Myth Being False and True Simultaneously Essay Example for Free

Myth Being False and True Simultaneously Essay One commonality nearly all past human cultures possess is that they attempted to explain the unknown through fanciful tales of Gods, Goddesses, Spirits or other magical beings that through some manner were able to control the weather and shape the world around them. Amongst these varied tales one particular set of myths stands out as being a common creation in past societies namely that of the birth of the World. It must be noted that nearly every single civilization that has come into being has had a creation myth as the foundation of their culture from which all other preceding myths are based upon. The reason for this is that it is basic human nature to try to question all that is around them and to attempt to answer these questions in whatever way is available. Since at the time of their creation most early civilizations did not quite grasp the scientific truths that we know of today as such they used myths to fill in the gaps so to speak. One problem with this method is that while they at times came close to the answer as to how the world was actually formed most of the time due to the exaggerated nature of some of the myths they were wrong more than they were right. What this paper will seek to do is show how the different creation myths of various cultures simultaneously got the facts wrong and right at the same time. Greek Myth of Creation The more popular aspects of Greek mythology are usually focused on the Olympic Gods and Goddesses and their various in fighting, squabbles and methods of interference with the people of Greek world one aspect that is rarely mentioned is the concept of how the Greeks viewed the creation of the world. Greek mythology states that initially the entire universe was composed of a great black void called chaos that was surrounded by a massive unending stream of water that was supposedly ruled by the ancient god Oceanus. This landscape of an endless stream of water and a great gaping void was said to tbe the domain of the Goddess Eurynome (Hamilton 1969). That in a desire to make order from the chaos she danced on the waves of Oceanus which helped to separate the sky from the sea and she also created the land from which she placed a plethora of creatures to populate it (Hamilton 1969). In some aspects the Greek story of creation did get some parts right when it came to describing the creation of the world. It is true that initially the early Earth was covered by a vast ocean with no landmass present at all and that there was also persistent storms that occurred as a result of erratic weather patterns at the time. It is also true that land masses were formed after the oceans receded and from this came the eventual rise of plant and animal life on the planet. In several aspects the Greek myth of creation was actually right however it is highly doubtful that a Goddess danced on the waves of the early Earth and created the landmasses we have today since there is no evidence to prove such a Goddess existed. Egyptian Myth of Creation Ancient Egyptian mythology states in the beginning there was nothing, that everything was darkness and all that existed was a great body of water named Nun. It was through the power of Nun that a great shinning egg came out of the darkness and this was the great God Re who could take many forms and was powerful enough that if he spoke of name that being or object came into being (El Aswad 2005). It was through Re speaking the names of the Egyptian gods that they came into being and the land, sun, stars and sky came into being. The one aspect that the ancient Egyptians got right was it is true that originally the was nothingness in the world and yes there was a great body of water on Earth during its early years however there has been no evidence to prove that a great shinning sentient egg caused the creation of the sun, sky and land merely by stating their names. Norse Myth of Creation Ancient Norse mythology states that initially there was a great void names Ginnungagap from which came a region of ice named Niflheim in the the North and Muspellsheim a region composed of fire in the south. It was the meeting of these two regions that melted the ice of Niflheim and created the frost giant Ymir who was eventually killed by Odin, Vili and Ve who formed the Earth from his flesh and the heavens from his skull (Columbia 2009). It must be noted that Norse mythology is incredibly fatalistic and is among the most depressing types of mythology to be read. It comes at no surprise that their concept of the creation of the Earth came out of death. All in all similar to ancient Egyptian mythology Nose mythology only got the notion of a formless void correct the parts regarding the formation of the Earth through the dead carcass of a giant is definitely wrong. Judeo- Christian Myth of Creation One of the most well known myths in the world today is the Judeo Christian myth of how the world was created by God in seven days. It must be noted that while it is true that this particular myth was the result of the early Judaic religion of attempting to interpret the creation of the world through God it is the time frame itself that is wrong (Mclaren 2006). While it may be true that there is a one true God the creation of world has been proven to have been the result of a process billions of years in the making. The myth did get several parts right though. The initial events of the creation of light could be stated as the start of the big bang, after which the creation of the starts, seas and landmass on Earth all follow a prescribed and accurate order as to how things were created in a step by step process. The creation of man though is something to be contended with since according to fossil records and Darwins theory of evolution man originated from apes and not from the ground. Aztec Myth of Creation The Aztec myth of creation is based upon the actions of Quetzalcoatl and Tezcatlipoca who looked down from their place in the sky and saw only water below. They attempted to create a mass of land on the water however a gigantic goddess that was floating on the water ate everything they made with her many mouths (Hofstadter 2005). As a result the two gods transformed themselves into giant snakes and tore her in two with her head and shoulders becoming the Earth and the lower part of her body the sky. From the hair of the goddess came the plants of the Earth, from her eyes and mouth the waters of the Earth and from her nose and shoulders the mountains, hills and valleys (Hofstadter 2005). The Aztec myth of creation is similar to that of the Norse myth of creation which states that the Earth was born from the decapitated body of a giant being. One problem with the Aztec myth of creation is that besides the point indicating that there was a giant body of water in the beginning of the Earths creation which is true the rest of the myth is highly inaccurate when considering the facts that are known today. For one thing, similar to this papers reaction to Norse mythology, the Earth was most certainly not created from the decapitated body of a giant goddess rather it was formed through the interaction of volcanic activity and receding oceans. Incan Myth of Creation The Incan myth of creation states that the Earth was originally covered in darkness and that from the lake Collasuyu emerged the Incan god Con Tiqui Viracocha who brought humans with him. When he emerged Con Tiqui brought forth the sun and stars and fashioned more humans from giant rocks that he found nearby (Feld 2000). When interpreting the Incan myth of creation it become obvious that while the Incans were aware of the concept of darkness covering the Earth it becomes clear that that myth assumes that when humans arrived on Earth everything was already formed and that all it needed was light in the form of the sun and stars. The Incan myth of creation is different from the other myths presented in this paper due to the fact that it states that there was no need for land and water to separate because everything was already arranged in the beginning. Besides the account of darkness covering the Earth most of the Incan myth of creation is highly inaccurate and is not an accurate account of what creation of the Earth was like. List of References Hamilton, Edith. Mythology: Timeless Tales of Gods and Heroes. Pg. 66 68. 1969. Warner Books: New York Ymir. Columbia Electronic Encyclopedia, 6th Edition (2009): 1. Maclaren, Alexander. THE VISION OF CREATION. 3-5. Project Gutenberg Literary Archive Foundation, 2006. Literary Reference Center. EBSCO. Web. 7 June 2010. Hofstadter, Dan. THE AZTECS: BLOOD AND GLORY. Smithsonian 35. 10 (2005): 76. MasterFILE Premier. EBSCO. Web. 7 June 2010. Feld, Evelyn Dana. The Inca creation myth. Calliope 10, no. 7 (March 2000): 36. MasterFILE Premier, EBSCOhost (accessed June 7, 2010). El-Aswad, el-Sayed, Jane Garry, and Hasan El-Shamy. Creation Myth: Cosmogony and Cosmology, Motifs A600-A899. Archetypes Motifs in Folklore Literature: A Handbook (2005): 24-31. Literary Reference Center. EBSCO. Web. 7 June 2010.

People Need Their Freedoms and Rights Essay -- politics, goverment

From 1945-1991, a Cold War raged between the Western world and the communists. The communist governments of the East reigned over their territories with an iron fist. Few of the citizens enjoyed life under their governments. In Germany, East Germans found various ways to flee to West Germany and escape their oppressive leaders. Through various revolts, the totalitarian USSR government eventually hemorrhaged and was forced to dissolve. Throughout history, human beings have rejected totalitarian rule. Even here in America, many youths protested their lack of voice in the country that they were such a large part of. People need their individual rights and freedoms. This vital lesson can be applied to Egypt, where protests are under way because of the overly militaristic domestic policies of President Mubarak. Reactions to the presence of the Berlin Wall demonstrate how humans need their freedoms. Prior to the installation of the wall, a citizen could simply cross a street and arrive at the other Berlin. But before long, the GDR (East German Government) noticed that many of their young, skilled workers were crossing over to West Germany, seeking asylum in the FRG (West Germany) (Dowling). These refugees, 200,000 on average annually, crossed over to free themselves from the new government by which they were controlled against their wills (Dowling). One can just imagine how oppressed citizens must have been in the GDR and other communist states, by seeing the overjoyed reactions of the citizens once freedom was declared (Fall of the Berlin Wall). This is a prime example of why citizens need to have their individual freedoms. Nobody can be happy under a leader they do not believe in, nor under oppressive rule. People need their individu... ...overning he was using, the style of repressing citizens and aggressively pushing them around, he might have been able to change before protests erupted. However, he was not the first leader to govern in this manner. Throughout history, one can find countless examples of angry citizens rebelling. It happens everywhere: America, with the American Revolution against England; the poor rising up during the French Revolution; even in the peaceful protests of India, for her independence from England. Revolutions happen everywhere. It takes a good leader to prevent them, so anyone can see what this implies about Hosni Mubarak. It is strange to think that after countless rebellions throughout history, from America to the USSR, totalitarian leadership is still occurring. Eventually, it must be globally acknowledged that people need their individual rights.

Principles Of human Resources Management Essay

INTRODUCTION The management of organization human resource to make them attain the organizational goals and work effectively towards contributing to the growth of the organization in contemporary times has taken a new dimension from the traditional way of personnel management. Human resource is considered as the most valuable resources in the organization; without which other resources cannot be coordinated and utilized to the optimal sue of the organization. The formation of effective relationship with workers and enabling a working environment where there is informal relationship goes a long way to motivating workers to performance. According to Farrazzi & Gatti (2007), â€Å"†¦developing deep, genuine relationships- both internally among co-workers †¦is one of the most important skills need for performance in workplace† Thus, Human Resource Development (HRD) is a vital process used in contemporary times to make an organization Human resource inapt and adequately equipped to face the challenges of the time. According to Wilson (1999:27), â€Å"An alignment between strategy and training and development is now commonly regarded as a good business sense in all corners of the globe†. This is more adduced to the limited resources and finance to aid an organization in the attainment of its goal. Thus, HR development will go a long way in the organization to attain effectively set goals in the most efficient way. For Colours R Us (CRU) company to effectively get the best in its human resource management , the management of the organization need to put in place conducive working environment; one that would motivate workers to want to remain long in the organization. This is obtainable through formation of deep relationship among workers. Getting the right people at the right place is a function of human resource planning. Motivation of workers plays a significant role in maintaining and making the positioned ‘right people’ stay and build up a long career in an organization. IMPLEMENTING AN EFFECTIVE HRM IN CONTEMPORARY BUSINESS Effective Human Resource Management practices are recognises as to enhance an organisation’s competitive advantage by creating both cost leadership and differentiation. Today’s competitive global environment has made organisation maintaining a competitive advantage puts a premium on having a committed and competent workforce. Low-cost, high- quality products and services are a result of committed employees all working hard to produce the best products and provide the best services that they can at the lowest possible cost. Thus, it is important that the Human Resource Managers are made to get in touch and be included in the organisation’s strategic plan, since they have the wealth of experience in the motivation of the organisational workforce into putting their best in the attainment of the strategic goals of the organisation. Furthermore, the possession of information about human resource planning put the Human Resource Manager in a good position to partake in the strategic planning of the organisation. For example, with the available information on human resource planning, this along side with the organisation strategy would bring about the hiring of the best human resource that would be in a better position to efficiently meet the organisation’s goals. In this view, Sims (2002), has it that, As effective partners in helping organisations successfully achieve their goals, Human Resource Management managers need to have a clear understanding of exactly what are the organisation’s strategies, and then they must ensure that their own efforts are consistent with provide support for those strategies. To the extent that the Human Resource Management function is seen as a strategic partner and/or a centre of expertise, of course, its manager should also be actively involved in the formulation of corporate and business strategies as well as other functional strategies. A closer integration between top management goals and Human Resource Management practices helps to elicit and reward the types of behaviour necessary for achieving an organisation’s strategy. According to Matanmi (2001:7), â€Å"as a concept HRM has relatively recently, developed as a generic (i.e. broad, all-embracing), and yet specialised management field that particularly draws its strengths from such multi-disciplinary sources of knowledge that include (but) not exclusively restricted to) personnel management, organisation behaviour   (OB), industrial and labour relations, economics, law, psychology and sociology†. In the process of HRM, there is an increasing emphasis on the personal needs of the organisation and its members. Thus, how effectively an organisation’s employee contribute successfully to the attainment of the organisational goals depends to a larger extent upon the ability of its HRM staff. Hence, the challenges of the HRM are to create an organisational environment in which each employee can grow and develop to his or her fullest extent (Sims, 2002:4). Furthermore, Rowden (1999) have it that Human Resource Professional need to master global operating skills. They should learn to do business in non-native environments, with individual of different backgrounds and perspectives and with products and services used in different ways. Human Resource Professionals should also be masters of the business environment. They need to understand financial reports, business goals, and consumer and investor important. â€Å"Also they must have the business acumen necessary to understand and support the business function. This will make Human Resource Professionals and indispensable part of a team assigned the task of charting a business’s future†. (Hussey 1995). Thus, it is seen that for the Human Resource source professionals to actively partake in the strategic planning of an organisation they need to be vast with skills that cut across financial planning, critical visioning and thinking, analytical skill and be informed with the ever changing technological development and better utilisation of modern information technology packages. This will make them be equipped to put the organisation a head of its competitors. SITUATIONAL ANALYSIS OF COLOURS R US (CRU) HRM PROBLEMS The workers in Colours R Us (CRU) are not motivated enough to make their stay and build up a career in the organization. The working environment is not conducive; as workers find it difficult to meet their personal needs in the locality where CRU is located. These include restaurants services, baby day care services, security of workers who engages in night shifts. The necessary amenities are not there to aid the worker abide in their work and stay long in the company. Another major issue that is making CRU not to attract the best workers and to retain those it has is the level of remuneration available to the company’s staffers. However, CRU gives an average remuneration, the locality where the company operates from there is higher level of payment. The software companies and communication call centers are well positioned to pay more. This alone, would be an obstacle in motivating the right workers to want to be employed and build up a career with CRU. This is also a cause to make already employed workers in CRU to wanting to move out. Furthermore, the statistical number of workers in the organization shows that women are more than male permanent workers are. Women workers usually leave within short period of assuming their post as workers in the company. There is the problem of getting more workers to operate the company’s diversification operation in the production of ‘Magnificence in Miniature’ RECOMMENDATIONS FOR MANAGING THE COLOURS R US (CRU) HRM PROBLEMS As a Consultant with ‘Right People Right Place’, my recommendations for CRU Company, to solve its HRM problems, include the following: MOTIVATIONAL IMPROVEMENT FOR THE COMPANY’S HR CPU as an organization has not done very well in the motivations of its staffers. Though the company pays its staffers the average pay in the industry, the workers put in much time. Motivation would keep the staffers to contribute meaningfully in the organization and they will be interested and prepare to build up a lasting career with the company. Lindner (1998), argues, â€Å"Motivated employees are needed in our rapidly changing workplaces. Motivated employees help organizations survive. Motivated employees are more productive. Monetary incentive is not only the channel of motivating workers. The sense of belonging and appreciation of workers contribution to the organization goes a long way to motivating workers. To be effective, managers need to understand what motivates employees within the context of the roles they perform. Of all the functions a manager performs, motivating employees is arguably the most complex. This is due, in part, to the fact that what motivates employee changes constantly†. The CPU management should adapt different ways for motivating employees who serve long hours and permanent from short- term workers. Motivating short-term worker, this should be done differently from those workers who are overworked or who put in lengthy work performance in the organization (University of Chicago Newsletter for Supervisor and Managers, 2004). In motivating a short-term worker the management of CPU, need to adopt the following strategic approach: Reinforce the significance of short-term employees’ work by explaining their importance and how they contribute to the organization’s growth. Introduce short-term employees to the people who use their work to demonstrate the effect the quality of their work has on others. Counter assumptions that someone else will do the work if short-term employees do not come through. Discuss the role short-terms workers play in the CPU manufacturing and working process. They should be made to understand that their work is as important as that of other employees. The Management of CPU should demonstrate interest in their long-term plans for HRM for short –term workers. Plans should be devised to identify those areas where skilled short-term workers may have value elsewhere in the organization. The management should help short-term workers to identify other opportunities before their assignment in your department is over. On the other hand, to motivate those workers who have work lengthy period and over work for the organization, the CPU management can motivate this group by adopting a strategy that follows the sequence of: The CPU management should let the lengthy period and over worked employees know that the company value their stay in the organization and appreciate their contribution to the growth of the organization. They should be made to know they stand to be adequately rewarded. The management of CPU should display the quality of a team player by requesting from this category of workers what they require to made them comfortable and keep the work going. The management of CPU should provide a feedback to workers that put in lengthy work hours, stay, and make them fell appreciated for their contribution in the organization. ADOPTING A MUTUAL EXCHANGE MOTIVATIONAL STRATEGY Mutual exchange is another strategy the management of CPU can adopt in motivating their workers. Here, where a worker has accomplish an assigned task he or she should be given something in return based on   earlier promise made by the supervisor; this may come in form of   a day off, or early closure for the   day’s work etc. According the Moore (1991), the negative effect of this appraoch is that it is not the most effective approach for motivating   workers; as the workers and supervisor may not reach a balance on what should be exchanged for the accomplishment of an assigned task.   RECRUITING MORE MALE WORKER The management of CPU should engage in recruiting more males than females. The environment where the company is situated is not conducive for female worker to work adequately. There is absence of day care for nursing mothers and those women with little children; the vicinity is not safe enough for night female worker. Considering these facts, the male worker will do more to cope in the environment than their female counterparts will. STRATEGIC ALLIANCE FORMATION WITH OTHER INTENSIVE CARE AND FACILITY PROVIDING ORGANIZATION The major reason for the workers leaving the CPU Company within short period is adduced to the lack of amenities to contribute to workers convenience in working for the company. The locality where the company is situated lacks these basic amenities. The management of CPU can enter into strategic alliance by inviting and forming strategic partners with small organizations to provide basic services that the workers lack, such as children day-care services, security, inter-alia. REFERENCES Ferrazzi, Keith & Gatti, Lisa (2007), â€Å"The Human Element of Successful Training† June Volume 61, 6c ABI/ INFORM Global P. 68 Hussey, D. (1995), â€Å"Human Resources: Strategic Audit† In International Review of Strategic Management Vol. 6 Pp 157-195. Lindner, James R. (1998), â€Å"Understanding Employee Motivation† in Journal of Extension. June 1998 Volume 36 Number 3 Matanmi, Segun (2001) Strategic Management of the Human Resources in Nigeria for the next Millennium: some notes   (unpublished article) Lagos State University. Moore, Dianne-Jo (1991), â€Å"7 Motivational Strategies – Manager’s Motivation Of Workers† Modern Machine Shop http://findarticles.com/p/search?tb=art&qt=%22Dianne-Jo+Moore%22 (2/11/06) Rowden, R.W (1999), â€Å"Potential Roles of the Human Resource Management Professional in the Strategic Planning Process† in SAM Advanced Management Journal. Vol. 64, Issue 3. Pp 22 Sims, Ronald R. (2002), Organisational Success Through Effective Human Resources Management West Port, CT: Quorum Books. Pp. 1-5, 8, 9, 20, 23. University of Chicago Newsletter for Supervisor and Managers’ (2004), â€Å"Strategies and Tactics Methods to Manage Your Work, Your Staff, and Your Results† Volume VI Issue 9 September http://hr.uchicago.edu/newsletter/itk–20040901/toc.html (1/11/06). Wilson, John P. (1999), Human Resource Development: Learning and Training for Individuals and Organizations London: Kagan Page   

Taking a Look at Organizational Culture - 767 Words

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