Mawangdui The Han Dynasty Tombs of Lady Dai and Her Son

Mawangdui is the name of an early Western Han dynasty site [202 BC-9 AD] situated in a suburb of the modern town of Changsha, Hunan Province, China. The tombs of three members of an elite ruling family were found and excavated during the 1970s. These tombs belonged to the Marquis of Dai and Chancellor of the Kingdom of Changsha, Li Cang [died 186 BC, Tomb 1); Dai Hou Fu-Ren (Lady Dai) [d. after 168 BC, Tomb 2]; and their unnamed son [d. 168 BC, Tomb 3]. The tomb pits were excavated between 15-18 meters (50-60 feet) below the ground surface and a huge earthen mound was piled on top. The tombs contained exceedingly well-preserved artifacts, including some of the oldest manuscripts of classic Chinese texts as well as unknown ones, still being translated and interpreted more than 40 years later. Lady Dais tomb was filled with a mixture of charcoal and white kaolin clay, which led to the nearly perfect preservation of Lady Dais body and grave clothes. Nearly 1,400 objects in Lady Dais grave included silk tapestries and painted wooden coffins, bamboo objects, pottery vessels, musical instruments (including a 25-string zither), and wooden figures. Lady Dai, whose name was likely Xin Zhui, was elderly at the time of her death, and the autopsy of her body revealed lumbago and a compressed spinal disc. One of the silk paintings was a wonderfully preserved funeral banner in her honor which is featured in the slideshow Funeral Banner of Lady Dai. Manuscripts from Mawangdui: I Ching and Lao Tsu Lady Dais unnamed sons tomb contained more than 20 silk manuscripts preserved in a lacquer hamper, along with silk paintings and other grave goods. The son was about 30 years old when he died, and he was one of several sons of Li Cang. Among the scrolls were seven medical manuscripts, which together comprise the most ancient manuscripts on medicine found in China to date. While these medical texts were mentioned in more recent manuscripts, none of them had survived, so the discovery at Mawangdui was just stunning. Some of the medical treatises have been published in Chinese but are not as yet available in English. A summary of that progress is in Liu 2016. Bamboo slips found in the sons tomb were brief unsigned prescriptional documents covering acupuncture, various drugs and their benefits, health preservation and fertility studies. The manuscripts also include the earliest version yet discovered of the Yijing (commonly spelled I Ching) or Classic of Changes and two copies of the Classic of the Way and its Virtue by the Taoist philosopher Laozi (or Lao Tzu). The copy of the Yijing probably dates about 190 BC; it includes both the text of the classic book  and four or five discrete commentaries, only one of which was known before the excavation, the Xici or Appended Statements. Scholars (according to Shaughnessy) call the longest one after the first line: Ersanzi wen The Two or Three Disciples Ask. Also included were some of the worlds earliest maps, including the Topographical Map [of the Southern Part of the Kingdom of Changsha in Early Han] (Dixing tu), the Map of Military Dispositions (Zhu jun tu,  and described in detail below), and the Map of City Streets (Chengyi tu). Medical manuscripts include Chart of the Burial of the Afterbirth according to Yu (Yuzang tu), Diagram of Birth of a Person (Renzi tu) and Diagram of the Female Genitals (Pinhu tu). The Diagrams of Guiding and Pulling (Doayin tu) has 44 human figures performing different physical exercises. Some of these manuscripts contain images of celestial deities, astrological and meteorological elements, and/or cosmological schemes that would be used as instruments of divination and magic. Military Maps and Texts The Zhango zonghenjia shu (A Text of the Strategists in Warring States) contains 27 stories or accounts, eleven of which were known from two other well-known manuscripts, the Zhanguo ce and the Shi Ji. Blanford (1994) compared Account #4 describing the results of a diplomatic mission for the King of Yan to similar accounts in the Shi Ji and Zhanguo ce and found that the Mawangdui versions are more complete than the others. She considers the Mawangdui version more eloquent and of a higher effective rhetorical quality than the later editions. The Military Garrison Map is one of three maps found in Tomb 3 at Mawangdui, all painted in polychrome on silk: the others were a topographic map and a county map. In 2007 Hsu and Martin-Montgomery described their use of a Geographic Information System (GIS)-based approach, geo-referencing the map to physical locations in the Fundamental Digital Map of China. The Mawangdui map supplements the historical accounts of a military conflict described in the Shi Ji between the Han and the Southern Yue, a tributary kingdom to the Han. Three phases of the battle are illustrated, pre-conflict tactical planning, the battle progress of a two-pronged attack, and post-conflict constructions to keep the region under control. The Xingde Three copies of a text called the Xingde (Punishment and Virtue) were found in Tomb 3. This manuscript contains astrological and divination recommendations for successful military conquests. Xingde copy A was transcribed between 196-195 BC; Xingde copy B, between 195-188 BC, and Xingde C is undated but cannot be later than the date the tomb was sealed, 168 BC. Kalinowski and Brooks believe that the Xingde B version contains calendrical corrections for Xingde A. Xingde C is not in good enough condition to reconstruct the text. The Mourning Diagram, also found in Tomb 3 (Lai 2003), describes proper mourning practices, including what mourners should wear and for how long, based on the relationship of the mourner to the deceased. As for those [one] mourns for a year: for father, [wear] untrimmed sackcloth for thirteen months and then stop. For grandfather, fathers brother, brother, brothers son, son, grandson, fathers sister, sister, and daughter, [wear] trimmed sackcloth for nine months and then stop. The Arts of the Bedchamber The Arts of the Bedchamber (Li and McMahon) are a series of teaching techniques to assist men in the art of attaining harmonious relationships with women, enhance health and longevity, and generate descendants. In addition to assistance with sexual health and recommended positions, the text includes information about promoting healthy fetus growth and how to tell if your partner is enjoying herself. Sources   This glossary entry is a part of the  Silk Road and part of the Dictionary of Archaeology. Blanford YF. 1994. Discovery of Lost Eloquence: New Insight from the Mawangdui Zhanguo zonghengjia shu. Journal of the American Oriental Society 114(1):77-82. Hsu H-MA, and Martin-Montgomery A. 2007. An Emic Perspective on the Mapmakers Art in Western Han China. Journal of the Royal Asiatic Society 17(4):443-457. Kalinowski M, and Brooks P. 1998. The Xingde; texts from Mawangdui. Early China 23/24:125-202. Lai G. 2003. The diagram of the mourning system from Mawangdui. Early China 28:43-99. Li L, and McMahon K. 1992. The contents and terminology of the Mawangdui texts on the arts of the bedchamber. Early China 17:145-185. Liu C. 2016. Review on the Studies of Unearthed Mawangdui Medical Books. Scientific Research 5(1). Shaughnessy EL. 1994. A first reading of the Mawangdui yijing manuscript. Early China 19:47-73.

Perpetuities and Annuities Example

Essays on Perpetuities and Annuities Essay Running head: PERPETUITIES AND ANNUITIES Perpetuities and Annuities Educational PERPETUITIES AND ANNUITIES 2Perpetuities and Annuities Perpetuities and annuities make guaranteed payments at regular intervals. The former have an infinite lifespan, while the latter have a finite one. While there are different types of annuities, the most common is a retirement one. An annuity is often considered by people who may have insufficient retirement income from traditional defined pension plans and who are concerned that they may outlive their present income. If the latter is a concern, then an investment broker will recommend the type of an annuity that cannot be outlived. Governments, whose employees terminate their employment with them prior to retirement age or having met a specified term of employment, hold the government and employee contributions until a minimum age and then begin paying an annuity (in actuality a type of reduced and deferred pension) for life to their former employees. Vanguard.com offers three types of annuities; namely, an immediate (income) fixed annuity; an immediate variable annuity; and a deferred variable annuity with a guaranteed lifetime withdrawal benefit (GLWB) rider, the latter not only meeting spending needs, but also guaranteeing that the annuity is not outlived. (2012). Immediate fixed annuities offer guaranteed fixed payments for a fixed period or for life. They protect from market downturns and can protect against inflation. The amount of money that a retiree will receive from an upfront payment depends upon the person’s age and gender, the amount of the initial payment, the interest rates at the time of purchase, and the chosen options. If an annuity is purchased for a certain period of time (period-certain annuity), and the purchaser dies before the end of that period, payments can be made to beneficiaries for the balance of the time period (ibid.). PERPETUITIES AND ANNUITIES 3 A fixed immediate annuity can only be cancelled in very limited circumstances. As a result, only part of one’s income should be used to buy such an annuity so that one still has some flexibility. With a GLWB, there is greater flexibility and control of one’s investment (ibid.). It should be remembered that â€Å"an annuity is a financial product issued by an insurance company. It allows for tax-deferred growth of assets. At retirement, an annuity can help to provide a guaranteed income stream for one or more people† (Hancock, 2012). Unlike an annuity, which has a fixed time, perpetuities go on forever. As a result, they are less common than an annuity because people rarely set up payment structures that last forever. Charities, however, often set up this kind of structure. Investoverse.com gives the example of a scholarship set up so that each year until the end of time one student will get $5,000.00. To make this happen the charity must know how much money to set aside to make this happen. This is calculated as a perpetuity. It does not make much sense to this student to set up a personal perpetuity, although it makes more sense to do so in the case just stated of a charity that, amongst other things, gives a scholarship each year; and to make sure that it happens, sets it up as a perpetuity. Considering that the time value of money available at the present time is worth more than the same amount in the future due to its earning potential, provided that it can earn interest (Time Value of Money – TVM, 2012), a fixed annuity with an upfront payment seems to be the preferable choice since the money begins to earn interest immediately thus increasing the value of the retirement instrument as opposed to a retirement annuity that has been built up over the years as a result of monthly payments. For a long life expectancy, an annuity where the investor cannot outlive the annuity is best; otherwise, an immediate fixed annuity for a fixed time period. PERPETUITIES AND ANNUITIES 4 References Barclay, B. (2011, October 25). Differences between an annuity a perpetuity. Retrieved on January 17, 2012, from http://www.ehow.com. Golden, S. (2009, January 22). Annuities and Perpetuities. Retrieved on January 17, 2012, http://www.investoverse.com. John Hancock. Retrieved on January 17, 2012, from http://www.Johnhancock.com Time Value of Money. Retrieved on January 17, 2012, from http://www.investopedia.com. Vanguard. Retrieved on January 17, 2012, from http://personal.vanguard.com.

Contemporary Issues In Human Management †Myassignmenthelp.Com

Question: What Is The Contemporary Issues In Human Management? Answer: Introduction Google is a famous multinational technology company. The company was founded by Larry page and Sergey Brin. The company was launched in 1998. According to the reports of 2016, the company has employed around 72,053 employees. The companys headquarter is in California. Currently Sundar Pichai is the CEO of the company. The company is specialized in cloud computing, software, hardware and online advertising technologies. The reason of rapid growth of the company is the range of products and services company offers to the customers. Various services such as Gmail, Google doc, Google drive, Google sheets, Google search, Google translate, Google map, You tube, Google keep, Google photos and Google+, company provides to people. Google Companys recruitment process is very unique. The Company provides various opportunities to people who are creative, passionate and who have desire to learn new things (Vise, 2007). The report contains information about Google and its recruitment strategy. Som e challenges related to recruitment process are also depicted in the report. Key message about Google as organization The company is focusing on development of new products and services. With the help of artificial intelligence company is planning to launch new products and services in the market. When the company was founded in 1998 that time only 300 million people were using online services but now around 3 billion people are using online services. The company does not want to stay at the same position. The future plans of the company show its growth intensions. Before seven years the company was not so much popular but now many persons know about the company. The company provides supportive and open environment to its employers. The company has achieved popularity in just short period of time. Google is one of the most recognized brands in the world. The main source of revenue generation of the company is the online advertising services. In Google, people do not believe in impossible concept. People believe that everything is possible. People use creative ideas to deal with complexities. The emp loyees of the companies generate innovative ideas by focusing on general problems which people face every day. Google services are making the life of people easy. People can easily assess books, music, apps, maps and other services any time. Google wants to provide right service at right time to right person. Google is the best company in which each person wants to work because company provides various benefits to employees and customers (Insch Florek, 2008). Key messages about Google as an employer In Google, the employer hires the person who has creative skills and can contribute in organizations growth. In 2007, only 16,805 employees were working in Google but in 2016 the figure was 72,053. In Google many persons work, some persons may come from management background and some may come from engineering background. Googles employers do not select the candidates on the basis of qualification only. The employers select the candidate who has creative thoughts and can provide benefits to the company (Savoia, Copeland, 2011). In Google, the employers believe that if two persons who are exactly same in terms of job experience, demographics and age, and one person has potential to deal with challenges and other person does not like to face challenges then the employer will hire the first person because in Google the employees have to face various challenges and they have to deal with them (Everett, 2011). Today Google gets around 2 million job applications in a year but the employers select only around 4000 people. The employers want role related knowledge in the candidates. The employers search those candidates who know something about the work because expertise in work will come when employees will get training and when they will solve certain problems. For technical roles the employers search candidates from technical background. The candidate should ready to accept challenges and should ready to learn new things. The candidate should be able to tackle complex projects. The candidate should have analytical skills, technical skills, leadership skills and managerial skills (Kuntze Matulich, 2010). Google recruitment strategy In a Google recruitment video it is shown that the employers provide very supportive environment to employees. Employees are given tasks and the supervisors help the employees to understand and manage the task. The employers explain role related information to the employees. In the training period the management provides training to each employee. The employers greet each candidate and make them comfortable. The company wants the candidate who is not only good for present but also beneficial for future. The company attracts right talent by providing amazing environment to employees. The working environment of the company is very healthy as the there are no so much limitations (Davenport, Harris Shapiro, 2010). In Google, employees can enjoy their work life. To increase creativity in employees, brainstorming methods are also used. The management provides motivation to employees to give creative ideas. Company provides various opportunities to employees for career development. They pr epare employees to deal with problems. The core values of Google are good environment, innovation, business ethics and care for community. Employees can get best work culture in Google. Google uses motivational theory of human resource management to attract right talents. Abraham Maslow gave the theory of motivation to motivate individuals. According to Maslow, human beings have different needs and people are motivated by those needs. Major human needs are psychological needs, safety needs, social needs, esteem needs and self-actualization needs (Deery, 2008). Psychological needs include basic needs like the needs of food and water. The employees must have enough money to purchase food and water. Safety needs means the employees want to work in a safe environment. People do not want to do dangerous jobs. Social needs means people want to get good environment where they can enjoy work and they spend time with good friends. If an employee feels isolated then he or she will not like to work in the organization. People are motivated when they get freedom and independence. People like to get respect, recognition, importance, attention and appreciation (Becker Bradley, 2007). People like to work at the place where they can get all things. If employees feel that their efforts are not valued at the company then they search other companies because it is intrinsic need of humans that they want to get appreciation for their efforts. Self-actualization needs mean each person wants to get something in his or her life and the person makes efforts to achieve it. People are motivated when their final desire is satisfied (Christensen Hughes Rog, 2008). Motivation works as positive force that provides right direction to people. People get attracted when they think that there needs can be satisfied by the company. From the video it can be analyzed that Google Company is focusing on each need. The company is providing various facilities to its employees. Google Company is also providing safe and friendly environment to employees. Company also provides growth opportunities to employees so that employees can make good career in the company. Challenges in recruitment process Companies may face various challenges in recruitment process. Some major challenges are mentioned in the given paragraph. Sourcing talent is the major challenge companies like Google can face. In the current market many persons are looking for good job opportunities. In the market talented and skilled persons are also looking for a good platform (Bakker Demerouti, 2007). The companies may face difficulty in searching talented persons. The human resource managers use limited source to find capable and talented persons for the job position. The competition is rising rapidly. All companies want talented people who can give more benefits to them. All companies are using similar sources to find persons and a person likes to work with the company where he or she can get maximum benefits so it becomes difficult for the company to differentiate itself from its competitors (Townsend, 2007). Many employers believe that finding a talent person is like searching a needle in the dark room. Scree ning process is also a complex task. It is not easy to search talent persons from large pool of applicants. The employers also have to consider various points like candidates capability, creative skills, risk taking capability and analytical skills for selecting a candidate (Bhatnagar, 2007). Conclusion Google is a popular company. Basic information about the company and its products and services are given in the report. In the report key messages about Google as a company and as an employer are presented. The recruitment strategy of Google is also described. Google hires only those persons who can handle many things and who can give creative ideas to handle complex tasks. The employers hire those candidates who have role related knowledge and who can handle different situations. The employers do not select the candidates on the basis of their grades. They check the ability and capability of the candidate. Company provides supporting environment to all employees. Some challenges that companies like Google would face in recruitment process are also elaborated References Bakker, A. B., Demerouti, E. (2007). The job demands-resources model: State of the art, Journal Of Managerial Psychology, 22(3), 309-328. Becker, P. H., Bradley, J. S. (2007). The role of intrinsic factors for the recruitment process in long-lived birds, Journal Of Ornithology, 148(2), 377-384. Bhatnagar, J. (2007). Talent management strategy of employee engagement in Indian ITES employees: key to retention, Employee Relations, 29(6), 640-663. Christensen Hughes, J., Rog, E. (2008). Talent management: A strategy for improving employee recruitment, retention and engagement within hospitality organizations, International Journal of Contemporary Hospitality Management, 20(7), 743-757. Davenport, T. H., Harris, J., Shapiro, J. (2010). Competing on talent analytics, Harvard Business Review, 88(10), 52-58. Deery, M. (2008). Talent management, work-life balance and retention strategies, International Journal of Contemporary Hospitality Management, 20(7), 792-806. Everett, A. (2011). Benefits and Challenges of Fun in the Workplace, Library Leadership Management, 25(1). Insch, A., Florek, M. (2008). A great place to live, work and play: Conceptualising place satisfaction in the case of a city's residents, Journal Of Place Management And Development, 1(2), 138-149. Kuntze, R., Matulich, E. (2010). Google: Searching for value, Journal Of Case Research In Business And Economics, 2, 1. Savoia, A., Copeland, P. (2011). Entrepreneurial innovation at Google, Computer, 44(4), 56-61. Townsend, K. (2007). Recruitment, training and turnover: another call centre paradox, Personnel Review, 36(3), 476-490. Vise, D. (2007). The google story, Strategic Directi

Taller psicoanalisis Essays - , Term Papers

1886Naci en Morabai Australia 1860Se estableci en Viena 1881Viajo a Paris Trabajo con Charco en Salpitriere Estudio de la Histeria Hipnosis como terapia 1886Se caso Abra una clnica privada (Jung,Adann,Brever) Comenz a centrar las bases del psicoanlisis 1896Elaboro las bases del mtodo psicoanaltico 1900Fue designado profesor en la Universidad de Viena Emprende su famoso anlisis del caso Dora 1908En Salzburgo Alemania presenta el primer congreso Mundial del Psicoanlisis 1909Baja a EE.UU juntos a sus colaboradores Jung Fundo la sociedad internacional del psicoanlisis 1925Autobiografa Historia del movimiento psicoanaltico 1926Inhibicin Sntomas y angustia 1927El malestar e la cultura El provenir de una ilusin 1932Nuevas conferencias sobre el psicoanlisis 1937Anlisis terminable e interminable 1939Moises y la religin Monoteista Muri en Londres Modelo gentico Fase oral 1 aoFase anal 2-3 aosFase flica 3-5 aos El libido se centra en placeres Funciones: comer,morderse,llevarse objetos a la boca El libido se centra en la regin anal, el centro de gratificacin es la zona anal y las actividades de retencin y expulsin de eses Se centra en la zona ergena de los genitales y especialmente en el Se produce hbitos masturbatorios e inters por las relaciones erticas de los Padres Complejo de Edipo Desempea un papel fundamental en al personalidad y en la orientacin del deseo humano Forma +Forma - Rival personaje del mismo sexo y amor al sexo opuestoRival al sexo opuesto y amor al mismo sexo ConcientePreconcienteInconciente Yo ControlaSuper yo Valores y entorno Suma de ambos Id Impulsos + - Biolgicos, instintos PSICOANALISIS Es una teora sobre el funcionamiento psquico humano Modelo de FREUD