...CHAN CHAN Fue la capital política y administrativa del Reino Chimú. La extensión original fue de más de 20 Km2; actualmente cubre solo 14 Km2, siendo considerada como “La Ciudad de Barro más grande del mundo”. El 28 de noviembre de 1986, la UNESCO declaró a Chan Chan Patrimonio Cultural de la Humanidad. Ver Plano de Chan Chan EL NOMBRE No se conoce el nombre original , ni tampoco si la denominación de Chan Chan abarcaba a toda la ciudad. Los primeros cronistas no indican este nombre, sino que se refieren al lugar como “La Ciudad de Chimo” -nombre dado al valle- o Palacios del Gran Chimú. En 1791, aparece recién el nombre Chan Chan, en la revista el Mercurio Peruano, como referencia a este sitio arqueológico. El estudio de documentos antigüos indican que el nombre Chan Chan, correspondía a unas salitreras que se ubicaban cerca del camino a Huanchaco, localizado dentro de lo que ahora llamamos Chan Chan. El significado de Chan Chan como derivado Muchic Jan Jan, Sol Sol, se debe a Ernst Middendorf (1892). A opinión de Zevallos Quiñones el término no tiene relación con el área, pues se hablaba aquí el Quingñam. El nombre Chechengo (1679) pudo haber sido el antecedente mas remoto de la actual denominación. POBLACIÓN Se calcula entre 20 a 30 mil habitantes (Kent Day) y los habitantes de todo el territorio Chimú en 500 mil, de acuerdo a John Rowe. Según Middendorf (1894) en Chan Chan vivieron 100 mil personas. En la época de abandono, la población habría sido de 5 a 10...
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...pranzo PAU Carabanchel* Appuntamento alle 16:30, fermata LA PESETA (Linea 11). 14:00-16:30 17:00-19:30 29 sabato Mattina Visita libera PAU Sanchinarro* GUIDA VISITE 1. 2. 3. 4. 5. 6. SANCHINARRO ENSANCHE DE CARABANCHEL MONTE CARMELO LAS TABLAS ENSANCHE DE VALLECAS ARROYO DEL FRESNO Area 356,5ha Spazi verdi pubblici 1.430.000m² Alloggi non sovvenzionati 5.224 Alloggi sovvenzionati 12.252 Densità 31,8all/ha FOA C9 C/ de los Clarinetes ACM DOSMASUNO C8 C5 Avda. de la Peseta C7 Avda. de la Peseta S-MAO C2 ALBEROLA//MARTOREL C/ de la Lonja de la Seda HAND ARCHITECTURE C/ Patrimonio de la Humanidad ARANGUREN Y GALLEGOS C1 J. GARCÍA GERMÁN C/ Salvador Allende C3 C/ de los Morales C6 C/ Patrimonio de la Humanidad MORPHOSIS//B+DU C4 C/ Patrimonio de la Humanidad M PAU de...
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...FISCALIDAD 2012 1.- No es un tributo: a) El pago anual hecho al Ayuntamiento de Madrid para obtener el distintivo de residente y poder aparcar en las plazas “verdes”. b) La cantidad pagada a la Universidad Rey Juan Carlos en concepto de matrícula. (Es un precio público) c) El pago hecho al Ayuntamiento en concepto de grúa por la retirada de un vehículo mal aparcado. d) El gravamen sobre los premios del bingo. 2.- ¿Qué porcentaje de la recaudación del Impuesto de Sociedades está cedida a las CC.AA. de régimen común en el actual sistema de financiación autonómica? a) El 100% b) El 35%. c) El 15%. d) Este impuesto no está cedido a las CC.AA. de régimen común en ningún %. 3.- Determine cuál de los siguientes negocios deberá pagar alguna cantidad en concepto de Impuesto de Actividades Económicas: a) Un comercio minorista regentado por un titular persona física. b) Un fontanero dado de alta como autónomo en la Seguridad Social. c) Una empresa textil constituida jurídicamente como “sociedad limitada”, con una cifra de negocios de 10 millones de euros. (Cifra negocios superior a 1.000.000 euros y que inicia su actividad en los dos últimos años) d) Una sociedad anónima dedicada a la distribución comercial cuya cifra de negocios es 2 millones de euros, y que ha iniciado el año pasado su actividad. 4.- ¿Cómo se denomina el sistema de corrección de la doble imposición que permite deducir de la...
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...Diversity in the Workplace Alain Kraussman Hall Baker College Online Human Behavior Management of Organization/BUS615 December 6, 2012 Introduction Diversity is defined as “the condition of having or being composed of differing elements: variety; especially: the inclusion of different types of people (as people of different races or cultures) in a group or organization” ("diversity," 2012). These differing elements are becoming more and more prevalent in today’s society, and especially in the business world. Emigrants from every country in the world have made their way to the shores of America, and from there, to millions of companies and organizations across the nation. From the owner of the neighborhood corner store to the CEO position at Citigroup and Pfizer, foreign-born employees are giving this country a new, diverse, face. Diversity is not just of race, but of age, gender, ethnicity, religion, and disability. In every decade since 1900, the percentage of women 16 years and older in the workplace has increased, going from just 18.3 percent in 1900 to 53.6 percent in 2010 ("Women in the," 2007). The same holds true of disabled workers. In December 1976, there were roughly 2,088,242 blind and disabled workers in the United States. Growing nearly every year since, the Social Security Administration reports that as of December 2011, there are 6,996,435 blind and disabled people in the workforce ("Ssi annual statistical...
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...Participant observation is defined as first hand experience. Participant observation is a method developed by Anthropologists in the early 20th century. When Anthropologists noticed that in order to fully understand the question, “Why” in culture. Why do a certain people do this, why is that important, or why do they all do it, are just some of the questions anthropologists use participant observation. The key to participant observation is fieldwork, where the anthropologist actively lives with the people of the culture they are studying for about a year or more. Where the anthropologist goes through culture shock by leaving all their possessions at home and starting a new. This technique of studying gets the anthropologist to become one with the culture, where they participate in ceremony’s and traditions with the people as a member. So much so that they go through culture shock once they return home, because they have opened their minds to a whole new way of thinking and living. Colin M. Turnbull is an anthropologist who went to live in the Ituri Forest with a group of people called the Pygmies. The Pygmies is a culture that many people before Turnbull mistaken as uneducated and weren’t living life to the fullest because of this. Turnbull had two voyages to the Forest where in his first voyage he saw the Nkumbi ritual and was inducted as a member of the Pygmies. Two years later he went back to the forest leaving everything behind, unlike his first voyage where he believed he...
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...ETHNOCENTRISM Ethnocentrism is the tendency to believe that one's ethnic or cultural group is centrally important, and that all other groups are measured in relation to one's own. The ethnocentric individual will judge other groups relative to his or her own particular ethnic group or culture, especially with concern to language, behaviour, customs, and religion. The term ethnocentrism was coined by William G. Sumner, upon observing the tendency for people to differentiate between the in group and others. Ethnocentrism occurs when one culture or nation places itself at the top of an imagined hierarchy of cultures and nations and subsequently assigns other cultures and nations equivalent or lower value on that scale. To be fair, a system of belief in which someone doesn't consider his or her own as the right one is inherently inconsistent, for it is admitting its own falseness. With this in mind, it is important to examine the bases for our beliefs regarding other cultures and nations. The tendency to evaluate other groups according to the values and standards of one's own ethnic group, especially with the conviction that one's own ethnic group is superior to the other groups. "The fallacy of ethnocentrism is committed...
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...Creating Cultural Synergy: A Management Plan for a culturally diverse team Theresa Famolaro MGMT 615 Dr. Linda Smith 20 March 2012 Introduction This paper presents a problematic multicultural team scenario and a management plan to bring about the team’s effectiveness and success through cultural synergy. A summary of the conflict among team members sets the stage for an innovative solution, while a description of the emergence of multicultural teams in the workplace provides a context. Initially, an assessment of the cultural diversity of the team members is provided. Then, a plan to leverage the richness of culturally diverse team members working together is explored. Finally, in the event that the plan is unsuccessful, a backup plan is offered for consideration. Due to globalization, people from various cultures find themselves working with individuals from other cultures, often in an intercultural team environment. A team is an interdependent group of individuals brought together for innovation and the achievement of a specific goal (Northouse, 2010). Team cohesiveness is positively associated with openness of opinions and collaboration between team members. Disagreement within teams negatively affects team members from sharing points of view (Woerkom & Sanders, 2010). Multicultural teams are more likely to display less cohesion than teams with members that share the same culture. Cultural diversity...
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...Journal of Behavioral Studies in Business Marketing to the Generations, Page 1 Marketing to the Generations Kaylene C. Williams California State University, Stanislaus Robert A. Page Southern Connecticut State University ABSTRACT Each generation has unique expectations, experiences, generational history, lifestyles, values, and demographics that influence their buying behaviors. Accordingly, many companies are reaching out to multi-generational consumers and trying to understand and gain the attention of these diverse buyers. Multi-generational marketing is the practice of appealing to the unique needs and behaviors of individuals within more than one specific generational group, with a generation being a group of individuals born and living about the same time [1]. This means that marketers need to understand the six U.S. generations: Pre-Depression Generation, Depression Generation, Baby Boomers, Generation X, Generation Y, and Generation Z. When a marketer factors in the different characteristics and behaviors of the generations, it should be easier to build relationships, gain trust, and close business. [2, 3] As such, an understanding of multigenerational marketing is very important to the marketer. The purpose of this paper is to describe briefly the U.S. generations in terms of the times in which they grew up as well as the characteristics, lifestyles, and attitudes of the group. However, the primary focus of the paper is to describe various marketing...
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... 2012 Abstract This report is addressed to the senior management team of the following issues: what host foreign countries could face a result of expansion; cultural barriers and diversity issues; diversity in the international arena; description of two political and economic issues due to global expansion and methods addressed to them; and the importance and implications of each item in PPQ Parts expansion plans to Germany and Japan. UNIT INDIVIDUAL PROJECT PPQ Parts has determined that for the company to expand globally over the next several years, its managers must be properly trained in multiculturalism and diversity management. PPQ Parts executives must be aware of any political and economic concerns that may arise during the expansion. A few issues that could arise from the host foreign country as a result of the expansion are as follows: * Political risks-dealing with profits cause of the drastic changes in a country’s business environment. * Social risks-can cause riots and demonstrations due to abrupt changes in how a company does business in that country. * Economic risks-mismanagement by the country’s government (AIU, 2012). The cultural barriers and diversity issues that are commonly encountered by international/multinational (MNC) and global organizations are social, cultural, economic, legal, and political differences; quotas; tariffs; and subsidies (AIU, 2012). Diversity has become an important topic in the international arena due to...
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...Culture Shock The first thing I would have done to prepare myself from the culture shock is study the Yanomamo. I would have studied their way of life, what they ate, how they dressed, their language, mannerisms, and every detail I can get. If however, I don’t have that information handy, I would have at least asked the guide a few questions before entering the area where the people are living. A culture shock is really hard to prepare for, unless one has studied about it beforehand or else it wouldn’t be a shock at all. Witnessing firsthand my ancestor culture, the Filipino culture, was a big deal when I was a young. Since I was raised in America at the age of two, and learned American culture and language through my schooling, I never associated with my Filipino culture other than through my parents, which even they are much “Americanized.” When my relatives from the Philippines, they seemed like normal people until they cooked food I personally found appalling. My relatives cooked and ate dinuguan and balut. Dinuguan is pig blood stew, and balut is a baby duck egg. I was very shocked they ate this food, which I never heard or eaten. My parents ate it before but have never cooked it and put it on my plate, so it was obviously something I assumed my parents didn’t particularly like eating. I learned my lesson that maybe I should research the Filipino culture before I judge. Just as they were shocked about my “Americanized” attitude, I was shocked with what they ate. I believe...
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...Leading Intergenerational Teams Workspace demographics now span four generations. A twenty-something hired this year can expect to find that they working with colleagues who are older than they are by fifty or more years. The reason for this is primarily due to labor shortages for trained personnel in many industries. In addition, many older workers are now delaying retirement due for economic or other reasons. Many of the baby boomer generation can now be expected to delay retirement into their seventies. (Randstad USA) As you will learn, an inter-generational workforce provides many opportunities and challenges. While generational differences can and do lead to frustration, conflicts and poor morale, they do not have to. This section of the handbook will help you to better understand effective methods for leading and working with intergenerational teams. You will see that the differences brought to the mix by different generations can lead to increased productivity, creativity and success. In addition, you will understand the programs and benefits offered to enhance and optimize the benefits of maintaining an inter-generational workforce. Defining the Generations In an article published in the Journal for Quality and Participation, Gesell provides the following definitions of the generations. The Silent Generation. Born between 1925 and 1945, this group values hard work, conformity, dedication, sacrifice and patience. They are comfortable with delayed recognition...
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...------------------------------------------------- WORKPLACE DIVERSITY ------------------------------------------------- (CULTURAL DIVERSITY) SAZIA KHAN SANJA GM410: FOUNDATION OF PROFESSIONAL COMMUNICATION. INSTRUCTION: ROBERT WOODS Keller Graduate School of Management Introduction: The social composition of the world is changing. And the increasing of the globalization demands more interaction with people from diverse cultures religion and background ever before. As a result of that the demography of the world is changing. The word becomes a single market place. Anyone with a cell phone or access to the internet is a potential customer. In today’s global economy traditional barrier are disappear. So being increasing the opportunity as well as competition if the company wants to compete effectively and globally, Todays Companies need to realize that they longer have choice.it is now essential to be knowledgeable about and be able to communicate with people of different nationalities cultures and religions. Corporation realizes that they must embrace that diversity in the workplace brings. What is Work place Diversity Workplace diversity refers to the variety of differences between people in an organization. That means diversity encompasses race, gender, culture, ethnic group, age, personality, cognitive style, tenure, organizational function, education, background and more. Diversity not only involves how people perceive themselves, but how they perceive others...
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...Impact of Globalization on Bangladesh In: Computers and Technology Impact of Globalization on Bangladesh Impact Of Globalization On Bangladesh Globalization has become a buzzword in the new era of international relations. Basically it is a process of expanding trade and commerce all over the world by creating a frontier-less market. But now it has had a far-reaching effect on many aspects of life Impact Of Globalization On Bangladesh : Impact of globalization is obvious in the following spheres : • Impact On Communication : With the impact of high-tech communication media and ultramodern transportation facilities, the world has come closer. Now we can learn instantly what is happening in the farthest region. Countries of the world have become like families in a village. They can share their joys and sorrows like next-door neighbors. • Impact On The Economy : The Impact Of globalization on Bangladesh economy cannot be denied. Like the developing countries of the world our country is getting benefit out of border-less market. Our GDP has increased. Garment industries are considered the foreign exchange earner. In terms of investment, employment and exports, the functioning EPZs(Export Processing Zones) have been greatly successful. • Impact On Modern Technology : Globalization is now largely based on a strong technological foundation. The electronic transfer of information via the internet has now created an instantaneous and inter-connected world of information resulting...
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...Sociopolitical Factors and Diversity Angie Kauffman Psych 535 September 7, 2013 Sociopolitical Factors and Diversity As society continues to diversify, both psychologists and therapists need to develop awareness for each client’s perspective, beliefs, and values. An individual’s perspective may differ from the perspective of his or her therapist. Thus, psychologists and therapists alike must develop an understanding of cultural diversity. Pederson and Locke (1999) stress the need for training in the culture-centered approach to gain, “accurate assessment, meaningful understanding, and appropriate intervention” (p. 11). A variety of factors can affect the understanding of a culturally diverse individual, such as homelessness, sexual harassment, and racism. Through an understanding of those three sociopolitical factors, psychologists and therapists can see the impact of these factors on psychological development, behavior, and distress. As a result, practices may be put in place to help minimize potentially harmful consequences. Homelessness Approximately two and a half million people are homeless and 30-50% of this group consists of families with children (Pedersen & Locke, 1999). According to Pederson and Locke (1999), homeless is defined if an individual meets one of the following criteria: • Inability to secure regular and stable housing • Primary residence is a public or private shelter • Occupying a place not designated for housing (p. 90). The homeless...
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...Suggest 2 improvements that could be made to the Griffiths study and outline any implications these changes may have. (8) One change would be to replicate the study in different countries. Pseudo patients could see if they would be diagnosed as having schizophrenia by doctors in England, France and Canada. The pseudo patients would provide the same symptoms as in the original study (thud, hollow and empty). This would allow the researcher to investigate any cross cultural differences in diagnosis and the treatment of patents (if admitted to a hospital). An implication of this may be that doctors in the other countries may make the same mistakes with diagnosis thus showing practitioners to be bias cross cultural. This would give further support for the need of the DSM to be updates and would mean that the results form Rosenhan's study could be generalised to other countries. In addition to this it would provide insight into treatments used in the different countries, they may find that the type of care/ standard of care differ from country to country (possibly worse in counties with lower economy) Another improvement could be to set up CCTV cameras into the hospitals to record the behaviours of the staff towards the patients. This would be overt at first as the staff would be aware the cameras are being brought in, however they would soon forget they are there. This would allow Rosenhan to have a record of staff patient interaction and the treatment of the pseudo patients...
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