Underepresentation of Women in Positons of Authority.

CHAPTER 2: LITERATURE REVIEW 2. 1 Introduction The focus of this chapter is to review critically and synthesize relevant knowledge about how and when specific levels of instruments and/ or policy interventions work to empower women and thereby increase gender equality, as stated by the World Bank (2001). Decision-making procedures should be changed to make room for female influences, styles and characteristics as well as in implementation. Participation of women in decision-making processes should the corner stone of Zimbabwe’s ethos as a democratic nation. Zimbabwe should take an active role in promoting gender balance in decision-making.It is important to have balanced participation of women and men at all levels of decision making. Gender equality is central to human development and to the attainment of the Millennium Development Goals (MDGs) as well as to the enhancement of development effectiveness, (UNDP, 2011). MDGs attach great importance to gender equality and women's empowerment in all facets of life. Gender mainstreaming is one of the strategies that the UN utilises to promote the integration of gender perspectives into the design, implementation, monitoring and evaluation of policies and programmes (UNDP, 2011).Gender equity is giving boys and girls, women and men equal opportunities in the utilisation of personal capabilities to realize full human rights (UNDP, 2011). There are many studies that have been done by scholars across the world to find association between women empowerment and socio- economic performance. There is empirical evidence that the promotion of gender equity leads to better economic performance of the concerned societies.One such study was done by Stephan Klasen who said that gender gaps undermined â€Å"the ability of women to be effective agents of economic process. Societies with greater female employment opportunities are less prone to corruption and poor governance†, (Klasen, 2006:151). 2. 2 Overview of globa l efforts on gender equality Despite efforts made to ensure that female representation is achieved at all levels of governance, women are still underrepresented in many government and non-government organizations, particularly in positions of power and leadership.According to Campbell (2003:7-8), women’s current position is the result of the historical fact that Zimbabwe’s transition from white colonial rule did not dismantle the structures of patriarchy or oppression, which happen to serve the current regime just as well. 2. 3 Historical Background of Gender Equality According to a UN report of 1997, gender equality, also known as sex equality or sexual equality, is the goal of the equality of the genders, stemming from a belief in the injustice of myriad forms of gender inequality.This goal includes making women’s rights equal to men's and also making men’s rights equal to women's. 1972-1980s Although the first United Nations Conference on the Human Env ironment in Stockholm, 1972 saw the establishment of the UN Environment Program (UNEP), officially linked the physical environment and society in its title, in the 1960s and 1970s social issues were still largely disconnected from environmental policies and programs.When the World Conservation Strategy living resource conservation for sustainable development the International Union for Conservation of Nature (IUCN), the United Nations Environment Programme (UNEP), and World Wildlife Fund (WWF) was launched in 1980, the focus of that document on social-environmental linkages still was presented in a gender-neutral way. 1985The Third United Nations Women’s Conference in Nairobi in 1985, however, was among the first international forum that made explicit the linkages between sustainable development and women’s involvement and empowerment as well as gender equality and equity. In the Nairobi Forward Looking Strategies, the environment was included as an area of concern for women. During the Nairobi conference in 1985, UNEP hosted a special Session on Women and the Environment, and UNEP’s Senior Women Advisors Group (SWAG) was established to advice the organization on bringing a gender perspective in its environmental program. 990s In the run-up to the World Summit of 2002, United Nations Conference on Environment and Development UNCED, held in 1992 in Rio de Janeiro, the UN Secretariat for UNCED, UNEP and the United Nations Development Fund for Women (UNIFEM) as well as NGOs such as WEDO and World Wildlife Fund, undertook a number of advocacy activities that reflected the conclusions reached at the 1985 Nairobi Non-governmental Organization-Forum workshops, that stated: â€Å"The growth of women’s power and the sustainability of development are ecologically tied. Environmental Liaison Centre (ELC, 1985). They underlined that women not only bear the highest costs of environmental problems, but as managers of primary resources, also have the greatest potential for contributing to the solution of the crisis. The advocacy activities during the UNCED process resulted in a reasonably Agenda 21, not only including more than 145 references to the specific roles and positions of women in environment and sustainable development, but also a separate Chapter 24 entitled ‘Global action for women towards sustainable development’.This chapter acknowledges the need for a broad participation of women as major group at all governmental levels and in all UN agencies related activities in sustainable development, as well as the need for the integration of a gender perspective on sustainable development planning and implementation. The United Nations Fourth World Conference on Women in Beijing (1995) identified environment as one of twelve critical areas for women.Section K of the Beijing Platform for Action, on women and the environment, asserted that â€Å"women have an essential role to play in the development of sus tainable and ecologically sound consumption and production patterns and approaches to natural resource management† (paragraph 246). 2000s Five years later, at the Millennium Summit in New York, world leaders promised in the Millennium Declaration â€Å"to promote gender equality and the empowerment of women as effective ways to combat poverty, hunger and disease and to stimulate development that is truly sustainable†.This vision was reflected in the Millennium Development Goals (MDGs), including MDG 1, eradicate extreme poverty, MDG 3 promote gender equality and empower women, and MDG 7 ensure environmental sustainability. However, until now, in governmental reporting on MDG 7 environmental linkages to gender equality are neglected. As input for the World Summit on Sustainable Development, women as major group prepared two documents (ECOSOC/UN, 2001 and 2002), in which progress on the implementation of Agenda 21 from a gender perspective was reviewed.It was concluded th at at international, national and local levels important steps had been taken, but that these were rather scattered and that most were of an ad hoc character. The review showed that there has been no real integration of gender issues into global environment and sustainable development policies and activities, let alone a thorough mainstreaming of gender concerns into these areas. Instead of real implementation, more commitments were made.Principle 20 of the Johannesburg Declaration of the World Summit on sustainable Development (2002) reads: â€Å"We are committed to ensure that women’s empowerment and emancipation, and gender equality are integrated in all activities encompassed within Agenda 21, the Millennium Development Goals, and the Johannesburg Plan of Implementation. † Among the 153 paragraphs of the Johannesburg Plan of Implementation (JPOI) 30 refer to gender aspects.These deal with: benefits of sustainable development to women; the elimination of violence an d discrimination; access to health services; access to land and other resources (particularly in Africa); the enhancement of the role of women in resources management; education for all; participation of women; gender mainstreaming; and gender specific information and data. Major advocacy efforts resulted in a decision by the Commission on Sustainable Development at its 11th session in 2003 to make gender a cross-cutting issue in all its upcoming work up until 2015.In a global context in which gender inequality proves to be one of the most pervasive forms of inequality (UNDP, 2005), the international community during the 10-year Review of the Beijing Platform for Action, recommitted itself to the global goal of gender equality and the empowerment of women. One of the areas of disparity between males and females is related to the difference in their employment status which is manifested by occupational segregation, gender-based wage gaps, and women’s disproportionate represent ation in informal employment, unpaid work and higher unemployment rates (UNFPA, 2005).As women in developing countries have low status in the community, the activities they perform tend to be valued less; and women’s low status is also perpetuated through the low value placed on their activities (March et al. , 1999). According to the millennium indicators data base of the United Nations, cited in the UNFPA (2005), the percentage of parliamentary seats held by women in 2005 was 16% at world level, 21% in developed countries, and 14% in developing countries.This low representation of women in national parliaments could be due to type of electoral systems in different countries, women’s social and economic status, socio-cultural traditions and beliefs about women’s place in the family and society, and women’s double burden of work and family responsibilities (UNFPA, 2005). Beijing Platform for Action (1995) called on governments to take measures to ensure w omen’s equal access to and full participation in, power structures and decision-making.The outcome document of the twenty-third special session of the General Assembly (2000) reiterated the need to increase the representation of women. The UN Security Council Resolution 1325 (2000) affirmed the need to include women in decision-making with regard to issues of peace and security. In 2006 the 50th Session of the Commission on the Status of Women adopted the agreed-upon conclusions on the equal participation of women and men in decision-making processes, (UN/DAW, 2007).Other important commitments related to women’s political participation in Africa include: Article 4 (l) of the Constitutive Act of the African Union, the Dakar Platform for Action (1994); the African Plan of Action to Accelerate the Implementation of the Dakar and Beijing Platforms for Action for the Advancement of Women (1999); the Protocol to the African Charter on Human and People’s Rights on the Rights of Women in Africa (2003); and the African Union’s Solemn Declaration on Gender Equality in Africa (2004).In Zimbabwe gender disparities characterise all aspects of development with Zimbabwe ranked at â€Å"130 in the global gender-related development index according to the (Human Development Report, 2007/2008), reflecting the generally low status of women with respect to access, control and ownership of economic resources and positions in decision-making processes†.This is despite the promulgation of various laws, ratification and accession to regional and international declarations, conventions and protocols earmarked for creating an enabling environment for the accomplishment of justice and equality between men and women. The status of women in Zimbabwe has been noticeably affected by the economic problems facing the country as well as the persistence of discriminatory practices.The country has introduced â€Å"policy and legal measures to promote gender equ ality including the National Gender Policy and specific domestic violence legislation†, (UN, 2010); but in Zimbabwe women trail behind men on measures of economic empowerment â€Å"such as labour force participation, wage equality and representation in senior positions†, (World Economic Forum, 2010:318). A key barrier to gender equality is the discrimination stemming from the â€Å"dual system of law, where customary laws continue to disadvantage women, particularly in the family†, (Thabethe, 2011:8).Zimbabwe adopted â€Å"women in power† and â€Å"decision-making† as two of its priority areas under the Beijing Declaration (1995). The report by UNFPA (2010) notes that â€Å"the achievements made by Zimbabwe in terms of promoting gender equality at national level such as the appointment of the first female Vice-president in 2005, the drafting and launching of the National Gender Policy in 2004 and the enacting of progressive legislation such the Dom estic Violence Act and the Sexual Discrimination Act were landmark decisions.Labour laws have also been amended to reflect gender equality priorities. 2. 4 The Zimbabwe National Gender Policy (2004) According to the Republic of Zimbabwe, (2004), the vision of this policy is to have a â€Å"society in Zimbabwe where there is economic, political, religious and social equality and equity among women and men in all spheres of life and at all levels†. It was said that it anchored on the protection and respect of the rights of the individual.The Zimbabwe government went further highlighting that â€Å"the policy’s goals is to eliminate all negative economic, social and political policies, cultural and religious practices that impede equality and equity of the sexes; to mainstream gender in all aspect of the development process and to ensure sustainable equity, equality and empowerment of women and men in Zimbabwe in all spheres of life†, (Republic of Zimbabwe, 2004).I n 1997, together with other SADC governments, Zimbabwe signed the SADC Declaration on Gender and Development together with its Addendum on the Prevention and Eradication of Violence against Women and Children sets out to enhance equal participation of women and men in national development. Based on these national, regional and international instruments, the National Gender Policy will facilitate the designing and implementation of policies that redress gender imbalances in all spheres and levels of life as part of fulfilling its commitments.The National Gender Policy recognises the fact that women constitute more than 52 per cent of the population of Zimbabwe. It is therefore important that their representation and participation in the development process should be commensurate with this numerical reality. 2. 4. 2 Policy principles The Zimbabwe government (2004) indicated that based on the â€Å"national ethos of democracy, unity, equity, development and self-sufficiency, sets out to enhance equal participation of women and men in national development†.The policy was said to be in line with the need for economic growth, sustainable development, social justice and recognition and respect of human rights. However it is critical to recognise that gender discrimination has its basis in cultural values, beliefs and practices. In this regard, the National Gender Policy is premised on the following principles: †¢ A recognition that issues of development, human development in particular are concerned with equity, equality, participation, association, social justice and human rights. Gender discrimination is a serious impediment to development that affects the whole country and thus needs to be eliminated through appropriate individual and collective strategies. †¢ The prevalence and demonstration of political will and commitment to foster growth and enhance equity is a prerequisite to ensure the successful implementation of the National Gender Policy. †¢ A participatory approach that entails broad consultation and involvement of both women and men in all spheres of development guarantees success of the transformation of society to promote democracy, equality and equity between women and men. All Government policies must acknowledge women and men as equal and important human resources for development. This equality and equity of women and men is anchored on the protection and respect of the rights of the individual. 2. 5 Women in Zimbabwe Women’s status in Zimbabwe has been significantly affected by the economic problems facing the country as well as the persistence of discriminatory practices. The country has introduced policy and legal measures to promote gender equality including National Gender Policy and specific domestic violence legislation, (UN, 2010).Although Zimbabwe has achieved gender parity in primary school education, there remains a gender gap in secondary and tertiary education enrolments. Further, wom en trail behind men on measures of economic empowerment, such as â€Å"labour force participation, wage equality and representation in senior positions†, (World Economic Forum, 2010:318). A key barrier to gender equality is the discrimination stemming from the â€Å"dual system of law, where customary laws continue to disadvantage women, particularly in the family†, (Thabethe, 2011:8). . 6 Laws, Policies and Frameworks to Ensure Gender Equality and Empowerment of Women and Girls, (UN/ZIMBABWE, 2012). The frameworks will contribute to progress towards the achievement of the Millennium Development Goals, specifically MDG 3: promote gender equality and empower women. To address this challenge, the United Nations Conference on Trade and Development (UNCT) will support key governance institutions in policy and legislative formulation and implementation.Support will, therefore, be rendered to Government to put in place laws and policies that increase the participation of wom en in decision-making bodies and positions in both the private and public sectors. Moreover, the UN will support measures to ensure that the percentage of the national budget allocated to women and girls’ programs is increased (UN/Zimbabwe, 2012). The UN will work towards ensuring ratification, domestication, implementation, and monitoring and evaluation of laws and policies that promote gender equality, human rights, and women and girls empowerment.Efforts will be made to mainstream gender into all Zimbabwe United Nations Development Assistance Framework (ZUNDAF) outcomes using a cross sectoral approach. An estimated amount of USD 20 million will be sourced from the UNCT and development partners for this outcome (UN/Zimbabwe, 2012). In Zimbabwe, gender disparities characterise all aspects of development, with Zimbabwe ranked at 130 in the global gender related development index according to the Human Development Report 2007/2008, reflecting the generally low status of women with respect to access, control and ownership of economic resources and positions in decision-making processes.This is despite the promulgation of various laws and the signature, ratification and accession to several regional and international declarations, conventions and protocols aimed at creating an enabling environment for the attainment of equity and equality between men and women. 2. 7 Structures that enhances subordination of Women in Politics The traditional female/male roles are deeply ingrained and glorified in all Zimbabwean languages, in education, the mass media, and advertising.The society’s perception of women is for the most part negative with the best women as mothers, and their capabilities and capacities going virtually unnoticed (Obura, 1991). Such sex stereotypes and social prejudices are inappropriate in the present society where female/male roles and male-headed families are no longer the norm. According to the United Nations (2000), sex stereo-types a re among the most firmly entrenched obstacles to the elimination of discrimination, and are largely responsible for the denigration of the role and potential of women in society. The subordinate osition of women in the society seems to legitimize their exclusion from participation in political and decision making processes. Many stories depict women as disloyal, disagreeable, untrustworthy, and even gullible (Kabira and Nzioki, 1995:57). Even today women continue to be left out of official records and when recognised, they are addressed as those who need welfare assistance rather than actors in the historical process. The heavy under-representation of women in political life and most decision making processes in Zimbabwe needs to be closely investigated.Karl (1995:185) explores some of the factors affecting women’s political participation worldwide. Among the factors she cites include: household status; work related rights (maternity leave, job security, provision of child-ca re); employment and remuneration; double burden of work; education and literacy; access to financial resources; legal rights; traditions, cultural attitudes and religion; socialization and self-reliance; violence against women; the mass media; health; ability to control fertility.Cooper and Davidson (1982:44) sought to study the problems that women in leadership positions generally face. They found that women face stress from both the work, home and social environments. In addition, women have to acquire male leadership and managerial skills (for example, being aggressive, assertive, confident), as well as multiple demands in running a career and a family. Other sources of stress include difficult working relationships with male bosses and colleagues, sexual harassment, limited opportunities for promotion and career development.The International Institute for Democracy and Electoral Assistance (IDEA) (2003) notes that gender equity is the process of being fair to women and men. To e nsure this fairness, measures must often be available to compensate for historical and political disadvantages that prevent women from otherwise operating on a levelled playing field with men. Equity leads to equality. Gender equality implies that women and men enjoy the same status.Gender equality means that women and men have equal opportunities for realizing their full human rights and potential to contribute to political, economic, social and cultural development, and to benefit from results thereof. Gender equality includes both quantitative and qualitative aspects. 2. 8 Enhancing Women’s Participation in Political Power Structures and Decision-Making A survey carried out among national parliaments in the world by the Inter-Parliamentary Union (1997) revealed that women make up less than 5 per cent of world’s heads of state, heads of major corporations, and top positions in international organizations.Five years down the line, the IPU has established that women ar e not just behind in political and managerial equity, they are a long way behind. Politics is everyone’s business and affects the lives of each of us. The more women are associated in numbers in political decision making process in governments, the more they can change the modalities and outcomes of policies. 2. 9 Discriminatory Family Code There is no legal discrimination against women and girls with respect to inheritance rights.In 1997, the Administration of Estates Act was amended to make the surviving spouse and the children of a deceased person as his or her major beneficiaries, as opposed to their heir who was mainly the eldest son. The Act provides that the â€Å"matrimonial home, whatever the system of tenure under which it was held and wherever it may be situated, remains with the surviving spouse. This includes household goods and effects†, (United Nations, 1996:60). The Act applies to all marriages, civil and customary, (United Nations Committee, 2010:12).D espite these laws, the Centre on Housing Rights and Evictions reports that â€Å"women are still denied their inheritance rights in practice due to discriminatory attitudes, women’s’ lack of awareness of their rights or women’s’ lack of resources to claim their rights†, (Bird et al, 2004:168). The Chronic Poverty Research Centre reports that only â€Å"37. 31 % of widows inherited majority of assets after their spouses in 2005/2006†, (Chronic Poverty Research Centre, 2011:20). Women’s position in the family can also be gleaned from their participation in household decision making.Data from the 1999 Demographic Health Survey provides a snapshot of gender equality in household decision making in Zimbabwe. For large household purchases, 42% of married women reported that â€Å"decisions were made jointly with their husbands, 36% reported that decisions were made solely by their husbands and 16% reported decision were made solely by them selves†, (Demographic Health Survey Zimbabwe, 1999). Furthermore, discriminatory attitudes and practices of authorities place further barriers in women’s access to justice.For instance, according to the US Department of State, authorities generally consider domestic violence to be a private matter, (United State Department, 2009). With respect to prosecutions of marital rape, the government reports that the prosecution of marital rape requires the consent of the Attorney General which may discourage women from reporting. Further, entrenched institutional and societal attitudes that deny marital rape as a form of violence against women also prevent women from seeking justice, (United Nations, 2010:13-14).Female genital mutilation is not widespread in Zimbabwe, but is practised by the Remba ethnic group, which represents a small proportion of the population. Within this group, mutilation is combined with infibulations, which involves closing the outer lips of the vulva, ( US Department of State 2002. Limitations on women’s reproductive rights also infringes upon women’s physical integrity in Zimbabwe. Abortion in Zimbabwe is permitted to save a woman’s life or health, in the event of rape or incest or due to foetal impairment. It is not permitted on request or on social or economic grounds, (United Nations Population Division, 2007).The 2006 Demographic and Health Survey found that overall 60% of married women use contraception and 58 % use modern methods of contraception, (Demographic Health Survey, 2006). 2. 9. 1 Son Bias Gender disaggregated data on rates of infant mortality and early childhood nutrition are not available for Zimbabwe. With respect to access to education, the World Economic Forum reports that Zimbabwe has reached gender parity in primary school enrolments which indicates that there is no preferential treatment of sons with respect to primary school education.However, a gender gap persists in secondary and tert iary education enrolments, suggesting that â€Å"the education of sons continues to be more highly valued than the education of daughters†, (World Economic Forum, 2010:318). Further, the government reported that â€Å"women and girls carry the primary burden of care in the context of HIV which suggests that daughter in Zimbabwe may experience greater time poverty compared to sons†, (United Nations 2010:48). Gender inequality is embedded in the patriarchal, social, religious and cultural stereotypes in Zimbabwean life.UNFPA (2008) indicated that â€Å"the continued presence of long standing cultural and traditional practices that discriminate against women have constrained the progress of achieving gender equality†. Gender inequality hurts the interest not only of women but also of men through societal connections. It often stems from social structures that institutionalise conceptions of gender differences. Cultural stereotypes are ingrained in â€Å"both men a nd women and these stereotypes are possible explanation for gender inequality† (Rhoads et al, 1996:130).McFadden (2004:42) proposes that women have been traditionally viewed as â€Å"being caring and nurturing and are designated to occupations which require such skills†. While these skills are culturally valued they were typically associated with domesticity so occupations requiring these same skills are not economically valued. Men have â€Å"traditionally been viewed as the breadwinners so jobs held by men have been historically economically valued† (McFadden, 2004:42).However, these practices and public attitudes towards the advancement of women and gender equality have not changed at the same pace as policy and institutional frameworks. Mtintso (1999:37) observes and describes the under-representation and discrimination against women as an â€Å"anathema to democracy†. She argues that â€Å"socialisation of women right from childhood directs them away from activities of power. Women tend to be less ambitious and internalises society’s expectation that they are not suited to policy making positions†. (Mtintso, 1999:37).Cooper et al (1994:92) supports Mtintso’s argument when he mentions that â€Å"it starts from the family level where the traditionally designated leader is a man†. The same principle is â€Å"still dominant in our society† (Cooper et al, 1994:92). Leary et al (1994:216) reiterates that â€Å"women have the will but are discriminated against by men in authority who refuse to promote them and by legislation which limit their opportunities†. Because of this ideology, very few women made it in politics. McFadden (1994†142) paints patriarchy as a â€Å"huge setback for women in Zimbabwe, as the society is patriarchal in nature†.Morley (2005:112) alludes to the fact that â€Å"this societal norm leaves out women from the corridors of power and men are left to address issues that mostly affect women such as exploitation, marginalisation, powerlessness, and violence†. Watson (2009:87-93) affirms that â€Å"the under-representation of women remains a big concern in decision making processes and will continue to seriously undermine the realization of equitability in womanhood†. Mtintso (1999:40) argues that â€Å"patriarchal attitudes have become so entrenched that they are literally taken as natural†.She further maintains that â€Å"the government decision bodies are so patriarchal and power is so obvious, women are in danger of being swallowed by its culture, ethos, values and priorities. † This point was supported by Cooper et al (1994) when they argue that â€Å"women fear moving against the mainstream and in that way find themselves compromising and promoting the very patriarchal agenda†. According to Campbell (2003:285), the patriarchal model of the liberation struggle was â€Å"the basis upon which the Afri can government was couched and had been entrenched into law†.Cheater and Gaidzanwa (1996:197) postulate that â€Å"tradition was employed in the first decade of Zimbabwe’s independence to spread the general message of women’s re-subordination†. Black women were considered as â€Å"chattels of black men† (Zuidberg, McFaddens and Chigudu, 2004; 112). Culture prevents women from participating in decision-making processes and the distinction is critical to make in light of the gender differences rooted in the culture and history of Zimbabwe where women have been marginalised in decision-making positions.Cooper et al (1994:100) argued that â€Å"cultural barriers seem to be difficult to remove since they are subtly enforced by both men and women, they are seen as immutable, but one should bear in mind that culture is dynamic, it needs programmes to advocate for popular participation of women in politics from high schools and influence the school curricu la in this line†. Cheater and Gaidzanwa (1996:189-200) perceive traditional roles of men and women as â€Å"still in place due to gender stereotype†.Women still find it challenging to stand and compete with men in the political arena. Cheater et al (1996:189-200) noted the idea of a woman â€Å"to stand to compete with men as unacceptable behaviour, an unheard of kind of a scenario†. 2. 10 Conclusion Given the above scenarios, there is need to scrutinize the conditions under which women are subjected to involvement, participation, and inclusion in key decision-making processes in Zimbabwe and specifically it’s Cabinet.This is because, despite the significant advances made in the policy and legislative reforms arena, the position of women in decision-making positions in the Cabinet of Zimbabwe remains relatively low and is extraordinarily under-representative of women in the highest structures of governance. Gender equality has dominated international debat e on development issues with many intervention mechanisms being invented but to no avail. This demonstrates a gap between policy formulation and the causes of the challenge they are intended to address. Herein lays the core of the problem i. e. the gap between policy and actual implementation.

Guns, Germs, and Steel; Diseases

Disease influenced a lot of the world’s history, how these disease reached human, and how over a period of time we became mutated to these diseases. It affected a lot of wars, and settlements, such as when the new world was discovered. Most of the germs from these diseases came from domesticated animals, and people from the Old world. Diseases have even been the cause of wars. Around 1526 the Atahuallpa had won battles in a civil war that had left the Incas vulnerable and divided.An epidemic of smallpox was that was spreading among South American Indians, which had arrived from Spanish settlers, had killed the Inca’s emperor, Emperor Huayna Capac and then his designated heir, Ninan Cuyuchi. The deaths of the emperor and the heir lead to Atahuallpa and Huascar to compete for the throne. The civil war started because of the epidemic of smallpox leading to two very important death. This situation also emphasized on the lack of immunity certain people had towards smallpox, measles, influenza, typhus, bubonic plague, and other diseases.Diseases brought by the Europeans killed around ninety-five percent of pre-Columbian Native American population. The most populated native societies disappeared for being affected by epidemic of diseases around 1462 and the late 1600s. In 1713 a smallpox epidemic, caused by European settlers, became the destruction of South Africa’s native San people(78). The spread of diseases helped people conquer other people. (86) Wild plants and animal species appropriate for domestication helped certain diseases reach humans (86, 86, and 92).Human who domesticated animals were the first to get sick with the new diseases, however it helped them evolve resistance towards these diseases. Other people who had not been exposed to any of these diseases would have a harder time at surviving it. Germs that came from domesticated animals played a significant role in the European conquests of Native Americas, Australians, South Africa , and Pacific Islanders (92). When we started to domesticate animals, they had already been contaminated by epidemic diseases. For example, the measles virus is closely related to the virus that causes rinderpest.Rinderpest affects cud-chewing animals, but not humans, measles in turn doesn’t affect cattle. The similarity between the two viruses suggests that the rinderpest virus evolved into the measles virus so it could reach humans. (206) Similar cases have been found, tuberculosis and smallpox from cattle, the flu from pigs and ducks, pertussis from pigs and dogs, and Falciparum malaria. (207). In 1959, East Africa was contaminated with the O’nyong-nyong fever, it started from a virus of monkeys and spread to humans by mosquitos.The victim affected by this recovered quickly and became immune to the virus, helping the disease die out quickly. (208) There are some diseases that originated from animals diseases that have still not died out. The Lassa fever was first or iginated in 1969 in Nigeria, it was derived from rodents. The future for Lassa fever remains uncertain. The Lyme disease was first discovered in 1962 in the United States. It reaches humans by a spirochete that we get from the bite of ticks, this disease is carried by deer and mice.The future of Aids seems to be secure, it was derived from the monkey viruses and first seen around 1959. (208,209) There were diseases that were confined to human, such as typhus. At first typhus was transmitted by rats and rat fleas, that being sufficient for it to transmit to humans. Then typhus found a much more efficient way of traveling to directly to humans through lice. Americans have deloused themselves, hence, making typhus find a new way to reach humans. It started infecting flying squirrels, and flying squirrels transferred it to us.(209,210) Lethal microbes became very important to the European’s conquest and the destruction of the population in the New World. More Native American deat hs where cause by the Eurasian germs than battle wounds (210). Since Native Americans had never been exposed to these Eurasian germs, therefore making it hard for them to recuperate from the diseases. Indians ‘were not immune or didn’t have any genetic resistance to diseases like smallpox, measles, influenza, yellow fever, tuberculosis or malaria. (210-211).For example, when Hernando De Soto became the first European conquistador to go through the southeastern United States, in 1540, he found abandoned two years earlier because the people who lived there had died in epidemics. (211) Diseases lead to many wars and depopulation of many tribes. Many diseases that cause depopulation came from animal domestication evolved in order humans. These became some of the deadliest diseases (77), causing many to die, especially those who weren’t immune to them (210-11). Diseases played a very significant role in World History.

Breakfast Roll Call

6:30 A.M. My peaceful sleep and surreal dreams are shattered by the boom of a howitzer cannon. The resounding thunder of the cannon rolls across Lake Maxinkuckee without hesitation. The Culver day has begun. A naA?ve callboy rushes to make reveille call: â€Å"Notice, sirs! Notice, sirs! Bravo Company sirs, notice! Reveille has sounded. Uniform of the day, Duty A, sirs!† I aimlessly shuffle my hands along the window ledge for my glasses; it doesn’t help being awake before sunrise. I lie in bed for a moment, half asleep, pondering the decision I made to become a Culver cadet. I guess I missed the brochure advertising reveille at 6:30. My feet slap down on the cold tile. I open my door to the hallway’s bright lights. The fortunate few who possess the talent to sleep through the cannon remain in their beds until I act as the cannon’s back up. Shuffling along the hallway, I fulfill my position as hall officer. The battered, half-broken broomstick I use every morning doesn’t miss a door—smack, wack. â€Å"Let’s go, get up!† But my words travel across the barren hallway without acknowledgment. On the way back to my room, I give an extra hard wake-up-call to any cadets still sleeping, this time using my fist and the broomstick—bang, wham. From inside the rooms, a common complaint escapes, â€Å"Ok, I’m up! Go away.† It’s too early for leadership. Once in my room, I take my clothes off, grab my towel, and retreat to the warmth of the showers. I turn on the closest knob. Cold water sprays out of the head at first. I jump and back away quickly, every time, I never remember. The callboy’s voice reaches the shower. â€Å"Notice, sirs! Notice, sirs! Bravo Company sirs, notice! First call to BRC, uniform for BRC, duty A, sirs!† My supply of warm water ends a bruptly and I abandon the lighthearted atmosphere of the shower room. In my room I put on my wool duty-pants and tight-fitting duty-A shirt. Formation in the company streets is dark and dreary. Unit Commanders shout commands. â€Å"Form up! Let’s go! Left face, right face.† First sergeants bark out names, â€Å"Carey . . . Here! Hamm . . . Here! Darnell . . . Darnell! Here!† A hundred and fifty drowsy infantry cadets march to the dining hall with the beat of a drum guiding them. Once we’re inside, food lines are long. Glasses slip from lethargic hands— Clink, clink, crshhh. I direct the new cadets to a table and remind them: Personal Inspection is at 7:20 a.m.

Organisations face a variety of contradictory and competing approaches Essay

Organisations face a variety of contradictory and competing approaches when deciding whether or not to comply with industry norms - Essay Example The Group's mobile subsidiaries operate under the brand name 'Vodafone'. In the United States the Group's associated undertaking operates as Verizon Wireless. During the last two financial years, the Group has also entered into arrangements with network operators in countries where the Group does not hold an equity stake. Under the terms of these Partner Network Agreements, the Group and its partner networks co-operate in the development and marketing of global services under dual brand logos. At 30 September 2007, based on the registered customers of mobile telecommunications ventures in which it had ownership interests at that date, the Group had 241 million customers, excluding paging customers, calculated on a proportionate basis in accordance with the Company's percentage interest in these ventures. Vodafone seeks to be the worldwide communications leader in over the period of the next 2-5 years. In order to accomplish this, they will first and foremost have to deal with telecommunication industry regulations (Damien & Kerf 2003). Vodafone also consistently has to address customer complaints that stem from their competitors. International trends also play a factor, including "the liberalization of the terminal equipment market and the market for value-added services" (Bauer 1994). In order to stay ahead of the g... ing against global sourcing decisions across companie, and provid[ing] compliance measurement reports," as well as perfect the use of cellular phones for "tracking persons through the global positioning system" (Bauer 1994). According to Balsinde et al.: Multiple opportunities are open for Vodafone. One, cheaper UK-US phone calls would divert traffic from Europe to be routed via London to the US, turning Britain into a vital telecommunications hub. Two, There is still a huge market which is still untapped for mobile services. About 78 out of a hundred UK residents still do not have mobile phone services; this is a potential market that Vodafone needs to address. Three, Vodafone can create a strong market niche in the 3G telephone systems set-up since it has the technological advantage, financial expertise and marketing network to compete with other major players. The fourth strength is the full liberalization of the telecommunications market will enable Vodafone to make its presence felt in the new member countries of the European Union (EU). The fifth strength is that once the benefits of EU industry regulation outweigh their potential costs, Vodafone can operate unhampered in the EU. The efficient allocation of regulatory resources will result in consistent regulatory decisions across EU member-states. The sixth strength is that the UK economy offers low business taxes, low real interest rates, robust growth in demand, substantial falls in equipment prices and the effect of a strong stock market in reducing the cost of capital. These positive factors favor business growth in areas which require the installation of substantial new capital such as the mobile phone business. The seventh strength is that the overall picture of telecommunications in the UK is one

Public Opinion & Responding to Crisis Essay Example | Topics and Well Written Essays - 750 words - 1

Public Opinion & Responding to Crisis - Essay Example These stakeholders can present diverse sources of ideas and opinions that can improve the quality of analysis and problem solving processes. 2. What is a command center and where should it be located? A command center is a place where emergency management team members convene to make decisions during times of crisis and to communicate with others. It is a place where people know who the responders are and what they have to do during times of crisis. It should be located at a room, where there is access to communication lines, such as a telephone or wireless internet. There should also be a secondary command center, in case the primary one is damaged. The secondary command center should be far away from the primary one, so that damage in one school area cannot affect the secondary command center too. 3. Detail information first responders should receive prior to any crisis. First responders should receive detain information about the resources of the school, resources of the community, contact information of different community and public agencies in all kinds of crises, contact information of students and parents, and information about the communication system during times of crises. They should know where all phones are located and what to do when primary communications are all down. First responders should know where command centers are and who its primary members are, as well as their contact numbers. a. Do you think the parents are being unreasonable? The parents are not being unreasonable, because they are thinking only of the welfare of their children. They are also paranoid already and lack trust in the public and school officials. They need something tangible to hold on to, even when their demands may border lack of justifications. They also need to establish communication lines that will help them make better decisions and to earn their trust. b. What is your personal

America's Richest Men and Their Impact in the Country Research Paper

America's Richest Men and Their Impact in the Country - Research Paper Example Rockefeller soared to be the richest man in U.S due to the growing importance of kerosene and gasoline (Chernow, 1998, pp. 10) In 1853, his relatives shifted to Strongsville where he took a ten week course on book keeping and in 1856, he got his initial job as an assistant bookkeeper at the Hewitt & Tuttle firm. He worked long hours in that firm as he was delighted and was skillful in accounting and calculating the transport costs which later helped him in his career (Chernow, 1998, pp. 46-47). He earned $50 at the end of the month and donated 6% of these proceeds to charity. This donation later rose to 10% when he joined the Baptist church (Chernow, 1998, pp. 50) With his partner, Maurice B. Clark, in 1859, Rockefeller went into manufacturing commission trade where they raised a capital of $4000. From this, Rockefeller went into business gradually where he made money with each year (Segal, 2001, pp. 25). Together with his partner, they ventured into oil business where they first bui lt their company first in 1863 in â€Å"The flats† then moved it to the Cleveland’s growing Industrial area. The commercial oil trade by this time was in its young growing stage. Whale Oil was the only oil that was available and was very expensive and an alternative needed to be sought, a cheaper and all- purpose lighting fuel was needed (Chernow, 1998, pp. 73-74) Rockefeller later bought the Oil Company, which had started out as a partnership, in an auction. The company had started out as a partnership between him and the Clark brothers. He positioned his business and himself well to take advantage of the post –civil war successfulness and the large expansion of the territory westward which was nurtured by the constructions of the railway lines and a oil-fueled economy. He then sought for financing and reinvested the profits he gained and adjusted quickly to the changing markets (Segall, 2001, pp. 32, 35) In the 1890’s he flourished into iron ore and ore transportation. This then forced a conflict between him and his competitor steel magnate Andrew Carnegie. Then he later went on a huge buying fling where he acquired leases for crude oil production in Indiana, Ohio and West Virginia (Segall, 2001, pp. 84) From his first salary, Rockefeller tithed 10%of his proceeds to the church and he increased his giving with increase in wealth. He gave to the benefit of learning and communal health causes, fundamental science and the arts too (Ordway, 2009, p 107). Together with his consultants he discovered the conditional funding, which necessitated the beneficiaries to establish the organization in the interest of many people and that thereafter the recipient may be relied on to achieve the people’s interests and their cooperation (Fosdick, 1989, pp. 88). He funded heavily a College in Atlanta for African-American women and also gave appreciable contributions to Denison University and other Baptist Colleges. This then shows that Rockef eller supported education in US. He even founded a General Education Board in 1903 to endorse learning in the country. This played an important role in improving the living conditions of society around him (Jones-Wilson, 1996, pp.184) Rockefeller then established the Rockefeller institute for Medical Research in New York City which would still make him one of the immense beneficiaries of

Compared two animation film Term Paper Example | Topics and Well Written Essays - 1000 words

Compared two animation film - Term Paper Example As animation designers or builders, animators work with various characters and special effects; harmonize them to coordinate them into an uninterrupted film. Furthermore, animation designers have to control all the relevant parts of the animation employing their personal unique styles of expression. Hence concerning this prose, in order to produce a puppet animation, the animation must be harmonized all actors involved, music, camera techniques, stories, soundtracks, and other special effects that they may deem fit for the film. However, the most significant element in very animation film is who the designer was, or whom they worked with as team to make the film successful. This is particularly true because different artists have difference backgrounds and experience; these have an immense effect in the animation (Wells 199). Kawamoto Kihachiro and Jiri Trinka are unique and significant puppet animation creators perhaps more than any other artist before or during their time. Whereas a Kawamoto is a student of Trinka, there are so many similarities in their artistic works (Masao 25). Nonetheless, their works also have notable differences. Both artists established their techniques and unique styles employing diverse cultural identity values. In film animations, the works or the themes are based on children’s illustration books as well as executive producers. This distinctiveness makes the stories they intend to convey to be unique as compared to other animation films (Wells 123). Again, both Kawamoto Kihachiro and Jiri Trinka reflect cultural and personal aspirations into their artworks. Through this, the artists inject a completely new dimension into the animated films. Both Kawamoto Kihachiro and Jiri Trinka have a similar background in illustration career. They have been in this field for a considerable duration. Prior to directing own animations, the duo

Hiring friends and relatives Assignment Example | Topics and Well Written Essays - 250 words

Hiring friends and relatives - Assignment Example Knowledge of strengths and weaknesses Finally, more often than not, friends and relatives will reach out to do favors without expecting additional remuneration hence saving on costs (â€Å"The Pros & Cons of Hiring Friends & Relatives par. 1†). On the downside, friends and relatives may be less observant of company rules because of their affiliation to the business owner. Thoughts of impunity may invade their minds and thus create disharmony at the workplace. Finally, the image of the firm may come into sharp disrepute when the friends and relatives aren’t professionals or well qualified. The quality of the output of the firm is compromised at the expense of maintaining relationships (â€Å"The Pros & Cons of Hiring Friends & Relatives par. 2†). A cost-benefits analysis should be done so as to arrive at a conclusion to engage or disengage friends and relatives. From the above argument, it is obvious that they occasion benefits and disadvantages in equal measure. Therefore, only a proper analysis can inform the decision on whether or not to work with

Article Analysis Assignment Example | Topics and Well Written Essays - 500 words

Article Analysis - Assignment Example He has used metaphors and vivid descriptions to highlight what he sees wrong in the practice of chain ganging. His strong language has made his article very appealing. Staples has used some very strong language to bring out his intended message. He does not beat around the bush when he wants to make a certain point. In his opening statement, he gives an example of how an animal’s survival instincts will make it chew off some part of its body in order to free itself. This alone gets the reader’s attention to what the writer is trying to say. He uses similes to show how brutal the chain gang practice is. For instance, on the first paragraph, he says: â€Å"Beaten and driven like maltreated beasts†¦Ã¢â‚¬  while referring to the way slaves were treated while chained together. He also uses some vivid descriptions to further illustrate the cruelty of the chain gang practice. He says â€Å"†¦prisoners turned to self-mutilation to make themselves useless for work. They slashed their bodies, broke their own legs, and crippled themselves by cutting their tendons.† He gives this description to show that chain gangs were so dehumanizing, the prisoners could go to any lengths to free themselves from this ordeal. One of the obstacles I think the writer faced in critical thinking was his bias and total abhorrence for the practice that he thinks is reminiscent of the slavery years. he does not want to give the prison warders the benefit of doubt, so all he does is attack them as though they are the system that permits such practices in prisons. He has spoken nothing of the legislation bodies that made it legal to have gang chains in prisons. He should not have placed all the blame on Southern prison warders. The author’s bias is obviously with the prisoners who have to be chained when performing their menial work. He also makes it look like the chain gangs are meant for black prisoners only. I do

In what way does the Aeneid fulfill its aim to provide the Romans with Essay

In what way does the Aeneid fulfill its aim to provide the Romans with a national epic - Essay Example It shall be argued that, far from being a strictly literary work, Aeneid was an integral part of Augustan project of rebuilding Roman national identity, with apparent focus going from Republican virtues to the notion of divine predestination of Romans to rule the world and to the idea of divine mission of Julian dynasty as heirs to Aeneas. In this work, I will use three main sources. The first one, Epic and empire: Politics and generic form from Virgil to Milton, is a book by Quint (1993) that examines the influences of epic poems on state ideologies. Focusing on Aeneid, in particular, Quint (1993) observes that it was used to enshrine the autocratic rule of Julio-Claudian emperors, starting from Caesar Augustus himself, and that the political character of Aeneid signified the final politicization of heroic epics that began with Alexander’s appropriation of image of Achilles (Quint, 1993, p. 8). The second source, Virgil's gaze: Nation and poetry in the Aeneid, authored by Ree d (2007), explores Aeneid from the standpoint of its character as a form of Roman foundational myth, itself appropriated from Hellenistic culture.

Hamlet Essay Example for Free

Hamlet Essay It comes over you like a weight, dropping, falling on your soul, weighting you down, and corroding away the happiness. Depression appears for many different reason, and comes with many different symptoms. Hamlet, a play by William Shakespeare, is the tragic story of a young prince’s journey of self-discovery as he struggles to overcome the tragic occurrences in his life: his father murdered by his uncle, and his mother who incestuously marries the killer. Hamlet is plagued with the responsibility of avenging his father’s death, and setting right the kingdom of Denmark, all while suffering from a severe melancholia. Hamlet acts crazy in an effort to fool people into letting their guards down, allowing him to seek out revenge. Hamlet is depressed, mourning the loss of his father and his mother’s betrayal. While Hamlet’s depression causes him to act out of character, acting on impulse, his madness is just a pretense to cover his true motives. Hamlets madness only manifests itself when he is in the presence of certain characters; his ability to use logic and reasoning reinforces his sanity. In mourning, Hamlet dresses in all black, refusing to celebrate his mothers wedding, and his uncle’s coronation. The recent events have caused Hamlet to lapse into a depression; grief has overwhelmed his spirit, he feels alone and betrayed by his mother. He cannot come to terms with his mother’s actions; he does not understand how she could so quickly forget his father and marry his uncle. So in conclusion Shakespeare’s play Hamlet and it’s main protagonist’s sanity are still subject to question. And I suppose we will never know the truth of the well being of Hamlet’s mind.

Lamb to the Slaughter Essay Example for Free

Lamb to the Slaughter Essay Rohal Dahl’s short story, ‘Lamb to the Slaughter’, set in the early 20th century, isn’t your typical crime-fiction story, a murder is brewing. As the detectives strive for answers, eating away their only clue, Dahl communicates to the reader that the contrast is unexpected. A housewife, Mary Maloney, is expecting her husband home after a long day at work; unaware to the news he carries with him. Dahl never reveals the news to the readers, but gives them clues by Mary’s reactions. As the author continues the story, the readers sense a mood between Mr. and Mrs. Maloney. This serves the purpose of foreshadowing by hinting at a future problem or disagreement. Dahl uses several writing techniques such as language style, characterization, point of view, plot structure and setting to make the story more exciting and enjoyable. Lamb to the Slaughter, is written in their person to take most of the character’s personal feelings out of the story. Writing in third person is a stronger, more forceful type of writing because the main points and events stand out them selves without feelings getting in the way. One of the reasons authors write in third person is to dis-include themselves from the story. By using words like they, she and he, Dahl has excluded both himself and the reader from the story, creating a stronger, more enjoyable story. The first character introduced in the novel is Mary Maloney. Because it is only a short story, Dahl has left most of the physical features of the character out and focused more in the idiosyncrasies and actions of each character. Along the way Mary’s features are described but not in dept. Another way characters are revealed is by the way others react to them and how much emotion each character puts in their speech. Dahl has made sure that the readers feel intrigued by Mrs. Maloney’s character and how she changes from such an innocent woman to an emotionless murderer.

Human Resource Strategy Of The NHS

Human Resource Strategy Of The NHS Tameside Hospital NHS Foundation Trust is located at the Tameside General Hospital in Ashton-Under-Lyne. The organisation was formally authorised as a Foundation Trust on 1 February 2008. The Trust was formerly known as Tameside Glossop Acute Services NHS Trust. Employing approximately 2,300 staff, the hospital provides the wide array of services one would associate with a general hospital, including Accident and Emergency services, general and specialist medicine, general and specialist surgery and full Consultant led obstetric and paediatric hospital services for women, children and babies. The Trusts clinical services are provided in a number of different specialties and departments. These are organised into four Divisions. Situated at the foot of the Pennines, eight miles to the east of Manchester the Trust services a population of over 250,000. The population is concentrated in the largely industrialised areas of the eight townships of Tameside, which comprises Tameside Metropolitan Borough Council. The Trusts overarching purpose is to become the local Hospital of Choice for patients, the public and staff. The Trust will continue to play its part in the local community, and to seek to build strong and enduring partnership relations throughout 2010/11 and beyond. The Trust is committed to building on its achievements of 2009/10 and continuing to improve the care the hospital provides and the way we work. Tameside appears to have a very positive future ahead as we have recently undergone extensive building work under a PFI (private finance initiative) Project where we have had  £120 million investment. The Health Investment in Tameside (HIT) Project is the biggest investment and most extensive site improvement Tameside hospital has seen for decades. It will result in new Acute and Mental Health facilities with a construction programme which started in autumn 2006 and will be completed by the end of 2011. The organisations expenditure consists of around two thirds on its workforce. The approach in the way the hospital manages staff is crucial and is key to delivering the best possible care to patients. Staff have the opportunity to develop their skills, knowledge and attitudes and engaging staff in this way will the lead the organisation through a very difficult economic climate. Tameside Hospital like other hospitals is dominated by a mainly female workforce and this is impacting on a previously male management culture and there is a competitive edge now between the existing male workforces in similar organisations. The financial and economic outlook for the coming three years is very challenging and the demands on healthcare services are likely to rise at the same time as available funding becomes more constrained. Improving productivity will be a key focus of the Trusts work over this period, but this will not be allowed to come at the expense of the quality of healthcare services. The Trust Board recognises the challenge of maintaining an accessible and comprehensive range of clinical services for the population of Tameside and Glossop in the current economic climate, and acknowledges that this may be more readily achieved through both innovation and scale. The potential to work collaboratively with another organisation in the development of a hospital group to ensure the continued delivery of quality and productivity is being actively explored. The key aim of such collaboration would be to achieve additional efficiency and quality gains, without the need for major structural change (merger). The Trust already has an active programme for the involvement of patients, the public and staff in its work. Website http://www.tamesidehospital.nhs.uk/Documents/AnnualPlan201011.pdf Accessed 30.03.11. However, it remains the view of the Trust that there are additional benefits to be gained from developing wider and deeper involvement. The Trusts staff also will need to feel empowered to seek out ways to achieve quality gains whilst also delivering productivity improvements, such that the Trust can secure financial and service stability going forwards. As stated above, the Trusts Stakeholder Engagement and Communications Strategies will set out the Trusts plans to enhance the involvement and engagement of key stakeholders. Staff involvement plays a major part in delivering the high quality services expected by such a large community like Tameside and as such the organisation invests heavily in staff development. There is a direct link to the performance of staff and the organisations HR strategy. Unfortunately in the current economic climate this couldnt be further from the truth as staff morale and motivation is certainly not what it was as job cuts is the focus of every member of staff at the Trust. Current Challenges in Strategic Priorities The HR function at Tameside Hospital has become the forefront of driving change within the organisation. The workforce strategy (see Appendix 1) links back to the Trusts Mission Statement (See Appendix 2) for being the hospital of choice for the people of Tameside and Glossop. The Trust wants to use this to underpin the strategy and link it to its business performance. To define human resources and human resourcing strategy Human Resources Human Resourcing Strategy The efforts, skills or capabilities that people contribute to an employing organisation to enable it to continue in existence The general direction followed by an organisation in how it secures, develops and, from time to time, dispenses with human resources to help it continue in the long term Leopold et al (1999) Since the recent change in government and the plans reform the NHS, HRM has become more prevalent to everyone working at the Hospital and what the unknown aims and objectives will be in the coming years. The much criticised Nick Clegg at the Liberal Democrats conference in Sheffield recently has been humiliated by his own party after passing a motion that our family GPs will be in control of commissioning services. Paul Burstow the Health Minister was quoted saying There will be no US-style privatisation of the health service on our watch. Sunday Times 13.03.11. The truth is that nobody really knows what the future holds for the NHS and whether the future reforms will be successful. Mr Burstow also told delegates stripping out layers of needless management and capping administrative costs (means) well be able to make  £5bn of savings over the next four years all of which we will plough straight back into patient care. www.bbc.co.uk. The strategic HR priorities of the NHS as a whol e will be on how these cuts will affect staff and the services they deliver and also how with a significant number of job losses the business is expected to continue with delivering the adequate patient care required. The Independent predicts that union leaders have also indicated that a loss of 50,000 jobs could be lost to due to efficiency savings. www.independent.co.uk. Inevitably this type of reform is going to lead to failures on the frontline with the loss of nursing staff delivering the patient care which is so widely criticised. The focus in our organisation currently is efficiency and effectiveness as there is a significant hole in the purse which funds the whole organisation. We are currently nearly  £2 million in deficit and this is predominantly the case for many public sector organisations where cuts are being made within the existing workforce to combat the financial deficit which hospitals, police and local councils are declaring at the current financial year end. The role of Human Resources is also changing not only as a result of a coalition government but also as a result of globalisation and the expectations of stakeholders and how the rapid development of technology impacts on HRM. Within a change in environment, the HR professional has to evolve to become more strategic and a change mentor within the organisation. People Management (January 2011) suggests that in many Asian companies the positioning of HR is best placed as a business function with a leadership role and operating at a very transactional level and they tend to think less about HR strategy but focus directly on growth. This indicates that the UK can learn from the way their HR leaders operate. They have: Faster implementation cycles Asian leaders have a much more fluid interpretation of HR structures and that a rigid definition of business partner, specialist and HR services can create silos and slow response times. Putting insight at the heart of the function HR leaders are savvy and they use this to drive business growth strategy. Pull the purpose lever they create a sense of purpose by harnessing the press, the project and the organisation behind a big idea. True Engagement they use the three As accountability, authenticity and adaptability. It could soon mean that the UK is struggling to keep up with the way HR is responding to competition and change. In order to succeed in the UK, HR must be a business driven function with a thorough understanding of the organisations bigger picture and be able to influence key decisions and policies. In general, the focus of todays HR Manager has to be on strategic personnel retention and talents development. HR professionals will be coaches, mentors and succession planners to help motivate organisations members and their loyalty. The HR manager will also promote and fight for values, ethics and beliefs within their organisations, especially in the management of workplace diversity. Leopold et al (1999) states that strategy makers are seeking to achieve a fit between HR Strategy and the broader business strategy and ultimately this should contribute fully to the achievement of business objectives. Whittingtons (1993) fourfold typology shown below is extremely useful and helps to understand the complexity and the multidimensional ways in which strategy might be conceived. It is based upon outcomes and how they are perceived purely between either profit-maximising or pluralistic and whether the strategy is either deliberate or emergent. Processes Deliberate Classical Systemic Outcomes Profit-Maximising Pluralistic Evolutionary Processual Emergent Whittingtons typology of strategy Marchington et al (2008) Mabey et al (1999) suggests that the National Health Service has been exposed to decentralization and division into profit-responsible divisions. The organisations workforce strategy is also expected to deliver the employer of choice and the domains for this method are as follows: Employee Resourcing The focus for Tameside is workforce planning and contingency staffing, managing change, modern recruitment and selection practices, new roles and job redesign and developing shared services. Workforce/HR Planning This is essential to any organisation in ensuring we get the right caliber of staff, with the right skills. As an integral part of the business planning process it involves recruitment, retention, development strategies and the provision of workforce information to managers. Effective workforce planning ensures you will have a workforce of the right size, with the right skills, organised in the right way within the budget that you can afford, delivering services to provide the best possible care. www.healthcareworkforce.nhs.uk There are four categories of staff that are important in human resources planning: Exisiting staff New recruits Potential staff Leavers Marchington et al (2008) suggests when the world markets were much more stable and predictable, HR planning was prominent in HRM, personnel management and labour economics. HRM texts have discussed whether HR planning is still worthwhile. In some new organisations HR planning conveys images of bureaucracy, rigidity and a failure to comprehend the limitations of planning in an uncertain environment. Tamesides Workforce Strategy focuses on tactical adjustments to address unknown forces in relation to high demand of services from our commissioners and also the public. Tamesides workforce planning is flexible in nature which allows the organisation to respond effectively to the peaks and troughs of activity. This is through the use of agency and temporary staff which relieves some of the pressure associated with peak times of the year like winter. Skill mix is another focus for the organisation to ensure staff can work across all divisions which gives increased flexibility to the staff we have and which departments they can work. Changes over the next 5 years are projected in our Workforce Strategy. The reductions in staff are significant and this will be managed through effective strategic planning and the deployment of HR interventions such as stringent vacancy controls, allowing for natural wastage, effective redeployment and a planned approach to contingency staffing. Beardwell et al suggests that the Markov model is something which should be used by manpower planners in addressing internal factors that need to be considered in the development of a manpower plan. Recruitment Retention Staff are the most valuable asset in an organisation. Their performance determines whether the organisation achieves its goals and expected results. As a manager you need to create and maintain an environment in which your staff are motivated to perform well. The Trust is developing Recruitment Retention strategies locally, nationally and internationally to help fill vacant positions and hard to fill posts across the Trust. We are seeking to recruit returners back into nursing, midwifery, professions allied to health and medicine. In addition we monitor the reasons for staff leaving and have developed an exit questionnaire to ascertain the main reasons why staff leave. The NHS as a whole advertises through a centralised internet site http://www.jobs.nhs.uk/ this enables the organisation to attract a wide variety of candidates for any single advertisement. We also use techniques such as talent banking and generic recruitment campaigns. The trust aims to ensure that the recruitment and selection of employees and volunteers is always carried out in a fair, timely and cost-effective manner. Poor staff retention has many consequences including cost of staff turnover, loss of company knowledge, and decreased morale. These things can all be detrimental to your business. The retention of key employees is critical to the long-term health and success of any business. Organisations need to try to do what they can to retain their best employees to ensure customer satisfaction, product sales, satisfied co-workers and reporting staff, effective succession planning, and deeply embedded organisational knowledge and learning. www.health4work.nhs.uk Tameside is considering undertaking the introduction of assessment centres, psychometric testing and competence-based selection methods for all vacancies within the organisation. This approach will underpin our commitment to delivering dignity in care by ensuring a workforce hard wired with the requisite behaviours and values. The induction process is also being reviewed and it will be mandatory for staff to be re-inducted every 2 years. Essentially Tameside is aspiring to be as modern with its recruitment process as possible as well as cost efficient. The Trust marks itself to be able to attract and retain the best possible staff but Torrington et al (2005) suggests that this varies over time as labour markets become successively tighter and looser depending on economic conditions. Because an organisation may have to bring about a cultural shift within the company in order to improve employee retention, you may be faced with some resistance to change from some members of staff. Resistance can take many forms ranging from the subtle undermining of change initiatives or withholding of information, to active resistance including strikes. Poor communication has been linked to issues surrounding the effectiveness of change management because imposed change can lead to greater employee resistance. Reward and Recognition Through communications, pay modernisation-benefits realisation and staff recognition schemes Tameside audits itself to ensure the workforce is fully engaged with the delivery of the corporate objectives. Benefits realisation of the recent new pay systems so we can continuously improve productivity. There are schemes which recognise staff commitment which reinforces values and behaviours: Chairmans Prize for Service Improvement, Teamwork and Innovation Above and Beyond Award Caring for Those Who Care Award Long Service Award 100% Attendance These schemes motivate staff and contributes to wider organisation performance and links back to Tameside being the Local Hospital of Choice. Succession Planning Ideally an organisation would not want one talent to replace another but to develop a pool of talent. This is a more dynamic approach to succession planning and gives individuals the chance to put themselves forward to a talent pool. One of the key features of a structured management development system is a succession plan. Cole (2002:390) Succession planning is typically defined as a process by which one or more successors are identified for key posts (or groups of similar key posts), and career moves and/or development activities are planned for these successors. In other words, succession planning is about preparing organisations for likely or inevitable changes now, in order to minimise challenges later. www.idea.gov.uk Some large organisations develop schedules for their succession planning but Tameside does not have such an elaborate schedule. Succession planning is a very informal discussion between managers identifying potential candidates who would be suitable for roles which are about to become vacant from retirement, voluntary leaving, dismissal or sickness. Strategically the NHS has a workforce review team (WRT) but at local levels like District General Hospitals it is more difficult to implement workforce planning effectively. With an organisation such as Tameside a more formalised approach to succession planning would be advisable to build a pool of staff rather than assessing staff within your own department. For workforce planning to be successful it requires accurate data, modelling, continuous and iterative planning, specialist skills, scenario building and stakeholder involvement. Talent Management Develop leadership and staff empowerment, talent spotting and succession planning. Performance Management and Monitoring with HR Metrics, Performance Monitoring and External Benchmarking. Tameside recognises the importance of a positive approach to the management of unsatisfactory work performance to enable the Trust to deliver quality services. Unsatisfactory performance by individual employees for whatever reason is detrimental to the service and Trust as a whole. As well as reducing standards of patient care and service delivery, poor performance by individual members of staff has a demotivating effect on other employees. The hospital operates a rigorous Capability Policy for managers to use when assessing individuals who require performance monitoring. It also ensures individuals are treated fairly, sensitive and in a consistent manner. It is the responsibility of managers to ensure when recruiting that the right candidate is selected and they can perform the role they are applying for. Managers are given full support from their individual HR Managers to ensure the policy is adhered to. There are 4 stages to the Capability Policy: Stage 1 Informal monitoring, coaching and counseling Stage 2 Formal meeting Stage 3 Formal meeting Stage 4 Formal hearing stage This is a lengthy process and on occasion has been known to take 12 months to redeploy or dismiss an employee who is not performing their role. Performance Management takes the form of a continuous self-renewing cycle, as illustrated in the figure below: The performance Management Cycle Armstrong et al (2009) There is a lot of red tape to the current performance management technique. If a staff member is unable to perform the role to the required standard the process is so long that nobody really bothers to use it and usually waits for the individual to leave. This workforce strategy was produced in 2007 and was scheduled to be periodically reviewed over the course of 5 years. Leopold et al (1999) suggests that the correct definition for Human Resource Strategy is personnel strategy. Organisations which do not concentrate on attracting and retaining talents may find themselves in a very vulnerable position, as competitors may be outplaying them in the strategic employment of their human resources. With the increase in competition, locally or globally, organisations must adapt themselves to become more resilient, agile, and customer focused to succeed. Human resource management challenges cost your organisation money, time, resources, lost opportunities, and reduced productivity, to name but a few. Organisations need to rethink their strategic HRM and think more about strategic recruitment. www.strategic-human-resource.com Cole (2002) suggests that there should be strategic long-term goals when it comes to a HR strategy which includes: Ensuring the HR needs for the next five years are met Maintain wage and salary levels sufficient to recruit, retain and motivate staff at all levels in the organisation. Give priority to the development of leadership skills Ensure effective training and development opportunities Effective communication systems between management and other employees Provide mechanisms to cope with the human consequences of change This is certainly reflected in Tamesides Workforce Strategy. How Human Resources Management (HRM) contributes to the achievement of organisational objectives. HR Consultant Louise Allen suggests there are key steps in the quest to delivering a successful HR strategy that links to the organisation objectives of the business. Aligning business and HR needs The business goals sit at the heart of any HR strategy and in order to align business and HR needs can your organisations internal capability deliver its business goals? A HR strategy which is aligned with the business strategy is about the growth of the organisation by increasing the performance of the employees and keeping budgets under control. The process of the alignment of the HR strategy with the business strategy is about going deeper and finding the real root of the successful human capital management in the organisation. Developing your HR strategy It needs to understand your business goals and the business model can identify any potential threats and opportunities in the quantity and quality of human resource required by your organisation. It is critical the HR team as a whole has a high level of knowledge and expertise in aligning HR interventions and how this impacts on business performance. Organisational performance This is the process by which business goals and objectives are cascaded and managed across and down an organisation. It provides a rationale for all other HR activity and directly impacts the business success, enhancing HRs reputation and contribution. Organisation culture Culture commonly described as the way we do things round here www.thetimes100.co.uk Organisations tend to create their own culture and this gives the business a sense of identity. The organisation culture encapsulates what it is good at and what has worked for the business in the past. These values can often be acknowledged and accepted without question by long-serving members of the business. In re-aligning an organisations culture there can be real benefit and competitive advantage through improved service. Changes to the Organisations Current HR Strategy The fundamental change to our Workforce Strategy is that it needs updating. The current strategy differs somewhat to where we are currently. The change in government is not something that was envisaged and the impact of this change and how it would affect the Trust. I understand this would be difficult to envisage but all eventualities should be considered in a HR Strategy which has a 5 year plan. There isnt a one-size-fits-all and your HR strategy may change as the business evolves. www.humanresourcesiq.com The organisation needs to create a robust performance management process that sets out performance objectives for all levels of staff within the business. This is an opportunity to develop line managers skills in being able to disseminate and set stretch targets for their business. Another element is a personal development review process where individual strengths and weaknesses are identified for the purposes of assessing and meeting organisational development needs. Evaluation of the impact of SHRM on the business Even though HR professionals like Guest and Legge are convinced that their efforts add value to the organisations bottom-line, frequently there is little evidence to demonstrate such belief. www.allbusiness.com Improvements could be made to our HR department but it seems to be a consistent trend throughout the organisation with regards to funding and resources which would enable you to deliver those objectives. A prominent guru of HRM, David Ulrich discusses the role of HRM moving from a functional to a more operational role and involves partnership rather than being resource based. He describes HR as being a four sided partnership consisting of: Strategic Partner Change Agent Employee champion Administrative expert This allows the challenge of change to be more transparent and enables a strategic involvement from the beginning involving all stakeholders from the macro and micro environment. The employee champions act as an advocate for the employees and protects them throughout the process of change. The administrative expert is a flexible role within Ulrichs model ensure the maximum possible quality service is delivered at the lowest possible cost to the organisation. The Ulrich model relates very closely to how Tameisde will require support in the future developments and changes within the organisation. Competitive Advantage There is evidence to suggest that HR practices have a direct link to sustaining a competitive advantage in any organisation. Leopold et al suggests that in order to gain human resourcing advantage there should be a combination of efforts towards generating both human capital advantage (by recruiting and retaining outstanding people) and human process advantage (instigating difficult-to-imitate, socially complex, historically evolved processes such as learning, co-operation and innovation). There is also evidence to suggest that mixing human resourcing activities inevitably presents HR planners with a major challenge. To help with this, the notion of horizontal integration, this relates to the degree to which different aspects of HR are compatible with each other. Porter has argued that employers have three basic strategic options in order to gain competitive advantage: Cost Leadership Differentiation Focus www.business-fundas.com Porters five forces model (Appendix 4) provides a simple perspective for assessing and analysing the competitive strength and position of an organisation. This model can be used alongside other models like SWOT and PESTEL with good analytical effect. More recently Michael Porter has been working with Elizabeth Teisbery to revolutionise Healthcare reform in the United States. The Economist (Aug 2008) suggests that Porter effectively redefined the way that businessmen think about competition Conclusion After reviewing the HR strategy for Tameside Hospital it is clear that as an organisation we have yet to deal with any real human resource issue that leads to any disciplinary action. Our paperwork trail is not fluent and procedures are followed in a haphazard way. Due to a significant cut in resources even before the new round of government cuts it is difficult to follow out-of-date policies effectively. There is a real need for training and education on Human Resource Management as Tameside is leaving itself wide open to legal disputes. Clear guidelines need to be in place to protect the workforce and also the employees and organisations interests. The succession plans of the business are also ineffective. There are no established structured channels for promotion for staff within the business which are committed to their own self development. With the future of the Primary Care Trusts diminishing and the commissioning role transferring to the responsibility of the GPs, Tameside will come under increasing pressure to have their policies and protocols up-to-date which are adhered to by staff at every level.

Exploring Why We Enjoy the Anti-Hero Essay -- The Rise of the Anti-Her

There is no doubt that the popularity of the anti-hero as we know it has increased in recent times. With unlikely, yet popular moral gray protagonists like Jack Bauer, Dexter, and Gregory House leading some of the most popular TV shows and characters like James Bond, Lisbeth Salander, Tyler Durden (from Fight Club), and Jack Sparrow being some of the most memorable in movies, it is not surprising that there has been an increased interest to understand what causes this characters to be so popular (Peter Jonason in et al., 193). What is it that makes them as likeable, if not more, than a normal hero? How come we relate to characters that perform actions that, if done in real life, would cause us to see them in a whole different light? My argument is that an increased understanding in the human psyche has enabled us to see through our preconceived moral standards to accept and, in many cases, admire these anti-heros. Under the right circumstances, almost any action is permissible (albeit not necessarily right or wrong). The readers, however, must undergo a process of exposure to the anti-hero and the world she inhabits before they permit her actions. This process of â€Å"disengagement† (presented by Daniel Shafer and Arthur Raney) is what enables the reader to change his preconceived moral standards, at least in the anti-hero’s universe, to actually enjoy the story. Before explaining the big picture, however, I think it is important to understand how the enjoyment of stories can be weighted. The enjoyment of most narratives is measured through the affective disposition theory (ADT). Shafer and Raney explain that: â€Å"ADT is generally considered the most comprehensive theory explaining the process through which enjoyment is derived ... ...mpathy, understand her flaws and what lead her to be the way she is, and feel those appeals to our primitive feelings related to the Dark Triad of personality traits when she kicks some butt, we can finally enjoy the positive emotions which would be condemned as wrong in the real world. Works Cited Funk, C. and Gazzaniga, M. â€Å"The functional brain architecture of human morality†. Current Opinion in Neurobiology 19 (2009): 678-681. Web. Hemley, R. â€Å"Sympathy for the Devil, What to Do About Difficult Characters†. Creating Fiction (1999): Edited by Julie Checkoway. Story Press. Jonason, P. â€Å"The Antihero in Popular Culture: Life History Theory and the Dark Triad Personality Traits†. Review of general psychology 16.2 (2012): 192-199. Web. Shafer, D. and Raney, A. â€Å"Exploring How We Enjoy Antihero Narratives†. Journal of Communications 62 (2012): 1028-1046. Web.

Sleep Deprivation and Reduction, Sleep Disorders, and the Drugs used to

It is important for everyone to get enough sleep, but many people often ignore it. If people do not get enough sleep they may experience sleep deprivation. Sleep deprivation can have negative effects. When people do not get enough sleep or less, they may feel crabby and unable to function as well as they usually do the next day. Balancing work and parenting as a single parent in today’s society is tough. Juggling children, work, taking care of home, and cart the children to extracurricular activities are a lot for one’s plate. As single parent I had my share of sleepless nights as well, mostly when either my children fall sick or when I work extra shift at work. The last time I remember when I had a sleepless night was when both of these factors together came to hunt me. I agreed to work extra hours at the hospital because the night shift secretary was unable to come into work. Although I had worked a 12 hour shift, I still had enough energy to work at less five more h ours that I had agreed too. At the end of my shift I was ready for a hot shower and my warm bed to rest. My daughter came down with a fever that night. She was vomiting, and could not keep any fluids down. My daughter was restless and was only able to sleep an hour at a time. I wasn’t really able to sleep at all because I was constantly checking her temperature. Each time she vomited or even tossed and fussed in her sleep I was up with her. Of course when the sun had risen I immediately took my daughter to the doctor. That morning I wasn’t myself at all; I was impatient, irritable, and moodiness with everything. I rushed my boys out of the bathroom and to get dressed. I also did weird things like put my daughter’s shoes on the wrong foot and put her cup inside my ... ...ebMD, 2005-2010). There are many treatments and drug remedies for sleeplessness, but it is important to know that what works for one may not work for another. Some prescription medications like Lunesta, Rozerem, Sonata, or Ambien can be the best sleeplessness cure for a person (Sleep Remedies, 2010). Another option of drug remedies is cold medications that can often have benefit of functioning as a sleeping medication (Sleep Remedies, 2010). Sleep is essential for a person’s health and wellbeing. Without enough of rest, the body does not get the energy that it needs to function. Sleep deprivation and sleep disorders can have negative effect on a person emotionally. A person not getting enough sleep their brain is not fully equipped problem-solving and decision-making. People suffering for sleep disorders should seek medical attention to help reduce sleepiness. Sleep Deprivation and Reduction, Sleep Disorders, and the Drugs used to It is important for everyone to get enough sleep, but many people often ignore it. If people do not get enough sleep they may experience sleep deprivation. Sleep deprivation can have negative effects. When people do not get enough sleep or less, they may feel crabby and unable to function as well as they usually do the next day. Balancing work and parenting as a single parent in today’s society is tough. Juggling children, work, taking care of home, and cart the children to extracurricular activities are a lot for one’s plate. As single parent I had my share of sleepless nights as well, mostly when either my children fall sick or when I work extra shift at work. The last time I remember when I had a sleepless night was when both of these factors together came to hunt me. I agreed to work extra hours at the hospital because the night shift secretary was unable to come into work. Although I had worked a 12 hour shift, I still had enough energy to work at less five more h ours that I had agreed too. At the end of my shift I was ready for a hot shower and my warm bed to rest. My daughter came down with a fever that night. She was vomiting, and could not keep any fluids down. My daughter was restless and was only able to sleep an hour at a time. I wasn’t really able to sleep at all because I was constantly checking her temperature. Each time she vomited or even tossed and fussed in her sleep I was up with her. Of course when the sun had risen I immediately took my daughter to the doctor. That morning I wasn’t myself at all; I was impatient, irritable, and moodiness with everything. I rushed my boys out of the bathroom and to get dressed. I also did weird things like put my daughter’s shoes on the wrong foot and put her cup inside my ... ...ebMD, 2005-2010). There are many treatments and drug remedies for sleeplessness, but it is important to know that what works for one may not work for another. Some prescription medications like Lunesta, Rozerem, Sonata, or Ambien can be the best sleeplessness cure for a person (Sleep Remedies, 2010). Another option of drug remedies is cold medications that can often have benefit of functioning as a sleeping medication (Sleep Remedies, 2010). Sleep is essential for a person’s health and wellbeing. Without enough of rest, the body does not get the energy that it needs to function. Sleep deprivation and sleep disorders can have negative effect on a person emotionally. A person not getting enough sleep their brain is not fully equipped problem-solving and decision-making. People suffering for sleep disorders should seek medical attention to help reduce sleepiness.

War PropagandaPast, Present and Future Essay -- Essays Paspers

War PropagandaPast, Present and Future Part 1: An In-depth Look at War Propaganda Propaganda consists of the planned use of any form of public of mass-produced communication designed to affect the minds and emotions of a given group for a specific purpose, whether military, economic, or political. -Linebarger, Paul Myron Anthony In every aspect of life, there tends to be a desire to have others see things the way we see them. In theory, if we all share the same views and opinions, we can unite for common goals. Propaganda consists of a communicators objective to impose or manipulate a person, or group of people into adopting his ideals. Perhaps the most common place that Propaganda is used is during times of war. Given the choice, most people would most likely not express a love for war. Some are passionately against it, others, though not in love with the idea, support it when it’s necessary. Due to the raw nature of war and people’s reactions to it, there seems to be some force working to mask the negative feelings towards war and unite people in support of it. With regard to war, the purpose of propaganda is to make a particular group of people forget that another group is human. By focusing on a few, simple target ideas that reinforce the notion that another group of people are harmful and inhumane, propaganda is able to unite people in an unrealistic mindset. Understandably, however, governments have a priority to nurture the morale of its people and the armed forces that represent it by intimidating the enemy with the force of natural will. The question of whether or not we choose to accept this harsh reality remains ambiguous, as there will always be two sides to the argument. So as it stands, it is... ...11. Starick, Paul. Iraq War Propaganda; War of Words- the Battle for Hearts and Minds. The Advertiser. March 29, 2003. 12. http://www.disinfopedia.org Propaganda Versus Democracy 13. www.globalissues.org Shah, Anup. War, Propaganda and the Media. August 2004. 14. www.independent.org Horten, Gerd. Radio Goes to War: The Politics of Propaganda World War II. 15. www.medialens.org Miller, David. Eliminating Truth: The Development of War Propaganda 16. www.onlinejournal.com 17. www.propagandacritic.com 18. www.socialistworker.org Pro-war Propaganda Machine. March 2003. 19. www.stentorian.com/propagan.html Levinson, William A. An Introduction to Propaganda. 1999. 20. www.truthout.org Morgan, David. Critic Accuses Media of Aiding US War Propaganda. May 2, 2003. 21. www.spartacus.schoolnet.co.uk

Human Evolution Essay

Human evolution is the evolutionary process leading up to the appearance of modern humans. While it began with the last common ancestor of all life, the topic usually covers only the evolutionary history of primates, in particular the genus Homo, and the emergence of Homo sapiens as a distinct species of hominids (or â€Å"great apes†). The study of human evolution involves many scientific disciplines, including physical anthropology, primatology, archaeology, linguistics, evolutionary psychology, embryology and genetics.[1] Genetic studies show that primates diverged from other mammals about 85 million years ago in the Late Cretaceous period, and the earliest fossils appear in the Paleocene, around 55 million years ago.[2] The family Hominidae diverged from the Hylobatidae (Gibbon) family 15-20 million years ago, and around 14 million years ago, the Ponginae (orangutans), diverged from the Hominidae family.[3] Bipedalism is the basic adaption of the Hominin line, and the earl iest bipedal Hominin is considered to be either Sahelanthropus or Orrorin, with Ardipithecus, a full bipedal, coming somewhat later. The gorilla and chimpanzee diverged around the same time, about 4-6 million years ago, and either Sahelanthropus or Orrorin may be our last shared ancestor with them. The early bipedals eventually evolved into the australopithecines and later the genus Homo.Human evolution is the evolutionary process leading up to the appearance of modern humans. While it began with the last common ancestor of all life, the topic usually covers only the evolutionary history of primates, in particular the genus Homo, and the emergence of Homo sapiens as a distinct species of hominids (or â€Å"great apes†). The study of human evolution involves many scientific disciplines, including physical anthropology, primatology, archaeology, linguistics, evolutionary psychology, embryology and genetics.[1] Genetic studies show that primates diverged from other mammals about 85 million years ago in the Late Cretaceous period, and the earliest fossils appear in the Paleocene, around 55 million years ago.[2] The family Hominidae diverged from the Hylobatidae (Gibbon) family 15-20 million years ago, and around 14 million years ago, the Ponginae (orangutans), diverged from the Hominidae family.[3] Bipedalism is the basic adaption of the Hominin line, and the earliest bipedal Hominin is considered to be either Sahelanthropus or Orrorin, with Ardipithecus, a full bipedal, coming somewhat later. The gorilla and chimpanzee diverged around the same time, about 4-6 million years ago, and either Sahelanthropus or Orrorin may be our last shared ancestor with them. The early bipedals eventually evolved into the australopithecines and later the genus Homo.Human evolution is the evolutionary process leading up to the appearance of modern humans. While it began with the last common ancestor of all life, the topic usually covers only the evolutionary history of primates, in particular the genus Homo, and the emergence of Homo sapiens as a distinct species of hominids (or â€Å"great apes†). The study of human evolution involves many scientific disciplines, including physical anthropology, primatology, archaeology, linguistics, evolutionary psychology, embryology and genetics.[1] Genetic studies show that primates diverged from other mammals about 85 million years ago in the Late Cretaceous period, and the earliest fossils appear in the Paleocene, around 55 million years ago.[2] The family Hominidae diverged from the Hylobatidae (Gibbon) family 15-20 million years ago, and around 14 million years ago, the Ponginae (orangutans), diverged from the Hominidae family.[3] Bipedalism is the basic adaption of the Hominin line, and the earliest bipedal Hominin is considered to be either Sahelanthropus or Orrorin, with Ardipithecus, a full bipedal, coming somewhat later. The gorilla and chimpanzee diverged around the same time, about 4-6 million years ago, and either Sahelanthropus or Orrorin may be our last shared ancestor with them. The early bipedals eventually evolved into the australopithecines and later the genus Homo.Human evolution is the evolutionary process leading up to the appearance of modern humans. While it began with the last common ancestor of all life, the topic usually covers only the evolutionary history of primates, in particular the genus Homo, and the emergence of Homo sapiens as a distinct species of hominids (or â€Å"great apes†). Th e study of human evolution involves many scientific disciplines, including physical anthropology, primatology, archaeology, linguistics, evolutionary psychology, embryology and genetics.[1] Genetic studies show that primates diverged from other mammals about 85 million years ago in the Late Cretaceous period, and the earliest fossils appear in the Paleocene, around 55 million years ago.[2] The family Hominidae diverged from the Hylobatidae (Gibbon) family 15-20 million years ago, and around 14 million years ago, the Ponginae (orangutans), diverged from the Hominidae family.[3] Bipedalism is the basic adaption of the Hominin line, and the earliest bipedal Hominin is considered to be either Sahelanthropus or Orrorin, with Ardipithecus, a full bipedal, coming somewhat later. The gorilla and chimpanzee diverged around the same time, about 4-6 million years ago, and either Sahelanthropus or Orrorin may be our last shared ancestor with them. The early bipedals eventually evolved into the australopithecines and later the genus Homo.Human evolution is the evolutionary process leading up to the appearance of modern humans. While it began with the last common ancestor of all life, the topic usually covers only the evolutionary history of primates, in particular the genus Homo, and the emergence of Homo sapiens as a distinct species of hominids (or â€Å"great apes†). The study of human evolution involves many scientific disciplines, including physical anthropology, primatology, archaeology, linguistics, evolutionary psychology, embryology and genetics.[1] Genetic studies show that primates diverged from other mammals about 85 million years ago in the Late Cretaceous period, and the earliest fossils appear in the Paleocene, around 55 million years ago.[2] The family Hominidae diverged from the Hylobatidae (Gibbon) family 15-20 million years ago, and around 14 million years ago, the Ponginae (orangutans), diverged from the Hominidae family.[3] Bipedalism is the basic adaption of the Hominin line, and the earliest bipedal Hominin is considered to be either Sahelanthropus or Orrorin, with Ardipithecus, a full bipedal, coming somewhat later. The gorilla and chimpanzee diverged around the same time, about 4-6 million years ago, and either Sahelanthropus or Orrorin may be our last shared ancestor with them. The early bipedals eventually evolved into the australopithecines and later the genus Homo.Human evolution is the evolutionary process leading up to the appearance of modern humans. While it began with the last common ancestor of all life, the topic usually covers only the evolutionary history of primates, in particular the genus Homo, and the emergence of Homo sapiens as a distinct species of hominids (or â€Å"great apes†). The study of human evolution involves many scientific disciplines, including physical anthropology, primatology, archaeology, linguistics, evolutionary psychology, embryology and genetics.[1] Gen etic studies show that primates diverged from other mammals about 85 million years ago in the Late Cretaceous period, and the earliest fossils appear in the Paleocene, around 55 million years ago.[2] The family Hominidae diverged from the Hylobatidae (Gibbon) family 15-20 million years ago, and around 14 million years ago, the Ponginae (orangutans), diverged from the Hominidae family.[3] Bipedalism is the basic adaption of the Hominin line, and the earliest bipedal Hominin is considered to be either Sahelanthropus or Orrorin, with Ardipithecus, a full bipedal, coming somewhat later. The gorilla and chimpanzee diverged around the same time, about 4-6 million years ago, and either Sahelanthropus or Orrorin may be our last shared ancestor with them. The early bipedals eventually evolved into the australopithecines and later the genus Homo. Human evolution is the evolutionary process leading up to the appearance of modern humans. While it began with the last common ancestor of all life, the topic usually covers only the evolutionary history of primates, in particular the genus Homo, and the emergence of Homo sapiens as a distinct species of hominids (or â€Å"great apes†). The study of human evolution involves many scientific disciplines, including physical anthropology, primatology, archaeology, linguistics, evolutionary psychology, embryology and genetics.[1] Genetic studies show that primates diverged from other mammals about 85 million years ago in the Late Cretaceous period, and the earliest fossils appear in the Paleocene, around 55 million years ago.[2] The family Hominidae diverged from the Hylobatidae (Gibbon) family 15-20 million years ago, and around 14 million years ago, the Ponginae (orangutans), diverged from the Hominidae family.[3] Bipedalism is the basic adaption of the Hominin line, and the earl iest bipedal Hominin is considered to be either Sahelanthropus or Orrorin, with Ardipithecus, a full bipedal, coming somewhat later. The gorilla and chimpanzee diverged around the same time, about 4-6 million years ago, and either Sahelanthropus or Orrorin may be our last shared ancestor with them. The early bipedals eventually evolved into the australopithecines and later the genus Homo.Human evolution is the evolutionary process leading up to the appearance of modern humans. While it began with the last common ancestor of all life, the topic usually covers only the evolutionary history of primates, in particular the genus Homo, and the emergence of Homo sapiens as a distinct species of hominids (or â€Å"great apes†). The study of human evolutio n involves many scientific disciplines, including physical anthropology, primatology, archaeology, linguistics, evolutionary psychology, embryology and genetics.[1] Genetic studies show that primates diverged from other mammals about 85 million years ago in the Late Cretaceous period, and the earliest fossils appear in the Paleocene, around 55 million years ago.[2] The family Hominidae diverged from the Hylobatidae (Gibbon) family 15-20 million years ago, and around 14 million years ago, the Ponginae (orangutans), diverged from the Hominidae family.[3] Bipedalism is the basic adaption of the Hominin line, and the earliest bipedal Hominin is considered to be either Sahelanthropus or Orrorin, with Ardipithecus, a full bipedal, coming somewhat later. The gorilla and chimpanzee diverged around the same time, about 4-6 million years ago, and either Sahelanthropus or Orrorin may be our last shared ancestor with them. The early bipedals eventually evolved into th e australopithecines and later the genus Homo.Human evolution is the evolutionary process leading up to the appearance of modern humans. While it began with the last common ancestor of all life, the topic usually covers only the evolutionary history of primates, in particular the genus Homo, and the emergence of Homo sapiens as a distinct species of hominids (or â€Å"great apes†). The study of human evolution involves many scientific disciplines, including physical anthropology, primatology, archaeology, linguistics, evolutionary psychology, embryology and genetics.[1] Genetic studies show that primates diverged from other mammals about 85 million years ago in the Late Cretaceous period, and the earliest fossils appear in the Paleocene, around 55 million years ago.[2] The family Hominidae diverged from the Hylobatidae (Gibbon) family 15-20 million years ago, and around 14 million years ago, the Ponginae (orangutans), diverged from the Hominidae family.[3] Bipedalism is the b asic adaption of the Hominin line, and the earliest bipedal Hominin is considered to be either Sahelanthropus or Orrorin, with Ardipithecus, a full bipedal, coming somewhat later. The gorilla and chimpanzee diverged around the same time, about 4-6 million years ago, and either Sahelanthropus or Orrorin may be our last shared ancestor with them. The early bipedals eventually evolved into the australopithecines and later the genus Homo.Human evolution is the evolutionary process leading up to the appearance of modern humans. While it began with the last common ancestor of all life, the topic usually covers only the evolutionary history of primates, in particular the genus Homo, and the emergence of Homo sapiens as a distinct species of hominids (or â€Å"great apes†). The study of human evolution involves many scientific disciplines, including physical anthropology, primatology, archaeology, linguistics, evolutionary psychology, embryology and genetics.[1] Genetic studies show that primates diverged from other mammals about 85 million years ago in the Late Cretaceous period, and the earliest fossils appear in the Paleocene, around 55 million years ago.[2] The family Hominidae diverged from the Hylobatidae (Gibbon) family 15-20 million years ago, and around 14 million years ago, the Ponginae (orangutans), diverged from the Hominidae family.[3] Bipedalism is the basic adaption of the Hominin line, and the earliest bipedal Hominin is considered to be either Sahelanthropus or Orrorin, with Ardipithecus, a full bipedal, coming somewhat later. The gorilla and chimpanzee diverged around the same time, about 4-6 million years ago, and either Sahelanthropus or Orrorin may be our last shared ancestor with them. The early bipedals eventually evolved into the australopithecines and later the genus Homo.Human evolution is the evolutionary process leading up to the appearance of modern humans. While it began with the last common ancestor of all life, the topic usually covers only the evolutionary history of primates, in particular the genus Homo, and the emergence of Homo sapiens as a distinct species of hominids (or â€Å"great apes†). The study of human evolution involves many scientific disciplines, including physical anthropology, primatology, archaeology, linguistics, evolutionary psychology, embryology and genetics.[1] Genetic studies show that primates diverged from other mammals about 85 million years ago in the Late Cretaceous period, and the earliest fossils appear in the Paleocene, around 55 million years ago.[2] The family Hominidae diverged from the Hylobatidae (Gibbon) family 15-20 million years ago, and around 14 million years ago, the Ponginae (orangutans), diverged from the Hominidae family.[3] Bipedalism is the ba sic adaption of the Hominin line, and the earliest bipedal Hominin is considered to be either Sahelanthropus or Orrorin, with Ardipithecus, a full bipedal, coming somewhat later. The gorilla and chimpanzee diverged around the same time, about 4-6 million years ago, and either Sahelanthropus or Orrorin may be our last shared ancestor with them. The early bipedals eventually evolved into the australopithecines and later the genus Homo.Human evolution is the evolutionary process leading up to the appearance of modern humans. While it began with the last common ancestor of all life, the topic usually covers only the evolutionary history of primates, in particular the genus Homo, and the emergence of Homo sapiens as a distinct species of hominids (or â€Å"great apes†). The study of human evolution involves many scientific disciplines, including physical anthropology, primatology, archaeology, linguistics, evolutionary psychology, embryology and genetics.[1] Genetic studies show that primates diverged from other mammals about 85 million years ago in the Late Cretaceous period, and the earliest fossils appear in the Paleocene, around 55 million years ago.[2] The family Hominidae diverged from the Hylobatidae (Gibbon) family 15-20 million years ago, and around 14 million years ago, the Ponginae (orangutans), diverged from the Hominidae family.[3] Bipedalism is the basic adaption of the Hominin line, and the earliest bipedal Hominin is considered to be either Sahelanthropus or Orrorin, with Ardipithecus, a full bipedal, coming somewhat later. The gorilla and chimpanzee diverged around the same time, about 4-6 million years ago, and either Sahelanthropus or Orrorin may be our last shared ancestor with them. The early bipedals eventually evolved into the australopithecines and later the genus Homo.Human evolution is the evolutionary process leading up to the appearance of modern humans. While it began with the last common ancestor of all life, the topic usually covers only the evolutionary history of primates, in particular the genus Homo, and the emergence of Homo sapiens as a distinct species of hominids (or â€Å"great apes†). The study of human evolution involves many scientific disciplines, including physical anthropology, primatology, archaeology, linguistics, evolutionary psychology, embry ology and genetics.[1] Genetic studies show that primates diverged from other mammals about 85 million years ago in the Late Cretaceous period, and the earliest fossils appear in the Paleocene, around 55 million years ago.[2] The family Hominidae diverged from the Hylobatidae (Gibbon) family 15-20 million years ago, and around 14 million years ago, the Ponginae (orangutans), diverged from the Hominidae family.[3] Bipedalism is the basic adaption of the Hominin line, and the earliest bipedal Hominin is considered to be either Sahelanthropus or Orrorin, with Ardipithecus, a full bipedal, coming somewhat later. The gorilla and chimpanzee diverged around the same time, about 4-6 million years ago, and either Sahelanthropus or Orrorin may be our last shared ancestor with them. The early bipedals eventually evolved into the australopithecines and later the genus Homo.Human evolution is the evolutionary process leading up to the appearance of modern humans. While it began with the last common ancestor of all life, the topic usually covers only the evolutionary history of primates, in particular the genus Homo, and the emergence of Homo sapiens as a distinct species of hominids (or â€Å"great apes†). The study of human evolution involves many scientific disciplines, including physical anthropology, primatology, archaeology, linguistics, evolutionary psychology, embryology and genetics.[1] Gen etic studies show that primates diverged from other mammals about 85 million years ago in the Late Cretaceous period, and the earliest fossils appear in the Paleocene, around 55 million years ago.[2] The family Hominidae diverged from the Hylobatidae (Gibbon) family 15-20 million years ago, and around 14 million years ago, the Ponginae (orangutans), diverged from the Hominidae family.[3] Bipedalism is the basic adaption of the Hominin line, and the earliest bipedal Hominin is considered to be either Sahelanthropus or Orrorin, with Ardipithecus, a full bipedal, coming somewhat later. The gorilla and chimpanzee diverged around the same time, about 4-6 million years ago, and either Sahelanthropus or Orrorin may be our last shared ancestor with them. The early bipedals eventually evolved into the australopithecines and later the genus Homo.Human evolution is the evolutionary process leading up to the appearance of modern humans. While it began with the last common ancestor of all life, the topic usually covers only the evolutionary history of primates, in particular the genus Homo, and the emergence of Homo sapiens as a distinct species of hominids (or â€Å"great apes†). The study of human evolution involves many scientific disciplines, including physical anthropology, primatology, archaeology, linguistics, evolutionary psychology, embryology and genetics.[1] Genetic studies show that primates diverged from other mammals about 85 million years ago in the Late Cretaceous period, and the earliest fossils appear in the Paleocene, around 55 million years ago.[2] The family Hominidae diverged from the Hylobatidae (Gibbon) family 15-20 million years ago, and around 14 million years ago, the Ponginae (orangutans), diverged from the Hominidae family.[3] Bipedalism is the basic adaption of the Hominin line, and the earliest bipedal Hominin is considered to be either Sahelanthropus or Orrorin, with Ardipithecus, a full bipedal, coming somewhat later. The gorilla and chimpanzee diverged around the same time, about 4-6 million years ago, and either Sahelanthropus or Orrorin may be our last shared ancestor with them. The early bipedals eventually evolved into the australopithecines and later the genus Homo.Human evolution is the evolutionary process leading up to the appearance of modern humans. While it began with the last common ancestor of all life, the topic usually covers only the evolutionary history of primates, in particular the genus Homo, and the emergence of Homo sapiens as a distinct species of hominids (or â€Å"great apes†). The study of human evolution involves many scientific disciplines, including physical anthropology, primatology, archaeology, linguistics, evolutionary psychology, embryology and genetics.[1] Genetic studies show that primates diverged from other mammals about 85 million years ago in the Late Cretaceous period, and the earliest fossils appear in the Paleocene, around 55 million years ago.[2] The family Hominidae diverged from the Hylobatidae (Gibbon) family 15-20 million years ago, and around 14 million years ago, the Ponginae (orangutans), diverged from the Hominidae family.[3] Bipedalism is the ba sic adaption of the Hominin line, and the earliest bipedal Hominin is considered to be either Sahelanthropus or Orrorin, with Ardipithecus, a full bipedal, coming somewhat later. The gorilla and chimpanzee diverged around the same time, about 4-6 million years ago, and either Sahelanthropus or Orrorin may be our last shared ancestor with them. The early bipedals eventually evolved into the australopithecines and later the genus Homo. Human evolution is the evolutionary process leading up to the appearance of modern humans. While it began with the last common ancestor of all life, the topic usually covers only the evolutionary history of primates, in particular the genus Homo, and the emergence of Homo sapiens as a distinct species of hominids (or â€Å"great apes†). The study of human evolution involves many scientific disciplines, including physical anthropology, primatology, archaeology, linguistics, evolutionary psychology, embryology and genetics.[1] Genetic studies show that primates diverged from other mammals about 85 million years ago in the Late Cretaceous period, and the earliest fossils appear in the Paleocene, around 55 million years ago.[2] The family Hominidae diverged from the Hylobatidae (Gibbon) family 15-20 million years ago, and around 14 million years ago, the Ponginae (orangutans), diverged from the Hominidae family.[3] Bipedalism is the basic adaption of the Hominin line, and the earl iest bipedal Hominin is considered to be either Sahelanthropus or Orrorin, with Ardipithecus, a full bipedal, coming somewhat later. The gorilla and chimpanzee diverged around the same time, about 4-6 million years ago, and either Sahelanthropus or Orrorin may be our last shared ancestor with them. The early bipedals eventually evolved into the australopithecines and later the genus Homo.Human evolution is the evolutionary process leading up to the appearance of modern humans. While it began with the last common ancestor of all life, the topic usually covers only the evolutionary history of primates, in particular the genus Homo, and the emergence of Homo sapiens as a distinct species of hominids (or â€Å"great apes†). The study of human evolution involves many scientific disciplines, including physical anthropology, primatology, archaeology, linguistics, evolutionary psychology, embryology and genetics.[1] Genetic studies show that primates diverged from other mammals about 85 million years ago in the Late Cretaceous period, and the earliest fossils appear in the Paleocene, around 55 million years ago.[2] The family Hominidae diverged from the Hylobatidae (Gibbon) family 15-20 million years ago, and around 14 million years ago, the Ponginae (orangutans), diverged from the Hominidae family.[3] Bipedalism is the basic adaption of the Hominin line, and the earliest bipedal Hominin is considered to be either Sahelanthropus or Orrorin, with Ardipithecus, a full bipedal, coming somewhat later. The gorilla and chimpanzee diverged around the same time, about 4-6 million years ago, and either Sahelanthropus or Orrorin may be our last shared ancestor with them. The early bipedals eventually evolved into the australopithecines and later the genus Homo.