in any aspect of her life, including her own marriage, and when betrothed, belongs excessively to her husband's family. When guy's parents look for a mate for their son not that she has to be beautiful and well-mannered girl but also who will bring great amount of dowry. To all extents and purposes she is an alienable property, and once the bride price has been paid, she cannot be returned, whether in a state of divorce, separation or widowed. In both cultures girls must obey her in laws in order to gain respect in h er husband's house. In Vietnam and in Pakistan family is very important. They have joint family system. After the marriage daughters move out of the house however sons stay with their parents atlongest they can. Family size in Vietnam is fairly large. Back in the days 12-16 was normal family size. However, as poverty and population has increased so the family size has decreased to 3-4. On other hand side, in Pakistan typical family size is about 3-5. In Pakistan and in Vietnam parents prefer to have sons than daughters. In both cultures Parents expect their children to be perfect and obedience. Therefore, strict physical punishment is used for discipline. Parents are usually very hard and strict on girls however they are flexible when it comes to boys. Parents are more protective about daughters and they expect girls