Hannibal Essays - Barcids, Roman Censors, Hannibal, Marching

Hannibal Essays - Barcids, Roman Censors, Hannibal, Marching Hannibal Since his meteoric life and tragic death, Hannibal Barca comes across the centuries as the military commander with few, if any equals. A courageous leader, brilliant tactician, and steadfast soldier in the service of his beloved Carthage, Hannibal existed for one sole purpose: to defeat and, if possible, to eliminate the power of Rome(Livy p.207). Hannibals destiny was already chosen for him before his own birth. The only thing that couldnt have been foretold was the outcome of his struggles. His father Hamilcar Barca, another fearless commander from Carthage, was in charge during the first Punic War. Hannibal was taken to Spain at the young age of only nine. There he was forced to swear hostility to Rome. From his fathers death to his own death Hannibal was constantly involved in a struggle between Carthage and Rome. Hannibal was placed in the army as soon as his father felt he was old enough to start his vigorous training. He learned to handle arms as skillfully as any soldier does, and he never asked his soldiers to do something that he himself could not do. In 221 BC, Hasdrubal was assassinated, and Hamilcar died in battle in 229 BC. The young Hannibal was given his first command, at the age of twenty-six. Hannibal was now the commander-in-chief, and the Carthaginian government ratified his position. He was a brilliant well-liked leader form the start. The veterans thought that in Hannibal, Hamilcar had returned to life. They noted the same energy in Hannibals face, the same keen glance. He was absolutely fearless in going into danger, very prudent when it was on hand. No amount of labor fatigued him, physically or mentally. He endured heat and cold very well. What time remained over when his tasks were done he gave to rest. Many times the soldiers saw him lying on the ground amid the outposts and the guards, wrapped in a military cloak(Miller et al Livy p.41). Before the death of Hasdrubal, Carthage had negotiated a treaty with Rome to establish a line of Demarcation on the Ebro River. This treaty led to Hannibals first military action. Saguntum, which was located well south of the line, became the center of Roman ambitions. Saguntums leaders began attacking nearby Cartheginian allies and expelling supporters. The city of Saguntum was well inside the Carthaginian influence, but the Romans demanded that Carthage not take action at Sanguntum. Hannibal ignored Roman demands and decided to take action on the city. Hannibal organized his armies and threw a siege on Saguntum. The city was greatly reduced and Hannibal began his amazing trip over the Alps. According to H.L. Oerter of Miami University, Hannibals journey, including 40 elephants, over and through the Alps into Italy has never been denied. But, there has been no generalized agreement on the route that he followed. It is known that two Greek scholars accompanied Hannibals forces, but their accounts have never been found. A Roman army under the command of General Publius Cornelius Scipio was sent to meet and dispose of Hannibal, but failed to come across the great leader. Scipio did finally meet Hannibal at the Ticinus River. The meeting was accidental. Forces from both sides met, and the Carthaginians came out of the battle victorious. Scipio was badly wounded and nearly lost his life. The Romans retreated to Placentia, where Longus would reinforce them. Fighting on the left bank of the Trebia River the Romans were again soundly defeated. Hannibal advanced to the Arno River by spring. In 217 BC, Hannibal moved on to Perugia and forced the Roman Flaminius into open combat, at the battle of Lake Trasimene. The Carthaginians nearly annihilated Flaminius, killing thousands and forcing others to drown in the lake. Rome sent reinforcements to Flaminius but Carthage intercepted and destroyed them also. That same year Rome elected Quintus Fabius Maximus Cunctators dictator who adopted the Fabian tactic of delay. This tactic only allowed small skirmishes between the two armies. In 216, Hannibal made his move south and seized the army supply depot at Cannae on the Aufidus River. Here, in August, The Battle of Cannae was fought. While the Guals and Iberian infantry of Hannibals center line yielded before the

4 ways your job can impact your health

4 ways your job can impact your health It’s one thing to dislike your job, but it’s another if it’s making you sick. If you’ve been feeling physically and mentally worn down lately and can’t seem to shake it, maybe it’s time to take a hard look at your work life to see if it’s the cause of your health issues. Of course you have to go to work, but recognizing where problems exist and making even small changes can start to put you on the road to wellness. Are you sedentary all day?According to a study done by the American Heart Association (AHA), even if you fit exercise into your life, sitting all day every day can negate the health benefits you’ve gained. The solution? Move even more- as much as you can. Make sure to get up and walk around every hour or so. Walk to the kitchen for water once an hour. Take an office lap every other hour. Get up and get your blood flowing whenever possible.Does your commute stress you out?If you’re spending a ton of time getting to and from work, it’s likely taking a toll on your life attitude. One study done in the United Kingdom earlier this year found people with long commutes are more likely to suffer from depression and work-related stress. If your commute is longer than 10 miles by car or 30 minutes by bus or subway, then it might be negatively impacting your life. You can’t help where your office is located, but do everything you can to make the travel time as restful and enjoyable as possible: try downloading a fun podcast or listening to music that will start your day off right.Are you way overworked?If all your waking hours are spent thinking about work or being at work, you’re likely neglecting all other aspects of your life. In fact, according to a recent study, if you work more than 39 hours a week, your mental and physical health will start to decline. Even if you’re on your couch in pajamas, if you’re logged in and constantly monitoring your work emails the n you’re not getting proper rest. Dedicated time to focus on yourself, your friends, and your family is crucial to maintaining balance- at some point, you need to be able to shut things off and not be at work.Are you surrounded  by germs? (You are.)Did you know that your keyboard, mouse, mousepad, and even I.D. badge are all germ factories? Scary but true: your keyboard in 20,000 times dirtier than a toilet seat. And then there are all the hands you shake and doorknobs or faucets you turn in the course of a day. You’re in an enclosed space with tens or hundreds of people every day- start carrying around that hand sanitizer. And if your office is open plan? It might encourage more collaboration, but it also encourages sharing whatever bug is going around. You might find you’re getting sick more and more often, just by coming to work. Take your vitamins, keep your space clean, and get fresh air when you can throughout the day.Notice a theme here? If you take mom ents out of your day to make sure you are taking care of yourself, your overall health will start to improve.

The Effects of Psychoactive Substance Abuse on Young People Essay

The Effects of Psychoactive Substance Abuse on Young People - Essay Example Drug and alcohol abuse have adverse effects on the mental health of young people, impacting on their ability to learn and to progress normally in the education system. Cannabis, for example, impairs cognitive development, in particular associative processes and recall, and affects the intoxicated student's ability to concentrate (WHO 2006), while cocaine consumption results in a range of cerebral complications, ranging from hallucination to paranoia (Wikipedia 2006). Many studies reveal a correlation between drug/alcohol abuse and poor grades, as well as with other behavior that inhibit learning, making substance abuse one of the top problems in youth education today. Psychoactive substance abuse also has a negative impact on the body. Both cannabis and alcohol impair psychomotor performance and visual perception, resulting in many fatal motor vehicle accidents, as well as complications such as seizures, and lung, kidney and brain damage (WHO 2006).

Organisational Behavior Research Report Assignment

Organisational Behavior Research Report - Assignment Example This part of the paper will highlight the workforce changes of the recent time and the possible implications for organizational policies to cater to these trends. Increased globalization and the minority population in the key developing world bring us to the first trend of diversity. Skilled labor from different parts of the world isattractedtowards thedeveloped world for employment as they offer a better environment for them to grow professionally as well as financially. With greater workforce equality and empowered employees, it has become almost necessary to take into account workplace diversity, whether it is females, blacks, handicapped or other ethnocentric groups, at the time of employment. A healthy organization boasts of a diverse workforce that treats all its employees equally(Dol.gov 2014). With trends like feminism, racial equality and minority rights groups, organizations have to keep an out for possible accusations that may lead to a bad name. Narrowing gaps between minorities and an increase in the number of female employees stepping into the professional world has made it imperative that they are made to feel equally welcome and acknowledged. Gone are the days when men were the sole bread earners in the family and women were responsible about family. With women stepping out and equally contributing to the financials of a family, it has become a responsibility of both the men and the women to take care of the family and kids. Thus, it has become important for both the sexes to have job flexibility that allows them to give reasonable time at home and meet family challenges that are now equally shared by the parents. With the advent of technology, workplaces have become more automated. Thus, the most sought after skill is web and computer orientation, making manual labor obsolete. In order to keep up with the pace of change in

Feminism Essay -- Women Rights Feminist Papers

Feminism The notion of difference among the sexes has been studied extensively in terms of cognition and brain activity. An MRI can back these claims, showing male and female brains 'lighting up' in different locations based upon different stimuli. Anyone with a close relationship to a child can attest to the fact that they were born with certain traits. Perhaps their nephew is very shy, while their niece has never met a stranger. In other words, some difference among individuals is innate, fundamental. This notion has been applied to studies in the animal world. Susan Allport, author of A Natural History of Parenting,, notes that "Males provide direct childcare in less than 5 percent of mammalian species, but in over 90 percent of bird species both male and female tend to their young." While researchers have focused on other species, they have been hesitant to apply this sort of lens to human families, largely because this sort of biological inherency does not directly align with the push fo r equality and equal rights that have been so important in recent history in the United States. Fundamentally, to state that biology creates difference in humans and that this sort of difference has the ability to manifest itself in divergent capabilities carries political and social risk for minority and oppressed groups. This has been a main tenet of the argument against difference feminism, yet even some of the most socially radical women have yet to abandon the importance of difference. This paper will examine the limitations of difference feminism, applying a critical lens to the discussion both for and against, with special attention to current political implications. The devaluation of care work in the United States will figure pr... ...es them the unique ability to directly affect the way in which their children view work and family. They may produce a new generation of "opt-in" women and an equally fair-minded generation of compatible men. Clearly, a division among women as to whether opting-out is revolutionary or limiting means that a shared sentiment within the discussion, and most likely policy solutions, still have a long time before they can be realized. It may be that the changes to the workplace that opt-out women desire may have to wait until this next generation, or perhaps longer. In the meantime, it would be careless to imagine that women who opt-out are simply incapable of participation and success in male-dominated spheres. Belkin poignantly addresses the element of rational choice, asking, "Why don't women run the world?" and answering, "perhaps it's because they don't want to."

Mobley Turnover Model

oblJournal of Applied Psychology 1977, Vol. 62, No. 2, 237-240 Intermediate Linkages in the Relationship Between Job Satisfaction and Employee Turnover William H. Mobley University of South Carolina The relationship between job satisfaction and turnover is significant and consistent, but not particularly strong. A more complete understanding of the psychology of the withdrawal decision process requires investigation beyond the replication of the satisfaction-turnover relationship.Toward this end, a heuristic model of the employee withdrawal decision process, which identifies possible intermediate linkages in the satisfaction-turnover relationship, is presented. Previous studies relevant to the hypothesized linkages are cited, and possible avenues of research are suggested. A schematic representation of the withdrawal decision process is presented in Figure 1. Block A represents the process of evaluating one's existing job, while Block B represents the resultant emotional state of som e degree of satisfaction-dissatisfaction.A number of models have been proposed for the process inherent in Blocks A and B—for example, the value-percept discrepancy model (Locke, 1969, 1976), an instrumentalityvalence model (Vroom, 1964), a met-expectations model (Porter & Steers, 1973), and a contribution/inducement ratio (March & Simon, 1958). Comparative studies -that test the relative effiMuch more emphasis should be placed in the cacy of these and other alternative models of future on the psychology of the withdrawal satisfaction continue to be needed. process. . . Our understanding of the manner Most studies of turnover examine the direct in which the actual decision is made is far relationship between job satisfaction and turnfrom complete, (p. 173) over. The model presented in Figure 1 suggests The present paper suggests several of the pos- a number of possible mediating steps between sible intermediate steps in the withdrawal decision dissatisfaction and actual quitt ing. Block C sugprocess (specifically, the decision to quit a job). gests that one of the consequences of dissatisPorter and Steers (1973) suggested that expressed faction is to stimulate thoughts of quitting. intention to leave† may represent the next log- Although not of primary interest here, it is recogical step after experienced dissatisfaction in the nized that other forms of withdrawal less extreme withdrawal process. The withdrawal decision than quitting (e. g. , absenteeism, passive job beprocess presented here suggests that thinking of havior) are possible consequences of dissatisfaction (see e. g. , Brayfield & Crockett, 195S; Kraut, quitting is the next logical step after experienced 197S). issatisfaction and that â€Å"intention to leave,† folBlock D suggests that the next step in the lowing several other steps, may be the last step withdrawal decision process is an evaluation of prior to actual quitting. the expected utility of search and of the cost of qu itting. The evaluation of the expected utility of search would include an estimate of the Preparation of this paper was supported by a chances of finding an alternative to working in grant from the South Carolina Business Partnership the present job, some evaluation of the desirFoundation.Requests for reprints should be sent to William ability of possible alternatives, and the costs of H. Mobley, College of Business Administration, search (e. g. , travel, lost work time, etc. ). The University of South Carolina, Columbia, South evaluation of the cost of quitting would include Carolina 29208. suc'h considerations as loss of seniority, loss of 237 Reviews of the literature on the relationship between employee turnover and job satisfaction have reported a consistent negative relationship (Brayfield & Crockett, 19SS; Locke, 197S; Porter & Steers, 1973; Vroom, 1964).Locke (1976) noted that while the reported correlations have been consistent and significant, they have not been especially high (usually less than . 40). It is probable that other variables mediate the relationship between job satisfaction and the act of quitting. Based on their extensive review, Porter and Steers (1973) concluded the following: 238 SHORT NOTES clft iJ ,Pi 1^ : i 1 1 A. i * i* Evaluation of Existing Job f,-; i « 1! J 1! L B . l L Experienced Job Satisfaction4†¦ 1 * Dissatisfaction a) Alternative forms of withdrawal, e. g. (a )Aite absenteeism, passive job behavior absents 1 Thinking of Quitting J Evaluation of Expected Utility of Search and Cost of Quitting L E. IL LJL-: 1 Intention to Search for Alternatives < (b )Nor (b) Non-job related factors e. g. , I 1 transfe of spouse, may stimulate transfer intent! (c) Unsolicited or highly visible alternatives may stimulate evaluation F. I-L-. Search for Alternatives G. 1 1 1 J Comparison of Alternatives vs. Present Job d) One alternative may be withdrawal from labor market  »1_ 1. 1 Intention to Quit/Stay 1 i Figure 1. The employee turnover decision process. vested benefits, and the like. This block incorporates March and Simon's (1958) perceived ease of movement concept. If -the costs of quitting are high and/or the expected utility of search is low, the individual may reevaluate the existing job (resulting in a change in job satisfaction), reduce thinking of quitting, and/or engage in other forms of withdrawal behavior.Research is still needed on the determinants of alternative forms of withdrawal behavior and on how the expression of withdrawal behavior changes as a function of time and of changes in or revaluation of the environment. If there is some perceived chance of finding an alternative and if the costs are not prohibitive, the next step, Block E, would be behavioral intention to search for an alternative (s). As noted by Arrow (b) in Figure 1, non-job-related factors may also elicit an intention to search (e. g. , transfer of spouse, health problem, etc. ). The intention to search is followed by an actual search (Block F).If no alternatives are found, the individual may continue to search, reevaluate the expected utility of search, reevaluate the existing job, simply accept the current state of affairs, decrease thoughts of quitting, and/or engage in other forms of withdrawal behavior (e. g. , absenteeism, passive job behavior). (e) Impulsive Behavior SHORT NOTES If alternatives are available, including (in some cases) withdrawal from the labor market, an evaluation of alternatives is initiated (Block G). This evaluation process would be hypothesized to be similar to the evaluation process in Block A.However, specific job factors the individual considers in evaluating the present job and alternatives may differ. (See Hellriegel & White, 1973; and Kraut, 1975, for a discussion of this point. ) Independent of the preceding steps, unsolicited or highly visible alternatives may stimulate this evaluation process. The evaluation of alternatives is followed by a comparison of the pre sent job to alternative(s) (Block H). If the comparison favors the alternative, it will stimulate a behavioral intention to quit (Block I), followed by actual withdrawal (Block J).If the comparison favors the present job, the individual may continue ‘to search, reevaluate the expected utility of search, reevaluate the existing job, simply accept the current state of affairs, decrease thoughts of quitting, and/or engage in other forms of withdrawal behavior. Finally, Arrow (e) gives recognition to the fact that for some individuals, the decision to quit may be an impulsive act involving few, if any, of the preceding steps in this model. The relative incidence and the individual and situational determinants of an impulsive versus a subjectively rational decision process presents yet another area of needed research.The model being described is heuristic rather than descripitve. There may well be individual differences in the number and sequence of steps in the withdrawal decision process, in the degree to which the process is conscious, and as noted earlier, in the degree to which the act of quitting is impulsive rather than based on a subjectively rational decision process. One value of such an heuristic model is to guide thinking and empirical research toward a valid descriptive model that can account for such individual differences.There is a lack of research evaluating all or even most of the possible steps in the withdrawal decision process. There have been a few studies that have tested one or two of the intermediate linkages proposed in the present note. Mobley (Note 1) found high negative correlations between satisfaction and frequency of thinking of quitting (Blocks B and C). Atkinson and Lefferts (1972), who dealt with the association between Blocks C and J, found that the frequency with which people thought about quitting †¢their job was significantly related to actual termination.Kraut (1975), looking at the associations among Blocks B, I, and J, found significant cor- 239 relations between expressed intention to stay and subsequent employee participation. These correlations were much stronger than relationships between expressed satisfaction and continued participation. Finally, Armknecht and Early's (1972) review is relevant to the relationships between Blocks D and/or F and Block J. They concluded that voluntary terminations are closely related to economic conditions. Each of these studies fails to look at a complete withdrawal decision process.Such research would appear to be sorely needed. Several researchable questions that follow from the withdrawal decision process described in the present note were mentioned earlier, Additional questions include the following. Do individuals evaluate the expected utility of search? If so, what are the determinants and consequences of this evaluation? What are the consequences and determinants of behavior in the face of an unsuccessful search? In such cases, do individuals per sist in search, reevaluate their existing jobs, reevaluate the cost of search, or engage in other forms of withdrawal?Is the process and/or content for evaluating alternative jobs the same as for evaluating the present j o b ? Does satisfaction with the present job change as a function of the availability or evaluation of alternatives? Attention to these sorts of questions rather than a continued replication of the direct relationship between job satisfaction and turnover would appear to be warranted. Particularly useful would be the longitudinal analysis of the variables and linkages suggested by the model.Such research would be responsive to Porter and Steer's (1973) conclusion that more emphasis should be placed on the psychology of the withdrawal decision process. Reference Note 1. Mobley, W. H. Job satisfaction and thinking of quitting (Tech. Rep. 7S-3). Columbia: University of South Carolina, College of Business Administration, Management and Organizational Research Center, 19 75. References Armknecht, P. A. , & Early, J. F. Quits in manufacturing: A study of their causes. Monthly Labor Review, 1972, 11, 31-37. Atkinson, T. J. , & Lefferts, E. A.The prediction of turnover using Herzberg's job satisfaction technique. Personnel Psychology, 1972, 25, 53-64. Brayfleld, A. H. , & Crockett, W. H. Employee attitudes and employee performance. Psychological Bulletin, 1955, 52, 396-424. 240 SHORT NOTES oj industrial and organizational psychology. Chicago: Rand-McNally, 1976. March, J. G. , & Simon, H. A. Organizations. New York: Wiley, 1958. Porter, L. W. , & Steers, R. M. Organizational, work, and personal factors in employee turnover and absenteeism. Psychological Bulletin, 1973, SO, 151176. Vroom, V. H. Work and motivation. New York: Wiley, 1964.Hcllriegel, D. , & White, G. E. Turnover of professionals in public accounting: A comparative analysis. Personnel Psychology, 1973, 26, 239-249. Kraut, A. I. Predicting turnover of employees from measured job attitudes. Organizational Behavior and Hitman Performance, 1975, 13, 233-243. Locke, E. A. What is job satisfaction? Organizational Behavior and Human Performance, 1969, 4, 309336. Locke, E. A. Personnel attitudes and motivation. Annual Review oj Psychology, 1975, 26, 457-480. Locke, E. A. The nature and consequences of job satisfaction. In M. D. Dunnette (Ed. ), Handbook Received February 5, 1976 †¢

Essay on Dyslexia an Overview - 2069 Words

Dyslexia in practice Dyslexia is a term regularly bandied about the educational community and is a word that is likely to have been heard by most of the general public. For all its popularity, dyslexia is a term that is shrouded in confusion and ambiguity. This confusion was experienced first hand during SE1 and has been observed as something trainee teachers and teachers alike encounter regularly (PLL, 5/11/11], Appendix 1, pg2). On that basis the rationale behind this assignment is to further understand the term ‘dyslexia’, to consider the definition and diagnosis, as well as the barriers to learning it can generate. Consideration will also be given to the strategies that can be employed to assist learning, as well as promote the†¦show more content†¦Screening can only suggest that there is a high probability of dyslexia. This however may change as recent research suggests that there is a genetic marker that can be identified in children with dyslexia (Fisher et al 2002). Curre ntly however, a workable programme has yet to materialise. Screening currently considers a wide range of abilities, such as word recognition, writing style and speed, organisational skills and memory. For dyslexia to be recognised as a Special Educational Need and the requisite educational support given, an ‘official’ assessment by a dyslexia specialist or educational psychologist is required. These assessments are mainly completed following a referral to the Local Authority usually by a SENCO or parent. This assessment results in a report which outlines not only the child’s difficulties and ways to improve, but also the strengths the child has. It is argued that identifying the strengths of the child is vital to developing a plan to assist a child with their weaknesses. Peer (2006) amongst others is keen to dispel the myth that dyslexia is linked to intelligence; in fact the contrary can be said. 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