ENJOYMENT OF MUSIC Essay Example | Topics and Well Written Essays - 1250 words

ENJOYMENT OF MUSIC - Essay Example This helps the musician in achieving different tunes for the song through amplification, mixing and muting some beats. My enjoyment of music has more to do with the appreciation of the technical thinking behind the music as opposed to discrete aptitudes of the musician. I appreciate music in its spatial and temporal reasoning nature such as the ability to visualize the sounds produced by the violin in both time and space. This enhances my reasoning ability to reason which is mostly important my career filed. The spatial temporal aspects of music ensure that I develop higher brain function in the creation of such structures for computer programming. This is because, for me to construct a good program, I should be able to construct it in my head by totally visualizing it and its consequences of the total output, by progression like in music, as opposed to doing a line by line of the code. Appreciation of music is highly felt on the beats produced by the different instruments. The fact that artists are able to differentiate the different types of instruments being played even without seeing them and even when they are very many is very inspiring in computer science. The specifics of such instruments can be impacted on computers such as the ability to readily distinguish sounds when every drum vibrates at specific frequencies by arranging and designing the drums according to tension, size, shape and composition. The wide spectrum of frequencies and pure tones produced by vibrating membranes inspires the production of such nodes in computers. Music uses codes as a form of expression. In its abstract nature, music requires interpretation and performance in order to relay the message. The written codes in music have more meaning than the surface meaning. Likewise, computer programmers also use codes to express themselves. My ability to read through the musical codes presented in music is

Technological Disasters Annotated Bibliography Example | Topics and Well Written Essays - 1000 words

Technological Disasters - Annotated Bibliography Example 2. In the article Cyberbullying: Intervention and Prevention Strategies by (Feinberg, 2011), the author outlines the various prevention strategies of cyberbullying. These interventions are mainly aimed at protecting children and teenagers, since they are the ones mostly affected by electronic bullying. The article also illustrates the various types of cyberbullying. Bullying has severe social, psychological, and physical effects. Feinberg (2011) cites emotional harm as a significant impact of cyberbullying. The cyberbullying victims suffer from post-traumatic stress disorder (PTSD) due to the trauma associated with bullying threats. 3. Donegan studies the history, law, and prevention of bullying. The author illustrates that most teens make frequent access to the Internet, including chatting, downloading music, searching for school assignment, and communicating with friends. As the teens move through the highly competitive education system, they may start to bully or be bullied. Lawmakers continue to wrestle with the issue of cyberbullying. As of June 2010, about 43 states in the United Statea had bullying prevention laws (Donegan, 2012) 4. Little or no warning precedes events that are associated with technological hazards. None of the victims of cyberbullying are prepared to be bullied. Patchin (2006) illustrates the emotional and psychological impacts of cyberbullying. The victims often exhibit symptoms of depression. Depression can be a sign of trauma. Also, the victims of cyberbullying fear to go school, and experience dysphoric feelings of humiliation and loneliness. As a consequence, they often suffer from trauma. Continuing exposure to cyberbullying makes them to suffer from post-traumatic stress disorder. 5. In the book Female crime victims: Reality reconsidered by Burgess-Proctor, Patchin, and Hinduja (2009),

Week 2 Stereotypes and Prejudice Worksheet Essay Example for Free

Week 2 Stereotypes and Prejudice Worksheet Essay Please complete the following exercises, remembering that you are in an academic setting and should remain unbiased, considerate, and professional when completing this worksheet. Part I Select three of the identity categories below and name or describe at least 3 related stereotypes for each: ?Race ?Ethnicity ?Religion ?Gender ?Sexual orientation ?Age ?Disability Category Stereotype 1 Stereotype 2 Stereotype 3 Race African Americans are the best at basketball or foorball. Hispanics don’t know English. All Asians know Karate. Gender Women are the homemakers. Men are the income providers. A woman’s place is in the kitchen. Age When someone gets old they will be senile or have dementia. Old people do not learn very well. The older you get the more religious you become. Part II Answer each question in 50 to 100 words related to those stereotypes. Provide citations for all the sources you use. ?What are the positive aspects of stereotypes, if any? The only positive I could see to a stereotype will only to prove the stereotype untrue. No good can come from a stereotype since they usually do not provide any real facts only assumption. This is when people get their feelings hurt and want to be more combative to the labeler and other like them. ?What are the negative aspects of stereotypes? The negatives to stereotypes are the facts are not really there. Anyone can be good at sports or any race can learn Karate. Stereotypes are generally associated with negative feelings towards another race, gender, or age group. Stereotypes tend to lead to racism or prejudice which can lead to fights or even wars. Copyright  © 2012 by University of Phoenix. All rights reserved. Stereotypes and Prejudice Worksheet ETH/125 Version 8 2. Part III Answer each question in 50 to 150 words related to those stereotypes. Provide citations for all the sources you use. ?Define stereotypes and prejudice. What is the difference between stereotyping and prejudice? Use examples to illustrate the differences. A stereotype is where a person or group of people believe that untrue characteristics about another group or person. An example of a sterotype would be that all Asians are geniuses. According to â€Å"Dictionary. com† (2014), prejudice means â€Å"an unfavorable opinion or feeling formed beforehand or without knowledge, thought, or reason†. An example would be that after 911 people of Arab decent, or even resembling the Arab nationality through appearance or name, are looked at differently and with suspicion or wrong doings. ?What is the relationship between stereotyping and prejudice? The relationship between stereotyping and prejudice almost always work together. A person who is prejudice judges another without having met the person or group before and stereotyping is assuming incorrect information about others based on a limited experience. Usually a person who is prejudice became that way because of stereotypes from either their own experience or from people they respect. ?What can be done to prevent prejudice from occurring? People can make others aware of prejudice and how to spot when someone is the subject of stereotyping. Teach children at a young age that all people are equal regardless of age, race, or religious beliefs. Finally, practice treating everyone as equals even when others do not agree with your views. References: Dictionary. com. (2014). Retrieved from http://dictionary. reference. com/browse/prejudice Copyright  © 2012 by University of Phoenix. All rights reserved.

BP Commerce Analysis

BP Commerce Analysis I believe strongly that we need a work environment where everyone can bring all of themselves to work every day and not feel like they have to be someone else in order to succeed. -Tony Hayward, BP CEO /BP is one of the largest organizations in oil, gas, and alternative energy industry in the world. It employs more than 100 000 people across the world and provides essential oil, gas, and energy products for nearly 13 million customers every day in more than 100 countries. The company has a wide range of businesses including exploration and production, refining and marketing, gas power, and alternative energy (BP, 2010). Despite the success in the market or economic downturns, organization always must care about their employees who bring this success through skills, competencies, and hard work. Therefore, company must have a diversity and inclusion policy in place in order to create perfect working environment for these employees, to motivate them, remunerate, and retain the best. We might ask ourselves why diversity and inclusion is so important to any large or small company. The answer is that employees, shareholders, customers, suppliers, and community partners place a high value on organization for being fair and meritocratic (BP, 2010). Furthermore, we need to recognize the availability of skilled employees is getting smaller in nowadays market and economic situation. Every organization tries to attract new skilled labor and to retain talented employees in the company. In order to achieve that, organizations must have reputation, operational processes and imbedded policies, working climate that not only respects differences, but expose them for competitive advantage. BP is a multinational organization and it is essential to have an up-to-date policies and procedures in place for evaluation and monitoring purposes in order to comply with equality and inclusion policies, avoid any kind of discrimination, and ensure equal opportunities for everyone. Different organizations have different policies and practices and in order to compare BP to others, this organizational audit will review BPs other main competitors such as Exxon and Shell for a comparison on diversity and inclusion issues, provide investigation summary of BPs equal opportunity and equal pay practices, and provide action plans and cost and benefit analysis in order to enhance equality and diversity practice in the organization. A Summary of Analysis The purpose of this project is to produce diversity and inclusion analysis for BPs North Africa Strategic Performance Unit (further NA SPU) based on pay review recommendations in 2009 for employees to be effective on 1st of April 2010. I will be looking at Level E (senior level leaders) to Level K (administration) concentrating on equal pay issues and gender inequality (gaps) among UK employees only. The reason for this is that NA SPU has fairly big population and it is down to UK employees based locally in UK and in the businesses across the world. More to mention, this SPU is a perfect representation sample for other similar strategic performance units across the organization. 270 employees in North Africa Strategic Performance Unit (NA SPU) 139 UK nationals in NA SPU 31 Female employees 108 Male employees Level E (senior level leaders) 7 Males; 0 Females Level F(team leaders/professionals) 26 Males; 2 Females Level G (team leaders/professionals 30 Males; 4 Females Level H (team leaders/professionals 19 Males; 6 Females Level I (specialists/advisors) 17 Males; 8 Females Level J (specialists/advisors) 8 Males; 5 Females Level K (administration) Male 1; 6 Females All analysis is done only for the UK nationals population across all Levels, and Disciplines in NA SPU In order to get a better picture about pay equality and find out if there is any gaps in gender equality it is essential to analyse consistency of Salary Review process across the NA SPU and identify potential inequality in monetary reward between genders in different departments, levels, and across different disciplines. It is important to concentrate on the data which is robust- gender, income, length of service, and grouped by levels and disciplines. The sample group of employees does consist of different levels from E (senior level leaders) to K (administrative employees). It is a healthy business population that depicts statistical average of different employees in SPUs and other businesses within the company. Even though we have split the data down to segments any equal opportunity data is best analysed by working of groups so similar in roles and at similar level can be looked at. In order to understand the data better, I am providing few tables with graphic representation and statistical summary of the proposed data, following the brief comments to bring the main points or anomalies that could be potential gaps in reward and gender equality in the workplace. E F G H I J K Level Average SalaryGraph 1 Average New Salary comparison between Males and Females All Levels Higher level male and female employees positioned on the higher range of average salary scale and lower level male and female employees positioned on the lower range of average salary- it is consistent across every level. As the graph shows all the proposed employee salaries does not have any significant and female and male employees up to level G are similarly positioned on the salary grid. However, I would like to mention that circled in red on the graph data shows that level F female employees are on the lower range of the salary comparing to level F male employees. Picking the fact that there is significantly low number of female workers in higher levels- it raises the question of the possible glass ceiling that prevents female workers to get higher levels and be paid equally. Graph 2 Average New Salary by Job Discipline All Levels This data is very interesting, because it compares proposed new average salary between male and female employees in all levels but grouped by job discipline. The lowest paid group is administration, and the highest paid group of employees are drilling, geosciences disciplines where employees considered as professional and highly skilled workforce. Unfortunately, we notice that in geosciences and petroleum engineering disciplines we a have a significant difference in average salary between male and female employees. This is due to the fact that we have few women who works in these disciplines and the pay equality is very doubtful. On the other hand women earn more in average in the administration and commercial disciplines and we do not have any women working so called male oriented jobs in drilling and maintenance disciplines. This needs more investigation of companys recruitment policies and procedures why company does not attract more women into these jobs. Graph 3 Average New Salary by Years of Service All Levels This graph shows different set of data how the salary progresses depending on length of service despite the level of the employee but across level groups and disciplines. We can notice the gradual increase in salary for women and men, however we have only few women with a lengthy history of employment with company, but the good fact is that more and more women are hired into the business comparing with 20 years ago. It is worth to mention that circled in red- employees appear in the bottom of the range due to lower levels and the job discipline itself (administration). A Discussion of the Meaning of the Data Collected To summarise the findings it is clear that males and females are equally paid and well aligned to each other in every level, but there are few gaps in certain disciplines. Even though the national UK statistics is showing that the pay gap between gender is very high (see appendix 1) BP is trying their best to operate according to Equal Pay Act (release 1970), and Equal Pay between sexes (Article 141, EC Treaty). However the lack of female employees in main leadership positions and levels in our sample population- by all means might be understood as glass ceiling effect in the company (Podro, 2006). Therefore, it is interesting to look deeper into BP diversity and inclusion policy and compare the information to main rival companies policies and think of further improvements and recommendations in order the DI policy in BP policy to be attractive and by no means discriminatory. Table 1 Diversity Policy Comparison between Competitors Recruiting Developing Diversity Inclusive Leadership BP The number of graduates recruited through global recruitment program has increased by 58% since 2005 and 63% of these are engineers or scientists. 35% of all graduate hires were women, while 34% of all graduate hires came from racial or ethnic minorities. Diversity and inclusion policy aims to create a truly inclusive meritocracy at organization, in which the diversity of workforce reflects global reach and maximizes available talent while respecting individual differences. By valuing the differences between employees company establishes a platform for creativity, innovation and problem solving. There is a commitment to the development of a culture of diversity is therefore a true business imperative. Managing Inclusion program is now mandatory for all senior level leaders and by the end of year 2006, around 1000 employees at this level had completed the program. The program is still continues to exist in the organization. Exxon Women comprise about 25 percent of companys worldwide workforce, excluding company-operated retail stores. Approximately 12 percent of executive employees are women, compared to 9 percent in 2000. Organizations strength is the quality and diversity of employees. Organization operates Global Workforce Diversity Framework to attract, develop, and retain a premier workforce, actively foster a work environment where individual and cultural differences are respected and valued; and identify and develop leadership capabilities of employees to perform effectively in a variety of environments. Organization is committed to promoting leadership opportunities for women globally and improving the gender balance in the company. Shell By the end of 2009, 14.0% of the most senior leadership positions were filled by women, up from 13.6% in 2008. As well, 26.4% of supervisory positions (up from 24.7% in 2008) and 16.1% of management positions (up from 15.3% in 2008) were held by women. With a core strategic team in Central HR as well as representatives in organizations businesses worldwide, diversity and inclusiveness is an integral part of the organization. It has a vital part to play in underpinning its continuing success by ensuring attraction, recruitment, and retaining the best people- regardless of their gender, nationality or background. Local people fill senior management positions in every country we operate in. In 37% of countries, local nationals filled more than half the senior leadership positions, compared to 32% in 2008 Sources: BP (2010); Shell (2010); ExxonMobil (2010) 3. An Equality Plan BP has made a significant investment over a short period of time to raise awareness of the importance of diversity and inclusion in the organization. The diversity and inclusion team was reorganized in 2007 in order to shift ownership of diversity and inclusion to the line and embedded in the business to ensure alignment with organizational strategic plans (BP, 2010). This reorganization of the team paid dividends in the sense that the companys diversity and inclusion policy was a driving force in creating engagement in the workplace, changing leadership attitudes, improving performance representation statistics against competitors, and building pride and ownership among employees in different strategic performance units in the organization. To be more specific, in order to achieve desired results there should be a support for leaders and line managers with implementation of a framework that defines the strategy and priorities. The need of advancements or improvements on existing policies and the frameworks are imminent to achieve business goals and improve on diversity issues: Table 2 Diversity Inclusion Development and Maitenance Population Actions Leadership team Governance of diversity and inclusion strategy and periodical reviews of the progress. Ensure objectives embedded within operating business in every strategic performance unit. DI team Developing and proposing strategy, policy, and framework that advocates and supports diversity and inclusion. Cooperating with HR teams and external sources in order to be up to date with the policy and practices. HR team Serving as consultants and advising everyone involved to identify the critical DI areas in the organization that needs improvement. Leading various activities across the business to promote the equal opportunities. BP employees Everyone must take a part in helping the organization to tackle the diversity issues by taking responsibility for diverse behaviour and attitudes. It is essential to participate in creating inclusive working environment using all available tools and support. Having said that, I would like to concentrate on North Africa SPU populations gender equality and equal pay issues and provide recommendations on what can be done to improve situation and to be compliant with BP diversity model and policies: Table 3 Recommendation Costs Issue Target Recommendation Cost Equality in gender workforce Significantly increase the percentage of female employees in senior level jobs Aggressive external recruitment and local talent search via internal recruitment High costs external recruitment and headhunting can be very expensive since there is scarce pool of highly skilled women to fill in senior level positions Minimal costs local talent search via intranet, local recruitment database, and companies internal publications in every form and shape Equal pay across the levels and disciplines Ensure the pay reviews are according to equal pay act and not discriminatory among male and female workers To review the policy of Salary Review procedure and implement a equal pay process that would allow team leaders to have market data during the annual pay conversations Minimal costs internal policy review procedure, and up to line managers responsibility to be up-to-date of legalities Medium costs a market research, investigation new trends, time costs as well implementing, and communicating the new procedures (if any) Equal opportunities for career progression Increase the percentage of female workers in male dominated disciplines (for example geosciences and drilling) Professional development workshops and attractive internship schemes for university graduates Medium costs third party provided courses and development sessions Medium costs graduate recruitment campaigns, including task group time costs, competitive graduate packages to retain the best talents Culture change DI learning sessions / conferences To make aware BP population about internal issues and introduce to internal statistics Reiterate on importance of diverse workforce and how it could be change to achieve diverse working environment Minimal cost lunch and learn sessions, DI team monthly bulletins, presentations Medium costs external investigation or third party conferences and sessions about the different issues of DI On the other hand, some policies might not become a good practice and therefore organization could face a biggest obstacle- its own culture (Kirton and Greene, 2005). Having said that, it is important that organizations do not force the decisions and make the policy unnatural thing. Diversity and inclusion comes along with the culture and one changes another. So, in order to change the rules of the game in nowadays fast changing environment, organizations should come up with diversity audit to highlight the potential gaps. A Cost and Benefit Analysis It is important that leadership of the organization understands that companies that implement workforce diversity policies acquire an important benefits that strengthen not only long-term competitiveness in the market but also produce short and medium-term performance results (CSES, 2003). Therefore, a cost and benefit analysis is widely used to establish how well a planned action or new policy might turn out. The analysis always brings a results into monetary values, so the very important that a cost benefit analysis include all the costs and all the benefits in order to count the true value and establish if the new policy or new action plan is worth the money. On the other hand, companies in most cases gain positive non-monetary benefits. As Hubbard (2004) clearly explained the value of non-monetary benefits- loyalty of the staff, reputation of the organization, employer of the choice status, and etc. can not be transferred or measured into value of money. Also, the major benefit is that making employees and leadership to think critically and be explicit about the issues within the company that along with diversity and inclusion it brings new strategic choices like culture change. Would like to stress on the few diversity and inclusion initiative that BP already is working on, which is with no doubt puts organization in very positive place among the competitors and promotes business success by trying to minimize obstacles to inclusion: Affinity groups- typically form around ethnicity, gender, sexual orientation, or disabilities, but groups that wish to focus on other important or relevant issues may be considered on a case by case basis, and BP as organization encourages and supports affinity groups working for business benefit (BP, 2010). To name a few, these include the African American Network, Asian American Network, Womens Network, Beyond Pride, BP Latino Network, Gray Matters!, and Working Parents and Parents-to-Be. Flexible working- organization always recognizes that flexible working arrangement is almost a part of the modern working environment and can enable it to retain and attract skilled staff and increase employee commitment and morale. And the most important- the flex-working scheme is an integral part of BPs diversity and inclusion agenda. There are more of these initiatives and groups that work towards developing diverse and inclusive workforce around the world, but of course, there are costs as well associated with the implementation of diversity policies in the organization. Let not forget the cash costs of compliance with laws on discrimination, as well as the investment into programmes that serves as implementation to change internal cultures in the way that the diverse workforce is recruited, retained, and developed (CSES, 2003). To reiterate more on proposed changes for North Africa SPU and diversity and inclusion strategies for BP company as a whole, over recent years, BP has implemented and managed a wide range of global and local diversity and inclusion training programs and initiatives to support employees in understanding diversity and building inclusive behaviors. As we could see that organization is treats the DI very importantly in order to stay in the leading position in the market, however there is plenty to do and enough work in progress.

Changes Resulting from The Renaissance :: European Renaissance Essays

The Renaissance The Renaissance was a period of European history, considered by modern scholars as that between 1300 and 1600. Many dramatic changes happened during the Renaissance. The Renaissance was a period of new inventions and beliefs. The Renaissance was drastically different from the Middle Ages. During the Middle Ages the church held most of the power and its economy were agriculturally based. Exploration and learning was almost put to a stop. During the Renaissance society was transformed into a society increasingly dominated by central political institutions with an urban commercial attitude. Also, people's curiosity overcame their fear and many people started to venture out and explore. New schools and colleges became more and more common. The Renaissance was started by many rich Italian cities, such as Florence, Ferrara, Milan, and Venice. Because these cities were very wealthy, many merchants started to spend money on different things, such as painting, learning, new banking techniques, and new systems of government. These things gave rise to a new type of scholar, the humanist. Humanism was subjects concerned with humankind and culture. They studied various things such as Latin, Greek language, literature and philosophy. Music and mathematics were also studied as well. The Renaissance gave way to new forms of painting, art and sculpture. During the Renaissance, artist were no longer regarded as mere artisans, as they had been to the medieval past, but for the first time emerged as independent personalities, compared to poets and writers. Many artisans merged mathematics with art, in order to become more precise in their measurements and to make sure an object was supported both rationally and proportionally. As a result painters tried and often succeeded into making their painting a window into the world. Artists also studied the way light hits objects and the way our eyes perceive light. A new kind of paint called oil paint was used. This allowed the artist to create texture, mix colors, and allow more time for corrections before it dried. The printing press was probably the most important advance in technology. Europeans first used movable metal type to print a book. On small pieces of metal they engraved single letters of the alphabet. These could then be arranged and rearranged to form words and sentences. Changes Resulting from The Renaissance :: European Renaissance Essays The Renaissance The Renaissance was a period of European history, considered by modern scholars as that between 1300 and 1600. Many dramatic changes happened during the Renaissance. The Renaissance was a period of new inventions and beliefs. The Renaissance was drastically different from the Middle Ages. During the Middle Ages the church held most of the power and its economy were agriculturally based. Exploration and learning was almost put to a stop. During the Renaissance society was transformed into a society increasingly dominated by central political institutions with an urban commercial attitude. Also, people's curiosity overcame their fear and many people started to venture out and explore. New schools and colleges became more and more common. The Renaissance was started by many rich Italian cities, such as Florence, Ferrara, Milan, and Venice. Because these cities were very wealthy, many merchants started to spend money on different things, such as painting, learning, new banking techniques, and new systems of government. These things gave rise to a new type of scholar, the humanist. Humanism was subjects concerned with humankind and culture. They studied various things such as Latin, Greek language, literature and philosophy. Music and mathematics were also studied as well. The Renaissance gave way to new forms of painting, art and sculpture. During the Renaissance, artist were no longer regarded as mere artisans, as they had been to the medieval past, but for the first time emerged as independent personalities, compared to poets and writers. Many artisans merged mathematics with art, in order to become more precise in their measurements and to make sure an object was supported both rationally and proportionally. As a result painters tried and often succeeded into making their painting a window into the world. Artists also studied the way light hits objects and the way our eyes perceive light. A new kind of paint called oil paint was used. This allowed the artist to create texture, mix colors, and allow more time for corrections before it dried. The printing press was probably the most important advance in technology. Europeans first used movable metal type to print a book. On small pieces of metal they engraved single letters of the alphabet. These could then be arranged and rearranged to form words and sentences.

Conquest of Mexico Essay -- essays research papers fc

Conquest of Mexico   Ã‚  Ã‚  Ã‚  Ã‚  In 1519 Hernà ¡n Cortà ©s led a couple hundred other Spaniards inland to the impressive Empire of the Mexica ruled by the Great Montezuma. Many historians today tell how quickly and almost effortlessly these Spaniards conquered the Empire. They paint an image of ignorant, helpless Indians practically giving up their land out of fear of this group because certainly the Spaniards must be gods since they have powerful weapons and strange animals. We know neither Cortà ©s nor any of his men were gods, of course, but what was it that allowed Cortà ©s to prevail over the inhabitants of the land? The First Expeditions To begin, in 1517 Francisco Hernà ¡ndez de Cà ³rdova, Bernal Dà ­az del Castillo, and some other gentlemen embarked on a journey to explore new lands in hopes of seeking employment since they had yet to find it in their new home of Cuba. In need of additional provisions, the governor of Cuba, Diego Velà ¡squez, loaned the group supplies and a boat with the agreement that they return with Indians to be used as slaves. At Cape Catoche of the Yucatan Peninsula, Cà ³rdova’s men first encountered a group of Indians who at first appeared friendly and welcoming only to draw those who disembarked along the road to their village where they then ambushed the explorers. In that battle, fifty soldiers died and the captain and the remaining men all suffered many wounds. The explorers continued to receive this type of reception from the Indians they encountered at every stop along the coast of the peninsula. Nearly dieing of thirst for want of fresh water, Cà ³rdova and his men tried again and again to safely land and gain casks of fresh water. At Champoton they encountered fresh water. Yet again they met with hostile, warring Indians. Only one man escaped without harm, but the Indians captured him. Once the Indians retreated, Cà ³rdova and his men quickly filled the casks with fresh water and returned to their ship. In light of the fact that the voyage proved to be somewhat of a disaster and all the men were either ill or wounded, they decided to return at once to Havana. (Dà ­az) Once in Havana, Cà ³rdova sent a report to Governor Velà ¡squez word of their return. In addition to reporting about the warring natives, Cà ³rdova described the discovery of heavily populated lands where the people lived in masonry houses, wore cotton garments,... ... Spaniards, and various Indians battled day after day often regaining what they had lost in the night as they retreated for rest. Cortà ©s had previously been adamant about only causing harm to the Indians when absolutely necessary. The new lord refused to withdraw and admit defeat. Finally, Cortà ©s called for all buildings to be decimated. He had envoys at all entrances to the city by that time, and escape was impossible. July 26, 1520, after 12,000 dead, Cortà ©s claimed Mexico City for Spain. Works Cited Cortà ©s, Hernando. 5 Letters of Cortà ©s to the Emperor 1529 – 1526. Trans. J. Bayard Morris. New York: W. W. Norton, 1962. Dà ­az del Castillo, Bernal. The Discovery and Conquest of Mexico,1517 – 1521/Edited from the only exact copy of the original MS. (and published in Mexico) by Genaro Garcà ­a. Translated with an introd. And notes by A.P. Maudslay. Introd. To the American ed. By Irving A. Leonard. New York: Farrar, Straus, and Cudahy, 1956. Helly, Mathilde. Montezuma and the Aztecs/Mathilde Helly and Rà ©mi Courgeon. New York: Henry Holt and Company, 1996. Morris, J. Bayard, trans. 5 Letters of Cortà ©s to the Emperor 1529 – 1526. By Hernando Cortà ©s. New York: W. W. Norton, 1962.

Just about every aspect of sport which we find exciting today was present at the chariot races of ancient Rome Essay

I agree with this statement to an extent, some aspects of chariot racing are similar to that of today’s modern sport. In Ancient Rome’s chariot races there were four teams, red, white, green and blue. Every roman would support a team, and stay loyal to it. These teams became the focus of support among spectators. The Romans were always very loyal to which ever team they supported. Fights would sometimes breakout due to the supporting of different teams. There are lots of aspects that made these chariot races exciting for the Romans. By supporting a team they could feel more involved. Competitors from the same team / stable might work together / pull stunts and gang up on other teams to gain popularity, make the race more exciting. This is just like nowadays, in football, rugby, cricket and many more of our modern day sports resemble the Romans approach to their teams and their support for them. Most men nowadays support a football team and stay loyal and supporting that team. Going to a football match is a really exciting experience, everyone supporting the same team will be feeling in a similar way, the atmosphere and feeling that you are all there together supporting your team, taking part is a very exciting experience and one that both us and the Romans share. The anxiety of waiting what’s going to happen, is he going to push him off the track? Is he going to die? The excitement when someone does a trick. Is he going to score? Will they be able to score in time? Will he get the penalty? Will he get sent off? It unified people of all sorts of social ranks, and encourages them to socialise just like we have nowadays. Betting also would have been and exciting experience for the Romans, just like us and any human being they were money driven. So the prospect of wining some money would have been a very exciting experience, they could have won a lot of money. Just like nowadays when we place a bet on a team or a horse to win a race / match, it then gets us more involved in the match / race, we want the person / team who we have backed up to win so we win money in return, so you get very excited when maybe your charioteer does a very clever stunt and nocks someone of the track / they are battling it out for first position you almost feel as if you are taking part in the race. The structural features of the circus maximus would have also made it exciting for the Romans the seating meant that they could integrate with women, which they would not get to do often, there are several sources explaining the excitement the men had in checking the women out. Nowadays that would not really affect our excitement on the sport as we are much more integrated through daily life than the Romans would have been. Therefore these don’t really increase the enjoyment of our sport nowadays. The ‘spina’ would have also made the race very exciting for the Romans, especially the ‘metea’ or turning posts, these would have tested even the best charioteers to their limits, when the charioteers reached the metea they would try and cut in as close as possible to the metea as possible, this could have resulted in a very bad injury or death very easily, if they wear pushed into the metea or turned to closely into the metea, as the charioteers approached the metea the crowd would start to cheer more especially when stunts and tricks were pulled on other charioteers. The Romans also enjoyed the egg markers and dolphin markers; these would have shown them at what lap they were in the race, obviously it would have been important for the Romans to have been able to keep track of how many laps the charioteers were on. Every time a marker went down / up this would have signified it being closer to the end of the race, I think this would have made it more exciting for them because it is that time aspect for them, when time is applied to something it often means pressure, whether it be they only have so long to score a goal or to knock their component of the track / make them win. With every lap it would have made it more exciting for the Romans, as there would be less and less charioteers each time and the race would be getting more violent / heated. Although nowadays although we do have score boards to help us to keep up score I would not say it adds that much to the excitement , only really the time aspect that they have so long left to score / win this game. In the chariot racing most of the competitors would have been slaves, and of a low social status, they would get sold to other teams and made to compete in races. In a way the charioteers had their own status within charioteering – they had dual status’ if they were good charioteers they would start from nothing a built their way up the charioteers rank, and become well known every time a charioteer won in a race they would receive a percentage of the winnings the rest would go to the stables, they would receive quite a high pay.. This is sort of similar to what we have nowadays for example a footballer might start from nothing and is all of a sudden he is launched into a high status / idolised. In a way the footballers are owned like a slave would be the club / manager owns them and they are sold onto other teams. Just like the charioteers they also receive very high pays. This aspect of charioteering / modern day sport would have made it exciting because you could get to see well known really good charioteers, maybe that you idolised; it’s just like nowadays meeting a really famous footballer like David beck ham something that an average person would find really exciting, because they are iconic figures that people look up to, and you want to see them perform. With chariot racing there is a real danger aspect it seemed the Romans would do anything to try and make their sport more dangerous and exciting, teaching the charioteers to bash into each other, the crowd would cheer loudly if someone was Have a battle with another charioteer / killed them, the Romans were very blood thirsty. The got thrills out of seeing people hurt and pushing each other close to the edge. Nowadays I don’t think we share the Romans passion quite so much for fighting and death/ blood, although for instance in motor racing when the cars are racing and perhaps giving each other nudges I think we do find it exciting we like to see how far we can push things, and if some one crashed and it was quite a big one every one would sort of be talking about it – did you see that crash? Without realising we get a sort of buss out of it. I think now looking closely and examining this statement I do agree with it , most of the points I have brung up are connected to chariot racing we share that thrill and excitement the same as the Romans do maybe we just don’t realise it as much / it is a bit more toned down.