The Lighthouse of Alexandria

The famed Lighthouse of Alexandria, called Pharos, was built around 250 B.C.  to help mariners navigate the harbor of Alexandria in Egypt. It was truly a marvel of engineering, standing at least 400 feet tall, making it one of the tallest structures in the ancient world. The Lighthouse of Alexandria was also solidly built, standing tall for over 1,500 years, until it was finally toppled by earthquakes around 1375 A.D.  The Lighthouse of Alexandria was exceptional and considered one of the Seven Wonders of the Ancient World. Purpose The city of Alexandria was founded in 332 B.C.  by Alexander the Great. Located in Egypt, just 20 miles west of the Nile River, Alexandria was perfectly situated to become a major Mediterranean port, helping the city to flourish. Soon, Alexandria became one of the most important cities of the ancient world, known far and wide for its famous library. The only stumbling block was that mariners found it difficult to avoid the rocks and shoals when approaching Alexandria’s harbor. To help with that, as well as to make a very grand statement, Ptolemy Soter (Alexander the Great’s successor) ordered a lighthouse to be built. This was to be the first building ever built solely to be a lighthouse. It was to take approximately 40 years for the Lighthouse at Alexandria to be built, finally being finished around 250 B.C. Architecture There’s a lot we don’t know about the Lighthouse of Alexandria, but we do know what it looked like. Since the Lighthouse was an icon of Alexandria, its image appeared in many places, including on ancient coins. Designed by Sostrates of Knidos, the Lighthouse of Alexandria was a strikingly tall structure. Located on the eastern end of the island of Pharos near the entrance of Alexandria’s harbor, the Lighthouse was soon itself called â€Å"Pharos.† The Lighthouse was at least 450 feet high and made of three sections. The bottommost section was square and held government offices and stables. The middle section was an octagon and held a balcony where tourists could sit, enjoy the view, and be served refreshments. The top section was cylindrical and held the fire that was continually lit to keep mariners safe. At the very top was a large statue of Poseidon, the Greek god of the sea. Amazingly, inside this giant lighthouse was a spiraling ramp that led up to the top of the bottommost section. This allowed horses and wagons to carry supplies to the top sections. It is unknown what exactly was used to make the fire at the top of the Lighthouse. Wood was unlikely because it was scarce in the region. Whatever was used, the light was effective – mariners could easily see the light from miles away and could thus find their way safely to port. Destruction The Lighthouse of Alexandria stood for 1,500 years — an astounding number considering it was a hollowed out structure the height of a 40-story building. Interestingly, most lighthouses today resemble the shape and structure of the Lighthouse of Alexandria. Ultimately, the Lighthouse outlived the Greek and Roman empires. It was then absorbed into the Arab empire, but its importance waned when Egypt’s capital was moved from Alexandria to Cairo. Having kept mariners safe for centuries, the Lighthouse of Alexandria was finally destroyed by an earthquake sometime around 1375 A.D. Some of its blocks were taken and used to build a castle for the sultan of Egypt; others fell into the ocean. In 1994, French archeologist Jean Yves Empereur, of the French National Research Center,  investigated the harbor of Alexandria and found at least a few of these blocks still in the water. Sources Curlee, Lynn. Seven Wonders of the Ancient World. New York: Atheneum Books, 2002.Silverberg, Robert. The Seven Wonders of the Ancient World. New York: Macmillan Company, 1970.

Army A Profession of Arms Essay - 831 Words

What is a profession? First and foremost let’s look at how we can define a profession from a general point. A profession is an occupation requiring specialized knowledge and often long and intensive academic preparation. Profession doesn’t mean only to be perfectly prepared on the basis of theoretical aspects, but to meet the strict criteria as well. A good professional should be a leader and leadership means solving problems. Leaders can be assessed according to the amount of resolved problems. Everybody has a tendency to be successful, in trying this; a successful leader has to be confident in his decisions. It follows from that, that generally we can consider the leader as an expert, a matured personality, somebody who meets the high†¦show more content†¦He is ready to sacrifice his own life. Professional soldiers differ from the ordinary citizen particularly in psychological and personal characteristics and qualities. A soldier professional does not want a war, but he wants to be prepared for the worst possible variant of development. We can say that working in the armed forces is characterized by several attributes. I think the expert work, self-improvement, ethics, fulltime commitment and discipline are the most important ones. The expert work comes out from the requirements for controlling highly specialized equipment and procedures that occur only under the conditions of the armed forces. For example, an engineer knows the procedures for mine-clearing, building floating bridges, command and controlling submarines, fire control of air defense systems, logistic equipment transfers and many others. All of these activities call for a maximal professional approach and adherence to precisely specified procedures, which can be achieved only by professionals with many years of experience. So, to move forward and improve our professionalism it is very important to consider self-improvement. In my opinion, learning from experienced master soldiers, be active in self learning and have good motivation are the right ways to succeed. A profession of arms can be, and it certainly is, a dangerous way to meet our life necessities. It would be quite ridiculous if somebody stated he worked for armed forces only for loyalty to theShow MoreRelatedThe Army As A Profession Of Arms1283 Words   |  6 PagesOver centuries, the Army established and continues to validate itself as a Profession of Arms. As a department of the US Military, the Army earns this title by providing the unique service of defending the Constitution and the American people. In order to be a Profession of Arms then, the Soldiers that fill the Army’s ranks must be professionals. 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For these words to ring true, the Army must deliver trainingRead MoreNew Uniform and Appearance Standards in Army Regulation 670-1895 Words   |  4 PagesIt is impossible to form a perspective on how Army uniform polices relates to Army professionalism without first accepting that Army professionalism itself is an arbitrary concept. On 31st March 2014, the United States Army published new uniform and appearance standards in Army Regulation 670-1 and immediately faced a mixture of vehement resentment and patriotic acceptance. The cause for the differing reactions is the fact that not everyone concerned—everyone being active and retired Soldiers asRead MoreHuman Resource Sergeants ( Hr Sergeants )993 Words à ‚  |  4 Pages The question we must ask ourselves is what exactly the Profession of Arms is and what is our role as Human Resource Sergeants (HR Sergeants) what is it that we bring to the fight, what’s our contribution to the Army’s overall objective. As we emerge from years of war, from constant back to back deployments to Afghanistan and Iraq, we find ourselves in an era of persistent conflicts where we find ourselves embroiled in conflicts all around the world. In a world that seems more dangerous today thanRead MoreILE Graduation Address795 Words   |  3 PagesCongratulations on what you have accomplished. I’m sure your families, friends, and colleagues are extremely proud of you. I know I am. The strength of our Army is our Soldiers. The strength of our Soldiers is our families. We could never do what we as professionals and Soldiers without their support. When we deploy to serve our nation and do the profession we called to, the responsibility of raising of the kids, resolving arguments with the neighbors, fixing the broken refrigerator falls on them. Our families

Communication and Hr Free Essays

4DEP (HR) Developing Yourself as an Effective Human Resources Practitioner By Susanne Collier 7th November 2011 Activity 1 Today Human Resources (HR) is at the centre of business performance. HR professionals have an important role to play in driving decisions that enable their organisations to thrive in both the short and the longer term. Where in the past the function delivered the fundamentals that underpinned the employee lifecycle (such as recruitment, induction and salary administration) supporting organisation performance is now the theme running through HR’s work. We will write a custom essay sample on Communication and Hr or any similar topic only for you Order Now The CIPD have introduced the HR Profession Map which sets out what HR practitioners need to know, do and deliver at all stages in their career. The Map is structured around ten professional areas of HR activity and it focuses on the knowledge, activities and behaviours required in the profession today. The first two professional areas, Strategy, insights and solutions (uses deep understanding of the business – activities, strategies and plans and underlying drivers of and barriers to sustainable performance, and needs of customers and employees – and unique insights to drive business performance through the creation and delivery of HR strategy and solutions) and Leading and managing the HR function (leads and manages a fit for purpose HR function, with a strong track record of operational excellence and a deep understanding of the organisation requirements. Ensures that the function has the right capability, capacity, and organisation design, and that HR employees are fully engaged, work collaboratively and possess a deep understanding of organisation and the drivers that create value). These are central to understanding the organisation and delivering an HR function that delivers success. There are eight behaviours shown on the HR Map that identify in detail how professionals need to carry out their activities and make a contribution to organisational success. Please see Appendix 1 for description of the eight behaviours. The behaviours have been clustered into the following groups: Each professional area and behaviour is described at four bands of professional competence, the bands range from those entering the profession at band one, to those that are leading it, at band four. I currently work as an Office Manager for Miller Heiman Inc at their EMEA headquarters in Milton Keynes. As part of my remit I have to ensure that the delivery of Human Resources (HR) service and information to leaders, managers and staff within the organisation is accurate, efficient, timely and cost-effective and that HR data is managed professionally as I am the first point of contact for all HR-related queries. I have therefore chosen to look at the Service Delivery and Information professional area at Band One, as I believe this is most relevant to my current role. There are eight activities, eleven skills and three behaviours that apply to band one within this professional area, please see Appendix 2. Within my role the behaviours detailed with the respective activity and knowledge are Collaborative, Driven to Deliver, Personally Credible, Curious, Role Model and Courage to Challenge. Collaborative Build appropriate professional, friendly and accessible relationships with employees, line managers, directors and network of suppliers. Driven to Deliver * Assist in the recruitment process – i. e. liaise with recruitment agencies, set up interviews and issue relevant correspondence. * Administer HR-related documentation, such as offer letters, contracts of employment, leavers’ and pensions information. * Provide relevant documentation as requested for example employee handbooks, latest policy updates, sickness forms. * Provide data for and prepare management nformation reports, mainly around absence management. * Ensure the relevant HR databases are up to date, accurate and comply with relevant legislation. * Administer Childcare Voucher Scheme, liaising with employees and external providers. Personally Credible * Provide support and advice to employees and line managers, explaining policies and procedures in a timely and effective manner, including maternity, paternity, adoption, parental leave and health ; safety processes and queries regarding benefit and pay issues. * Assist in the development of HR procedures and policies. Take responsibility for own work. * Communicate well both in writing and verbally. * Use own initiative. * Have the ability to work accurately with attention to detail. Curious * Take part in teams meetings, events and training as required. * Have the flexibility and willingness to learn. * Constantly review suppliers for a cost/qua lity/service comparison. * Good understanding of HR policies and procedures, health ; safety and basic understanding of employment legislation. * Attend Employment Law updates on a regular basis to keep abreast of changes in legislation. Role Model * Be resilient and able to work in an organisation that is undergoing change due to development and growth. * Use tact and diplomacy, being sensitive and respectful to others. * Contribute to the development and implementation of the overall ethos/work/aims of Miller Heiman. * Appreciate and understand the need of confidentiality in dealing with all HR and training issues. * Work in accordance with current policies and procedures. * Appreciate that projects need to be completed, methodical approach with an ability to work under pressure. Courage to Challenge Feedback and look at any changes that are needed in our current practices and implement. * Constantly review personal development plan in line with organisational objectives. Activity 2 HR Customers The HR department has many internal and external customers to serve, including employees, their managers, directors and legal and regulatory agencies. The needs of which may sometimes be in conflict. Below are the main cust omers I have to deal within my role on a daily basis and an example of a few of their needs: Directors| Line Managers| Staff/Peers| Latest Legislations UpdatesManagement Reporting| Appraisal DocumentationPolicy DocumentationHealth ; Safety issues| Payroll QueriesBenefit Entitlement QueriesSickness Forms| A need conflict may arise if for example a director has requested an absence report analysis for a disciplinary meeting be produced for the following day but unexpectedly a line manager has advised you of a potentially serious health and safety issue. Both needs are important to the person requesting them, and I would therefore look at the needs individually to assess their priority and risk to the business if they were not dealt with as a matter of urgency. The absence report could be to assist the director with looking into an individuals time keeping as part of a disciplinary, which is important as this could affect the way forward with the hearing, but the health and safety issue could be a greater risk to the business and/or individual at that precise moment in time so a risk assessment would need to be carried out immediately and then a decision could be made whether action was needed immediately and would therefore then take priority over the absence report. Communication Methods Communication Method| Advantages| Disadvantages| Electronic (Email)| * Quick * Log receipt * Complete * Can send large documentation * Cost advantages| * Eliminate Equal Opportunities due to lack of access * No tone * No relationship * Could be misconstrued | Written (Printed Material)| * Meets legal requirements * Clear audit trail * Provides reference * More in depth detail| * Lack of face to face contact * Unsecure * Slow * Expensive| Verbal(Telephone/Face to Face)| * Checking of understanding * Personal * Immediate| * Trepidation * Language * Lengthy * Lack of control * Cost of calls| Effective communication as explained by Albert Mehrabian in his communication model found that spoken words account for only 7% of what a listener perceives, the remaining 93% of what a listener comprehends originates from the speaker’s body language and tone employed in the delivery of the words. Building and Maintaining Effective Service Building Relationships – It is important to develop a positive attitude, be less judgmental and more accepting of others. Gather Improve Your Communication Skills,  listen carefully and focus on the speaker’s message. This will allow you to respond appropriately and avoid misunderstandings. Resolve conflicts early. Treat ALL colleagues with respect and always be courteous and professional. Be open and honest about your feelings and allow others to do the same. Understand and accept personal or cultural differences. Dealing with Difficult Customers and Resolving their Complaints – Listen to the customer and thank them for bringing the problem to your attention. Sincerely convey to the customer your apology for the way the situation has made them feel, but avoiding blame and determine what the customer is seeking as a solution. Once this is established seek to agree on the solution and take quick action to resolve and follow up to ensure the customer is completely satisfied. Meeting time and Budget Constraints – Set goal and deadline expectations at the outset. Prioritise workload and delegate if there is an opportunity too if time is restricted. Research and compare costings to ensure the best value is gained without compromising quality. Must ensure the regular updates are provided. Continuous Improvement – To ensure high levels of customer satisfaction, it is important for HR to continually measure and monitor the needs of its various customers, determine how well it is meeting those needs and identify any areas that represent gaps, this could be done in the form of an annual employee survey, issuing feedback forms for completion or requesting short feedback via email as well as looking at your PDP plan at your annual review and at regular intervals throughout the year. BIBLIOGRAPHY CIPD HR Profession Map http://www. cipd. co. uk/cipd-hr-profession/hr-profession-map/explore-map. aspx (28 Oct 2011) Albert Mehrabian Communication Model http://www. vestedoutsourcing. com/the-psychology-of-outsourcing-part-4-albert-mehrabian-and-comminication/ (31 October 2011) APPENDIX Appendix 18 Behaviours Description Appendix 2Service Delivery and Information Professional Area Description How to cite Communication and Hr, Papers

Junot Diaz Bio free essay sample

Lent DDS was born In the Dominican Republic and raised New Jersey. He Is a creative writing teacher at MIT and fiction editor at the Boston Review. He also serves on the board of advisers for the Freedom university, a Volunteer organization in Georgia that provides post-secondary instruction to undocumented immigrants. From what I have read I have gathered that he really had to rely on himself. Getting him through college working the Jobs where you have to do the dirty work, dishes, and pumping-gas. Supposedly Drown reflects Diazs strained relationship with his own father, with whom he no longer keeps in contact with. Diaz was born in Villa Juana, a neighborhood in Santo Domingo, Dominican Republic. He was the third child in a family of five. Through most of his childhood he lived with his mother and grandparents while his father worked in the united States. Diaz emigrated to Parlin, New Jersey, in December of 1974, where he was able to reunite with his father. We will write a custom essay sample on Junot Diaz Bio or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page He lived close to what he considered one of the largest landfills in New Jersey. His short fiction has appeared In The New Yorker magazine, which listed him as one of the 20 top writers for the 21st He has also been published in Story, The Paris Review, and in the anthologies The Best American Short Stories four times (1996, 1997, 1999, 2000), The PEWO. Henry prize stones (2009), and African voices. He s best known for his two major works: the short story collection Drown (1996) and the novel The Brief Wondrous Life of Oscar Wao (2007). 80th were published to critical acclaim and he won the 2008 Pulitzer Prize for Fiction for the latter. Diaz himself has described his writing style as a disobedient child of New Jersey and the Dominican Republic If that can be possibly Imagined with way too much Diaz has received a Eugene McDermott Award, a fellowship from the John Simon Guggenheim Memorial Foundation, a Lila Acheson Wallace Readers Digest Award, the 2002 PEN/Malamud Award, the 2003 us-Japan Creative Artist Fellowship from the National Endowment for the Arts, a fellowship at the Radcliffe Institute for Advanced Study at Harvard university and the Rome Prize from the American Academy of Arts and Letters. He was selected as one of the 39 most important Latin American writers under the age of 39 by the Bogota World Book Capital and the Hay Festival. [18] In September 2007, Miramax acquired the rights for a film adaptation of The Brief Wondrous Life of Oscar Wao. [19] The stories in Drown ocus on the teenage narrators impoverished, fatherless youth in the Dominican Republic and his struggle adapting to his new life in New Jersey. Reviews were generally strong but not without complaints. 20] Diaz read twice for PRIs This American Life